term uses to describe the recent reorganization on work relationship.

Transcription

1 The Comparative Study of Organization Employee Commitment : A Case Study of Tambon Administration Organization s Core and Contract Employees, Nontaburi Province, Thailand. Researche: Mr. Thammarak Ruengjaras, M.U, Boh Gaya* Department of Public Administration, Graduate School, Siam Technology College *Corresponding author; dr_thamma@yahoo.com Abstract Since the beginning, The Tambon Administration Organization has remain lighly finance and more dependent upon grants in aid from the central government. As the Tambon Administration organization are elected bodies, the subordinates depend on the designation of elected members, and when the term of entitlement are terminated, the temporary or contract employees are mostly terminated also. These management pattern are normally implemented. Therefore, The traditional employeremployee relationship are being replaced by alternative staffing strategies, the Flexibility model is the term uses to describe the recent reorganization on work relationship. The purpose of this study is to analyse employment levels of commitment to Tambon Administration Organization and to reveal the factors related to their organization commitment. The two group studied are coring Tambon Administration Organization s employees and contract employees who supported the Organization. An in-depth interview methodology was employed to gather data. 75

2 This research indicated that first, the commitment helps ensure that employees do what is right. Second, organizations that contract out work will be concerned about the commitment of these employees because their success depends upon employee dedication. With a leaner workforce, absenteeism and tardiness become significant problems. Commitment is just as important for the contract employees as for the permanent employees. Key Word: Organization s Employee Commitment, Tambon Administration Organization s Core and Contract Employees, 76

3 Introduction. As I have undertaken my research project entitled The Comparative Study of Organization Employee Commitment: A Case Study of Tambon Administration Organization s Core and Contract Employees, Nontaburi Province, Thailand. This piece of research is one of the exclusive data based research work representing the labour and clergical society mentional the social crisis where men s skill and work commitment has no meaning for they Tambon Administration organization, Nontaburi Province. The Subdistrict Administrative Organisation (SAO) or Tambon Administration organization was established under the Tambon Council and Tambon Administration Organisation Act of The SAO is a sublevel below a district (amphoe) and a province (changwat).482 The 2008 census (15 August 2008) lists 6,157 SAOs within the country. 10 of them established in Nonthaburi province. Since the beginning, The Tambon Administration Organization has remain lighly finance and more dependent upon grants in aid from the central government. As the Tambon Administration organization are elected bodies, the subordinates depend on the designation of elected members, and when the term of entitlement are terminated, the temporary or contract employees are mostly terminated also. These management pattern are normally implemented. Therefore, The traditional employeremployee relationship are being replaced by alternative staffing strategies, the Flexibility model is the term uses to describe the recent reorganization on work relationship. The options range from the hiring of temporary employee for short-term assignment to the establishment of strategic partnership between organizations. One strategy that continue to increase in popularity is contracting out. This practice enables organizations to retain their primary business functions while outsourcing their non-core competencies to gain best in class capabilities. The flexibility model already represents a large part of the economy. Contingency workers are individuals who have not have an explicit or implicit contract for long-term employment. To reduce the size of Tambon Administration Organization whole increasing responsiveness to the public agency have their a singly transferred work to private organization or temporary employed workforce. 77

4 Objective The purpose of this study is to analyse employment levels of commitment to Tambon Administration Organization and to reveal the factors related to their organization commitment. Methodology The two group studied are core Tambon Administration Organization s employees and contract employees who supported the Organization. The variables were grouped into four areas, with selective instruments for measurement. The variable sinclude; demographics, type of employee, perception associated with Job satisfaction of employee variables. The dependent variables were commitment level for each group of employees. Type of employee served as the independent variable. When examining difference between the two groups demographics served as an independent variable. Tools used in research We have created a tool used to collect data. Based on the conceptual framework in research and research purpose only. Which were sequenced to create tools below. Researchers have studied the texts, documents and related research on the factors promoting the commitment level for each group of employees. Study details the objectives Determine the main issues and clarify the issues to be determined is the message. To suit the content and scope of the issues to be studied. An in-depth interview methodology was employed to gather data. Content analysis was then used to identify the types and extent of demographics, type of employee, perception associated with Job satisfaction of employee variables promoting the commitment level for each group of employees. 78

5 Results and Dicussion. An area of study which is relevant to the changing organizational workplace is the perception associated with the work setting of employee. The perception associated with the job setting of employee is mainly an information-seeking process; employment focus on acquiring the information they need to make sense of the work settings. It is important to determine the significance of addressing both groups need to learn how to acquire information and function effectively to meet the Tambon Administration Organization s mission. Is there a relationship between the perception associated with job satisfaction of employees and commitment. The study is cautioned, however, that is just one factor among many; have a relationship with commitment. This is preliminary study to explore possible relationships. Do temporary employees provide a better or worse service. On the other hand temporary employees do not experience the hierarchical and lateral relationships of the core organization. This employment structure any result in acceptable levels of service but perhaps not the extras that a full-time core employee would display in the name of team spirit. On the other hand in a competitive environment, a temporary organization s employee may go above and beyond the normal call of duty to retain the contract with the Tambon Administration Organization. These work dynamics represent a new way of accomplishing the organizational goals of government agencies. Previously, the Tambon Administration Organization conducted business by hiring and training its employees on how to complete the work. Employees accepted the promise of long-term job security, they traded higher pay for work stability. Permanent employees were lifers often working with one agency for their entire careers. Today, however, varying physical work arrangements, short-duration projects changing job responsibilities, teams comprised of employees, and movement among multiple employers introduce new dynamics into the workplace. 79

6 The previous model of conducting business with individuals who were promised lifetime employment is no longer valid. At the same time, the Tambon Administration Organization is no longer asking individuals to remain committed to them for their project teams. These factors suggest that a focus on the process of employee socialization is important for organization. In a fast-paced work environment, It is important for employees to learn how to adjust to a new or changing work environment quickly in order to effectively accomplish the tasks required. Similarly, commitment is more important now than ever. As Tambon Administration Organization scale back their workforces, those employees who remain have more responsibility for decision making and managing their own daily activities. Commitment helps ensure that employees do what is right. Second, organizations that contract out work will be concerned about the commitment of these employees because their success depends upon employee dedication. With a leaner workforce, absenteeism and tardiness become significant problems. If employees become less committed to organizations because of a lack of reciprocity, they will channel their commitment elsewhere. Employees will assess their skills and experience in terms of marketability versus a singular employment. Finally, organizations that move toward contracting our services will want to ensure that those who provide the services are committed to fulfilling their contracts. Commitment is just as important for the contract employees as for the permanent employees. In addition, the new workplace model may be impacting both core Tambon Administration organization and contract employees levels of commitment to not one organization but to various workrelated entities. 80

7 Conclusion From the above findings can be concluded that the nature of the work that is being contracted our must be understood if there are differences between the two groups of employees in terms of their commitment levels. If the work requires certain commitment level, if will be important to understand if there are differences between the two groups before entering into a contract arrangement. For example How can a public service ethic be engendered when most people doing the Tambon Administration Organization s work do not work for the Tambon Administration Organization. The contract employees who do not intent to work for the Tambon Administration Organization s missions and goals, must identify whether commitment among both their own and contract employees is an critical issue; hence, employers may suffer if employees have little dedication to their organizations. The need for commitment should be considered when making decisions for how to perform the work of the Nontaburi Tambon Administration Organization and in general. REFERENCES Alluto, J. A., Hrebiniak, L. G., & Alonso, R. C. (1973). On operationalizing the concept of commitment. Social Forces, Angle, H. L., & Perry, J. L. (1981). Organizational commitment and organizational effectiveness: An empirical assessment. Administrative Science Quarterly, 26, Becker, H. S. (1%0). Notes on the concept of commitment. American Journal of Sociology, 66, Bedian, A. G., Ferris, G. R., & Kacmar, K. M. (1992). Age, tenure, and job satisfaction: A tale of two perspectives. Journal of Vocational Behavior, 40,

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