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ABSTRACT

Title of Tenn paper ': Developing Employee Engagement Model

Author

: Miss Suraswadee Suwannawej

: Master of Science (Human Resource Development)

Degree

Advisor

: Chiraprapa Akaraborworn, Ph+D

Year

: 2006

The objectives of this study "Developing Employee Engagement Moder' were to study

-

and gather the theory and concepts related to Employee Engagement including factors

influencing Employee Engagement, and to develop an Employee Engagement Model. This study was a quantitative research The researcher gathered researches" articles related to employee engagement then selected the factors influencing employee engagement.. There were three methods in this study) the first two methods were selecting influencing factors from researches by a voting method ( a significant level) and Schmidt-Hunter method (an effect size or an average correlation). The third method was content analysis which was used fOT selecting influencing factor employee engagement from related articles.

The findings from most research found that the factors influenced and related to employee engagement at moderate level (r =0.41-0.60) .Theses factors were the responses to employees' needs and expectations, the organization dependability, the feeling of importance to the organization, the relationship with supervisor, the group attitudes towards the organization and the good attitudes towards peers and organization. While the performance appraisal fairness, the career promotional opportunity, the job challenge, the participation in presenting opinions or administration, the work growth. the task identity, the task variety, the relationship with peers, the task autonomy, the task significance, the opportunity to internet with others, the income and benefits and the feedback performance were factors related with employee engagement at rather low level (r=O.21"O.40)

The findings from articles found that the career opportunity, leadership, the

communication, the participation to give opinion and make decision, the relationship with peers,

the feeling as a part of the organization, the organizational culture, the task significance" the organization acceptance, the reward system) basic materials and equipments provided in work, the

feedback performance, the .clarity of job expectation, the quality of work life, the quality of work,

..

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the relationship with supervisor, the organizational image and management supports were factors that related to employee engagement. Moreover the findings found that leadership, the

communication, the participation to give opinion and, make decision, the relationship with peers and the feeling as part of the organization were factors most quoted in, the articles.

When compared the results were compared by three research methodologies, it found

there were three similar factors:

1) Career opportunity

2) The feeling of importance in the organization

3) The participation in presenting opinion in administration and the work growth

Thus, the recommendation drown from this research was 1) to make employee feel importance to organization and work, 2) to provide the employee participation in administration and 3) to provide work growth and to manage the career development

The suggestions for organizations were to survey employee engagement levels and satisfaction factors regularly thus the organization should be able to remove tile employee

unsatisfied and create employee engagement to the organization...

Besides organizations should prepare the basic need for employee. For ex ample, organization should give a clear expectation in work to the employee, provide enough materials and equipments for accomplishing work, developing career development plan for employee.

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