ปัจจัยที่มีอิทธิพลต่อการธํารงรักษาบุคลากรระดับปฏิบัติการ ของโรงแรมในฝั่งทะเลอันดามัน: กรณีศึกษาโรงแรม 4 ดาว ในจังหวัดภูเก็ต

Authors

ผศ.ดร.แสงแข บุญศิริ, นายอนุพงษ์ หมื่นชัยยะ

Published

วารสารวิจัยราชภัฏพระนคร สาขามนุษย์และสังคมศาสตร์

Abstract

The objectives of this research are to 1) to study the employee engagement factors influencing employee retention of 4-star hotels in Phuket province. 2) to study the quality of working life factors influencing employee retention of 4-star hotels in Phuket province. 3) to study the career development factors influencing employee retention of 4-star hotels in Phuket province. 4) To provide guidance for employee retention of 4-star hotels in Phuket province. Using Mixed Method Research, sample of quantitative research is 4-star hotel staff in Phuket. There were 400 questionnaires distributed and sample of qualitative research is 4-star hotel HR managers in Phuket, by interview 12 samples. This research was analyzed using descriptive statistics, frequency and percentage. And test hypotheses through multiple regression analysis, stepwise selection. The results of the study were as follows. 1. The employee engagement factors influencing employee retention of 4-star hotels in Phuket province, the predicted coefficient (R2) is .287 and There were three variables that influenced the employee retention are 1) Confidence, acceptance and compliance of the hotel. 2) Willingness to work for the organization. 3) Desire to be a member of the organization. 2. The Quality of working life factors influencing employee retention of 4-star hotels in Phuket province, the predicted coefficient (R2) is .461 and There were four variables that influenced the employee retention are 1) Social Integration in the Work Organization. 2) Adequate and Fair Compensation. 3) Opportunity to Growth and Security. 4) Social Relevance of Work Life. 3. The career development factors influencing employee retention of 4-star hotels in Phuket province, the predicted coefficient (R2) is .459 and There were two variables that influenced the employee retention are 1) Advances in salaries. 2) Progress in self-improvement. 4. Recommendation guidelines for retaining employees in 4-star hotel, Phuket province, in terms of guidelines The first guideline is Employee Engagement, there should be a clear recognition of the goals of the hotel to facilitate the understanding of the operational process, create a good culture in the hotel to feel like a family, hotel should help and support the society in various ways to make a good reputation, the hotel should give employees the right to express their views on the management approach and should create a process that is not too complicated. This will cause difficulties in the operation of the employees. The second guideline is Quality of working life, hotel should have activities to help and support the society in various ways and employees must be involved with the activity. A minimum of Service Charge should be set during the low season and should be provided at the dormitory, transportation, uniform and food for free. Should be promoted to employees every year. There should be activities that build relationships with employees, moreover, should have a minimum wage of 300 baht per day or 9,000 baht per month, or some high education qualifications must pay the same education, such as Bachelor, must pay 15,000 baht and last should have holiday two days per week and working hours should be 8 hours a day. The third guideline is Career Development, should be adjusted salary every year and should be adjusted to the standard equivalent to other hotels or more, should encourage scholarships to talented employees. The topics in the training should be topics of professional development or new topic and should be training outside, should not be trained too often. May create boredom for employees.

(2561). ปัจจัยที่มีอิทธิพลต่อการธํารงรักษาบุคลากรระดับปฏิบัติการ ของโรงแรมในฝั่งทะเลอันดามัน: กรณีศึกษาโรงแรม 4 ดาว ในจังหวัดภูเก็ต. วารสารวิจัยราชภัฏพระนคร สาขามนุษย์และสังคมศาสตร์, 6(1), 356-369.