International Journal of Social And Humanities Sciences
Yazarlar: Bundhita THİRATİTSAKUN, Long KLOMKUL
Konular:Sosyal
Anahtar Kelimeler:Sustainable Employee Engagement,Buddhist Psychological Traits,Big Five Personality
Özet: The purposes of this research were 1) to study the concept of Buddhist psychologi-cal traits and sustainable employee engagement; 2) to develop and propose a model of sustainable employee engagement using Buddhist psychological traits. The re-search method was the mixed methods research using the quantitative research to extend the qualitative research results. The key informants consisted of employees’ best practices who were working in Bangkok using purposive sampling to obtain 15 employees for qualitative research, and two-stage random sampling to obtain 540 employees for quantitative research. The research instruments were in-depth interview schedule and questionnaires. Data analysis consisted of content analysis and analytic of induction for qualitative data, and statistical analysis using SPSS and LISREL were analyzed for quantitative data. The research results were as follows: 1) there were 8 aspects of Buddhist psychological traits consisted of good heart, good speech, good sociable, good consistency behavior, conscientiousness, opti-mistic, adaptability and friendliness. These eight aspects were divided into two vari-ables which were (1) bases of sympathy and (2) the big five personality. In addi-tion, sustainable employee engagement were contained in 4 aspects consisted of self-passion, self-dedication, self-evaluation and self-development. 2) Two devel-oped models of sustainable employee engagement using Buddhist psychological traits were fit with empirical data. Results of two models analysis showed that chi-square = 79.06, 43.87; df = 63, 36; p = .83, .17; GFI = .98; .99 AGFI = .96, .97; RMSEA=.022, .020, accounting for the variations in sustainable employee en-gagement = 95.00, 94.00 percent. Therefore, Buddhist psychological traits can use for the encouragement of sustainable employee engagement and it was appropriate to the Thai context.