Social Innovation That Affects The Management of Human Resources for People with Disabilities According to The Guidelines of Private Enterprise Entrepreneurs in Bangkok

Abstract

This research aimed to (1) investigate the levels of social innovation factors and human resource management (HRM) factors for employees with disabilities, and (2) identify social innovation factors influencing the HRM of employees with disabilities according to the approaches implemented by private sector organizations in Bangkok. The study employed a mixed-methods approach. The samples comprised 333 executives and HR officers, along with 5 key informants. The research instruments included questionnaires and in-depth interview guidelines that passed content validity (IOC = 0.67–1.00) and reliability testing (Cronbach's Alpha = 0.783). Data analysis utilized descriptive statistics, stepwise multiple regression analysis, and content analysis. The results indicated that (1) private organizations in Bangkok highly emphasized the importance of both social innovation factors and HRM factors for disabled employees, and (2) the social innovation factors significantly influencing HRM approaches for employees with disabilities at a statistical significance level of 0.01 included skill and knowledge development, creation of an open organizational culture, adaptation of the work environment, building networks and partnerships, and technology application. The stepwise multiple regression analysis revealed that these factors could predict the dependent variable at 77.5%. Implementing social innovation strategies in HRM enables organizations to foster equality and enhance the performance of employees with disabilities. However, successful disability employment relies on systematic skill and knowledge development, cultivating an open organizational culture, and creating a supportive and accessible work environment.