ความตั้งใจที่จะลาออกจากงานของเจ้าหน้าที่ศึกษาเฉพาะกรณีศูนย์ประสานความร่วมมือระหว่างไทย ออสเตรเลีย เนเธอร์แลนด์ เพื่อการศึกษาวิจัยทางคลินิก ด้านโรคเอดส์ ศูนย์วิจัยโรคเอดส์ สภากาชาดไทย

Abstract

ABSTRACT

The objective of this analytical research were to measuring the levels of turnover intention, job satisfaction and organization commitment of the staff at HIV-NAT in order to find out the relationship between job satisfaction and organization commitment with turnover intention. The data were collected by questionnaire during June 15th - August 15th, 2008 and analyzed by T-test, One-way ANOVA, correlation and multiple regression. The result showed that most HIV-NAT staff (60.7%) had a low level of turnover intention, 53.6% had a moderate level of job satisfaction and 76.1% had a moderate level of organization commitment. Age group and agency had a significant relationship to turnover intention (p < 0.05). The overall job satisfaction and organization commitment were significant negatively related to turnover intention (p < 0.05 and p < 0.01, respectively). Job satisfaction and organization commitment together could predict 26% of turnover intention.

The research recommendation is the administrative team should be more clearly apply the principles of successful career management to ensuring that the staff can attain growth and advancement in their career path, and to use the techniques of organizational motivation - through the job itself, financial compensation, non-financial compensation, working environment, and fringe benefits together with promoting organization commitment - to reinforcing the importance of the job, to ensure that staff benefits match those of the organization.

Key words: Turnover intention, job satisfaction, organization commitment