The Relationship Between Work Behavior and Work Efficiency of Personnel and Personnel Administration of the Udon Thani Provincial Public Health Office

Abstract

               Human resource management of Udon Thani provincial health office it plays an important role in managing the performance of personnel high-quality. This research aims to study the relationship between work behavior and work efficiency of personnel and personnel administration of the Udon Thani provincial health office.

            Methods: The cross-sectional descriptive research, sample study of 393 personnel. Data collected during July-December 2021. The instruments used in the research were questionnaires, including: personal characteristics, work behavior, personnel performance and efficiency of personnel management. By using statistics such as percentages, means, standard deviation, Independent Samples test and multiple linear regression.

            Results showed that personal characteristics with average performance, there were statistically significant differences at p<0.05 which were; civil servants had different performance from employees, practitioners had different performance from executives/ leaders, other special monthly income less than 5,000 Baht had a different performance from income 5,000 Baht or more and personnel whose had working period less than 10 years had different performance than those worked 10 years or more. Overall personnel management efficiency score was high level (x̄ =3.44, SD = 0.92), the most effective parts were personnel performance management, personnel retention and human resource planning. The overall working behavior of personnel score was high level (x̄ =3.67, SD= 0.85), the most effective parts were helping others, being part of the organization (identity) and tolerance. The overall performance of personnel at high level (x̄ = 3.51, SD= 0.88), the highest score was responsibility, support and standard. The predictive factor between personal characteristics, working behavior and overall performance of personnel affects the efficiency of personnel management statistically significant at the level <0.05 of 80% (R²adj. 0.808, p<0.001), there were 9 factors in descending order of predictive influences, namely overall work behavior (R²adj. 0.891), overall performance (R²adj. 0.562), standard (R²adj. 0.524), conflict (R²adj. 0.456), reward and punishment (R²adj. 0.424), support (R²adj. 0.409), responsibility (R²adj. 0.407), monthly income (R²adj. 0.056) and working period (R²adj. 0.010).

               Conclusion: The results of this study found that a high level of overall personnel management was associated with work behavior and performance of personnel that expected to result in more work performance.