GOOD GOVERNANCE AND MOTIVATION FOR WORK AFFECTING THE PERFORMANCE EFFECTIVENESS OF SAKON NAKHON PROVINCICAL ADMINISTRATION DEPARTMENT’s PERSONNEL

Abstract

      The purposes of this research article included the following: 1) To study the level of good governance, motivation for work, and performance effectiveness of Sakon Nakhon Provincial Administration Department’s
personnel and 2) To investigate the factors of good governance and motivation for work that influence the performance of Sakon Nakhon Provincial Administration Department’s personnel. The sample group consisted of 181 personnel who worked for the Department of Sakon Nakhon Provincial Administration. The size of the samples was calculated by using the ready-made table of Krejcie and Morgan. The tool used to collect data was a set of questionnaires, and the statistics employed for data analysis were frequency, percentage, mean, standard deviation, and multiple regression analysis. The study revealed these results: 1. The overall good governance of the Department of Sakon Nakhon Provincial Administration was at a high level. The hygiene factors of the personnel of the Sakon Nakhon Provincial Administration Department, as a whole, were also at a high level. In addition,
these Sakon Nakhon Provincial Administration Department’s personnel’s performance effectiveness, as a whole, was at the highest level. 2. Good governance significantly influenced the effectiveness of the personnel’s performance at the Sakon Nakhon Provincial Administration Department .05 statistical level: responsibility contained the highest influence, followed by morality; nevertheless, transparency had the least influence, respectively. Altogether, these aspects of good governance possessed a predictive coefficient of .519. 3. The personnel’s work motivation significantly influenced their performance effectiveness at the Sakon Nakhon Provincial Administration Department at the .05 statistical level. Regarding all aspects of work motivation, responsibility had the highest influence, followed by acceptance. However, the nature or traits of the jobs contained the least influence. Altogether, these aspects attained a predictive coefficient of .394. 4. The hygiene factor significantly influenced the performance effectiveness of Sakon Nakhon Provincial Administration Department’s personnel at the .05
statistical level. Of all factors, pay and welfare contained the highest influence; work conditions had the second highest influence; and the relationship with head officers or superiors got the least influence, respectively. Altogether, these factors had a predictive coefficient of .542.