The success model for developing strategic change agents based on the sufficiency economy philosophy in Song Phi Nong Subdistrict, Chanthaburi Province

Abstract

The objectives of this research were to 1) study the success of developing strategic change agents based on the Sufficiency Economy Philosophy, 2) develop an appropriate model for enhancing strategic change agents based on the Sufficiency Economy Philosophy in Song Phi Nong Subdistrict, Chanthaburi Province. This study employed mixed-method research design, divided into 2 phases. The first phase focused on studying the success factors using descriptive statistics, including mean, percentage, and standard deviation. The sample consisted of 380 participants selected through convenience sampling. The research instrument was a questionnaire, which was validated for content validity with IOC of .5 or higher and demonstrated a high reliability coefficient of .89. Phase 2: Developing an appropriate model through qualitative methods, including in-depth interviews and focus group discussions. A purposive sampling technique was used to select 25 key informants, categorized into 3 groups: 1. Executive, 2. Operational staff, and 3. Local area representative. The research instruments included semi-structured interviews and focus group discussions, with data analyzed using content analysis. The research results found that: 1) Key success factor in community leadership development included leaders acting as mentors to inspire and enhance the potential community members, Other critical factors were network partnerships, community readiness, collaborative teamwork, and the management of natural resources, and environment, all of which create participation and sustainable development through community forums. Quantitative analysis revealed that overall transformational leadership was at the highest level. When considering each aspect, idealized influence, inspirational motivation, intellectual stimulation and individualized consideration were all rated at a high level, specifically in terms of well-being, professional success, compensation, and community relationships, respectively 2) The appropriate model for developing strategic change agents focuses on knowledge empowerment and creation of integrated leadership team through systematic collaborative planning and monitoring and evaluation.