Competency of HR developers in Royal Thai Air Force
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Date
2010-03-15
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Royal Thai Airforce Medical Gazette
Abstract
The purposes of this research are; (1) to study factors covering personal status, organizational climate, self directed learning readiness, and to study competencies of the HR developers in the Royal Thai Air Force (RTAF), (2) to examine the relations between each foresaid factor to the competencies of HR developers in the RTAF, and (3) to explore both direct and indirect influences of the personal factors, organizational climate factors and the factors of self directed learning readiness on competencies of HR developers in RTAF. The 311 officers from 22 RTAF corps whose responsibilities including personnel management, planning and HR development were selected by stratified random sampling technique. The instrument used in this research was a set of questionnaires with 5 levels of rating scale. The questionnaires passed the validity test by \>.50 of congruence indicator and also passed the reliability test by Cronbach’s alpha coefficiency range between 0.79 and 0.96. The data was statistically analyzed by SPSS for Window and AMOS programs. The SPSS for Window was used to determine the mean, standard deviation and correlation. The AMOS program was done for confirmatory factor analysis (CFA) and to synthesize a structural equation model according to the CFA. The regression from hypothesized part diagram was also analyzed by the AMOS program as to modified model of influenced factors of competencies of Human Resource developers in RTAF.The research result revealed that: (1) RTAF climate, self directed learning readiness and Human Resource competencies in RTAF were rated averaging at high level. (2) The coefficient of correlation points of the foresaid factors to competencies of Human Resource developers in RTAF indicated that the personal factors did not correlate with the HR competencies at .05 leveled statistical significance. It was found that the RTAF Climate factors, consisted clarity, flexibility, team commitment, responsibility, standards, learning supports and reward, had correlation with HR competencies at .05 statistical significance level. The self directed learning readiness factors correlated with HR competencies at .05 statistical significance level. (3) The causal correlation between the factors of RTAF climate and of self directed learning readiness with competencies of HR developers in RTAF were at .05 statistical significance level which had direct effects from self directed learning readiness factors and from the RTAF climate covering flexibility and learning supports, and also had indirect effects from the RTAF climate covering flexibility, responsibility and learning supports. The overall factors, as stated above, could forecast competencies of HR developers in RTAF with accuracy of 77%. The variables influencing competencies of HR developers in RTAF, which did not reach statistical significance level at .05, were age, work duration, duration on HR development positions, team commitment, standard, and rewards. The dissertation consequence clarified that hypothesized model was consistent with modified model at the best criteria level, with values of chi-square=77.61, P-value=.14, df=65, RMSEA=.03, GFI=.97 and AGFI=.94.
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Royal Thai Airforce Medical Gazette; Vol.55 No.2 May-August 2009; 13