DEVELOPMENT OF SUSTAINABLE EMPLOYEE ENGAGEMENT USING BUDDHIST PSYCHOLOGICAL TRAITS

Year 2019, Volume: 3 Issue: 3, 57 - 70, 18.12.2019

Bundhita Thiratitsakun Lampong Klomkul

Abstract

The purposes of this research were 1) to study the concept of Buddhist psychologi-cal traits and sustainable employee engagement; 2) to develop and propose a model of sustainable employee engagement using Buddhist psychological traits. The re-search method was the mixed methods research using the quantitative research to extend the qualitative research results. The key informants consisted of employees’ best practices who were working in Bangkok using purposive sampling to obtain 15 employees for qualitative research, and two-stage random sampling to obtain 540 employees for quantitative research. The research instruments were in-depth interview schedule and questionnaires. Data analysis consisted of content analysis and analytic of induction for qualitative data, and statistical analysis using SPSS and LISREL were analyzed for quantitative data. The research results were as follows: 1) there were 8 aspects of Buddhist psychological traits consisted of good heart, good speech, good sociable, good consistency behavior, conscientiousness, opti-mistic, adaptability and friendliness. These eight aspects were divided into two vari-ables which were (1) bases of sympathy and (2) the big five personality. In addi-tion, sustainable employee engagement were contained in 4 aspects consisted of self-passion, self-dedication, self-evaluation and self-development. 2) Two devel-oped models of sustainable employee engagement using Buddhist psychological traits were fit with empirical data. Results of two models analysis showed that chi-square = 79.06, 43.87; df = 63, 36; p = .83, .17; GFI = .98; .99 AGFI = .96, .97; RMSEA=.022, .020, accounting for the variations in sustainable employee en-gagement = 95.00, 94.00 percent. Therefore, Buddhist psychological traits can use for the encouragement of sustainable employee engagement and it was appropriate to the Thai context.

Keywords

Sustainable Employee Engagement, Buddhist Psychological Traits, Big Five Personality

References

• Alan M. Saks. (2006). Antecedents and consequences of employee engage-ment. Journal of Managerial Psychology. Vol.21. Iss.7: 600-619.
• Andrzej A. Huczynski and David A. Buchanan. (2013). Organizational Be-havior. 8th Edition. United Kingdom: Pearson Education.
• Aon Hewitt. (2015). Trends in Global Employee Engagement: Making En-gagement Happen. AON Hewitt Report, 2015, p.30.
• Arnold B Bakker, Maria Tims and Daantje Derks. (2012). Proactive person-ality and job performance: The role of job crafting and work engagement. Human Relations: p.1373.
• Dana Arakawa & Margaret Greenberg. (2007). Optimistic managers and their influence on productivity and employee engagement in a technology organiza-tion: Implications for coaching psychologists. International Coaching Psychology Review. Vol. 2 No. 1, March, 78-89.
• IES (2003) cited in Dilys Robinson, Sarah Perryman & Sue Hayday. (2004).The Drivers of Employee Engagement, Institute for Employment Studies. British Cataloguing-in-Publication Data: p.6.
• Lucy McGee. (2006). cited in Andrzej A. Huczynski & David A. Buchanan, Organizational Behavior. 8th Edition. United Kingdom: Pearson Education, 2013).
• Macey and Schneider (2008) cited in Schaufeli, W.B. (2013). What is en-gagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Em-ployee Engagement in Theory and Practice. London: Routledge.
• McCrae, R. R., & Costa, P.T. Jr. (2007). Brief Version of the NEO-PI-3 (Electronic Version). Journal of Individual Differences: 28.
• Nayyar Raza Zaidi et.al. (2013). The Big Five Personality Traits and Their Relationship with Work Engagement among Public Sector University Teachers of Lahore. African Journal of Business Management.Vol.7 (15).
• Pannatorn Thienchaipurk. (2009). An Application of Sangahavatthu IV for Creation of Organization Commitment: A Case Study of Bangkok Hospital. Master of Arts (Public Administration). Graduate School, Mahachulalongkornrajavidyalaya University.
• Phra Brahmagunabhorn (P.A. Payutto). (2015). Dictionary of Buddhism, Pramuantham Version, 31st Edition. Bangkok: Palitham Printing.
• ____. (2013). Son Nak – Son Tit, Chewit Phra – Chewit Phut. Bangkok: Palitham Printing.
• ____ . (2010). A Constitution for Living, 120th Edition. Bangkok: Sa-hadhammika Co.,Ltd.
• Phra Rajsuthiyanmongkol (Jaran Thitithammo). (1999). Buddhaloyi: Bud-dhist Principles and Changes of Life. Bangkok: Thurakit Kaona.
• Phra Dharmakosajarn (Prayoon Dhammacitto). (1997). Buddhist Administra-tive and Management. Bangkok: Mahachulalongkornrajavidyalaya Printing.
• Somdet Phra Buddhaghosacharya (P.A.Payutto). (2016). Dictionary of Bud-dhism: Pramuantham Version 38th Edition. Bangkok: Palitham Printing.
• Schaufeli et.al. cited in Richa Chaudhary et.al. (2002). Relationships between Occupational Self Efficacy, Human Resource Development Climate, and Work En-gagement. Team Performance Management: An International Journal. 2012, Vol.18 Iss 7/8, 370-383.
• Schaufeli, W.B., & Bakker, A.B. (2006). A Measurement of Work Engage-ment with a Short Questionnaire, A Cross-National Study. Educational and Psy-chological Measurement. Vol.66, 4, 701-716.
• Sriruen Kaewkangwan. (2011). Personality Theory. Bangkok: Mor Chaw Ban Print.
• William A. Kahn. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal. Vol. 33. Iss:4.