QUALITY OF WORKING LIFE OF PATHUM THANI HOSPITAL PERSONNEL

Abstract

The objectives of this research were to 1) study the level of the quality of working life of Pathum Thani Hospital personnel, 2) compare the working life quality of Pathum Thani Hospital personnel classified by personal factors. This study was a quantitative research. The conceptual framework of this study was applied from Huse and Cummings's concepts and theories on quality of work life. The population consisted of 731 personnel of Pathum Thani Hospital. The sample size was calculated using Taro Yamane's formula, resulting in a sample size of  260  people. The study instrument was a Likert type 5-rating scale questionnaire. Statistics used for data analysis were frequency distribution, percentage, mean, standard deviation, t-test, and F-test.

          The research results revealed that 1) the level of the quality of working life of Pathum Thani Hospital personnel, as a whole was at a high level. When considered each aspect, the mean ranged from highest to lowest, it was found that all 8 aspects were at a high level, namely the aspect of freedom from work had the highest mean, followed by the aspect of management style, the aspect of developing the potential of workers, the aspect of pride in the organization, the aspect of advancement, the aspect of a workplace that was safe and not harmful to health, the aspect of fair and adequate compensation, and the aspect of social relations, had the lowest mean. 2) The comparative results of the quality of working life of Pathum Thani Hospital personnel classified by personal factors found that Pathum Thani Hospital personnel with different genders, ages, education levels, job positions, and average monthly incomes had no different quality of working life, which was not in accordance with the established hypothesis. 3) The approach to improving the quality of work life for personnel at Pathum Thani Hospital focuses on enhancing the areas that have not yet reached an optimal level, namely, workplace safety should improve facilities related to transportation and the promotion of well-being in the workplace. Fair and adequate compensation aspect should be increased motivation through an appropriate reward system. Interpersonal relationships among personnel aspect, should develop the internal communication system within the organization.