FACTORS OF PERSONAL MAINTENANCE OPERATION A CASE STUDY OF THE PROVINCIAL ELECTRICITY AUTHORITY

Abstract

The objective of this research are 1.To study the determinants which operative to human resource retention 2.To compare officer’s opinions about the human resource retention which classify by personal determinants, which consist of salary, position, graduate and working experience. 3. To study the relationship between the outcomes, working environment, responsibility, working progress support, human resource retention support 4.Study officer’s opinions about the determinants which operative to human resource retention of PEA which focus on the sampling from PEA officers from 4 quarters of Thailand and 400 officers from headquarters. This data sampling are collected via Questionnaire which the reliability value is 0.96 and the statistic which be used for analysis is percentage, mean, standard deviation, One –Way ANOVA by F-test, Chi-Square and LSD. The result from this research are
1. PEA officers who are more than 40 years old, are receive salary more than 25000 BTH, are professional officers, had graduated bachelors degree and working experience more than 15 years old.
2. The overview of human resource retention of PEA is in the middle level and the determinants which operative are consist of roles and responsibility, working progress support and highly level in working development efficiency supporting. Finally middle level in working environment and outcomes.
3. Experimental hypothesis for finding the different of age, salary and working experience of different officers; are shown the different opinion of operative to human resource retention by 0.05 of statistic value. The opinion of different of officer’s position, education level; to human resource retention are 0.05 statistic value.
4. Experimental hypothesis for finding the relationship are shown the operative in outcomes, roles and responsibility, , working progress support, working development efficiency supporting are relative with resource retention in 0.05 statistic value.
5. The suggestions are if we want to keep the effective officer to working for our organization as long as they can work, the organizations should focus on the officer’s welfares and also the working environment for encourage the offices to working for our organization.