The quality of work life of credit analyst at Toyota leasing (Thailand) Company Limited

Abstract

The study aims to investigate the quality of work life of credit analysts at Toyota Leasing (Thailand) Co., Ltd. The objectives are to 1) study the quality of work life of credit analysts at Toyota Leasing (Thailand) Co., Ltd., and 2) compare personal factors with the quality of work life of credit analysts at Toyota Leasing (Thailand) Co., Ltd. The research population consists of credit analysts working at Toyota Leasing (Thailand) Co., Ltd. The research instrument used is a questionnaire developed based on theoretical insights from academic literature, documents, and related research on personal factors and work life quality. The questionnaire is designed on a five-point Likert scale with 35 items. The researchers assessed the reliability of the questionnaire, which yielded a reliability coefficient of 0.84. The statistical analysis methods used in this research include percentages, means, standard deviations, and hypothesis testing statistics such as t-test (Independent), One-way ANOVA, and pairwise comparisons using LSD.

               The study found that the sample group of credit analysts at Toyota Leasing (Thailand) Co., Ltd., predominantly comprises females aged 36 - 45 years, with marital status and a bachelor's degree. Their monthly income falls 15,000 - 25,000 Baht. Overall, their quality of work life is rated as high (mean = 4.01, S.D. = 0.201). When considering specific aspects, it was found that the highest-rated area was "rights and fairness within the organization," followed by "safe and health-promoting environment," "appropriate and fair compensation," "social integration or teamwork," "career progress and stability," "relationship with society," "personal development," and "overall life cycle." Regarding hypothesis testing, it was found that personal factors such as gender, age, marital status, and monthly income do not significantly affect the quality of work life in the overall and specific dimensions. However, a significant difference was observed in the dimension of "appropriate and fair compensation" (Sig. = 0.040) for two pairs of recommendations. Based on the study, it is suggested that the company consider adjusting its policies related to working hours and leave flexibility to improve the overall quality of work life for credit analysts.