Motivational Factors Influencing the Development of Work Performance Competency of Personnel in Local Administrative Organizations in Moei Wadi District, Roi Et Province Motivational Factors Influencing the Development of Work Performance Competency of Personnel in Local Administrative Organizations in Moei Wadi District, Roi Et Province

Abstract

This research aimed to 1) study the performance of local government personnel in Mae Wa Dee District, Roi Et Province, 2) study the motivation factors affecting the development of performance of local government personnel in Mae Wa Dee District, Roi Et Province, and 3) study the recommendations on motivation factors affecting the development of performance of local government personnel in Mae Wa Dee District, Roi Et Province. The sample group consisted of 365 local government personnel, randomly selected by proportion and simple random sampling. The research instruments were questionnaires. Data were analyzed using statistics, including mean, standard deviation, and multiple regression analysis.

            The research results found that 1) The performance level of local government personnel in Mae Wa Dee District, Roi Et Province was at a high level overall. 2) The motivation factors affecting the development of performance of local government personnel in Mae Wa Dee District, Roi Et Province were job security factors, respect factors, policy and administration factors, and work success factors. This can explain the development of the performance of local government personnel by 77.20 percent with statistical significance at the .05 level. 3) Recommendations: There should be clear goals and a monitoring system, along with appropriate rewards to motivate work. Promoting an atmosphere conducive to acceptance and allowing personnel to participate in decision-making, as well as improving the nature of work to be challenging and appropriate for abilities. There should be clear roles and a fair evaluation system, including promoting career advancement paths through transparent training and promotion. Compensation should be consistent with workload and performance, along with welfare that creates stability. Good relationships in the organization should be fostered, policies and management processes should be developed to be effective, and a working environment conducive to efficiency and stress reduction should be created, and job security should be created through an appropriate welfare system.