Work Environment and Motivation Effecting Employees’ Work Efficiency of Textiles and Clothing Industry in Samut Sakho

Abstract

Labor is important in driving the industry. Thus, labor efficiency should be the first part that needs to be developed. This research was to study the working environment and motivation that affect the performance of employees in textile and garment factories in Samut Sakhon. The samples were 396 employees who worked in the textile and garment factories in Samut Sakhon. Economy of Samut Sakhon is driven by the industry sector, especially the textiles and clothing industry that is likely to grow continually. The questionnaire was used as a tool to collect data. Data collected were analyzed using frequency, percentage, mean, and standard deviation. The hypotheses were tested by t-test, F-test, and one-way ANOVA at the significance level of 0.05 or better. Relationship between variables was tested by multiple correlation analysis and multiple regression analysis.

The research found that differences in demographic characteristics, gender, education, and marital status of employees in textile and garment factories in Samut Sakhon had no effect on efficiency. This finding did not meet the hypothesis. Differences in demographic characteristics included age, income, and working age of employees in textile and garment factories in Samut Sakhon affected work efficiency at the significance level of 0.05. This was based on the hypothesis. The working environment included the design of the working environment, building structure, structure of work, the design of tools and machines to work effectively, and the safety and health of the workplace affected work efficiency in various aspects such as quantity of output, quality of output, the time spent on working, attendance record, and collaboration with others in the organization at the significance level of 0.05 followed the hypothesis. Motivation in operation included policy and organizational management, governance, relationships with the superiors, working conditions, relationships with colleagues, salary, achievement, the recognition of the work, work itself, responsibility of work, and career advancement affected work efficiency in various aspects such as quantity of output, quality of output, the time spent on working, attendance record, and collaborate with others in the organization at the significance level of 0.05. This finding was as hypothesized.

Therefore, to enhance work efficiency, the factories must take into account the design of the working environment and placing favorable motivation policy to have preferable work efficiency and achieve supreme benefit.