Factors effecting job satisfaction of the noncommissioned ...mulinet11.li.mahidol.ac.th/e-thesis/scan/4237634.pdf · i.j fac. of grad.studies, mahidol univ. thesis / iv 4237634 shcja4

- 7 llEC 2001

III

'1

FACTORS EFFECTING JOB SATISFACTION OF

THE NONCOMMISSIOIIED POLICE OFFICERS

IN METROPOLITAII POLICE DIVISION 3

POL. CAPT. GRITTINART TTILYALAK+

0nl|ntllnlfflo

rirufi srlnsrdu urf,rurdruf, rn

A THESIS SUBMITTED IN PARTIAL FT]LFILLMENT

OF THE REQUIREMENTS FOR

TIIE DEGREE OF MASTER OF ARTS

(CRIMINOLOGY AND CRIMINAL JUSTICE)

FACTILTY OF GRADUATE STUDIES

MArrnibr, urtrvnRslTy2001

rsBN 974-04-0786-2

COPYRIGHT OF MAIIIDOL UNTVERSITY

nl

lI

:

TH

GruI&oot

ffi

Copyright by Mahidol University

I{

: Thesis

entitled


TFM NONCOMMISSIOMD POLICE OFFICERS

IN METROPOLITAN POLICE DIVISION 3

tt

l

Pol. Capt. Grittinart TulyalakCandidate

Asst. Prof. Chankanit

Cert. in Social Justice.

Major-advisor

\rxrvrzr'-M"""",'Y'Asst. f/of. Juan Chaisuwan. M.S.

Prof. Liangchai Limlomwongse, Ph.D.

Dean

Faculty of Graduate Studies


Co-advisor

Asst. Prof. Asawin Watanavibool, M.A.Chaiman, Master of Arts Programme inCriminology and Criminal JusticeFaculty of Social Sciences and Humanities

.// /.{'..t' e--2 S*; W^b*d(*-p.


IJ

Thesis

entitled


TIIE NONCOMMISSIONED POLICE OFFICERS

IN METROPOLITAN POLICE DIVISION 3

was submitted to Faculty of Graduate studies, Mahidol university forthe degree of Master of Arts (criminology and criminal Justice)

on

September 28,2001

tt

J{l cant 4^tt;"*t T/*r/*L;;i ;;;;: #;'"*i;,"i*rCandidate

A.?ztfl , , ft

@,rr'f;;;;a;;;. ;#;;;.",,",Cert. in Social Justice.

Chairman


Member

J, Xvwr..-*_--------,Pol. Col. Lamduan Srimanee, Ph.D.

Member(

/i/ Z---'Prof. Liangchai Limlomwongse, ph.D.DeanFaculty of Graduate StudiesMahidol University

Member

Assoc. Prof. JirapornActing DeanFaculty of Social Sciences and HumanitiesMahidol University


{

ACKNOWLEDGEMENT

The thesis on factors effecting to job satisfaction of the noncommissioned

police officers in Metopolitan Police Division 3 had successfully achieved by the

virtues of Asst. Prof. Chankanit K. Suriyamanee, Asst. Prof, Juan Chaisuwan, Asst.

Prof. Nop Kanjanagunti who had contributed consultations and corrections of the

drawbacks initiating valuable benefits toward this research. Gratefulness should be

expressed in the sacrifice on valuable time of Pol. Col. Dr. Lamduan Srimanee

accepting as honorary expert committee member to thesis defense and his

resourcefulness to the researcher. Revered thanks to all instructors of the Criminology

and Criminal Justice Program who had bestowed knowledge and consultations to this

research.

Contribution to this accomplishment had to be merited to my parents, family

member and friends who fully bestowed moral supports. Respected thanks to all

superiors and subordinates who conhibuted great cooperation and particularly, the

noncommissioned police officers who conferred collaborations responding

questionnaires and valuable suggestions in handling problems and barriers on data

collection.

Finally this study would contribute benefits to the National Police Bureau,

police officers to which the worth of this study should go to my parents, instructors

and benevolent individuals who shared parts in this thesis contributing knowledge,

thoughts, directions drawing the fulfillrnent of this research. And if there had been any

inadequacies, the researcher would profoundly accept for further improvement.

I

t9

c

Pol. Capt. Grittinart TulyalakCopyright by Mahidol University

i

.J

Fac. of Grad. Studies, Mahidol Univ. Thesis / iv

4237634 SHCJA4 : MAJOR : CRIMINOLOGY AND CRIMINAL JUSTICE;M.A. (CRTMINOLOGY AND CRIMTNAL ruSTICE)

KEY WORDS : SATISFACTIONi METROPOLITAN POLICEHEADQUARTER 3

POL. CAPT. GRITTINART TULYALAK : FACTORS EFFECTINGJOB SATISFACTION OF THE NON-COMMISSIONED POLICE OFFICERSIN METROPLITAN POLICE DIVISION 3 : THESIS ADVISORS : ASST,PROF. CHANKANIT K. SURIYAMANEE, M.A., ASST. PROF. ruANCHAISUWAN, M.S., AND ASST. PROF. NOP KANJANAGUNTI, M.A.,p.172 ISBN 97 4-04-07 86-2

The objectives of this study are to investigate the levels of satisfaction inthe work of noncommissioned police officers in Metropolitan Police division 3including the factors relating to job satisfaction.

The sample group was282 noncommissioned police officers in the zone ofthe Metropolitan Police Division 3. A questionnaire was the instrument used fordata collection. Statistical techniques for analysis were; percentage, mean,standard deviation, Analysis of Variance (ANOVA) and Multiple ClassifrcationAnalysis (MCA).

Results were concluded as follows:1. Most of the sample was male between the ages of 31-35 years, having

served below 10 years in the civil service. Most worked in protection andsuppression, earning a family income below 8,000 Baht and an educational levelof secondary high school. All were married staying together and residing in thegovernment provided residences. They had been rewarded with special salarypromotion of 2-1.5 classification. Occasionally, they had been recognized bysuperiors and received allowances besides their salary.

2. The sample groups had moderate job satisfaction in each of the areas ofcareer advancement, policy and administration, career security, job environment,relations with superior, relations with colleagues, job achievement andcooperation from people. However, they had low job satisfaction concemingwelfare and salary.

3. Concerning personal, social and economic factors that eflected jobsatisfaction, it was found that factors of longevity of service in the civil service,characteristics of residence, job position, relations with superiors, attention tosuperior's opinions, special salary promotion (2/1.5 classifications), need toresign for other career, the risk of the existing job against laws and civilregulations, and being guided and helped in the job by superior had a statisticallysignificanc effect on the job satisfaction of the noncommissioned police offrcers.

It is recommended that there should be more encoruagement for trainingfrom the unit, raising salaries, allowances, remuneration and welfare. Moralsupport should be contributed to the functioning police officers in units of theNational Police Bureau.I


Thesis / v

I

I

4237634 SHCJA4 : d'lll'l : olstll?vlulttas{1utJ9lI55tJ; dFl.tJ.

(orrqrinurrnv{rug6r::il) .

$oudr:mroRnflerûrn qaudnuai ',

flofrufifiruasionatilvl'rtryotolunr:rJfrriorûuI I Ao J t q oa @ u v o

fl o (t [0'l 14 lJ'ln a ]: ? 0 dil il : v n:u tu d{ fiornoqfrn'unr: d r: ?0ufi: uln 3 (FACTORS

EFFECTING JOB SATISFACTION OF THE NON-COMMISSIONED POLICE

OFFICERS IN METROPLITAN POLICE DIVISION 3) nilvR::iln1:n?ilqilemu1u^yruf,: flrqnfia n.qBuvud, r{n.il., t?u lsuq?::su, M.A., un nlq0uri'u6, M.S., 172

flfir NeN 974-04-0786-2

6 4 il ! o- t t A a a v a q q rasa"[u n r : fr n s r n ir u il ? a q il : s d { n rfl o fl n u r 6{ T u eTlJ n ? 1 il fi s n o 1 o 1 u n r : rJ g^rifi .: ru

r o.: rflr u rfi fi d'l r r o #u rJ : s vr ?uiu rfl n n o.{ rirus1 n 1 : d 1: ? 0 u n : u 1 a, 3 t tu y'o il o fruii fi rua

sion'rrilfis?'rolo1unr:rlgrin^nud'tnrirr n{ru6'rotir.rfro rffrrrirfidr:rt#u:J:vm:ulurn::j"o:i3nrnr:dr:rnun:illn : 'iruru zB2 l'ut tfir:ru:rru{oryalnulduuildo:rn'rtJandfrlfilunr:Trn:rvv{{orya lduri #ouns, rirrndu, ri':urfiuuuuilr$r:g'nt, Analysis ofvariance (ANovA) t to B Multiple classifi cation (MCA) n n nr :?n'un o aq rJ 1d6'.r fir. nrjuoTrodxrirutr,rqjrflurv,rf,s'ru fiorq:vu'jr{ 3l-3s il fiorg:rrnr:drn'ir to iJ

rirulnqiilfrrifinrirfidruflo.rfi'uuavrJ:ruil:rru fi:ru'ldtssn:ounirdrn'ir s,ooo

rrvr fi nr:frnu r: s du #n ulflnu r aru : audro{droflu rfrnorfrug qjlufirufint owx5 r sn1: rn u'ldir nr:,nouu,fu,Qu,fi ou n : fi fi rsu z &u ui o 1.s d; rn u'ldi:Lri rrrurryu6l t4 s6tuRl:ilnil91

rnu'ldirnr:rnôucTurQurfioun:fifirsu 2 du uio t.s cTu tnAs6 trv @ e dt J vtgqfr :ifr uu o;n {rir f,tl rirg tr r1J u rJ r{n : { rer: :J didfinr:dru si

A1{1 UOfill4UOq9aAlal

01nt{ut$toulfln'lu

2. nrjruoTrodtft nrrrufi snolnlunr:rJg-rifruuluusinsdru lduri drunrrrun?q#rrurhluorfin druulruruuasnr:riur: drunrrruriunrluorfin druanruurodoulu n r : rJ fr rifi u u dr u n l ru dru r,[u frir {rft ri'u rirg vr dr u n r r ru frru ri'u dtiu rnaou i rru

sru drunlrudrrf nlunr:rJq^rio^.:ru drunrrrudr:rfiocloril:suruuoqilu:vd'lrJrun n r s u n r{u dr u aia 6n r : un v dru ri r drs ilio rQu 16o u n rj u dr o d r r ft n m ru fi w o to o ql

lu:sd'udr3. rfiu:fi:Jflnffuri3uqnnaunsilofruilrrdrud'qnruunvro:ugfio fiflnsionrr:Jfisvrolttu

nr:rJgrifi.rruriu yru'ir ilnffud'rnrir:lduri orq:rsnl: d'nuarvfirfi'norfiu drunr.irv 'io raqa 'e ' v ev v - iuflsn:rilfintfiu1orfi1.ru11r tunl:rJailnir1il n?lrJffuilduilnil4u{nililqsl" n1::1j}1{n?lilnntflutjo{

"rirdrriqrr irtldrdou.iu,iu,6uunrfihrcu tj,iul nrrrudornr:oroonUil: s nororfrvrdu nnuduwosnufi droqjsionr:drfiqnqrruromio:vrfi uunrs:rsn r : n r : l dir ri r uu v d r un v Ei r u ril fr o lu n r : il q^ rin^ r r u

"o

r n ff ri.r nir rTcg vr.r n r ri r fi fi nr an v s? rJ r?1 no tu n 1: il4 :J 9t {'lue0 1 n 4 il { n 1J il gu s1.4 r14 n 1 u il fl a

qrTfi srutouffrrarirfi dr::o#uil:vvr':u odrqfi fudrriryvrrrsi o n a r il n^q il o 1 o 1 u n r : il n^risr^

d0a

{orapouuvnrnnr:ifru nr:fi nr:ciua3ruariraqunr:flnor:ruoirr1 ornuriru,ttrtg

l-ruhflrurndu ne:finr:rfirurturdou ,{i,rrduo sirnouuruuasaiaa^nt:oirr1 l#rurnEs

du uaynr:finr:rf ua?rulud'rur{cyuastirdslohi'urirfirnrhiiti'tt.o{irJg;lGuulutlo9o14

fi u ? u(l 1u 9t'l {l 1 1, o{ nlu R {l'lu o 1 5 ? 0 rt14 { s'l 9l


.t

t

LIST OF CONTENTS

ACKNOWLEDGEMENT

ABSTRACT IN ENGLISH

ABSTRACT IN THAI

LIST OF TABLE

CHAPTER I: INTRODUCTION

1.1 Nature of the Problems

1.2 ResearchObjectives

1.3 Research Framework

1.4 Definition of Terms

1.5 Research Variables

1.6 Variables and Measurement Criteria

I.7 Research Conceptual Framework

1.8 Hypothesis

1.9 Expected Benefits

CHAPTER II: LITERATURE REVIEW

2.1 Concepts and Theories on Satisfaction

2.2 Concepts on Building Career Advancement

2.3 Related Researches

CHAPTER III: METHODOLOGY

3.1 Populations and Sampling

3.2 Researchlnstrument

3.3 InstrumentationTrv-out.

v

viii

page

iii

iv

I

5

5

6

9

l0

ll

12

t2

a

f

13

29

33

40

40

4lI


vll

LIST OF CONTENTS (CONTTDIIrED)

3.4 Data Collection

3.5 Data Analysis

3.6 StatisticalApplications

REST]LTS

4.1 Personal Factors or Social Background

4.2 Social and Economic Factors

4.3 Factors of Satisfaction toward Aspects of Career

Advancement

4.4 Additional Opinion toward Job Satisfaction

4.5 Test of Hypothesis

DISCUSSION

CONCLUSIONS AI\D RECOMMENDATIONS

6.1 Research Conclusion

6.2 Recommendation

6.3 Recommendation for Further Research

page

42

42

42

CHAPTER IV:

CHAPTERV:

CHAPTER VI:

BIBLIOGRAPI{Y

APPENDIX

BIOGRAPTTY

45

49

a

a

55

88

89

r32

t36

138

139

140

t46

t59


LIST OF TABLES

Table

I Frequency and Percentage of Sample Group Distributed

by Personal Factors or Social Background

2 Frequency and Percentage of Sample Group Distributed

by Social and Economic Factors

4. Satisfaction on :-

o Frequency and Percentage of Sample Group Distributed

by Satisfaction on Career Advancement

. Frequency and Percentage of Sample Group Distributed

by Satisfaction on Job Achievementt


by Satisfaction on Job Environment


by Satisfaction on Career Security

o Frequency and Percentage of Sample Group Distibuted

by Satisfaction on Welfare


by Satisfaction on Salary


by Satisfaction on Relations with Superior


: by Satisfaction on Relations with Colleague

page

46

5l

56

60

63

65

68

72

75

78


lx

Lrsr oF TABLES (CONTTNTIED)

Table Page

o Frequency and Percentage of Sample Group Dishibuted

by Satisfaction on Policy and Administration 82


by Satisfaction on Cooperation from People 87

4. Frequency and Percentage of Sample Group Additional

Opinion toward Job Satisfaction 88

5: ANOVA on Job Satisfaction of Noncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Career Advancement

as Distributed by Personal Factors and Social and Economic Factors

of the Sample Groups 9l

6 M.C.A on Job Satisfaction of Noncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Career Advancement


of the Sample Groups 92

7 ANOVA on Job Satisfaction of Noncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Job Achievement


of the Sarnple Groups 97

8: M.C.A on Job Satisfaction ofNoncommissioned Police Officers

in Metopolitan Police Division 3 Regarding Job Achievement

as Distributed bv Personal Factors and Social and Economic Factors

.of the Sample Groups 98Copyright by Mahidol University

x

Lrsr oF TABLES (CONTrI\UED)

Table


in Metropolitan Police Division 3 Regarding Job Environment

as Distibuted by Personal Factors and Social and Economic Factors

of the Sample Groups


in Metropolitan Police Division 3 Regarding Job Environment




in Metropolitan Police Division 3 Regarding Career Security



12 M.C.A on Job Satisfaction of Noncommissioned Police Offtcers

in Metropolitan Police Division 3 Regarding Career Security



l3 ANOVA on Job Satisfaction of Noncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Welfare as

Distributed by Personal Factors and Social and Economic Factors


101

page

102

106

t0s

a

109


xt

LIST OF TABLES (CONTII\UED)

Table Page

14 M.C.A on Job Satisfaction ofNoncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Welfare


ofthe Sample Groups ll0


in Mehopolitan Police Division 3 Regarding Salary



16 M.C.A on Job Satisfaction ofNoncommissioned Police Offrcers

in Metropolitan Police Division 3 Regarding Salary

as Dishibuted by Personal Factors and Social and Economic Factors

of the Sample Groups ll4

17 ANOVA on Job Satisfaction of Noncommissioned Police Offtcers

in Metropolitan Police Division 3 Regarding Relationship with Superior


of the Sample Groups ll7


in Metropolitan Police Division 3 Regarding Relationship with Superior



I


xll

a

LIST OF TABLES (CONTrr\UED)

Table page

19 ANOVA on Job Satisfaction ofNoncommissioned Police Offrcers

in Metropolitan Police Division 3 Regarding Relationship with Colleagues


of the Sample Groups l2l

20 M.C.A on Job Satisfaction ofNoncommissioned Police Offtcers

in Metropolitan Police Division 3 Regarding Relationship with Colleagues



2l ANOVA on Job Satisfaction ofNoncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Policy and Administration



22 M.C.A on Job Satisfaction ofNoncommissioned Police Offrcers

in Metropolitan Police Division 3 Regarding Policy and Administration



23 ANOVA on Job Satisfaction ofNoncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Cooperation from People



24 M.C.A on Job Satisfaction ofNoncommissioned Police Officers

in Metropolitan Police Division 3 Regarding Cooperation from People



I

tCopyright by Mahidol University

!

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I

CHAPTER I

INTRODUCTION

1.1 Nature of the Problems

With the rapid change in existing social conditions in aspects of economic,

social and political which emphasized competitiveness to secure income resulted Thai

society became more materialized. The ruins of relations in the institutions of family,

community and social led to the devastation of social problems. In addition to criminal

problems, which were counted critical to societies became phenomena in every society

and ever always pairing with human societies. They aflected the safety against life and

property of people and highly against the national safety. Besides, numbers of crimes

tended to increase every year and also turning to be vital obstruction against every

aspect of the national development, in general.

The national development since the 8s Plan of the National Economic and

Social Development (BE 2540-2544) had been readjusted its concepts, directions and

procedures emphasizing the development on " Man as Centered" on account of man

was the determiner in directions of development and man had heen affected by the it.

Therefore, the national development focused on man-as-centered or the core of the

development. By this direction, it was necessary to alter the development processes

from the former, which were segmented to be " the integrated development". It was

the development on issues in the form of systematic connection determining

development into 2 approaches: the development of human potentials of both body

and mind, and intelligence for the upgrading of the quality life and the effectiveI


Pol. Capt. Grittinart Tulyalak Introduction / 2

participations in the development processes pairing with environmental development

surrounded human e.g. family, community, and circumstances of all in economic,

social, culture and natural resources, etc., in facilitating human development pacing to

the equilibrium and sustainable development in long terrn. @oard of Administration

in Planning of Public Health Development, BE 2539). Any administration had to be

based on 4 fundamental: man, money, material and management. Among these, "man"

was key since had there been in shortage of potential man in whatever effective

management system, or had there been in surplus of money and material, it could not

run organizations to achievement. Besides, not only had human resource been found

leading in management resource but also taking 5 key roles in the management

process: planning, organizing, personnel management, coordinating and controlling.

Among these factors, the personnel management, particularly, recruiting the intelligent

and the capable to work and maintain such persons to appropriately exploit their

capability was counted most vital (Somphong, BE 2521 referred in Somboon, BE

2538). Therefore, methods to motivate or to satisff persons sustaining thought of

longest belonging toward organization should be explored. Psychologically, it was

counted as intrinsic incentive formulating in Need, Expectancy and Equity. Had a

person not met with those, motivation would have been lacked. It would impact the

work and lastly there would be changing of job, which affected the organizational

structure, particularly the workforce since the resignation was the decision that the

organization could not anticipate. Therefore, there would be no preparation in

recruiting the same level of potential personnel for substitution resulted inconsistency

of work and finally, tuming the organization to meet the condition of retarded

development. The National Police Bureau owned the crucial mission in the national

q

a

ICopyright by Mahidol University

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 3

security and the throne, and the protection of peace for social and the country with the

duty on criminal suppression, providing service for people as police decorum. The

adoption of police structure to the National Police Bureau was the fundamentlization

of police works development in accord to the Constitution of the Kingdom BE 2540

and trends of civil service reforms as in the Blueprint of the Civil Service Reforms BE

2540-2544 (Action Plans BE 2544, Office of Plans and Budget, the National Police

Bureau, 8E2543:l). When criminal or security problems piled in social or the nation,

it was critical to immediately eradicate such problems to lessen or soften the loss

against life, physical and properties. The National Police Bweau took part in

dedication and all efforts to maintain the national security and peace of the country

and worked in crime suppression especially in providing safety in lives and properties

of the people determining policy and action plans under the restrictions of

management factors to achieve the work goal. Police administration with close

relations with people was the administration in the level of police station holding

direct duty of maintaining peace and safety for people in the responsible territory, to

work under criminal legislative practices and other laws evolving criminal offenses in

the responsible tenitory, to control and investigate criminal cases, to control and

facilitate traffrc and to cooperate or support other units related or assigned. Police

stations had divided responsible duties into 5 jobs: office-works, protection and

suppression, investigation, interrogation and traffrc.

Police mission was rather complicated since there were many diflerent

circumstances. It was observed that they were multiplex jobs and various duties with

some missions were not related to the protection and suppression of crimes. During

work in some missions, the police officers had liberty to exploit self-judgment to make

aCopyright by Mahidol University

Pol. Capt. Grittinart Tulyalak Inftoduction / 4

decision on works such as investigation, interrogation and arrestrrrent of offenders.

Fuuther, in operation, police offrcers had to use vehicles, equipments, tools and

apparatus such as cars, motorcycles, wireless communication, guns, handcuffs torches

and equipment, etc. At the moment, Thailand was facing the economic crisis resulting

extensive social and economic changes causing drastic deduction of budget which

aftected the operation such as the shortage of budget in equipment purchases to

facilitate the operations drawing the ineffectiveness and inefficiency in the assigned

mission. Thus would be the basis that negatively affected the effectiveness of police

officer operations, particularly, the noncommissioned police officers who worked in

the assignments demanded by the superiors. The researcher observed that degrees of

eff-ectiveness in works of the noncommissioned police offrcers depended much on job

satisfaction, and job morale. Had officers acquired job satisfaction, they would totally

dedicate to work both with mind and body. Had job satisfaction in assignment not

been achieved, expressions would be seen as job negligence, absenteeism and

mediocrity. Such events drew negative impact toward the protection of peace for

social and community, especially in Bangkok areas, which were under the

responsibility of the Metropolitan Police Headquarter. There would be incremental in

criminal problems each year. With this basis, the research desired to investigate the

factors affecting to job satisfaction of the noncommissioned police offrcers how to

establish the job satisfaction and dedication to their potentials. The study would be

conducted among the noncommissioned police officers in Metropolitan Police

Division 3, which was the Superintendent Headquarter exercising civil service

management of the Metropolitan Police Bureau but geogaphically semi-urbanized

and semi rural social and most areas were the outskirt of the urban attached to othera


I


provinces. The study was to be approaches to improve Human Resource and police

officers to be more effective and efficient in works drawing the advantages to police

operations in present and in future.

1.2 Research Objectives

1.2.1 To study job satisfaction of noncommissioned police officers in

Metropolitan Police Division 3, The Metropolitan Police Headquarter.

1.2.2 To study factors affecting to job satisfaction of the noncommissioned

police offtcers in Metropolitan Police Division 3, The Metropolitan Police

Headquarter.

1.2.3 To find appropriate approaches in solving problems and barriers in the

operations of the noncommissioned police officers in Metropolitan Police Division 3,

The Metropolitan Police Headquarter.

1.3 Research Framework

This investigation was meant to acknowledge the faotors affecting to job

satisfaction of the noncommissioned police ofhcers in Metropolitan Police Division 3,

The Mefropolitan Police Headquarter in 11 police stations. They were Metropolitan

Police stations of Minburi, Nimitr-mai, Lamhin, Lampakchi, Suwinthawong, Nongjok,

Prachasamran, Ladkrabang, Romklao, Chorakhe-noi. The focused population were

noncommissioned police officers ranking police private, police private first class,

police corporal, police corporal first class, police sergeant and police saber sergeant

under the fiscal year BE 2544.


Pol. Capt. Grittinart Tulyalak

1.4 Definition of Terms

Introduction / 6

"The Noncommisstoned Police Officer" was defined as police offrcers under

the rank of the commissioned police officers ranking with police private, police

private frst class, police corporal, police corporal first class, police sergeant and

police saber sergeant working in the Metropolitan Police Division 3 subjected to legal

superiors inn the police station.

" Factors affecting Job Satisfaction" were defined as some critical aspects

resulting in the supports and stipulations for better working. Had there been shortages

of such supports, job achievement or goal would not be met as speculated. They could

be classified in personal factors or social background factors of the noncommissioned

police officers which encompassed age, longevity of civil services, rank, position,

family income, educational level, marital status, numbers of dependency, residence.

The social and economic factors were special rewards and recognition, welfare,

disciplinary penalty, job training, job characteristics, intimacy with superior.

"Job Training" was defined as processes systematically designed by the

National Police Bureau on intensive courses enhancing knownedge, capacity, skills,

attitudes and academic innovation or revisions after operations that attendants could

implement for the benefits of civil services, social and self.

"Job Satisfaction" was defined as positive feeling or disposition of the

noncommissioned police offtcers toward the each participated job and resulted the

career growth of the noncommissioned police officers, e.g. caleer advancement, job

achievement, workplace climate, career security, welfare, salary, relation with

superior, relation with colleagues and cooperation of people.a Copyright by Mahidol University

Fac. of Grad. Studies. Mahidol Univ. M.A. (Criminology and Criminal Justice) / 7

"Welfare" was defined as allowances obtained beside salary such as medical

treatment, dependency subsidiaries, dependency education, expense allowances,

residence, dividends and recreations.

"Job Climate " was defined as equipment and facilities in work such as

reacliness of convenient, and clean work establishments, residence, equipments and

facilities, operational equipment and tools and internal communication appliances

"Educational Level" was defined as the highest educational degree of the

noncommissioned police offrcers conferred by educational institutions before being

allocated in the civil services or after the allocation.

"Relations with the Superior" was defined as positive connection between

noncommissioned police officers with their own superiors drawing trust, cooperation

and advices from superior to properly assign jobs to position of the subordinates.

"Relations with Colleagues" was defined as positive connection with co-

workers on interactions both manners and expressions demonstrating mutual

und erstanding and collaborating.

" Job Achievement" was defined as job accomplishment and arriving at goal as

determined, successfully, ability of being proactive against problems both in present

and in future.

"Cqreer Growth" \ilas defined as being considered in the promotion of ranks,

position, salary and opportunity in job training to upgrade certifioations.

"Job Characteristics" was defined as feeling toward aspects of the previous

wor:k and the existing work during the investigation such as works in office, protection

and suppression, investigation, interrogation and traffic.

I Copyright by Mahidol University

Pol. Capt. Grittinart Tulyalak Introduction / 8

"Special Rewards and Recognitions" were defined as distinct promotion in

salary (2 classes or 1.5 classes) in performances reviewed by superior.

"Disciplinary Penalty" was defined as punishment imposed by superior

starting from admonition, suspensions, restrictions, ild confinement, etc.o on

disciplinary penalty in forms of either interrogative comrnittee or investigative

committee de facto

"Gender" was defined as sexual characteristics of the noncommissioned police

officers classified into 2 groups: the male and the female.

o'Age" was defined as full age maturity of the noncommissioned police officers

in year ofconducting research.

" Longevity in Civil Services" was defined as period terms in working as the

noncommissioned police offrcers counting from the day of alnocation to the day of

conducting research.

"Ranlt'was defined as current titles of the noncommissioned police officers

during the period of conducting research. They were police privateo police private first

class, police corporal, police corporal first class, police sergeant and police saber

sergeant.

"Position" was defined as worked in offrce, crime suppression, investigation,

interro gation and traffrcs.

"Marital Status" was defined as coupling conditions of the noncommissioned

of police officers e.g. single, married, divorced or separated.

"Numbers of Dependency" was defined as figures of all the family members

that the noncommissioned police offrcers had to take responsibility on fostering such

as children, wife, paxents, and relatives, etc.Copyright by Mahidol University


"Family Income" vry'as defined, as family members had collectively earned in

forms of salary, wages, expense allowance and bonus, etc.

"Residence" \ryas defined as sheltering in the dwelling provided by government

as allowances, renting, and private residence.

"Career Securit/' was defined as feeling of the noncommissioned police

offrcers toward the stability in job and in occupation or in work units.

"Cooperation of People" was defined as whether people had or had not

provided the job collaboration such as notification of information on offenders, being

witnesses in criminal cases, collaboration in arrestment of the encountered ofilenders

inclusion of following the advice or request posed by police officers in the protection

and suppression of the anticipated crimes

1.5 Research Variables

1.5.1 Independent Variables

l.5.l.l Personal Factors or Social Background, which encompassed

gender, age, longevity in civil services, rank, position, family

income, educational level, marital status, numbers of

dependency, and residence.

1.5.1.2 Social and Economic Factors, which encompassed special

rewards and recognitions, welfare, disciplinary penalty, job

training, job characteristics and intimacy with superior

1.5.2 Dependent Variables, which were job satisfaction distinguished in each

aspect as follows: career advancement, job achievement, workplace climate, career


t

Pol. Capt. Grittinart Tulyalak Introduction / l0

security, welfare, salary, relations with superior, relations with colleague and

cooperation of people

L.6 Variables and Measurement Criteria

Variables Measurement Criteria

1.6.1 Independent Variables

Personal Factors or Social Background

Gender

Age

Longevity in civil services

Rank

Position

Family income

Educational level

Marital status

Numbers of dependency

Residence.

Social and Economic Factors

Special rewards and recognitions,

Welfare,

Disciplinary penalty,

Job training,

Job characteristics

Intimacy with superior

1.6.2 Dependent Variables

Each aspect ofjob satisfaction

Nominal

Nominal,Interval

Nominal,Interval

Nominal,Interval

Nominal

Nominal,Interval

Nominal

Nominal

Interval

Nominal

Nominal,Interval

Nominal,Interval

Nominal,Interval

Nominal,Interval

Nominal, Interval

Nominal. Interval

Nominal,IntervalCopyright by Mahidol University

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I I

1.7 Research Concepfual Framework

Independent Variables

Personal Factors or Social

Backgroand

Gender

Age

Longevity in civil services

Rank

Position

Family income

Educational level

Marital status

Numbers of dependency

Residence.

Dependent Variables

Job satisfaction

Career advancement

Job achievement

Workplace climate

Career security

Welfare

Salary

Relations with superior

Relations with colleague

Cooperation of people

etc.

l

Social and Economic Factors

Special rewards and

recognitions,

Welfare,

Disciplinary penalty,

Job training,

Job characteristics




1.8 Hypothesis

Introduction / l2

Personal factors, social and economic factors of the noncommissioned police

officers in the Metropolitan Police Division 3 affected job satisfaction of the

noncommissioned police offrcers in the Metropolitan Police Division 3.

1.9 Expected Benefits

1.9.1 To know job satisfaction of the noncommissioned police officers in the

Metropolitan Police Division 3, in each aspect, by overview.

1.9.2 To know factors affecting job satisfaction of the noncommissioned

- police offrcers in the Metropolitan Police Division 3

) 1.9.3 To know problems and barriers in the job of the noncommissioned

. police offrcers in the Metropolitan Police Division 3

1.9.4 These results would be approaches in improving the human resource

management of the National Police Bureau and in part of the noncommissioned police

officers, they would be approaches for self improvement toward the highest career

advancement and would directly affect the peace of the people and the social, in

general.

1.9.5 This research would be as guide for further studies of the related issues.



CHAPTER II

LITERATTIRE REVIEW

The reviews on the concepts, theories, documents and related researches on

"Factors Affecting to Job Satisfaction of the Noncommissioned Poice Offrcers under

the Metropolitan Police Division 3", Literature reviews were proposed as follows

2.L Concepts and Theories on Satisfaction

2.L.1 Deftnition of Job Satisfaction

Satisfaction was critical in individual potential development. It could torch the

advantages of work dedication with being satisfied, happily and pleased in readiness

for contribution and satisfaction in career. To cultivate an individual in job

satisfaction was one of the tedious works since systems of the current social condition

encountered with much impact and likely to originate various job dissatisfaction. Had

individual needs been met, satisfaction would have been attained. Satisfaction directly

affected every occupation on account of it was the personal; feeling in forms of like or

dislike, being satisfied or dissatisfied. Therefore, satisfaction might have been defined

as positive feeling toward deed of willing to work to achieve objectives.

Job Satisfaction was defined and conceptualized diversely as follows

Morse (1954'27) cited that job satisfaction was everything that decreased

stresses of workers and when stress had been decreased it would emerge job

satisfaction.


Pol. Capt. Grittinart Tulyalak Literature Review / 14

Strauss and Sayless (1960:1 l9-l2l) stated that job satisfaction and willingness

to work in achieving organrzational objectives, individual would be satisfied with the

working when such work led to benefits of both material and mental and satisffing

individual basic needs. as well.

Victor H. Vroom (196a:99) defined satisfaction as resulted obtained by the

participation in work with friends of an individual. Satisfaction or. attitudes could

replace each other and the negative attitudes, by otherwise, would be expressed in the

job dissatisfaction.

Smith (1965:115) observed that in human works, had human been met with its

physical needs, security and safety, self-reliance and social needs, job satisfaction

would have been attained.

Blum and Naylor (1968:364) cited that job satisfaction was attitudes, which

were resulted from works and circumstances such as , wages, status, career

advancement, fairness of the superiors and balanced quantity of work.

Good (1973) defined that job satisfaction was quality or level of satisfaction

resulted from interests and individual attitudes toward to existing work.

Katzell (1981:57) defined that job satisfaction was the evaluation results or

work characters of like or dislike expression.

Suwanna Suwanphol. (BE 2520:14) defined that job satisfaction was the

feeling or positive opinion of the performer toward factors, e.g. work units, work

conditions, supervision, salary, welfares, career advancemenl, security and safety and

career dignity.



Wuddhichai Jamnong. (BE 2525) defined job satisfaction as sentiment in

willing to work, which arose satisfaction by motive andlor incentives of the

organzation or of the superiors.

Padet Korsombat. (BE 2529) defined job satisfaction as being both attitudes

and sentiment to work of workers and other work factors. This sentiment was aroused

by the reaction of individual needs both mind and body and initiated satisfaction in

individual to achieve the organizational objectives.

Aree Petchpoot., (BE 2530: 49-50) concluded that job satisfaction was related

to the opinion of worker towards employers, which was the satisfied sentiment and

relief alisen from experience exposed to work of individual. Satisfaction and relief

resulted from work made physical and mental needs had been met. The diflerence

between the works proposed by employer with the expectation of workers would lead

to job satisfaction orjob dissatisfaction.

Manoch Sukkareuk et al. (BE 2523:80-99) observed that job satisfaction

derived from 3 factors: personal factors, job factors and conhollable factors through

the management, which each part could be explained as follows

1. Personal factors encompassed gender, age, family members, longevity in

work, intelligence, education and personality.

2. Job factors encompassed types of work, skills and expertise, career status,

geographical conditions and business size.

3. Controllable factors through the management encompassed income,

security, welfare, opportunity of advancement, work condition, colleagues and

administration.



From the above definition or meaning, it could be concluded that job

satisfaction involved with like or dislike sentiment or the attitudes of worker toward

the work unit. Athibutes that initiated job satisfaction were differed in each individual.

2.1.2 Factors of Job Satisfaction

Job Satisfaction was critical in each work that had to be accomplished. To

arive at any job satisfaction in individual depended on existing incentives, which

might be reflected as follows

Ghiselli and Brown (1955:430-433) viewed that there wers 5 factors, which

drew job satisfaction: -

l. TheOccupationalLevel: if the occupation was in high status and widely

accepted by people, it would draw satisfaction in the workers.

2. Social Status: good or recognized position from colleagues would draw

satisfaction in such work.

3. Age as viewed by Ghiselli and Brown had both relationship and unrelated

with satisfaction.

4. Money Incentives were the fixed income and the special income.

5. Quality of supervisor, which was mutual positive relations between the

leader and the workers and the considerateness in the living of workers, which affected

job satisfaction.

Harell (1958:258-263) observed on personal factors that affected job

satisfaction as follows



1. Gender: from many studies, it was found that females more satisfied with

work than males. It might be that females needed money and being arnbitious far more

than males.

2. Numbers of dependency: from studies, it was found that individual who

had to nuture many dependency had lower job satisfaction, which might be the effect

of the existing economic condition problem.

3. Age: from the studies with different age groups on relationship between

age and job satisfaction, whether the high job satisfaction would be increased as age

developed but it was found decreasing by the study.

4. Longevityinwork:it was found that in the initial period of employment,

individual earned high satisfaction but later deescalated when arrived at the 56. or the

8ft year. Later the satisfaction became escalating with high morale when reached the

20ft. year.

5. Intelligence: relationship between intelligence with satisfaction depended

on the level of intelligence against the simplicity of work. That was assigning the high

intelligent to work in the uncomplicated work.

6. Educational Level: from the study, it could not be concluded that there was

any relationship between educational levels with job satisfaction on account that some

groups of low level in education might have high job satisfaction while some earned

lowjob satisfaction.

7. Individual Personality; Individuals who were able to appropriately adjust

and adapt to situational changes came from the happy farnily basis and deeply

understood the actual situation and personal goal. They tended to eam job satisfaction


...3

Pol. Capt. Grittinart Tulyalak Literature Review / l8

more than individuals wtro did not know how to adapt themselves, ignored the actual

situation and their own goal and never accepted their own mistalkes.

Cooper (1958:31-33) concluded factors of individual job satisfaction as

follows

l. Work in what was interested

2. Attain operative equipment for working

3. Earn fair wages

4. Gain opportunity in work advancement

5. Gain good work climate

6. Gain convenience n transportation

7. High-quality colleagues and superior

French(1964:28-31) observed that any job satisfaction might arise on being

employed in any work unit or any organization depended on personal judgment on

what was worked had generally met the needs of any aspects. Factors that met the

needs of every aspect of workers and employees, which drew job satisfaction were

distinguished as follows

l. Gain career security

2. Salary or fair wages or by principles of equalpay for equal work

3. Quality supervision that the management was fair and worked by human

relation principles

4. Welfare and Fringe Benefits

5. Good working conditions



Opportunity for advancement, which was to obtain promotion of

classification, position, salary raise and knowledge upgrading

Social respect of the job

Gilrner (1967:280-283) had distinguished job satisfaction intro l0 factors: -

l. Security, which was security in work, working on duty to full potentials,

faimess obtained from superiors. The inferior knowledge-based or inferior knowledge

speculated that work security was critical but the intelligent felt less significant and the

elder required high security.

2. Opportunity in advancement such as promotion to higher position,

opportunity of returns on work capacity, No opportunity for advancement drew

dissatisfaction in work and the male needed more rather females.

3. Company and management e.g. satisfaction in workplace, institutional farne

and function had highly been required by the elder.

4. Wages: the males speculated wages were more significant rather females

and factory workers viewed that wages were vital to them more than office staff or

government sectors.

5. Intrinsic aspects of the job would be related to the capacity of the performer

if it were fit their skills, they would be satisfied.

6. Superviston: superior took significant part to cultivate the either job

satisfaction or dissatisfaction. Ineflective supervision might be one of the causes of

absenteeism or resignation. It was found that females were ore sensitive in supervision

than males.

7.



7. Social aspects of the job: any jobs that workers could happily work with

colleagues; they would draw that job satisfaction.

8. Communicatton could more or less help in working. Communication was

highly required among high-educated workers.

9. Working condition such as light, sound, toilet, restroom, canteen, work-hour

helped building job satisfaction. Working condition was more crucial than for males.

Work-hour was more critical to males that other intrinsic aspects of job and among

married females and single females, it was found that work-hour was most critical.

10. Benefils such as pensions after resignation, Medicare services, food

allowances, residence and holidays, etc.

Tiffin and McCormick (1968:339) observed that factors affected job

satisfaction were as follows

1. Working condition

2. Company and management

3. Wages

4. Work-hour

5. Colleagues

6. Intrinsic aspects ofjob

7. Work orientation

8. Promotion

Joan Guilford and David E. Gray (1970:l7l) proposed means that facilitated

job satisfaction as follows


Fac. of Grad. Studies, Mahidol Univ.

l. Work security

2. Opportunity for advancement

3. Social respect for job

4. Interest in intrinsic aspects ofjob

5. Working condition

6. Recognition from superior

7. Organization and management

8. Work quantity

9. Wages

10. Work orientation

11. Communication

12. Work-hour

13. Simple work

14. Fringe benefits

M.A. (Criminology and Criminal Justice) / 2l

Locke (1976:302) proposed 9 factors ofjob satisfaction as follows

l. Work was the first factors that made person satisfied or dissatisfied.

Meaning was that whether persons liked or disliked the job. If they liked and were

interested in the job, there would be high satisfaction or dissatisfaction. Besides,

challenging job would draw interest and need to have the opportunity in learning new

knowledge resulting requiring more to work. These was included the level of

simplicity of work which should match with worker that either not too difficult or too

simple. Work quantity should match with the capacity and period of individual unlike

over-loaded work with restricted hours. If such job provided opportunity for


Pol. Capt. Grittinart Tulyalak Literature Review 122

achievement, workers could control the process and work statistics by themselves;

requirement to working would be increased.

2. Compensation was another critical factor since it was the maffer that

workers could exploit as tools to treat personal needs. Appropriate compensation rate

could cultivate satisfaction in workers. Besides, paying of compensation should be fair

and equal among the same type ofjob with the same qualifications.

3. Work advancement: oppornrnity for promotion in ranks or position, faimess

and principle in consideration of promotion highly affected job satisfaction of workers

since in working, all workers had expected that they would be deliberated by superior

in promotion.

4. Recognition: the acceptance from superiors and colleagues was another

crucial factor that draw job satisfaction such as when workers had achieved they

should be recognized and announced their accomplishment. Trust should be born for

the achievers. The management should support individual to demonstrate the

capacities and accomplishment.

5. Fringe benefits such as providence, pension, compensation, allowances,

Medicare, holidays and compensations during leaves were expected by workers from

the job and they were parts of drawing job satisfaction.

6. Working condition such as work-hour, breaks, tools and equipment,

temperature, ventilation, location and workplace arrangement were parts that drew

sentiment of working in workers and initiated job satisfaction.

7. Supervisors were another factor that affected worker in job satisfaction.

Pattern and techniques in job orientation of supervisors, human relation and skills in

management would affect subordinate in job satisfaction or dissatisfaction.



8. Colleagues with knowledge and expertise and helpful with friendship would

tum workers to satisfaction in working aspiration.

9. Organization and administration, policy and internal organization or

management was another critical factors. Definite policy design in payments of

compensation and allowances or criteria in evaluation of performance was one of the

parts reflected by workers and drew job satisfaction or dissatisfaction

Manoch Sukkareuk et al. (BE 2523) cited that job satisfaction encompassed 3

factors: -

1. Personal factors, which ere gender, age, family members, longevity in work,

intelligence, education and personality.

2. Work factors encompassed types of work, skills and expertise, career stafus,

geographical condition and business size.

3. Controllable factors by the management encompassed income, allowances,

security, and opportunity for advancement, working condition, colleagues and

adminishation

Dheppanom Muangman and Sawing Suwan. @E 2529:101-102) observed

about the dimension ofjob satisfaction that

1. Work, which included mental satisfaction, types of work, opportunity to

learn complication in work, work quantity, opportunity of achievement when working,

conffols and time limits of work.

2. Wages, amount of fair or equal wages and methods of payments.

3. Promotion: opportunity of promotion, faimess of basic promotion and

positioning promotion.



4. Recognition: recognition after accomplishment, esteem and trust after

accomplishment and criticism.

5. Benefits, providence, Medicare, annual leaves and compensation of leaves.

6. Working condition, work-hour, breaks, tools, temperatures, ventilation,

humidity, location and structure of work plans.

7. Work orientation: pattem and methods of orientation, ffid orientation

influence, techniques of orientation, human relation, and management skills.

8. Colleagues, ability and friendship facilitations.

9. Company and administration, worker caring, wages and policy.

From different concepts and definitions of satisfaction as stated it could be

concluded that ob satisfaction was sentiment or attitudes of worker toward job. The

more individual was highly satisfied, the more positivism would be expressed. If less

satisfaction the negativism would be expressed.

2.1.3 Tlteories on Job Satisfaction

Establishing job satisfaction required motivation and incentives. Related to

concepts in cultivating job satisfaction many had observed as follows

2.1.3.1 Abraham H. Maslow (1960:69-80) observed in the Theory of

Human Motivation that human never ceded wants. When one was satisfied the other

would flood in. Once wants had been met, motivation faded while other wants still yet

to be satisfied, there would be extensive motivation. Maslow had prioritized human

Hierarchy of Needs from low to high into 5 steps as follows



l. Physiological Needs were the fundamental of human. Such needs

were vital to sustain life e.g. food, water, home, dress, medicine, retreat and sex.

2. Security and Safety Needs were the higher step, which required the

physical safety from dangers. The security was defined as security in living.

3. Social or Belongingness Needs were the requirement to associate

with organizations, other individuals, or co-existing and being accepted by others

realinngof becoming as part of the social groups.

4. Esteem or Status Needs were the requirement of recognition, praises

of responsible job and being respected.

5. Self-Actualization or Self-Realization Needs was the highest step of

human wants, which were the requirement to accomplish as want, and perception.

After the 4 steps had been fulfilled, human craved for dreamed dreams.

Satisfaction achieved as perceived was empirical and differed in each

individual. Such was the needs of personal independency. Each dreamed absoluteness

to each perspective.

Definition of needs had been diversely defined in many perspectives such as

Houle (1972:35) observed that needs expressed the difference between the actual

results and the demands or the difference between the actual conditions and the

probable condition. Narong and Priyanut Jariyawitthayanond. @E 2526:36-37)

observed that needs were the condition in shortage of treatment in the desires sparked

by satisfaction and dissatisfaction.

Mohammed Abdulkadir and Somchit Soisuriya (BE 2525:3) observed that needs were

pleasure, enjoyment, and satisfaction in what were acquired and might lead the life

achievement. Copyright by Mahidol University


In conclusion, needs was the responded condition, which could be expressed to

self and others that the levels would be differed in each person.

The vitality to study theories of human needs was meant to understand human

behavior 4nd wants. Theories of Needs proposed by psychologists were as follows

Murphy (1973:80) observed that there were 4 types of the human general

' needs: -

1. The physiological needs such as food, water and air for physical growth

2. The needs for achievement as incremental of activity

3. The sentimental needs including colors and sound systems, which were the

attempts to adapt self to circumstances.

4. The needs to avoid risk and hardship or avoidance of attacks.

Bamroong Sukkaphan. (BE 2524:6) summarized Theodore Krep's concept

related into t human basic needs: -

1. Physical needs for food and welfares such as residence and dresses

2. The needs to gain home and opportunity for family

3. The needs for achievement

4. The needs for innovative activities and possessions

5. The needs to decrease emotional stresses

6. The needs for social status security

7. The needs to become worthy member of the group

8. The needs for self worth

9. The needs for participationf



In respect to job, some studies had found that human earned 2 major needs

(Zaleaik et al. I 95 8 :40)

I. Tangible Needs, which were

l.l Remuneration of work

1.2 Security and safety in work

1.3 Position in work

1.4 Lucrative work to potentials

2. Intangible Needs, which were

1.5 Participative in work

1.6 Recognition from others

1.7 Respect from others

1.8 Life achievement

Herzberg (1971) proposed Herzberg's Two Factor Theory, which could be

concluded into 2 major factors related to like or dislike in job of each individual as

follows

Motivational Factor

Maintenance Factor or Hygiene Factor

Motivational Factor was directly related to job to motivate persons like and

love the work elfectively stimulating job satisfaction since it was the factors that

responded to personal intangible needs, which were

l. I4/ork achievement of individual, wlich implied that the accomplished and

successful work of individual was the ability in solving problems and being proactive

and when it was achieved it brought satisfaction and pleasure in its achievement.

1.

2.

I



2. Recognition implied being respected wither from superiors, friends, from

r, person who requested for advice or persons in the units. This recognition might be in

forms of praises, encouragement or any expressions indicating recognition of the

capacrty to fulfill the work. Respect also masked itself in the work achievement.

3. Intrinsic aspect of work implied work of interest, creativity and challenging

when took action or being singly workable from beginning till the end.

4. Responsibility implied satisfaction on new assignments and to hold full

authority without being closely inspected or controlled

5. Advuncement implied promotion of rank, position of individual in the

organizotion, opportunity to be educatedfor upgrading orfor training

Maintenance Factor or Hygiene Factor was the factor of ongoing supports

to motivation the work of inclividual. If it were not congruent with organizational

individual group, persons in organization would anive at job dissatisfaction. This

facto r floo ded fro m external individuals, s uch as

1. Salary which implied montltly wages and raises in the work units

satisfying staff

2. Opporhrnity for future advancement, not only position promotion but

situation that individual could obtain professional skills advancement.

3. Interpersonal between superiors, subordinates, conleagues that implied

connection either by action or expressions indicating mutual positive relation and

collaboration with high understanding.

4. Occupational status, which implied social respected career, honors and

dignity.I


Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) /29

5. Policy and management, which implied organizational administration,

supervision and internal communication.

6. Working condition, which implied physical working condition such as light,

sounds, air including climates such as tools and equipment.

7. Pivacy, which implied positive or negative sensation affected by job

assignments such as the transfening of individual to new workplace isolated from

family drawing distress and job dissatisfaction in the new workplace.

8. Work security, which implied individual sentiment toward work security,

occupational or organi zational stability.

9. Supervision, which implied ability of superior in handling work or faimess

in management.

Herzberg (lg7l)had further explained that factors of -otiuution had to have

only positive value to draw job satisfaction; if it were negative it would gain

otherwise. In respect to Hygiene Factors, if they were negative, individual might be

dissatisfied with the work on account of the Hygiene factors were supportive or

maintenance factors to already draw job satisfaction but they have to be kept in well

equilibrium. If they rather over declined to these aspects, there would be no motivation

or drive to make persons any increase in working.

2.2 Concepts on Building Career Advancement

Somphong Kasemsin. (BE 2519: 228-231) proposed major approaches for

work advancement as followsI



1. Cultivate positive attitude in work on the basis that work advancement

resulted from positive attitude to works of colleagues and subordinates. Attitude in

general was defined as sensation or emotion to accept or to reject individual, any

people 8rouP, situation or values. Therefore attitude was initially crucial to be

enhanced in individual and organizational units.

2- Determine standards and tools to evaluate job achievement such as

providing assessment systems for the benefits of the reviews in the promotion of

position, salary, alteration, transferring of the jobs, etc. Determining reliable

evaluation standards for the organization draw benefits for the cause could prevent

partiality and accusation, which would lead to the decrease of morale in the

organizational individual works.

3. Salary and wages: people worked for remunerations to the living and to

upgrading the standards of living, which implied that salary had direct relationship

with personal work. The unproportionate relationship between labor and wages would

initiate dissatisfaction and deteriorate work advancement.

4. Job satisfaction, and work advancement was born from job satisfaction. If

such works provided more opportunity for people to exploit their expertise and

refractivity, people would be satisfied with the doing work. Therefore, it could be

observed that performance from the heart was far better than without a heart when

expected the work effectiveness. A specific assignment to an individual should be the

work of satisfaction to draw effective product, which was counted as one way of

motivation.

5. To be part of the work: in an organization, there would have been social

$oups within such as hobby-interest group. An individual might take dependency inCopyright by Mahidol University

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 3l

any groups with the interest related to other group members. Within group, one

wanted to be part of the group, being acceptable as group member rather less

interested but might obtain high morale and capable to achieve work advancement.

6. Interpersonal between superiors and subordinates: such relation brought

motivation, morale and work advancement by connections should be based on mufual

respects. Superior should not anticipate subordinates as machines or sluggish requiring

compulsion, finding false, controlled or punished. The duty of superiors were to

explore motivation for subordinates to arbitrary working

The summarized details on major factors, which affected superiors and

colleagues in work advancement: -

l. Reaction of leaders or superyisors toward superiors and colleagues: leaders

bridged to connect mutual positive understanding between organization and workers.

Therefore, relationship between supervisors and colleagues was highly counted critical

to enhance advancement and significance of the organization.

2. Satisfaction of personnel toward job by basis of working, if it were the work

that personnel found satisfaction should produce better results than working under

compulsion.

3. Satisfaction toward key objective and policy of the organization of staff,

officers and colleagues including effective administration and work systems of the

organization were highly counted critical since if organizational members

apprehended on systems and organizational operation, they would dedicated their time

to work with higher morale.


t'


4. Rewards, promotion of rank and position for effective performers led to

motivate subordinates or colleagues the aspiration to work with diligence, confidence

and high morale.

5. Work climates should be hygienic, ventilated, sufficient lighting with

proper equipment and tools for operation

6. Health of workers including physical and mental health in each worker was

subjected to changes even though directly came from the person or other such as

family problem, colleagues, and superiors, etc. Problems on physical and mental

health highly affected works on account of being preoccupied with physical and

mental health, it was unable to fully perform effective deeds.

Noppadol Limsurat. (BE 2526:7) observed that factors that influenced the

advancement of the group or organizational members depended as follows

l. Condition of the group implied the condition of willingness to associate as

members. The numbers should not over excess and accept the group goal.

2. Member Status implied satisfaction position and authority and sensing of

work stability.

3. Factors ofjob satisfaction were as follows

3.1 Wages implied acquiring wages in appropriate to work quantity,

responsibilrty and existing economic condition.

3.2 Welfare implied being supported in work with effortlessnesso

facilitation and safetv

3.3 *rn context implied scope of work, quantity, values,

responsibility, work achievement, full exploitation if knowledge and potential,

empowennent on planning and decision-making, etc.Copyright by Mahidol University

Fac. of Grad. Studies, Mahidol u"tfu.}-ffia-

M.A. (criminology and criminal Justice) / 33

.dillTx,us3.4 Advancement implied being promoted, knowledge and expertise

including opportunity in more responsibility with high morale by such advancement

would directly relate to the fair competition.

3.5 Circumstances implied outstanding ventilation, temperature and

facilities for working, beautiffing and enhancing dignity to workers including

decreasing of disturbing sound, scent, disorderliness, and filthy in workplace

4. The management of superior implied work assignments, advice, reviews of

good deeds, human relation and reliability of the superiors.

5. Internal communication of the organization implied communication with

being facilitated, effortless, and sufficient and clear in detail by reasons that individual

needed to realize the changes particularly, the related benefits. Besides,

communication encouraged mutual uniqueness and unity.

6. Participation implied being able to propose new ideas, work goal, methods,

data, decision including acknowledgement or predicating in activities of the

organization

2.3 Related Researches

Van Dersal (1968) studied on factors facilitating job satisfaction; it was found

that there were many factors facilitating job satisfaction such as organizational policy

and management, supervision salary, work condition and characteristics, opportunity

for advancement.

Joan Guilford and David E. Gray (1970) had studied on satisfaction; it was

found that results ofjob satisfaction gained by individual were the increase of products

LG

I

.l l. -ffim- l+

##

I Dulc?o


I

Pol. Capt. Grittinarr Tulyalak Literature Review / 34

in the unit depended much on escalating job satisfaction, products, work security,

opportunity for advancement, management of unit, wages, supervision, individual

relation within group, effective communication, work conditions and welfare.

Robert (1971) had studied on job satisfaction of teachers taking special class

in Iowa State applying Herberg's Theory; it was found that factors affecting job

satisfaction of teachers were work advancement and acceptance. The factors affected

the job dissatisfaction were supervision, work security, relationship, salary, work

characteristics and working climates.

Clements (1983) had studied on relationship between motivational factors and

maintenance factors with job satisfaction of student activity staff in the Community

College of Massachusetts; it was found that critical factors drawing job satisfaction

were work characteristics, wages, supervision, opportunity for advancement, relations

with colleagues, work security. Motivational factors and maintenance factors had

relationship with all levels of job satisfaction. However, maintenance factors against

job satisfaction had higher degree than motivational factors conceming wages,

opportunity for advancement. Female staff and male staff had no satisfaction

concerning opportunity for advancement. However, female staff dissatisfied rather

male staff.

Amorn Wichaidit (BE 2519) had studied on "Satisfaction of Deputy Dishict

Chief of the Southem"; it was found that they gained job satisfaction, particularly, in

the assigned work, outstanding cooperation from colleagues, and fairness from

superiors, recognition, security and advancement in civil services and sentimentality

toward environments. Copyright by Mahidol University


Suchart Kanjanawiset. (BE 2530) had studied on, "Factors Affecting to Job

Satisfaction of the Noncommissioned Police Officers in Donmuang Immigration

Section; it was found that factors affecting job satisfaction by overview were ranking,

educational levels, numbers of dependency, and the age had negative relationship with

satisfaction.

Somsak Sukjai (BE 2531) had studied on, 'oSome Factors that Influence the

Job Satisfaction of the Police Cadet, Program of Protection and Suppression Inspector

Class I and Program of Investigation and Interrogation Inspector Class 3, the Institute

of Police OfFtcers Development"; it was found that units of dependency, salary rate an

ns work condition were factors influencing job satisfaction. Regarding d1e,longevity

of civil services and educational levels were not factors influencing job satisfaction.

Rabhibhat Palawong (BE 2532) had studied on, ooRelationship Between Job

Satisfactions with Social and Economic Background of Investigation Police under the

Metropolitan Police"; it was found that numbers of dependency, age, income, rank and

training had significant relationship with job satisfaction. Regarding longevity of civil

services, educational level, marital status and welfare had no relationship with job

satisfaction.

Roongroj Saengkram (BE 2532) had studied on, "Job Satisfaction of Deputy

Inspector under the Mefiopolitan Police"; it was found that job satisfaction depended

on age, and work-hour had influenced against job satisfaction. Howevero work-hour of

deputy inspector to investigation, to integration and rank were not t}te factors

influencing j ob satisfaction.a


t


Manop saokhaen (BE 253s) had studied or, .. socio-Economic

Characteristics and Job Satisfaction of the Internal Audit, Police Department'; it was

found that police officers to the Intemal Audit of the Police Department with different

age, gender, rank, position, longevity of civil services, educational levels and income

had diflerent job satisfaction and the degree ofjob satisfaction was in medium level.

Prawet Mulpramuk (8E2536) had studied on, ooJob Satisfaction in the

Noncommissioned Police Officers and Police Private of Bangkhen police Station,

Bangkok"; it was found that the noncommissioned police offrcers mostly were

between 36-55 years of age, married, vocational education level. Regarding job

satisfaction, most were undecided. The satisfaction on physical and biological

environments and the management was high. However, satisfaction on salary and

benefits was low.

Jindarat Rakmani (BE 2537) had studied on, "Job Satisfaction of the

Noncommissioned Police Officers and Police Private Working as Patrol Police: Case

Study in the Provincial Police Station of Muang District of Pathumthani Province"; it

was found that by overview job satisfaction was high. Longevity in civil services

affected job satisfaction. Regarding age, rank, educational level, salary rate and

marital status did not affect works.

Prasit Chalermwuddhisak (BE 2537) had studied, ooFactors Affecting Job

Satisfaction in Police Offtcers of Deputy Inspector Level under the Administration

Division of the 1". Provincial Police Headquarter", it was found that Police Officers of

Deputy Inspector Level with different age, longevity in civil services, work

characteristics had no different in the degree of job satisfaction. Police Offrcers of

a



Deputy Inspector Level with different educational levels, longevity in civil services,

marital status had different job satisfaction.

Chalasindhu Jantarajana (BE 2538) had studied on, "Factors that Influence

Job Satisfaction of the Noncommissioned Police Officers - Police Private Stationed in

the Metropolitan Police Headquarter: Case Study in the Metropolitan Police

Headquarter of Thonburi"; it was found that degree ofjob satisfaction was in medium

level. The age, longevity in civil services, educational level, longevity of being patrol

police, and marital status had no influence against job satisfaction.

Worawit Noosanan (BE 2539) had studied on, o'Social and Economic Factors

Affecting Job Satisfaction of Police Officers in the Superintendent Division of the

Metropolitan Police School"; it was found that police officers in the Superintendent

Division of the Metropolitan Police School had high job satisfaction regarding age,

longevity in civil services and marital status. In concerns with education, rank,

position, residence and income had no effect toward job satisfaction.

Thada Kreaulamai @E 2541) had studied on, "Job Satisfaction of the Police

Officers in the Investigation Section, the Metropolitan Police Headquarter"; it was

found that age longevity in civil services, position, special income, residence, property

right in residence, existing work, working climate, work advancement, owning private

agent for investigation and cooperation from people in investigation had statistical

signifi cant relationship with j ob satisfaction.

Yuth Klamklomjit (BE 2541) had studied on "Job Satisfaction in Patrol

Police Officers under the Provincial Police of Pathumthani Province"; it was foundCopyright by Mahidol University

a


that by over view the job satisfaction in Pafiol Police Offrcers under the provincial

Police of Pathumthani Province was in medium level. The test on relationship between

personal factors with job satisfaction, it was found thatage, rank, longevity in civil

services, terms of offrce, type of patrol police, period of working, types of police

station dependency and numbers of dependency had no relationship with job

satisfaction.

Chatchai Klaiklueng (BE 2541) had studied on "Job Satisfaction in Police

Officers of the Police Cadet Academy"; it was found that group with long working

hour, and high salary had sob satisfaction toward salary and welfare. Groups of short

longevity in civil services were highly satisfied with work advancement. Groups

working in public adminishation were the highest in job satisfaction toward work

advancement, second were groups of offrce works, administration and academics

respectively. Group with higher sdary had more job satisfaction on work

characteristics. Groups residing in govemment houses had been the highest in the

satisfaction of salary and welfare, the second were groups with private home, living

with others and house renting/ apartment respectively.

Benjarat Uthisphan (BE 2542) had studied on, "satisfaction in Career

Advancement of the Noncommissioned Police Officers under the Police Cadet

Academy"; it was found that by average, job satisfaction on work advancement was

high, which were work achievement, allocation appropriate to potential, career

security, work climates with the satisfaction in relationship with colleagues were high.

By overview, the noncommissioned police officers in the Police Cadet Academy had

high satisfaction on career advancement in all aspects. Had there been organizational

rl


t

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) 139

development or improvement toward working of the section, it was believed that there

would have been high in job satisfaction

Nattaset Sariman (BE 2542) had studied on, "Factors Aflecting to Job

Satisfaction of the Noncommissioned Police Officers under the Administration

Superintendent Division of the Police Border Patrol"; it was found that the

noncommissioned police offtcers under the Adminishation Superintendent Division of

the Police Border Patrol regarding gender, age, longevity in the work of units, rank,

salary rate and condition of dependency individuals, all had medium degree in job

satisfaction toward the noncommissioned police offrcers.

Jaras Dhammadhanarak (BE 2542) had studied on, o'Job Satisfaction of the

Noncommissioned Police Offrcers, Traffic Division"; it was found that

l. Noncommissioned Police Officers in Traffic Division had medium degree

on job satisfaction.

2. Noncommissioned Police Officers in Traffic Division with different age,

longevity in civil services, types of responsible work and integrity of work, all had

different job satisfaction.

3. Noncommissioned Police Offrcers in Traffic Division with different gender,

marital status, educational level, rank, longevity in civil services and salary rate had no

difference in job satisfaction.

t


t

Pol. Capt. Grittinart Tulyalak Methodology /40

CHAPTER III

METIIODOLOGY

3.1 Populations and Sampling

Population in this research were the noncommissioned police officers

encompassing ranks from police private to police saber sergeant working under the

Metropolitan Police division 3 of l l police stations. They were Metopolitan police

stations of Minburi, Nimitr-mai, Lamhin, Lampakchi, Suwinthawong, Nongjok,

Prachasamran, Ladkrabang, Romklao, Chorakhe-noi in the fiscal year BE 2544 :v,/rth

total population of 1,112 officers. The simple random sampling size had been

determined only 330 officers counted as 30%o of the population in the investigation

(l:3). Table of random number had been employed to select sampling units

determining table reading system from left to right and read figures in the table as in

determined direction orderly till the completion of the figures.

3.2 Research Instrument

Questionnaire was employed in the investigation. Questionnaire was formed by

condensing contents from documents, literature reviews, related researches and the

methodology and techniques of Social Science researches. All information was guides

in multiple questionnaires between choices and open-ended to allow respondents

unreservedly interacted. Main Contents of the questionnaire were as follows

3.2.1 The formed questionnaire contents encompassed both choices and

open-ended that respondent would freely answer. Major contents were

!


I

a

Fac. of Grad. Studies. Mahidol Univ. M.A. (Criminology and Criminal Justice) / 4l

3.2.1.1 Contents of population background inclusion of other

independent variables

3.2.1.2 Contents on conditions of job satisfaction of the

noncommissioned concerning each aspect

3.2.1.3 Contents of additional suggestions from the respondents

3.2.2 MeasurementScales

Ratio scale in the measurement of the 6 levels had been applied from Likert's

Scale to assess the conditions of job satisfaction beginning from the highest level to

the lowest regarding the criteria scales as follows

Most scored as 4.20 - 5.03

More scored as 3.36 - 4.19

Moderate scored as 2.52 - 3.35

Less scored as 1.68 - 2.51

Least scored as 0.84 - I.67

Never scored as 0.00 - 0.83

3.3 Instrumentation Try-out.

The Instrument condensed from documents and related researched had been

tried out as follows

3.3.1 Tesfing of the Reliability: the experimental try-out had been conducted

with similar types rather the actual group by conducting the Pre-test with 50

noncommissioned police officers in the Metropolitan Police Division I by simFle

random sampling to test the instrument reliability under Item Analysis for the purposeCopyright by Mahidol University

9Pol. Capt. Grittinart Tulyalak Methodology /42

of Internal Consistency Method employing formula of Pearson's Product Moment

Correlation Coeffrcient while the Conbrach's was employed in respect to Reliability

values

3.3.2 Content Validity: to find the content validity, the instrument with

reliability values was submitted to experts to revise the contents for further data

collection.

3.4 Data Collection

The researcher and assistants had conducted data collection by dishibuting the

developed instrument among the noncommissioned police offtcers in 1l police

stations under the Metropolitan Police Division 3 as determined.

. 3.5 Data Analysis

SPSS/PC+ was employed in the analysis of the data collected

3.6 Statistical Applications

3.6.1 Data Analysis

3.6.1.1 All questionnaires were collected and checked for its

completions and serial number codes were fixed to each questionnaire to forward to

data analysis.

3.6.1.2 Coding manual had been prepared and data from questionnaires

, -.re described in the Coding Sheet to proceed to computerized dataanalysis.



3.6.2 Statistical Applications

M.A. (Criminology and Criminal Justice) / 43

3.6.2.1 The Percentage was applied to the comparison of the general

information of the sample groups.

3.6.2.2 The Mean and the Standard Deviation were applied to

empirically interpret the information and to find out the representation of each group

also to describe the level ofjob satisfaction of the sample group.

3.6.2.3 Analysis of Variance (ANOVA) and Multiple Classification

Analysis (MCA) were applied to describe factors (Independent Variables) affecting to

job satisfaction of the noncommissioned police offtcers.


aPol. Capt. Grittinart Tulyalak Results / 44

CHAPTER TV

RESTTLTS

From the study of Factors Affecting to Job Satisfaction of the

Noncommissioned Police Ofificers in Metopolitan Police Division 3 could distinguish

the results as follows

4.1 Personal Factors or Social Background

4.2 Social and Economic Factors

4.3 Factors of Satisfaction toward Aspects of Career Advancement

4.3.1 Satisfaction on Career Advancement

4.3.2 Satisfaction on Job Achievement

4.3.3 Satisfaction on Job Environment

4.3.4 Satisfaction on Career Securiff

4.3.5 Satisfaction on Welfare

4.3.6 Satisfaction on Salary

4.3.7 Satisfaction on Relations with Superior

4.3.8 Satisfaction on Relations with Colleague

4.3.9 Satisfaction on Policy and Administation

4.3.10 Satisfaction on Cooperation from People

4.4 Additional Opinion toward Job Satisfaction



I


4.1 Frequency and Percentage of sample Group Distributed by

Personal Factors or Social Background (Table l)

4-l.r 92.2% of most sample groups were male and7.8%o were female.

4.1.2 28.0% of the sample group were under 30 years of age, 38.3% were 3l-

35 years, 17.4% were 36-40 years and 16.3% were over 4l years.

4.1.2.1 14.9% from Minburi Station, l0.6yo from NongSork, 6.4yo

from Lampakchee, 6.4% from Lamhin, ll.7% from

Ladkrabang, 9.9Yo from Lomklao, 6.0%a from Prachasatnran,

8.9% from Jorrakhenoi, 6.7yo from Suwinthawong, 7.4o/o from

Chalongkrung, and ll.0% from Nitmitrmai

4.1.3 56.6% had longevity of civil services of under 10 years, lT.}Yowere

11-15 years, 9.9Yo were 16-20 years and 17.0% were over 21 years.

4.1.4 62.1% were the rank of police private first class, police corporal, and

police corporal first class, 37.9% were police sergeant and police saber

sergeant.

4.1.5 25.2% worked in office, 39.0% worked in crime suppression,l2.8yo

worked in investigation, 8.5% worked in inter,ogation and 14.5%

worked in traffics.

4.1.6 40.1% earned monthly income of under 8,000 BaI:r', 26.6Yo earned

8,001-10,000 Baht, 17.4% eamed 10,001-15,000 Baht and l6.0yo

earned over 15,000 Baht.


Pol. Capt. Grittinart Tulyalak Results / 46

4.1.7 65.6% acquired educational level of Matayom l-6, l2.8yo acquired

Vocational Certificate to Diplom4 5.7Yo acquired pre-bachelor degree

and 16.0% acquired bachelor degree.

4.1.8 24.5% held marital status of single, 63.8% were married and without

separation, 43% were manied with separation, 3.2% were

widowers/divorced and 4.3% non-separation but unma:ried.

4.1.9 17.l% had one dependent, 28.0% had two dependents,I4.gyo had three

dependents and39.4% had four to more dependents.

4.1.10 l8.lo/o owned residence, 39.4% stayed in the governmental residence,

33.3% rented houses or apartments and9.2Yo lived with others.

Table 1: Frequency and Percentage of Sample Group Distributed by Personal

Factors or Social Background

Personal Factors or Social Buckgroundf'reqaencJ

282

Percentage

100

Male

Female

260

22

92.2

7.8

Age

Under 30 years

3l-35 yean

36-40 years

over 40 years

79

108

49

46

28.0

38.3

17.4

16.3

Police Stotion

Minburi Station

Nongjork

42

30

14.9

10.6


t

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) /47

Table 1: Frequency and Percentage of Sample Group Distributed by Personal

Factors or Social Background (continued)

Personal Factorc or Social Backgroundf requenql

282

Fercentage

ru0

LampaKchee

Lamhin

Ladkrabang

Lomklao

Prachasamran

Jorrakhenoi

Suwinthawong

Chalongkrung

Nitmitrmai

U

t8

JJ

28

t7

25

l9

2l

3l

6.4

6.4

tt.7

9.9

6.0

8.9

6.7

7.4

r 1.0

Longevity of civil services

Under l0 years

I 1-15 years

l6-20 years

over2l years

158

48

28

48

56.0

t7.0

9.9

17.0

Police private first class, police corporal, and police corporal

first class

Police sergeant and police saber sergeant.

t75

107

62.r

37.9

Position

Office job

Crime suppression job

Investigation job

Interrogation job

Traffic job

71

ll0

36

24

4l

25.2

39.0

12.8

8.5

14.5


tPol. Capt. Grittinart Tulyalak

Table 1:

Results / 48

Frequency and Percentage of sample Group Distributed by personal

Factors or Social Background (continued)

Perconal Facton or Social Backgroundb'rcquency

282

Percentoge

ru0

Under 8,000 Baht

8,001-10,000 Baht

10,001-15,000 Baht

Over 15,000 Baht.

ll3

75

49

45

40.1

26.6

17.4

16.0

Educational Level

Matayom l-6

Vocational Certificate to Diploma

Pre-bachelor degree

Bachelor degree.

185

36

t6

45

65.6

12.8

5.7

16.0

Marital Status

Single

Manied and without separation

Married with separation

Widowers/divorced

Non-separation but unmarried.

69

180

t2

9

12

24.5

63.8

4.3

3.2

4.3

Person oJ Dependency

I dependent

2 dependents

3 dependents

4 to more dependents.

50

79

42

ill

r7.7

28.0

14.9

39.4

Residence

Residence

Governmental residence

Rented houses or apartments

Lived with others.

5l

lil94

26

l8.l

39.4

33.3

9.2


t

t


4.2 Frequency and Percentage of Sample Group Distributed by

Social and Economic Factors (Table 2)

4.2.1 12.4 % of the sarnple groups were never been merited on 2 or 1.5

special classification promotion and 87.6% were merited.

4.2.1.1 45.0% of the sample group were l-2 times merited with 2 or

1.5 special classification promotion, 26.2%o were 3-4 times,

8.2%owere 5-6 times and20.6Vo were over 7 times.

4.2.2 14.2% never received praises on job from superiors, 2.17o more

frequently received, 7.4%o frequently received, 75.2% occasionally

received and 1.1% others.

4.2.3 31.9% never received other welfare rather salary, 19.9% on residence,

2.5o/o on accommodation allowances on duty, 36.5% on petrol and

9.2Yo others.

4.2.4 8.9% could not draw allowances on dependent' school fees, medical

care or other allowances from the unit, 23.0% could conveniently draw

68.1% were not convenient.

4.2.5 53.5% did not change the career or resign from the civil service to

other profession where earning and welfare were better than police,

42.6% changed or resigned and3.9% others.

4.2.6 I9.5% were not at risk of the existing job to take responsible of

violating laws, rules and regulations of the civil service,55.0Yo were at

high risk atd25.5%o were at less risk.


a

Pol. Capt. Grittinart TulYalak Resule / 50

4.2.7 12.4% had no chance to be punished on account of job mistaking

without dishonesty or intention, 56.0Vo were higtrly to be punished, and

31.6%were less to be punished.

4.2.8 16.3% had never been secured of not being met with disciplinary

penalty out of job mistaking from superiors, 24.5yo had highly been

secured, 46.5% had less been secured, and 12.8% others.

4.2.9 9.9Yo viewed the work unit did not support or encourage on training,

53.2% had highly been supported and encouraged,36.90A had less been

supported and encouraged.

4.2.10 23.0% viewed that the allocation of duty were inappropriate and

responded to the existing job characters, 3l.2Yo viewed that they were

highly appropriate and responded, 44.7% viewed that they were less

appropriate and responded, and 1.1% others.

4.2.11 22.3% viewed that the existing job was not chailenging and motivated,

40.8% viewed that it was highly challenging and motivated, 35.1% less

challenging and motivated, l.8Vo others.

4.2.12 38.3% viewed that decorum of the existing job were not complicated,

28.4% was highly complicated, 30.5yo was less complicated and 2.8Vo

others.

4.2.13 46.I% viewed that superior did not personally and intimately know,

t3.l% was high and 40.8% was less .

4.2.14 13.8o/o viewed that superior did not provide counseling and assist the

job,47.2Yo highly provided, and39.0% less provided.


t


4.2.15 t5.6% viewed that superior ignored opinion and suggestion concerning

job, 2g.l% always paid attention, and 55.3% occasionally paid

attention.

Table 2: Frequency and Percentage of Sample Group Distributed by Social and

Economic Factors

Sociol and Economic FuctorsFreqaency

282

Percentage

100

You had been merited on 2 or 1.5 special classification promotlon

and since began to work till present

Never

Yes

In case of ever been promoted

l-2 times

3-4 times

5-6 times

Over 7 times.

38

247

127

74

23

58

12.4

87.6

45.0

26.2

8.2

20.6

Have you been ever praised onjob from superiors?

Never

More frequently

Frequently

Occasionally

Others.

40

6

2l

2t2

aJ

t4.2

2.1

7.4

75.2

l.l

Besides salary, do your unit provide other welfare?

Never

Residential

90

56

3l.9

19.9


tI

Pol. Capt. Grittinart TulYalak Results / 52

Table 2: Frequency ond Percentage of Sample Group Disnibuted by Social and

Economic Factor s (continued)

Socisl ond Economic FactorsFrequency

282

Percentage

100

Accommodation allowances on dutY

Petrol allowances

Others.

7

103

26

2.5

36.5

9.2

Coill-you draw allowances such as dependent' school fees, medical

care or other allowances from the unit,?

Could not

Convenient

Inconvenient.

25

65

192

8.9

23.0

68. l

If opportunity provides for changing of profession, would you resign

to other profession that provided you better welfare rather being

police?

Unchanged or did not resign

Changed or resigned

Others

l5l

t20

ll

53.5

42.6

3.9

Is the existing job at risk on violation of laws, rule and regulation of

the civil service?

No risk

High risk

Less risk

55

155

72

19.5

55.0

25.5

Is your existingjob having chance to be punished on account ofJob

mistaking without dishonesty or intention?

No chance 35 t2.4


t

a


Table 2:


Frequency and Percentage of Sample Group Distributed by Social and

Economic Factors (continued)

Sociul and Economic FactorcFrcquency

282

Percentage

100

High chance to be punished

Less chance to be punished.

l)u

89

56.U

31.6

Upon committing mistake in job without dishonesty or ill-intention,

do your superior secure you from being met with disciplinary

penalty?

Never

Highly been secured

Less been secured

Others.

46

69

l3l

36

16.3

24.5

46.5

t2.8

Training appropriately arranged by the National Police Bureau or

other units, does your unit support or encourage on the training?

No support or encouragement

High support and encouragement

Less support and encouragement

28

150

104

9.9

53.2

36.9

Is the allocation ofduty appropriate and responded to the existingjob

characters?

Inappropriate and not responded

Highly appropriate and responded

Less appropriate and responded

Others.

65

88

126

J

23.0

3t.2

447.7

t.l

Is your existing job challenging and motivated?

Not challenging and motivated

Highly challenging and motivated

63

n5

22.3

40.8Copyright by Mahidol University

t

Pol. Capt. Grittinart TulYalak

Table 2:

Results / 54

Frequency and Percentage of Sample Group Distributed by Social and

Economic Factors (continued)

Social and Economic FactorrFreqaency

282

Percentage

100

Less challenging and motivated

Others.

99

5

J) I

1.8

Is your existing job having decorum and complicated procedure of

work?

Not complicated

Highly complicated

Less complicated

Others.

108

80

86

8

38.3

28.4

30.5

2.8

Does your superior personally and intimately know you?

Not personally and intimately

Highly intimate

Less intimate

130

37

l15

46.1

l3.l

40.8

Does your supenor provrde counselrng and asslst theJob?

Not provide

Highly provide

Less provide

39

t33

ll0

13.8

47.2

39.0

Does your superior listen to your opinion and suggestion conceming

job?

Ignore

Always pay attention

Occasionally pay attention.

44

82

t56

15.6

29.1

55.3



4.3 Frequency and Percentage of Factors of satisfaction

4.3.1 Frequency and Percentage of Sample Group Distributed by Satisfaction on

Career Advancement (Table 3-I)

4.3.1.1 22.3% most satisfied with encouragement and provided opportunity in

further study for increasing qualification from the \rrrt,33.7ya much

satisfied, 31.9% moderately satisfied, 8.5% less satisfied, 1.8% least

satisfied and 1.8% not at all satisfied. The average satisfaction was high

(Average score:3.61).

4.3.1.214.9% most satisfied with encouragement and provided opporh,rnity in

transferring for career advancement from the unit, 21.6% much

satisfied, 35.5% moderately satisfied, 15.6% less satisfied, 7.8olo least

satisfied and 4.6% not at all satisfied. The average satisfaction was

moderate (Average score : 3.06).

4.3.1.3 ll.3% most satisfied with encouragement and provided opportunity in

job exchange for personnel development from the wit,2l.3Vo much

satisfied, 37.9% moderately satisfied, 16.0% less satisfied, 7.8olo least

satisfied and 5.7%o not at all satisfied. The average satisfaction was

moderate (Average score: 2.95).

4.3.1.4 9.67o most satisfied with encouragement and provided opportunity in

training, excursion and seminars for personnel development from the

vnit, 20.6Vo much satisfied, 44.0% moderately satisfied, 14.5% less

satisfied, 7.lYo least satisfied and 4.3Yo not at all satisfied. The average

satisfaction was moderate (Average score :2.98).


a


4.3.1.57.g% most satisfied with righteousness in the consideration of

promotion, l4.2\o much satisfied, 39.7% moderately satisfied, l8.l%

less satisfied, L0.3%o least satisfied and 9.9Yo nat at all satisfied. The

average satisfaction was moderate (Average score: 2'61)'

4.3.1.6 4.3o/o most satisfied with faimess in the test for promotion of the

classification, 14.5% much satisfied, 44.3% moderately satisfied,

l8.l% less satisfied, l0.6yo least satisfied and 8.2Yo not at all satisfied.

The average satisfaction was moderate (Average score = 2.59).

Table 3.1: Frequency and Percentage of Sample Gt'oup Distributed by

Satisfaction on Career Advancement

Salhfoction on Career AdvancementFrequency

282

Percentage

100

Are you satisfied regarding encouragement and provided opportunlty

in further study for increasing qualification from the unit?

Most

Much

Moderate

Less

Least

Not at all

63

95

90

24

5

5

22.3

33.7

3t.9

8.5

1.8

1.8

Are you satisfied regarding encouragement and provided opportunity

in transferring for career advancement from the unit?

Most

Much

Moderate

42

6l

100

t4.9

21.3

35.5


I

a


Tabte 3.1: Frequency and Percentage of Sample Group Distributed by

S ati sfac t i o n o n C ar e er A dv anc e me nt ( c ont inue d)

Satisfaction on Csreer Advancement

Frequency

282

Percentage

100

Less

Least

Not at all

M

22

l3

15.6

7.8

4.6

ArE you satisfied regarding encouragement and provided opportunity

in job exchange for personnel development from the unit?

Most

Much

Moderate

Less

Least

Not at all

32

60

t07

45

22

l6

I1.3

21.3

37.9

16.9

7.8

5.7

Are you satisfied regarding encouragement and provided opportunity

in training, excursion and seminars for personnel development from

the unit?

Most

Much

Moderate

Less

Least

Not at all

27

58

t24

4l

20

t2

9.6

20.6

M.O

r4.5

7.1

4.3



;able 3.1: Frequency and Percentage of Sample Group Distributed by

Satisfaction on C are er Adv ancement (continue d)

Satbfaction on Career Advancement

Frequency

282

Percentage

r00

the consideration of

promotion?

Most

Much

Moderate

Less

Least

Not at all

22

40

n2

5l

29

28

7.8

14.2

39.7

l8.l

10.3

9.9

@arding fairness in the test for promotion of

the classification?

Most

Much

Moderate

Less

Least

Not at all

t2

4l

125

5l

30

23

4.3

14.5

44.3

l8.l

10.6

8.2



a


' Job Achievement Qable 3.2)

4.3.2.1 4.3Yo most satisfied with reward and praises in job performance from

colleagues,2l.3Yo much satisfied, 53.9% moderately satisfied, 12.8%

less satisfied, 5.0Yo least satisfied and 2.8%o not at alI satisfied. The

average satisfaction was moderate (Average score: 2.99)-

4.3.2.2 4.302 most satisfied with recognition in job performance from superior,

20.9oh much satisfied, 57.8% moderately satisfied, 10.6% less satisfied,

3.5Yo least satisfied and 2.88% not at all satisfied. The average

satisfaction was moderate (Average score : 3.03).

4.3.2.3 3.2% most satisfied with recognition in job performance from

. colleagues, 24.5% much satisfied, 62.1% moderately satisfied, 6.70lo

less satisfied" 2.8% least satisfied and 0.78% not at all satisfied. The

average satisfaction was moderate (Average score = 3.16).

4.3.2.4 5.0olo most satisfied with special reward and praises in job performance

from !ilt, 15.6\0 much satisfied, 52.1% moderately satisfied, 17.4%

less satisfied. 6.7Yo least satisfied and 3.28% not at all satisfied. The

average satisfaction was moderate (Average score:2.85).

4.3.2.5 3.5olo most satisfied with reward and praises in job performance from

superior, 21.3% much satisfied, 53.9% moderately satisfied, 12.8% less

satisfied,5.0% least satisfied and2.8Yo not at all satisfied. The average




Table 3.2:

Results / 60

Frequency and Percentage of Sample Group Distributed by

Satisfaction on Job Achievement

Satisfaction on Job AchievementFrequency

282

Percentage

100

Are you satisfied with reward and praises in job pertormance trom

colleagues?

Most

Much

Moderate

Less

Least

Not at all

t2

60

t52

36

t4

8

4.3

2t.3

53.9

12.8

5.0

2.8

Are you satisfied with recognition in job performance tiom superior'/

Most

Much

Moderate

Less

Least

Not at all

l2

59

163

30

l0

8

4.3

20.9

57.8

10.6

3.5

2.8

@gnition in job performance from

colleagues?

Most

Much

Moderate

Less

Least

Not at all

9

69

t75

t9

8

2

3.2

24.5

62.1

6.7

2.8

0.7



. Table3.2t Frequency dnd Percentage of Sample Group Disfibuted by

Satisfaction on Job Achievement (continued)

Satisfaclion on Job AchievemenlFrequency

282

Percentage

100

Are you satisfied with special reward and praises in job perfbrmance

from unit?

Most

Much

Moderate

Less

Least

Not at all

t4

44

147

49

t9

9

5.0

t5.6

52.1

17.4

6.7

3.2

Are you satisfied with reward and praises in job pertbrmance ti'om

superior?

Most

Much

Moderate

Less

Least

Not at all

l0

54

r58

42

l3

5

3.5

l9.l

56.0

14.9

4.6

1.8

4.3.3 Frequency and Percentage of Sample Group Distributed by Satisfaction on Job

Environment (Table . 3 3)

4.3.3.18.9olomost satisfied with job environment such as lighting, temperature,

and cleanness, 19.5% much satisfied, 50.0% moderately satisfied,


?


12.8% less satisfied,3.gyo least satisfied and 5.08% not at all satisfied.

The average satisfaction was moderate (Average score: 3.02).

4.3.3.22.8Yo most satisfied with tiresome and unpleasant job condition,12.8%o

much satisfied, 57.I% moderately satisfied, 19.9% less satisfied,5.0yo

least satisfied and 2.58% not at all satisfied. The average satisfaction

was moderate (Average score : 2.8 1).

4.3.3.3 3.9olo most satisfied with job environment particularly hygienic toilet,

13.8% much satisfied, 46.8% moderately satisfied, 17.7% less satisfied,

10.3% least satisfied and 7.48% not at all satisfied. The average

satisfaction was moderate (Average score :2.6I).

4.3.3.42.5Yo most satisfied with prompt condition with tools and equipment

necessary for job such as uniform, arms and torch, ll.3% much

satisfied, 47.9% moderately satisfied, 21.6% less satisfied, 10.6% least

satisfied and 6.08% not at all satisfied. The average satisfaction was

moderate (Average score : 2.55).

4.3.3.53.9% most satisfied with readiness of equipment condition such as

tables, chairs, pen and pencil for job, 12.8% much satisfied, 48.6%

moderately satisfied, I8.8% less satisfied, l0.6Vo least satisfied and

5.38% not at all satisfied. The average satisfaction was moderate

(Average score: 2.65).

a


I

ffiS";.A. (criminology and criminal Justice) / 63

Table 3.3: Frequency qnd Percentage of Sample Group Distributed by

Satisfaction on Job Environment

Satisfaction on Job EnvironmentFrequency

282

Percentage

100

Are you satisfied with job environment such as lighting, temperature,

cleanness, and ventilation, etc ?

Most

Much

Moderate

Less

Least

Not at all

25

55

t4l

36

ll

t4

8.9

19.5

50.0

t2.8

3.9

5.0

Are you satisfied with tiresome and unpleasant job condition?

Most

Much

Moderate

Less

Least

Not at all

8

36

l6l

56

t4

7

2.8

12.8

57.r

t9.9

5.0

2.5

Are you satisfied with job environment particularly hygienic toilet?

Most

Much

Moderate

Less

Least

Not at all

ll

39

r32

50

29

2l

3.9

13.8

46.8

17.7

10.3

7.4



Table 3.3: Frequency and Percentage of Sample Group

Satisfaction on Job Environment (continued)

Results / 64

Distributed by

Satisfaction on Job EnvironmentFrequency

282

Percentage

ru0

Are you satisfied with prompt condition with tools and equSrnent

necessary forjob such as uniform, arms, torch and wireless

communication tools?

Most

Much

Moderate

Less

Least

Not at all

7

32

135

6l

30

t7

2.5

I 1.3

47.9

21.6

10.6

6.0

Are you satisfied with readiness of equipmeffi

tables, chairs, pen and pencil forjob?

Most

Much

Moderate

Less

Least

Not at all

ll

36

t37

53

30

l5

3.9

t2.8

48.6

t 8.8

10.6

5.3


a

a

a



Career Security (Iable 3.4)

4.3.4.1 5.7Yo most satisfied with fairness, without being bullied and oppression,


5.0% least satisfied and 3.5%o not at all satisfied. The average

satisfaction was moderate (Average score: 2.97).

4.3.4.2 5.3olo most satisfied with security, stability and unrisky to be laid ofl



satisfaction was moderate (Average score = 2.99).

4.3.4.3 2.8olo most satisfied with protection and prevention on risk of danger

from job, 13.5% much satisfied, 50.4% moderately satisfied, 19.5%

less satisfied,7.8%o least satisfied and 6.0%o not at all satisfied. The

average satisfaction was moderate (Average score: 2.66).

Table 3.4: Frequency and Percentage of Sample Group Distributed by

Satisfaction on Career Security

Satisfuction on Career SecurityFrequency

282

Percentage

100

Are you satisfied with faimess, without being bullied and

oppression?

Most

Much

Moderate

l6

6l

t37

5.7

2t-6

48.6


E


Table 3.4: Frequency and Percentage of Sample Group

Satisfaction on Career Security (continued)

Results / 66

Distributed by

SatisfaAion on Career SecurityFrequenqt

282

Percentage

r00

Least

Not at all

44

t4

l0

r5.6

5.0

3.5

Are you satisfied security, stability and unrisky to be laid off?

Most

Much

Moderate

Less

Least

Not at all

l5

70

t34

36

l5

t2

5.3

24.8

47.5

12.8

5.3

4.3

Are you satrslled protectlon and preventron on nsK ot danger rom

job?

Most

Much

Moderate

Less

Least

Not at all

8

38

142

55

22

t7

2.8

13.5

50.4

19.5

7.8

6.0


t

I

s



Satisfaction on Welfare Qable 3.5)

4.3.5.1 2.5% most satisfied with allowance, remuneration and overtime

payment provided by the unit, 8.9% much satisfied, 37.9% moderately

satisfied, 25.2% less satisfied, l5.6Yo least satisfied and 9.9%o not at all

satisfied. The average satisfaction was less (Average score :2.28).

4.3.5.22.1Yo most satisfied with facilities on communication tools provided by

the unit, r0.3% much satisfied, 47.9% moderately satisfied,20.6% less

satisfied, 12.8% least satisfied and 6.4Yo not at all satisfied. The

average satisfaction was less (Average score: 2.49).

4.3.5.3 3.2Yo most satisfied with consideration on admitting to take residence

in the residence committee, lr.7% much satisfied, 4z.z% moderately

satisfied, 2A.6% less satisfied,I0.3yo least satisfied and l2.l%not at all

satisfied. The average satisfaction was less (Average score = 2.4r).

4.3.5.42.5Yo most satisfied with convenience in arrangement of welfare,

finance (cooperative) when necessary provided by the unit, lz.l%

much satisfied, 42.9% moderately satisfied, 23.0% less satisfied, r0.6yo

least satisfied and 8.9% not at all satisfied. The average satisfaction was

less (Average score =2.46).

4.3.5.51.1o% most satisfied with welfare of drinking water-water supplies

provided by the unit, ll.0% much satisfied, 42.6% moderately

satisfied,27.0% less satisfied,g.6vo least satisfied and 8.9% not at all

satisfied. The average satisfaction was less (Average score :2.40).



4.3.5.62.5%o most satisfied with process of holidays, leave (holiday leave,

business leave, sick leave) provided by the unrt,20.6yo much satisfied,

58.9o/o moderately satisfied, 9.9% less satisfied, 5.3% least satisfied and

2.8%o not at all satisfied. The average satisfaction was moderate


4.3.5.7 1.4%o most satisfied with system of cleaning and tidiness of residence

(of the residence committee) provided by the unit,9.6Yo much satisfied,

46.5% moderately satisfied, 19.9% less satisfied, 9.6Yo least satisfied

and l3.I% not at all satisfied. The average satisfaction was less

(Average score = 2.34).

Table 3.5: Frequency and Percentage

S a t i sfac t i o n on W e lfar e

of Sample Group Distributed by

't

S at isfact io n o n /l/ elfa r eFrequency

282

Percentage

100

Are you satisfied with allowance, remuneration and overtime

payment provided by the unit?

Most

Much

Moderate

Less

Least

Not at all

7

25

r07

7l

44

28

2.5

8.9

37.9

25.2

15.6

9-9



. Table 3.5: Frequency and Percentage of Sample Group Distributed by

S at i sfac t i on o n W elfar e (c o nt inue d)

S at isfa ct io n o n lltelfareFrequenqt

282

Percentage

100

Are you satrstled with tbcilities on communication tools provided by

the unit?

Most

Much

Moderate

Less

Least

Not at all

6

29

135

58

36

l8

2.1

10.3

47.9

20.6

t2.8

6.4

Are you satisfied with consideration on admitting to take residence

in the residence commiftee?

Most

Much

Moderate

Less

Least

Not at all

9

33

l19

58

29

34

3.2

tl.7

42.2

20.6

10.3

l2.l

Are you satistied with convenience in arrangement of welfare,

finance (cooperative) when necessary provided by the unit?

Most

Much

Moderate

Less

Least

Nor at all

7

34

t2l

65

30

25

2.5

t2.l

42.9

23.0

10.6

8.9


t


Table 3.5: Frequency and Percentage of Sample Group Disnibuted by

Satisfaction on Welfare (continue d)

S at isfa ct io n o n lilt e lfa r eFrequengt

282

Fercentage

100

Are you satisfied with welfare of drinking water-water suppfies

provided by the unit?

Most

Much

Moderate

Less

Least

Not at all

J

3l

120

76

27

25

l.l

r 1.0

42.6

27.0

9.6

8.9

Are you satisfied with process of holidays, leavelho

business leave, and sick leave) provided by the unit?

Most

Much

Moderate

Less

Least

Not at all

7

56

t66

28

l5

I

2.5

20.6

58.9

9.9

5.3

2.8

Are you satFlled wftIl system of cleaning and tidiness of residence

(of the residence committee) provided by the unit?

Most

Much

Moderate

Less

Least

Not at all

4

27

l3l

56

27

37

1.4

9.6

46.s

19.9

9.6

l3.l


I

Fac. of Grad. $tudies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 7l


Salary Qable 3.6)

4.3.6.11.8% most satisfied with appropriateness of salary to knowledge and

ability, 10.6% much satisfied, 49.6% moderately satisfied, 18.4% less

satisfied, 9.6Yo least satisfied and 9.9% not at all satisfied. The average

satisfaction was less (Average score: 2.47).

4.3.6.22.1Yo most satisfied with appropriateness of salary to quantity of job,

9.9Yo much satisfied, 45.4% moderately satisfied, l9.l% less satisfied,

13.5% least satisfied and 9.9Yo not at all satisfied. The average

satisfaction was less (Average score: 2.35).

4.3.6.3 l.4Yo most satisfied with appropriateness of salary to risk of job, 8.2Yo

much satisfied, 40.8% moderately satisfied, 25.2% less satisfied,I4.5Vo

least satisfied and 9.9%o not at all satisfied. The average satisfaction was

less (Average score :2.27).

4.3.6.4 0.7% most satisfied with appropriateness of salary to work hour, 9.9Vo

much satisfied, 46.1% moderately satisfied, 24.1% less satisfied,9.9o/o

least satisfied and 9.2Vo not at all satisfied. The average satisfaction was

less (Average score :2.40).

4.3.6.5 1.4olo most satisfied with appropriateness of allowance or overtime

payment to quantity of responsible job, 6.4%o much satisfied, 42.6yo

moderately satisfied, 23.0% less satisfied, l3.8Yo least satisfied and

l2-8% not at all satisfied. The average satisfaction was less (Average

score:2.20).


I

I

t

I

I


4.3.6.60.7Yo most satisfied with appropriateness of salary to daily living

expenses, 6.0% much satisfied, 37.2% moderately satisfied, 26.20/o less

satisfied, 15.6% least satisfied and 14.2% not at all satisfied. The

average satisfaction was less (Average score: 2.07).


Satisfaction on Salary

Satisfoction on SalaryFrequenqt

282

Percentage

r00

Are you satlslled wfth appropnateness of salary to knowledge and

ability?

Most

Much

Moderate

Less

Least

Not at all

5

30

t40

52

27

28

1.8

10.6

49.6

18.4

9.6

9.9

Are you satistled with appropriateness of salary to quantity ofjob?

Most

Much

Moderate

Less

Least

Not at all

6

28

t28

54

38

28

2.1

9.9

45.4

l9.l

13.5

9.9


I


Frequency and Percentage of sample Group Distributed by

Satisfaction on Salary @ontinued)

Table 3.6:

Sotisfaction on SalaryFrequenqt

282

Percentage

100

Are you satistied with appropriateness of salary to risk ofjoS?

Most

Much

Moderate

Less

Least

Not at all

4

23

ll5

7l

4l

28

t.4

8.2

r0.8.01

25.2

14.s

9.9

Are you satisfied with appropriateness of salary to work hour?-

Most

Much

Moderate

Less

Least

Not at all

2

28

130

68

28

26

0.7

9.9

46.1

24.1

9.9

9.2

Are you satisfied with appropriateness of allowancG oiovertimE

payment to quantity of responsible job?

Most

Much

Moderate

Less

Least

Not at all

4

l8

t20

65

39

36

1.4

6.4

42.6

23.0

13.8

12.8



Table 3.6: Frequency and Percentage of sample Group Distributed by

Sattsfaction on Salary ftontinued)

Satisfaction on SalaryFrequenqt

282

Percentage

100

Are you sausned wlth appropriateness of salary to daily living

expenses?

Most

Much

Moderate

Less

Least

Not at all

2

t7

r05

74

44

40

0.7

6.0

37.2

26.2

15.6

14.2


Relations with Superior Qable 3.7)

4.3.7.1 4.6Yo most satisfied with simplicity and intimacy with subordinate of

the superior, 17.7%o much satisfied, 59.6% moderately satisfied, 8.9olo

less satisfied, 4.6Yo least satisfied and 4.6%o not at all satisfied. The

average satisfaction was moderate (Average score: Z.9S).

4.3.7.2 I.4% most satisfied with benevolence and helpfulness toward

subordinate personally and on job of the superior, ls.6% much

satisfied, 56.4% moderately satisfied, 13.8% less satisfied, 7.4Yo heast

satisfied and 5.3Yo not at all satisfied. The average satisfaction was

moderate (Average score: 2.74).a



4.3.7.3 2.lo/o most satisfied with the participation in activity of all levels of the




4.3.7.4 2.8olo most satisfied with kindness, moralrty and impartiality of the


satisfied, S.9Yoleast satisfied and8.5% not at all satisfied. The average



Satisfaction on Relations with Superior

Satisfaction on Relstions with SuperiorFrequency

282

Percentage

n0

Are you satisfied with simplicity and intimacy with subordinate of

the superior?

Most

Much

Moderate

Less

Least

Not at all

l3

50

168

25

l3

l3

4.6

t7.7

59.6

8.9

4.6

4.6

Are you satBtred wltn benevolence and helptulness toward

subordinate personally and onjob ofthe superior?

Most

Much

Moderate

4

44

159

t.4

15.6

56.4


t

I

d

,


Table 3.7: Frequency . and Percentage of Sampte Group

Satisfoction on Salary @ontinued)

Results / 76

Distributed by

Satisfaction on SalaryFrequenqt

282

Percenttge

r00

Least

Not at all

'J9

t2

l5

r3.E

7.4

5.3

Are you satrsiled with the participation in activity of all levels of the

superior?

Most

Much

Moderate

Less

Least

Not at all

6

59

t47

37

l5

l8

2.1

20.9

52.1

13. r

5.3

6.4

Are you satistled with kindness, morality and impartiality of the

superior?

Most

Much

Moderate

Less

Least

Not at all

8

42

t39

44

25

24

2.8

t4.9

49.3

r5.6

E.9

8.5


!

I



Relations with Colleague Qabte 3.8)

4.3.8.1 3.5% most satisfied with sincerity and reliability during critical

situation of colleague, 26.6% much satisfied, 57.8% moderately

satisfied, 7.4Yoless satisfied,3.5% least satisfied and 1.1% not at all

satisfied. The average satisfaction was moderate (Average score :

3.16).

4.3.8.2 3.2Yo most satisfied with helpfulness, cooperation and impartiality and

of colleague, 19.5%o much satisfied, 59.9% moderately satisfied, 10.6%

less satisfied" 5.0% least satisfied and 1.8% not at all satisfied. The


4.3.8.3 6.0% most satisfied with friendliness, and informality of colleague,




4.3.8.4 6.4Yo most satisfied with not taking advantages and ability to replace

colleague in the unit, 20.6% much satisfied, 55.3% moderately

satisfied, 12.8% less satisfied,3.2Vo least satisfied and 1.8% not at all


3.0e).

t


Pol. Capt. Grittinatt Tulyalak Results / 78

;


Satisfaction on Relations with Colleague

)

Satisfaction on Relations wilh ColkagueFrequency

282

Percentage

100

Are you satisfied with sincerity and reliability during critical

situation?

Most

Much

Moderate

Less

Least

Not at all

l0

75

t63

2l

l0

J

3.5

26.6

57.8

7.4

3.5

l.l

Are you satisfied with helpfulness, cooperation and impartiality and

of colleague?

Most

Much

Moderate

Less

Least

Not at all

9

55

169

30

t4

5

3.2

19.5

59.9

10.6

5.0

1.8

Are you satisfied with friendliness, and informality of colleague?

Most

Much

Moderate

Less

Least

Not at all

t7

74

160

24

5

2

6.0

26.2

s6.7

8.5

1.8

0.7


t

t


Table 3.8: Frequency and Percentage of Sample Group Disnibuted by

Satisfaction on Relations with Colleague (continued)

Satisfaction on Relotions with ColleagueFrequency

282

Percentage

100

Are you satistied with not taking advantages and ability to replace

colleague in the unit?

Most

Much

Moderate

Less

Least

Not at all

l8

58

156

36

9

5

6.4

20.6

55.3

t2.8

3.2

1.8

4.3.9 Frequency and Percentqge of Sample Group Distributed by Satisfaction on

Policy and Administration Qable 3.9)

4.3.9.1 1.4% most satisfied with flexibility, dexterity and advanced in

regulations of the unit, l3.l% much satisfied, 56.7% moderately

satisfied, 20.9% less satisfied, 6.0yo least satisfied and l.\Yo not at all

satisfied. The average satisfaction was moderate (Average score =

2.78).

4.3.9.2 2.lo/o most satisfied with good governance-based management of the

unit, 13.8% much satisfied, 56.0% moderately satisfied, l7.4Yo less

satisfied, 6.TVoleast satisfied and3.9Yo not at all satisfied. The average

satisfaction was moderate (Average score 3.15).



4.3.9.3 2.5Yo most satisfied with assignment corresponded to knowledge and

capacity of the lnlt,17.4Vo much satisfied, 60.3% moderately satisfied,

l3.l% less satisfied,3.9oA least satisfied and 2.8Yo not at all satisfied.

The average satisfaction was moderate (Average score = 2.89).

4.3.9.4 3.2%o most satisfied with decentra\inng authority of decision making to

subordinate of the unit, ll.7% much satisfied, 56.7% moderately

satisfied, 21.6% less satisfied,2.8yo least satisfied and 3.9Yo not at all


2.76).

4.3.9.5 2.lVo most satisfied with the balance between job and authority of the

unit, 13.5% much satisfied, 56.4% moderately satisfied, 19.5% less


satisfaction was moderate (Average score =2.93).

4.3.9.6 3.2o/o most satisfied with assignment that matched to job chain as being

allocated of the lnrt,17.7Vo much satisfied, 58.9% moderately satisfied,

13.5% less satisfied.3.9% least satisfied and 2.8Yo not at all satisfied.

The average satisfaction was moderate (Average score: 2.7g).

4.3.9.7 2.8% most satisfied with open-mindedness and listening to the opinion

of superior,l5.2yo much satisfied, 59.9% moderately satisfied, 14.5%

less satisfied. 3.2% least satisfied and 4.3Yo not at all satisfied. The


4,3.9.8 2.8% most satisfied with the reviews of allocation and transferring the

civil servants based on fairness of superior, ll.3Yo much satisfied,

5l.l% moderately satisfied, 18.8% less satisfied, 8.2Yo least satisfied


r


and 7.8o/o not at all satisfied. The average satisfaction was moderate


4.3.9.9 3.5% most satisfied with reviews of the good deeds of the civil servants

based on fairness of superior,9.9Yo much satisfied, 50.4% moderately

satisfied, 199% less satisfied,9.6Vo least satisfied and 6.7Yo not at all


2.87).

4.3.9.10 5.3olo most satisfied with the reviews of approval for civil servants in

the leave for further study, sick leave, holiday leave, monkshood leave

of the uilt,25.2yo much satisfied, 56.4% moderately satisfied, 7.lolo

less satisfied, 3.9Yo least satisfied and 2.1%o noI at all satisfied. The

average satisfaction was moderate (Average score = 2.59).

4.3.9.11 2.5% most satisfied with the convenience and speed in coordination

with other govemment units, 18.4% much satisfied, 56.0% moderately

satisfied, 15.2% less satisfied,34.3yo least satisfied and 3.5Yonotatall


2.s8).

t


tPol. Capt. Grittinart TulYalak Results / 82


Satisfaction on Policy and Administration

Satisfaction on Pollcy and AdministrutionF-requenqt

282

Percentage

100

@ity, dexterity and advanced in

regulations of the unit?

Most

Much

Moderate

Less

Least

Not at all

4

37

t60

59

t7

l

1.4

l3. r

56.7

20.9

6.0

1.8

Are you satisfied with good governance-based management of the

unit?

Most

Much

Moderate

Less

Least

Not at all

6

39

158

49

l9

ll

2.1

13.8

56.0

t7.4

6.7

3.9

Are you satisfied with assignment corresponded to knowledge and

capacity of the unit?

Most

Much

Moderate

Less

Least

Not at all

1

49

t70

37

ll

8

2.5

17.4

60.3

l3.l

3.9

2.8


!



Satisfaction on Policy ond Administration (continued)

Satisfactlon on Policy snd Adminisfiationf'feqaencJ,

282

Percentage

100

@lecentralizing authority of decision making to

subordinate of the unit?

Most

Much

Moderate

Less

Least

Not at all

9

JJ

160

6l

8

ll

3.2

tl.7

s6.7

2t.6

2.8

3.9

Arryou satisfied with the balance between job and authority of the

unit?

Most

Much

Moderate

Less

Least

Not at all

6

38

159

55

ll

l3

2.1

13.5

56.4

19.5

3.9

4.6

Are you satisfied with assignment that matched to job chain as being

allocated of the unit?

Most

Much

Moderate

Less

Least

Not at all

9

50

t66

38

ll

8

3.2

t7.7

58.9

13.5

3.9

2.8


t


Table 3.9:

Results / 84

Frequency and Percentage of Sample Group Distributed by

Satisfaction on Policy and Administration (continued)

Satisfaction on Policy and AdministrationFrequenqt

282

Percentage

100

Are you satisfied with open-mindedness and listening to the opinion

of superior?

Most

Much

Moderate

Less

Least

Not at all

8

43

t69

4l

9

t2

2.8

I 1.3

5l.l

18.8

8.2

7.8

Are you satisfied with the reviews of allocation and transferring the

civil servants based on faimess of superior,?

Most

Much

Moderate

Less

Least

Not at all

8

32

t44

53

23

22

3.5

9.9

50.4

19.9

9.6

6;1

Are you satisfied with reviews of the good deeds of the civil servants

based on fairness ofsuperior?

Most

Much

Moderate

Less

Least

Not at all

l8

28

t42

56

27

l9

3.5

9.9

50.4

19.9

9.6

6.7


t



Satisfaction on Policy and Administration (continued)

Satisfaction on Policy and AdministrstlonFrequency

282

Percmtage

100

Are you satisfied with the reviews of approval for civil servants in

the leave for further study, sick leave, holiday leave, monkshood

leave of the unit?

Most

Much

Moderate

Less

Least

Not at all

l5

7l

159

20

ll

6

5.3

25.2

56.4

7.1

3.9

2.1

Are you satisfied with the convenience and speed in coordlnatlon

with other govemment units?

Most

Much

Moderate

Less

Least

Not at all

7

52

158

43

t2

l0

2.5

18.4

56.0

15.2

4.3

3.5

a



4.3.10 Frequency and Percentage of Sample Group Distributed by Satisfactioin on

Cooperation from People (Table 3. I 0)

4.3.10.1 4.3%o most satisfied with cooperation on giving notice of clues and

information elated to offenders, 16.0% much satisfied, 53.5%

moderately satisfied, 19 .l% less satisfie d, 5 .Iyo least satisfi ed and 2.loh

not at all satisfied. The average satisfaction was moderate (Average

score = 2.89).

4.3.10.2 4.3% most satisfied with cooperation on arrestment of confront

offenders, 15.6% much satisfied, 5l.l% moderately satisfied, 22..3%

less satisfied. 4.3%o least satisfied and 2.5Yo not at all satisfied. The


4.3.10.3 3.2Vo most satisfied with cooperation on following the guidance or

request, 14.2% much satisfied, 56.7% moderately satisfied, 22.3Yoless

satisfied, 2.lo/oleast satisfied and I.4% not at all satisfied. The average

satisfaction was moderate (Average score : 2.90).

4.3.10.4 3.9% most satisfied with cooperation of eye-witness or the related to

charge offenders as witness, 12.4% much satisfied, 55.3yo moderately

satisfied, 20.9% less satisfied, 5.0Vo least satisfied and 2.5o/o not at all


2.82).


t


Table 3,10: Frequency and Percentage of Sample Group Distributed by

Satisfaction on Cooperation from P eople

Satisfoction on Cooperation from PeopleI',rcquency

282

Percentage

100

Are you satistied with cooperation on giving notice of clues and

information elated to offenders?

Most

Much

Moderate

Less

Least

Not at all

t2

45

l5r

54

l4

6

4.3

16.0

s3.5

l9.l

5.0

2.1

Are you satisfied with cooperation on arrestment of confronting

offenders?

Most

Much

Moderate

Less

Least

Not at all

12

44

IM

63

t2

7

4.3

15.6

5 l.l

22.3

4.3

2.5

Are you satisfied with cooperation on following the guidance or

request?

Most

Much

Moderate

Less

Least

Not at all

9

40

160

63

6

4

3.2

14.2

s6.7

22.3

2.1

t.4


: tol. Capt. Grittinart Tulyalak Results / 88


Satisfaction on Policy and Administratton (continued)

Sotisfaction on Policy and AdministrationFrequency

282

Percentage

100

Are you satisfied with cooperation of eyewitness or the related to

charge offenders as witness,?

Most

Much

Moderate

Less

Least

Not at all

ll

35

156

59

t4

7

3.9

t2.4

55.3

20.9

5.0

2.5

4.4 Frequency and Percentage of Sample Group Additional

Opinion toward Job Satisfaction (Table 4)

4.4.1 23.4% of sample group expressed additional opinion, and 76.4%o

withheld additional opinion

Table 4: Frequency ond Percentage of Sample Group Additional Opinion

toward Job Satisfaction

a

Satisfuctian on Additionsl Op inionFrequency

282

Fefcentuge

100

Other opinion toward job satisfaction.

Responded

Declined

66

2t6

23.4

79.6





Hypotheses had been assumed in this study that

Hypothesis I: Personal factors, social and economic factors of the

noncommissioned police officers in Mefopolitan Police Division 3 affected

satisfaction in the job regarding career advancement.

Hypothesis 2: Personal factors, social and economic factors of the

noncommissioned police officers in Metropolitan Police Division 3 affected

satisfaction regarding j ob achievement.



satisfaction regarding job environment.


noncommissioned police offrcers in Metropolitan Police Division 3 affected

satisfaction regarding career security.



satisfaction in the job regarding welfare.


noncommissioned police officers in Metropolitan Police Division 3 aflected

satisfaction regarding salary.


noncommissioned police officers in Mehopolitan Police Division 3 affected

satisfaction regarding relationship with superior.

I



Hypothesis 8: Personal factors, social and

noncommissioned police officers in Metropolitan

satisfaction regarding relationship with colleagues.



satisfaction regarding policy and administation.



satisfaction regarding cooperation from people.

Results / 90

economic factors of the

Police Division 3 af[ected


Police Division 3 afflected


Police Division 3 affected

In the test of hypotheses, ANOVA and M.C.A had been employed by

distinguishing variables as follows,

A. Independent Variables, which encompassed gender, age, longevity in civil

services, rank, position, family income, educational level, marital status, numbers of

dependency, and residence. The Social and Economic Factors, which encompassed

special rewards and recognition, welfare, disciplinary penalty, job training, job

characteristics and intimacy with superior

B. Dependent Variables, which were job satisfaction distinguished in each

aspect as follows: career advancement, job achievement, workplace climate, career

security, welfare, salary, relations with superior, relations with colleague and

cooperation of people

Hypothesis I;

"Personal factors, social and economic factors of the noncommissioned police

fficers in Metropolitan Police Division 3 affected satisfaction in the job regarding

career advancement". (Tables 5 and 6)Copyright by Mahidol University


Table 5: ANOVA on Job Satisfaction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Career Advancement as

Dtstributed by Personal Factors and Social and Economic Factors of

the Sample Groups

*p<0.05

SS = szrn of squares, DF : degree offreedom, MS= mean square

Source of Variations SS DF MS Fsig.

ofF

Main Efiect

- Job position.

- Special promotion on salary

- Longevity of service

- Intimacy with superior

- Attentive to opinion of superior

- Opportunity to be disciplinary punished

- Assisted by superior of not being punished

if mistake

- Appropriate job training

1998.738

t79.286

132.505

207.t92

162.368

600.690

37.853

33.45s

131.846

22

4

J

J

2

2

)

J

J

9U.6t2

M.822

44.168

69.064

81.184

300.345

t8.926

tt.t52

43.956

J.))

1.754

t.728

2.702

3.176

Il.75r

.741

.436

1.720

.000;

.t39

.162

.046*

.043*

.000*

.478

.727

.163

Explained

Residual

Total

1998.738

6619.673

8618.41l

'z'z

259

281

90.E52

25.559

30.671

3.555 .00u



Table 6:

Results / 92

M.C.A on Job Satisfaction of Noncommissioned Police Ofticers in


Distributed by Personal Factors and Social and Economic Factors of

the Sample Groups

Variable +CategoryN

rylean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta DeYtn Eta

Job posruon

- Office work

- Suppression

- Investigation

- Interrogation

- Traffic

Special promotion on salary

- l- 2 times

- 3-4 times

- 5-6 times

- over 7 times

Longevity of service

- below l0 years

- I l-15 years

- 16-20 years

- over2l years

7l

ll0

36

24

4l

t27

74

23

588

158

48

28

48

17.58

16.98

18.9 r

18.79

18.93

17.54

17.30

20.08

18.18

t8.62

17.07

16.49

16.68

-.044

-0.96

1.7 |

1.39

l.0l

-0.04

-0.69

2.53

-0.04

0.41

-0.50

-0.85

-0.34

l8

t4

08

-0.23

-0.83

Ll0

0.97

l.l I

-0.28

-0.52

2.27

0.36

0.81

-0.74

-t.32

-1.14

t5

l3

t6


Table 6:



the Sample Groups (continued)

+f' .rWl- l.t, fr\rl ./4

Y;9

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devon Eta Dev'n Eta


- not personally intimate

- rnost intimate

- less intimate

Attentive to opinion of superior

- Never being attentive

- Always

- Occasionally

Opportunity to be disciplinarily punished

- No tendency

- High tendency

- Less tendency

130

37

I l5

M

82

156

35

158

89

t8.27

19.09

16.89

13.9r

19.09

18.25

18.55

r7.50

18.08

-0.12

2.5r

0.67

4.11

1.83

0.20

1.36

-0.45

0.27

.18

.34

.l I

-0.46

t.28

0.93

-3.91

t.27

0.43

0.74

-0.31

0.27

.t4

.31

.06



Table 6: M.C.A on Job Satisfoction of Noncommissioned Police Officers in




From the tables, when ANOVA and M.C.A had been employed to analyze the

personal factors and social and economic factors, it was found that there was

statistically significant effect in all independent variables with the dependent variables

at the level of 0.05 (Signif. of F : 0.000). Further, all the independent variables could

Variable *CategoryN

Ivlean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Asslsted by supenor ot not bemg punlshed

mistake

- Never

- Highly assisted

- Less assisted

- Others

Appropriate job training

- Inappropriate

- Highly appropriate

- Less appropriate

46

49

l3l

36

28

150

104

t7.75

t7.78

18.10

t6.94

t7.17

18.54

t6.99

-1.38

1.68

-0.30

-0.34

-2.05

1.40

-1.53

.18

.27

-0,07

-0.03

0.28

-0.87

-0.64

0.72

-0.83

.06

.t4

Multlple K square

Multiple R

.232

.482



explained/model the dependent variables statistically significant at the level of 0.05

(Signif of F:0.000).

Viewing details of each independent variable, it was found that independent

variables actually affected dependent variables (orderly arranged by Signif of F), they

were attentive to the opinion of the superior (0.000), intimacy with superior (0.043)

and longevity of the service (0.046) respectively.

Additionally viewing the independent variables, it was found that being

attentive to the opinion of the superior of the sample groups or the noncommissioned

police officers in Metropolitan Police Division 3 that the superior always paying

attention to the opinion had the highest job satisfaction on career advancement (mean

: 1.27). The second was the noncommissioned police officers whom the superior paid

attention to the opinion had job satisfaction in career advancement (mean : 0.43) and

the noncommissioned police officers whom the superior had not paid attention to the

opinion had the least job satisfaction regarding career advancement (mean : -3.91).

The variable of being attentive to the opinion of the superior has relationship with job

satisfaction regarding career advancement at 31% (Beta 0.31).

Sample groups who were the most intimate with superior had the highest job

satisfaction regarding career advancement (mean : 1.28). The second was the

noncommissioned police offrcers or the sample groups who were less intimate with

superiors (mean = 0.93) and the offrcers who were never intimate with the superior

personally had the least job satisfaction regarding career advancement (mean : -0.46).

The variable of the intimacy with the superior had relationship with the job

satisfaction regarding career advancement at l4Yo (Beta = 0.14).



All the independent variables had relationship with dependent variables at48yo

(Multiple R : 0.78) and co-explained the dependent variables at 23Yo (Multiple R

Squared -0.23).

It'was concluded that the study had retained the hypothesis (1), which

determined that personal factors, social and economic factors of the noncommissioned

police officers in Metropolitan Police Division 3 affected satisfaction in the job

regarding career advancement concerning the being attentive to the opinion of the

superior, the intimacy with the superior and the longevity in service.

Hypothesis 2:


fficers in Metropolitan Police Division 3 affected satisfaction regarding job

achievemenf. " (Table 7 and 8)

I


t



Metropolitan Police Division 3 Regarding Job Achievement as


the Sample Groups

xp<0.05

SS : srzz of squares, DF : degree offreedom, MS: mean square

Source of Variations ss DF MS Fstg.

ofF

Main Effect

- Job position


- Opportunity to be disciplinary punished

- Guidance and help in job from superior

- Special promotion on salary

824.555

58.4r3

20.668

t7.039

479.438

99.763

t4

4

3

2

2

3

5U.U9'/

14.603

6.889

8.520

239.719

33.254

4.E00

1.190

.562

.694

19.538

2.7t0

.OUU'

.316

.641

.501

.000*

.046*

Explained

Residual

Total

680.840

233t.t60

40t2.000

9l

190

281

8.47 I

12.269

t4.278

1.505 0.01



Table 8:

Results / 98

O

M.C.A on Job Satisfaction of Noncommissioned Police Officers in



the Sample Groups

Variable +CategoryN

iVlean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Dev'n Eta Devtn Eta

Job posrtron

Office work

Suppression

Investigation

lnterrogation

Traffic


- below 10 years

- I 1-15 years

- 16-20 years

- over2l years


- No tendency

- High tendency

- Less tendency

7l

n0

36

24

4l

158

48

28

48

35

158

89

t4.26

15.26

14.92

15.08

15.60

t4.96

14.78

15.80

14.87

15.66

14.88

14.95

,"1

HI

-0.25

0..04

0.61

0.M

0.69

-0.22

0.1I

.20

.08

.07

-0741

0.26 |

-0.08 |

l:l

-0.04

-0.22

0.80

-0.r3

0.66

-0.t2

-0.05

.12

.07

.06



Table 8: M.C.A on Job Satisfaction of Noncommissioned Police Officers in








Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Guidance and help in job from superior

- No guidance

- More guidance

- Less guidance

Special promotion on salary

- l- 2 times

- 3-4 times

- 5-6 times

- over 7 times

39

133

lr0

127

74

23

58

12.76

16.40

14.10

14.68

t4.62

16.88

15.M

-2.3r

1.47

-0.96

-0.24

-0.51

2.48

0. l9

.38

.20

-2.24

1.40

-0.90

-0.38

-0.32

1.88

0.44

.36

.t7

Multiple R Square

Multiple R

.206

.453





Viewing details of each independent variable, it was found that sample groups

or the noncommissioned police officers in Metropolitan Police Division 3 who had

most been guided and helped in job from superiors had the highest job satisfaction

regarding job achievement (mean : 1.40). The second was sample grcups who had

less been guided or helped by superiors (mean: -0.90) and the noncommissioned

who had never been guided or helped had least job satisfaction (mean : -2.24). T'he

variables regarding being guided and helped in job from superiors had relationship

with job satisfaction regarding job achievement at 36% (Beta= 0.36).

Sample groups who had specially been promoted in salary for 5-6 times had

the highest job satisfaction (mean = 1.88). The second was sample groups of the

noncommissioned police officers who had specially been promoted in salary for over 7

times (mean :0.44) and the sample groups who had specially been propped l-2 times

had the least job satisfaction (rnean : -0.38). The variables regarding the special

promotion on salary had relationship with job satisfaction regarding job achievement

at l7o/o (Beta:0.17)

All the independent variables had relationship with dependent variables at 45%o

(Multiple R : 0.45) and co-explained the dependent variables at 20%o (Multiple R

Squared - 0.20).

It was concluded that the study retained the hypothesis (2) as determined that

personal factors, social and economic factors of the noncommissioned police offrcers

in Mehopolitan Police Division 3 affected satisfaction regarding job achievement in


, aac. of crad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 101

, the areas of being guided and helped in job from superior and in the areas of ever had

specially been promoted in sdary.

Hypothesis 3


fficers in Metropolitan Police Division 3 affected satisfaction regarding job

environment." (Table 9 and 10)

Table 9: ANOVA on Job Satisfoction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Job Environment as


the Sample Groups

*p<0.05

. .S.S = sum of squares, DF = degree offreedom, MS: mean square

Source of Variations SS DF MS Fstg.

ofF

Main Effect

- Job position

- Longevify of service

- Attentive to opinion of superior


852.410

52.071

s8. I 69

4t6.283

95.858

I I

4

3

2

2

't't.492

13.018

t9.390

208.142

47.929

).UUU

.988

t.471

t5.793

3.637

uuu'

.4t5

.223

.000*

.028*

Explained

Residual

Total

I 566.596

2978.510

4545.t06

55

226

281

'26.464

13.r79

t6.175

2.161 .000'r'



Table 10:

Results / 102


Menopolitan Police Division 3 Regarding Job Environment as


the Sample Groups

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

unadJusted Adjusted

Dev'n Eta Dev'n Eta

Job position

- Office work

- Suppression

- Investigation

- Interrogation

- Traffic


- below l0 years

- I l-15 years

- 16-20 years

- over2l years

Attentive to opinion of superior

- Never being attentive

- Always

- Occasionally

7l

ll0

36

24

4l

158

48

28

48

44

82

156

13.15

t3.75

r3. l3

t4.32

14.22

t3.42

t3.23

t3.99

14.56

I l.l9

15.18

13.52

-0.89

0.04

0.22

0.20

t.t2

-0.40

-0.22

0.58

1.22

-2.71

t.93

-0.25

.15

.15

.37

-0.49

0.1I

-0.50

0.68

0.58

-0.22

-0.40

0.35

0.92

-2.45

1.54

-0.r2

.10

.l I

.31



Table 10: M.C.A on Job Satisfaction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Job Environment qs


the Sample Groups







Viewing each independent variable, it was found that sample groups or the

noncommissioned police officers who the superior always paid attention to their

opinion had the highest job satisfaction (mean : 1.54). The second was the

noncommissioned police officers whom the superior occasionally paid attention to

Variable *CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devon Eta Devtn Eta


- not personally intimate

- most intimate

- less intimate

130

37

I l5

13.21

15.22

13.62

-0.77

2.28

0.14

.24

-0.43

1.53

-0.02

.16

Multiple R Square

Multiple R

.188

.433



their opinion (mean = 0.12).The sample groups whom the superior had never paid

attention to their opinion had the least job satisfaction regarding job environment

(mean = 2.45). The variable of paying attention to opinion of the superior had

relationship with job satisfaction regarding job environment at 3l% (Beta:0.31)

The sample groups who had been most intimate with the superior had the

highest job satisfaction (mean : 1.53). The second was the noncommissioned police

officers who had less intimate with the superior (mean : -0.02) and police officers

who were not intimate with the superior personally had the least job satisfaction

regarding job environment (mean : -0.43). The variable of intimacy with superior had

relationship with job satisfaction regarding job environment at 16% (Beta:0.16)

All the independent variables had relationship with dependent variables at 43Yo

(Multiple R = 0.43) and co-explained the dependent variables at l8olo (Multiple R

Squared - 0.18).

It was concluded that the hypothesis 3 was retained which determined that

personal factors, social and economic factors affected job satisfaction regarding job

environment in being paid attention to opinion of the superior and the intimacy with

the superior.

Hypothesis 4

" Personal factors, social and economic factors of the noncommissioned police

fficers in Metropolitan Police Division 3 affected satisfaction regarding career

security. "(Table 11 and 12)


t


Table 11: ANOVA on Job Satisfaction of Noncommissioned Police Ofiicers in

Metropolitan Police Division 3 Regarding Career Security os


the Sample Groups

*p<0.05

,SS: szra of squares, DF = degree offreedom, MS: mean square

Source of Variations ss DF MS Fsig.

ofF

Mam Eftect

- Job position

- Changing career or resign to other career

- Assisted and helped from superior of not being

punished if mistook

- Longevity in service

- The existing job was against the official regulations

- Opporrunity to be disciplinarily punished

320.071

8.190

32.120

5l,089

3.380

80.566

40.056

I

t5

4

3

J

2

2

2.027

32.t20

17.030

t.t27

40.278

20.028

JJUzl Z.gUE

.276

4.377

2.321

.r54

s.489

2.729

.893

.038*

.077

.927

.005*

.068

Llo0r'

Explamed

Residual

Total

891.374

t203.393

2094.768

tuo

r64

270

6.+Uy

7.338

7.754

.146 .015r,


I


Table 12:

Results / 106

M.c.A on Job satisfoction of Noncommissioned police officers in

Metropolitan Police Division 3 Regarding career security as

Distributed by Personal Factors and social and Economic Factors of

the Sample Groups

Variable +CategoryN

IUean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

posrtron

Office work

Suppression

Investigation

Interrogation

Traffic

Changing career or resign to other career

-No

- Yes

Assisted and helped from

punished if mistook

- Never

superior of not being

Most helped

Less helped

Others

98

105

34

24

40

l5l

120

44

66

t26

35

8.54

8.59

8.92

8.41

8.97

8.89

8.52

7.99

9.33

8.48

8.91

0.15

-0.25

0.2s

-0.04

0.21

0.52

-0.65

-0.98

0.88

-0.24

0.43

.07

.20

.22

-0.12

-0.07

0.26

-0.25

0.31

0.32

-0.41

-0.67

0.67

-0.19

0.25

.06

.13

.16

!


Table 12:

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / l0Z


Metropolitan Police Division 3 Regarding Career Security as



Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Dev'n Eta Devtn Eta


- below l0 years

- I l-15 years

- l6-20 years

- over 2l years

The existing job

regulations

- unrisky

- highly risky

- less risky

against the official


- No tendency

- High tendency

- Less tendency

r49

46

28

48

))

146

70

35

t49

87

8.65

8.87

8.67

8.49

9.82

8.44

8.21

8.84

8.29

9.23

-0.08

0.21

-0.05

0.07

1.43

-0.42

-0.25

0.88

-0.55

0.59

.03

26

.22

-0.01

0.21

0.01

-0.17

l.l6

-0.52

-0.45

0.1E

-0.37

0.57

.04

.21

.15

Multrple K square

Multiple R

.l)J

.391



From the analysis of the above Tables, it was found that when bringing

personal factors and social and economic factors to be analyzed by ANOVA and MCA

as distributed by age with the dependent variables, there was statistically significant

effect in all independent variables with the dependent variables at the level of 0.05

(Signif. of F : 0.000). Further, all the independent variables could explained/model the

dependent variables statistically significant at the level of 0.05 (Signif of F: 0.000).


noncommissioned police officers who thought the existing job was not risky to civil

regulations had the highest job satisfaction (mean : 1.64). The second was the

noncommissioned police officers who thought the existing job was less risky to civil

regulations (mean : -0.45). The sample groups who thought the existing job was

highly risky to civil regulations had the least job satisfaction regarding job

environment (mean : --0.52). The variable of the existing job was not risky to civil

regulations had relationship with job satisfaction regarding career security at 2lvo

(Beta :0.21)

The sample groups who did not change career or resign for another career had

the highest job satisfaction on career security (mean = 0.32). The second was the

noncommissioned police offtcers who had thought to change c:reer or resign to

another career (mean : -0.41).The variable of the change of career or resigning to

another career had relationship with job satisfaction regarding career security at l3yo

@eta = 0.13)

All the independent variables had relationship with dependent variables at39yo

(Multiple R : 0.39) and co-explained the dependent variables at 15oZ (Multiple R

Squared 0.15).


a



personal factors, social and economic factors affected job satisfaction regarding career

security in the job, which was risky to civil regulations and the changing of career or

resigning to another career.

Hypothesis 5


officers in Metropolilan Police Division 3 affected satisfaction in the job regarding

welfare. " (Tables 13 and 14)


Metropolitan Police Division 3 Regarding l|/elfare as Distributed by

Personal Factors and Social and Economic Factors of the Sample

Groups

*p<0.05

SS: sum of squares, DF = degtee of freedom, MS= mean square

Source of Variations ss DF MS Fsig.

ofF

Mam Ettect

- Job position

- Residence

- Received welfare

- Requisition of welfare


1880.522

t95.418

335.703

194.542

742.998

82.8t4

t7

4

4

4

2

J

l10.619

48.8s4

83.926

48.636

37t.499

27.605

J.J 14

1.463

2.5t4

r.457

I 1.128

.827

.0u0'

.2t4

.042*

.216

.000*

.480

Explained

Residual

Total

t880.522

8813.42 t

10693.943

t7

264

28t

I10.619

33.384

38.057

E.314 .UUU'



Table 14:

Results / I l0


Metropolitan Palice Division 3 Regarding Welfare as Distributed by


Groups

Variable +CategoryN

vlean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Job posltlon

- Office work

- Suppression

- Investigation

- Interrogation

- Traffic

Residence

- Private

- Government

- Rented

- Stay with other

- Other

Received welfare

- Never

- Residence

- Accommodation on duty

7l

ll0

36

24

4l

5l

lll

94

24

2

90

56

I

17.38

t6.45

t7.73

t8.49

18.71

16.28

18.59

t6.98

15.89

9.86

16.33

t7.6s

20.50

-0..07

-0.09

t.40

0.99

0.97

-0.84

t.49

-0.73

-7.39

-r0.35

-1.48

t.5l

r.94

.15

.23

0.03

-0.09

0.38

|.t4

1.36

0.03

-0.90

0.38

t.t4

t,36

-1.06

t.25

-0.36

.13

.t9

I


t

i Table 14:

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I I I

M-c.A on Job satisfaction of Noncommissioned police officers in

Menopolitan Police Division 3 Regarding welfare as DistributeQ by

Personal Factars and social and Economic Factors of the sample

Groups (continued))

Variable *CategoryN

Iuean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Petrol allowances

Others

Requisition of welfare

- Cannot draw

Convenient

Inconvenient


- below l0 years

- I l-15 years

- 16-20 years

- over2l years

103

26

25

65

192

158

48

28

48

17.93

17.07

1s.86

20.41

16.50

t7.20

16.61

18.67

17.79

0.ou

-1.35

-2.39

3.14

-0.75

-0.3s

-0.66

r.65

0.86

.20

.28

.12

-E.46

-7.49

-t.49

3.06

-0.84

-0. l5

-0.74

t.32

0.45

.13

.27

.09

Multiple R Square

Multiple R

.t t6

.4t9


Pol. Capt. Grittinart Tulyalak Results / I 12


personal factors and social and economic factors to be analyzedby ANOVA and MCA

as with the dependent variables, there was statistically significant eflect in all

independent variables with the dependent variables at the level of 0.05 (Signif. of F:0.000). Further, all the independent variables could explained/model the dependent

variables statistically significant at the level of 0.05 (signif of F:0.000).


noncommissioned police officers who conveniently drew allowances had the highest

job satisfaction (mean:3.06). The second was the sample who inconveniently drew

allowances (mean: -0.84). The sample groups who could not drew allowances had

the least job satisfaction regarding job environment (mean : -1.49).The variable of

the requisition of welfare had relationship with job satisfaction regarding welfare at

27Yo (Beta:0.27)

The sample groups who resided in the government housing had the highest job

satisfaction on welfare (mean : 1.25).The second was the noncommissioned police

offtcers who rented the house (mean = -0.36) and the sample groups who lived with

others had the least job satisfaction regarding welfare (mean : -8.46). The variable of

the residence had relationship with job satisfaction regarding welfare at IgYo (Beta :

0.re)

All the independent variables had relationship with dependent variables at 4lYo

(Multiple R : 0.41) and co-explained the dependent variables at l7o/o (Multiple R

Squared 0.17).


q

t

a

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I 13

It was concluded that the hypothesis 5 was retained which determined those

personal factors, social and economic factors affected job satisfaction regarding

welfare, which was the requisition of welfare and residence.

Hypothesis 6


fficers in Metropolitan Police Division 3 affected satisfaction regarding salary.,,

(Tables 15 and 16)


Metropolitan Police Division 3 Regarding Salary as Distributed by

Personal Factors and Social and Economic Factors of the Sarnple

Groups

Ep<0.05

SS: sum of squares, DF: degree of freedom, MS= mean square

Source of Variations SS DF MS Fnrg.

ofF

Maln Ettect

- Job position


- Family income

- Number of dependency

- Special salary promotion

- Received welfare

929.295

t2.485

155.793

87.134

t48.769

23s.r75

248.847

20

4

3

J

3

aJ

4

40.405

3.t21

51.931

29.045

49.590

78.392

62.2t2

.3 l3

.088

1.468

.821

1.402

2.2t6

1.758

.t tu

.986

.224

.483

.243

.087

.138

Explamed

Residual

Total

929.29s

9234.775

10164.071

ZU

261

281

46.465

35.382

36.t71

1.313 .t'tu



Table 16:

Results / I 14

M-c.A on Job satisfaction of Noncommissioned police officers in

Metropolitan Police Division 3 Regarding salary as Distributed by

Personal Factors and social and Economic Factors of the sample

Groups

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Dev'n Eta Dev'n Eta

Job position

- Office work

- Suppression

- Investigation

- Intenogation

- Traffic


- below l0 years

- I l-15 years

- 16-20 years

- over2l years

Family income

- below 8,000 Baht

- 8,001 - 10,000 Baht

- 10,001 - 15,000 Baht

- over 15,001 Baht

7l

ll0

36

24

41

158

48

28

48

l13

75

49

45

t3.96

13.60

14.t9

13.89

t3.63

14.r3

12.33

12.86

t4.70

13.75

14.01

12.75

14.69

0.08

-0.13

0.26

-0.21

0.t I

0.29

-t.57

-0.47

0.87

0.06

-0.06

-1.04

0.90

.02

.13

.10

0.t7

-0.20

0.39

0.01

-0.17

0.34

-1.46

-0.93

0.90

-0.05

0.21

-1,04

0.90

.03

.13

.09


Table 16:



Metropolitan Police Division 3 Regarding Salary as Distributed by


Groups

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Dev'n Eta DeY'n Eta

Number of dependency

- I person

- 2 persons

- 3 persons

- over4 persons

Special salary promotion

- l-2 times

- 3-4 times

- 5-6 times

- over 7 times

Received welfare

- Never

- Residence

- Accommodation on duty

- Petrol allowances

- Others

50

79

42

lll

t27

74

23

58

90

56

1

103

26

13.36

14.21

12.19

t4.30

t4.41

t2.69

r5.68

r3.l I

r 3.15

14.93

t4.72

t4.23

tt.62

-0.23

0.08

- 1.58

0.65

0.47

-t.21

2.08

-0.29

-0.7r

0.96

2.06

0.52

-2.22

.t2

.15

.t6

-0.43

0.41

-1.61

0.s l

0.61

-t.10

1.89

-0.68

-0.64

l.l3

0.92

0.43

-2.18

09

t2

l5

Mutnple K Square

Multiple R

.0y I

.302Copyright by Mahidol University

I




as with the dependent variables, which was the job satisfaction regarding salary, ttrere

were no statistically significant effects in all independent variables with the dependent

variables at the level of 0.05 (Signif. of F : 0.170). Further, all the independent

variables could not explained/model the dependent variables statistically significant at

the level of 0.05 (Signif of F:0.170).

It was concluded that the hypothesis (6) was rejected.

Hypotltesis 7


fficers in Mefi'opolitan Police Division 3 affected satisfoction regarding relationship

with superior." (TabIes l7 and l8)


!

: tac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I 17

* Table 17: ANOVA on Job Satisfaction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Relationship with Superior



Source of Vaniations ss DF MS Fsig.

ofF

Mam Eltect

- Job position



- Being guided and helped in job from superior

- Attentive to superior's opinion

- Being helped by superior of not being punished

on job mistake

I Ovy.u to

47.562

1.587

t6.710

224.753

265.n7

t25.698

to

4

aJ

2

2

2

J

lu0. luy

I 1.890

.529

8.355

n2.377

t32.559

4t.899

I 1.665

r.306

.058

.918

t2.345

14.562

4.603

.000x

.268

.982

.401

.000*

.000*

.004*

Explained

Residual

Total

1699.0t6

2412388

41tt.404

l6

265

281

18906I

9.1 03

14.631

l 1.665 000*

*p<0.05

,SS : snm of squares, DF : degree offreedom, MS: mean square



Table 18:

Results / I l8


Metropolitan Police Division 3 Regarding Relationship with Superior



Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Job position

- Office work

- Suppression

- Investigation

- Intenogation

- Traffic


- below l0 years

- I l-15 years

- 16-20 years

- over2l years


- Not personal

- Most intimate

- Less intimate

7l

ll0

36

24

4l

158

48

28

48

130

37

l15

10.99

10.81

11.22

1 l.l8

12.12

I l.l0

11.04

n.r7

11.28

10.85

I 1.58

I 1.30

-0.59

-0.54

t.37

-0.25

l.4r

-0.33

0.41

0.27

0.52

-1.04

2.06

0.5l

.22

.09

.50

-0.41

-0.32

0.09

0.05

0.99

-0.03

-0.09

0.04

0.15

-0.28

0.46

0.t7

.07

.29

.32



Table 18: M.C.A on'Job Satisfaction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Relations with Superior as


the Sample GrouPs (continued)

Variable *CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Being guided and helped in job from superior

- Never

- Mostly guided

- Less guided

Attentive to superior's opinion

- Never

- Always attentive

- Occasionallyattentive

Being helped by superior of not being punished

on job mistake

- Never

Mosthelpful

Less helpful

Others

39

133

ll0

M

82

156

46

69

l3l

36

t0.22

t2.3r

t0.02

8,37

lz.tl

I1.39

9.48

n.42

I 1.36

l 1.83

-3.15

r.92

-1.20

-4.t7

2.14

0.05

-3.1 I

1.84

-0.06

0.65

.50

,52

.41

-1.91

Ll8

-l.ll

-2.76

0.98

0.26

-1.64

0.29

0.23

0.71

.29

.32

.19

Multiple R Square

Multiple R

.413

.643




personal factors and social and economic factors to be analyzedby AI{OVA and MCA

as with the dependent variables, there was statistically significant effect in all

independent variables with the dependent variables at the level of 0.05 (Signif- of F =

0.000). Further, all the independent variables could explained/model the dependent

variables statistically significant at the level of 0.05 (Signif of F:0.000).


noncommissioned police officers whom the superior always listened to the opinion

had the highest job satisfaction (mean : 0.98). The second was the sample whom the

superior occasionally listened to (mean :0.26). The sample groups whom the superior

never listened to the opinion had the least job satisfaction regarding job environment

(mean : -2.76).The variable of the intimacy with superior had relationship with job

satisfaction regarding relations with superior at32To (Beta :0.32)

The sample groups who had been guided and helped in job by superior had the

highest job satisfaction on welfare (mean : l.l8). The second was the

noncommissioned police officers who had been less guided and helped in job by

superior (mean : -1.1l) and the sample groups who had never been guided and helped

in job by superior had the least job satisfaction regarding welfare (mean = -8.46). The

variable of being guided and helped in job by superior had relationship with job

satisfaction regarding relationship with superior at29o/o (Beta :0.29)

All the independent variables had relationship with dependent variables at64Yo

(Multiple R : 0.64) and co-explained the dependent variables at 4lYo (Multiple R

Squared 0.41).





relations with superior in areas of being guided and helped by superior, superior was

attentive to opinion and superior was helpful on not being punished on account ofjob

mistake.

Hypothesis I

" Personal factors, social qnd economic factors of the noncommissioned police

fficers in Metropolitan Police Division 3 affected satisfaction regarding relationship

with colleagues. " (Tablesl9 and 20)

Table 19: ANOVA on Job Satisfoction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Relationship with

Colleagues as Distributed by Personal Factors and Social and

Economic Factors of the Sample Groups

sp<0.05

SS : szrz of sqaares, DF = degree offreedom, MS: mean square

Source of Variations SS DF MS Fslg.

ofF

Main Effect

- Job position



t51.529

94.2t3

32.682

2s.4tl

I 0

4

J

3

I) t)J

2t.553

10.894

8.470

LE26

2.838

1.313

t.021

.050 *

.025*

.271

.384

Explained

Residual

Total

67t.t24

t975.3M

2646.468

4J

238

281

t).ouu

8.300

9.418

I.EEO 0.002x


Pol. Capt. Grittinart TulYalak

Table 20:

Results / 122

M.C.A on Job Satisfoction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Relationship with

Colleagues as Distributed by Personal Factors and Social and

Economic Factors of the Sample Groups

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devon Eta Devtn Eta

Job position

- Office work

- Suppression

- Investigation

- Interrogation

- Traffic


- below l0 years

- I l-15 years

- l6-20 years

-' over2l years


- l-2 times

- 3-4 times

- 5-6 times

- over 7 times

7l

n0

36

24

4l

158

48

28

48

t27

74

23

58

12.21

12.t4

12.73

12.23

13.85

t2.67

I l.8l

t2.tl

12.80

12.69

t2.13

13. t0

12.26

-0.29

-0.31

0.12

-0.16

1.32

0.09

-0.57

-0.17

0.36

0.19

-0.44

0.81

-0.18

.18

.09

.l I

-0.28

-0.35

0.24

-0.26

1.36

0.18

-0.68

-0.38

0.31

0.20

-0.36

0.61

-0.23

.19

.ll

.09

Multiple R Square

Multiple R

.057

.239






independent variables with the dependent variables at the level of 0.05 (Signif. of F :




noncommissioned police officers of traffic job had the highest job satisfaction

regarding relationship with colleagues (mean = 1.36). The second was the sample

group who worked in investigation job (mean : 0.24), interrogation job (mean : -

0.26),offrce job (mean: -0.28) and the sample groups of suppression job had the least

job satisfaction (mean : -0.35). The variable of the job position had relationship with

j ob satisfaction regarding relationship with colleagues at I9Yo (Beta = 0. 1 9)

All the independent variables had relationship with dependent variables at23Yo

(Multiple R -- 0.23) ancl co-explained the dependent variables at 5o/o (Multiple R

Squared 0.05).



relationship with colleagues in areas ofjob position.

Hypothesis 9

" Personal factors, social and economic factors of the noncommissioned police

fficers in Metropolitan Police Division 3 afected satisfaction regarding policy and

administration" (Iables 21 and22)


Pol. Capt Grittinart Tulyalak

Table 21:

*p<0.05

Results / 124

ANOVA on Job Satisfoction of Noncommissioned Police Officers in

Metropolitan Police Division 3 Regarding Policy and Administration



SS : szm ofsquares, DF : degree offreedom, MS: mean square

Source of Variations SS DF MS Fsrg.

ofF

Mam Elrect

- Job position



- Being praised by superior

- Received welfare


- Being guided and helped in job by superior

sMt392

230.559

252.075

430.230

360.083

I17.583

176.928

2275.r83

22

4

3

aJ

4

4

2

2

277.336

59.890

84.025

r43.410

90.021

29.396

88.464

n37.592

4.991

1.208

1.696

2.844

1.816

.593

1.785

22.955

.000il

.308

.168

.036*

.126

.668

.t70

.000*

Explalned

Residual

Total

544t.392

t2835.321

t8276.7t3

22

259

281

247.336

49.557

65.042

4.99r .000



Table22: M.C.A on Job Satisfaction of Noncornmissioned Police Officers in




Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

DeY'n Eta Devtn Eta

Job posltron

Office work

Suppression

Investigation

Interrogation

Traffic


- below l0 years

- I l-15 years

- 16-20 years

- over2l years


- l-2 times

3-4 times

5-6 times

over 7 times

7l

ll0

36

24

4l

t58

48

28

48

t27

74

23

58

31.25

30.1 6

30.56

33.1 0

32.21

3 l.l3

29.28

33.05

31.30

31.30

29.t2

32.79

32.31

-1.03

-l.10

1.97

l.l8

2.33

-0.34

-1.09

1.58

1.28

-0.43

-0.07

3.06

0.49

.18

.l I

.t7

0.22

-0.88

-0.47

2.07

t.t7

0.09

-t.75

2.01

0.27

-0.27

-0.01

1.75

1.28

lt

t2

t6


Pol. Capt. Griainart TulYalak

Table22:

Results / 126


Metropoliton Police Division 3 Regarding Policy and Administration


of the Sample Groups (continued)

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Dev'n Eta Dev'n Eta

ing praised by superior

Never

Much frequently

Frequently

Occasionally

Others

Received welfare

- Never

Residence

Accommodation on dutY

Petrol allowance

Others


- Not personal

- Most intimate

Less intimate

40

6

21

212

J

90

56

7

103

26

130

37

115

28.31

28.73

3r.66

31.53

32.38

30. l6

31.66

3t.92

31.52

30.52

30.09

3 1.85

31.84

4.68

1.30

2.73

0.60

-1.37

-t.67

0.90

l.l I

l.l I

-0.88

- 1.63

3.54

4.71

.24

.15

.21

-2.72

-2.30

0.62

0.50

1.35

-0.87

0.63

0.88

0.49

-0.51

-0.95

0.82

0.81

.14

.08

.10



Table22: M.C.A on Job Satisfaction of Noncommissioned Police Officers in



of the Sample Groups (continued)




independent variables with the dependent variables at the level of 0.05 (Signif. of F :




noncommissioned police officers whom the superior guided and helped in job had the

highest job satisfaction (mean = 3.26). The second was the sample whom the superior

Variable +CategoryN

Mean

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Devtn Eta

Being guided and helped in job by superior

- Never

- Mostly guided

- Less guided

39

133

ll0

25.87

34.29

28.92

-5.95

3.69

-2.35

.45

-5.16

3.26

-2.11

.40

Multiple R Square

Multiple R

.z9E

.546



tess guided and helped (mean : -2.11). The sample groups whom the superior never

guided and helped had the least job satisfaction regarding job environment (mean : -

5.16). The variable of being gpided and helped by superior had relationship with job

satisfaction regarding policy and administation at 40Yo (Beta : 0.40)

The sample groups who had been 5-6 times promoted had the highest job

satisfaction on policy and administration (mean : 1.76). The second was the

noncommissioned police officers who had been over 7 times promoted (mean: -1.28)

and the sample groups who had been 1-2 times promoted had the least job satisfaction

regarding policy and administration (mean : -8.46).The variable of special salary

promotion had relationship with job satisfaction regarding policy and administration at

l6Yo (Beta:0.16)

All the independent variables had relationship with dependent variables at 54yo

(Multiple R : 0.54) and co-explained the dependent variables at 29Yo (Multiple R

Squared 0.29).


personal factors, social and economic factors affected dependent variables regarding

being guided and helped in job by superior and receiving special salary promotion.

Hypothesis I0z


offrcers in Metropolitan Police Division 3 affected satisfaction regarding cooperation

from people."


i

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) i 129

Table 23: ANOVA on Job Satisfaction of Noncomrnissioned Police Officers in

Metropoliton Police Division 3 Regarding Cooperationfrom People as


the Sample Groups

*p<0.05

SS : sum of squares, DF : degree offreedom, MS: mean square

Source of Variations SS DF MS Fslg.

ofF

Main EttEct

- Job position

- Highest educational level


93 .628

53.792

23.059

r0.468

l0

4

J

aJ

9:J6J

13.M8

7.686

3.489

9tJ

l.3l l

.749

.340

.52'2

.267

.524

.796

Explained

Residual

Total

490.242

244t.903

2932.145

43

238

281

il .40 I

t0.260

10.435

.306


I


Table24: M.C.A on Job Satisfaction of Noncommissioned Police Officers in

Metropoliton Police Division 3 Regarding Cooperationfrom People as


the Sample GrouPs

Variable +CategoryN

NTCAn

Adjusted

For

Factors

Deviation

Unadjusted Adjusted

Devtn Eta Dev'n Eta

Job position

- Offrce work

- Suppression

- Investigation

- Interrogation

- Traffic

Highest educational level

- Matayom l-6

- Vocational Certificate - Diploma

- Pre bachelor degree

- Bachelor and higher


- below l0 years

- I l-15 years

- 16-20 years

- over2l years

7l

ll0

36

24

48

185

36

t6

45

158

48

28

48

10.95

tl.52

lt.t2

t2.47

l1.90

I t.40

I 1.55

12.59

n.26

I1.55

I 1.03

I1.56

I1.55

-0.s 1

-0.01

-0.44

1.04

0.39

0.01

-0.51

0.14

0.12

-0.00

-0.02

t.l6

-0.38

.t4

.07

.09

-0.51

-0.06

-0.34

l.0l

0.44

-0.09

-0.44

0.10

0.09

-0.07

-0.09

l.l3

-0.20

.13

.06

.08

Multiple R square

Multiple R

.u3z

.t79


Pu". of Crua. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 13l


personal factors and social and economic factors to be analyzedby ANOVA and MCA

as with the dependent variables, which was the job satisfaction regarding salary, there

were no statistically significant effects in all independent variables with the dependent

variables at the level of 0.05 (Signif. of F : 0.522). Further, all the independent

variables could not explained/model the dependent variables statistically significant at

the level of 0.05 (Signif of F : 0.306). Viewing each independent variable, it was

found that all the independent variables had no effects against dependent variables.

It was concluded that the hypothesis (10) was rejected.


Pol. Capt. Criiiinart Tulyalak Discussion / 132

CHAPTER V

DISCUSSION

The study on Factors Affecting to Job Satisfaction of the Noncommissioned

Police Officers in Mehopolitan Police Division 3, questionnaire was employed with

282 noncornmissioned police offrcers of the Mefopolitan Police, Division 3. Results

of the analysis with the sample groups were as follows

5.1 Results

5.1.1. General Background of the Sample Groups

Most of the noncommissioned in the Metropolitan Police, Division 3 were 3l-

35 years of age with longevity in the civil service below l0 years and educational level

of secondary high school eaming below 8,000 Baht working in line of protection and

suppression job. Most police officers were married with 4 dependency and living in

the government provided residence.

5.1.2 Job Satisfaction of the Noncommissioned Police Ofricers in the

Metropolitan Police Division.

It was fond in the study that the noncommissioned police officers had moderate

job satisfaction regarding career advancement (mean :2.97). However, there was high

level of job satisfaction in encouragement and opportunity for further education on

higher qualification from the unit. (Mean : 3.61). It might have been that the

noncommissioned police officers has to work closely with people and most of them

upon early entering the civil servant career acquired not so high level ofeducation. ItCopyright by Mahidol University

Ydl+,/o

(9,--*\Fac. of Grad. Studies, Mahidol Univr}'

/sl- V.e. (Criminology and Criminal Justice) / 133;;:Iffi$

was just the level of secondary high school to the pre-bachelor level (65.6% were in

the level of senior secondary high school), which drew the attention to the top

management on the significance of higher education and personnel development.

There were many personnel in the unit had acquired self-development and were able

to better work for the organization.

The noncommissioned police officers were moderately satisfied with job

environment. However, there were many factors found with low satisfaction such as

unhygienic toilet (mean :2.30), the scarcity of tools and equipment such as uniforms,

arms, torches, and wireless communication (mean : 2.35), particularly, the office

stationary and devices such as, pencil, pens, and chairs (mean : 2.45\, which the

superior and the management had viewed as significance. Satisfaction on job

environment corresponded with the welfare that most sample groups had moderate

satisfaction (mean = 2.77). However, it was found that each of the factors of

satisfaction was low in most of the variables. There were only moderate satisfaction

regarding the processes on holidays and leaves (holiday leaves, business leaves and

sick leaves) in the unit. Others such as, allowances, over-time, remuneration,

communication devices, house renting, convenience to draw allowance (cooperatives)

on necessity, water supplies, all were met with low satisfaction. It might have been the

result of the insufficient budget of the govemment both with salary, job allowances,

welfare, residence and cooperative of the unit. Therefore, the government had to pay

attention providing welfare and budget, remuneration for officers sufficiently enough

to further effectively work. Concerning salary, it was fount that the noncommissioned

police officers had low satisfaction as well as environment and welfare ( mean:2.29).

Viewing each factor of satisfaction regarding salary, it was found that satisfaction wasCopyright by Mahidol University

Pol. Capt. Grittinart Tulyalak Discussion / 134

low in every dimension whether they were the allocation of salary appropriate to

knowledge, capability and quantity of work, the risk, duration of work inclusion of

allowances or overtime payments as supports should be sufficient and matched the

quantity work and the present standard of living. The government had to consider its

sufficient proportion as the mention 2 dimensions.

Concerning career security, it was found that the noncommissioned police

officers had moderate satisfaction (mean :2.87). However, the satisfaction on system

of prevention and protection of danger during work was in low level (mean = 2.36).It

might have been that the allocation of budget was restricted causing the budget on

procurement of equipment of life protection for the police officers particularly,

expensive bullet - proof shirts were met with insuffrcient budget allocation and

prevailing.

Conceming relationship with superior, it was found that the noncommissioned

police officers had moderate satisfaction (mean : 2.78). However, it was low with

regards to kindness, morality, impartiality of the superior (mean :2.22). However, it

was known in the government in the practices of client system or cronyism had not

been eliminated from the society turning thus problems became inevitable.

Concerning relationship with colleagues, it was fond that the noncommissioned

had moderate satisfaction (mean = 3.12). Each factor of satisfaction was found in the

moderate level. Had personnel acquired high relationship with colleagues, satisfaction

would have also been high or otherwise. The study corresponded with the research of

Itthichai Naanthapreuksa @E 2543 :38).



The noncommissioned police officers had moderate satisfaction with the policy

and administration (mean = 2.82). However, it was found low satisfaction regarding

deed reviews and transfening based on faimess of the superior (mean :2.41 and 2.50

respectively). Currently, review process of the stated factors, the superior should set

their significance and tansparently put into practice and inspection responding to the

Acts of Information and the present Constitution which emphasized fairness of the

deals.

Concerning the participation from people, the noncommissioned police officers

had moderate satisfaction (mean : 2.86). It illustrated that the local people still

provided insufficient cooperation in arrestment of the offenders, witnessing inclusion

of providing clues and information. The local officers should view its significance and

attempt to encourage the local people to highly participate on account . that

participation from people could help arresting offenders. It was part of crime

prevention and had people provided more cooperation, crime would have been

decreased. It could reduce burden, which might have been happened after the case.

Besides being informed by people cooperation could prevent crimes.


J

Pol. Capt. Grittinart Tulyalak Conclusions and Recommendations / 136

CHAPTER VI

CONCLUSIONS AI\D RECOMMENDATIONS

The objective of this study wffi to investigate the job satisfaction of the

noncommissioned police officers in the Metropolitan Police Division 3 and to study

factors affected job satisfaction of the noncommissioned police officers in the

Meilopolitan Police Division 3, The Metropolitan Police Headquarter.

Survey Research had conducted base on employing questionnaire to be as

instrument in data collection. Sample $oups were 282 noncommissioned police

officers by simple random sampling method from the population of 1,112 within the

fiscal year of BE 2544 of the Office of Plan and Budget of the National Police Bureau.

6.1 Research Conclusion

6.1.1 Factors of Personal, social and Economic of the Sample Groups

38.3% of the sample group were 31-35 years of age arrd92.2%owere

male. 56.0%had below l0 years of longevity of service and39.0o/o worked in lines of

protection and suppression job. 40.1% earned income o f 8,000 Baht and 56.6% lurd

educational level of secondary high school.63.8% were maried and 39.4% had over 4

dependency. 39.4% stayed in govemment residence, 87.6Yo had ever been specially

promoted at 2 or 1.5 classifications, 75.2% ever had occasionally been praised by

superior, 36.5 % had received welfare besides salary as petrol allowances but 68.1%

cold not draw subsidies, 53.5 would change career or resign for another ciueer which

had better pay than police career. 55.0% had been in risk against laws, regulations or

governmental rules, 56.0% met with opportunity to be ptrnished from job mistake andCopyright by Mahidol University


46.5%had been assist by superior not to be met with disciplinary penalty. 53.2%had

been encourage from the superior in training. 44.7% viewed that allocation of job was

appropriate and relevant.40.8% were viewed that present job was challenging

motivated and 38.3% viewed that present job was well planned and uncomplicated.

46.1% were not personally intimate with superior and 47.2% viewed that superior

mostly guided and helped in job and 55.3% viewed that superior paid attention to the

opinion of subordinates.

6.1.2 Job Satisfaction

From the study of the 10 areas, it was found that the noncommissioned

police offrcers were moderately satisfied with almost every dimension whether they

were the crueer advancement, job achievement, career security, the relationship with

superior and colleagues, policy and administration, job environment and the

cooperation from people. (average score : 2.52 - 3.35). The low satisfaction were

only the salary and welfare received (average score = 2.30 and 2.47 respectively).

6.1.3 The analysis of the Relationship between Personal Factors, Social

and Economic Factors with Job Satisfaction Employing ANOVA

Viewing each independent variable, it was found that longevity of

service, intimacy with superior, attentive to superior's opinion, being guided and

helped in job by superior, special sdary promotion, opportunity to change career, risky

in job against laws and civil regulation, residence, drawing allowances, if commit

mistake-the superior helped on not being disciplinary punished, and job position, had

statistical significant relationship at level 0.05 with job satisfaction on career

advancement, job achievement, job environments, career security, welfare, salary,

l


t

I Pol. Capt. Griftinart Tulyalak Conclusions and Recommendations / 138

relationships with superior, relationship with colleague, policy and administation and

cooperation from people.

6.2 Recommendation

From the study on the factors affected job satisfaction of the noncommissioned

police officers in Metropolitan Police Division 3, it was recommended as follows

6.2.1 It was found that the noncommissioned police offrces had low

satisfaction with salary and remuneration. Therefore the National Police Bureau

inclusion of the Metropolitan Police Headquarter should improve remuneration and

allowances appropriate to responsible work and should properly allocate suffrcient

welfare such as, residence allowance, cooperative stores, fund for dependency

education etc. Further, there should be improvement in reviews of promotion and

deeds with higher accuracy and faimess to build satisfaction and morale for

performers.

6.2.2 From the study, it was found that the noncommissioned police officers

of the Metropolitan Division 3 had moderate relationship with colleagues and

superiors. Therefore, activities should be ananged to establish relationship amongst

police officers in the Metropolitan Police Division 3 such as sports and games to

enhance relations and unity in the units counting that the superiors should take interest

and being the leading aris to coordinate cooperation inclusion of supervising to solve

conflicts of interests which might deteriorate the positive relationship in the

organization to raw the effectiveness in performances.


I

I Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 139

6.2.3 T\e should be encouragement, and supports to the noncommissioned

police officers in the Metropolitan Police Division 3 the opportunity to leverage

higher qualification and training on knowledge and capability in mob control on

modern policing including adopt new technology and advanced equipment to be

exploited in job such as bullet -proof, arms, vehicles, torches, and communication

devices, etc.

6.2.4 There should be enhancement in morale for police officers in the

headquarter concerning protection and suppression of revolts. Therefore, superiors

should consider morale supports in various approaches such as recognition, awarding

or reviews of deeds for the field staff to build orders and images within units without

partiality and to uurange exchanges annual transferring within the tenitory to provide

opportunity for police officers the addition knowledge and being exposed to new

experiences to eliminate redundancy of prolonged routine works which drew non

performing job.

6.3 Recommendation for Further Research

6.3.1 There should be study on factors affected job satisfaction of the

noncommissioned police officers in other 9 provincial police headquarters.

6.3.2 There should be study on morale of the noncommissioned police

officers of field staff.

6.3.3 There should be study on problems and barriers in works of the

noncommissioned police officers in the l-9 provincial headquarters.


a Pol. Capt. Grittinart Tulyalak Bibliography / 140

BIBLIOGRAPHY

Thai Bibliography

Board of Administration in Planning of Public Health Development. (BE 2S3g).

Public Health Development Plan in the Phase of the 8th. Plan of the National

Social and Economic Development (BE 2540-25ut4). Bangkok: War Veteran

Organization Printing.

Jaras Dhammadhanarak. (882542). Job Satisfaction of the Noncommissioned Police

Of;ficers. Traffic Division. Thesis for the Master Degree, Kasetsart University.

Jindarat Rakmani. (BE 2537). Job Satisfaction of the Noncommissioned Police

Officers and Police Private Working as Patrol Police: Case Study in the

Provincial Police Station of Muang District of Pathumthani Province. Thesis

for the Master Degree, NIDA.

Chalasindhu Jantarqana. (BE 2538). Factors that Influence Job Satisfaction of the

Noncommissioned Police Officers - Police Private Stationed in the

Metropolitan Police Headquarter: Case Study in the Metropolitan Police

Headquarter of Thonburi. Thesis for the Master Degree, Kasetsart University.

Chatchai Klaiklueng. (BE 2541). Job Satisfaction in Police Offrcers of the Police

Cadet Academy. Thesis of Master Degree of Social Sciences, Program of

Criminology and Criminal Justice, Mahidol University.

Narong Jariyawitthayanond and Priyanut Jariyawitthayanond. (BE 2526). Adult

Education Psychology. Ubonratchathani, Isarn Printing.


a

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / t4l

Nattaset Sariman. (BE 2542) Factors Affecting to Job Satisfaction of Noncomrnis-

sioned Police Officers under the Administration Superintendent Division of the

Police Border Patrol. Thesis for the Master Degree, Kasetsart University.

Dheppanom Muangman and Sawing Suwan. @E2529). Organizational Behaviors.

Bangkok Thaiwattanapanich Printing Limited.

Thada Kreaulamai. (BE 2541). Job Satisfaction of the Police Offrcers in the

Investigation Section. the Metropolitan Police Headquarter. Thesis of Master

Degree of Social Sciences, Program of Criminology and Criminal Justice,

Graduate School of Mahidol University.

Noppadol Limsurat. (B.E2526). Morale Buildine Psychology. Business week, l7

September B.82526.

Benjarat Uthisphan. (8E2542). satisfaction in career Advancement of the

Noncommissioned Police Officers under the Police Cadet Academy. Thesis of

Master Degree of Social Sciences, Program of Criminology and Criminal

Justice, Graduate School of Matridol University.

Bamroong Sukkaphan. (8E2524). Research Reports on Problems and Conditions of

Needs of School Outsider Population Groups.

Prasit Chalermwuddhisak. @E 2537). Factors Affecting Job Satisfaction in Police

Officers of Deputy Inspector Level under the Administration Division of the

ltt. Provincial Police Headquarter. Thesis for the Master Degree, Kasetsart

University.

Prawet Mulprarnuk. (8E2536). Job Satisfaction in the Noncommissioned Police

Officers and Police Private of Banekhen Poice Station. Bangkok. Thesis for

the Master Degreeo Kasetsart University.Copyright by Mahidol University

Pol. Capt. Grittinart Tulyalak Bibliography / 142

Padet Korsombat. @E 2529). Job Satisfaction: Case Study on Academicians of the

Department of Academics. Ministrv of Education. Thesis for the Master

Degree, Thammasart University.

Manop Saokhaen. (BE 2535). Socio-Economic Characteristics and Job Satisfaction of

the Internal Audit. Police Department. Thesis for the Master Degree, Kasetsart

University.

Manoch Sukkareuk et al. (BE zs23).Indusfial Psychology. Bangkok: Ramkhamhaeng

Printing.

Mohammed Abdulkadir and Somchit Soisuriya. (BE 2525). Projection and

Educational Evaluation of the Non Formal School System. Bangkok:

Aksornbundit.

Yuth Klamklomjit. (BE 2541). Job Satisfaction in Patrol Police Officers under the

Provincial Police of Pathumthani Province. Thesis for the Master Degree,

Kasetsart University.

Rabhibhat Palawong. (BE 2532). A Study on Relationship Between Job Satisfactions

with Social and Economic Backeround of Investieation Police under the

Metropolitan Police. Thesis for the Master Degree of Social Sciences,

Graduate School of Kasetsart University.

Roongroj Saengkram. (BE 2532). Job Satisfaction of Deputy Inspector under the

Metropolitan Police. Thesis for the Master Degree, Kasetsart University.

Worawit Noosanan. (BE 2539). Social and Economic Factors Affecting Job

Satisfaction of Police Officers in the Superintendant Division of the

Metropolitan Police School. Thesis for the Master Degree, Kasetsart

University. Copyright by Mahidol University

Fac. of Grad. Studies, Matridol Univ. M.A. (Criminology and Criminal Justice) / 143

Wuddhichai Jamnong. (882525). Oreanizational Motivation. Bangkok: Faculty of

Management, NIDA.

Somphong Kasemsin. (BE 2519). Modern Personnel Manasement. Bangkok:

Pranakorn Thaiwattanapanich printing.

Somboon Nanthawong. (BE 2533). Research Reports on Factors that Influence on

Assisned works in Local Public Hedth station. Network Group 4/2

of the Regional Services Development and Public Health Work Units.

Somsak Sukjai. (BE 2531). Some Factors that Influence the Job Satisfaction of the

Police Cadet. Program of Protection and Suppression Inspector Class I and

Program of Investieation and Interroeation Inspector Class 3. tlre Institute of

Police Officers Development. Thesis for the Master Degree, Kasetsart

University.

Suchart Kanjanawiset. (BE 2530). Factors Affectine to Job Satisfaction of the

Noncommissioned Police Officers in Donmuane Immigration Section. Thesis

for the Master Degree, Thammasart University.

Suwanna Suwanphol. (BE 2520). Job Satisfaction of School and Collese

Administrators under Vocational Education Deparhnent. Thesis for the

Bachelor Degree of Education, Graduate School of Chulalongkorn University.

Office of Plans and Budget, the National Police Bureau, Action Plans BE 2544,

(2543). Bangkok Police Deparhnent Printing.

Aree Petchpoot., (BE 2530). Human Relations at Work. Bangkok: Netikul Printing.


Pol. Capt. Grittinart Tulyalak Bibliography/ lzl4

English Bibliography

Blum, M.L.& Naylor, J.c. (1968). Industrial psycholoey. New york: Harper and Row

Publisher.

Cooper, Alfred, M. (1958). How to supervise people. New york: McGraw-Hill Book

Company.

French, W. (1964). The Personnel Manasement Process: Human Resource

Administration. Boston: Houghton Miffrn Company.

Ghiselli, E.E. & Brown, c.w. (1955). Personnel and Industrial psycholosy. New

York: McGraw-Hill Book Co.,Inc.

Gilmer, B.v. (1967). Applied Psycholoey: Problem in Livine and work. New york:

McGraw-Hill Book Co., Inc.

Good, c.v. (1973). Dictionary of Education. New York: McGraw-Hill Book

Company.

Guilford, J. & Gray, D.E. (1970). Motivation and Modern Management.

Massachusetts: Addison- Wesley Publishers.

Harrel, T.W. (1958). Industrial Psycholoey. New York: Reimhart & Company.

Herzberg, F. (1971). Work and the Nature of Man. New York: world Publishing

Company.

Houl, C.O. (1972). The Design of Education. San Francisco, Jersey Buss.

Katzell, R.A. (1981). "Attitudes and Motivation". pp. 53-67.In Meltzer and W.R.

Nord (eds.). Making Organizations Humane and Productive: A Handbook for

Practitioners. New York: John Wiley & Sons,Inc.



Locke, E. A. (1976).

(EDI Handbook of Industrial and organization psychology. chicago: Rand

McNally 1976.

Maslow, A.H.. (1960). A Theory of Human Motivation. In I.L. Heckman, Jr. and

Huneryager, S.G. (ed). Human Relations in Management.

Morse, N.C. (1954). Satisfaction in White-Collar Job. Ann Arbo: University of

Michigan Press.

Murphy, (1973).

Adult Education: Andraeoey Versus Pedagoey, New York: Association press.

Robert, E.H. (1971). Job Satisfaction of Special Class Teacher in Iowa: An

Application of the Herzbere Factor Theory. Dissertation Abstracts

Intemational.

Smith, H.c. & wakeley, J.H. (1965). psychology of Industrial Behavior. New york:

McGraw-Hill Book Co., Inc.

Strauss, G. & Sayless, L. (1960). Personnel: The Human Problem of Management.

New York: Prentice-Hall Inc.

Tiffin, J. & McCormicjk, F.J. (1968). Industrial Psychologv. London: George Allen

and Umvin, Ltd.

Vroom, Victor, H. (1964). Work and Motivation. New York: John Willey and Sons.

Zalennik,A. et al. (1953). The Motivation. Productiviry and Satisfaction of Workers,

Cambridge: Harvard University press.


Pol. Capt. Grittinarr TulvalakAppendix / 146

APPENDIX


I

Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Jusfrce) / 147

QUESTIOI\NAIRE

Title: Factors Affected to Job Safisfaction of the Noncommissioned police

Officers in Metropolitan police Division 3

Please mark /in ! or fill in the blanks designated closest to fact.

PART 1: Personal Factor or Social Background

1. Gender lmale lfemale

2. Age.. ... Years Unit of Dependency

3. Longevity of service. .......year. .....months

4. Rank

lVolunteer Police Private

nPolice private first class, police corporal, and police corporal first class

lPolice sergeant and police saber sergeant.

5. Position

lOffice job lCrime suppressionjob

nlnvestigation job llnterrogation job

lTraffic job

6. Monthly income/family average ...Baht

7. Educational Level

trMatayom l-6 lVocational Certificate to Diploma

nPre-bachelor degree DBachelor degree.

lOthers (specified)


a

:!

Pol. Capt. Grittinart Tulyalak Appendix / l4g

8. Marital Status

lSingle lMarried and without separation

lMarried with separation lwidowers/divorced

lNon-separationbutunmarried. lOthers(specified)

9. Person of Dependency... persons

10. Residence

nResidence ! Governmental residence

lRented houses or apartments ll,ived with others.

nOthers (specified)

PART 2: Social and Economic Factors

l. You had been merited on 2 or 7.5 special salary promotion and since began to

work till present

lNever nYes (specified ....times)

nOthers (specified)

2. Have you been ever praised on job from superiors?

lNever lMore frequently

lFrequently DOccasionally

!Others.

3. Besides salary, do your unit provide other welfare?

lNever lResidential

! Accommodation allowances on duty ! Petrol allowances

!Others.


a

b


4. Could you draw allowances such as dependent' school fees, medical care or other

allowances from the unit?

lCould not lConvenient

llnconvenient. lOthers (specifred)

5. If opportunity provides for changing of profession, would you resign to other

profession that provided you better welfare rather being police?

lUnchanged or did not resign lChanged or resigned

lOthers (specified)

6. Is the existing job at risk on violation of laws, rule and regulation of the civil

service?

lNo risk lHigh risk

ll.ess risk lOthers (specified).

7. Is your existing job having chance to be punished on account ofjob mistaking

without dishonesty or intention?

lNo chance lHigh chance to be punished

nless chance to be punished. lOthers (specified).

8. Upon committing mistake in job without dishonesty or ill-intention, do your

superior secure you from being met with disciplinary penalty?

lNever lHighly been secured

Dless been secured lOthers.(specified)...

9. Training appropriately arranged by the National Police Bureau or other units, does

your unit support or encourage on the taining?

trNo support or encouragement lHigh support and encouragement

trLess support and encouragement lOthers (specified)

t


Pol. Capt. Grittinart TulyalakAppendix / 150

10' Training appropriately ananged by the National Police Bureau or other units, does

your unit support or encourage on the training?

lNo support or encouragement lHigh support and encouragement

ll-ess support and encouragement lOthers (specified).

11. Is your existing job challenging and motivated?

lNot challenging and motivated lHighly challenging and motivated

ll-ess challenging and motivated lOthers.(specified)..

12. Is your existing job having decorum and complicated procedure of work?

i

13. Does your superior personally and intimately know you?

[Not personally and intimately lHighly intimate

ll-ess intimate

lNot complicated

ll.ess complicated

DNot provide

nless provide

Ignore

! Occasionally pay attention.

lHighly complicated

lOthers.( specified).

!Others (specified)

lHighly provide

Others (specified).

nAlways pay attention

lOthers (specified).

14. Does your superior provide counseling and assist the job?

15. Does your superior listen to your opinion and suggestion concerning job?


: tac' of Grad' Studies' Mahidol univ' M.A. (criminology and criminal Justice) / l5l

' PART 3: To What Extent are you satisfied in the Following Advancements?

Factors of Satisfaction

Level of Satisfaction

oo

=

o)Lo

6lLq)

o

=

a0(D

-l

0q)

.'t

lrq)

€)7.

\-AA.c,.E/lS. llU V Al\ l-|:/Ivllll\ I

l. Are you satisfied regarding encouragement and

provided opportunity in further study for increasing

qualification from the unit?

2. Are you satisfied

provided opportunity in transferring for career

advancement from the unit?

J. Are you safislied regarding encouragement and

provided opportunity injob exchange for personnel

development from the unit?

4. Are you satisfied regarding encouragement anif-provided opportunity in training, excursion and

seminars for personnel development from the unit?

5. Are you satisfied regarding righteousness in the

consideration of promotion?

6. Are you most satisfied regarding fairness in the test

for promotion of the classification?

I

t

t


Pol. Capt. Grittinarr Tulyalaka Appendix / 152

t

.l

I



ooE

IL

6lLq)st)U)(|)

Fl

ra6lq)Fl

6l

+r

z.,rrD Auttlt vlilvl$N'l'

1. Are you satisfied with reward and praises in job

performance from colleagues?

2. Are you satisfied with recogn@

from superior?

J. Are you satrstied with recognition in job performance

from colleagues

4. Are you satisfied with special reward and praises in

job performance from unit?

5. Are you satisfied with reward and praises in job

performance from superior?

JOB ENVIRONMENT

l. Are you satisfied with job environment such as

lighting, temperature, cleanness, and ventilation, etc?

2. Are you satisfied wi

condition?

3. Are you satisfied with job environment part@

hygienic toilet?


I

,a

!

!




at)ILo

6llro€ v1o(l)FI

ocl(|)

fH

GI

oza. rue yuu sausrteq wlm prompt condrtron with tools

and equipment necessary for job such as uniform,

arms, torch and wireless communication tools?

J. f\Is you sausrlec wlln reaorness of equpment

condition such as tables, chairs, pen and pencil for

job?

UAI<$$R SI'CURITY

1. Are you satisfied with fairness, without being bullied

and oppression?

2. Are you satisfied securi

laid ofP

3. Are you satisfied protection and preven-ion onTffifdanger from job?

wtrLtt'ARIt

l. Are you satisfied with allowance, remuneration and

overtime payment provided by the unit?

'2. Are you satrstied with 1-acilities on communication

tools provided by the unit?

'3. Are you satisfied with consideration on admitting to

take residence in the residence committee?


1

)

li]

Pol. Capt. Grittinart Tulyalak Appendix / 154

-."1

-nii

w



0q)L

ctli€)€ tt)

U1(|)

Fl

U2

(|)

Fl

6l

z4. Are you satirlfied with convenience in arrangement

welfare, finance (cooperative) when necessary

provided by the unit?

5. Are you satisfied with welfare of drinking water-water

supplies provided by the unit?

6. Are you satisfied with process of holidays, leave

(holiday leave, business leave, and sick leave) provided

bv the unit?

7. Are you satisfied with system of cleaning and tidiness

of residence (of the residence committee) provided by

the unit?

SALARY

l. Are you satisfied with appropriateness of salary to

knowledge and ability?

2. Are you satisfied with appropriateness of salary to

quantrty ofjob?

3. Are you satisfied with appropriateness of salary to risk

ofjob?


work hour?


.]

I

l.JFac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 155



taoq)lio

6ltrq)

trAounq)

j

oGI(D

Fl

6l*.z

5. Are yo satisfied with appropriateness of allowance or

overtime payment to quantity of responsible job?


daily living expenses?

RELATIONS \ryITH ST'PERIOR

l. Are you satisfied with simplicity and intimacy with

subordinate of the superior?

2. Are you satisfied with benevolence and helpfulness

toward subordinate personally and on job of the

superior?

3. Are you satisfied with the participation in activity of all

levels of the superior?

4. Are you satisfied with kindness, morality and

impartiality of the superior?

REL

l. Are you satisfied with sincerity and reliability during

critical situation?

2. Are you satisfred with helpfulness, cooperation and

impartiality and of colleague?

,".I

qCopyright by Mahidol University

Appendix / 156Pol. Capt. Grittinart Tulyalaki



ano€)fr

|<la

ctLq,

ou)t)(|)

Fl

ra6l(l)

F1

6l

zaJ. Are you satisfied with friendliness, and informdity of

colleague?

4. Are you satisfied with not taking advantages and ability

to replace colleague in the unit?

POLICY AND ADMINISTRATION

1. Are you satisfied with flexibility, dexterity and advanced

in regulations of the unit?

2. Are you satisfied with good governance-based

management of the unit?

aJ. Are you satisfied with assignment corresponded to

knowledge and capacity of the unit?

4. Are you satisfied with decentralizing authority of

decision making to subordinate of the unit?

5. Are you satisfied with the balance between job and

authority of the unit?

6. Are you satisfied with assignment that matched to job

chain as being allocated of the unit?

7. Are you satisfied with open-mindedness and listening to

the opinion of superior?


:\

1


q

.rE'l

i

)u'

,-1I{.

q1

X'actors of Satisfaction

Level of Safisfaction

AAc),i

c\lL(l)rt)0cFl

U)Gq)

f

6l

oz8. Are you satisfied with the reviews of allocation and

transferring the civil servants based on fairness of

superior?

9. Are you satisfied with reviews of the good deeds of the

civil servants based on fairness of superior?

10. Are you satisfied with the reviews of approval for civil

servants in the leave for furttrer study, sick leave, holiday

leave, monkshood leave of the unit?

11. Are you satisfied with the convenience and speed in

coordination with other government units?

COOPERATION FROM PEOPLE

l. Are you satisfied with cooperation on giving notice of

clues and information elated to offenders?

2. Are you satisfied with cooperation on arrestnent of

confronting offenders?

J. Are you satisfied with cooperation on following the

guidance or request?

4. Are you satisfied with cooperation of eyewitness or the

related to charge offenders as witness?


Pol. Capt. Griffinart Tulyalaktt

-J

q PART 4: Additional Opinion on Job Satisfaction

I

e

r'l


I

*.r:" I.--.t

t


NAME

DATE OF BIRTH

PLACE OF BIRTH

INSTITUTIONS

ATTENDED

POSITIONS AND OFFICES


BIOGRAPITY


October 13,8.8.2516

Bangkok

Royal Thai Police Academy 8.E.2533-2537,

Degree of Bachelor of Public-Administration @olice)

Mahidol University, B.E. 2542-25 44

Degree of Master of Arts,

(Criminology and Criminal Justice)

Detective Sub-Inspector, Nimitmai Metropolitan

Police station*Y

$

*

n


Documents

Factors effecting job satisfaction of the noncommissioned ...mulinet11.li.mahidol.ac.th/e-thesis/scan/4237634.pdf · i.j fac. of grad.studies, mahidol univ. thesis / iv 4237634 shcja4