factors effecting job satisfaction of the noncommissioned...
TRANSCRIPT
- 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
FACTORS EFFECTING JOB SATISFACTION OF
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
Cert. in Social Justice.
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.
Copyright by Mahidol University
IJ
Thesis
entitled
FACTORS EFFECTING JOB SATISFACTION OF
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
Cert. in Social Justice.
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
Copyright by Mahidol 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
Copyright by Mahidol University
Thesis / v
I
I
4237634 SHCJA4 : d'lll'l : olstll?vlulttas{1utJ9lI55tJ; dFl.tJ.
(orrqrinurrnv{rug6r::il) .
$oudr:mroRnfler^urn qaudnuai ',
flofrufifiruasionatilvl'rtryotolunr:rJfrrior^uuI I Ao J t q oa @ u v o
fl o (t [0'l 14 lJ'ln a ]: ? 0 dil il : v n:u tu d{ fiornoqfrn'unr: d r: ?0ufi: uln 3 (FACTORS
EFFECTING JOB SATISFACTION OF THE NON-COMMISSIONED POLICE
OFFICERS IN METROPLITAN POLICE DIVISION 3) nilvR::iln1:n?ilqilemu1u^yruf,: flrqnfia n.qBuvud, r{n.il., t?u lsuq?::su, M.A., un nlq0uri'u6, M.S., 172
flfir NeN 974-04-0786-2
6 4 il ! o- t t A a a v a q q rasa"[u n r : fr n s r n ir u il ? a q il : s d { n rfl o fl n u r 6{ T u eTlJ n ? 1 il fi s n o 1 o 1 u n r : rJ g^rifi .: ru
r o.: rflr u rfi fi d'l r r o #u rJ : s vr ?uiu rfl n n o.{ rirus1 n 1 : d 1: ? 0 u n : u 1 a, 3 t tu y'o il o fruii fi rua
sion'rrilfis?'rolo1unr:rlgrin^nud'tnrirr n{ru6'rotir.rfro rffrrrirfidr:rt#u:J:vm:ulurn::j"o:i3nrnr:dr:rnun:illn : 'iruru zB2 l'ut tfir:ru:rru{oryalnulduuildo:rn'rtJandfrlfilunr:Trn:rvv{{orya lduri #ouns, rirrndu, ri':urfiuuuuilr$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:rn^oucTurQurfioun: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
Copyright by Mahidol University
.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
Copyright by Mahidol University
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
Copyright by Mahidol University
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
. Frequency and Percentage of Sample Group Distributed
by Satisfaction on Job Environment
o Frequency and Percentage of Sample Group Distributed
by Satisfaction on Career Security
o Frequency and Percentage of Sample Group Distibuted
by Satisfaction on Welfare
o Frequency and Percentage of Sample Group Distributed
by Satisfaction on Salary
o Frequency and Percentage of Sample Group Distributed
by Satisfaction on Relations with Superior
. Frequency and Percentage of Sample Group Distributed
: by Satisfaction on Relations with Colleague
page
46
5l
56
60
63
65
68
72
75
78
Copyright by Mahidol University
lx
Lrsr oF TABLES (CONTTNTIED)
Table Page
o Frequency and Percentage of Sample Group Dishibuted
by Satisfaction on Policy and Administration 82
o Frequency and Percentage of Sample Group Distributed
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
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 92
7 ANOVA on Job Satisfaction of Noncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Job Achievement
as Distributed by Personal Factors and Social and Economic Factors
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
9 ANOVA on Job Satisfaction of Noncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Job Environment
as Distibuted by Personal Factors and Social and Economic Factors
of the Sample Groups
10 M.C.A on Job Satisfaction of Noncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Job Environment
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
11 ANOVA on Job Satisfaction 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
12 M.C.A on Job Satisfaction of Noncommissioned Police Offtcers
in Metropolitan Police Division 3 Regarding Career Security
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
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
of the Sample Groups
101
page
102
106
t0s
a
109
Copyright by Mahidol University
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
as Distributed by Personal Factors and Social and Economic Factors
ofthe Sample Groups ll0
15 ANOVA on Job Satisfaction of Noncommissioned Police Officers
in Mehopolitan Police Division 3 Regarding Salary
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 113
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
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups ll7
18 M.C.A on Job Satisfaction of Noncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Relationship with Superior
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 118
I
Copyright by Mahidol University
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
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups l2l
20 M.C.A on Job Satisfaction ofNoncommissioned Police Offtcers
in Metropolitan Police Division 3 Regarding Relationship with Colleagues
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 122
2l ANOVA on Job Satisfaction ofNoncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Policy and Administration
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 124
22 M.C.A on Job Satisfaction ofNoncommissioned Police Offrcers
in Metropolitan Police Division 3 Regarding Policy and Administration
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 125
23 ANOVA on Job Satisfaction ofNoncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Cooperation from People
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 129
24 M.C.A on Job Satisfaction ofNoncommissioned Police Officers
in Metropolitan Police Division 3 Regarding Cooperation from People
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups 130
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
Copyright by Mahidol University
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
Copyright by Mahidol University
I
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 5
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.
Copyright by Mahidol University
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
Fac. of Grad. Studies. Mahidol Univ. M.A. (Criminology and Criminal Justice) / 9
"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
Copyright by Mahidol University
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
Intimacy with superior
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
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.
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 13
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.
I Copyright by Mahidol University
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.
I Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 15
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.
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Literature Review / 16
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 17
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
Copyright by Mahidol University
...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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 19
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.
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Literature Review / 20
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
Copyright by Mahidol University
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
Copyright by Mahidol University
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.
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 23
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.
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Literature Review / 24
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 25
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
Pol. Capt. Grittinart Tulyalak Literature Review / 26
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 27
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Literature Review / 28
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
Copyright by Mahidol University
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Literature Review / 30
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.
Copyright by Mahidol University
t'
Pol. Capt. Grittinart Tulyalak Literature Review / 32
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
Copyright by Mahidol University
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
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 35
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
Copyright by Mahidol University
t
Pol. Capt. Grittinart Tulyalak Literature Review / 36
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 37
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
Pol. Capt. Grittinart Tulyalak Literature Review / 38
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
Copyright by Mahidol University
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
Copyright by Mahidol University
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
!
Copyright by Mahidol University
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.
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ.
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.
Copyright by Mahidol University
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
4.5 Test of Hypothesis
Copyright by Mahidol University
I
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 45
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.
Copyright by Mahidol University
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
Copyright by Mahidol University
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
Copyright by Mahidol University
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
Copyright by Mahidol University
t
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 49
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.
Copyright by Mahidol University
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.
Copyright by Mahidol University
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 5l
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
Copyright by Mahidol University
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
Copyright by Mahidol University
t
a
Fac. of Grad. Studies, Mahidol Univ.
Table 2:
M.A. (Criminology and Criminal Justice) / 53
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 55
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).
Copyright by Mahidol University
a
Pol. Capt. Grittinart TulYalak Results / 56
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
Copyright by Mahidol University
I
a
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 57
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 58
;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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 59
a
4.3.2 Frequency and Percentage of Sample Group Distributed by Satisfaction on
' 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
satisfaction was moderate (Average score :2.99).
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 6l
. 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,
Copyright by Mahidol University
?
Pol. Capt. Grittinart Tulyalak Results / 62
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
Copyright by Mahidol University
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
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
Copyright by Mahidol University
a
a
a
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 65
4.3.4 Frequency and Percentage of Sample Group Distributed by Satisfaction on
Career Security (Iable 3.4)
4.3.4.1 5.7Yo most satisfied with fairness, without being bullied and oppression,
21.6% much satisfied, 48.6% moderately satisfied, 15.6% less satisfied,
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
24.8% much satisfied, 47.5% moderately satisfied, 12.8% less satisfied,
5.3% least satisfied and 4.3% not at all satisfied. The average
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
Copyright by Mahidol University
E
Pol. Capt. Grittinart Tulyalak
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
Copyright by Mahidol University
t
I
s
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 67
4.3.5 Frequency and Percentage of Sample Group Distributed by Satisfaction on
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).
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 68
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
(Average score: 2.96).
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 69
. 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
Copyright by Mahidol University
t
Pol. Capt. Grittinart Tulyalak Results / 70
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
Copyright by Mahidol University
I
Fac. of Grad. $tudies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 7l
4.3.6 Frequency and Percentage of Sample Group Distributed by Satisfaction on
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).
Copyright by Mahidol University
I
I
t
I
I
Pol. Capt. Grittinart Tulyalak Results / 72
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).
Table 3.6: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
I
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 73
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 74
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
4.3.7 Frequency and Percentage of Sample Group Distributed by Satisfaction on
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 75
4.3.7.3 2.lo/o most satisfied with the participation in activity of all levels of the
superior, 20.9% much satisfied, 52.1% moderately satisfied, 13.1% less
satisfied, 5.3Yo least satisfied and 6.4% not at all satisfied. The average
satisfaction was moderate (Average score :2.82).
4.3.7.4 2.8olo most satisfied with kindness, moralrty and impartiality of the
superior, 14.9% much satisfied, 49.3% moderately satisfied, 15.6% less
satisfied, S.9Yoleast satisfied and8.5% not at all satisfied. The average
satisfaction was moderate (Average score :2.62).
Table 3.7: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
t
I
d
,
Pol. Capt. Grittinart Tulyalak
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
Copyright by Mahidol University
!
I
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 77
4.3.8 Frequency and Percentage of Sample Group Distributed by Satisfaction on
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
average satisfaction was moderate (Average score:3.00).
4.3.8.3 6.0% most satisfied with friendliness, and informality of colleague,
26.2% much satisfied, 56.7% moderately satisfied, 8.5% less satisfied,
1.8% least satisfied and 0.7% not at all satisfied. The average
satisfaction was moderate (Average score :3.24).
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
satisfied. The average satisfaction was moderate (Average score :
3.0e).
t
Copyright by Mahidol University
Pol. Capt. Grittinatt Tulyalak Results / 78
;
. Table 3.8: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
t
t
Fac. of Grad. Studies. Mahidol Univ. M.A. (Criminology and Criminal Justice) / 79
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).
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 80
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
satisfied. The average satisfaction was moderate (Average score :
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
satisfied, 3.9Yo least satisfied and 4.6% not at all satisfied. The average
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
average satisfaction was moderate (Average score:2.77).
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
Copyright by Mahidol University
r
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 8l
and 7.8o/o not at all satisfied. The average satisfaction was moderate
(Average score: 2.94).
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
satisfied. The average satisfaction was moderate (Average score :
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
satisfied. The average satisfaction was moderate (Average score :
2.s8).
t
Copyright by Mahidol University
tPol. Capt. Grittinart TulYalak Results / 82
Table 3.9: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
!
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 83
Table 3.9: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
t
Pol. Capt. Grittinart Tulyalak
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
Copyright by Mahidol University
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 85
Table 3.9: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
Pol. Capt. Grittinart TulYalak Results / 86
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
average satisfaction was moderate (Average score:2.86).
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
satisfied. The average satisfaction was moderate (Average score :
2.82).
Copyright by Mahidol University
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 87
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
Copyright by Mahidol University
: tol. Capt. Grittinart Tulyalak Results / 88
. Table 3.10: Frequency and Percentage of Sample Group Distributed by
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ.
4.5 Test of Hypothesis
M.A. (Criminology and Criminal Justice) / 89
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.
Hypothesis 3: Personal factors, social and economic factors of the
noncommissioned police officers in Metropolitan Police Division 3 affected
satisfaction regarding job environment.
Hypothesis 4: Personal factors, social and economic factors of the
noncommissioned police offrcers in Metropolitan Police Division 3 affected
satisfaction regarding career security.
Hypothesis 5: Personal factors, social and economic factors of the
noncommissioned police officers in Metropolitan Police Division 3 affected
satisfaction in the job regarding welfare.
Hypothesis 6: Personal factors, social and economic factors of the
noncommissioned police officers in Metropolitan Police Division 3 aflected
satisfaction regarding salary.
Hypothesis 7: Personal factors, social and economic factors of the
noncommissioned police officers in Mehopolitan Police Division 3 affected
satisfaction regarding relationship with superior.
I
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Hypothesis 8: Personal factors, social and
noncommissioned police officers in Metropolitan
satisfaction regarding relationship with colleagues.
Hypothesis 9: Personal factors, social and
noncommissioned police officers in Metropolitan
satisfaction regarding policy and administation.
Hypothesis 10: Personal factors, social and
noncommissioned police officers in Metropolitan
satisfaction regarding cooperation from people.
Results / 90
economic factors of the
Police Division 3 af[ected
economic factors of the
Police Division 3 afflected
economic factors of the
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
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 9l
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Table 6:
Results / 92
M.C.A on Job Satisfaction of Noncommissioned Police Ofticers in
Metropolitan Police Division 3 Regarding Career Advancement as
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
Copyright by Mahidol University
Table 6:
Metropolitan Police Division 3 Regarding Career Advancement as
Distributed by Personal Factors and Social and Economic Factors of
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
Intimacy with superior
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 94
Table 6: M.C.A on Job Satisfoction 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 (continued)
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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 95
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).
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 96
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:
"Personal factors, social and economic factors of the noncommissioned police
fficers in Metropolitan Police Division 3 affected satisfaction regarding job
achievemenf. " (Table 7 and 8)
I
Copyright by Mahidol University
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 97
Table 7: ANOVA on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Job Achievement as
Distributed by Personal Factors and Social and Economic Factors of
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
- Longevity of service
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Table 8:
Results / 98
O
M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Job Achievement as
Distributed by Personal Factors and Social and Economic Factors of
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
Longevity of service
- below 10 years
- I 1-15 years
- 16-20 years
- over2l years
Opportunity to be disciplinarily punished
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 99
Table 8: M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Job Achievement as
Distributed by Personal Factors and Social and Economic Factors of
the Sample Groups (continued)
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
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 100
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 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
Copyright by Mahidol University
, 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
"Personal factors, social and economic factors of the noncommissioned police
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
Distributed by Personal Factors and Social and Economic Factors of
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
- Intimacy with 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'
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Table 10:
Results / 102
M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Menopolitan Police Division 3 Regarding Job Environment 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
- Interrogation
- Traffic
Longevity of service
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 103
Table 10: M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Job Environment qs
Distributed by Personal Factors and Social and Economic Factors of
the Sample Groups
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
explained/model the dependent variables statistically significant at the level of 0.05
(Signif of F:0.000).
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
Intimacy with superior
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 104
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)
Copyright by Mahidol University
t
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 105
Table 11: ANOVA on Job Satisfaction of Noncommissioned Police Ofiicers in
Metropolitan Police Division 3 Regarding Career Security os
Distributed by Personal Factors and Social and Economic Factors of
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,
Copyright by Mahidol University
I
Pol. Capt. Grittinart Tulyalak
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
!
Copyright by Mahidol University
Table 12:
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / l0Z
M.C.A on Job Satisfaction 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 (continued)
Variable +CategoryN
Mean
Adjusted
For
Factors
Deviation
Unadjusted Adjusted
Dev'n Eta Devtn Eta
Longevity of service
- 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
Opportunity to be disciplinarily punished
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 108
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).
Viewing each independent variable, it was found that sample groups or the
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).
Copyright by Mahidol University
a
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 109
It was concluded that the hypothesis 4 was retained which determined that
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
"Personal factors, social and economic factors of the noncommissioned police
officers in Metropolilan Police Division 3 affected satisfaction in the job regarding
welfare. " (Tables 13 and 14)
Table 13: ANOVA on Job Satisfaction of Noncommissioned Police Officers in
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
- Longevity of service
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'
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Table 14:
Results / I l0
M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Palice Division 3 Regarding Welfare as Distributed by
Personal Factors and Social and Economic Factors of the Sample
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
Copyright by Mahidol University
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
Longevity of service
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / I 12
From the analysis of the above Tables, it was found that when bringing
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).
Viewing each independent variable, it was found that sample groups or the
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).
Copyright by Mahidol University
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
"Personal factors, social and economic factors of the noncommissioned police
fficers in Metropolitan Police Division 3 affected satisfaction regarding salary.,,
(Tables 15 and 16)
Table 15: ANOVA 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 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
- Longevity of service
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
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
Longevity of service
- 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
Copyright by Mahidol University
Table 16:
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I 15
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 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
Pol. Capt. Grittinart Tulyalak Results / 116
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 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
"Personal factors, social and economic factors of the noncommissioned police
fficers in Mefi'opolitan Police Division 3 affected satisfoction regarding relationship
with superior." (TabIes l7 and l8)
Copyright by Mahidol University
!
: 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
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
Source of Vaniations ss DF MS Fsig.
ofF
Mam Eltect
- Job position
- Longevity of service
- Intimacy with superior
- 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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak
Table 18:
Results / I l8
M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Relationship with Superior
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
Variable +CategoryN
Mean
Adjusted
For
Factors
Deviation
Unadjusted Adjusted
Devtn Eta Devtn Eta
Job position
- Office work
- Suppression
- Investigation
- Intenogation
- Traffic
Longevity of service
- below l0 years
- I l-15 years
- 16-20 years
- over2l years
Intimacy with superior
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / I 19
Table 18: M.C.A on'Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Relations with Superior as
Distributed by Personal Factors and Social and Economic Factors of
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
Copyright by Mahidol University
Pol. Capt. Grittinart Tulyalak Results / 120
From the analysis of the above Tables, it was found that when bringing
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).
Viewing each independent variable, it was found that sample groups or the
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).
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 121
It was concluded that the hypothesis 7 was retained which determined that
personal factors, social and economic factors affected job satisfaction regarding
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
- Longevity of service
- Special salary promotion
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
Copyright by Mahidol University
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
Longevity of service
- below l0 years
- I l-15 years
- l6-20 years
-' over2l years
Special salary promotion
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 123
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 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 :
0.05). Further, all the independent variables could explained/model the dependent
variables statistically significant at the level of 0.05 (Signif of F:0.002).
Viewing each independent variable, it was found that sample groups or the
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).
It was concluded that the hypothesis 8 was retained which determined those
personal factors, social and economic factors affected job satisfaction regarding
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)
Copyright by Mahidol University
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
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
SS : szm ofsquares, DF : degree offreedom, MS: mean square
Source of Variations SS DF MS Fsrg.
ofF
Mam Elrect
- Job position
- Longevity of service
- Special salary promotion
- Being praised by superior
- Received welfare
- Intimacy with superior
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 125
Table22: M.C.A on Job Satisfaction of Noncornmissioned Police Officers in
Metropolitan Police Division 3 Regarding Policy and Administration
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups
Variable +CategoryN
Mean
Adjusted
For
Factors
Deviation
Unadjusted Adjusted
DeY'n Eta Devtn Eta
Job posltron
Office work
Suppression
Investigation
Interrogation
Traffic
Longevity of service
- below l0 years
- I l-15 years
- 16-20 years
- over2l years
Special salary promotion
- 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
Copyright by Mahidol University
Pol. Capt. Griainart TulYalak
Table22:
Results / 126
M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropoliton Police Division 3 Regarding Policy and Administration
as Distributed by Personal Factors and Social and Economic Factors
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
Intimacy with superior
- 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
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 127
Table22: M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropolitan Police Division 3 Regarding Policy and Administration
as Distributed by Personal Factors and Social and Economic Factors
of the Sample Groups (continued)
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 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).
Viewing each independent variable, it was found that sample groups or the
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
Copyright by Mahidol University
Pol. Capt. Grittinart TulYalak Results / 128
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).
It was concluded that the hypothesis 9 was retained which determined those
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
"Personal factors, social and economic factors of the noncommissioned police
offrcers in Metropolitan Police Division 3 affected satisfaction regarding cooperation
from people."
Copyright by Mahidol University
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
Distributed by Personal Factors and Social and Economic Factors of
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
- Longevity of service
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
Copyright by Mahidol University
I
Pol. Capt. Grittinart TulYalak Results / 130
Table24: M.C.A on Job Satisfaction of Noncommissioned Police Officers in
Metropoliton Police Division 3 Regarding Cooperationfrom People as
Distributed by Personal Factors and Social and Economic Factors of
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
Longevity of service
- 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
Copyright by Mahidol University
Pu". of Crua. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 13l
From the analysis of the above Tables, it was found that when bringing
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.
Copyright by Mahidol University
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).
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 135
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.
Copyright by Mahidol University
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
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 137
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
Copyright by Mahidol University
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.
Copyright by Mahidol University
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.
Copyright by Mahidol University
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.
Copyright by Mahidol University
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.
Copyright by Mahidol University
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.
Copyright by Mahidol University
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 145
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.
Copyright by Mahidol University
Pol. Capt. Grittinarr TulvalakAppendix / 146
APPENDIX
Copyright by Mahidol University
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)
Copyright by Mahidol University
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.
Copyright by Mahidol University
a
b
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 149
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
Copyright by Mahidol University
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?
Copyright by Mahidol University
: 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
Copyright by Mahidol University
Pol. Capt. Grittinarr Tulyalaka Appendix / 152
t
.l
I
Factors of Satisfaction
Level of Satisfaction
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?
Copyright by Mahidol University
I
,a
!
!
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 153
Factors of Satisfaction
Level of Satisfaction
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?
Copyright by Mahidol University
1
)
li]
Pol. Capt. Grittinart Tulyalak Appendix / 154
-."1
-nii
w
Factors of Satisfaction
Level of Satisfaction
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?
4. Are you satisfied with appropriateness of salary to
work hour?
Copyright by Mahidol University
.]
I
l.JFac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 155
Factors of Satisfaction
Level of Satisfaction
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?
6. Are you satisfied with appropriateness of salary to
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
Factors of Satisfaction
Level of Satisfaction
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?
Copyright by Mahidol University
:\
1
Fac. of Grad. Studies, Mahidol Univ. M.A. (Criminology and Criminal Justice) / 157
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?
Copyright by Mahidol University
Pol. Capt. Griffinart Tulyalaktt
-J
q PART 4: Additional Opinion on Job Satisfaction
I
e
r'l
Copyright by Mahidol University
I
*.r:" I.--.t
t
Fac. of Grad. Studies, Mahidol Univ.
NAME
DATE OF BIRTH
PLACE OF BIRTH
INSTITUTIONS
ATTENDED
POSITIONS AND OFFICES
M.A. (Criminology and Criminal Justice) / 159
BIOGRAPITY
Pol. Capt. Grittinart Tulyalak
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
I Copyright by Mahidol University