Organizations In Thailand Research Articles

Extraction of actionable information from crowdsourced disaster data.

Natural disasters cause enormous damage to countries all over the world. To deal with these common problems, different activities are required for disaster management at each phase of the crisis. There are three groups of activities as follows: (1) make sense of the situation and determine how best to deal with it, (2) deploy the necessary resources, and (3) harmonize as many parties as possible, using the most effective communication channels. Current technological improvements and developments now enable people to act as real-time information sources. As a result, inundation with crowdsourced data poses a real challenge for a disaster manager. The problem is how to extract the valuable information from a gigantic data pool in the shortest possible time so that the information is still useful and actionable. This research proposed an actionable-data-extraction process to deal with the challenge. Twitter was selected as a test case because messages posted on Twitter are publicly available. Hashtag, an easy and very efficient technique, was also used to differentiate information. A quantitative approach to extract useful information from the tweets was supported and verified by interviews with disaster managers from many leading organizations in Thailand to understand their missions. The information classifications extracted from the collected tweets were first performed manually, and then the tweets were used to train a machine learning algorithm to classify future tweets. One particularly useful, significant, and primary section was the request for help category. The support vector machine algorithm was used to validate the results from the extraction process of 13,696 sample tweets, with over 74 percent accuracy. The results confirmed that the machine learning technique could significantly and practically assist with disaster management by dealing with crowdsourced data.

The factors that affect the transparency and accountability of independent organizations in Thailand

The objective of this research was to study about the factors that affect the transparency and accountability of independent organizations in Thailand. This involves the use of authorities, administration, budget expenditures and responding to public demand. In order to achieve cognitive development of transparency and accountability that is appropriate context of the country. This research study used qualitative research in case study model. By using 3 tools to collect data. 1) Query documents 2) participatory observation 3) in-depth interviews. By dividing the data providers to three groups such as independent organization, stakeholders and the general public in principle of data triangulations (Creswell, 2007). The findings revealed that an independent organization featured on the legal regulations and admitted to checking from the official government agency with authority to investigate directly. They are also influenced by the political and stakeholders’ powers including cultural factors, social norms, attitudes, values and traditional beliefs. That affects the transparency and accountability of using independent organization authority in Thailand, both directly and indirectly. And another major problem is that it was not open for the citizens to truly participate. From policy formation process to implementation and monitoring. Thus creating transparency and accountability in the administration of independent organizations cannot succeed as expected.

Website development by nonprofit organizations in an emerging market: a case study of Thai websites

Nonprofit organizations are pertinent players in making the world a better place. Their websites aid in fulfilling their socially beneficial missions by being a platform to present themselves, to interact with stakeholders around the world, and to perform e-transactions to raise funds. This interdisciplinary research explores nonprofit websites in Thailand, an emerging market, to determine their progress through an adapted e-business stage model. A manual website decoding process was used to determine the development of websites, within the sector. On average, almost three-quarters of the websites offered interactivity and just less than half conducted online transactions, but internationally connected organizations in Thailand were significantly more likely to do so. The findings suggest that while nonprofit websites in Thailand are progressing, there is significant lag between local Thai websites and those that have international connections. While the model successfully provided new data for understanding nonprofit websites in less developed markets, it may need to be modified in future studies. Copyright © 2016 John Wiley & Sons, Ltd.

Slavery scandals: Unpacking labour challenges and policy responses within the off-shore fisheries sector

Over the past year, scandals around what has been labelled slave labour in the industrial fisheries sector in Thailand have revealed not only the connections between northern buyers and southern labour practices, but also the relative lack of research on fisheries labour in Asia and the global South. The slavery and trafficking framings pervading these depictions have been very useful for drawing attention to and acting on criminal activities in labour recruitment and abuse, but have limits as a basis for addressing the underlying causes of forced labour in fisheries. Insights from research on regional labour migration as well as the work of civil society organisations in Thailand suggest that broader improvements in labour relations will require changes in migration management, with a focus on addressing vulnerabilities that restrict the abilities of migrant workers to obtain better working conditions. This analysis provides the basis for assessing the potential and limits of recent programmes to improve labour relations on the oceans, including anti-trafficking policies, IUU enforcement, buyer efforts to ensure that supply chains do not involve forced or illegal labour relations, and Thai government actions.

Fostering innovation in public organizations in Thailand

Purpose – The purpose of this paper is to bring together the mutual perspectives of the “employee” and “client” dimensions of the factors that contribute to innovation in public organizations. Design/methodology/approach – The potential factors in nurturing innovation in public organizations are identified through the literature review. Structural equation modeling (SEM) was used to develop the models. Data collection and quantitative analysis were used to explore and understand each determinant. The models were evaluated at the managerial level by both “employee” and “client”. Findings – Findings reveal that management commitment is the essential factor that drives strategic orientation to boost innovation. This can be explained using three finalized models. Research limitations/implications – This paper explores only the domestic factors of the classifications. The results may not be generalizable to other countries in the region. Practical implications – Thoroughly understanding the factors influencing successful innovation in public organizations contributes to greater satisfaction of the needs and requirements of citizens. Originality/value – This paper offers novel models of the organizational culture of public organizations seeking innovative policy solutions.

P01.06 Roles of ngos/csos in hiv/aids prevention, treatment, care and support for mobile population in greater mekong sub-regions

Introduction Thailand is a major destination for labour markets in Greater Mekong regions. Health services and medical treatment particularly HIV/AIDS treatment are important areas where migrant workers and their dependents have fallen through the cracks for both official and unofficial migrants working in Thailand. For official migrants there are Migrants health insurance package which cover the health services, Anti-Retroviral Treatment however for unofficial migrants is a huge obstacles and fear in accessing health care services. Civil Society Organisations in Thailand have attempted to fill some of these gaps particularly for unofficial migrants in HIV/AIDS prevention related to HIV and AIDS in mobile populations. Methods Around 50 CSOs/NGOs in Greater Mekong Sub-regions including countries like Myanmar, Cambodia, Laos, Vietnam, Thailand and China were contacted to participate in the project “Strengthening CSOs/NGOs in HIV/AIDS for Mobile Population in Greater Mekong Sub-regions” to help labour migrants access HIV/AIDS prevention, treatment, care and support. These NGOs were involved in capacity building of PLHIV peer networks, cross border meetings, cross learning visits to learn and share good practices in the region. Results Almost 40 CSOs/NGOSs were participated in the project with an aim to help unofficial migrants access HIV/AIDS prevention, treatment, care and support. There are informal referral assisted by NGOs/CSOs. However, migrants with very low income are unable to afford to pay for and hence do not take medicine regularly. NGOs/CSOs shared their experiences and recommendations on making freely available Anti-Retroviral Therapy available in the source, transit and destination. Conclusion HIV/AIDS prevention, treatment, care and support services should be available to migrants despite of their nationality and mobility. This requires policy level changes to scale up migrant’s friendly referrals and communication approach in terms of ARVs treatment. Disclosure of interest statement The project was supported by Asian Development Bank.

Informal relationship patterns among staff of local health and non-health organizations in Thailand.

BackgroundCo-operation among staff of local government agencies is essential for good local health services system, especially in small communities. This study aims to explore possible informal relationship patterns among staff of local health and non-health organizations in the context of health decentralization in Thailand.MethodsTambon Health Promoting Hospital (THPH) and Sub-district Administrative Organization (SAO) represented local health and non-health organizations, respectively. Based on the finding from qualitative interview of stakeholders, a questionnaire was developed to explore individual and organizational characteristics and informal relationships between staff of both organizations. Respondents were asked to draw ‘relationship lines’ between each staff position of health and non-health organizations. ‘Degree of relationship’ was assessed from the number that respondent assigned to each of the lines (1, friend; 2, second-degree relative; 3, first-degree relative; 4, spouse). The questionnaire was distributed to 748 staff of local health and non-health organizations in 378 Tambons. A panel of seven experts was asked to look at all responded questionnaires to familiarize with the content then discussed about possible categorization of the patterns.ResultsResponses were received from 73.0% (276/378) Tambons and 59.0% (441/748) staff. The informal relationships were classified into four levels: strong, moderate, weak and no informal relationship, mainly because of potential impact on local health services system. Strong informal relationship existed when the Chief Executive of SAO had any relationship degree with any THPH staff. When the Deputy Chief Executive of SAO or Chairman of the SAO Council had such relationship, the Tambon was classified as moderate level. Tambon with some other relationship patterns was categorized as weak. Approximately 58.5, 12.0, 7.4 and 22.2% of the surveyed Tambon have strong, moderate, weak, and no informal relationship, respectively.ConclusionThe finding suggested that informal relationships between the staff of local health and non-health agencies can potentially affect the operations and development of the local health services system.Electronic supplementary materialThe online version of this article (doi:10.1186/s12913-015-0781-8) contains supplementary material, which is available to authorized users.

THE RELATIONSHIP BETWEEN CHARACTERISTICS OF GENERATION Y, JOB ENGAGEMENT, JOB SATISFACTION AND JOB PERFORMANCE

ABSTRACT The research purposes is to examine the relationships between characteristics of Gen Y (goal achievement oriented, group work and collaboration, values work and family balance, values intelligence and innovation, digital natives, and strong sense of morality) and job performance via job engagement and job satisfaction. The model is verified using data collected from mail survey questionnaires of 311 Gen Y in both public and private organization in Thailand. The effects of OLS regression analysis reveal that characteristics of Gen Y have a partial significant influence on job performance through job engagement and job satisfaction. However, unexpectedly, the findings reveal that goal achievement oriented does not influence any relationships. Potential discussion with the research results is effectively implemented in the research. Contributions, conclusion and directions of the future research are highlighted. Keywords Characteristics of Gen Y, Goal Achievement Oriented, Group Work and Collaboration, Values Work and Family Balance, Values Intelligence and Innovation, Digital Natives, Strong Sense of Morality, Job Engagement, Job Satisfaction

Modern Leadership in Singaporean and Thai Organizational Contexts

This study compares leadership traits among leaders from Singaporean and Thai organizations. It also investigates leadership styles in different cultural settings with a focus on organizational change. Data was collected by means of a series of structured in-depth interviews with leaders from a Singaporean multi-national corporation in the retail sector and leaders from a public organization in Thailand. Comparative analysis elicited the key categories of organizational culture, leadership styles and change strategies. The study demonstrates differences and similarities among Thai and Singaporean leaders with regard to leadership behaviours. Being direct, strong and knowledgeable are important for leaders who lead organization in the process of change in Thailand. Singaporean leaders, on the other hand, need to be flexible, decisive and approachable when changes are introduced to the organization. Thai staff may show unusually high deference (greng jai) towards those of senior status in the organization. Singaporean staff, however, may prefer to have an open discussion with their senior in the process of change. The results also imply, in order that organizational transition in Singaporean and Thai contexts occur as smoothly as possible, all aspects of change must be shared with staff of all levels and open for discussion.

A Proposal on the Decentralization of the Tasks in the Liquid Petroleum Gas Price Compensation Policy for Low-Income Households by Local Government Organizations in Thailand

Due to the retail price of Liquefied Petroleum Gas (LPG) having been raised by the Thai government by 0.50 baht per kilogram each month for 12 consecutive months from September 2013, by October 2014 the price is going to reach 24.82 baht (0.83 dollars) per kilogram. It affects the consumers’ cost of living extensively and it has caused a massive protest. Accordingly, a price compensation policy has been employed in order to maintain the retail price of LPG for low-income citizens at 18.13 baht per kilo for 1 year. SuanDusit Rajabhat University’s SuanDusit Poll was assigned to conduct a census of households’, small restaurants’, and food shops’ LPG usage; however, there was dissatisfaction with the census result. Similarly, certain local government organizations (LGOs) in Thailand were also assigned to collect additional data to promote the policy in local areas, and to assist people to buy LPG via a mobile system. However, the LGOs have not been able to assist people effectively as required, since the process outlined above has not been operated by the LGOs from the outset. In this paper, the author argues that to assign the university to collect data was impractical; further, the failure to give the assignment to the LGOs portrays ignorance of the LGOs’ responsibility in terms of local government organization and it also significantly overlooks an important principle of decentralization theory. In summary, it is suggested that for future local policies or projects, the government should decentralize those tasks to the LGOs directly since the LGOs operate for the benefit of local people; as a result, the people would have their needs met and the tasks would be run smoothly, effectively, and worthily.

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

When Does Public Service Motivation Relate to Organizational Commitment? A Three-Way Interaction

Public management scholars have proposed that public service motivation plays an important role in shaping employees’ commitment to their organizations, but few studies have examined the conditions under which this relationship may be strengthened or weakened. Drawing on self-determination theory and the person-organization fit perspective, we propose that public service motivation will be most positively related to organizational commitment when accompanied by high levels of intrinsic motivation and ethical leadership. A field study of 196 employees nested within 44 work units in a large public organization in Thailand provided support for this contingency perspective. A significant three-way interaction revealed that the employees had the highest level of organizational commitment when their public service motivation, intrinsic motivation and ethical leadership were all high. Counterintuitively, the employees tended to have the lowest level of organizational commitment when their public service motivati...

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

ICT Curricular and the Requirements of Organizations in Thailand

AbstractThe study compared ICT professional requirements in organizations in Thailand with ICT bachelor degree curricular offered in universities in Thailand using a theoretical framework with three related components: domains of expertise; the scope of the professional's knowledge, skills, and experience; and specific skills associated with the domains of expertise. Data was collected by questionnaire from 166 medium to large sized organizations and 42 universities which offered in total 78 ICT related bachelor degree programs. The findings showed that, although there was a reasonable degree of alignment between the importance of skills in the organizations and the ICT curricular, the ICT programs were not addressing adequately the needs of organizations for a range of skills related to understanding organizations and their functions, ICT management activities, and especially the management of ICT physical and financial resources. On the other hand, ICT programs placed more emphasis than the organizations on skills concerned with systems development methodologies for the complete development of applications/systems, CASE tools, programming and coding, database design, technical expertise with object relational and object oriented databases, and multimedia applications. Previous studies of this kind conducted in Thailand were not found and the findings are expected to be of value and interest to those responsible for national ICT policy and especially ICT education and training.

Performance measurement of workplace change: in two different cultural contexts

Performance measurement of workplace change: in two different cultural contexts

Demographic and Behavioral Correlates of HIV Risk among Men and Transgender Women Recruited from Gay Entertainment Venues and Community-based Organizations in Thailand: Implications for HIV Prevention

High HIV prevalence among men who have sex with men (MSM) and transgender women in Thailand suggest a vital need for targeted interventions. We conducted a cross-sectional survey to examine and compare sexual risk behaviors, and demographic and behavioral correlates of risk, among MSM and transgender women recruited from gay entertainment venue staff and community-based organization (CBO) participants. We used venue-based sampling across nine sites in Bangkok and Chiang Mai. Among 260 participants (57.3% gay-identified, 26.9% heterosexual/bisexual-identified, 15.8% transgender; mean age = 26.7 years), nearly one-fifth (18.5%) reported unprotected anal sex (UAS), half (50.4%) sex in exchange for money, and one-fifth (20.0%) STI diagnosis (past year). Nearly one-fourth (23.1%) reported oral erectile dysfunction medication use and nearly one-fifth (19.2%) illicit drug use (past 3 months). Overall, 43.1% indicated that healthcare providers exhibited hostility towards them. Gay entertainment venue staff were significantly more likely to self-identify as heterosexual/bisexual (versus gay or transgender female), and to have less than high school degree education, higher monthly income, to have engaged in sex in exchange for money, sex with women and unprotected vaginal sex, but were significantly less likely to have engaged in UAS than CBO participants. Targeted interventions for younger MSM and transgender women, for non gay-identified men, and strategies to address structural determinants of risk, including low education and discrimination from healthcare providers, may support HIV prevention among MSM and transgender women, and serve broader national HIV prevention efforts in Thailand.

The Structure of the Information Technology Profession: A Comparison Among Organizational Sectors in Thailand

AbstractPredictions about changes over the period 2005 to 2010 in the nature and structure of the IT profession in organizations operating in developed nations were tested for organizations operating in eight different organizational sectors in Thailand. Data collected in 2006 and 2011 from organizations in Thailand was used to test the predictions and to identify similarities and differences among the sectors with respect to the importance of specific knowledge and skills associated with each part of the predicted structure. The findings provide theoretical and practical insights into the development of the nature and structure of the IT profession in Thailand over the past five years and the relative importance of IT professional skills in each organizational sector.

The Development of Tacit Knowledge Sharing Behaviour among Employees in Organizations

Due to the economic growth in Thailand, many organizations have recognized the importance of maintaining their employees’ knowledge and tried to create the knowledge sharing environment. In general, knowledge sharing is initiated from an individual level and extended to organizational level. Since knowledge sharing among employees is a procedure which passes on abilities and capabilities from one person to another. This study attempts to investigate the factors and relationships that influence tacit knowledge sharing behavior in an organizational context. Based on the widely accepted theory of reasoned action (TRA), we tried to develop a comprehensive model covering factors influencing intention to share both explicit and tacit knowledge. For the empirical validation, 270 responses from employees in private-sector organization in Thailand were collected via an online questionnaire. This research evaluated the influence of a series of potential factors on knowledge sharing behavior. Attitude toward knowledge sharing and subjective norms had a positive significant impact on intention to share explicit knowledge and also on intention to share tacit knowledge. In addition, intention to share explicit knowledge had direct significant relationship with intention to share tacit knowledge. Finally, intention to share tacit knowledge reflected a positive effect on knowledge sharing behavior.