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3 1 JUt 2001

SATISFACTION IN JOB PERFORMANCE

OF THE COMMISSIOiYER POLICE

IN POLICE CADET ACADEMY

,OLICE CAPTAIN NARONGDEJ MOOLASARTSATHORN

A TMSIS SUBMITTED IN PARTIAL TULFILMENT

OF TIIE REQTIIREMENTS F'OR

THE DEGREE OF'MASTER OF ARTS

(cRrMrNoLOGy AtlD CRIMTNAL JUSTTCE)

F'ACT]LTY OF GRADUATE STT]DIES

MAHIDOL UNTVERSITY

2001

ISBN-974-04-026s-8

COPYRIGHT OF MAIIIDOL UNTYERSITY

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Copyright by Mahidol University

ThesisEntitled


OF THE COMMISSIONER POLICE


l:l: 9rr1 Iqsl{ti &:Lryd nli,w" "o'Pol. Capt. Narongdej MoolasartsathornCandidate

,4"^"- W^L^^J oJ,Asst.Prof. Asawin Watanavibool, M.AMajor-Advisor

cr(qrrhl ',lap/"/,"'Asst.prof. Sombat sJi6"riJ,' rta.e.Co-advisor

J,/ ,A^; W^1;^^-;0 oo-l .

Prof. Liangchai Limlomwongse,Ph.D.DeanFaculty of Graduate Studies

Asst.Prof Asawin Watanavibool, M.AChairmara Master of Arts Program inCriminology and Criminal fusticeFaculty of Social Sciences and Humanities


ThesisEntitled


OF THE COMMISSIONER POLICE


was submitted to Faculty of Graduate Studies, Matridol University

for the degree ofMaster ofArts (Criminology and Criminal Justice)

onJune 1,2001

l:l S:.h:a}j Nl,.r\,^"rvl o,lhvow.

Pol. Capt. Narongdej MulasartsathornCandidate

A-oo*,; UJJf;^^^d0 r*0.Asst.Prof. Asawin Watanavibool, M.A.Chairman

N*4& J*n,/-eiAsst.Prof. Sombat S6fi;hrt; il:;Member

Prof. Liangchai Limlomwongse,Pb"D.DeanFaculty of Graduate StudiesMahidol University

Assoc. Prof. Pol. Col. Lamduan Srimanee Ph.D.Member

€v"rrr-

Ph.D.DeanFaculty of Social Sciences and HumanitiesMatridol University


ACKNOWLEDGMENT

The author wished to express his sincere gratitude and deep appreciation to

Assistant Professor Asawin Watanavibool for his guidance, invaluable advicg supervision

and encouragement throughout. He was equally grateful to Assistant Professor Sombat

Suppatchai for his constructive comments and encouragement as co-advisor.

The author wished to thank Associate Professor Police Colonel Dr. Lamduan

Srimanee for his helpful guidance and support as one of the thesis defense examination

committee.

The author wished to thank the staff of the Criminology and Criminat fustice

Master of Arts Program for letting him to study in the program until success.

Finally, the author wished to express his deep appreciation to his parents who

brought him up and offered financial support until his success.

Police Captain Narongdej Moolasartsathorn


Fac. of Grad Studies, Mahidol Univ. Thesis/[V

4137488 sHCJ&t : MAJOR : cRIMINoLocy AND CRMINAL JUSTISTICE;M.A. (CRIMINOLOGY AND CRIMINAL ruSTISTICE)

KEY WORDS : JOB SATISFACTION / POLICE CADET ACADEMY

NARONGDEJ MOOLASARTSATHORN: SATISFACTION IN JoBPERFORMANCE OF THE COMMISSIONER POLICE IN TIIE POLICE CADETACADEMY. TITESIS ADVISORS: ASAWIN wATAI{AvIBooL, M.A., soMBATSUPPATCHAI, M.A. 63 p. ISBN 974-04-02G5-8

The objectives of this study are to obtain the level of satisfaction in jobperformance and to obtain the factors affecting the satisfaction in job performance.The subjects of the study were 347 commissioned police officers in the Royal ThaiPolice Cadet Academy who had practiced in the Academy for at least one year. Thedata were collected through questionnaires and analyzed using the SPSS PC+ programto determine mean values. The results of the study are summarized as followsl

l. The environmental factor satisfaction of the subjects from the highest to thelowest were: security in worlq relationship to the personnel in the office,administation, policy and managemen! working environmen! working stahrs, andsalary and remuneration.

2. The job satisfaction of the subjects from the highest to the lowest were:achievement of task, responsibility, recognition, characteristics of worlg self-development and advancement.

3. The subjects who had differences in age, official age, position" education,marital status, familial total income, residence, relationship to the personnel in theoffice, working status, policy and managemen! working environmen! secrnity inwork, and administration system had differences in the level of satisfaction injobperformance

The author recommends that there should be sufficient weltare for the policeofficers in the Police Cadet Academy including an efficient welfare cooperative shopfor the police officers because the commissioner police officers in the Police CadetAcademy have no special income except for their salary. The salary and income maynot reach a sufficient amount for their expenses and costs of living. There shodd bLpromotion for the officers who graduated with Bachelor degrees to attain Masterdegrees. The Academy should provide all or part of the educational experure especiallyfor the officers in the Academic and Management Divisions in ordei to increase themorale in job performance of the personnel for advancement in the Police CadetAcademy. There should be further study conceming the job satisfaction onadvancement of the lower ranked personnel, especially among the personnel who areworking in positions below their graduation levels. There should also be firther studyconcerning the mentioned subjects when there are changes in policy or promotions tohigher ranls in order to determine the satisfaction and the n-a*""tui needs of thepersonnel. There should be comparative study conceming the job performance in theinstitutions under the responsibility of the Royal Thai Police to obtain the needs of thepersonnel ; the results of the study can be used for the improvement of humanr€source management for the firrther maximum benefit of the instifutions responsiblefor education.


Fac. of Grad Studies, Mahidol Univ. ThesisA/

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CONTENTS

ACKNOWLEDGMENT

ABSTRACT

LIST OF TABLES

CIIAPTER I INTRODUCTION

1.1. Nature and significance of the problem

1.2. Objectives of the studY

1.3. Scope of the studY

1.4. Definition of terms

1.5. Variables of the study

1.6. Variables and level of measurements

1.7. Conceptual frarnework

1.8. Hypotheses of the study

1.9. Benefits ofthe study

CHAPTER II LITERATT]RE REVIEW

2.1. Concepts and theories of satisfaction

2.2. Related researches

CHAPTERM METHODOLOGY

3.1. Population and samples

3.2 Instrument of the shrdy

3.3. Analysis of data

3.4. Scoring of the data

3.4. Statistics used

Page

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IV

VM

I

I

2

2

2

3

4

5

5

6

7

7

t2

t4

t4

t4

l5

16

l6


vII

CONTENTS (conL)

CEAPTER IV RESTTLTS

4.1. Personal factors ofthe subjects

4.2. Envnonmental factors ofthe subjects

4.3. Job satisfaction ofthe subjects

4.4. Hypothesis testing

CHAPTER V DISCUSSION

CHAPTER VI CONCLUSIONS AND RECOMMENDATIONS

6.1. Objectives ofthe study

6.2. Population and samples

6.3. Summary ofthe study

6.4. Recommendation from the study

6.5. Recommendation for further study

REFERENCES

APEEI\DD(

BIOGRAPPHY

Page

49

49

52

52

53

56

63

t7

t7

2l

28

36

46

49

49


LIST OF TABLES

Table I Number and percentage of the subjects as classified by personal

factors

Table 2 Percentage of the subjects as classified by the environmental factors

Table 3 Percentage of the subjects as classified by the job satisfaction

Table 4 Analysis ofvariance and multiple classification analysis ofthe

job satisfaction as classified by the personal factors ofthe subjects

Table 5 Analysis of variance and multiple classification analysis ofthe

job satisfaction as classified by the environmental of the subjects

page

l9

25

33

38

43


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

CIIAPTER IINTRODUCTION

1.1. Nature and significance of the problem

The Royal Thai Police Cadet Academy has a significant duty in producing the

efficient Commissioner Police Officers for the Royal Thai Police. The aim of the

settlement ofthe Royal Thai Police Cadet Academy is produce efficient commissioner

police offtcers of the people. The personnel produced have to have stability in

working ability in lifg standardized profession and grve peace to the pople. They

must also be able to adjust themselves to the changing environment effectively to gain

the ma:rimum goal oftheRoyal Thai Police Cadet Academy.

The personnel in the Academy must together develop the education for modern

society and economics. They also have duty in prodqcing efticient police offrcers for

the society. Besides the duty of production of the policg the personnel also have to

serve the community through distribution of knowledgq basic researches, promotion

of arts and religion including serving the community.

The Royal Thai Police Cadet Academy is an authority as a rank of Bureau in the

Royal Thai Police. The administration in the Academy must have academic liberty

under the policy and administration in the public service system. The policies in

administration are directly assigned by the Royal Thai under the government's

politics. The regulations and rules may lack flexibility in administration. The

administration is managed under the regulations and disciplines that are different from

normal academics. The management is then done under the bureaucratic pollty. The

personnel are on one hand the academic or scholastic persons and are police officers

who must follow the bureaucratic pollty on the other hand. Then the job satisfaction

is a significant instant that affects the effrciency of working of the personnel in the

Academy under pressure between two contrast roles. The study aims to find the levelCopyright by Mahidol University

Pol. Capt. Narongdej Moolasartsathorn Introduction/ 2

ofjob satisfaction that affects the job performance and effrciency of the personnel in

the Academy.

1.2. Objectives of the study

1.2.1. To obtain the level ofjob satisfaction of the commissioner police offrcers

in the Royal Thai Police Cadet Academy

1.2.2. To obtain the factors affecting the job satisfaction of the commissioner

police officers in the Royal Thai Police Cadet Academy

1.2.3.To obtain the problems and obstacles affecting the job satisfaction of the

commissioner police officers in the Royal Thai Police Cadet Academy

1.3. Scope of the study

The subjects of the study are the commissioner police officers of the Royal Thai

Police Academy who have at least I year of working duration in the Academy. The

subjects are the commissioner police officers in the Administratioq Man4gement,

Academic and Academy Service Divisions.

1.4. Definitions of terms

Job Satisfaction means the affect that is resulted from the response from the

Academy from perfonnance in duty and positive feeling of the commissioner police

officers towards the task.

Commissioner Police Officers mean the police officers in the Royal Thai Police

Cadet Academy who are ranked from Police Sub-Lieutenant to Police Colonel.

Task Achievement means the performance that is achieved without problems and

obstacles and is accepted by the colleagues and higher rank personnel.Copyright by Mahidol University

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

Recognition means the acceptance and prestige from the higher rank personnel,

colleague and other persons.

Work Characteristic means the affect towards the kind of task that is fitted and

suitable for the knowledge and ability ofthe persons who work.

Responsibility means the affect towards the new assigned task that allow one

person to work with his full authority.

Advancement means the opportunity in rank mobility and further study.

Self-Development means the oppofirnity in professional training to gain new

knowledge and techniques job task performance.

1.5. Variables in the study

1.5.1. Independent variables consist of 2 groups as follows:

1.5.1.1. Personal factors consist of gender, agg official agg education level,

marital status, division of worlg familial total income, fiaining experience, higher

education and residence.

1.5.1.2. Environmental factors consist of salary and remuneratioq relationship

with the personnel in the unit, working status, policy and management, working

environment security in work and administration.

1.5.2. Dependent variables are the job satisfactions consist of task achievement,

recognitiorl characteristic ofworlg responsibility, advancement and self-development.


Pol. Capt. Narongdej Moolasartsathorn

1.6. Variables and level of measurement

Variables

Gender

Age

Official Age

Position

Division ofwork

Education level

Training experience

Marital status

Familial total income

Residence

Salary and remuneration

Relationship with the colleagues

Working status

Policy and management

Working environment

Security in working

Administration

Task achievement

Recognition

Characteristic oftask

Responsibility

Advancement

Self-development

Level of Measurement

Nominal

Interval

Interval

Nominal

Nominal

Nominal

Nominal

Nominal

Interval

Nominal

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Interval

Introductior/ 4


Fac. of Grad. Studies, Mahidol Univ.

1.7. Conceptual framework

M.A(Criminology and Criminal Justice/ 5

Environ mental X'actors

Sdary and remuneration

Relationship with the colleagues

Working status


Working environment

Security in working

Administration

1.8. Hypothesis of the study

1.8.1. The police officers with different personal factors have different job

satisfaction.

1.8.2. The police officers with different environmental factors have different job

satisfaction.

Personal Factors

Gender

Age

Official Age

Position

Division of work

Education level

Training experience

Marital status


Residence

Job Satisfaction

Task achievement

Recognition

Characteristic oftask

Responsibility

Advancement

Self-development



1.9. Benefits of the study

lntroduction/ 6

1.9.1. Know the level of job satisfaction of the commissioner police officers in

the Royal Thai Police Cadet Academy.

1.9.2. Know the factors affecting the job satisfaction of the commissioner police

officers in the Royal Thai Police Cadet Academy.

1.9.3. The results can be used in administration of the Royal Thai Police Cadet

Academy.

1.9.4. The results can be used in the further studies.



CHAPTER IILITERATT]RE REVIEW

2.1. Concept and theories of Satisfaction

2.1.1. Ihe meaning of satisfaction

Satisfaction is the affect that can be perceived mentally and may be expressed as

behavior to the persom surrounding through knowledgg ability, skill or experience

including creativity for the performance. Satisfaction is a positive affect with

willingness to perform to gain the fulfillment. There are various concepts ofsatisfaction.

Powell (1983: 17-18) states that satisfaction is the ability of a person to live with

happiness and joytrlness. A perbon may not be responded with complete,ness of needs

in everything he needs, but the satisfaction means the happiness of well adjustment to

the environment and the equity between needs and responses.

Morse (1955: 27) states that satisfaction is anything that can reduce the human

tension and such tension is the result of the human needs. When a man has a need he

expresses the demand behavioq and when a need is responded the tension is reduced

or vanished. The satisfaction then occurs.

Vroom (1964:99) states that satisfaction is the result of the work ttult a person

participate in a work. The satisfaction and auitude are alternating in meaning. The

negative attitude expresses the dissatisfaction towards the task.


Pol. Capt. Narongdej Moolasartsathorn Literature Revied 8

Applewhite (1965: 8) states that satisfaction means happiness or joytrrlness from

the working situation, from the working colleagues, positive attitude towards the work

and satisfaction in the organization income.

Johnson et. al. (1986: 76) state that satisfaction is the mental perception of a

person that reflects the happiness without suffering.

Davis (1967:81) states that satisfaction depends on individual when the physical

and mental needs were responded. The human satisfaction behavior is the tendency of

the evacuation oftension, stress or inequity of a person.

Suwat Panmook (8.E. 2518: 6) states that job satisfaction is the emotional state of

a person in participation of a workwith his full ability.

Pranee Arayasars (B.E. 2519: 2l) states that job satisfaction means the positive

affect towards the job. If a person has job satisfaction he will then donate all his

ability for the job. The one with low job satisfaction will perform the job as assigned

to the duty. The job satisfaction depends on the incentives of the job.

Suwanna Suwannapol (8.E. 2520'. 14) states that job satisfaction means the

positive feeling or opinion of a person towards the factors such as the unig the

working statuq the management, salary and welfarg advancement in worh security

and professional recognition.

Sathian Lerngaram (8.8.2522: 79) states that job satisfaction is the result of the

human motivation to the work. It is expressed as satisfaction that a person works hard

and gets high remuneration and good working environment. He also states that job

satisfaction occurs when a person feels that he achieves in the work with recognition

and advancement.



Manoj Sukharerk (B.E. 2533: 80-99) states that job satisfaction is the result of 3

factors: the personal factors, the task factors and the factors that can be controlled by

the administrators.

l. The personal factors are gender, agg number of family members, duration ofworh intelligence, education and personality.

2. The task factors are characteristic of worlg skill in taslg professional status,

geographical status and size ofthe business.

3. The factors that can be controlled by the adminisfiators are incomg sectrrity,

welfarg advancemen! working statug colleagues and management.

Aree Petchpood @.E. 2530:49-50) states that the job satisfaction relates to the

opinion of groups towards the employers. It is the positive affect rezulted from

working experiencg the task itself and the responses to the physical and mental needs.

The difference between the offering of the employers and the expectation of the

employees rezults in job satisfaction and dissatisfaction.

Ratana Burapakul @.E. 2531: ll) states that job satisfaction occurs when aperson is responded in his needs and results in that such person is interested in work

and willingly to work hard.

In conclusiorq job satisfaction is positive or good atrect towards the situation that

a person is responded in physical, mental, emotional, social and belief aspects. The

job satisfaction differs on age, incomg number of family members and education.

once the factors are responding to his needs, the job satisfaction occurs.



2.1.2. Factors affecting the job satisfaction

Literature RevieWlO

Ghiseli and Brown (1955: 430-433) state that the factors affecting the job

satisfaction are in 5 levels:

l. Recognition of the profession; if the profession has high status in the society,

the persons in such profession will have high job satisfaction.

2. Working status; the status of working must be suitable and convenient for

working.

3. Age; age has relationship with job satisfaction.

4. Income; the income means both the regular wage and irregular remuneration.

5. Quality o the administration; the relationship among the colleagues and care of

the living status of the workers are resulting in the job satisfaction of the employees.

Glmer et. al. (1966: 28U283) summarize the factors affecting the job satisfaction

that:

l. Security in work

2. Advancement

3. Working place and administration

4. Wages

5. Characteristics of work

6. Job orientation Copyright by Mahidol University

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

7. Social status ofthe job

8. Communication

9. Working status

10. Remuneration

11. lncentives of the work such as money, non-material opportunity, physical

condition, ideological interes! social atfiactioq working adjustmen! opportmity ofparticipation and working atmosphere.

Zalezru.k et. al. (1958: 40) state that the needs that the administrators have to

provide to the employees are;

l. External needs:

1.1. Payment ofthe work

1.2. Security and safety ofthe work

1.3. Position and rank in working

1.4. The workthat is suitable forthe one's aptitude, skill and knowledge

2. Internal needs:

2.1. Need in working with others

2.2. Need in recognition from the others



2.3. Need for self dignity

2.4. Need for achievement

2.2. Related researches

Literature Reviedl2

Krit Promchainun (8.8.2532: Abstract) studied the social and economic factors

affecting the job satisfaction of the commissioner police offrcers in Cholburi

Provincial Police and found that the subjects had moderate level of job satisfaction.

The factors of institutions of graduatioq ranlq positioq salary and welfarg extra

income, residence of theirs, marital stafus, size of family, occupation of spouses and

income of spouses affect the level ofjob satisfaction while age and education had no

role on job satisfaction.

Prasai Sankhasup (B.8.2520: Abstract) studied the performance satisfaction ofthe sub-inspector police in the Metropolitan Police Stations and found that the zubjects

had moderate level ofjob satisfaction and salary and remuneration had slight effect on

job satisfaction.

Manop Saokaen (8.E. 2535: Abstract) studied the effect of social and economic

characteristics on job satisfaction of the inspection police and found that the

differences of age, gender, ranlg positiorq duration in servicg education and income

had effect on job satisfaction.

Roongroj saengkhram (8.E. 2532: AbstracQ studied the job satisfaction of the

detective sub-inspectors in the Metropolitan Police Bureau and found that age and

duration of work had the effect on the job satisfaction. The subjects had moderate

level ofjob satisfaction.

Rapeepat Palawong (8.8. 2532: Abstract) studied the relationship between job

satisfaction and the social and economic backgrounds of the detective police officers


Fac. of Grad. Studies, Mahidol Univ. M.A.(Criminolory and Criminal Justice/I3

in the Metropolitan Police Bureau and found that official age, marital status and

welfare had no relationship with the job satisfaction.

Sakul Saengkaew (8.E. 2536: AbstracQ studied the job satisfaction of the non-

commissioner police officers in the Metropolitan Police Stations and found that the

subjects had moderate level of total job satisfaction. The subjects had the highest job

satisfaction on the advancement of work and had the lowest job satisfaction on the

working environment.


Pol. Capt. Narongdej Moolasartsathorn Methodologyl14;

CHAPTER IIIMETHODOLOGY

3.1 Population and Samples

The population of this study is the commissioner police officers of the Royal

Thai Police Cadet Academy. The subjects are specified only the ones who has

worked in the Academy for at least I year. There are 350 zubjects in the study. The

data are collected from the population without sampling method. The complete

questionnaires in the analysis arc347 -

3.2Instrument of the Study

The instrument used for collection of the data in this study is questionnairg by

these steps

3.2.1 Questionnaire development process by review of literature for the

variables, measurement and construct questionnaire.

3.2.2 Questionnaire consists of4 sections as follows:

3.2.2.1. The first section is composed of personal factors information as

gender, age, offrcial 4gg education level, marital status, dMsion of worlg familial

total incomg training experiencg higher education and residence.

3.2.2.2. The second section is the part of environmental factors which

compose of salary and remuneratiorl relationship with the personnel in the unit,

working statug policy and management, working environment, security in work and

administration.Copyright by Mahidol University

Fac. of Graduate Studies, Mahidol Univ. M.A.(Criminology and Criminal Justice/I5

3.2.2.3. The third section is the part of the job satisfaction which

composes of task achievement, recognitioq characteristics of worlg responsibility,

advancement and self development.

3.2.2.4. The fourth section is the open-ended recornmendations on job

satisfaction.

3.2.3 Take the questionnaire for a tryout after the improvement and correction

done according to the expert's recommendation.

3.2.4 Analyze the returned fiyout questionnaire for the reliabihf by use with 50

similar police officers in the Metropolitan Police School Sub-division.

3.2.5 Bring the data to find out coefficient alpha. The accepted alpha coefficient

is.80.

3.2.6 Reuniting of the questionnaire from coefficient alpha analysis. Recheck

again and collect data.

3.3. Analysis of Data

1. Coding ofthe questionnaires and saved in computer.

2. Analyze the codes of questionnaire through the Statistical Package for the

Social Sciences (SPSS PC+)

3. Analyze basic data and atalyze statistics.



3.4. Scoring of the data

Highest - 5

High - 4Moderate - 3

Low -2Lowest - I

The criteria used for the means factors are:

1.000-1.800 :lowest

1.801 -2.600 =low

2.601- 3.400 : moderate

3.401 -4.200 :high

4.201- 5.000 : highest

3.5 Statistics Used

l. Percentage

2. Means

3. Standard Deviation

4. Analysis of Variance and Multiple Classification Analysis.

Methodologyl16


Fac. of Grad. Studies, Mahidol Univ. M.A(Criminology and Criminal Justice/ l7

CHAPTER IV

RESTJLTS

The rezults ofthe study are presented in 4 sections as follows:

4. l. Personal factors ofthe subjects

4.2. Enironmental factors ofthe subjects

4.3. Job satisfaction ofthe subjects

4.4. Hypothasis testing

4.1. Personal factors of the subjects (Table 1)

4.1.1. There are 8l.6Yoo the subjects who are males and 18.4%oare females.

4.1.2. There are9.5Yo of the subjects that have I - 5 years of official age,l1.5%o

have 6 - l0 years, l9.9Yo have I I - 15 years, l.4Yohave 16 -2O years and 57.6Yohave

over 20 years of official age.

4.1.3. There are0.3Yoofthe subjectsthat are 2l -25 years old, 8.lYozr:e26-30

years old, l3.3yo are 3l - 35 years old 17.0% are36 - 40 years old, 4.OYo are 4l - 45

years old, 15.0% are 46 - 50 years old, 23.6Yo are 51 - 55 years old and l8.7Yo are

over 55 years old.

4.1.4. There are 58.6Yo of the subjects who finished Bachelor degreg 40.6yo

finished Master degreg 0.3% finished Doctoral degree and0.6%o finished other level.


Pol. Capt. Narongdej Moolasartsathorn ResultV l8

4.1.5. There are 38.9Yo of the subjects that are Sub-inspectors, 18.2%o are

Inspectors, l0.3yo are Deputy Superintendents, 4.6Yo arc Superintendents and 28.0Yo

are lnstructors.

4.1.6. There are l.ZYo of the subjects that work in the Commissioner's offrcg

22.5yo work in the Management Divisioq l2.lyo work in the Academic Service

Divisiorq 37.2yo work in the Administration Division and 27.lYo work in the

Academic Division.

4.1.7. There are94.5Yoof the subjectsthat have been trained and 5.5%haie

never been trained.

4.1.8. There are l6.4Yo ofthe zubjects that have not over 10,000 baht of familial

total income, 16.lYo have 10,001 - 15,000 baht" 23.9yo have 15,001 - 20,000 baht,

Z.5Yohave 20,001 - 25, 000 baht" 26.8yo have 25,001 - 30,000 baht and l4.lYohave

over 30,000 baht.

4.1.9. There are3l.4Yo of the zubjects that live in personal houseg 0.5% live in

houses to let, 67.3Yo live in government houses and 0.8% Iive with otler persons.

4.1.10. There are27.OYo ofthe subjects that are singlg 6l.3Yo are married,5.4yo

are widowed or divorced and 6.3Yo arc separated.



Table I Number and percents of the subjects as classified by the personal fiactors

Personal Factors

1.1. Gender

Males

Females

1.2. Official Age (years)

l-56-10n-15t6 -202l and above

1.3. Age (yean old)

2t -2526 -303l-3536-40

4t-4546-50

51-55

56 and above

1.4. Education

Bachelor degree

Master degree

Doctoral degree

Others

Number

(347)

283

64

33

40

69

5

200

t

28

46

59

t4

52

82

65

203

t4tI

2

Percents

(1oo.o)

81.6

18.4

9.5

1l.s

19.9

1.4

57.6

0.3

8.1

13.3

17.0

4.0

15.0

23.6

18.7

58.5

40.6

0.3

0.6



1.5. Position

Sub-inspector

Inspector

Deputy Superintendent

Superintendent

Instructor

1.6. Division

Commissioner's office

Management

Academic service

Administration

Academic

Training experience

1.8. Familial Total Income (baht)

10,000 and below

10,001 - 15,000

15,001 - 20,000

20,001 - 25,000

25,001- 30,000

30, 001 and above

1.9. Residence

Personal house

House to let

Governmental house

Live with relatives

328

t9

1.7.

Yes

No

135

63

36

t6

97

4

78

42

129

94

57

56

83

9

93

49

109

2

233

3

Results/ 20

38.9

18.2

10.3

4.6

28.0

1.2

22.5

t2.l

37.2

27.1

94.5

5.5

t6.4

16.t

23.9

2.5

26.8

t4.l

3t.4

0.5

67.3

0.8



1.10. Marital Status

Single

Married

WidowedlDivorced

Separated

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

94

2t3

18

22

27.0

61.3

5.4

6.3

4.2. Environmental factors of the subjects (Table 2)

4.2.1. Salary and Remuneration: The mean ofthe agreement on salary and

remuneration is moderate. Q.7a)

4.2.1.1. The zubjects have the highest agreement on that the salary is sufficient

for the cost of living for lO.4Yo, high for l3.5yo, moderate for 41.5Yo,low for 2l.0yo

and the lowest for 13.5Yo. The mean ofthe agreement is moderate. (2.86)

4.2.1.2. The subjects have the highest agreement on that the remuneration is

sufficient for the expense for O.6Yo, high for 2g.7Yo, moderate for 39.5%o, low for

18.2% and the lowest for l2.lYo. The mean of the agreement is moderate. (2.88)

4.2.1.3. The subjects have high agreement on that the welfare except for the

salary is suffrcient for the,expense for 24.5yo, moderate for 27.lYo,low for 21.3%o and

the lowest for 27.lYo. The mean of the agreement is low. Q.49)

4.2,2. Relationship with personnel in the unit. The mean of the 4greement on

relationship with personnel in the unit is moderate. (3.35)

4.2.2.1. The subjects have the highest agreement on that they have cooperation

from the colleagues for 4.3%o, high for 42.7yo, moderate for 4O.9Yo,low for 4.3Yo urd

the lowest for 7'.8Yo. The mean of the agreement is moderate. (3.31)


Pol. Capt. Narongdej Moolasartsathorn Results/ 22

4.2.2.2. The subjects have the highest Agreement on that the higher ranks give

them opportunity to consult easily for l4.4Yo, high for 44.7oh, moderate for 34.ff/o,

low for 2.9Yo andthe lowest for 4.0oh. The mean of the agreement is high. (3.62)

4.2.2.3. The subjects have the highest agreement on that in their unit of work

there is meeting among the higher ranks and the offrcials for 8.lYo, high for 22.2Yo,

moderate for 5l.6Yo, low for ll.ZYo and the lowest for 6.9Yo. The mean of the

agreement is moderate. (3.13)

4.2.3. Working Status: The mean of the agreement on working status is

moderate. (2.85)

4.2.3.1. The subjects have the highest agreement on that the work in their unit is

hard to be achieved without them for 4.6yo, high for l4.7yo, moderate for 45.0olo, low

for 30.8% and the lowest for 4.9Yo. The mean ofthe agreement is moderate. (2.83)

4.2.3.2. The subjects have the highest agreement on that their colleagues usually

give them useful comments and advice on their work for 0.60/o, high for 45.0Yo,

moderate for 4O.6Yo, low for 7.5%o and the lowest for 6.3Yo. The mean of the

agreement is moderate. Q.25)

4.2.3.3. The subjects have the highest agreement on that the characteristics of

work that they do destroy their health for l.4Yo, high for 13.syo, moderate for 32.9Yo,

low for 35.2yo and the lowest for 17.OYo. The mean ofthe agreement is low. (2.47)

4.2.4. Policy and Management: The mean of the agreement on policy and

management is moderate- Q.9l)

4.2.4.1. The subjects have the highest 4greement on that the policy and

management assignments are suitable for 0.6Yo, high for l9.6yo, moderate for 56.8Yo,

low for l5.9yo and the lowest for 7.2Yo. The mean of the agreement is moderate.

(2.e0) Copyright by Mahidol University


4.2.4.2. The subjects have the highest agreement on that there are clear

announcement and declaration of policy practice for 6.*/0, high for 22.5yo, moderate

for 47.3Yo,low for l2.l% and the lowest for ll.2Yo. The mean of the 4greement is

moderate. (3.01)

4.2.4.3. The subjects have the highest agreement on that they have participation in

policy and decision making in practice for 13.8%, high for l2.4Yo, moderate for

3'7.5o/o, low for 13.30 and the lowest for 23.lYo. The mean of the agreement is

moderate. (2.80)

4.2.5. Working Environment: The mean of the agreement on working

environment is moderate. (2.88)

4.2.5.1. The subjects have the highest agreement on that there are enough officc

facilities in their office for l.4Yo, high for 28.U/o, moderate for 32.3Yo,low for 30.A%

and the lowest for 8.4Yo. The mean ofthe agreement is moderate.Q.84)

4.2.5.2. The subjects have the highest agreement on that the working environment

helps them to work efficiently for 6.lYo, high for 33.7yo, moderate for 33.lYo,low for

9.8Yo andthe lowest for l6.7Yo. The mean ofthe agreement is moderate. (3.02)

4.2.5.3. The subjects have the highest agreement on that their office is better than

many other offices in the Royal Thai Police in comparison for l.4yo, high for 22.2Yo,

moderate for 45.OYo,low for l5.0yo and the lowest for l6.4Yo. The mean of the



Pol. Capt. Narongdej Moolasartsathorn ResultV 24

4.2.6. Security in work: The mean of the agreement on security in work is high.

(3.44)

4.2.6.1. The subjects have the highest agreement on that the working they are

practicing now has more security than other professions for L9.0Yo, high for 48.4yo,

moderate for 25.1olo, low for 0.9Yo and the lowest for 6.6Yo. The meart of the

agreement is high. Q.72)

4.2.6.2. The subjects have the highest agreement on that the positions they are at

present are able to last until retirement for 17.9/o, high for 44.lyo, moderate for

L7.6Yo,low for 14.7% and the lowest for 5.8%. The mean of the agreement is high.

(3.53)

4.2.6.3. The subjects have the highest agreement on that they will have progress

in work if they practice in the unit further for 6.6Yo, high for 25.6yo, moderate for

43.5yo, low for l5.6yo and the lowest for 8.6Yo. The mean of the agreement is

moderate. (3.06)

4.2.7. Administration: The mean of the 4greement on administration is

moderate. (3.08)

4.2.7.1. The subjects have the highest agreement on that the higher ranks support

the subordinates who work with ability and attention for 5.8yo, high for 36.3yo,

moderate for 22.5Yo, low for 33.lYo and the lowest for 2-3%o. The mean of the


4.2.7.2. The subjects have the highest agreement on that their units have equally

considered the personnel for training and study for 5.5Yo, high for 26.2yo, moderate

for 35.4Yo,low for 2l.6yo and the lowest for ll.2o/o. The mean of the agreement is

moderate. Q.93)


Fac. of Grad. Studies, Mahidol Univ. M.A.(Criminology and Criminal Justice)/ 25

Table 2 Percents of the subjects as classified by the environmental factors

Environmental Factors Highest Eigh Moderate Low lowest Mean

2.1. Salary and 2.74

remuneration

2.1.1. The salary is sufficient 10.4 13.5 41.5 21.0 13.5 2.86

for the cost of living.

2.1.2. The remuneration is 0.6 29.7 39.5 18.2 l2.l 2.88

suffrcient for the expense.

2.1.3. Thewelfareexceptthe 0.0 24.5 27.1 21.3 27.1 2.49

salary is suffrcient forthe

expense.

2.2. Relationship with the 3.35

personnel in the unit

2.2.1. You have cooperation 4.3 42.7 40.9 4.3 7.8 3.31

in job performance from the

colleagues.

2.2.2. The higher ranks give 14.4 44.7 34.0 2.9 4.0 3.62

you opportunity to conzult

easily.

2.2.3. In your unit ofwork 8.1 22.2 51.6 ll2_ 6.9 3.13

there is meeting among the

higher ran}s and the officials.

2.3. Working status 2.85

2.3.1. The work in the unit is 4.6 14.7 45.0 30.8 4.9 2.83

hard to be achieved without

you.



2.3.2. Your colleagues 0.6 45.O 40.6 7.5 6.3 3.25

usually give you useful

comments and advice on

your work.

2.3.3. The characteristics of 1.4 13.5 32.9 35.2 l7.O 2.47

work that you do destroy

your health.

2.4. Policy and 2.91

management

2.4.1. The policy and 0.6 19.6 56.8 15.9 7.2 2.90

management assignments are

suitable.

2.4.2. There are clear 6.9 22.5 47.3 l2.l ll.2 3.01

announcement and

declaration of policy practice.

2.4.3. You have participation 13.8 12.4 37.5 13.3 23.1 2.8A

in policy and decision

making in practice.

2.5. Working environment 2.88

2.5.1. There are enough 1.4 28.O 32.3 30.0 8.4 2.84

office facilities in your

office.

2.5.2. The working 6.1 33.7 33.7 9.8 16.7 3.02

environment helps you to

work effrciently.

2.5.3. Your office is better 1.4 22.2 45.0 15.0 16.4 2.77

than many other offices in

the Royal Thai Police in

comparison.


Fac. of Grad. Studies, Mahidol Univ. M.A.(Criminology and Criminal Justice)/ 27

2.6. Security in work 3.44

2.6.1. The working you are 19.0 48.4 25.1 0.9 6.6 3.72

practicing now has more

security than other

professions.

2.6.2. Thepositionthatyou 17.9 44.1 17.6 14.7 5.8 3.53

are atpresent is able to last

until retirement.

2.6.3. You will have 6.6 25.6 43.5 15.6 8.6 3.06

progress in work if you

practice in this unit further.

2.7. Administration 3.08

2.1.1. The higher ranks 5.8 36.3 22.5 33.1 2.3 3.10

support the subordinates who

workwith ability and

attention.

2.7.2. Your unit has equally 5.5 26.2 35.4 21.6 11.2 2.93

considered the personnel for

training and study.



4.3. Job satisfaction of the subjects (Tabte 3)

Results/ 28

4.3.1. Task achievement: The mean of the agreement on task achievement is

high. (3.62)

4.3.1.1. The subjects have the highest agreement on that their tasks have been

finished as assigned in the goals for 13.3Yo, high for 34-9yo, moderate for 50.702, low

for 0.6oh and the lowest for 0.6%o. The mean of the agreement is high. (3.59)

4.3.1.2. The subjects have the highest agreement on that they have opportunity to

use their ability in job performance for ll.f/o, high for 40.9Yo, moderare for 3l.4Yo,

and low for 11.8%. The mean ofthe agreement is high. (3.60)

4.3.1.3. The subjects have the highest agreement on that they have satisfaction in

their results ofjobs for ll.1Yo, high for 32.6yo, moderate for 48.1Yo,low for 4.0Yo and

the lowest for 3.7Yo. The mean of the agreement is high. Q.44)

4.3.1.4. The subjects have the highest agreement on that they can perform

efficiently when they are assigned special tasks for ll.sYo, high for 60.2Yo and

moderate for 28.2Yo. The mean of the agreement is high. (3.83)

4.3.2. Characteristic of work: The mean of the agreement on the characteristic

ofwork is moderate. (3.33)

4.3.2.1. The subjects have the highest agreement on that the discrimination ofduty is suitable and according to the performing task for 4.3%o, high for 35.4yo,

moderate for 47.U/oand low for l3.3Yo. The mean of the agreement is moderate.

(3.30)



4.3.2.2. The subjects have the highest agreement on that when they have trouble

in practice, the higher ranks usually give them advice and help in the work for 8.lo/o,

high for 38.OoA, moderate for 35.7Yo,low for 8.lYo and the lowest for l}.lYo. The

mean of the agreement is moderate. (3.25)

4.3.2.3. The subjects have the highest agreement on that the work they practice is

not risky to break the rules or regulations of the authority for 6.6Yo, high for 51.9yo,

moderate for 29.4Yo, low for 8.lYo and the lowest for 4.U/o. The mean of the

agreement is high. (3.49)

4.3.2.4. The subjects have the highest agreement on that the work they are

practicing is challenging and interesting for 8.4Yo, high for 24.8%0, moderate for

57.9yo, low for 5.8%o and the lowest for 3.2Yo. The mean of the agreement is

moderate. Q.29)

4.3.3. Recognition: The mean ofthe agreement on recognition is high. (3.49)

4.3.3.1. The subjects have the highest agreement on that they are recognized by

the higher .ranks and colleagues in job performance for 5.5yo, high for 35.7yo,

moderate for 42.9Yo, low for 9.2Yo and the lowest for 6.6Yo. The mean of the


4.3.3.2. The subjects have the highest agreement on that they have been praised

and trusted by the higher ranks for ll.2Yo, high for 25.6yo, moderate for 49.9Yo and

low for 133%. The mean of the agreement is moderate. (3.34)

4.3.3.3. The subjects have the highest agreement on that they are proud in their

honor and esteem for 25.6Yo, high for 53.3yo, moderate for l4.7Yo and low for 6.3Yo.

The mean ofthe agreement is high. (3.98)



4.3.3.4. The subjects have the highest agreement on that they are accepted by the

people for 4.6Yo, high for 43.zyo and moderatefor 45.5Yo. The mean of the agreement

is moderate. (3.39)

4.3.4. Responsibility: The mean of the agreement on responsibility is high.

(3.s7)

4.3.4.1. The subjects have the highest agreement on that their higher ranks give

them independence in working for 9.\Yo, high for 43.syo, moderate for 36.30/o,low for

6.9Yo andthe lowest for 3.5Yo. The mean ofthe agreement is high. (3.49)

4.3.4.2. The subjects have the highest agreement on that If any error occurs

without dishonest will, their higher ranks will solve the problem for 5.8Yo, high for

38.90/0, moderate for 36.60/o,low for l8.2yo and the lowest for O.6Yo. The mean of the


4.3.4.3. The zubjects have the highest agreement on that they are satisfied with

assigned tasks and perform them in full responsibility for 15.9o/a, high for 6l.70A,

moderate for l6.4Yo, loril for 5.8% and the lowest for O.3Yo. The mean of the

agreement is high. (3.87)

4.3.4.4. The subjects have the highest agreement on that The higher ranks support

the personnel who work with ability and attentionfor 7.2Yo, high for 5O.7Yo, moderate

for 28.2Yo,low for l.lYo and the lowest for lL.lYu The mean of the agreement is

moderate. (3.39)


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

4.3.5. Advancement: The mean of the agreement on advancement is moderate.

(2.e3)

4.3.5.1. The subjects have the highest agreement on that they have opportunity to

receive extra salary raise because the higher ranks consider through results for

working for 3.7Yo, high for l6.lyo, moderate for 45.5Yo,low for 19.9% and the lowest

for l4.7Yo. The mean of the agreement is moderate. Q.74)

4.3.5.2. The subjects have the highest agreement on that they are usually

appraised by their colleagues and higher ranks for 5.2Yo, high for 32.0yo, moderate for

47.3yo, low for 8.6%o and the lowest for 6.9/o. The mean of the agreement is

moderate. (3.19)

4.3.5.3. The subjects have the highest agreement on that the annual consideration

of remuneration is done fairly for 1.4%6, high for l4.4yo, moderate for 43.8Yo,low for

19.6% and the lowest for 20.7Yo. The mean ofthe agreement is low. Q.56)

4.3.5.4. The subjects have the highest agreement on that they are ranked higher

because of their works for 7 .ZYo, high for 36.9yo, moderate for 34.0Yo,low for 17 3%

and the lowest for 3.7Yo. The mean of the agreement is moderate . Q.24

4.3.6. Self-Development: The mean of the 4greement on self-development is

moderate. (3.26)

4.3.6.1. The subjects have the highest agreement on that their unit has usually

held training courses to improve the work of the personnel for l.2Yo, high for 22.8yo,

moderate for 40.6%o, low for 3l.7Yo and the lowest for 3.7Yo. The mean of the




4.3.6.2. The subjects have the highest agreement on that the training and

development of the unit give them opportunity to develop themselves for 4.9/o,high

for 47.6Yo, moderate for 33.7Yo,low for 6.3Yo and the lowest for 7.5Yo. The mean ofthe agreement is moderate. (3.36)

4.3.6.3. The subjects have the highest agreement on that the Royal Thai Police has

held training courses in their units including supported and promoted them to attain

the coursesfor 7.5Yo, high for 37.5Yo, moderate for 38.0%, low for l6-lyo and the

lowest for 0.9o/o. The mean of the agreement is moderate. (3.34)


*.t:T#/.\ /.1\:j.-/..ri!/

Iarvr siul)

Fac. of Grad. Studieq Mahidol Univ. M.A(Criminology and Criminal Justice)/ 33

Table 3 Percents of the subjects as classilied by the job satisfaction

Job Satisfaction

3.1. Task achievement

3. l. I . Your task has been

finished as assigned in the

goal.

3.1.2. You have opportunity

to use your ability in job

performance.

3.1.3. You have satisfaction

in your result ofjob.

3.1.4. You can perform

efficiently when you are

assigned special task.

3.2. Characteristic of work

3.2.1. The discrimination of

duty is suitable and according

to the performing task.

3.2.2. When you have

trouble in practice, the higher

ranks usually give you advice

and help in the work

3.2.3. The work you practice

is not risky to break the rules

or regulations of the

authority.

3.2.4. The work you are

practicing is challenging and

interesting.

Highest Eig[ Moderate Low Iowest

13.3 34.9 50.7 0.6 0.6

15.9 40.9 31.4 I1.8

8.1 38.0 35.7

51.9

4.3 35.4

48.1 4.0

47.0 13.3

29.4 8.1

Mean

3.62

3.59

3.60

3.44

3.83

3.33

3.30

3.25

3.49

3.29

lv01)Lf7d

0.0

I1.5

11.5

32.6

60.2

3.7

0.00.0

0.0

l0.l8.1

6.6 4.0

3.25.88.4

l

24.8 57.9


Pol. Capt. Narongdej Moolasartsathonr Results/ 34

3.3. Recognition 3.49

3.3.1. You are recognized by 5.5 35.7 42.9 9.2 6.6 3.24

the higher ranks and

colleagues in job

performance.

3.3.2. You have been praised ll.2 25.6 49.9 13.3 0.0 3.34

and trusted by the higher

ranks.

3.3.3. You are proud in your 25.6 53.3 14.7 6.3 0.0 3.98

honor and esteem.

3.3.4. You are accepted by 4.6 43.2 45.5 0.0 6.6 3.39

the people.

3.4. Responsibility 3.57

3.4.1. Your higher ranks 9.8 43.5 36.3 6.9 3.5 3.49

give you independence in

working.

3.4.2. If ary error occurs in 5.8 38.9 36.6 18.2 0.6 3.31

working without dishonest

will, your higher ranks will

solve the problem.

3.4.3. You are satisfied with 15.9 61.7 16.4 5.8 0.3 3.87

assigned tasks and perform

in full responsibility.

3.4.4. The higher ranks 7.2 50.7 28.2 1.7 l2.l 3.39

support the personnel who

work with ability and

attention.



3.5. Advancement 2.93

3.5.1. You have opportunity 3.7 16.1 45.5 19.9 14.7 2.74

to receive extra salary raise

because the higher ranks

consider through results of

working.

3.5.2. You are usually 5.2 32.0 47.3 8.6 6-9 3.19

appraised by your colleagues

and higher ranks.

3.5.3. The annual 1.4 14.4 43.8 19.6 20.7 2.56

consideration of

remuneration is done fairly.

3.5.4. Youarerankedhigher 7.2 36.9 34.0 17.3 4.6 3.24

because of your works.

3.6. Self-Development 3.26

3.6.1. Your unit has usually 1.2 22.8 40.6 31.7 3.7 2.85

held training courses to

improve the work ofthe

personnel.

3.6.2. The training and 4.9 47.6 33.7 6.3 7.5 3.36

development ofthe unit give

you opportunity to develop

yourself.

3.6.3. The Royal Thai Police 7 .5 37 .5 38.0 16.1 0.9 3.34

has held training courses in

your unit including supported

and promoted you to attain

the courses.



4.4. Hypothesis testing

Results/ 36

4.4.1. Hypothesis I "The police officers with different personal factors have

different j ob satisfactiono'.

According to the Analysis of Variance and Multiple Classification Analysis ofjob

satisfaction in Table 4, it is found that:

4.4.1.1. The subjects with age between 3l - 35 years old have the highest job

satisfaction (mean : 3.56), the lower are the ones who are between 46 - 50 years old

(mean : 3.42) and the ones who are between 51 - 55 years old have the lowest job

satisfaction (mean : 2.86). Age has a relationship of 52Yo to the job satisfaction.

(Beta: .52)

4.4.1.2. The subjects with 11 - 15 years of offrcial age have the highest job

satisfaction (mean : 3.56), the lower are the ones with L6 - 20 years (mean : 3.20),

the ones with over 20 years (mean : 3.15), the ones with 6 - l0 years (mean :3.14)

and the ones with l - 5 years of offrcial age have the lowest job satisfaction (mean :3.05). Official age has a relationship of 36Yo to the job satisfaction. @eta: .36)

4.4.1.3. The subjects who are instructors have the highest job satisfaction (mean

: 3.35), the lower are the ones who are Deptrty Superintendents (mean : 3.33) and the

ones who are Sub-inspectofs have the lowest job satisfaction (mean :2.15). Position

has a relationship of ZlYo to the job satisfaction. (Beta : .21)

4.4.1.4. The subjects who finished the Master degree have the highest job

satisfaction (mean : 3.36) and the ones who finished others have the lowest job

satisfaction (mean : 2.92). Education level has a relationship of 24Yo to the job

satisfaction. @eta : .24')



4.4.1.5. The subjects who are widowed/divorced have the highest job satisfaction

(mean :3.75), the lower are the ones who are single (mean :3.37) and the ones who

are married have the lowest job satisfaction (mean = 3.10). Marital status has a

relationship of 36%o to the job satisfaction. (Beta:.36)

4.4.1.6. The subjects with familial total income between l5,O0l - 20,000 baht

has the highest job satisfaction (mean = 3.48) and the ones with familial total income

between 25,001 - 30,000 baht have the lowest job satisfaction (mean : 2.93).

Familial total income has a relationship of 47Yo to the job satisfaction. (Beta : .47)

4.4.1.7. The subjects who live in the houses to let have the highest job

satisfaction (mean : 3.56), the lower are the ones who live with relatives (mean :3.54) and the ones who live in the governmental houses have the lowest job

satisfaction (mean : 3.16). Residence has a relationship of lSYo to the job

satisfaction. (Beta : .18)

The personal factors together have a relationship of 49.8%o to the job satisfaction

(Multiple R = .498) and together have a pou/er to predict the job satisfaction of 23.9%

(Multiple R Squared : .239).

Accept Hlpothesis I.



Table 4 Analysis of Variance and Multiple Classification Analysis of the Job

Satisfaction as Classified by the Personal Factors of the subjects

Source of Variation

Main Effect

Gender

Age

Official age

Position

Division

Education level

Training experience

Marital status


Residence

Explained

Residual

Total

Sum of

Squares

0.393

16.950

9.21t

2.608

0.732

4.001

.0005

9.278

t6.tt7

2.074

60.464

15.019

75.483

1

7

4

4

4

3

I

3

5

3

35

3u346

Mean

Square

0.393

2.421

2.303

0.652

0.183

t.3M

0.005

3.093

3.223

0.691

1.727

0.048

0.218

DF F Sig. of

r'

2.296 0.131

14.115 0.000*

tt.250 0.000*

3.008 0.005*

1.067 0.373

7.728 0.000*

0.031 0.860

t8.o47 0.000*

19.052 0.000*

4.087 0.007*

35.873 0.000



Grand Mean =3.220

Variable + Category

Gender

Males

Females

Age (years old)

2t -2526 -303l -3536-40

4t-4546-50

5l-5556 and above

Official Age (years)

l-56- l0ll-15t6 -202l and above

Position

Sub-inspector

Inspector

Deputy Superintendent

Superintendent

lnstructor

M.A.(Criminology and Criminal Justice/ 39

Unadjusted

N Dey'n

238 -.02

64 .07

Adjusted for

Independents

Eta I)ev'n

-.02

.08

.07

-.17

-.13

.34

-.06

.03

.20

-.36

.16

-.t7

-.08

.34

-.02

-.07

.27

-.07

.04

.ll

.a4

.13

,08

I

28

46

59

t4

52

82

65

33

40

69

5

200

-.18

-.09

.36

-.06

-.08

.15

.30

.09

-.01

-.12

.25

.09

-.06

.45 .52

.36

66

63

105

t6

97

.01

.01

-.01

.ll

.02

.21.06



Division

Commissioner's offrce

Management

Academic service

Administration

Academic

Education

Bachelor degree

Master degree

Doctoral degree

Others

Training experience

Yes

No

Marital Status

Single

Married

Widowed/Divorced

Separated

Familial Total Income (baht)

10,000 and below

10,001 - 15,000

15,001 - 20,000

20,001 - 25,000

2.5,001- 30,000

30, 001 and above

4

78

42

94

t29

-.40

.01

-.1 I

.00

.04

-.07

.10

.20

-.47

-.01

.t4

.14

-.09

.41

.05

.06

.t7

.26

-.06

-.30

-.1 I

-.24

.06

-.04

-.05

.02

-.09

.14

-.04

-.30

.00

-.02

.15

-.12

.53

.09

.10

.16

.26

-.05

-.29

-. l8

.10.13

203

t4lI

2

94

213

18

22

57

56

83

9

93

49

.07

.29

.19 .24

.01

3248

l9

.36

.47 .47



Residence

Personal house 109 .08 .10

House to let 2 .47 .34

Governmental house 233 -.05 -.06

Live with relatives 3 .21 .32

.16 .18

Multiple R Squared .239

Multiple R .498


Pol. Capt. Narongdej Moolasartsathorn ResultV 42

4.4.2. Hypothesis II 6'The police officers with different environmental

factors have different job satisfaction".

According to the Analysis of Variance and Multiple Classification Analysis ofjob

satisfaction in Table 5, it is found that:

4.4.2.1. The subjects with high agreement on the relationship with personal in the

unit have the highest job satisfaction (mean : 3.37) and the ones with low agreement

have the lowest job satisfaction (mean : 2.81). Agreement on relationship with the

personnel in the unit has a relationship of 5l% to the job satisfaction. (Beta: .51)

4.4.2.2. The subjects with high agreement on the working status have the highest

job satisfaction (mean = 3.43) and the ones with low agreement have the lowest job

satisfaction (mean : 3.15). Agreement on working status has a relationship of 20Yoto

the job satisfaction. (Beta: .20)

4.4.2.3. The subjects with high 4greement on policy and management have the

highest job satisfaction (mean : 3.47) and the ones with low 4greement have the

lowest job satisfaction (mean : 3.OZ). Agreement on policy and management has a

relationship of 39Yo to the job satisfaction. (Beta: .39)

4.4.2.4. The zubjects with high agreement on working environment have the

highest job satisfaction (mean :3.25) and the ones with moderate agreement have the

lowest job satisfaction (mean : 3.12)- Agreement on working environment has a

relationship of l0% to the job satisfaction. (Beta : .10)

4.4.2.5. The zubjects with moderate agreement on the security in work ha.ve the

highest job satisfaction (mean : 3.32) and the ones with low 4greement have the

lowest job satisfaction (mean : 3.A2). Agreement on the security in work has a

relationship of Z}Yotothejob satisfaction. (Beta =.22)



4.4.2.6. The subjects with high agreement on administration have the highest job

satisfaction (mean : 3.61) and the ones with low agreement have the lowest job

satisfaction (mean :2.77). Agreement on administration has a relationship of 72Yo to

the job satisfaction. (Beta = .72)

The environmental factors together have a relationship of 79.2Yo to the job

satisfaction (Multiple R -- .792) and together have a power to predict the job

satisfaction of 62.8Yo (Multiple R Squared : .628).

Accept Hypothesis tr.

Table 5 Analysis of Variance and Multiple Classification Analysis of the Job

Satisfaction as Classified by the Environmental X'actors of the subjects

Source of Variation

Main Effect


Relationship with personnel in unit

Working status


Working environment

Security in work

Administration

Explained

Residual

Total

Sumof DX'

Squares

F Sig.of

F

0.410 0.664

101.595 0.000*

11.799 0.000*

23.685 0.000*

6.655 0.001*

34.074 0.000*

226.748 0.000{'

50.972 0.000

0.068

16.899

1.963

3.940

0.709

3.632

24.t70

51.381

24.t02

75.483

2

2

2

2

2

2

2

14

332

346

Mean

Square

0.034

8.449

0.981

1.970

0.355

1.816

12.085

3.670

0.072

0.218



Grand Mean:3.220

Variable + Category


Low

Moderate

High

Relationship with personnel in unit

Low

Moderate

High

Working status

Low

Moderate

High


Low

Moderate

High

Working environment

Low

Moderate

High

t74

92

8l

Unadjusted

Dev'n

-.15

.05

.26

Results/ 44

Adjusted for

Independents

Dev'n Beta

.00

-.02

.02

-.41

.11

.15

-.05

.00

.23

.20

-.18

-.01

.27

.00

-.08

.05

.03.35

87

t02

158

191

ll343

138 -.32

110 .07

99 .37

164

72

111

-.47

.02

.25

-. l6

.08

.50

-.ll-.01

.18

.62

.47

.51

.67 .39

.10.27



Security in work

Loy

Moderate.

High

Administration

Low

Moderate

Hieh

Multiple R Squared

MultipleR

66 -.46 -.18

104 -.04 .t2

177 .r9 -.01

.52

120 -.43 -.43

133 .08 .10

94 .44 ^41

.74

.22

.72

.628

.792


Pol. Capt. Narongdej Moolasartsat}rorn DiscussionV 46

CHAPTER V

DISCUSSIONS

From the results of the study, the discussions are presented as follows:

1. The zubjects have job satisfaction on task achievement at a high level. This

may be because ofthat the commissioner police offtcers in the Police Cadet Academy

are assigned the tasks that fitted their knowl"dge skill and ability including good

pattern ofjobs. They are satisfied with the tasks they are assigned.

2. They subjects have job satisfaction on the characteristics of work at a moderate

level. This may be because of that the tasks they are performing do not respond their

needs, ability and aptitude of the commissioner police offrcers. Majority of the police

officers in the Police Cadet Academy are educated and trained in crime zuppression

tasks.

3. The subjects have job satisfaction on recognition at a high level. ffis may be

because of that the commissioner police officers in the Police Cadet Academy are

accepted by the colle4gues and higher ranks. They are proud and they have esteem in

the tasks they are assigned to perform.

4. The zubjects have job satisfaction on responsibility at a high level. This may

be because of that the higher ranks give them independence in practice and

performance including grving supervision and aid when there is any obstruction

against the task. Most of all, the commissioner police officers in the Police Cadet

Academy have satisfaction on the assigned tasks and perform them willingly with full

responsibility.



5. The subjects have job satisfaction on advancement at a moderate level. This

may be because of that the commissioner police ofiicers have less opportunity to be

considered extra salary raise than the non-commission police offrcers. The subjects

also express that the annual consideration of salary raise is unfair and the

consideration of the results of task performance is not based on the performance but

the relationship between the ones considered and the higher ranks who consider. This

may be the cause ofthe moderate satisfaction on advancement.

6. The zubjects have job satisfaction on self-development at a moderate level.

This may be because of that they are performing the tasks they do not have skill or

dislike and results in less self-development. Besides, the commissioner police offtcers

have not received suffrcient support form the higher ranks and rezult in that they are

not willingly to perform the tasks as possible as they have ability.

7. The zubjects have job satisfaction on salary and remuneration at a moderate

level. This may be because of that the commissioner police offtcers have incomes as

salaries only. They do not have any special income as compared to the police offtcers

in investigation and zuppression tasks.

8. The subjects have job satisfaction on relationship with the personnel in the unit

at a moderate level. The relationship to the higher ranks is a faction ofjob satisfaction

and foreseeing the advancement of job performance. The lack of relationship to the

higher ranks results in inability to perform zuccessfully.

9. The zubjects have job satisfaction on working status at a moderate level. This

may be because of that they have less cooperation from colleagues and less interaction

with higher ranks. This may result that they lack drive in practice and perform the

tasks graduatly without ambition.

10. The subjects have job satisfaction on policy and man4gement at a moderate

level. This may be because of that several policies and man4gement are not suitable.

They do not have participation in announcement and regulation including decision.Copyright by Mahidol University

Pol. Capt. Narongdej Moolasartsathorn DiscussionV 48

The subjects may fail to have motivation and may be unable to foresee the

advancement in their practice.

ll. The subjects have job satisfaction on working environment at a moderate

level. This may be because that the essential office facilities are not sufficient

including the working surroundings are not good enough when compare to the other

authorities ofthe Royal Thai Police.

12. The subjects have job satisfaction on security in work at a high level. This

may.be because the subjects realize that the work the are practicing has hrgher security

when compare with the other units and the advancement is more if the perform the

work for a longer time.

13. The subjects have job satisfaction on administration at a moderate level. This

may be because the commissioner police officers in the Police Cadet Academy are not

assured that whether the higher ranks support the subordinate who have ability and

attention in their works including they are not sure ttrt they will be selected to the

training courses equally.


Fac. of Grad. Studies, Mahidol Univ. M.A.(Criminolory and Criminal Justice/ 49

CHAPTER VI

CONCLUSIONS Ai\D RECOMMEI\DATIONS

6.1. Objectives of the study

6.1.L. To obtain the level ofjob satisfaction of the commissioner police officers

in the Royal Thai Police Cadet Academy

6.1.2. To obtain the factors affecting the job satisfaction of the commissioner

police officers in the Royal Thai Police Cadet Academy

6.1.3. To obtain the problems and obstacles affecting the job satisfaction of the

commissioner police offrcers in theRoyal Thai Police Cadet Academy

6.2. Population of the study

The population ofthis study is the commissioner police officers of the Royal Thai

Police Cadet Academy. The zubjects are specified only the ones who has worked in

the Academy for at least I year. There are 350 zubjects in the study. The data are

collected from the population without sampling method. The complete questionnaires

in the analysis are347.

6.3. Summary of the study

6.3.1. The personal factors of the subjects: Most of the subjects are males, age

over 50 years old with over 20 years of official qge. Most ofthe subjects graduated at

Bachelor degree and ranked sub-inspectors. Most of them worked in the

Administration Division and in the Commissioner' offrce. Almost all of them had


Pol. Capt. Narongdej Moolasartsathorn Conclusions and Recommendations/ 50

been entering training courses. Most of them had salary between 15,000 - 30,000

baht, resided in the governmental residences and are married.

6.3.2. The environmental factor satisfactions of the subjects from the highest to

the lowest are: security in worh relationship to the personnel in the unit,

administratioq policy and management, working environment, working status, and

salary and remuneration.

6.3.3. Job satisfaction of the subjects from the highest to the lowest are:

achievement of taslg responsibility, recognition, characteristics of worlg self-

development, and advancement.

6.3.4. Hypothesis testing:

6.3.4.1. Age: The subjects who are between 3l - 35 years old have the highest

job satisfaction and tlre ones who are between 2l - 25 years old have the lowest job

satisfaction.

6.3.4.2. Off:cial age: The subje{s who have official age between ll - 15 ye{lrs

have the highest job satisfaction and the ones who have official age between I - 5

years have the lowest job satisfaction.

6.3.4.3. Position: The subjects who are Deputy Superintendents have the highest

job satisfaction and the ones who are Sub-inspectors have the lowest job satisfaction.

6.3.4.4. Education: The subjects who graduated in Master degree have the

highest job satisfaction and the ones who finished other levels have the lowest job

satisfaction.

6.3.4.5. Marital status: The subjects who are widowed/divorced have the highest

job satisfaction and the ones who are married have the lowest job satisfaction.



6.3.4.6. Familial total income: The subjects who have familial total income

between 15, 001 - 20,000 baht have the highest job satisfaction and the ones who

have .familial total income between 25,001 - 30, 000 baht have the lowest job

satisfaction.

6.3.4.7. Residence: The subjects who resided in houses to let have the highest job

satisfaction and the ones who resided in the governmental houses have the lowest job

satisfaction.

6.3.4.8. Relationship to the personnel in the unit: The subjects who have high

agreement have the highest job satisfaction and the ones who have low agreement

have the lowest job satisfaction.

6.3.4.9. Working status: The subjects who have high agreement have the highest

job satisfaction and t}re ones who have low agreement have the lowest job satisfaction.

6.3.4.10. Policy and management: The subjects who have high agreement have

the highest job satisfaction and the ones who have low agreement have the lowest job

satisfaction.

6.3.4.11. Working environment: The subjects who have high agreement have the

highest job satisfaction and the ones who have moderate agreement have the lowest

job satisfaction.

6.3.4.12. Security in work: The subjects who have moderate agreement have the

highest job satisfaction and the ones who have low agreement have the lowest job

satisfaction.

6.3.4.13. Administration: The subjects who have high agreement have the highest

job satisfaction and the ones who have low agreement have ihe lowestiob satisfaction.



6.4. Recommendations from the study

Conclusions and Recommendationsl 52

6.4.1. There should be sufficient welfare concerning residences to the numbers of

the police ofiicers in the Police Cadet Academy including the efficient welfare

cooperative shop for the police offrcers because the commissioner police offrcers in

the Police Cadet Academy have no any special income except for the salary. The

salary and income may not reach the sufficient point for the expense and the cost of

6.4.2. There should be promotion for the officers who graduated at Bachelor

degrees to the Master degrees. The Academy should provide all or part of the

educational expense especially in for the officers in the academic and management

divisions to raise the morale in job performance of the personnel for advancement in

the Police Cadet Academy.

6.5. Recommendations for further study

6.5.1. There should be study concerning the job satisfaction on advancement of

the lower ranked personnel especially in the authorities that there are personnel who

worked in the position below their graduation levels. There should also be study

concerning the mentioned subject when there is change in policy or higher ranks to

obtain the satisfaction and the fundamental needs ofthe personnel.

6.5.2. There should be comparative study concerning the jot performance in the

institutions under the responsibility of the Royal Thai Police to obtain the needs of the

personnel and the results of the study can be used in improvement of the human

resource management for the further maximum benefits of the institutions responsible

in education.


Fac. of Grad. Studies, Mahidol Univ. M.A(Criminology and Criminal Justice/53

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APPEI\[DIX

QTJESTIONNAIRE

Part ons The personal X'actors of the Police Oflicers.

1.1. Gender

/ /Males

/ / Females

1.2. OIIiciaI Age ........,5rerlrls

1.4. Education

/ / Bachelor degree

/ / Master degree

I lDo*oraldegree

/ / Others

1.5. Position

/ / Sub-inspector

/ /Inspector

I I Deputy Superintendent

/ / Superintendent

/ / Instructor

1.6. Division

/ / Commissioner's offrce

/ /Management

I I Academic service

/ / Administration

/ / Academic

Appendix/56



1.7. Training experience

/ /Yes

/ A.{o

1.8. Familial Total Income...............baht

1.9. Residence

/ /Personal house

/ / House to let

/ / Governmental house

I lLive with relatives

1.10. Marital Status

/ / Single

/ /Married

/ / WidowedlDivorced

/ / Separated



Part two: The Environmental f,'actors of the Police Officerc

Appendix/58

Environmental Factors Highest Hish Moderate Iow Lowest

2.1. Salary and remuneration

2.1.1. The salary is suffrcient for the cost of

living.

2.1.2. The remuneration is suffrcient for the

expense.

2.1.3. The welfare except the salary is

suffrcient for the expense.

2.2, Relationship with the personnel in

the unit

2.2.1. You have cooperation in job

performance from the colleagues.

2.2.2. The higher ranks

opportunity to consult easily.

glve you

2.2.3. In your unit of work there is meeting

among the higher ranks and the offrcials.

2.3. Working status

2.3.1. The work in the unit is hard to be

achieved without you.

2.3.2. Your colleagues usually give you

useful comments and advice on your work

2.3.3. The characteristics of work that you

do destroy your health.

2.4. Policy and management

2.4.1. The policy and management

assignments are suitable. Copyright by Mahidol University


2.4.2. There are clear announoement and

declaration of policy practice.

2.4.3. You have participation in policy and

decision making in practice.

2.5. Working environment

2.5.1. There are enough office facilities in

your office.

2.5.2. The working environment helps you

to work efficiently.

2.5.3. Your office is better than many other

offices in the Royal Thai Police in

comparison.

2.6. Security in work

2.6.1. The working you are practicing now

has more security than other professions.

2.6.2. The position that you are at present is

able to last until retirement.

2.6.3. You will have progress in work ifyou practice in this unit further.

2.7. Administration

2.7.1. The higher ranks support the

subordinates who work with ability and

attention.

2.7.2. Your unit has equally considered the

personnel for training and snrdy.



Part three: The Job Satisfaction of the Police Oflicers

Appendix/60

Job Satisfaction Eighest High Moderate Lorv Lowest

3.1.. Task achievement

3.1.1. Your task has been finished as

assigned in the goal.

3.L.2. You have opportunity to use your

ability in job performance.

3.1.3. You have satisfaction in your result

ofjob.

3.L.4. You can perform efficiently when

you are assigned special task.

3.2. Characteristic of work

3.2.1. The discrimination of duty is

suitable and according to the performing

task.

3.2.2. When you have trouble in practice,

the higher ranks usually give you advice

and help in the work

3.2.3. The work you practice is not risky

to break the rules or regulations of the

authority.

3.2.4. The work you are practicing is

challenging and interesting.

3.3. Recognition

3.3.1. You are recognized by the higher

ranks and colleagues in job performance.

3.3.2. You have been praised and trusted

by the higher ranks. Copyright by Mahidol University

3.3.3. You are proud in your honor and

esteem.

3.3.4. You are accepted by the people.

3.4.1. Your higher ranks give you

independence in working.

3.4.2. If any error occurs in working

without dishonest will, your higher ranks

will solve the problem.

3.4.3. You are satisfied with assigned

tasks and perform in full responsibility.

3.4.4. The higher ranks support the

personnel who work with ability and

attention.

3.5.1. You have opporhrnity to receive

extra salary raise because the higher ranks

consider through results of working.

3.5.2. You are usually appraised by your

colleagues and higher ranks.

3.5.3. The annual consideration of

remuneration is done fairly.

3.5.4. You are ranked higher because ofyour works.

Fac. of Grad. Studies, Mahidol Univ. M.A.(Criminology and Criminal Justice/6 I

3.6.1. Your unit has usually held

courses to improve the work

personnel.

training

of the



Part four: Recommendations of the Police Officers concerning the Improvement

of Job Satisfaction in the Police Cadet Academy

Appendix/62

3.6.2. The training and development of

the unit give you opportunity to develop

yourself.

3.6.3. The Royal Thai Police has held

training courses in your unit including

supported and promoted you to attain the

courses.



NAME

DATE OF BIRTH

PLACE OF BIRTI{

INSTITUTIONS

ATTENDED

POSITIONS AND OFFICES

Biography/63

BIOGRAPHY


January l, B.E.2516

Bangkok

Royal Thai Police Academy, B.E.2533-2537,

Degree of Bachelor of Public Administration

@olice)

Mahidol University, B.E. 2541 -25 44,

Degree of Master of Arts,

(Criminology and Criminat Justice)

Detective $u!-Inspector, Thong Loh Metropolitan

Police Station

ffi


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