บทคัดย่อ ภาษาอังกฤษ The purpose of this research was to compare the quality of working life and the factors related to the quality of working life of Commune Administration Organizations employee in Chiang Mai Province. Four hundred and twelve subjects, who worked in Commune Administration Organizations, were participated. A survey using a questionnaire was conducted based on the eight points criteria of Walton's theoretical framework (Walton, 1974) including 1) Adequate and fair compensation 2) Safe, healthful working condition 3) Opportunity to develop human capacities 4) Opportunity for career growth 5) Social integration in the work force 6) Constitutionalism 7) Work and Quality of life and 8) Social relevance. From the analysis it was found that the subjects perceived high level of quality of work life. Through the comparison analysis it was revealed that of job performance, age range, marital status, monthly income, work experience and size of the Administration Organization were significantly different of overall quality of work life among employees (p <0.01, p <0.01, p <0.02, p <0.01, p <0.01, and p <0.01, respectively). Moreover, three factors which are work characteristics, self efficacy in work, and management system perceived have significant influence on quality of work life (p = 0.01). It can be predicted 51.1% of quality of work life.
The purpose of this research was to compare the quality of working life and the factors related to the quality of working life of Commune Administration Organizations employee in Chiang Mai Province. Four hundred and twelve subjects, who worked in Commune Administration Organizations, were participated. A survey using a questionnaire was conducted based on the eight points criteria of Walton's theoretical framework (Walton, 1974) including 1) Adequate and fair compensation 2) Safe, healthful working condition 3) Opportunity to develop human capacities 4) Opportunity for career growth 5) Social integration in the work force 6) Constitutionalism 7) Work and Quality of life and 8) Social relevance. From the analysis it was found that the subjects perceived high level of quality of work life. Through the comparison analysis it was revealed that of job performance, age range, marital status, monthly income, work experience and size of the Administration Organization were significantly different of overall quality of work life among employees (p <0.01, p <0.01, p <0.02, p <0.01, p <0.01, and p <0.01, respectively). Moreover, three factors which are work characteristics, self efficacy in work, and management system perceived have significant influence on quality of work life (p = 0.01). It can be predicted 51.1% of quality of work life.