Motivational Factors Influencing Personnel Performance at the Service Division, Cavalry Center, Mueang Saraburi District, Saraburi Province.

Abstract

The objective of this research is 1) to study the level of work motivation among personnel at the Service Battalion, Cavalry Center, Mueang Saraburi District, Saraburi Province, 2) to explore approaches to enhancing their work motivation. Using a mixed methods research approach, consisting of quantitative and qualitative research methods. For the quantitative research, the target population consisted of group consisted of 161 military officers from the Service Battalion. Data were collected using a structured questionnaire, which demonstrated a high level of reliability, as indicated by a Cronbach’s alpha coefficient of 0.987. The statistical methods employed for data analysis included percentage, mean, and standard deviation. And for the qualitative research method, with a sample group consisting of nine department heads or representatives under the Service Battalion, selected through purposive sampling. Data were collected using semi-structured interviews and analyzed through. The research results found that

1) The overall work motivation of personnel at the Service Battalion, Cavalry Center, Mueang Saraburi District was at a high level across all dimensions. Ranking by mean scores from highest to lowest were: responsibility, achievement, recognition, advancement, and the nature of the work.

2) The motivational strategies for enhancing work performance among military personnel at the Service Division, Cavalry Center, Mueang Saraburi District, encompass five key aspects. First, achievement in work can be fostered by clearly defining goals and prioritizing tasks to ensure efficient performance and timely completion. Second, recognition and respect should be promoted through the development of positive workplace relationships, encouraging cooperation and participation in problem-solving. Third, regarding the nature of work, supervisors should provide guidance, clarify work responsibilities, and continuously support personnel in learning new technologies to enhance task execution. Fourth, in terms of responsibility, it is crucial to delegate authority and allow autonomy in problem-solving to strengthen confidence and empowerment among personnel. Lastly, the aspect of career advancement requires active support for training and skill development, both internally and externally, to enhance individual competencies and future professional growth.