Factors affecting the entry into higher positions Of support staff at Chaiyaphum Rajabhat University

Abstract

The objectives of this research were (1) to study opinions regarding the factors influencing advancement into higher positions among support staff at Chaiyaphum Rajabhat University, and (2) to analyze the factors affecting the advancement of support personnel into higher positions at the university. The study employed the conceptual frameworks of Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Career Development Theory of De Cenzo and Robbins, and the principles of Career Path Management. This research adopted a quantitative approach. The population consisted of 115 individuals, and a sample of 89 participants was obtained using Taro Yamane’s formula. Data were analyzed using percentage, mean, and standard deviation. The findings revealed that

1. The findings revealed that opinions regarding the factors influencing advancement into higher positions comprised three dimensions. First, individual factors had the highest level of influence (=4.92), with work motivation, organizational commitment, professional attitude, and self-development being key components. Second, organizational factors showed a high level of influence (=3.58), particularly organizational structure and policies, leadership support, the human resource management system, and training and development. Third, performance factors demonstrated a very high influence (=4.89), emphasizing work discipline, ethics, interpersonal relations, job-learning ability, and work performance—all of which aligned with promotion criteria for support staff positions.
2. The analysis of factors influencing advancement into higher positions further indicated that career advancement was at a high level (=3.47). Self-development had the highest mean score, followed by positional advancement, salary progression, and opportunities for promotion. These results reflected the framework of Career Advancement, which identifies position, salary, and self-development as the core indicators of professional growth.

In conclusion, advancement into higher positions among support staff resulted from the combined influence of individual, organizational, and performance-related factors. Motivation, discipline, interpersonal relationships, and continuous self-development played particularly significant roles. The findings provided useful evidence for the university to enhance HR policies and strengthen its Career Path system to promote sustainable and effective personnel management.