DOI: 10.14457/nida.the.2016.7
title: The influence of total compensation management affects on employee motivation, employee commitment and employee performance : a case study of Royal Thai Army

description: The aim of this dissertation is to examine the relationship of total compensationmanagement, employee motivation, employee commitment and employee performance.The objectives of this study are as follows: first, to determine the relationship of TCM(cash compensation and benefits), employee motivation (expectancy, instrumentally,valence, equity) employee commitment (affective, normative, continuous) andemployee performance (task, contextual, adaptive, counter-productive performance)within the Royal Thai Army (RTA)
description: second, to identify the relationship of thesevariables in TCM (cash compensation and benefits), employee motivation, employeecommitment and employee performance within RTA
description: and finally, to testing aproposed model to explain the relationship between TCM (cash composition: basepay (wage), cost of living pay, merit pay, incentives and additional payment, benefits,income protection, allowances and work life balance), employee motivation(expectancy, instrumentally, valence, equity) employee commitment (affective,normative, continuous) and employee performance (task, contextual, adaptive,counter-productive performance) through an empirical examination.||The population of this research is of military officers in RTA organizations.The sample for the opinion survey is of both commissioned officers (CO) and noncommissioned officers (NCO)
description: totaling 400 participants. The quantitative analysisapplies the questionnaire for reliability tests on Cronbach’s alpha coefficient usingboth descriptive and inferential statistics, multiple regression and path analysis from the equation model, and structural equation modeling (SEM), AMOS version 22 toidentify the model. In addition, in supporting the study output as quantitatively, thequalitatively conducted via the in-depth interview, the relevant and non-relevantfactors pertaining to total compensation management, employee motivation, employeecommitment and employee performance had been listed and analyzed using Atlas.tisoftware. Interviewed specialist targets were divided into two groups of topexecutives, namely 1) Ministry of Defense Representatives and 2) Royal Thai ArmyRepresentatives.||The conclusion was made that the relationship between total compensationmanagement in benefits, employee motivation, and employee commitment onemployee performance are significant for military officers with in the RTAorganization, but not significant between total compensation management in cashcompensation with employee performance and employee commitment and employeemotivation.||It was shown from the results of path analysis that total compensationmanagement in benefits has a direct effect on employee commitment, employeemotivation and employee performance, and has an indirect effect through employeecommitment and employee motivation. On the other side, total compensationmanagement in cash compensation does not have direct effects on employeeperformance, but has an indirect effect through employee commitment and employeemotivation. As these relationships are developed from the causal relationship amongvariables, focusing on them will result in RTA Organizations being able tosignificantly improve the outcomes of their employee performance.||Moreover, this research provides a basic view of guidelines and frameworksthat effectively fit with the RTA model. It also offers the impetus for the proposedmodel that allows for the planning of RTA, design, and implementation on the totalcompensation management, employee motivation, employee commitment, andemployee performance. By analyzing the concepts and theoretical framework of theseissues, it may offer the context of the broader structural initiatives for RTAdevelopment, as well as the public administration recommendations for RTA study inthe future.