The Guidelines for Developing the Efficiency Performance of Personnel in the Office of the Attorney General in Phra Nakhon Si Ayutthaya Province

Abstract

This study aimed to: (1) examine the level of work performance efficiency of personnel in the Office of the Attorney General in Phra Nakhon Si Ayutthaya Province; (2) investigate factors influencing their work performance efficiency; and (3) propose guidelines for improving work performance efficiency. A mixed-methods research design integrating quantitative and qualitative approaches was employed. The quantitative component involved a population of 110 personnel, including administrative officials, permanent employees, and contracted staff. Data were collected using a questionnaire and analyzed using mean, standard deviation, Pearson’s correlation coefficient, and stepwise multiple regression analysis. The qualitative component involved 15 key informants, comprising prosecutor executives, administrative executives, and operational-level personnel, selected through purposive sampling. Data were collected through semi-structured interviews and analyzed using inductive content analysis.

              The results revealed that the overall work performance efficiency of personnel was at a high level (μ = 3.73, σ = 0.98). Factors that had a positive and statistically significant effect on work performance efficiency at the 0.05 level included achievement, recognition, jobcharacteristics, responsibility, advancement, and relationships with supervisors. Among these factors, relationships with supervisors exerted the greatest influence on work performance efficiency. The predictive equation demonstrated that these factors collectively contributed to explaining variations in work performance efficiency.

                The proposed guidelines for enhancing work performance efficiency included establishing clear organizational policies, assigning tasks in accordance with personnel competencies and responsibilities, implementing job rotation, promoting continuous learning and skill development, strengthening teamwork and interpersonal relationships, fostering an organizational culture emphasizing ethics and responsibility, providing welfare support and career development opportunities, developing specialized training programs, implementing a mentoring system, and creating open and effective communication channels between supervisors and subordinates.