The purpose of this research are (1) To study the performance of Key Personnel Saraniyadhamma Aircraft Maintenance Center, Division of Naval Aviation, Royal Thai Fleet; (2) To compare the performance of Key Personnel Saraniyadhamma Aircraft Maintenance Center, Division of Naval Aviation, Royal Thai Fleet, by personal factors; (3) To study the development of operational guidelines in accordance with Saraniyadhamma Personnel Aircraft Maintenance Center, Division of Naval Aviation, Royal Thai Fleet. The Sample used in this study was the said Center personnel numbering to 391 queries that people used in determining the quality of the research. Determination of the accuracy of the content (Content Validity) from 5 experts, and reliability (Reliability) equal to 0.977 by analysis of frequency, percentage, mean, standard deviation (S.D.) statistical hypothesis testing using t test (t-test) and one-way analysis of variance (One Way ANOVA).
The findings of this study are:
Performance of staff according SaraniyadhammaAircraftMaintenanceCenter, Division of Naval Aviation, Royal Thai Fleet numbering to 6 aspects found that of the overall high level. In view to each aspect, they were at a high level.
Key Personnel Saraniyadhamma Aircraft Maintenance Center, Division of Naval Aviation, Royal Thai Fleet, classified by personal factors that people have sex, marital status, education and different. Work required in accordance with SaraniyadhammaAircraftMaintenanceCenter. Division of Naval Aviation. Fleet. Overall, no significant difference. Therefore reject the hypothesis. Persons under the age and income differences in performance according Saraniyadhamma in AircraftMaintenanceCenter. Division of Naval Aviation. Fleet. The overall difference. Therefore accept the hypothesis. Significant at the .05 level.
Problems with the performance of key personnel SaraniyadhammaAircraftMaintenanceCenter. Division of Naval Aviation. Fleet was also to help others in a way. But quite a few. Sometimes a show of mutual respect. Only in the running. Some lack of discipline in the operation. When others have suffered cooperation in helping the young. When the mistake is often the admonition rebuke than recommended. Admonition is sometimes used harsh words too. Sometimes supervisors exercise in admonition. Also look at others in a negative in a way. Some people also think that avoiding action work together. Sometimes things will not share evenly all sometimes the eyes occur. And lack of dedication. Some people have been doing some immoral. The behavior of some is not required by code of conduct sometimes, supervisors do not behave as a role model for subordinates. Meeting times can be agreed. It could not solve the problem they need. And some people do not have the opportunity to comment on the event.
The recommendations about the performance of key personnel SaraniyadhammaAircraftMaintenanceCenter. Division of Naval Aviation. Fleet found that awareness should be created by the coexistence in the society must rely on each other. Should promote respect for each other. Both before and behind. Should discipline training for workers is always Should an agreement to assist people who have suffered. Should guide the offender to be updated what is right rather than admonish counsel Use polite words in the introduction. And beneficial to workers. Should admonish admonition compassion should promote rational worldview is always positive. Should create a sense of working together. And considered the work of all should share things that have come to all people. Or the needs of each individual. Should create a sense of sharing. And know how to sacrifice for others. Support the value of people. To live together happily. Should be trained to morality is always Should be encouraged to follow in the correct discipline is always Should strengthen unity in the group is always So that the work in the same direction. Should listen to the comments of everyone. Self-training seminar, and should help pump shut sign for all peoples.
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