Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
Factors Affecting Career Advancement of Employees at Lucky
Tex (Thailand) Co., Ltd.
Apichaya Salungsukh*, Woranat Sangmanee** and Nuttawut Rojniruttikul ***
The purposes of this research were 1) To study the career advancement of
employees at Lucky Tex (Thailand) Co.,Ltd. and 2) To study the factors
affecting career advancement of employees at Lucky Tex (Thailand) Co.,Ltd.
The sample size was 303 employees at Lucky Tex (Thailand) Co.,Ltd. which
were selected by simple random sampling method. The research
instruments were questionnaires and data were analyzed by statistical
program. Statistics for data analysis were percentage, arithmetic mean and
standard deviation Multiple Linear Regression was used to test the
hypothesis. The research results were as follows: 1. In overall, career
advancement of employees was at moderate level. 2. Skill Variety, Task
Identity and Task Significance affecting career advancement of employees
at statistical significance level of 0.01
Field of Research: Human resource management
1. Introduction
A person began to consider planning for his/her career advancement after working
for a period of time. This can be applied to every career profession. Every person will likely
to have their career advancement whether in the form of advance in their positions or
advance in the form of salary. This is because not only career advancement affected their
raise in salary, but it will also lead to a better livelihood of that certain person. Moreover, the
person will also be admired and would likely to gain a good reputation within the society.
Therefore, it is essential for everyone to work as effectively and efficiently as possible.
There should also be a continuous self-development for a successful and advancement in
their future career. (Klaipong A. 2007)
It is not an easy task for a person to have successful career advancement.
However, it is not too difficult to achieve. A person who had an excellence academic
performance may also have slower career advancement than those who had lower
academic performance. Additionally, a person with greater capability may also have slower
career advancement than those who had a medium capability. This is because each
company will specify their policies regarding the professional development or the path of
professional development differently. Also, some company use specific policy in order to
recruit employees within the company for managerial position. The researcher needs to
understand the factors that affected the career advancement of employees in the
manufacturing department at Lucky Tex (Thailand) Co., Ltd. This is because when
employees become advance in their careers, it will affect their attitudes toward their works
as well as quality of working life. In addition, if there was a good response from the
employees, this will create loyalty of employees to the organization which results in the
effectiveness of the work.
*Acting Sub Lt. Apichaya Salungsukh, Administration and Management College, King Mongkut's Institute of
Technology Ladkrabang, Thailand, Email: metalunun@gmail.com
** Associate Professor. Dr.Woranat Sangmanee, Administration and Management College, King Mongkut's
Institute of Technology Ladkrabang, Thailand, Email: ksworana@kmitl.ac.th
*** Assistant Professor. Dr. Nuttawut Rojniruttikul, Administration and Management College, King
Mongkut's Institute of Technology Ladkrabang, Thailand, Email: kmuttaw@kmitl.ac.th
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
2. Literature Review
The researcher has studied factors that affected career advancement of employees at
Lucky Tex (Thailand) Co., Ltd. through various sources such as; theories, documents, and
related researches.The researcher has been using the concept regarding Job
Characteristics of Hackman and Oldman (1976). The concept stated that a good
characteristic of work can be compared to an inner motivation of work for employees. It will
make the employees eager to work and the result of work will be compared as a reward for
the employees themselves.
Hackman and Oldham (1975) has proposed theory regarding characteristic of work that
will be able to best describe the work motivation. It stated that if employees are motivated
to work, they will be able to display positive behaviours and attitude which will motivate the
employees to continue with their positive attitudes in the future.
Job Characteristics Model by Hackman and Oldham consist of 3 parts; which are,
Part l which consists of 5 characteristics of work that can effect on the motivation of
work by employees; which are,
1. Skill Variety is a characteristic of work that differs; each individual given the task
must use their knowledge and specific abilities to complete the task.
2. Task Identity is the level of work completion from the individual employee. They
should be able to identify the part that was completed from the beginning of the process to
the end.
3. Task Significance is level of work that may affect the livelihood of other
employees within the same department as well as employees from other departments.
4. Autonomy is when employees have freedom in decision-making and fully
planning for their responsible tasks.
5. Feedback is when each individual employee receives the direct information
regarding their efficiency of their tasks.
Part ll which is the critical psychological states that corresponding to three job
characteristics; which are,
1. Experienced Meaningfulness of Work which means the employees’ attitude
toward their tasks or the meaningfulness of the given task. This can be determined through
skill variety in performing task, the responsibilities for the entire task, and the
meaningfulness of the given task.
2. Experienced Responsibility for Work Outcome which means the level of
employees’ attitude toward their responsibility. This can be determined through the freedom
of given task.
3. Knowledge of Results which means level of employees’ recognition toward their
given task. This can be determined through the feedbacks that conclude the five job
characteristics will affect three psychological states.
Part lll is the personal and work outcomes result from the three aspect of
psychological states mentioned above, which will result as follow:
1. Higher motivation of work
2. Effectiveness of work
3. Higher satisfaction of work
4. Decreased in rate of absent and resign.
Moreover, there will also be three other individually differences which impact the positive
understanding and responding of the given task. This will result in the higher motivation and
better effectiveness of the work; which are,
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
1. Knowledge and skills needed for required job which means the appropriate level
of knowledge and skills suitable for the given tasks which result in the effectiveness of the
outcomes and create a positive attitude toward the given responsibility.
2. The needs for career advancement which means the individual who would like to
be advance in their careers would try to develop themselves both in term of knowledge and
skill variety to further advance their operation of work. They will be highly motivated when
given a task that is challenging their abilities.
3. The satisfaction of external factor which means the employees has satisfaction
toward other factors; such as, salary, colleagues, or supervisors. This can result in the
positive attitude toward the responsibility and motivated the employees to work effectively.
Level measurement of motivation according to characteristic of the given task, this can be
determined through the potential equation based on the motivation of work. This is based
on the 5 characteristics of work or ‘The Motivating Potential Score – MPS’, the equation is
as follow;
MPS
= x Autonomy x Feedback
Therefore, the motivation and potential score will be based on the mean from skill
variety, task identity, and task significance multiply by autonomy and feedback. However, if
the score for autonomy and feedback is low it will affect the score of motivating potential in
general. Additionally, for the skill variety, responsibilities, and task significance, if either of
the score is low, the rest of the characteristics will still be able to replace the low score.
Therefore, the Motivating Potential Score will not be in low level.
Figure 1: Hackman and Oldham’s Job Characteristics Model
Core Job Dimensions
1. Skill variety
2. Task identity
3. Task significance
Critical Psychological
States
Personal and work
Outcomes
Experienced
meaningfulness of the
work
4. Autonomy
Experienced
responsibility for
outcomes of the work
5. Feedback
Knowledge of the actual
results of the work
activities
1. High internal work
motivation
2. High quality work
performance
3. High satisfaction
with work
4. Low absenteeism
and turnover
Moderators
Knowledge and Skill
Growth Need Strength
Contextual Satisfaction
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
Figure 1 displays the aspect of work which may affect the importance of three
psychological states; such as experienced meaningfulness of work, experienced
responsibility of work, and Knowledge of the actual results of the work activities. The
positive result will affect the employees’ attitudes toward themselves. The figure will show
that the inner reward may occur when the employees began to understand the outcome of
the given task through carefulness. These rewards will work as an inner push and motivate
the employees to continuously work effectively and efficiently in the near future. It will also
affect the outcome of the work such as motivation of work, outcomes satisfaction of work,
decrease in rate of absent or resign from the company. After the employees able to
complete five job characteristics which are, skill variety, task identity, task significance,
autonomy, and feedback, this will result in the completion of three psychological states. The
individual will begin to feel motivate to work efficiently. They will also have high satisfaction
in their works which result in decrease in the rate of absent or chance of resign.
The researcher has indicated an independent variable which is the job
characteristics and the concept of career advancement by Mirvis and Hall (1994) as a
dependent variable. The evaluation consists of employees’ attitude toward career
advancement as well as the use of internal criteria. This is a measurement base on the
satisfaction attitude in work as well as life in general. Therefore, the career advancement
would be equivalent to becoming successful and to accomplish their set goals. This goal is
valuable to each person more than the accomplishment that was set by organization or
society.
Criterion or advancement measurements include:
1. Advancement in position includes being promoted to higher job position. The
duty and responsible will be increased. The position advancement can be measured
through the comparison of the current position in the certain period of time or it can be
compare to the age of the individual or their colleagues.
2. Advancement in the form of salary includes receiving higher salary. The
advancement in salary can also relate and enhance as well as support position
advancement. This is because people who received advancement in their positions will also
likely to received higher salary and vice versa.
3. Advancement in the form of individual development includes advancement in
knowledge, skill variety, experience, as well as individual development in the form of
mental, attitude, as well as behaviours during given job responsibilities. This will help
employees able to successfully complete their jobs effectively and able to achieve the set
goals. The advancement in the form of individual development has the most priority to have
career advancement. This is because people who will be able to develop will have higher
chance to advancement in the form of position and salary. This is especially true when the
consideration has been made by the supervisors regarding the employees’ knowledge,
abilities, behaviours, as well as employees’ accomplishment.
Career Advancement, in general would mean be promoted to a higher job position.
However, in reality, receiving a higher job position may only be a part of career
advancement. There are various vocabularies that can be used to illustrate career
advancement. The first vocabulary is career success or career advancement. Both words
have similar meanings (Mirvis &Hall.1994) based on concepts and principle of career
advancement. It is a way to display the result through explanation from the work of each
individual. However, the results from the responsibilities cannot entirely be considered as
career advancement. Career advancement, in this sense, is a result that the individual
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
needs which create positive attitude (Bass 1981) stated the meaning of career
advancement that it’s advancement according to the line of command of each individual in
each career. Moreover, a subjective form of career advancement gives a definition to
career advancement through the evaluation of individual attitude toward career
advancement. This can be measure through internal criteria which is a criterion to measure
recognition, pride, job satisfaction, and satisfaction of life. Therefore, career advancement
would then mean experience and achievement which is more valuable to an individual than
achievement by organization or society’s standards. (Mirvis & Hall, 1994) In the similar
sense, success in career create a positive emotional result which is related to
working or achievement which result from job completion.
3. The Methodology and Model
Research Objectives
1) To study the career advancement of employees at Lucky Tex (Thailand) Co.,Ltd.
2) To study the factors affecting career advancement of employees at Lucky Tex (Thailand)
Co.,Ltd.
Hypothesis: Skill Variety, Task Identity, Task Significance, Autonomy and Feedback affect
career advancement of Lucky Tex’s employees.
Theoretical Model: The researchers develop a conceptual model constructed based on
literature review representing the relationship between Job Characteristics and Career
Advancement as shown in Figure 2.
Figure 2: Conceptual Model
Independent variable
Dependent variable
Job Characteristics
1. Skill Variety
2. Task Identity
3. Task Significance
4. Autonomy
5. Feedback
Career Advancement
Population and Sample Group
The populations in this research consist of 1,256 Lucky Tex’s employees. The sample is
used from the calculation by Yamane (Yamane T. 1967) which is equivalent to 303
samples. Simple Random Sampling is being used to collect data.
Research Instrument
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
The questionnaire was the main measurement tool used in this research to collect the
responses from the employees of Lucky Tex (Thailand) Co., Ltd. The questionnaire
consists of both close-ended questions and open-ended question with below details.
Part I is the personal factor-related questionnaire including gender, age, educational level,
marital status, type of employment, work experience, and position
Part II is the Job Characteristics factor-related questionnaire in type of Rating Scale
according to Rensis Likert’s 5-Scale scaling method.
Part III is the Career Advancement questionnaire in Rating Scale type according to Rensis
Likert’s 5-Scale scaling method.
Part IV is an open-ended question for respondents to answer openly for further
improvement of career advancement.
4. The Findings
Table 1: Personal factors
Personal factors
Frequency
Percentage
99
204
303
32.7
67.3
100.0
23
168
87
25
303
7.6
55.4
28.7
8.3
100.0
222
81
303
73.3
26.7
100.0
104
194
5
34.3
64.0
1.7
Total
5. Type of employment
Full time
Part time
303
100.0
260
43
85.8
14.2
Total
303
100.0
1. Gender
Male
Female
Total
2. Age
18 years to 25 years
25 years to 35 years
35 years to 45 years
More than 45 years
Total
3. Education level
Below Bachelor’s Degree
Bachelor’s Degree
Total
4. Marital Status
Single
Marriage
Widowed / Divorced / Separated
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
6. Working Experience
Less than 1 years
1 year to 5 years
6 years to 10 years
More than 10 years
Total
7. Position
Operation
Officer
Forman
Leader
Supervisor
Total
67
167
57
12
22.1
55.1
18.8
4.0
303
100.00
214
65
17
3
4
303
70.7
21.4
5.6
1.0
1.3
100.0
The result from table 1, it is found that most of the respondents were female, 25-35 years
of age, with below bachelor’s degree educational background, marriage status, and 1-5
years of working experience. They are also full time employees and their positions are
operation.
Table 2: Mean ( X )
Characteristics
Standard
deviation
Job Characteristics Factors
(S.D.) Level
X
3.626
3.494
3.290
3.517
2.782
3.335
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
Total
and
Sequence
S.D.
Level
0.409
0.508
0.422
0.398
0.647
0.295
High
Medium
Medium
High
Medium
Medium
of
Job
Sequence
1
3
4
2
5
-
The result from table 2, it is found that the highest level of job characteristic is skill variety,
autonomy, task identity, task significance, and feedback, respectively.
Table 3: Mean ( X )
Advancement
Standard
Career Advancement
Position advancement
Advancement in salary
Self-development advancement
Total
deviation
(S.D.) Level
X
3.489
3.594
3.365
3.475
S.D.
0.332
0.755
0.616
0.278
and
Sequence
Level
Medium
High
Medium
Medium
of
Career
Sequence
2
1
3
-
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
The result from table 3, it is found that the employees’ career advancement is considered
to be in the medium level. The highest level is the advancement in salary, position
advancement, and self-development advancement, respectively.
Table 4: Multiple Linear Regression Analysis of Factors Affecting Career
Advancement of Employees
Variables
bj
Constant
1.758
Skill Variety
0.180
Task Identity
0.149
Task Significance
0.108
0.050
Autonomy
Feedback
0.012
2
R = 0.545 ; R = 0.297 ; SEE = 0.235 ; F = 25.067
t
10.247
4.994
4.567
2.943
1.355
0.012
; p-value = 0.000**
p-value
0.000**
0.000**
0.000**
0.004**
0.176
0.831
Note. ** Statistical significance level of 0.01
The result from table 4, it is found that the characteristic of work specially the skill variety,
task identity and task significance mainly influence the career advancement with the
statistical significance at 0.01. In overall, the job characteristic factors can explain the
variation in career advancement at 29.70 percent.
5. Summary and Conclusions
From data analysis, the finding indicates Lucky Tex’s employees have medium
level of career advancement. Moreover, after a careful consideration has been made, it is
found that the advancement in the form of salary is the most valuable aspect to the
employees. This is because the company consists of large numbers of employees in
manufacture department. The payment made by the company is according to the Thai
labour law. However, when employees begin to work overtime, this result in an increase in
their payments and the employees became aware of the importance of the career
advancement. This is corresponding to Maslow’s theory in the first level which stated the
physical needs, which is a basic need for human survival. Basic salary is equivalent in this
sense to basic needs for human survival.
Job characteristic in the aspect of skill variety could affect career advancement.
This is because the tasks that were given to employees need specific skills, methods, and
abilities for each responsibility. Additionally, a variety of skills can have a great impact on a
change in position of the employees. It also will impact the career advancement in general
with the research finding of Landau,J. and Hammer,T.H.(1986) which stated that
employees at operational level will have chance for career advancement directly through
variety and difficulty of task. Motivated employees will be proficient in performing variety of
task than others. They will also have more chance of being given the task. The researcher
understands that in an organization, employees with skill variety will likely to have more
chance in career advancement. This is because every organization would like to have
human resource which has the ability to further develop and drive the organization forward.
Therefore, the employees with skill variety will be more likely to receive a better chance of
career advancement.
Job characteristic in the aspect of task identity could affect career advancement.
This is because task identity is a format which employees will be responsible for each task
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
from the beginning to the end of the process. There is a transparent scope of work which
means employees will be able to see the completeness of their responsible tasks. This type
of format will result in career advancement with the research finding of Alan Brown and
Jenny Bimrose (2010) which stated that organization that compose of motivated personnel
who has an ability to complete their responsibilities would be more likely to be advance in
their career than those who did not have any changes. The result is an important strategy
because it is related to the personnel selection and evaluation. In addition, a support of
individual ability development will also result in the success of organization and labour
market as a whole. The researcher foresees that task significance will have better chance
of advancement. This is also including the individual personnel that able to cooperate with
their tasks until the task is completed. Moreover, the responsible for their given task and
their attitudes toward their responsibilities also influence their career advancement.
Job characteristic in the aspect of task significance could affect career
advancement. This is because employees become aware of the importance of their given
responsibilities. This will result in the development of the company. This is because each
individual action influences the work of other employees. There will also be a task that only
specific employee is able to complete and it will impact on the company revenue with the
research finding of Abiodun, AJ (2011) which stated that the task significance
corresponding to tasks in organization which will more likely affect career advancement
than the satisfaction of task from employees. Additionally, the task significance will affect
the chance in displaying abilities in completing task more than the satisfaction of task from
employees. This reflected the values of employees to their responsible tasks for the image
and reputation of their organizations more than the selection of the position they had
preferred. The researcher understands that the task significance influenced other chances
especially when the task is of great importance. Moreover, the confidence of each
individual personnel is also important. A completion of task will not only be in the concrete
form, but also will be seen in the form of abstract which is trust and confident in the abilities
which directly affect the career advancement. It will create positive attitude and will more
likely to receive a positive evaluation.
Job characteristic in the aspect of autonomy has no affect in the career
advancement. This is because the tasks given to employees have been strictly control by
the supervisor which creates tension. There is no freedom in decision-making or problemsolving. Employees did not get to the fully use their knowledge which is why it does not
influence the career advancement of employees with the research finding of Sajid Bashir
and Mohammad Ismail Ramay (2005) found that the freedom of work does not affect the
chance for career advancement in an organization. The employees, however, see that their
loyalty and relationship toward the organization have more chance of success than
freedom of work. The researcher found that this is due to most of tasks given to employees
were manufacture-related task. The type of task is repetitive but focus on quality and
quantity. This type of work does not challenge and often limit the decision-making of
employees. This will result in the weariness feeling of work from employees.
Job characteristic in the aspect of feedback do not have affect on the career
advancement. This is because the tasks given to employees have been strictly controlled
by the supervisors. The employees only aware of a set limit by the company. Therefore, it
does not affect the career advancement of employees with the research finding of Eka
Daryanto (2002) found that feedback or evaluation result has no affect on advancement of
engineering teacher. This is because the majority of the populations still have confident in
their works and the lesson evaluation that need to be improved more than the career
advancement. The research found that employees will be evaluating annually and because
the task has been controlled by the supervisor, so the employees will immediately know the
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Proceedings of Annual Tokyo Business Research Conference
15 - 16 December 2014, Waseda University, Tokyo, japan, ISBN: 978-1-922069-67-2
result of their tasks. Therefore, they did not find any importance in the aspect of feedback
to their career advancement.
Recommendation from this Research
The company should give opportunity to employees to have training session
regarding development in variety of skills. They should also give chance to select an
appropriate position for each individual. This is because after employees have more
knowledge and able to work in variety of skills. It will motivate employees to be able to work
effectively and efficiently and result in the success of the individual and organization.
The company should increase the chance of individual in an organization, so the
employees will be able to solve problems and they will have better control of their tasks.
This will result in the autonomy of the task for each individual. The employees will have
more confident in making decision. The company should also be open for employees’
opinions and ideas which could help with the improvement of the organization.
The company should prioritize the delegation of task for employees in the company.
The task should be delegated appropriately to suit the ability and maturity of each
individual. There should also be a mentor for employees who have less experience and the
company should also encourage employees to learn further about their tasks and related
tasks.
Suggestion for Future Study
There should be a study regarding other factors in career advancement of
employees at Lucky Tex (Thailand) Co., Ltd in the future research. The examples are factor
regarding satisfaction of employees toward their given tasks and their working life quality of
employees. These factors should be taken into consideration as it may affect the drive of
the success for the organization.
There should be a study regarding other factor related to employees’ career
advancement. The result from this research should be used for further research; such as,
the opinions of employees’ career advancement.
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