Buddhist-Based Human Resource Management of Local Administrative Organization Executives in Mueang District, Maha Sarakham Province
Keywords:
Buddhist-based human resource management, leadership, employee happiness, local government executives, Maha Sarakham ProvinceAbstract
This study investigated the influence of Buddhist-based innovation on human resource management (HRM) within local administrative organizations (LAOs) in Mueang District, Maha Sarakham Province. The objectives were to (1) assess the level of Buddhist-based innovation in HRM, (2) evaluate HRM practice levels, (3) examine the relationship between Buddhist-based innovation and HRM effectiveness, and (4) develop a predictive equation for HRM outcomes. A mixed-methods design was used. Quantitative data were collected from 385 executives through stratified random sampling and analyzed using descriptive statistics, t-tests, ANOVA, correlation, and multiple regression. Qualitative data were obtained from structured interviews with 10 executives and analyzed thematically.Results showed that Buddhist-based innovation was practiced at a high level (𝑥̅ = 4.37), particularly in morality and ethical development. HRM effectiveness was also high (𝑥̅ = 4.47), especially in organizational culture and employee commitment. Buddhist-based innovation demonstrated a strong positive correlation with HRM effectiveness (r = .77, p < .01). Regression analysis identified ethical decision-making, adherence to the Noble Eightfold Path, and moral–ethical development as significant predictors of HRM outcomes (Adjusted R² = .328, p < .001), with moral–ethical development being the strongest predictor. Qualitative findings confirmed that Buddhist-informed leadership enhances ethical governance, psychological well-being, and a supportive organizational climate, though challenges such as staff readiness and inconsistent mindfulness practices remain.Overall, the study provides empirical evidence that Buddhist-based HRM is a culturally grounded and effective framework for improving leadership and HRM performance in local government. It contributes to HRM theory by integrating Buddhist ethics with contemporary public-sector management. Future research should explore other regions and compare Buddhist-based HRM with alternative moral leadership models.
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