The objectives of this study were to: 1) construct a training course of spiritual leadership for those preparing to become administrators in Catholic schools in Thailand; 2) implement and utilize the training course, and 3) analyze, evaluate and enhance the training course. The sample used in this research was 32 young participants who were preparing themselves to be the administrators of Catholic schools in Thailand. The research steps were: 1) the requirement assessment, 2) training course development, 3) the training course experiment, and 4) training course optimization. This is a research and development project. The methodologies used in this study were the cognitive and attitude test, semi-structured interviews and the suitability evaluation form of the training course. The findings of this study can be summarized as follows: 1) The training course in spiritual leadership to prepare administrators of Catholic schools in Thailand consists of five modules: 1. Towards a theory of spiritual leadership, 2. Vision, 3. Altruistic love, 4. Faith and hope, and 5. Example of success; 2) the results of the experiment revealed that after completing the training course, the religious participants who had prepared themselves to be Catholic school administrators in Thailand got higher scores on cognitive and attitude tests, with total scores in the evaluation reaching 4.76 (the highest level); 3) the training course was improved by extending the training session from two days to three days, and conducting a bilingual PowerPoint presentation.
This research aimed to 1) create a charism model for personnel administration of school under the ‘Sisters of Saint Joseph of the Apparition’ in Thailand, in order to increase the commitment of personnel to the organization, and 2) demonstrate and improve the charism model. The research process was divided into three steps as follows: 1) developing a charism model, 2) demonstrating the model, and 3) enhancing the model. The findings revealed that the charism model for personnel management consisted of two factors. The first factor (charism) included 1) Agape Love, 2) Humility, 3) Altruism, 4) Vision, 5) Trust, 6) Service, and 7) Empowering. The second factor (personnel management) included 1) Planning, Recruitment and Positioning, 2) Promotion, Absence and Evaluation, 3) Performance, 4) Disciplinary Work and History Registration, 5) Code of Professional Ethics, and 6) Other Tasks Assignment. The researcher also developed a charism-based integrated personnel management manual for Saint Emilie school. The demonstration of the results revealed that lecturers and staff were satisfied with personnel management at the highest level. As the researcher considered each variable, the operational aspect had the highest average score, whereas salary, promotion, taking leave and evaluation had the lowest score. The six dimensions of the charism model for improving personnel administration were adjusted accordingly.
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