從宗教與非宗教的角度探討泰國人工作的意義

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(1)國立臺灣師範大學管理學院全球經營與策略研究所碩士論文 Graduate Institute of Global Business and Strategy College of Management National Taiwan Normal University Master’s Thesis. 從宗教與非宗教的角度探討泰國人工作的意義 Meaning of Working for Thai People under Religious vs. NonReligious Perspectives 吳思美 Jariyaporn Lertsurapakdee 指導教授：許書瑋博士 Advisor: Ryan Shuwei Hsu, Ph.D.. 中華民國 109 年 5 月 May 2020.

(2) ACKNOWLEDGEMENT. I would like to express my sincere gratitude to my thesis advisor, Dr. Ryan Shuwei Hsu. He always gives me constructive advice whenever I needed. With his guide, the journey of thesis is so wonderful. He is not only an advisor but a mentor of life. I would like to thank my committee members. Thank to them for carefully read my thesis, and pointed me the directions that I should move forwards. I have gained a lot of useful insights from them. I would like to thank the professors of Global Business & Strategy. They gave me new ways of thinking and chances to challenge myself. Their professionalism undoubtedly lights up my passions for human resources. I would also like to thank the participants of this study. Without your contributions, I would not be able to complete this research. Your stories and experiences mean a lot to me, and gave me brand new points of view on intercultural communication and organization. Lastly, I want to thank all of my dear classmates. In this program, I got the experience to know how the world looks like from your stories. All of you will never be forgotten in my memory. It was such an unforgettable journey!. Jariyaporn Lertsurapakdee 21 April 2020.

(3) ABSTRACT. Globalization has increased the interaction between people from different cultures, beliefs, and backgrounds. In the workplace, cultural difference is a tough challenge since it leads to a different way to conduct and govern different backgrounds of employees. The ability of a multi-cultural company to lead their employees toward the success and reach to the fullest potential matters. This study discusses how different cultures, religious beliefs, and backgrounds affect an individual’s motivation differently towards the meaning of work and life. Therefore, this study investigated the influence factors towards the meaning of work for Thai people under religious and non-religious perspectives.. This study is conducted with a qualitative method by using a semi-structured interview. Thirty participants were interviewed in this research. They are Thai people who are currently working in Thailand and have been working for more than four months up to five years. This research brought out findings that indicated the factor that influences toward meaning of work for Thai people under the perspectives of religious and non-religious beliefs. By obtaining this information, it provides suitable strategies for international companies and organizations to best handle well with the right tactics and solutions, to understand what motivates their employees, to work and what are the reasons behind why they do what they do, and what are their purposes. As understanding more would help the company, able to guide and govern the employees toward suitable directions, lessen the diversity and reach toward success.. Keywords: Meaning of work, Religious vs. Non-religious, Cultural and beliefs, Constructivist paradigm. I.

(4) TABLE OF CONTENTS. ABSTRACT ....................................................................................................... I TABLE OF CONTENTS……………………………………………………….II LIST OF TABLES .................................................................................................... IV LIST OF FIGURES…………………………………………………………….V CHAPTER I. INTRODUCTION...................................................................... 1. Background of the Study .................................................................................................. 1 Statement of the Problem ................................................................................................. 4 Research Purpose ............................................................................................................. 5 Research Questions .......................................................................................................... 5 Significance of the Study ................................................................................................. 6 Definition of Terms ................................................................................................................... 7. CHAPTER II. LITERATURE REVIEW .......................................................... 8. Meaning of Work ............................................................................................................. 8 Constructivist Paradigm ................................................................................................... 9 Cultural Beliefs in Thai aspects ....................................................................................... 12 Religious Beliefs .............................................................................................................. 14 Non-religious Beliefs…...………………………………………………………………..16 Meaning of Work for Thai Aspects……..…………………………………………….....17 Summary .......................................................................................................................... 18. CHAPTER III. RESEARCH METHODS ........................................................ 19. Research Approach ........................................................................................................... 19 The Characteristics of Qualitative Research .................................................................... 20 Research Framework ........................................................................................................ 22 Sampling Strategies and Criteria ...................................................................................... 22 Data Collection ................................................................................................................. 28 Data Analysis .................................................................................................................... 29 Research Quality .............................................................................................................. 31 Strategies for Promoting Validity and Reliability ............................................................ 33 Research Procedure .......................................................................................................... 35. CHAPTER IV FINDINGS .............................................................................. 38 (Non) Religion Influences on MOW ...................................................................................... 38 II.

(5) CHAPTER V DISCUSSION & CONCLUSION ............................................ 51 Discussion………………………………………………………………………………..51 Religious Perspectives…………………………………………………………………...51 Non-religious Perspectives………………………………………………………………56 Cultural Roots & Beliefs………………………………………………………………...60 Implications ...................................................................................................................... 66 Conclusion ........................................................................................................................ 67 Limitations ....................................................................................................................... 68 Suggestions for Future Study ........................................................................................... 69. REFERENCES ....................................................................................................70 APPENDIX A: INTERVIEW QUESTIONS ...................................................... 76 APPENDIX B: TENTATIVE QUESTIONS ..................................................... 78. III.

(6) LIST OF TABLES. Table 3.1.. The Description of Interview Participants ......................................................... 24. Table 3.2.. Strategies for Promoting Validity and Reliability .............................................. 33. Table 4.1. Meaning of Working Coding Chart…………………………………………….39. IV.

(7) LIST OF FIGURES Figure 3.1.. Research Framework ..................................................................................... 22. Figure 3.2.. Analysis Process ............................................................................................ 30. Figure 3.3.. Research Procedure ........................................................................................ 37. V.

(8) CHAPTER I. INTRODUCTION. This chapter introduces the background of this study, statement of the problem, research purposes, research questions, significance of the study, delimitations, and definitions of the terms. The background demonstrates the need to investigate Thai workers’ meaning of working, based on their religious and non-religious beliefs in Thailand.. Background of the Study Thailand possessed strong roots of religious beliefs ‘Buddhism’, as religion is attributed as a core in society and a factor defining perspectives towards life. Its foundation deeply stated religious of Buddhist as part of everyday life in Thailand. Religion has always played an intriguing role and has varying degrees of influence in both Thai culture and the significance it has in the country (Strohl, 2001). As Thailand possessed a beautiful culture, beliefs, and local norms from the past, which still remains gracefully until presence. People also one of the major factors to continuously utilize those traditional beliefs and norms from their ancestors and passed on to their next generation. That being said, the religious perspectives, the beliefs, the cultural behaviors and norms of Buddhist are being conducted in this study.. As Thailand, is one of the major Foreign Direct Investment destinations in its region. It has an optimal business environment and the 26th in its ranking of countries where it is easy to do business with (Export Enterprises SA, 2019). Despite world-wide economic headwinds, Thailand's economy has continued to move forward, with application requests for new factory openings totaling 2,889, creating new employment opportunities for almost 85,000 workers, both locals and foreigners (Thailand board of investment, 2019). New ideas have been brought to the country, so does the new form of the organization that shape the context of meaning of working. Lead to more internationalization system, that has built more individualism motivations from the westernized world; the context of internationalization has expanded the dynamics and mobility of culture, boosting interactions between people and between cultures (Sorrells, 2015). Organizations are no more divided by traditional norms and boundaries (Adler & Gundersen, 2007). Similarly, employees have had a broader perspective towards working in an organization and become more focus on individualism and the person's motivations towards doing better in their work, climb up those ladder to the top position and even more in performance-centric strategy focused and less to look on the importance towards the religious beliefs, under the non-religious perspectives.. 1.

(9) While, the sophisticated needs of employees increasing, the need and understanding of work has also been upgrading. Also, as the rate of turnover employee has been increasing, every company expects their employees to stay loyal to the company as the longest time. By knowing what is the reason behind meaning of work in Thailand and what are the influences for Thai people’s meaning of work under religious or non-religious perspectives, as religion possess a strong root in Thailand cultures, would help an organization or company that intends to set up its company in Thailand or work with those particular backgrounds of employees, be able to benefit and know how to handle well with the right tactics (Zafar, Karim & Abbas, 2017). The crucial factor above understanding what motivates people to work, will allows companies to better in understanding the type of employees they will be hiring and govern the organization successfully (Gill, 1999). According to Maslow (1971) an individual who do not perceive the workplace as meaningful and purposeful will not work up to their professional capacity. Therefore, it can be determined that by being able to identify their motivations, it is also easier to best devise an appropriate measure to ensure that employees will also stay loyal after working with a company.. Madi (2015), refers meaning of work as an individual perception towards how work-life is designed, representing, and being influenced by culture, societal group, and individual factors. In simple words, how an individual perceives labor. The meaning of work looks into the “whys” and “how” of people’s intentions to work and the motivations for their drive to continue working. According to Castillo (1997), the intentions of why individuals work may differ from place to place and country of origin. The factors which hold influence over the meaning of work relate to; cultures, beliefs, social norms or even religions (Roberman, 2013). East Asian cultures hold a collectivist approach where each individual has a role to play in society and is a cog in a machine. Whereas European mindset shows that the individual must take responsibility, as it is the right thing to do and a person is beholden to their whims and not that of society. Cultural belief, similarly, shapes the way the individual reacts to the work culture within the company. For instance, power distance derived from Hofstede's study states that religious perspectives can shape the way culture affects the meaning of work (Chul Hee Kang, 2009). Thus, previous studies stated that demographic factors like gender, age, and ethnic groups affect work values, as this could imply that ethnicity, religious, and cultures have an impact to the perceptions of meaning of work (Anuradha et al., 2014).. By understanding more of the MOW, the crucial factors such as religion must take into consideration. Religion has levels of degrees and is co-dependent on Thailand’s cultural context.. 2.

(10) The differences between religion and non-religion, which means non in any religious belief system, views are quite significant. Places like the US or UK, where people mostly possess non-religious belief, but Thailand holds a very strong religious society which is dominantly and thanks to the strong Buddhist roots (Strohl, 2001). According to Obenhaus (1942), there are two variations; spirituality and religiosity. Religiosity refers to the development of a mindful meditation, which has been derived from Buddhism, leads to a sense of purpose focuses on the path to enlightenment through the practice and development of morality, meditation and wisdom and the attainment of a deep insight into the true nature of life. Where spirituality is about co-existence and the higher “calling” of work, individualism, and personal attitude towards motivations.. To elaborate Schneiders (2003), clarifies that religion can sometimes be detrimental to the working culture. For instance, many public holidays are the result of religion which leads to a lack of available workforce. Thus, it is detrimental to productivity as the fact that religion can significantly affect what an individual might be willing to do or not, based on religion and how restrictive it can be. Russo-Netzer (2018), study shows that religious views are not seen as acceptable within the walls of the company generally. As some international company who opened the company in Thailand would have wondered the reasons of this consecutive holidays. According to Matheny (2005), unison and group cohesion is expected and desired within a company and therefore any variation especially with religious clothing or specific apparel is seen as undesirable.. Furthermore, according to Andersen (2004) spirituality differs in that, it focuses more on individualism rather than collectivism, which religion promotes. This coincides with what companies desire in that the individual finds meaning and purpose in their work on a spiritual level, but rejects the radical parts of religion and instead is encouraged to draw upon religion for spiritual motivation. Non-religious perspectives give way to spirituality where it centers on individualism and the person's motivations towards doing better in their work, climb up those ladder to the top position or performance-centric strategy. Spirituality is also more malleable and easily shaped to adapt to different circumstances and situation factors, rather than religion, which is rigid and sometimes dogmatic.. From afore-mentioned variables, it can be stated that some of the factors behind religious factors from particular cultural backgrounds and beliefs, can accurately define the meaning of work and are both social constructs, these variables allow the understanding of what people. 3.

(11) perceive in the real-world to be crucial foundation and a stepping stone for defining the meaning of work, as constructivism paradigm can be integrated in this topic review.. Statement of the Problem In the present time, there does not exist sufficient papers and studies on the topic of meaning of work for both Thai culture and the subject as a whole. In existing previous studies, the information derived broadly discusses the lack of individuality, fatalistic tendencies and power differences within the culture but does not go in-depth to the individual level. Furthermore, the research papers are, at times, outdated and information has, thus, changed as according to (Taylor, 2003).. Similarly, to review the meaning of work in the evolving society of Thailand, further research needs to be taken, further performing in-depth analysis. This addresses issues of outdated results, whereby, the topics of Millennials may no longer be very valid as the rise of Gen Y and Z are becoming quite prominent. Furthermore, as stated by Cantone (2016) there is a lack of research to fulfil much literary material that is specific to the topic which leads to a not very well-founded base. Another note is that many other scholarly articles have shown that some of the topics have also not covered how and when did the transition of Thai society shift from being fatalistic to a now a median of mixed ambition and power gap society (Komin, 1990; Mabry, 1979). As stated by Anderson & Nathalang (2001), it can be deduced that there have been significant shifts in culture as the younger generation have taken over the older one and shaped the demographics. However, despite this, the study also aims to confirm and accept that there is some information gathered from literary studies which show that some have changed as times passing and the changing in generations.. 4.

(12) Research Purpose The purpose of this study is to elaborate on the non-religious Thai people’s reasoning for their meaning of work, against the religious perspective (emphasizing on Buddhism). The potential of religious or non-religious effects on people's shaping of the meaning of work is assumed to vary. Thus, there must be potential reasoning behind religious or non-religious perspectives being different upon the meaning of work.. Elaborating on the belief system of Thai people, it shapes their meaning of work, which can give further insight into discovering the significance of belief system either through spirituality or religion and how it has and is playing a role in affecting the Thai working motivation. Not only that but it also looks to give further insight into previous studies and compare them with modern results derived from Hofstede (2011) insights studies into the social cultures of the country and see if there are any significant research gaps in the field and topic.. Research Question This study aims to identify strategies that the Thai workers apply in order to shape their meaning of working behind their religious or non-religious beliefs in the workplace. One question is asked in this study: Question : What are the influences on Thai people’s meaning of working under religious and nonreligious perspectives?. Significance of the Study. Nowadays, the business world has been much more integrated with diversity than before in many ways. This study is applicable for corporations looking to start up a business or penetrate the Thai market, and thus, mandates hiring Thai workers. Therefore, managing cultural differences insights would make contributions when operating business with cultural diversity among employees. By emphasizing on examining the cultural insights from people perspective, organizations are able to further investigate about how to develop appropriate strategies that help organization function properly (Adler & Gundersen, 2007).. This study aims to give insight into the tendencies, traits and working behaviour of the Thai people as well as what motivates them and what is to be expected of them. These findings 5.

(13) revolve around the comparison between religious and non-religious perspective, which will allow for further information to improve the study further down the line. To sum up, as increasing intercultural encounters result in more and more differences, this study provides empirical information for organizations to assist international workers in dealing with various background of beliefs, cultural behaviors and social norms in organizations field. Affirming previous studies and also providing benefits for any company looking to start up in Thailand and giving them a better grasp on how to recruit and motivate Thai staff and what they will have to do (Hofstede & Fink, 2007).. Delimitations. Delimitation refers to the confines of this study and the challenges it can face. According to Quintanilla (1991), the limitation of the study refers to the lack of resources and therefore the means of acquiring more information and or results that would otherwise be optimal to improving the results of this research. Thus, the limitations to this research are limited in time and financial results and the information gathered is largely based on previous research papers throughout the years and also derived from current information streams which give plausible and credible data.. 6.

(14) Definition of Terms Meaning of work Meaning of work refers to an individual perception towards how work-life is designed, being influenced by culture, societal group, and individual factors (Madi, 2015). As a connection, engagement, and commitment between an individual and their job (Chalofsky & Krishna, 2009). It looks into the “whys” and “how” of people’s intentions to work and the motivations for their drive to continue working. The intentions of why individuals work may differ from place to place and country of origin (Castillo, 1997). The factors which hold influence over the meaning of work relate to; culture, beliefs, social norms or even religion (Roberman, 2013).. Culture & Religion Culture refers to a dynamic relational process of shared meanings that originate in the interactions between individuals, it involves an ongoing process of transmitting and using knowledge that depends on dynamics both within communities and between communities and institutions of the larger society, as like global networks. Religion refers to a set of beliefs that held by a group of people, and described as group of belief system of the world and people in it, about how they came into being, and what their purpose in life. The cultural aspect defined by Baker & Hess (2001) reflect on the cultural perspective and beliefs might as well have an influence towards the meaning of work.. Constructivist paradigm The theory of constructivist paradigm can be ascribed as a process - upon which humans construct their relationships with the societal and environmental factors (Berge & Luckman, 1996). A process, that is mended and tailored according to existing societal rules, that tends to influence an individual externally and internally (Lainema, 2008). The paradigm lays a strong foundation of constructing societal process, whereby, through cognitive process or unique perception towards objective purpose (Allen,1994). .. 7.

(15) CHAPTER II. LITERATURE REVIEW. This chapter introduces literature that serves as theoretical foundation in this study. In this section, there will be the existing definition of meaning of work, the religious and non-religious beliefs and the constructivist paradigm on the context of meaning of work underlying the cultures, traditions, beliefs and social norms factors.. Meaning of work Globalization and greater diversity in populations are various and unique, nowadays, with our technology and tools, we tend to connect with each other more easily, this lowered the factors that once, has been separating cultures internationally and domestically. Culture has been defined by many authors, but within a constructivist perspective, culture is understood as the product of social constructions (Baron 1992; Bowditch & Buono1993; Nikomo 1997). Culture serves as a crucial aspect that shapes and guides the thoughts, actions, and practices that are shaped by individual perspective. Similarly, the aspect of culture allows the learning of the beliefs, attitudes, and values of the society, which is said, can hold the basis for actions and judgement (Komin, 1990). According to Carpenter-Song et al. (2007), culture is a dynamic relational process of shared meanings that originate in the interactions between individuals. In this view, culture involves an ongoing process of transmitting and using knowledge that depends on dynamics both within communities and between communities and institutions of the larger society, as like global networks. Lainema (2008) states that perspective of the individuals’ is amongst an aspect of the constructivist paradigm, which allows the comprehension that symbolism, culture orientation and perspectives of the user tends to influence the organizational behaviour. Recognition of the cultural processes in an organization offers an opportunity to question current practices and can lead to change (Gray & Thomas, 2006). In this sense, a culturally diverse context encompasses diversity that can assume many forms in society—such as age, gender, sexual orientation, beliefs or socioeconomic status—and is not limited to race and ethnicity. Cultural competence in a constructivist paradigm that is oriented toward critical, reflective practice can help us develop knowledge about the role of meaning of work and lead to the results that is the effects of those unforeseen factors. Budd (2011) & Rosso et al., (2010) suggests that the notion of meaning of work alters in the difference of culture. Yet, the question of what is meaning. 8.

(16) of work has been answered in multiple renditions. Amongst many definitions of meaning of work, one suggests that it reflects on what is the reason behind working. In a clearer understanding, meaning of work can be demarcated as the perception of 'why' do people work. This can encompass the motives (personal and non-personal), and catalysts (culture, belief, and tradition) as acquired from the study. Focusing on processes highlights the hybrid, dynamic, flexible, and complex nature of culture. It takes several individual and social processes to define, redefine, negotiate, and manage the cultural identity of an individual or of a group (Gray & Thomas, 2006). In the terminologies reflected by the study of (Baron 1992; Nikomo & Junior 1997; Bowditch& Buono 1993), culture and tradition are factors of social construct that tends to derive from the societal learning. The definition of culture, as according to Komin (1990) is reflected via individual perspective, thus, individual reflection towards the social construct tends to validate the comprehension of how learning is posited. A unique trait identified by Bendassolli & Tateo (2017) was that, culture is transmittable. In other words, the notion of culture can be shared, revised, and transmitted, endowing the accurate meaning of work.. Revising the relationship between person and culture can further signify the cultural phenomenon when developed in a collectivist culture. By creating meaning through constructivism, it is, therefore, relevant that culture and beliefs are taken into consideration in studying 'meaning' that reflects on working. This correlates with the study’s intent in understanding the behaviour and culture of meaning of work. Similarly, as insinuated that the transfer of culture and meaning making perspective are significant in the context of collectivist culture, the meaning of work can, therefore, also reflect cultural transmission in the same way.. Constructivist Paradigm The theory of constructivist paradigm can be ascribed as a process - upon which humans construct their relationships with the societal and environmental factors. In simple words, comprehending environmental factors through perceptions. Based on the study by Lainema (2008), it states that perspective is a determinant of a constructivist paradigm, which allows the comprehension and an understanding that symbolism, culture orientation and perspectives of the user tends to influence meaning. Meaning making under constructivism paradigm, can be understanding from several aspects from the way people doing, thinking, behaviors, social norms,. 9.

(17) traditions, beliefs to personal’ or groups’ perspectives, which together compile up and lays down as a strong based of the constructive foundation under the meaning of working.. Considering that the meaning-making perspective is a social construct, the individual tends to define a specific meaning based on their construct of subjective comprehension of a phenomenon (Lainema, 2008). A constructivist paradigm asserts that the notion of learning and comprehension is rather a constructing process, whereby, individual subjects have a unique perception of objective reality (Allen, 1994). The notion of constructivist paradigm is closely associated with the social construction of reality, being based on findings that concur, construct and reconstruct the understanding of a phenomenon. Earlier, research approached by Berger & Luckman (1996) conceded that the social construction of reality is mended and tailored according to existing societal rules, that tends to influence an individual externally. Therefore, impacting the definition of distinctive meanings. Thus, the interpretation or meaning of a distinctive factor is constructed via essential elements like culture and organization (Bowditch & Buono, 1992). This creates a distinctive perceived scenario that reflects upon their learning and understanding of working culture.. Constructivist paradigm, based their foundation structure with reality on the idea and framework of that, human being is constructed collectively, and the best we can do is to interpret in a more or less shifting social, cultural, or temporal context. Constructivism focuses on meaning making and the constructing of social and psychological worlds through individual, cognitive processes. Thus, meaning is constructed in a social, historical, and cultural context, through action and discourse in which people form relationships and community (Young & Collin, 2004). A fundamental goal of constructivist assessment is to assist peoples in understanding personal patterns of meaning, or how one makes sense of life experiences over time (Peavy, 1996). One of the basic tenets of this approach to assessment is that events, behaviors, and attitudes can only be understood in relation to their context (Neimeyer 1993; Savickas 1993). Thus, in constructivist assessment, connections are made between personal’ experiences and systems of influence such as important and interpersonal relationships (Goldman, 1990, 1992). According to Baumers’ study, the constructivist framework is appropriate and reasonable in a way to analyze the rapid dynamics of crosscutting cultural recreations, language crossings, contextualized constructions of communities, shifting, transnational, multiple or minimal selves or identities (Baumers, 2011). Moreover, as a moral philosophy, constructivism is explicitly opposed to any concept of cultural rights for specific groups. It ends up in a self-contradictory criticism of. 10.

(18) all normative notions of individual autonomy. Similarly, the theory of meaning making perspective can be ascribed as a constructing - a meaning making societal individual tends to transform themselves and construct the meanings, validating their lived experience in unique contexts. That being said, the process of meaning making and socialization requires an individual to be engaged and belong to the objective world. According to Baron (1992), the concept of socialization can allow an individual to be actively participate in the social process, thus, allowing themselves to immerse in the presence situation factors, further, integrating the subjective reality. This associates with the earlier definition of constructivist paradigm, referred by (Allen, 1994). However, succeeding research in meaning of work have alluded that the constructive perspective of meaning making can differ, based on how social reality are constructed and mended in individual mind-set (Berger & Luckman, 1996).. The utilization of a constructivist paradigm is however, not limited to defining the meaning of work. Research study by Steenkamp & Basso (2012), modified the notion of meaning of work and portrayed it as a meaningfulness at work. The research emphasized on a constructivist paradigm, assessing factors like values, ethics, spirituality, culture, and leadership that defined the meaningfulness at work. The research conceptualizes the psychological space of the workplace, insinuating how and why do workplace embrace meaning. Similarly, the paradigm of constructivism has been implemented by Comin & Pauli (2018) in the context of organizational socialization (the perspective of migrant workers). The research by Comin & Pauli (2018) concluded that socialization would play a prime role in defining the true meaning making perspective of migrant workers. Similarly, noted as the concept of work, the research by Singh (2013), brings forward an understanding that work-life balance can formulate diversity in the understanding of meaning. The desire for work-life balance tends to bring shift to the meaning of work. Different in cultures lead to a different in value towards the roles of their works and life balances, example on such, as in Europe countries compare to Far east, Europeans tend to have a precise hours of clocking-out-time or less time working hours than Asian’ countries, they would spend time with their families or relatives more and on an average, a full-time employee in Europe works 34.3 hours per week, which is far less than most of the Asia’s countries such as Japanese, Korean, or Thailand, which on average would be 40 plus hours per week. Furthermore, the productivity and efficient remains still, with the spending time of works is much different (Singh, 2013).. In that context, the research by Berger & Luckman (1966) concedes that the process of socialization factor, and external factors like culture and organizational behaviour allows the. 11.

(19) construction of reality, eventually influencing the perspective towards making meaning. Perceiving constructivism, it is therefore relevant that culture and beliefs are taken in consideration in studying ‘meaning’. That help shapes the factors create what is the meaning of working in particular with the chosen society and cultures. This correlates with the study’s intent in understanding the behaviour and culture of the Thai meaning of work. In the context of working and meaning behind, the process of socialization, the organizational behavior-values, cultures and beliefs can be significant in the consideration of assessing the meaning of work.. Cultural beliefs in Thai aspects The cultural belief in Thai peoples aspects from their perspective is the view point of Thai people within the workforce. Typically, a common saying among Thai people are, “Cha cha dai pla lem ngam”, which means to do something slowly and make sure to have a beautiful big knife. What does this imply? It implies that the belief of Thai individuals is engaged in developing culture and belief based on working slowly. The belief of the Thai individuals wish to have put effort in what they do, despite requiring extensive time. However, it can also be positioned as Thai individuals adopt any behaviour very slowly. This refers to the mindset of doing things in no rush and to always be careful and have a backup plan. Thai people working style habits is very flexible, and easily adapted to the situation, they don’t find the sticking through the end of the rules really matters, or they find its more useful to keep adjusting until the work has done. Somewhere, the employee habits are also easily influenced with this mentality. That said, employee belief and the understanding of work can imply a longer awaited development and a stringent working environment to develop their employment mentality.. This perspective of Thai people is also held differently to how they view each other. As coworkers, they view each other as colleagues but superiors are not. They are treated as controllers and thus it is expected of them to treat superiors with a polite and subtle indication of their own lower position and this concept is regarded as 'superior-inferior' regarding the employees and those lower on the hierarchical ladder as inferior to the superiors. The understanding of superiority vs. inferiority suggests that Thai employee have a highly-controlled environment. Their meaning of work establishes as respecting the superiors and following order. Thus, the inferior group of individuals are rather inclined towards the personal innovation and development. This breeds a sense of loathing for the upper hierarchy but also it is held as a symbol and aspiration for those below to reach and pine for that very same position.. 12.

(20) Thailand’s society appears the word ‘Karma’, is a fundamental part of the Thai culture and is seen rather often in both the workplace and society as a whole. This is inherited from the strong cultural influences of the Chinese and the Brahminic influences from India and the mix of the two strong Buddhist cultures is prevalent in Thai society (Winzer, Samutachak & Gray, 2018). This is strongly represented in the “Ti Tum Ti Soong” which is prominent and is represented by the acceptance that some are born better and greater than others which is an attribute to karma. There is a strong belief in destiny and thus the inevitability of it and the impossibility to change it. Therefore, the boss and those in charge are destined for the role and it is believed that most positions are hereditary. This is seen in Thai society that a handful of those in power and those possessing the positions of influence are only from a selected few families. A key important feature of the Thai work environment is that there is a preservation of the atmosphere of order. Thus, friendliness is expected to dominate so long as status and hierarchy are accepted and recognized (Yano, 2019). When emphasizing more about the context of Thai’s organization behavior, Culture is described as unique and known worldwide for its complexities and various norms. Thai culture is characterized by its large power distances and it is stated that superiors and subordinates are considered vastly varied and in their leagues. It is mentioned that subordinates are expected to do as they are told and not to question (Pimpa, 2012). Executives and those in charge are regarded as the top of the social hierarchy and are to be followed unquestioningly. It is expected by Thai society for inequality to be the norm, stating that power gaps are obvious and ever-present. In terms of Hofstede’s Dimensions of Uncertainty Avoidance, Thai society is very low on the level of tolerance towards uncertainty. Thus, to avoid any uncertainty there are dogmatic and draconian laws, rules, policies and regulations that are created and adopted. It is also described that Thai men are stated to be the “Chang Tao Na” and women the “Chang Tao Lung”, the prior meaning; Front legs of the elephant. The latter is “the back legs of the elephant” (Jirapornkul & Yolles, 2010). Thus, inequality in gender can be notable. It is shown that Thai employees are more often than not reliant and prefer individuals with strong leadership. Meaning, that within the workforce a strong leader can go far as the culture appears largely submissive to the upper hierarchy and those with high charisma and good qualities of leadership can make it far as well as find a lot of stability within and among their peers of the workforce. Cultural habits also denote that there is a large gender disparity within the workforce, with women typically viewed as support. Although this is slowly changing, that does not mistake the fact that a majority of Thai employees and management hold a certain bias (Poohongthong, Surat & Sutipan, 2014).. 13.

(21) Religious beliefs Religion is a set of beliefs that is passionately held by a group of people that is reflected in a world view and in expected beliefs and actions or can be described as a set of beliefs of the world and the people in it, about how they came into being, and what their purpose in life. Religion has always played a crucial role in the meaning of work. Religious and non-religious individual’s perspective towards the meaning of work varies, as referenced by Gebert et al., (2013). The study shows that religion can affect existential psychology, positive psychology and therefore acts as an outward motivation for the individual on a spiritual level. On the other hand, non-religious perspectives determine the individuals' primarily materialistic motivations. The two sides both motivated differently, and religion plays a crucial part in Thai culture. The belief in karma and the act of good to lead to a better afterlife is integral. The aspects of Karma, life, death, rebirth and good deeds carrying forward play a strong role in Thailand society. An individual is very critical of the importance of fate and the circumstances of their being. This affects the performance of an individual in work as well, as it is reflected by their behavior (The Buddhist Centre, 2019).. One central belief of Buddhism is often referred to as reincarnation -- the concept that people are reborn after dying. In fact, most individuals go through many cycles of birth, living, death and rebirth. Buddhism is a philosophy of life expounded by Buddha ("Buddha" means "enlightened one" or ‘Awakened One’). Buddhists seek to reach a state of nirvana, following the path of the Buddha, which means the cycle of rebirth ends and the finished point of the process of sufferings, that associated with rebirths and re-deaths come to an end. As described with greater details, Buddhists possess a lot of principles, where it helps to guide, govern and structure the people in religious society. Needless to say, that mostly the Buddhism principles become their social norms, where people would tend to keep and follow, and those who aren’t will be perceived as ‘unrespectful one’ or less in social acceptance and group united.. Buddhism principles consists of many principles beliefs, where it was believed to be a guideline as a structure for how to live a good life and behave in a morally good way and this will allow them to reach enlightenment, which is what all Buddhists attempt to achieve in their lifetime. The principle beliefs can be example as such a ‘Four sublime states of mind’ or as a guidelines to clarity and pureness of life or ‘The six directions to respect’ as an order of people who should be respected. Moreover, the belief about ‘gratitude’ that Buddhists give importance so much, as its been stated that if one having the gratitude values, their life would be as prosperous both physically. 14.

(22) and mentally. The religious belief have so many principles as to help Buddhism from their sufferings in the current world (Encyclopedia Britannica, 2019).. In Buddhism, Karma (the law of cause and effect), says "for every event that occurs, there will follow another event whose existence was caused by the first, and this second event will be pleasant or unpleasant according as its cause was skillful or unskillful." Therefore, the law of Karma teaches that the responsibility for unskillful actions is borne by the person who commits them. In the Buddhist traditions, life aspects affected by the law of karma in past and current births of a being include the form of rebirth, realm of rebirth, social class, character and major circumstances of a lifetime. It operates like the laws of physics, without external intervention, on every being in all of existence including human beings and gods. The karmic process operates through a kind of natural moral law rather than through a system of divine judgment. One's karma determines such matters as one's species, beauty, intelligence, longevity, wealth, and social status (The Buddhism History, 2019).. As stated above, Religion is a key role in Thai society shows that Thai people view the aspects of Buddhism’s destiny to be essential as they differ to their superiors as individuals who are destined for the role and that when someone is born into a position of prestige it is fated. This fatecentric belief can be felt by Thai society and seen clearly as the top managerial roles and position of power are held by an elite group of families. Despite this, Buddhism holds the belief of positive reinforcement and the actions of an individual to do good unto others and to preserve an environment of peace (Honoré, 2018). This is reflected in the workplace as the atmosphere of friendliness, cooperation and obedience are expected within the office.. 15.

(23) Non-religious beliefs In terms of non-religious, the aspect of workplace spirituality has always been an interest for many researchers. In the study by Davidson & Caddell (1994), spirituality results in the emerging themes of good and strong leadership, strong organizational culture, a value-driven workplace with strong accents of humanism. Non-religious belief and culture are more of a personal point of view, philosophy, values which are not attributed to religion and is not bound to any religion. Within the Thai workplace, this manifests in the day to day behaviour of courtesy and philosophy for the personal code of conduct of an individual.. Studies show that within the nature of Thai employees, the fundamentals of non-religious beliefs are still present. Despite not being motivated religiously, individuals are raised to uphold peace and focus more on personal goals. Their interests and motivations were driven by their own passion and spirituals behind, where they possess their own paradigm of creating it under their own context, without a belief from religious or any other external terms. This peace is referenced as the cultural motivations of non-existence, individualism, personal spirituals and reducing the risk of uncertainty within the workplace (Benefiel, Fry & Geigle, 2014).. In terms of religious, Thai workers believe in upholding the values of taking things slow and steady, not rushing onwards, the belief that things should not be shaken up and instead of a slow progression to success. In contrast with the non-religious terms, that one who possess the mindset of pursuing things and achieving the goals as soon as they can, where it could be explained as more capitalism, personal and modernized thinking process. Even though, non-religious beliefs are not as popular and not as wide-spread in the Thai working environment as the strong religious presence can be felt despite the fact that there are still those who are not Buddhist, but they still uphold the concept of karma in that doing good will incur goodwill in the future which is mostly built up the concept of trust and the philosophy of the individual in question.. 16.

(24) Meaning of work in Thai aspects In the context of Thailand, seniority depicts as a crucial factor in Thai organizational behaviour. That being said, the collectivistic nature of Thai nature, uncertainty avoidance, and masculinity have influenced how job satisfaction is positively/negatively influenced. However, the culture of masculinity and seniority has brought forward discrimination in an organization. Despite, the Thai individuals have paramount and collectivist nature, having high respect for authoritative power can have (a) higher executives strongly influence the lower-level executives, (b) work stress for lower-level executives are high, and (c) discriminatory job can influence job satisfaction (Chaiprasit & Santidhiraku, 2011). Job satisfaction is not able to build organizational engagement. In other words, the job satisfaction of Thai employees cannot promote engagement in an organization (Chaisilwattana & Punnakitikikashem, 2017).. On the other hand, Komin (1990) also reflects values based on conception or standard rules that influences and guides the belief of a significant person/individual. Herein, the process of socialization reflects upon the cultural, personal, societal, and institutional factor of an individual. Thus, reflecting upon values that are conducted in a working environment. In the Thai cohort, these values often incline the individuals towards the notion of the centrality of work (Lu et al., 2019). As social and cultural development initiates, the understanding of organizational working alter. Thus, the concept of working differs. This leads to a potential gap for studying the meaning of work in the current era and age for the Thai cohort.. The construction of meaning, according to Mill (1940), is from the form of identity. Therefore, constructive identity plays a crucial role in assessing the meaning-making towards the working platform. While identity reflects on values and beliefs, it so-forth reflects upon the culture. The cultural orientation is further assessed, yet, the question of, 'How', culture influences identity and how can the 'Thai' culture reflect upon the design of working habit can be significant. Initiating from a broader perspective asserts three key aspects in working with Asian managers, inclusive of Thai managers. The working culture (MOW) study includes findings that suggest Asian managers be aligned with, a) the prioritization of goals, b) The development of the organization, and finally, c) the priority differences between work and goals. In the context of Thai individuals, the societal/cultural environment influences the organizational behaviour (Komin, 1990). That being said, the research suggests that the meaning of the practice of work can vary and differ over the course. As social and cultural development initiates, the understanding of organizational working alter. 17.

(25) Summary In retrospective, the study on the ‘meaning of work’, is rather limited. From the study by Hsu and Stanworth (2015), the meaning-making perspective of the Chinese workplace environment, this review of the literature explores in the existing prose of meaning of work in Thai culture. In Thai culture, the meaning of work is proposed to be influenced by cultural value, behavioral patterns, and organizational actors like the pattern of values, beliefs, and culture. From the psychological importance, ego orientation is amongst the crucial factor for Thai people. Similarly, the religiousspiritual value is also considered the second most important factor in Thai people (Komin, 1990).. For the meaning-of-work perspective, the religious vs. non-religious perspective on meaning of work, and the organizational functioning of Thai employees are believed to influence the perspective towards the meaning of work. Herein, the review also aligns towards the factors that influences Thai employee reflects on the organizational working under the religious and nonreligious belief systems. Similarly, if such ensues, the potential implications of the perspective – positive/negative is entailed and addressed. The existing literature suggests that meaning of work can pursue and evolve according to the culture/belief. The study-aim fits together, as the recent 2019-2020 notion of meaning of work in Thai context is yet unexplored, and is addressed in this research.. .. 18.

(26) CHAPTER III. RESEARCH METHODS. Research Approach Qualitative research method mainly aims to focus on how the people interpret their meaning and experiences, how the perception of people has towards those factors or issues, and what are the reasons behind those actions that have built (Merriam, 2009). By understanding these purposes of how and why, its construct the particular meanings and influence them to do and understand what and why they do it. The process that those meanings are given with a clear description, analyzation and interpretation, that they have been through will enable us to understand the intention of the focused topics. The particular method is conducted by text or image data, which analyzing the data with systematically designs (Cresswell, 2014). Due to the fact that, this research takes place in real world, that is deemed to be naturalistic, the study and research are naturally occurred, without the bias or manipulation of the past studies or samples (Merriam, 2009). Qualitative method possesses an unpredicted outcome, that the results cannot be predetermined. This research approves a grounded theory approach, adopting an interview design as a tool for collecting primary data. As according to Glaser and Strauss (2017), a grounded theory approach, is the method of systematically collecting data with the researchers’ immersion in the collection process.. The method of this study is designed to comprehend what factors build the meaning of work to be significant in the context of Thai employees. The methodological approach closely associates with the research methodology design suggested by Saunders et al., (2012). In an attempt to meet the research aiming, and comprehending how the Thai employees perceive the meaning of work, the researcher utilizes a qualitative approach. By definition of Saunders et al., (2012), qualitative research as a scientific study of non-numerical data in identifying meanings, concepts, characteristics, and emotions of the respondents. Applying this definition to the study, the perspective (attitude, characteristics, concepts, and meaning) of working for the Thai employees are reviewed. With that being said, the following purposes for this study is tested qualitatively: to study the reasons behind Thai peoples’ perspective towards meaning of working, and the factors that influences towards Thai people’s meaning of working under religious vs. non-religious perspectives.. 19.

(27) The Characteristics of Qualitative Research According to Cresswell's (2014), the characteristics of qualitative research are included as follows: 1. Natural setting: Qualitative researchers conduct the process, which participants are not taken to the lab or not provided any given instruments to support or contribute the participants’ data. Instead, researchers observe participants’ behavior and action within their contexts, that often conduct naturally face-to-face, which is the main characteristics of this method. 2. Researcher as key instrument: Qualitative researchers tend to collect data through observing behavior, documents, or interview, rather than use questionnaires or instruments developed by other researchers. Qualitative researchers are the main instruments that collect data and information. 3. Multiple sources of data: The forms of data include interviews, observations, documents, and audiovisual information instead of a single source. Then the researchers review the data, making sense out of them, and categorize them over the collected data. 4. Inductive and deductive data analysis: The inductive data analysis process means working back and forth between the themes and database till the exhaustive set of themes is founded. The deductive data analysis demonstrates that researcher retrospect the data from the themes to examine if each theme can be supported by more evidence or need to gather extra information. Therefore, the process starts from inductive analysis, and then the deductive thinking is utilized when the analysis moves on. 5. Participants’ meanings: During the whole process of conducting qualitative research, the researchers focus on meaning that the participants possess in their issues, instead of bringing them to the research. 6. Emergent design: The whole process of conducting qualitative is emergent, which means that the initial plan cannot be certainly predetermined. Part of the process may be changed after the researchers start collecting the data; for instance: the interview questions and forms of the data may be changed, the participants’ conditions and the sites might be altered. The main point of qualitative research is to know the issues from the participants and collect the information to conduct the research. 7. Reflexivity: Qualitative researchers reflect their role in the study, including personal background, culture, potential experiences for shaping the participants’ information, such as 20.

(28) themes and meaning they attribute to the data. This helps explains how researchers develop the direction of the study while advancing the values. 8. Holistic account: In qualitative research, the researchers try to design a complicated structure of the issue, such as multiple perspectives, factors included in the context, drawing a broader emergent picture.. In this study, all of the characteristics mentioned above are met; (a) about the natural setting, the participants are not taken into a labor a predetermined context; therefore, the participants will contribute their data in an interview without a pre-established context; (b) as for researcher as key instrument, the data is collected by interview instead of questionnaire, the researcher is the instrument collecting and analyzing the data; (c) this research used multiple sources of data related to the targeted research such as the participants’ company websites, pictures, or videos; (d) inductive and deductive data analysis construct how this study is going to be developed and explored, and therefore comes the themes emerging from the data. After collecting the data, the researcher applied an inductive method to analyze the collected data; afterwards, the deductive analysis was applied when examining whether there are supported evidences to the themes; (e) data was collected as how the participants gave meanings and interpret their own issues; (d) since the research is not able to be predetermined, researcher modified the research questions or the conditions of the participants through the progress of interview; (f) the researcher interpreted the data through one’s perspective of personal background, experiences, culture, and role in this study; (g) this study included relevant factors such as participants’ background, culture, age, gender, and so forth, in order to provide a holistic account for the finding of this study.. 21.

(29) Research Framework In Figure 3.1., the research framework is explained with alphabetic points; (a) the participants were asked about their background factors, such as occupation, work year in Thailand, gender, age; (b) the participants were asked about their religious or non-religious backgrounds beliefs; (c) their beliefs were divided into two categories, religious and nonreligious; (d) last, these two beliefs were further measured towards the reasons behind, that shape the way people have for meaning of working.. Figure 3.1. Research framework. Sampling Strategies and Criteria The research strategy utilized is inductive analysis. A research strategy reflects a directive plan that acts as a reference for the researcher to perform and achieve the desired results (Saunders et al., 2012). The notion of inductive analysis refers to collecting premises and generating findings that can be applied in a general context (Ali and Birley, 1998). That being insinuated, this research develops from the primary and secondary review of literature, further implementing the basic concept of meaning of working in the Thai employee context. The interviewees have been asked to join the semi-constructed interview for the data collection and mainly focus on Thai’s people. Amongst the two available choices of research design, (a) Primary, and, (b) Secondary, the researcher opts for primary research. Being that the study on the meaning of work in the Thai context is relatively new, primary research in comprehending what the true meaning of work in the Thai context was necessary. Primary research refers to the design, whereby, the researcher collects new and raw data in assessing, predicting, or analyzing the data (DriScoll, 2015). Similarly, secondary research alludes desk-based research utilizing existing database of raw data in identifying new 22.

(30) information. That being said this research aims towards achieving qualitative primary design research. Research instruments, as referred to by Venkatesh, Brown, and Sullivan (2016), are tools that are utilized to collect raw-data from the population/sample. In this study, the preference of the researcher aligns with qualitative data collection, which is an interview. Following a qualitative tool, the interview questions of this study are open-ended. In other words, the responses collected are rich with data presented from the interviewee's thought of mind and without confines. The research interview revolves around queries for the meaning of work in Thai peoples’ perspective.. There are two criteria set for participant selection in this study. First, the participants are Thai, and the content of the job involves cooperation or interaction with local Thai employees. Second, the participants’ period of time of working in Thailand more than one up to five years. This criterion was set according to Black and Mendenhall’s (1991). The interview design of this research closely associates with the interview design by Kvale (1996). The systematic process of the interview design encompasses 6 steps to the interview. The 6 steps include: designing interview questions, that this study encompasses 1 interview question divided amongst religious vs. non-religious cohorts, assigning interviewees and collecting interview data, transcribing the raw-data (Audiorecording), assessing the transcribed data, Reliability and validity of the results and lastly, drafting the reports for a final research.. 23.

(31) Table 3.1. The Description of Interview Participants. Number. Name. 1.. Anne. 2.. Aom. 3.. Aoey. Gender. Female Female. Female. Nationality. Job. Thai. Auditor. Thai. Corporate. Thai. Years of Working in Thailand. Managerial Interview. Interview. Position. Date. 3 years. N. 11/05/19. Café. N. 12/05/19. Café. officer. 2 year 3 months. Sales. 4 years. N. 13/05/19. Café. 3 years. N. 13/05/19. Café. 3 years. Y. 15/05/19. Café. 2 years. Y. 16/05/19. Café. 2 years. N. 16/05/19. Café. 2 years 6 months. N. 18/05/19. Café. 3 years. N. 18/05/19. Café. Location. associate 4.. April. Female. Thai. Government officer. 5.. Bam. Female. Thai. Business owner. 6.. Bank. Male. Thai. Business owner. 7.. Bee. Female. Thai. Marketing associate. 8.. Book. Female. Thai. Government officer. 9.. Bonus. Female. Thai. Government officer. 24.

(32) Table 3.1. (continued) Number. Years of Working Managerial Interview in Thailand Position Date. Interview. Name. Gender Nationality. Job. 10.. Candy. Female. Thai. Sales assistant. 3 years 6 months. Y. 18/05/19. Café. 11.. Chaiwat. Male. Thai. Legal. 3 years. Y. 20/05/19. Café. Location. advisor 12.. Earth. Male. Thai. Sales assistant. 3 years 2 months. Y. 25/05/19. Café. 13.. Fiat. Female. Thai. Creative. 3 years. N. 25/05/19. Café. Thai. Sales associate. 2 years 7 months. N. 25/05/19. Café. 14.. Fukfang. Female. 15.. Jaja. Female. Thai. Marketing consultant. 4 years. Y. 26/05/19. Café. 16.. Jeejee. Female. Thai. Managing admin. 2 years. N. 27/05/19. Café. 17.. Jib. Female. Thai. 2 year 6 months. N. 27/05/19. Café. 1 year 5 months. N. 27/05/19. Café. Sales associate. 17.. Keng. Male. Thai. Legal officer. (continued) 25.

(33) Table 3.1. (continued) Number. Name. Gender Nationality. Job. Years of Working Managerial Interview in Thailand Position Date. Interview Location. 19.. Maruay. Male. Thai. Corporate officer. 3 years 6 months. N. 28/05/19. Café. 20.. Mew. Female. Thai. AE media associate. 3 years. N. 28/05/19. Café. Female. Thai. Public sector. 4 years. Y. 28/05/19. Café. 21.. Mint. officer 22.. Nan. Female. Thai. Managing/ admin. 2 years 5 months. N. 29/05/19. Café. Female. Thai. Legal paralegal. 2 years 1 month. N. 30/05/19. Café. 23.. Neoy. 24.. Non. Female. Thai. Executive Secretary /. 2 year 8 months. Y. 30/05/19. Café. 25.. Ohm. Male. Thai. Public sector officer. 1 year 6 months. N. 30/05/19. Café. Managing admin. 2 year 8 months. N. 30/05/19. Café. 2 years 6 months. N. 31/05/19. Café. 26.. Page. Female. Thai. 27.. Pepe. Female. Thai. HR associate. (continued) 26.

(34) Table 3.1. (continued) Number 28.. Name. Gender. Nationality. Job. Pomb. Male. Thai. Marketing. Years of Working Managerial Interview in Thailand Position Date. Interview Location. 2 year. N. 01/06/19. Campus. 2 years. N. 01/06/19. Café. 3 year. Y. 01/06/19. Café. associate 29.. Stamp. Female. Thai. Legal associate. 30.. Thoy. Female. Thai. Business owner. 27.

(35) Data Collection The sample respondents of this study comprise of Thai employees that are currently engaged and working (employed) in Thailand. A total of 30 interviewees were selected with each being asked the research question on what factors matters in influencing the concept and understanding the meaning of work. Each of the 30 respondents was briefly interviewed and inquired on the research questions. The language used in this interview is Thai as the participants preferred and has been translated to English by the researcher of this study. Thai employees were chosen based on convenience sampling strategy that created a particular set of samples to be targeted. A convenience sampling technique would refer to the strategic method of collecting primary data from the survey respondents or interview respondents that are convenient reach or territory of the researchers (Majid, 2018). In this case, the researcher approached Thai employees most conveniently located around and appointed them for gaining raw data. That being said, a random selection did not proceed in this research. The systematically method has been applied in the study, which are the observation, interview, documents and audio and visual materials respectively.. Interview This study adopted the qualitative research according to Merriam’s (2009), the information and data are collected through the interviews, which normally occurs face-to-face (Merriam&Tisdell, 2015). In other words, to gather the data from the participants, which the related research questions has been provided upon the interviews. In addition, the researcher of this study beware of the effectiveness of the interview in part of ethics, therefore, the following steps have been used in this study and take this process into consideration. The additional process includes peer review that must occur to prove that the questions are reasonable and also receive the suggestions from another researcher. Expert, who has a practical field of work must also conduct the review to test the potential interview questions. Furthermore, two pilot runs were conducted in this study, with the individuals’ who have similar backgrounds as the participants of this study.. Then, the researcher using those results of the interview to revise the questions to assure that this could obtain a useful information; (a) the interview questions were sent out one week 28.

(36) prior to the interview, for the prior notice and be prepared what questions could be asked; (b) keep the participants’ information confidential, that they were asked to sign a consent form before those interviews; (c) the duration of the interview was approximately 30 minutes that it was feasible to acquire the needed information, based on the prior pilot runs test; (d) the recorder was used during interview for the researcher to review, revise and transcript the data for the coding process. From the pilot runs’ results, it is found that the questions are limited within three questions for better time management.. Data Analysis According to Strauss & Corbin (2015), this study has conducted the data analysis in three steps respectively, which are open coding, then consistent comparison through the theoretical basic foundation and group categories. The first step of open coding is used to encrypt the original data and send those data to appropriate categories, which the result of it is the first-level category. Secondly, the axial coding is to group the first-step data and classified by the connotations. Last step is to compare the framework and the derived categories that have been using along with the open and axial coding process, to make sure that the derived categories and foundation can be related to each other. The systematic of the reading and observation of texts were adopted in the analysis process, to indicate the existence of meaningful patterns (Strauss & Corbin, 2015). The correlations among the patterns in the text and the proportion of patterns were statistically analyzed.. The performed data analysis of the participants of this research suggested that the meaning of work – as particular to the religious vs. non-religious beliefs, were different. Cultural beliefs, religious values and norms, and the perspective towards work were inter-related. The sub-section under this data analysis discusses a brief on how (non) religious and cultural perspective defines the meaning of work, proving valuable to academicians and managers. The findings are assumed to be significant in the context of business and HR areas, and have significant managerial implication in the context of retaining employees.. Each interview was recorded by digital voice recorder and note. All of the recordings from the interview was transcribed into transcripts. This helps the researcher with reviewing both the notes taken from the interview and the transcripts; therefore, the hidden critical messages 29.

(37) were brought out (Merriam, 2009). Merriam’s (2009) pointed out, the categories built during process of data analysis should follow the following criteria: “(1) responsive to the purpose of the research; (2) exhaustive; (3) mutually exclusive; (4) sensitive to the data; (5) conceptually congruent”. To ensure the validity of coding process, the criteria mentioned above was therefore followed.. Figure 3.2. Analysis process. 30.

(38) Research Quality To enhance the quality of this study, this section aims to scope the concept of research quality and explain what strategies has been used in this study.. Validity and Reliability Qualitative study proves that quality always crucial, this only makes sense by providing with a comprehensive depiction, that provides description of people who act in events (Firestone, 1987).. Furthermore, Maxwell (2015) commented that instead of turning validity threats into generic “variables” which are required to be controlled, particular events or processes are often considered to be validity threats that may cause conclusions invalid. Researcher bias and the effect of the researcher on the participants are two broad types of threats that are often mentioned in relation to qualitative studies; It is unreasonable to eliminate the researchers’ beliefs, theories, and perceptions in order to bring out a convincing conclusion; instead, qualitative research put an emphasis on how the researcher’s perspective and values influence the conclusion in the study (Maxwell, 2015). Reactivity is a term known as the researcher’s influence on the setting or the participants. It is appropriate that the effect of the research is being “controlled” in quantitative research where the purpose is to eliminate the unwanted cause of variability in the outcome variables; however, this is not a feasible approach in qualitative since it is impossible.. Instead, what matters in qualitative study is to understand the influence and productively use it. Reactivity in the interviewed is deemed to be a part of the world the researcher studies, which represent a powerful and inevitable influence (Maxwell, 2015; Merriam, 2009) It is not a meaningful action for qualitative researcher to try to minimize their influence such as avoiding leading questions. To sum up, what matters is about “how” qualitative researchers influence the participants’ descriptions, and this influences the validity of inferences from the conducted interview (Maxwell, 2015).. 31.