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NUIC Co-hosts the 4th TICC International Conference

NUIC Co-hosts the 4th TICC International Conference

The Naresuan University International College (NUIC) co-hosted the recently concluded 4th Thailand International College Consortium International Conference (TICCIC) on July…

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NUIC Research Forum #4: IRB Forms Workshop

NUIC Research Forum #4: IRB Forms Workshop

In an effort to promote research and at the same time assist NUIC researchers in their quest to conducting research,…

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RESEARCH PUBLICATIONS & PRESENTATIONS

ACADEMIC SERVICES
Academic Services or University Social Responsibility (USR) is one of the main missions of Naresuan University. Reaching-out to the underprivileged sectors of the society and helping to build the community around NU are some of the main objectives of organizing projects. Partnership with public and private institutions is likewise instituted to successfully fulfill the mission.

Academic services projects
PTTEP & NUIC English Training Program for Primary School English Teachers

PTTEP & NUIC English Training Program for Primary School English Teachers

“English Training Program for Primary School English Teachers” is a project collaboratively organized between Naresuan University International College (NUIC) and…

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Dr. Eugenia A. Boa
Program: Human Resource Management
Research:
1) Lhamo, R. & Boa, E. A. (2018). Perception of Bhutanese Employees towards Labor Unions. Published and presented in the proceeding of the International Conference on Economics, Management and Social Study. December 21 – 22, 2018.

Abstract:

Perception of Bhutanese employees towards labor unions

              Labor unions have played an important role in shaping the workforce and protecting the rights of employee. However, many employees in Bhutan are unaware about labor union and how they can be protected through labor unions. The purpose of this research was 1) to create awareness of unions to Bhutanese employees; 2) to find out why labor unions are not popular in Bhutan; and 3) to understand the disadvantages to Bhutanese employee of poor practice of labor unions. Even though the government of Bhutan has enacted the labor and employment act in 2007, most of the people in Bhutan are still unaware about this law and its benefits. A survey questionnaire was distributed to 104 employees in one of the companies in Bhutan manufacturing polypropylene packaging bags. The results showed that most of the employees neither agree nor disagree regarding the popularity of labor unions in Bhutan. It was concluded that the employees are not aware about the unions and have little knowledge about the existence labor unions in the country.

Keywords: labor union, worker association, employee, basic rights of employees, Bhutan

2) Kraikijrat, P., Boa, E. A. & Kongthaewtong, P. (2018). A Study on the Perception of Undergraduate Students towards Flexible Workplaces at Naresuan University in Phitsanulok. Published and presented in the proceeding of the International Conference on Economics, Management and Social Study. December 21 – 22, 2018.

3) Boa, E. A. (2017). Human Resource Development (HRD) Challenges in Response to the ASEAN Community Integration: A Case of Multinational Corporations in Thailand published and presented in the proceeding of the Global Conference on Business and Social Sciences, Bangkok, Thailand, December 4-5.

Abstract:

Human Resource Development (HRD) Challenges in Response to the ASEAN Community Integration: A Case of Multinational Corporations in Thailand

The Association of Southeast Asian Nation (ASEAN) is a work in progress. This study explores the pressing human resource development (HRD) challenges and impacts of ASEAN Community integration, specifically Thailand as perceive by human resources (HR) professionals working in multinational companies in Thailand. Ten multinational corporations of different nationalities, with a total of fifteen HR professionals were the target group of this study. Mixed method using semi-structured interview and checklist were employed in collecting data. Findings reveal that leadership, culture, skills of workforce particularly English language, technology, quality of education, and specific HR functions such as training and development and recruitment are the barriers and impediments in realizing the ASEAN Community. Furthermore, the perceived tangible gains of the integration include knowledge, culture and technology sharing, economic development, connectivity and employment opportunities. HR professionals suggested preparations needed for the workforce in Thailand and other member states such as enhancement of skills and abilities focusing on language, culture competence and educational reforms.

Keywords: ASEAN, human resource development, Thailand, HR professionals, multinational corporation

4) Boa, E. A. & Meesad, S. (2017). Implications of the Greying Population in Thailand: HR Perspectives published and presented in the proceeding of the International Conference on Business Management and Social Sciences, Phitsanulok, Thailand, November 8-10. (Awarded as “Best Paper.”)

Abstract:

Implications of the Aging Population in Thailand: An HR Perspective
Among the countries in the world where the numbers of older persons are rising sharply is Thailand. The speed of demographic shift in Thailand poses insurmountable challenges and opportunities. The aims of this study were to identify the opportunities and threats of the graying population in Thailand and to suggest strategies/measures that will be beneficial to them as perceived by Human Resource (HR) professionals. This is a pure qualitative study whereby the sample consisted of ten (10) HR professionals from different companies and sectors around Thailand. An in-depth interview was employed with the HR professionals. The interview transcripts were analyzed and coded to identity emerging patterns and themes using the Taylor-Powell and Renner approach. Findings revealed that the HR professionals interviewed are divided in their perceptions about employees aged 60 and above as being part of the workforce in Thailand; some answered positively and some negatively. According to the participants, there are numerous opportunities including specialist and management positions, flexible work, a rise in demand for senior employees, and resource for the labor market. On the other hand, the participants mentioned quite a longer list of the threats of the aging population which are summarized into a lack of respect due to generation gaps, a lack of technological know-how, productivity gaps, job availability, health insurance, a lack of support from employers, age discrimination, a lack of acceptance from the labor market, a lack of financial security, a high risk of various diseases, and common notions of retirement. The HR professionals unanimously answered that the current legislation protecting the rights of older persons in Thailand is not sufficient. The HR professionals suggested six strategies to prepare the aging population in Thailand: boost fertility, extend the age of retirement, provide better/more welfare, create more job opportunities, set up related legislation for older persons and personal savings.
Keywords: aging, population, Thailand, opportunities of aging population, threats of aging population

5) Hipsher, S.A., & Boa, E.A. (2017). Global mobile workforce in multinational enterprises: A call for more inclusive frameworks published and presented at International Conference on Emerging Trends and Issues in Management, Kathmandu, Nepal, June 1-2.

Abstract:

Global mobile workforce in multinational enterprises: A call for more inclusive frameworks

The study of expatriates has been heavily influenced by a perception of expatriates as being mostly middle-aged male managers being sent to other countries by large organizations. Yet, we see a growing acknowledgement the vast majority of individuals who are working internationally do not fit neatly into the categories created by the traditional definitions of being an expatriate. Therefore, to better understand today’s globally mobile workforce, more inclusive studies which include both traditional and non-traditional expatriates are needed. An exploratory study of Asian female expatriates working in education, who could be considered non-traditional expatriates, was conducted to explore the motivations and experiences of individuals working internationally who are coming from backgrounds different from the backgrounds of most researchers and therefore come from categories of workers who have been mostly excluded from most previous academic studies of the expatriate experience.

Keywords: expatriate, Thailand, human resources, motivation, experience

6) Boa, E. A., Wattanatorn, A. & Tagong, K. (2016). The implementation and evaluation of satisfaction of Blended Socratic Method of Teaching (BSMT): An Instructional Model to Enhance the Critical Thinking skills of undergraduate business students. Journal of Education, Naresuan University, July – September 2016, Volume 18 No. 3.

Abstract:

The implementation and evaluation of satisfaction of Blended Socratic Method of Teaching (BSMT): An Instructional Model to Enhance the Critical Thinking skills of undergraduate business students

The main focus of this study was to implement and evaluate the level of satisfaction of undergraduate business students towards an instructional model known as the Blended Socratic Method of Teaching (BSMT) developed to enhance their critical thinking skills. The model refers to a set of inter-related components arranged in sequential order which provides guidelines to teachers to achieve RED – recognizing assumptions, evaluating arguments, and drawing conclusions). The specific purposes of this research were 1) to implement and determine the effectiveness of the instructional model, and 2) to evaluate the level of satisfaction of undergraduate business students towards the instructional model.
The research methodology comprised two phases corresponding to two research objectives: 1) implementation of the developed instructional model with 40 undergraduate business students majoring in Human Resource Management at Naresuan University International College (NUIC) and the determination of the effectiveness of the model and 2) evaluation of the satisfaction of the undergraduate business students towards the instructional model.
The results were as follows:
1. During the implementation of the model, the findings revealed that the developed model is an effective instructional model to enhance the critical thinking skills of the undergraduate business students, as shown in the students’ pre-test (x̅=13.20) and post-test score (x̅=25.17) in the critical thinking appraisal, which is significantly different at 0.01 level of significance.
2. The undergraduate business students were “highly satisfied” with the Blended Socratic Method of Teaching (BSMT) Model as they evaluated the model “strongly satisfied” in all aspects—objectives, syntax, content, support system, principles of reaction, the social system, measurement and evaluation, and impact on students and students self-rated accomplishments. The undergraduate business students were in complete agreement that the model enhanced their critical thinking as well as other 21st century skills, communication and collaboration, problem solving, and decision making.

Key words: Instructional model, critical thinking, Socratic method of teaching, blending learning, undergraduate business students