Page 15 - IJSA, Vol. 4, No 1, 2021

International Journal of Science Annals, Vol. 4, No. 1, 2021
рrint ISSN: 2617-2682; online ISSN: 2707-3637; DOI:10.26697/ijsa

that the T-Test statistic had a Sig. value of 0.003, which affects works in an organization. Generation Y
was less than a significance level of 0.05, thus the employees prefer working with people and working with
hypothesis was accepted. This could be interpreted that freedom of thoughts. Nonetheless, in practice, there may
job characteristics positively influence decision-making be some departments that are still inflexible and
towards choosing civil service jobs. Bureaucracy has its undertake a defensive approach rather than proactive
job/work design in accordance with its work system, approach at work. Therefore, the image of job
which allows individuals to choose to work according to characteristics of fourth-year students at Chiang Mai
their interests. There are also projects that provide University is still low when compared to other pull
opportunities to challenge themselves and have the factors.
authority to take responsibility at work. This is in line Forecasting equations for the relationship between
with Jauhar, Chan and Rahim (2017). This researcher motivation factors in choosing civil service jobs are
studied behaviour of the Generation Y at workplace that shown in Table 2.

Table 2
Forecasting Equations for the Relationship between Motivation Factors in Choosing Civil Service Jobs

Coefficients
Variables
B SE B β t p
Constant 5.764 2.268 - 2.055 0.034
Job characteristics 0.304 0.089 0.233 2.305 0.003

Compensation 0.685 0.160 0.339 5.384 0.000
Career path 0.308 0.189 0.178 2.329 0.021
Job security 0.689 0.133 0.295 5.984 0.000
Values 0.535 0.149 0.236 4.267 0.000
Note. B – the unstandardized beta; SE B – the standard error for the unstandardized beta; β – the standardized beta; t – the
T-test statistic; p – the probability value.

Conclusions students might not be interested in civil service jobs, but
According to the study of motivation and decision- after the COVID-19 pandemic, the students have become
making in choosing civil service jobs of fourth-year more interested in and decided to work in the civil
students at Chiang Mai University during the COVID-19 service. Therefore, the more the modern design of job
pandemic, the researcher would like to present the ideas characteristics that meets the needs, way of life and
and conclusions that may be helpful to the development thoughts of a new generation is carried out, the more it
of bureaucracy to attract students. Proactive policies will attract young employees with high competence to
should be designed to attract individuals who are ready work for the government sector. This will also help keep
and competent to choose civil service jobs. them working in the government sector and not leaving
The ideas and conclusions are presented as follows: to work in the private sector and will become important
1) The research found that decision-making in choosing workforce for the development of the country.
civil service jobs of fourth-year students at Chiang Mai Suggestions for future research:
University was in a high level. This means that - There should be a wider range of research which can be
bureaucracy still motivates students to choose working in done by conducting research with university students in
civil services due to the COVID-19 pandemic. This is the public universities in different regions or at overall
another important opportunity for the government sector level of the country regarding how career decision of
to select high potential employees to enter civil services. entering civil services has been made after the COVID-
For example, the government can develop proactive 19 pandemic as well as whether students make the same
policies to motivate these students to work in civil or different decisions.
services more because this will help the government to - This research can be further expanded through studying
receive modern employees to help develop new projects, on trends of career choice of students in the post-COVID-
new policies that respond to the needs of the country. 19 era.
Besides, they will become an essential workforce in Ethical Approval
driving government policies in the age of rapidly The study protocol was consistent with the ethical
changing under globalization in order to most efficiently guidelines of the 1975 Declaration of Helsinki as
meet the needs of people. reflected in a prior approval by the Institution’s Human
2) With policies to attract high-potential employees, the Research Committee.
bureaucracy itself should be designed with work systems
and job characteristics that are flexible, wide open, and Funding Source
given the opportunity to move up in a higher position This research did not receive any outside funding or
equally with that of the private sector. Initially, these support.
13