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iThesis Srinakharinwirot University / มหาวิทยาลัยศรีนครินทรวิโรฒ

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THE IMPACT OF CHANGES IN THE WORKING-AGE POPULATION ON CHINA'S ECONOMIC DEVELOPMENT: FROM THE PERSPECTIVE OF INDUSTRIAL STRUCTURE UPGRADING

(Srinakharinwirot University, 31/7/2026) Sivalap Sukpaiboonwat; ศิวลาภ สุขไพบูลย์วัฒน์; Sivalap Sukpaiboonwat; ศิวลาภ สุขไพบูลย์วัฒน์; sivalap@swu.ac.th; sivalap@swu.ac.th; Srinakharinwirot University

The study employs a panel dataset comprising 31 provinces in China over the period from 2000 to 2022 to empirically analyze the relationship between changes in the working-age population and China’s economic growth, with a particular focus on the mediating and threshold roles of industrial structure upgrading. Empirical results demonstrate that the working-age population ratio exerts a statistically significant positive effect on economic development (β = 0.183, p < 0.01). Mediation analysis reveals that industrial structure upgrading fully mediates this relationship: the effect of WA_ratio on GDP growth becomes insignificant when ISU is introduced into the model (Sobel test statistic = 3.45, p < 0.01). Moreover, the threshold regression model identifies a critical value of 0.42 for the industrial upgrading index. When ISU is below this threshold, the marginal impact of the working-age population on GDP growth is relatively modest (β = 0.112); however, when ISU exceeds the threshold, the effect strengthens substantially (β = 0.267). These findings suggest that the positive demographic impact on economic growth is conditional upon the degree of industrial advancement. Industrial structure upgrading not only channels the benefits of a large labor force more effectively but also enhances economic resilience in the face of demographic pressures. Therefore, policy recommendations include: (1) accelerating industrial upgrading through technological innovation and service-sector development; (2) enhancing human capital investment to improve labor productivity; (3) promoting differentiated labor policies at regional levels to optimize demographic resources; and (4) integrating demographic planning with long-term economic strategies to sustain high-quality growth.

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THE EFFECTS OF A SELF-AFFIRMATION BASED TRAINING PROGRAM ON NURSING PROFESSIONAL SELF-EFFICACY AMONG NEWLY GRADUATED NURSES

(Srinakharinwirot University, 16/1/2026) Amaraporn Surakarn; อมราพร สุรการ; Amaraporn Surakarn; อมราพร สุรการ; amaraporns@swu.ac.th; amaraporns@swu.ac.th; Srinakharinwirot University

Newly graduated nurses often experience significant stress from heavy workloads, direct patient care demands, and the complexities of working within multidisciplinary healthcare teams. This quasi-experimental study aimed to compare the effects of a self-affirmation-based training program on self-affirmation and professional self-efficacy among newly graduated nurses. Grounded in Self-Affirmation Theory, the intervention focused on reinforcing personal values to support adaptive self-perception and confidence during this early career transition. Participants were 70 newly graduated nurses recruited from two hospitals, with 35 assigned to the experimental group and 35 to the control group. The experimental group received a six-session training program (120 minutes/session, once weekly for six weeks), while the control group received standard orientation training. Data were collected at three time points: pre-test, post-test, and one-month follow-up. Research instruments included a Self-Affirmation Scale (Cronbach’s α = .88), a Nursing Professional Self-Efficacy Scale (Cronbach’s α = .84), and the Self-Affirmation-Based Training Program. Data were analyzed using Multivariate Analysis of Variance (MANOVA). Results indicated that the experimental group reported significantly higher levels of self-affirmation and professional self-efficacy at both post-test and follow-up compared to the control group (Wilks’ lambda = .807, F(4, 65) = 3.882, p = .007, ηp² = .193). These findings underscore the effectiveness of Self-Affirmation Theory-based interventions in supporting professional identity development and empowering newly graduated nurses facing transitional challenges. The study supports integrating psychological frameworks into nursing development programs to strengthen early-career confidence.

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A SUCCESSFUL MODEL OF CHANGING MODEOF PRODUCTION ACCORDING TO “THE KHOK NONG NA MODEL”

(Srinakharinwirot University, 16/1/2026) Pharichai Daoudom; ปริชัย ดาวอุดม; Pharichai Daoudom; ปริชัย ดาวอุดม; pharichai@swu.ac.th; pharichai@swu.ac.th; Srinakharinwirot University

This thesis aimed to (1) investigate the meaning of success in transforming production methods according to the "Khok Nong Na Model," (2) analyze the conditions and processes involved in this transformation, and (3) synthesize a success model for adopting the "Khok Nong Na Model." The study employed a Mixed Methods Research design, integrating Documentary Research with Grounded Theory Methodology, specifically following Kathy Charmaz's Constructivist Grounded Theory approach. The theoretical framework utilized Bourdieu's concepts of Capital, Field, and Habitus. Data were collected through document review, in-depth interviews, and observation. Theoretical sampling was applied until data saturation was achieved, involving 56 farmers who had fully transitioned their production methods to the "Khok Nong Na Model." Data analysis led to the development of a grounded theory. The research findings revealed that (1) The meaning of success is multifaceted, contingent upon individual conditions, context, capabilities, potential, goal setting, and farmers' interpretations of success derived from their actions. (2) The "Khok Nong Na Model" features a distinct field structure and power dynamics that shape social relationships. Farmers within this field face fundamental conditions for entry, criteria for benefiting from participation, and prerequisites for influencing or controlling the field itself. A key aspect of this production approach is that farmers possess human capital that differs from Bourdieu's concept of capital. This human capital engages in a complex interplay with various forms of capital, leading to processes of cooperation, competition, negotiation, and struggle as farmers strive to maintain their position within this unique field. (3) Farmers can transform their relationship with capital and achieve sustainable livelihoods through continuous learning and adaptation, guided by the Sufficiency Economy Philosophy and New Theory. The "Khok Nong Na Model" of integrated agriculture empowers farmers by fostering self-reliance, enhancing human value, and enabling them to determine their own way of life.

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THE EFFECTS OF GROUP COUNSELING POSITIVE MOTIVATION INTERVIEWING PROGRAM WITH FINANCIAL KNOWLEDGE ENHANCEMENT ON FINANCIAL BEHAVIOR OF PRIVATE SCHOOL TEACHERS

(Srinakharinwirot University, 16/1/2026) Chaiyut Kleebbua; ชัยยุทธ กลีบบัว; Chaiyut Kleebbua; ชัยยุทธ กลีบบัว; chaiyut@swu.ac.th; chaiyut@swu.ac.th; Srinakharinwirot University

This experimental research aimed to compare financial behavior-cashflow management scores over time between four experimental groups; 1) a group participated in group counseling positive motivation interviewing program combined with financial knowledge enhancement, 2) a group participated in group counseling positive motivation interviewing program only, 3) a group participated in financial knowledge enhancement only, and 4) a control group, which did not participate in any program, using pre-test and post-test measurements. The sample consisted of 35 teachers from a private school in Nonthaburi province, divided into three experimental groups, two groups of 9 participants and one group of 8 participants, each participated in different programs and a control group of 9 participants which did not participate in any program. Data was analyzed using a mixed-design analysis of variance (One-within, One-between ANOVA) to compare cashflow management behavior scores over time between the experimental and control groups. The results revealed a significant interaction effect between the type of intervention program and time at the 0.05 significance level, F(3,31) = 16.99, p < .05, η²p = .622. Post-program, the results of cash flow management behavior score were significantly different between the four groups, F(3, 31) = 21.03, p < .001, η²p = .671. The experimental group participated in group counseling positive motivation interviewing program with financial knowledge enhancement (M = 4.35, SD = 0.39), as well as the group that participated in group counseling positive motivation interviewing program (M = 4.14, SD = 0.60), demonstrated significantly higher cash flow management behaviors score compared to the group that participated only in financial knowledge enhancement (M = 3.24, SD = 0.45) and the control group (M = 3.00, SD = 0.18), at the 0.05 significance level. Meanwhile, the group that participated only in financial knowledge enhancement was not significantly different from the control group. Concluded that there was a significant interaction effect between the type of intervention and time in cashflow management behavior, and the program with a positive motivation component was the most effective in enhancing the financial behavior of private school teachers.

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A COMPLETE NEEDS ASSESSMENT FOR DEVELOPING PSYCHOLOGICAL OWNERSHIP AMONG EMPLOYEES OF A SHOPPING CENTER IN PHRA NAKHON SI AYUTTHAYA.

This study, a comprehensive needs assessment to develop psychological ownership among employees of a shopping center in Phra Nakhon Si Ayutthaya Province, had three objectives: (1) to examine the level and components of psychological ownership in both the current and desired states, (2) to analyze the causal factors underlying the needs for developing psychological ownership in terms of job characteristics and psychological states, and (3) to propose guidelines for developing employees’ psychological ownership. The research was conducted in three phases. In Phase 1, data were collected from management (n = 6) and shop employees (n = 65), totaling 71 participants, to examine the current and desired states of psychological ownership. The results indicated that the three highest needs for development were self-efficacy, self-identity, and belongingness, respectively. In Phase 2, causal factors related to job characteristics and psychological states were analyzed using data from shop employees (n = 65). The findings showed that work feedback had statistically significant effects in different directions, with a negative effect on self-efficacy and positive effects on self-identity and belongingness. Skill variety also had a statistically significant positive effect on self-identity and belongingness. In Phase 3, the findings from Phases 1 and 2 were used to conduct a focus group with five experts in organizational consulting and industrial and organizational psychology to synthesize six guidelines for developing psychological ownership. The proposed guidelines included establishing a quarterly feedback system led by supervisors, creating a pilot role or trial-work space for employees, fostering an organizational culture that recognizes each individual’s uniqueness, implementing job crafting, developing strategies to promote a participatory work culture, and establishing an engagement committee to cultivate psychological ownership sustainably.