https://archive.cm.mahidol.ac.th/handle/123456789/47 2026-07-17T17:37:29Z https://archive.cm.mahidol.ac.th/handle/123456789/6053 Title: Cross-Cultural Adjustment and Professional Identity Challenges of Myanmar Doctors in Thai Hospitals Authors: Zin Min thant Abstract: This study examines the experiences of Myanmar doctors employed in Thai healthcare settings, with a focus on culture shock, cross-cultural adaptation, and professional identity challenges. Regulatory restrictions prevent foreign doctors in Thailand from medicine, resulting in employment in non-clinical roles. The research aims to understand the adjustment processes of these doctors in new workplace environments and the impact on their professional identity. A qualitative methodology was employed, utilizing semi-structured interviews with ten Myanmar doctors working in healthcare organizations in Bangkok. Data were analyzed through thematic analysis, informed by theories of culture shock, cross-cultural adaptation, professional identity, and cultural dimensions. The results indicate that participants initially experienced culture shock related to communication styles, workplace hierarchy, and organizational practices. These were often accompanied by feelings of stress, uncertainty, and reduced confidence. Gradual adaptation occurred by language acquisition, observation, and support from colleagues, with specifically reporting learning Thai as a key strategy to improve communication. Nevertheless, participants reported ongoing challenges to their professional identity due to restrictions on clinical practice. In summary, the study highlights the challenges faced by foreign-trained doctors in adapting to new cultural and professional environments. Description: 38 leaves 2026-01-01T00:00:00Z https://archive.cm.mahidol.ac.th/handle/123456789/6052 Title: Assessing the Factors Contributing to the Failure of ERP Implementation in the Trading Company in Myanmar: A Case Study Analysis Authors: Thet Htar San Abstract: This study investigates the reasons behind the unsuccessful implementation of an Enterprise Resource Planning (ERP) system in a trading company in Myanmar. The research utilizes the Technology–Organization–Environment (TOE) framework to elucidate the impact of internal and external factors on the outcome. The company put a lot of money and time into the project, but the system didn't work as planned. Financial reports were not always accurate, operational processes were not fully integrated, and employees anymore. They gradually returned to manual work because they no longer trusted the system. A qualitative case study methodology was utilized. Data were gathered through semi-structured interviews with 10 participants, including senior managers, the project manager, IT personnel, end users from various departments, and a vendor consultant. The interview data were subjected to thematic analysis to discern persistent patterns and interrelations among organizational, technological, and environmental concerns. The results indicate that the failure cannot be attributed exclusively to technical issues. Instead, it was caused by a mix of employees not wanting to change, problems, extensive system customization, insufficient change management, poor project coordination, data migration errors, infrastructure issues, and communication problems with the vendor. Over time, these factors worked together each other stronger. The research indicates that effective ERP implementation in emerging economies necessitates not only technological proficiency but also robust organizational preparedness and coherence among strategic objectives, business processes, and external support frameworks. Description: 53 leaves 2025-01-01T00:00:00Z https://archive.cm.mahidol.ac.th/handle/123456789/6051 Title: Understanding Employee Motivation and Turnover Drivers: A Case Study of Company G in Myanmar Authors: Htar hnin se Khin latt Abstract: Employee turnover has become a growing concern for small businesses in Myanmar, particularly for family-owned enterprises operating amid economic and political uncertainty. This study examines the internal factors contributing to high employee turnover at Company G, a small logistics firm. The study aims to identify the primary causes of dissatisfaction and low achievement and to provide practical solutions to strengthen employee retention. Adopting a qualitative case study approach, the study conducted semi-structured interviews with seven internal stakeholders, including management and operational staff. Thematic analysis was applied to interpret qualitative data, guided by Herzberg’s Two-Factor Theory and Maslow’s Hierarchy of Needs as the analytical framework. The findings indicate that deficiencies in hygiene factors such as uncompetitive compensation, unclear administrative procedures, limited job security, and insufficient operational resources are the main causes of dissatisfaction. Furthermore, the lack of motivating factors, such as recognition, structured career development, training opportunities, and supportive leadership, limits employees' ability to meet higher-level needs. These combined weaknesses have resulted in increased workload, employee burnout, and a recurring cycle of turnover, all of which negatively impact operational efficiency. Prior to implementing higher-level motivational strategies, the study suggests improving foundational employment conditions. This study provides empirical insights into employee motivation in a small, family-owned business, offering practical advice for improving retention and organizational stability in similar contexts. Description: 55 leaves 2025-01-01T00:00:00Z https://archive.cm.mahidol.ac.th/handle/123456789/6050 Title: Cybersecurity technology adoption: challenge and opportunity in a railway project. Authors: Prapan Phauknoo; Nathasit Gerdsri Abstract: Railway signaling cybersecurity presents significant challenges due to the continuous evolution of information technology, which increasingly impacts railway systems. Several key factors influence cybersecurity adoption in this domain: the integration of safety and cybersecurity stands as the primary concern, followed by alignment with regulatory frameworks, gaps in skills and capabilities, the need for specialized training and certification, and technological advancement. To address these challenges effectively, training programs should be structured according to the waterfall model of project management and include foundational courses, framework governance, cybersecurity operations, simulation-based validation and verification (V&V), and strategies for fostering communication and cybersecurity culture Description: 44 leaves 2025-01-01T00:00:00Z