The Teacher Empowerment of Private School Administrators under Khon Kaen Primary Educational Area office 1 ; การเสริมสร้างพลังอำนาจครูของผู้บริหารสถานศึกษาเอกชน สังกัดสำนักงานเขตพื้นที่การศึกษาประถมศึกษาขอนแก่น เขต 1

The objectives of this research were: 1) to study the teacher empowerment of privateschool administrators 2) to compare the teacher empowerment of private school administrators and 3) to study the recommendations for teacher empower- ment of private school administrators under Khon Kaen Primary Educational Area Office 1. The samples of this study were 282 private school administrators and teachers in academic year of 2017. The research instrument was 5 level Rating Scale. The content validity values were ranged between 0.66-1.00. The reliability of total issue of questionnaire was at 0.922. The statistics used for data analysis included the percentage, frequency, mean, standard deviation, t-test and F-test. The research findings were found that: 1) The condition of teacher empowerment of private school administrators based on opinion of private school administrators and teachers, in overall and each aspect, was rated at high level. 2) The comparison of teacher empowerment of private school administrators,classified by gender, was found that there were no significant differences in opinion of male and female private school administrators in overall and each aspect. When classified by school size, it was found that there were no significant differences in opinion of school administrators and teachers working in different sized schools in teacher empowerment of private school administrators in overall and each aspect. 3) The recommendations for the teacher empowerment of private school administrators were found that: 3.1) the structure of empowerment in organization in aspect of the information and mews receiving was rated at the highest level. The guideline for empowerment was that the teachers should receive useful information and news for their work practice, decision making, and feedback for developing better work performance was rated at the highest level. 3.2) The structure of opportunity receiving in organization on the aspect of work advancement was rated at the highest level. The guideline for teacher ...