The purposes of this research were to compare the differences of the individual characteristics with performance of employees in state- owned enterprises. To study motivation affecting the work efficiency of the employees in the state enterprise unit. To study the principles of good governance affecting the work efficiency of employees in state enterprise agencies. To study of motivation and good governance principles affecting the efficiency of work performance of employees in state enterprise units The sample used in this study was 56 employees of state enterprise organizations in Thailand. 370 people by distributing questionnaires as data for data collection. The statistics used for data analysis were frequency percentage mean and standard deviation t-test f-test (One Way ANOVA). The relationships were used in Pearson s correlation analysis. Multiple linear regression analysis. The analysis results showed that personal characteristics such as gender age education level Income per month job position job duration. There are no significant differences in the efficiency of the performance of the employees in state enterprise units. Motivation affects the efficiency of work performance (quality of work) of employees in state enterprise units at a moderate level. Motivation affects the efficiency of work performance (quantity of work) of employees in state enterprise units at a moderate level. Motivation affects the efficiency of work performance (time) of employees in state enterprise units at a moderate level. Motivation affects the efficiency of work performance (operating cost) of employees in state enterprise units at a moderate level. Good governance affects work efficiency (quality of work) of employees in state enterprises are at a high level. Good governance affects work efficiency (the quantity of work) of the employees in the state enterprise department is at a medium level. Good governance affects work efficiency (time) of the employees in the state enterprise department was at a medium level. Good governance affects work efficiency (operating expenses) of employees in state enterprise departments are at a medium level. Motivation and good governance principles affect work efficiency (quality of work) of employees in state enterprises are at a high level. Motivation and good governance principles affect work efficiency (the amount of work) of employees in state enterprise departments at a medium level. Motivation and good governance affect the efficiency of work (time) of employees in the department at a moderate level. Motivation and good governance principles affect work efficiency (operating expenses) of employees in state enterprises at a medium level. With a statistical significance of 0.05 .

The objective of this independent study was to investigate knowledge and understanding motivation and organizational commitment affecting the efficiency in work performance of accountants and to study the motivation in performance that affects the commitment of the accountants’ organization. The Population in the study was 255 accountants working in accounting services firms registered with the Department of Business Development. A questionnaire was used to collect data. Descriptive statistics were used for data analysis i.e. frequency percentage mean standard deviation Pearson’s correlation coefficient and multi regression analysis. The major findings indicated that 1) knowledge understanding and motivation affected the efficiency in work performance of accountants as a whole at the statistical significance level of 0.01. When considering each aspect the study shows that knowledge understanding and motivation affected the efficiency in work performance concerning quality quantity time and expenses at the statistical significance level of 0.01 The organizational commitment affected the efficiency performance in terms of expenses with the statistical significance level of 0.05 and 2) Work motivation positively correlated with the organizational commitment of accountants with statistical significance level of 0.01.

This research aims to study 1) personal factors affecting the performance of Thai commercial bank employees 2) motivation affecting the work performance of Thai commercial bank employees 3) self-development affecting the work performance of Thai commercial bank employees 4) the work performance of Thai commercial bank employees. The population for this research was 162093 Thai commercial bank employees. The sample size of 383 people was determined using Krejcie & Morgan. The data was collected from Google Form questionnaires. The statistics used to analyze the data were frequency percentage mean and standard deviation. The statistics used to test the research hypothesis were T-test one-way analysis of variance the pair test by the Scheffe method and single linear regression analysis statistics. The results showed that most of the samples were female employees between 21-30 years of age a bachelor’s degree single status income in the range of 15001-25000 Baht and a working period of 5-10 years. The respondents had their opinion level of motivation factors happiness factors and self-development factors affecting the work performance of Thai commercial bank employees. It was found that the sample group had the highest opinion level in the overall opinion level. The results showed that the respondents had an opinion level of the work performance of Thai commercial bank employees. It was found that the sample group had the opinion level as a whole at the highest opinion level. The results of hypothesis test 1 revealed that personal factors such as gender age educational level status income and working in different departments had no effect on the performance of Thai commercial bank employees. Statistically significant at the 0.05 level and personal factors such as differences in the working period. Factors affecting the performance of Thai commercial bank employees at a statistically significant level of 0.05 and personal factors such as age education level income working period. When testing the hypothesis classified by aspects the efficiency of work of Thai commercial bank employees differed. Therefore the difference was tested by pair using Scheffe’s method. The results of hypothesis test 2 revealed that motivation affects the performance of Thai commercial bank employees. The correlation coefficient (R) = 0.858 adjusted R^2= 0.753 was statistically significant at the 0.05 level. The results of hypothesis test 3 revealed that self-development affects the efficiency of Thai commercial bank employees. The correlation coefficient (R) = 0.640 adjusted R^2= 0.40 was statistically significant at the 0.05 level.

The purposes of this research were to study personal information work motivation organization commitment compared according to demographic characteristics and influence of work motivation towards organization commitment of Y generation employees working for domestic high-speed service providers. 160 Y generation employees working for domestic high-speed service providers were the samples. The questionnaire were distributed on-line and analyzed by descriptive statistics including the frequency percentage mean and standard deviation t-test F-test One-way ANOVA Persons Product Moment Correlation Coefficient and multiple regressions. The results revealed that the employees’ who were different in terms of marital status and work tenure had different organization commitment. The employees with different gender age education and income did not differ in terms of their organizational commitment. In the overall the level of corporate commitment was very high; the relationship between motivation and organizational commitment positively correlated and had the influence on Y generation employees’ organizational commitment at the 0.05 level of significance.

This research was aimed to analyze work performance classified by personal information to investigate internal factors of support personnel work performance and influence of internal factors affecting work performance of the support personnel at Rajamangala University of Technology Phra Nakhon. The population used in this study was 693 staff working at Rajamangala University of Technology Phra Nakhon Bangkok. The sample size was determined by Craig and Morgan method to draw out 250 samples. The research instrument was a questionnaire constructed by the researcher to collect data manually. The data obtained from the questionnaire were analyzed using percentage mean standard deviation and T-test F-test ANOVA Pearson coefficient and multiple regression analysis. The research revealed the results as follows. Work performance of the support personnel of Rajamangala University of Technology Phra Nakhon in the overall was at high level with the mean Organization factors of the support personnel of Rajamangala University of Technology Phra Nakhon in the overall was at high level with the The results of the study on personal factors agreed with the overall performance of Rajamangala University of Technology Phra Nakhon personnel. It was found that the status salary and educationhours and working centers were significantly different .