The purpose of this research is to study the effect of a safety system provided for column reinforcement activity on productivity by studying a construction of buildings in Bangkok. The safety system composed of (1) stable scaffolding system (2) providing clean and not slip walkways on the scaffold (3) installation of handrails not less than 0.90 meters in height (4) installing stairs and (5) providing personal protective equipment for workers. Cost of the safety system is 40030 baht for a column reinforcement area of 40 numbers. Productivity rates for prior and after the used of safety system are 11.06 and 8.80 kg./person/hr. respectively. The productivity declines for approximately 20.43 % the working time for column reinforcement could take longer for 13.18 % and labor cost could increase for 13.32 %.

The purposes of the study were to investigate 1) personal factors of practitioner level personnel working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University 2) personnel’s organizational commitment levels and 3) compare personnel’s organizational commitment levels. The population in the study was 155 employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University employing survey study. The data were collected through the questionnaire and analyzed by frequency distribution percentage distribution mean and standard deviation. The result of the study revealed that most of the employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University were single females ranging from 21 to 30 years of age with average 20001 - 30000 Baht income and having bachelor degrees. They had worked in technical and practical employment at the Information Technology Department for average one to five years. The Information Technology Department personnel’s organizational commitment levels were high. When looking into each aspect the highest aspect was psychological commitment followed by high normative commitment and average retention commitment. The comparison result of personnel’s organizational commitment levels of the employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University categorized by personal factors such as gender age income education marital status work retention revealed differences concerning psychological retention and normative commitments.

The purposes of the study were to investigate 1) Relationship between Quality of Work Life Organizational Commitment and Employee Loyalty 2) Levels of and Employee Loyalty and 3) Compare and Employee Loyalty at Wangtai hotel Suratthani according to their personal factors. The questionnaire was administered to 138 samples selected through convenience sampling and analyzed by the percentage distribution mean standard deviation t-test one – way ANOVA; Pearson Product Moment Correlation Coefficient analysis was set between 0.01 and 0.05 statistical significance. The study results revealed high level of the overall Quality of Work Life and Organizational Commitment as well as the Employee Loyalty which accordingly agreed with each other at 3.75. Moreover in terms of personal factors different ages resulted in different Employee Loyalty behaviors. Additionally the employees’ different marital status led to different affective aspects while salary incomes resulted in different perceptions towards the organizations and affective aspects. Also work experiences resulted in different employee loyalty behaviors at 0.05 statistical significance.

The objectives were to: study organization engagement of Kasikorn Bank employees; compare personal factors with organization engagement of Kasikorn Bank employees; and study job satisfaction of employees with relationship to organization engagement of Kasikorn Bank employees. The questionnaire and test were used for compiling data. The frequency percentage mean standard deviation one-way ANOVA and Pearson’s Pearsons correlation with statistical significance at the level of 0.01 to 0.05 were employed for data analysis. The findings indicated that the majority of respondents aged between 21 and 30 years; their working years ranged between 1 and 5 years; their marital status was married; their average monthly income was 40001 Baht or more; and their position was unit chief. The different ages and working years affected different organization engagement. Meanwhile different marital status average monthly income and position did not differently affect to organization engagement. In addition job satisfaction had intermediate correlation with organization engagement of Kasikorn Bank employees and was at the same direction.

The purposes of the study were to investigate factors affecting the organizational commitment explore organizational culture and examine work life quality of the employees which affected their organizational commitment at Rubber Authority of Thailand Headquarters. The questionnaire was applied to collect data from the 200 employee samples selected by proportional stratified random sampling at Rubber Authority of Thailand Headquarters. The data collected were analyzed by the percentage distribution mean and standard deviation; and t-test f-test and multiple regression analysis resulted at 0.05 statistical significance. The study results revealed that most of the samples were single females who were 30 years of age in the average or less holding bachelor degrees and having been working for five years or less. It was found that their organizational culture concerning clan culture achievement culture bureaucratic culture and adaptability culture highly resulted in high work life quality including organizational pride social relation safe and sanitary workplace work independence work progress and security work administration and employees’ capacity development were high. However the aspect of justified and sustainable income organizational commitment in terms of psychology norm and work tenure were average. The study results revealed as follows. 1) Different personal factors concerning the employee’ age education status and tenure range did not differ in the organizational commitment 2) the organizational culture had impact on the organizational commitment were clan culture achievement culture bureaucratic culture and adaptability culture. 3) Work life quality resulted in organizational pride social relation work administration employees’ capacity development and work progress and security 4) Organizational culture and work life quality had better impact on the organizational commitment than the organizational culture which included aspects on organizational pride social relation employees’ capacity development work administration and work progress and security. It was found that main organizational cultures were achievement and clan cultures.