The purposes of this study were to 1) compare the perception on the organization culture of the personnel with different demographic personal background 2) compare the effectiveness of the Enterprise Resource Planning of the personnel with different demographic personal background and 3) study the relationship between the perception on the organization culture and the effectiveness of the enterprise resource planning.The results of the study revealed that in the overall1) The staff with the age difference perceived the organization culture differently while the staff’s genders marital statuses educational levels working periods and work departments showed no significance. 2) It was found that in the overall the staff with different ages perceived the effectiveness of the Enterprise Resource Planning differently but according to the staff’s educational levels positions and work departments showed no significant difference. 3) The personnel’s perception on the organization culture positively and highly related to the effectiveness of the Enterprise Resource Planning.

The objectives of this research were (1) To study the influence of supervisor’s transformational leadership and organizational justice on job satisfaction of employees of BAAC head office; (2) To study the influence of supervisor’s transformational leadership organizational justice and job satisfaction on organizational commitment of employees of BAAC head office. (3) To validate the causal relationship model of supervisor’s transformational leadership and organizational justice on job satisfaction and the organizational commitment of employees of BAAC head office with empirical data. The variables in this investigation consisted of the following: supervisor’s transformational leadership and organizational justice consist as the independent variables; job satisfaction as mediating variable; and organizational commitment as dependent variable. The researcher used quantitative methods which involved empirical research. The instrument of research was a questionnaire used to collect data from 399 employees from BAAC head office. The statistics used in data analysis were frequency mean percentage and structural equation model analysis. It was found that the model was consistent with the empirical data. Goodness of fit measures were found to be Chi-square (2) = 122.230; Degree of freedom = 150; p-value = 0.952; Relative Chi-square (2/df) = 0.815; Goodness of Fit Index (GFI) = 0.980; Adjusted Goodness of Fit Index (AGFI) = 0.938; Comparative Fit Index (CFI) = 1.000; Standardized Root Mean Square Residual (SRMR) = 0.020 and Root Mean Square Error of Approximation (RMSEA) = 0.000. It was also found that: 1. Supervisor’s transformational leadership had positive and direct influence on employee’s job satisfaction. 2. Supervisor’s transformational leadership had positive and direct influence on organizational commitment. 3. Organizational justice in the dimension of distributive justice had positive and direct influence on job satisfaction. 4. Organizational justice in the dimension procedural justice had positive and direct influence on job satisfaction. 5. Organizational justice in the dimension of distributive justice had positive and direct influence on organizational commitment. 6. Job satisfaction had positive and direct influence on organizational commitment. Based on these findings the researcher recommends that BAAC head office more fully focus on supervisor’s transformational leadership organizational justice in the dimensions of distributive justice and procedural justice to deepen the job satisfaction and organizational commitment.

The objective of this research were (1) To study the Influence of supervisor’s transformation leadership on job satisfaction; (2) To study the Influence of supervisor’s transformation leadership and job satisfaction on organizational commitment; (3) To study The Influence of transformation leadership job satisfaction and organizational commitment on employee’s job performance (4) To validate a causal relationship model of influence of supervisor’s transformation leadership on job satisfaction organizational commitment and employee’s job performance of Tisco Bank Public Company Limited. The variables in this investigation consisted of the following; supervisor’s transformation leadership as the independent variable; and job satisfaction on organizational commitment as mediating variables and employee’s job performance as dependent variable. The researcher used quantitative methods which involved empirical research. The instrument of research was a questionnaire used to collect data form 345 personnel of Tisco Bank Public Company Limited. The statistics used in data analysis were frequency mean percentage and structural equation model analysis. It was found that the model was consistent with the empirical data. Goodnessof fit measures were found to be Chi-square (2) = 198.935; Degree of freedom = 169; p–value = 0.057; Relative Chi-square (2/ df) = 1.177; Goodness of Fit Index (GFI) = 0.950; Adjusted Goodness of Fit Index ( AGFI) = 0.925; Comparative Fit Index (CFI) = 0.997; Standardized Root Mean Square Residual (SRMR) = 0.039; and root Mean Square Error of Approximation (RMSEA) = 0.023. It was also found that (1) supervisor’s transformation leadership had a positive direct effect on job satisfaction; (2) supervisor’s transformation leadership had a positive direct effect on organizational commitment; (3) job satisfaction had a positive direct effect on organizational commitment; (4) organizational commitment had a positive direct effect on employee’s job performance; and (5) supervisor’s transformation leadership had a positive direct effect on employee’s job performance. On the basis these findings the researcher recommends that Tisco Bank Public Company Limited more fully focus on transformation leadership to deepen job satisfaction and organizational commitment and employee’s job performance.

Online learning has been growing rapidly in recent years providing increased opportunities for tertiary institutes to reach out to learners who previously may have had limited access to a traditional university. Although students frequently use information technologies in their daily life online learning requires considerably more competencies than basic computer skills. Many students are unsuccessful in their learning without face-to-face contact and collaboration with lecturers and peers. They can feel isolated and doubt their ability to succeed in the online course. To increase online learner success support is needed especially to improve learner self-efficacy. Very few studies have focused on student self-efficacy in an online learning environment and especially those conducted in an authentic setting. Learner control is thought to facilitate students in online learning but the relationship between learner control and learner self-efficacy is still unclear. Therefore this study intends to examine this relationship using an embedded-correlational mixed method design to answer the research question what is the relationship between learner control and online learning self-efficacy? The quantitative approach was used to find the correlations among learner control online learning self-efficacy and related variables such as age gender prior online experience and computer skills. An online Learning Self-efficacy Scale (OLSES) was constructed and validated with an internal consistency of 0.895. Open-ended questions were added to the questionnaire to gain a greater level of insight of online learning experience in relation to self-efficacy and learner control. Seventy-five students in a four year teaching online programme at a New Zealand tertiary institute participated in the online survey. Data analyses revealed that the relationship between learner control and online learning self-efficacy was confirmed r = .526 p < .01. Age and gender had no effect on the relationship while prior online experience computer skills for social and academic purposes did. The multiple linear regression showed that learner control and computer skills for academic purpose are good predictors of online learning self-efficacy. Analyses of the qualitative data not only confirmed the quantitative findings but also provided insight into the nature of self-efficacy and importance of feedback in the online setting. As a result of this study the embedded framework for successful line learners (SUCCESS) was developed and is recommended as a set of guidelines for online learning developers.

The purpose of this study was to study and compare good citizenship characteristics of undergraduate of Rajamangala University of Technology Phra Nakhon in 4 aspects: ethics social economy and politics. The undergraduates were classified by gender academic years faculties and achievement. The samples in this research were 389 undergraduates. The study participates selected by stratified random sampling and simple random sampling. The 60 item questionnaires of rating scales was used as the research instrument. Percentage mean standard deviation t - test for independent sample F – test and Scheffe’s test analysis were statistical method to analyze data. The results were as follows: 1. Good citizenship characteristics of undergraduates all aspects were in relatively high levels that ethics was the highest politics was in the lowest rank. 2. There was significant difference for good citizenship characteristics of undergraduates at the 0.05 level among undergraduates in different gender different academic years different faculties and different achievement.