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 .

The purposes of this research were to investigate the perception on activity maneuver and supporting factors regarding employees participation in Corporate Social Responsibility (CSR). The sample consisted of 250 employees of Prachin Buri Industrial Estate 304 Prachin Buri Province. The research results are as follows. The employees’ perception on activity maneuver information in CSR in the overall was at the highest level (= 4.62 S.D. = 0.44). The overall perception on the information had a statistically significant positive relationship with employees’ participation at the .01 level (r = .347). When considering each aspect the perception on activity information positively correlated with participation in CSR activities at the .01 level of significance (r = .295). The results of the appropriate model analysis used to forecast the employees’ perception on CSR activity indicated that the perception of policy information had a p-value of .012 meaning that the policy factor could predict the employees’ information perception at 0.05 statistical significance with a tolerance of .704 the VIF was 1.420. As for the planning aspect the tolerance value was .617 with the VIF value of 1.621 and the activity guideline aspect had its tolerance value of .532 with the VIF value of 1.881. This means that the perception regarding policy planning and guideline aspects was not beyond the Multicollinearity variables because their tolerance values were not lower than .2 and VIF did not exceed 10. Also the results of the regression coefficient analysis of factors affecting the information perception on CSR activities in the form of raw scores (B) were .298 .168 and .209 indicating that the variables predicting the perceived social responsibility included policy (X1) planning (X2) and activity guidelines (X3) and the three variables can together predict the level of awareness of CSR activities. These three factors could jointly predict the information perception on CRS at 11 percent. Factors promoting the employee participation on social responsibility were generally at a moderate level ( = 2.94 S.D. = 1.22) and there was a statistically significant positive correlation with employee participation at the .01 level (r = .855). When looking at each aspect it was found that factors promoting the employee participation in training and activities were positively related to the social responsibility aspect statistically significant at .01 (r = .773) and (r = .841). The results of the analysis of the appropriate models used to predict the factors contributing to employee participation showed that employees’ activity and training participation had the positive influence on CSR activities with p-value of .000 and .001 which was less than 0.05 indicating that their attendance could predict promoting factors of the employee participation statistically significant at the .05 level. This means activity and training participation factors could contribute to the promotion of employee participation statistically significant at the .05 level. While the training had a tolerance value of .225 the VIF value of 4.450 the activity participation had a tolerance value of .259 the VIF value of 3.858. As for being a group member the tolerance ship was .193 with the VIF value of 5.185 showing that participating in training and membership did not go beyond the Multicollinearity due to the tolerance value of not less than 2 and VIF value of not more than 10. The result of the regression coefficient analysis of factors affecting the level of factors contributing to employee participation on CSR operations were .157 .391 and .028 showing that the predicting variables of the employee participation promotion were training (X4) and participation (X5) and group membership (X6). The three variables could predict the level of factors contributing to employees participation on CRS at 72.70%

The purposes of this research were to study organizationaL climate work motivation and work efficiency of employee at Rajamangala Universit of Technology Phra Nakhon. This is a quantitative research which samples were collected from 304 Rajamangala University of Technology Phra Nakhon employees by using proportional stratified random sampling. Data were collected through questionnaire and analyzed by frequency percentage mean standard deviation Pearson Product Moment Correlation Coefficient and multiple regression analysis. Results of this study found that : 1) organizational climate work motivation and work efficiency of Rajamangala University of Technology Phra Nakhon employees is in the high level in overall image and in individual aspect; 2) four aspects of organizational climate including the attachment and faith aspect the organization structure aspect the acceptance aspect and the work standard aspect.had an effect on work efficiency of employees at Rajamangala University of Technology Phra Nakhon. These factors couldexplain 41% of variance to work efficiency; and 3) Two factors of work motivations affected work efficiency of employees at Rajamangala University of Technology Phra Nakhon. These two factors could predict 57% of variance to work efficiency. Keywords: Organizational Climate Work Motivation Work Efficiency

The purpose of this study was to investigate the influence work performance and organizational commitment affecting the resignation of a public bank support in Bangkok. This is survey research was quantitative which its samples consisted of 310 support staff of a public bank in Bangkok responding to the questionnaire as a research tool. Frequency percentage means standard deviation and Multiple Regression Analysis was applied to achieve 0.05 significance level. The research revealed that the majority of the population was male aged 31-40 years old working as employees and had the average monthly income less than or equal to 15000 baht. They had been working with the bank less than 3 years. Largely the analysis of their work performance and organizational commitment as well as the resignation of the employees was at a high level. The hypothesis test showed that the performance factor did not influence the resignation trend of the support staff of a public bank in Bangkok. In addition their organizational commitment influenced the resignation tendency of a public bank in Bangkok.

TThe objective of this independent study was to compare the opinions of The Government Pharmaceutical Organization employees’ towards the waste management within the organization. The participants were classified by personal characteristics of The Government Pharmaceutical Organization employees; and the research instrument used was a questionnaire. The research data applied the statistics included percentage frequency average standard deviation. The research hypotheses were tested by independent sample t-test. One Way ANOVA (F-test) was applied to verify two variables while Scheffe was used to test the research hypotheses among more than two groups of variables. The results of the study revealed as follows. 1. Most of the personnel were males aged between 31-40 years old holding Bachelor’s degrees in the area of production process with 5 to 10 years working experience. 2. Their opinions towards the waste management within the organization were found that the overall picture was rated in the high level in every aspect arranging from the average values of the highest to lowest namely Reuse Recycle and Reduce aspects respectively. 3. The results of the hypothesis testing revealed that the sample personnel of different genders have dissimilar opinions on the waste management within The Government Pharmaceutical Organization on the in the Reuse Recycle and Reduce ง aspects areas with statistical significance at the level of 0.05 and their different educational levels resulted in dissimilar ideas on the waste management within the organization regarding the Reduce aspect at statistical significant at the level of 0.05.