A distributed generation is a small-scale Installed in the customer density sources. The benefits of distributed energy resources is one example. To improve the reliability of power distribution system for the better. The increased reliability of power distribution system that is connected to the source of power distribution efficiency depends on the size of the supply and installation of power distribution are considered appropriate. To Evaluation the reliability in distribution system with the main purpose is to the minimization for customer interruption cost. The technique employed to minimization problem for customer interruption cost in solved by the developed tabu search algorithm together with reliability worth analysis that provide an indirect measure for cost implication associated with power failure. The developed methodology is tested with a distribution system of Roy Billinton Test System (RBTS) bus 2. Numerical results from the tests demonstrate that distributed generation can be used to promote economy and reliability of the distribution systems.

This Research purposes assessment of lightning performance on transmission system 69 kV in Metropolitan Electricity Authority (MEA). The case studies illustrated the lightning strike to direct top pole in order to guideline considering the critical flashover voltage value of insulator is able to withstand it and improvement lighting protection in the future. This solution analyzes using the Alternative Transient Program-Electromagnetic Transient Program (ATP-EMTP). The result found that voltage across insulator before and after improvement lightning protection by external ground wire. Factor effect to voltage across the insulators is the tower footing resistance wave of lightning current and interval between towers. It depends on relation with front time of wave. The analysis economics is very important. This Research is studying interruption cost of outage since back flashover so analysis the break even point of the installation external ground. The result found upon improvement lightning protection by installed external ground. The pay back period of that is 9 years installed ago. This result can conclusion is external ground able reduction interruption costs of outage.

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.

The purposes of this study were to investigate the level of motivational factors of personnel working at the central administrative office of Rural Roads Department and compare their motivation on working. The research samples were 163 personnel working at the central administrative office of Rural Roads Department during January 2015. The data were analyzed by the frequency distribution percentage distribution mean (-μ) standard deviation using a computer software program to analyze the data collected from the questionnaire. The analysis of the study on motivational factors of personnel working at the central administrative office of Rural Roads Department revealed that most respondents were females (84.70%) with the age range between 31 and 40 years old. 75 persons (46.00%) held bachelor degrees while 124 persons (76.10%) had been working for five to ten years. 69 persons (42.30 %) were working in the level 2 to 7 and 82 persons (50.30%) earned 10001-20000 Baht per month 109 persons (66.90). The employees working at the central administrative office of Rural Roads Department had an average level of opinions towards motivational factors. When looking into each aspect it was found that work accomplishment work features acceptance and respect responsibilities and organizational expansion were relatively at high levels. Only work progress had an average level. Future studies should focus more on supportive factors concerning to work in order to obtain knowledge about the employees’ needs and satisfaction towards their workplace.

This study was aimed to explore opinions of electronic correspondence officials to study their satisfaction level toward electronic correspondence and to investigate effectiveness level of electronic correspondence officials working at Royal Aide-De-Camp Department. The population was 25 officials who worked at electronic correspondence office of Royal Aide-De-Camp Department. The data were collected in January 2015 and analyzed by a computer software program using the frequency distribution percentage distribution mean ( ) and standard deviation( ). The result of the analysis revealed high level of opinions of 25 electronic correspondence officials working at Royal Aide-De-Camp Department that most of the respondents were male noncommissioned officers ranging from 29 to 39 years old with bachelor’s degrees and having two to five years’ experience or more. They were based at military logistics office. Also their satisfaction toward electronic correspondence was relatively high as well as the effectiveness level. As for problems of electronic correspondence male officers were found having more trouble on insufficient number of computers and their frequent deficiencies and slow downloading. The highest scores were from the users’ satisfaction caused by convenient work facilitation and time saving. In terms of effectiveness most respondents thought that the system was computably accurate and complete with the effective users’ verification system backup system data protection and simple and swift computation. Future studies should be done to electronic correspondence performance between different workplaces such as the electronic correspondence of Royal Aide-De-Camp Department and Ministry of Defense Deputy office in order to compare problems opinions and effectiveness of different electronic correspondence offices.