The purposes of this research were to investigate the level of organizational justice perception and employee engagement and the influence of organizational justice perception and employee engagement at a real estate company. The sample consisted of 175 real estate company employees from 10 departments. The tool used in the study was a questionnaire. The collected data were analyzed by a computer software program to calculate the percentage mean standard deviation One-way ANOVA and simple regression analysis. The study indicated that the majority of respondents were females with the age between 20and 30 years old with bachelor degrees and a maximum of one to five years of work tenure. The analysis of the justice perception and employee engagement levels revealed that the relationship between individuals in the organization was at a high level; however the aspects regarding incomes work process information perception and engagement were at moderate levels. The analysis of hypothesis based on personal factors demonstrated that gender age status education level working age had different levels of justice perception at the statistical significance at 0.05as follows. 1. Employees with different genders had dissimilar justice perception which resulted in the overall organizational engagement in terms of information perception and engagement 2. Employees with different ages had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 3. Employees with different status had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 4. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of personal relationship and incomes. 5. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes and work process.

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.