The purposes of this research are to study the causal relationship model about the influence of social responsibility on corporate image and brand loyalty of bird’s nest industry and to verify the consistency of the model with empirical data. 352 samples are the consumers of bird’s nest product who live or work in Bangkok. The research tools include questionnaire Statistical Package for the Social Science for Windows Program for statistical analysis and Linear Structural Relationship Model for analyzing causal relationship model. The result shows that the model of the influence of social responsibility on corporate image and brand loyalty of bird’s nest industry is consistent with empirical data considered by the chi-square statistics = 18.86 df = 11 p–value = 0.06 GFI = 0.99 AGFI = 0.95 SRMR = 0.021 RMSEA = 0.045. All variables in the model indicate that the variance of the brand loyalty of bird’s nest industry is at 77%. The social responsibility has a positive direct influence on the brand loyalty and indirect influence on the corporate image. Moreover the corporate image directly influences the brand loyalty. The result indicates that positive social responsibility makes good corporate image and it resulted in brand loyalty.

The purpose of this article is to explain the concepts and theories involving corporate Social Responsibility (CSR) and how these theories can be put into practice in business organizations. The related theories and concepts used in this study include the stakeholder Theory Legitimacy Theory concept of Business Ethics and the concept of corporate Citizenship. In addition the study examines how the integration of CSR concepts with the Competitive Strategy theory can be used in organizations. In particularly two significant theories of competitive advantage namely the Resources Based Theory and the Market Based Theory are applied along with the theories of CSR to assess how businesses gain competitive advantage in a long run.

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.