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 purpose of this research is to study Quality of work life affecting Organizational Commitment of private companies’ employees in Lopburi Province. Sample size in this research is 400 samples. Questionnaire is a tool for data collection. Statistics for data analysis are percentage mean standard deviation t-test one-way analysis of variance and multiple regressions analysis. Research results are as follows: Organizational commitment in the dimension of Strong belief in and acceptance of the organization’s goals has the relationship with Development of Human Capacities and Social Relevance. Organizational commitment in the dimension of Willingness to exert considerable effort on behalf of the organization has the relationship with Adequate and Fair Compensation Development of Human Capacities and Work Life Balance. Organizational commitment in the dimension of Strong desire to maintain membership in the organization has the relationship with Adequate and Fair Compensation Growth and Security and Social integration.

Admission to higher education By students who come to study later from different institutions Different residence But have to live in the same university Which must meet An environment with a difference Social trends or values of the current society that have Quick change Friends that have a wide variety of family and social basics are also popular. The lifestyle which students who come to study in the Faculty of Engineering must have patience there is discipline and responsibility; there is morality ethics and sacrifice. Therefore it will succeed as a good and qualified engineer. Creative recruitment process it is considered that it is important to the lifestyle of a new group of students to have the opportunity to build a good relationship with their studies in engineering. Able to develop good relationship in future career in engineer A creative approach to recruiting to build relationships towards engineering studies. By organizing seminars to guide creative recruiting from people related to students Which consists of administrators teachers And staff of the Faculty of Engineering the objective of the official recruitment is creatively to find ways to create creative recruiting in the Faculty of Engineering and to create positive values for the Faculty of Engineering students. So that students are conscious of building a good relationship to study engineering.

Senior and junior systems of each field of study In the Faculty of Textile and Fashion Design The seniors take care of the juniors into the hierarchy of the year. The second year students will conduct the new recruiting activities while the 3rd and 4th year seniors will have the duty to take care of them again. By the style of welcoming new students in each field of study It has a similar style: introducing itself to the juniors looking for the signature pattern the seniors holding the code line singing the format of welcoming the new juniors. Held by the Student Affairs Department It is in accordance with the new welcome activities organized by the university. In which recreation activities are organized under the facade without disconnecting disciplines As a whole group of activities Comments on activities to welcome freshmen I want to change activities every year With duplicate activities Guidelines for solving problems of non-creative recruiting Write a plan to organize a recruiting activity to the Student Affairs Department for consideration.

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.