The purposes of the study were to investigate transformational leadership and learning organization of bureaucratic official and personnel of Office of the Private Education Commission. The samples were drawn from 169 bureaucratic officials and personnel of Office of the Private Education Commission by Taro Yamane formula sampling. The five-scaled rating questionnaire had obtained the reliability coefficient at 0.95. The collected data were analyzed by the percentage distribution mean and standard deviation; and t-test f-test and Pearson product moment correlation coefficient. The results were as follows. 1. Transformational leadership of the executives from the Office of the Private Education Commission was seen high in general. When considering in each aspect it was found that the samples could highly perceive the executives’ transformational leadership in every aspect ranging from inspiration motivation idealized influence of charisma leadership individualized consideration and intellectual stimulation respectively. 2. Learning Organization of the bureaucratic officials and personnel of Office of the Private Education Commission was high ranging from Mental Model Team Learning Personal Mastery System Thinking and Shared Vision respectively. 3. Transformational leadership and Learning Organization of the bureaucratic officials and personnel of Office of the Private Education Commission were positively related at 0.05 statistical significance and the reliability coefficient at 0.595 which demonstrated the positive relationship averagely.

The objectives of this research were (1) To study the influence of supervisor’s transformational leadership and organizational justice on job satisfaction of employees of BAAC head office; (2) To study the influence of supervisor’s transformational leadership organizational justice and job satisfaction on organizational commitment of employees of BAAC head office. (3) To validate the causal relationship model of supervisor’s transformational leadership and organizational justice on job satisfaction and the organizational commitment of employees of BAAC head office with empirical data. The variables in this investigation consisted of the following: supervisor’s transformational leadership and organizational justice consist as the independent variables; job satisfaction as mediating variable; and organizational commitment as dependent variable. The researcher used quantitative methods which involved empirical research. The instrument of research was a questionnaire used to collect data from 399 employees from BAAC head office. 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. Goodness of fit measures were found to be Chi-square (2) = 122.230; Degree of freedom = 150; p-value = 0.952; Relative Chi-square (2/df) = 0.815; Goodness of Fit Index (GFI) = 0.980; Adjusted Goodness of Fit Index (AGFI) = 0.938; Comparative Fit Index (CFI) = 1.000; Standardized Root Mean Square Residual (SRMR) = 0.020 and Root Mean Square Error of Approximation (RMSEA) = 0.000. It was also found that: 1. Supervisor’s transformational leadership had positive and direct influence on employee’s job satisfaction. 2. Supervisor’s transformational leadership had positive and direct influence on organizational commitment. 3. Organizational justice in the dimension of distributive justice had positive and direct influence on job satisfaction. 4. Organizational justice in the dimension procedural justice had positive and direct influence on job satisfaction. 5. Organizational justice in the dimension of distributive justice had positive and direct influence on organizational commitment. 6. Job satisfaction had positive and direct influence on organizational commitment. Based on these findings the researcher recommends that BAAC head office more fully focus on supervisor’s transformational leadership organizational justice in the dimensions of distributive justice and procedural justice to deepen the job satisfaction and organizational commitment.

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.

A new integrable fully-balanced current-tunable in phase-lead all-pass filter is presented. The architecture of the circuit is relatively simple and symmetry with differential signals consisting of merely 6 NPN Bipolar transistors. Without external resistors and matching condition the proposed circuit is very appropriate to further develop into an integrated circuit. Simulation results shown that: frequency is a function of bias current- the increasing currents effect the higher frequency frequency is a function of capacitance low-power-consumption and the maximum useful frequency of 250 MHz

The objectives of this research are to study the operation model for highland development of the Royal Project the model of knowledge extension to the farmers the result of operation to the farmers by the Royal Project and studying of the effective factor of the Royal Project development. This research is use the quantitative by collecting the data by interviewing. The result of the research there are 7 important models of development by the Royal Project to the farmer on the highland; (1) the operation procedures (2) operation plan (3) Format of operations (4) Officers in the center and in the area (5) Values and corporate culture (6) The farmer in the area and (7) Potential of the area. For the knowledge extension to the farmers the advice/visiting to the farmers is in top level. The “support/facilitation to the farmers” there are a purchasing the goods and agricultural products and product quality development in very high level. And the result of operations the Royal Project to the farmers resulting in economy the higher income and increasing the asset in high level the liabilities decreased moderately. In the social the farmers are developing at the high level in every topic. It is shown that the resulting in operation of the Royal Project can help in social development. And in the environmental there is an increasing of a conservation of the upstream area in very high level. The factors that effect to the result of operation by the Royal Project in economy social and environmental are depended on the model of operation support/facilitation and the quality of the officers in the Royal Project.