This study was aimed to 1) explore opinions on organizational culture 2) compare job satisfaction 3) compare the influence of organizational culture on job satisfaction of support personnel at Rajamangala University of Technology Phra Nakhon. This is quantitative research which its sample was 209 support staff at Rajamangala University of Technology Phra Nakhon obtained through proportional stratified random sampling. The data were collected by questionnaire and analyzed by frequency percentage mean standard deviation t-test F-test and Pearson product moment correlation coefficient. The research revealed as follows. 1 ) Rajamangala University of Technology Phra Nakhon support staffs highly demonstrated opinions on organizational culture and were highly satisfied with their work. 2 ) Rajamangala University of Technology Phra Nakhon support staffs’ work satisfaction with different genders and salary base levels were 0.05 statically different. 3) The satisfaction of Rajamangala University of Technology Phra Nakhon support staffs were 0.05 statically satisfied with 1) success aspect 2) personal aspect 3) self - actualization aspect had the overall satisfaction at the 0.05 level of significance. As for the organizational culture related to affiliation did not influence the satisfaction of the support personnel at Rajamangala University of Technology Phra Nakhon.

The purposes of this research were : 1) to study the level of internal organization factors and the level of total quality management of Rajamangala University of Technology Phra Nakhon; and 2) to study the influence of internal organization factors that affect affecting the total quality management of Rajamangala University of Technology Phra Nakhon. This was a quantitative research which its samples group was consisted of 277 Rajamangala University of Technology Phra Nakhon employees. Data were collected through questionnaire and analyzed by frequency percentage mean standard deviation Pearson Product Moment Correlation Coefficient and multiple regression analysis. The results were found that : 1) the total of internal organization factors and the total quality management of Rajamangala University of Technology Phra Nakhon were at the high level ; 2) six factors of internal organization factors that affect the total quality management of Rajamangala University of Technology Phra Nakhon which are style shared values system staff structure and strategy. These factors could explain 84% of variance to total quality management at RMUTP predict the total quality management.

The purpose of this research was to explore the organizational commitment and compare factors affecting the organizational commitment as well as study the relationship of the factors affecting the organizational commitment of Rajamangala University of Technology Phra Nakhon personnel. 303 samples were asked to respond to a questionnaire which was used as a research tool. Statistics used for the data analysis were percentage mean One-Way ANOVA and significance level at 0.05. The results of this research revealed that the overall personnel of Rajamangala University of Technology Phranakhon were organizationally committed in good level as well as their work life quality. In addition the level of organizational commitment of the personnel with dissimilarities in terms of the age marital status educational level work experience were 0.05 statistically different. In addition to that the overall job characteristics were positively correlated with overall organizational commitment and work experience. In the Operate overall this was positively associated with the overall organizational commitment.

TThe objective of this independent study was to compare the opinions of The Government Pharmaceutical Organization employees’ towards the waste management within the organization. The participants were classified by personal characteristics of The Government Pharmaceutical Organization employees; and the research instrument used was a questionnaire. The research data applied the statistics included percentage frequency average standard deviation. The research hypotheses were tested by independent sample t-test. One Way ANOVA (F-test) was applied to verify two variables while Scheffe was used to test the research hypotheses among more than two groups of variables. The results of the study revealed as follows. 1. Most of the personnel were males aged between 31-40 years old holding Bachelor’s degrees in the area of production process with 5 to 10 years working experience. 2. Their opinions towards the waste management within the organization were found that the overall picture was rated in the high level in every aspect arranging from the average values of the highest to lowest namely Reuse Recycle and Reduce aspects respectively. 3. The results of the hypothesis testing revealed that the sample personnel of different genders have dissimilar opinions on the waste management within The Government Pharmaceutical Organization on the in the Reuse Recycle and Reduce ง aspects areas with statistical significance at the level of 0.05 and their different educational levels resulted in dissimilar ideas on the waste management within the organization regarding the Reduce aspect at statistical significant at the level of 0.05.

This article aims at reviewing literature and supposing the hypotheses that present a conceptual framework of a causal relationship model of factors influencing the development of local administrative organizations into high performance organizations in Thailand. From the literature reviews some important points to be tested were found as follows: 1. The compositions of local administrative organizations development into high performance organizations consisted of 6 factors: 1) Total Management Quality; 2) Openness and Action Orientation; 3) Long-term Orientation; 4) Local Innovation Continuous Improvement and Renewal; 5) Quality of Human Resource Management System and 6) Readiness for Change of local Personnel. 2. The causal relationship model of factors influencing the development of local administrative organizations into high performance organizations are as follows: 1) Transformational leadership has a positive direct effect on high performance local administrative organizations; 2) Organizational culture has a positive direct effect on high performance local administrative organizations; 3) Organizational structure and design have a positive direct effect on high performance local administrative organizations and 4) Transformational leadership has a positive indirect effect on high performance local administrative organizations through organizational culture and organizational structure and design. This framework can be used to study and test against empirical data.