The purpose of this research is to study three standard recipes of milk ice cream and determine the optimum level of seed membrane gac fruit at 10% 20% and 30% which were added in milk ice cream with planning of experiment in type of Randomized Complete Block Design (RCBD). Sensory evaluation was tasted by panels with 9-point hedonic scale. Comparison SD value with Duncan’s New Multiple Range Test (DMRT) in SPSS program. The result showed that the 30% of seed membrane gac fruit is the optimum level because had the highest score in sensory properties. Afterwards physical properties were analyzed that found 6.62 pH value color as 55.21 35.96 and 33.47 according to L* a* and b* 19.83% of overrun value together with 27 g/min melting rate. Nutrition value of this sample 100 gram giving total energy 126.65 kilocalories energy from fat 48.33 kilocalories moisture content 74.38 gram fat 5.37 gram protein 2.06 gram carbohydrate 17.52 gram ash 0.67 gram and beta-carotene 1323 microgram. Average score of appearance color flavor taste texture and overall liking are 4.50 4.32 4.16 4.47 4.48 and 4.51 respectively and 98% of consumer have accepted Milk Ice Cream add Seed Membrane Gac Fruit.

This paper’s objective was to research and clarify Aril of gac fruit in a cream salad product for comparing chemical and physical property of Aril of gac fruit when used a quantity of yolk thickening agent and stabilizing agent in different type. And was to study nutrition of Aril of gac fruit. In accordance with bringing a basic recipe number 3 which is accepted by a taster to be a substitution of a yolk by Aril of gac fruit at percentage of 60 70 and 80 respectively. And put Xanthan gum at 0.5 gram respectively. In a recipe which substitutes quantity of a yolk by Aril of gac fruit at percentage of 70 80 and 100 the total is 6 recipes. Taking a recipe to test a taster of sense 40 tasters using a type of test of 5 – point hedonic scale planned a random test in completed block RCBD: (Randomized Complete Block Design) and compare the difference between the mean by DMRT (Duncan’s New Multiple Rang Test) analyzed by statistic program package and study a physical property by pH in 6 recipes comparing a nutrition 100 grams of a basic recipe and a substituted recipe of accepted Aril of gac fruit. Found that when put Xanthan gum at 0.5 gram in a recipe which substitutes a yolk by Aril of gac fruit at percentage of 70 it accepted by a taster the most. The mean of color is 3.70 smell is 3.48 taste is 3.90 food texture is 3.78 and overall pleasure is 3.73 viscosity measurement is 7.55 centipoise potential of Hydrogen ion (pH) measurement is 3.22. The comparison between value of a basic recipe and a recipe which substitutes a yolk by Aril of gac fruit found that energy and carbohydrate are increased but protein and fat are decreased. Moreover it can be profitable from Beta Carotene and Lycopene fully. According to a product is not passed by heat treatment making it hold a nutrition. The result of this research can be helpful by creating a new product from gac fruit to gain new way of income for a agriculturist and get a product that has aril of gac fruit to be processed occurred a new way of agriculture business for anyone who is interested in.

The purposes of this study were to investigate the influence of culture on organizational commitment of operation employees working at a Chulalongkorn university office and to study the influence of good governance on the organizational commitment of the university staff at a university Chulalongkorn office. The samples were 164 employees working at a university office in Chulalongkorn University responding to the questionnaires used as a tool for data collection. This research was descriptive analyzed by parameters percentage mean score (S.D.) multiple regression analysis and multipleregression tests and Pearson Correlation Coefficients. The research result revealed the hypotheses test showing the influence of organizational culture and good governance on organizational commitment of Chulalongkorn university office employees as follows. Organizational culture in the form of the relationship adjustment bureaucracy and success orientation positively agreed with the organizational The purposes of this study were to investigate the influence of culture on organizational commitment of operation employees working at a Chulalongkorn university office and to study the influence of good governance on the organizational commitment of the university staff at a university Chulalongkorn office. The samples were 164 employees working at a university office in Chulalongkorn University responding to the questionnaires used as a tool for data collection. This research was descriptive analyzed by parameters percentage mean score (S.D.) multiple regression analysis and multipleregression tests and Pearson Correlation Coefficients. The research result revealed the hypotheses test showing the influence of organizational culture and good governance on organizational commitment of Chulalongkorn university office employees as follows. Organizational culture in the form of the relationship adjustment bureaucracy and success orientation positively agreed with the organizational commitment in the same direction Good governance in terms of the efficiency effectiveness responsibility transparency rule of law equality participation decentralization and moral and ethics were positively related to the organizational commitment in the same direction Organizational culture and good governance influenced the employees’ organizational commitment of university office operation employees at Chulalongkorn University.

The study was aimed to 1) investigate influence of supervisors’ behavior leadership affecting working motivation of ground operation employees and organizational effective of a low cost airline and 2) study influence of supervisors’ behavior leadership on organizational effectiveness of a low cost airline. This research is descriptive collecting data through a questionnaire constructed from reviewing relevant documents. 88 samples responded to the five-scale the demographic questionnaire divided into 4 parts with the total of 84 items. The collected data were statistically analyzed by percentage mean ( X?) standard deviation (S.D.) multiple regression analysis multiple linear regression and Pearson Correlation Coefficients (Pearson Correlation Coefficients) The results showed that the hypothesis test on the influence of supervisors’ behavior leadership affecting working motivation of ground operation employees and organizational effective of a low cost airline yielding (1) the correlation coefficients between supervisors’ behavior leadership and employees’ motivation were positively correlated at the .05; (2) he correlation coefficients between supervisors’ behavior leadership and organizational effectiveness were statistically significant; and (3) the supervisors’ behavior leadership affecting employees’ working motivation and organizational effectiveness of a low cost airline at .05 level of significance (R = .712) and (R = .598).

The research was aimed to investigate the extent of participation and factors affecting personnel participation in public organization development (group 2). The population in this study were 1917 personnel working in public organizations (group 2). The researcher determined the sample size using Craig and Morgan method. The samples used in the study were 321 persons. In this research a self-constructed questionnaire was used as the instrument to collect data which then were analyzed using percentage mean and standard deviation Two-way ANOVA and Multiple Regression analysis. The research results were as follows. 1. The study on factors affecting personnel participation in public organization development (group 2) revealed that factor regarding attitude towards work participation was at high level with the average of 3.97; environmental factor in the organization towards organizational participation was at high level with the average of 3.93; motivation factor was at high level with the average of 3.85; communication factor was at high level with the average of 3.80; communication factor was at high level with an average of 3.80; and organizational culture factor was at a high level with an average of 3.79 2. Differences in terms of experiences and workplaces were not statistically significant and had no influence on the participation in the organizational development of personnel in public organizations. 3. Attitude factors did not statistically influence the participation in organizational development of personnel in public organizations. 4. Motivation and communication factors influenced the participation in organizational environment and organizational development of personnel in public organization (group 2) at the .05 level of significance totally predicted the dependable variables by 4.6 percent.