The purposes of the research were to study and investigate the relationship between the role perception in Home Economics profession of students from the Faculty of Home Economics Technology and personal and supporting factors. The personal factor consisted of gender year level academic achievement and department. Supporting factor consisted of knowledge experience in Home Economics profession attitude towards Home Economics profession and students’ participation in professional activities. Researchers used stratified random sampling to obtain a sample population of 318 bachelor’s degree students from the Faculty of Home Economics Technology Rajamangala University of Technology Phra Nakhon. Research tools were a questionnaire and a test. Data were analyzed by descriptive and inferential statistics. The results were found that the role perception in Home Economics profession of students from the Faculty of Home Economics Technology was at the high level. There was a significant relationship between the role perception in Home Economics profession of students from the Faculty of Home Economics Technology and year level department attitude towards Home Economics profession and students’ participation in professional activities at the 0.05 level. There was not a significant relationship between the role perception in Home Economics profession of students from the Faculty of Home Economics Technology and gender academic achievement and knowledge and experience in Home Economics profession.

The objectives of this research are to study and compare the problems of studying of Home Economics Profession Rajamangala University of Technology Phra Nakhon. The study is divided into Problems of students education administration academic students affairs and the environment in the university. The independent variables in this study are gender year level department and students’ achievement. The sample were 381 of students who studying in the first academic year of 2014 The sample were taken from a stratified random sampling and collecting data by using questionnaires. Data were analyzed by using descriptive statistics and inferential statistics. The findings found that the overall problems was at the low level at the mean score of 2.37. The problems area of students were at the low level at the mean score of 2.32. The problems area of education administration were at the low level at the mean score of 2.40. The problems area of academic were at the low level at the mean score of 2.23. The problems area of student affairs were at the low level at the mean score of 2.35 and the problems area of environment in the university were at the moderate level at the mean score of 2.55. After comparing all the problems of studying with the independent variable; gender department and students’ achievement it was found that the difference was not significant. year level of studying were significant at the level of 0.05

The purposes of this study were to 1) compare the perception on the organization culture of the personnel with different demographic characteristics working at Rajamangala University of Technology Phra Nakhon 2) compare the effectiveness of the Enterprise Resource Planning (ERP) of the personnel with different demographic characteristics working at Rajamangala University of Technology Phra Nakhon and 3) study the relationship between the perception on the organization culture and the effectiveness of the enterprise resource planning (ERP) at Rajamangala University of Technology Phra Nakhon. The samples were 170 accounting and supply staff and administration who involved with ERP. The collected data were analyzed by the percentage distribution frequency distribution mean and standard deviation. T-test and F-test were applied to verify the hypothesis and analyzed by One-Way ANOVA and Person’s Product Moment Correlative Coefficient. The results of the study revealed that the staff with the age difference perceived the organization culture differently at the level of .05 significance. Gender marital status educational level working period faculty/department of the staff did not vary in perceiving the organization culture in the overall. In terms of the effectiveness of the Enterprise Resource Planning (ERP) it was found that the staff with the age difference differed at the level of .05 significance. Gender marital status educational level working period faculty/department of the staff did not vary in the effectiveness of the Enterprise Resource Planning (ERP) in the overall. The perception on the organization culture of RMUTP personnel positively related to the effectiveness of the Enterprise Resource Planning (ERP) at the level of .05 significance.

This study is to determine guideline to reduce carbon footprint for organization of medium and small hotels in Thailand using the Carbon Footprint for Organization (CFO) according to Thailand Greenhouse Gas Management Organization (Public Organization). Conducting with 2 represented medium and small hotels the results showed that the overall carbon footprint average of 2013 was 553t.Co2-e. Considering concentration index by number of guestrooms the carbon footprint was 18.81 kg.Co2e/room-night 221.16 kg.Co2-e/m2 by total floor area and 11.65kg.Co2- e/personby guest. The dominant source of carbon footprint was use of electricity 465t.Co2-e(83.06%). Base on this assessment to use of air conditioning was 60.09 % water heater 17.64 % lighting equipment 15.05 % and other 7.22 % of total electricity used. Therefore guidelines for carbon footprint reducing of the representative hotel were to use technology to reduce electricity consumption for air conditioning water heater and lighting respectively. Based Approach to Reducing Carbon Footprint found that small and medium sized hotels can reduce emissions per year 24.87 t.CO2-e representing the ability to reduce greenhouse gas emissions by up to 4.49% or financial projections be able to save money 171.202 baht per year.

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.