This research was aimed to study personal factors related to work performance and internal environment which affected the ability of using information technology of Huachiew Hospital personnel as well as to investigate the relationship between organizational environment and the ability of using information technology of Huachiew Hospital personnel. 170 samples were used. In the collection is a questionnaire. Statistics used in data analysis were percentage mean standard deviation t-test F-test one-way ANOVA. And Pearson Product Moment Correlation. The statistical significance was calculated at the 0.05 level. The results of this study showed that Huachiew Hospital staff Factors affecting the ability of using information technology were at the medium level. In addition the level of ability to use information technology of Huachiew Hospital personnel at the educational level was at a medium level. Experience Different departments There was a statistically significant difference at .05 and the correlation between the environmental factors within the organization and the ability to use the information technology of personnel. Huachiew Hospital has a low level of relationship. Statistically significant at the 0.01 level

The purposes of this research were to investigate the level of organizational justice perception and employee engagement and the influence of organizational justice perception and employee engagement at a real estate company. The sample consisted of 175 real estate company employees from 10 departments. The tool used in the study was a questionnaire. The collected data were analyzed by a computer software program to calculate the percentage mean standard deviation One-way ANOVA and simple regression analysis. The study indicated that the majority of respondents were females with the age between 20and 30 years old with bachelor degrees and a maximum of one to five years of work tenure. The analysis of the justice perception and employee engagement levels revealed that the relationship between individuals in the organization was at a high level; however the aspects regarding incomes work process information perception and engagement were at moderate levels. The analysis of hypothesis based on personal factors demonstrated that gender age status education level working age had different levels of justice perception at the statistical significance at 0.05as follows. 1. Employees with different genders had dissimilar justice perception which resulted in the overall organizational engagement in terms of information perception and engagement 2. Employees with different ages had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 3. Employees with different status had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 4. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of personal relationship and incomes. 5. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes and work process.

This independent study aimed to 1) study the level of the work satisfaction and the organization commitment of the employees in the Faculty of engineering Rajamangala University of technology Phra Nakhon; 2) study the relationship between the work satisfaction and the organization commitment of the employees in the Faculty of engineering Rajamangala University of technology Phra Nakhon The samples used in this study were 154 Staffs who worked at The Faculty of Engineering Rajamangala University of Technology Phra Nakhon. The study instrument was the questionnaire used to collect data. The results showed that 1) the level of the work satisfaction and the organization commitment of the employees was positively at a high level. 2) The relationship between the work satisfaction and the organization commitment of the employees was found to be significant at the .01 level.

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).