The research aimed at studying the relationship between change management process and the success of organizational development into learning organization of District Fisheries Offices in Roi Et Province. The sample was 66 officials determining sample size using Krejcie and Morgan table. The research instrument was a questionnaire. Statistical tools were percentage mean standard deviation one samples t-test and Pearson Product Moment Correlation. The research main findings revealed that; the success of organizational development into learning organization was at a high level change management process was at a high level and the relationship between change management process and the success of organizational development into learning organization was positive at the medium level (r= .53) which was statistically significant at the .01 level.

Today many organizations are facing problems with generational differences in the workplace. Problems can arise from differing mindsets and communication styles of workers born in different eras. They are different in view of thoughts expectations and attitudes between generations. Generation gaps become frictions and obstacles to workplace communication resulting to company performance and lower productivity. Generation Gap Management in organization is therefore the important role. It is necessary for the Human Resource Department who is the main duty to generate effective management strategies to cope with multi-generations’ characters and their behaviors. The objective of this article is to review of related literatures in terms of its advantages and impact based on the study about multi-generation conducted by academician in western countries and Thailand. It found out those different perspectives in each generation promotes respect for diversity and fosters cohesiveness within the workplace. Acknowledging and incorporating the values ideas and perceptions of each one can have a positive impact on the climate with creativity and productivity increase. Therefore working in the generational mix can be efficiently applied to Human Resource Management including human resource planning recruitment and selection human resource development performance appraisal and employee retention. This will mitigate potential conflict between generations. In the meantime they are able to work together side by side which resulted to business growth successfully.

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 purpose of this research was to study 1) Rajamangala University of Technology Phra Nakhon personnel’s opinions towards organizational change from a public to national university and 2) to analytically compare the personnel’s opinions towards the change of organization from a public university to national university. The factors were classified into types of personnel gender age educational level work tenure salary and work department. The instrument used to collect data was a questionnaire; the data collected were then analyzed through frequency percentage mean standard deviation t-test f-test and One-Way ANOVA. Schaeffer Method was applied in case the significant difference was found at 0.05. The results of this research revealed that Rajamangala University of Technology Phra Nakhon personnel’s opinions towards the change of organization from a public university to the national university in terms of the structure technology organizational culture and as a person in the overall was at a high level. It was also found that the personnel of Rajamangala University of Technology Phra Nakhon with different educational levels demonstrated different opinions towards the change of organization from a public university to national university. Also Rajamangala University of Technology Phra Nakhon personnel from different faculties of affiliations were dissimilar in opinions towards the change of organization from a public university to national university.

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.