The objectives of this research were (1) To study the influence of the after sales service quality which consisted of the dimensions of tangible reliability responsiveness assurance and empathy on customer trust; (2) To study the influence of the aftersales service quality and customer trust on customer satisfaction; (3) To study the influence of customer trust and satisfaction on customer loyalty and (4) To validate the causal relationship model of the influence of aftersales service quality on trust customer satisfaction and customer loyalty of medical’s equipment business with empirical data. The variables in this investigation consisted of the following; aftersales service quality which consisted of the dimensions of (1) tangible; (2) reliability; (3) responsiveness ;(4) assurance and (5) empathy as the independent variable; customer trust and satisfaction as mediating variables and customer loyalty as dependent variable.

The objective of this research were (1) To study the Influence of supervisor’s transformation leadership on job satisfaction; (2) To study the Influence of supervisor’s transformation leadership and job satisfaction on organizational commitment; (3) To study The Influence of transformation leadership job satisfaction and organizational commitment on employee’s job performance (4) To validate a causal relationship model of influence of supervisor’s transformation leadership on job satisfaction organizational commitment and employee’s job performance of Tisco Bank Public Company Limited. The variables in this investigation consisted of the following; supervisor’s transformation leadership as the independent variable; and job satisfaction on organizational commitment as mediating variables and employee’s job performance as dependent variable. The researcher used quantitative methods which involved empirical research. The instrument of research was a questionnaire used to collect data form 345 personnel of Tisco Bank Public Company Limited. 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. Goodnessof fit measures were found to be Chi-square (2) = 198.935; Degree of freedom = 169; p–value = 0.057; Relative Chi-square (2/ df) = 1.177; Goodness of Fit Index (GFI) = 0.950; Adjusted Goodness of Fit Index ( AGFI) = 0.925; Comparative Fit Index (CFI) = 0.997; Standardized Root Mean Square Residual (SRMR) = 0.039; and root Mean Square Error of Approximation (RMSEA) = 0.023. It was also found that (1) supervisor’s transformation leadership had a positive direct effect on job satisfaction; (2) supervisor’s transformation leadership had a positive direct effect on organizational commitment; (3) job satisfaction had a positive direct effect on organizational commitment; (4) organizational commitment had a positive direct effect on employee’s job performance; and (5) supervisor’s transformation leadership had a positive direct effect on employee’s job performance. On the basis these findings the researcher recommends that Tisco Bank Public Company Limited more fully focus on transformation leadership to deepen job satisfaction and organizational commitment and employee’s job performance.

The objectives of this research were (1) To study the influence of price perceived values and emotional perceived on trust; (2) To study the influence of price perceived values emotional perceived values and trust on customer satisfaction; (3) To study the influence of trust and customer satisfaction on word-of-mouth; (4) To study the influence of trust and customer satisfaction on revisit and (5) To validate a causal relationship model of influence of price perceived values and emotional perceived values on trust customer satisfaction word-of-mouth and revisit of SF cinema city in Bangkok with empirical data. The variables in this investigation consisted of the following: price perceived values and emotional perceived values as the independent; trust and customer satisfaction as mediating variables; and word-of-mouth and revisit as a dependent variable. The researcher used quantitative methods which involved empirical research. The instrument of research was a questionnaire used to collect data from 520 customers of SF cinema city in Bangkok. Statistics used in data analysis were frequency percentage mean standard deviation 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) = 288.293; Degree of freedom = 256; p-value = 0.081; Relative Chi-square (2/df) = 1.126; Goodness of Fit Index (GFI) = 0.965; Adjusted Goodness of Fit Index (AGFI) = 0.933; Comparative Fit Index (CFI) = 0.999; Standardized Root Mean Square Residual (SRMR) = 0.055 and Root Mean Square Error of Approximation (RMSEA) = 0.016. It was also found that (1) Price perceived value had a positive and direct influence on trust; (2) Emotional perceived value had a positive and direct influence on trust; (3) Price perceived value had a positive and direct influence on customer satisfaction; (4) Emotional perceived value had a positive and direct influence on customer satisfaction; (5) Trust had a positive and direct influence on customer satisfaction; (6) Trust had a positive and direct influence on word-of-mouth; (7) Trust had a positive and direct influence on Revisit; (8) Customer satisfaction had a positive and direct influence on word-of-mouth and (9) Customer satisfaction had a positive and direct influence on revisit. On the basis of these findings the researcher recommends that SF cinema city in Bangkok more fully focus on price perceived value and emotional perceived value to deepen the trust customer satisfaction word-of-mouth and revisit.

This study was aimed to explore opinions of electronic correspondence officials to study their satisfaction level toward electronic correspondence and to investigate effectiveness level of electronic correspondence officials working at Royal Aide-De-Camp Department. The population was 25 officials who worked at electronic correspondence office of Royal Aide-De-Camp Department. The data were collected in January 2015 and analyzed by a computer software program using the frequency distribution percentage distribution mean ( ) and standard deviation( ). The result of the analysis revealed high level of opinions of 25 electronic correspondence officials working at Royal Aide-De-Camp Department that most of the respondents were male noncommissioned officers ranging from 29 to 39 years old with bachelor’s degrees and having two to five years’ experience or more. They were based at military logistics office. Also their satisfaction toward electronic correspondence was relatively high as well as the effectiveness level. As for problems of electronic correspondence male officers were found having more trouble on insufficient number of computers and their frequent deficiencies and slow downloading. The highest scores were from the users’ satisfaction caused by convenient work facilitation and time saving. In terms of effectiveness most respondents thought that the system was computably accurate and complete with the effective users’ verification system backup system data protection and simple and swift computation. Future studies should be done to electronic correspondence performance between different workplaces such as the electronic correspondence of Royal Aide-De-Camp Department and Ministry of Defense Deputy office in order to compare problems opinions and effectiveness of different electronic correspondence offices.

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.