The purpose of this research were 1) Development and production of the cotton fabric suitable for use in the kitchen apparel chef Thailand 2) test the suitability of the fabric from the fabric used to make kitchen apparel chef in Thailand. Tools used in the study are the fabrics used to make clothing chef woven pattern 2/1 for 3 structures 1) Cotton100 2) Polyester Microfiber and 3) TR. Being three fabrics to test of the fabric aspects of the durability of color to light color fastness to washing colorfastness to perspiration strength of the yarn yarn number weight yarn yarn twist yarn thickness weaving and resistance to abrasion properties of the fabric the effect of moisture. The quantitative data were analyzed by descriptive statistics from assessment and feedback of chef’s uniforms by the establishment of a laboratory in the kitchen by cooking in Thailand 15 Thailand kitchen. The chefs were wearing 3 sets each 5 days per a types of them for 15 days. Each of chef’s uniform made from the different types of fabrics. Data analysis and interpretation with the average 5 level content analysis and evaluation. Data analysis in descriptive and narrative. The results founded that Chef of food establishments restaurants Hotel and restaurant with 15 people most of the food is the leader in working kitchen (Executive chef) the timetable of working in the evening in the Thai-kitchen from 12:00 to 21:00 o’clock for 5 days a week. It’s about environments of Thai-Kitchen The temperature of the kitchen operations in restaurants and room temperature and after the experimental wear three types of 15 day Chef has been satisfied in sample number 2. It is Micro Fiber fabrics because there is good ventilation not get heat easy to clean fabric good reflect of oil or anti-oil water absorption and drying rate of the normal range. Micro Fiber fabric when Chef wear it not heavy able to wear at all times. The results of the test and analysis Micro Fiber Cloth material that is resistant to very light. The fabric is not easily broken. Strength and abrasion resistance as possible. It is oil on fabric and yarn on the oil splash in the Kitchen. Including the ability to absorb water and the distribution of water as much as possible.

This research is the designing of chef apparel in order to appropriate with their tasks in Thai kitchen. The objective of this research are to design the appropriate chef apparel to work in the Thai kitchen and study the consumer satisfaction of apparel designing for the chef in Thai kitchen. Starting from sketching chef outfits. There are 60 styles from 15 styles of each category. For example hat chef jacket scarf and napkin. There are 5 sketches selection of each category by specialist. Therefore researchers set in to five outfits for sewing and survey the satisfaction amount 200 random sampling using 100 customers at Central Pinklao and 100 Thai kitchen chefs or Thai food business investor. The assessment and questionnaire was analyses through statistical and percentage to demonstrate in table. The study result in consumers’ satisfaction with regard the designing of chef apparel in order to appropriate with their tasks in Thai kitchen found that were mostly 59.5 percentages’ samples as male and 39 percent in an age range between 46 years. There are 50 percent of samples was professional chef sample with 47.5 percent of Bachelors degree and 33 percent of receiving monthly income from 30001 baht upwards. From the mostly research of consumer used to take the service in restaurant with a chef uniform was 90 percent. The 94 percent of opinions about Thai identity not show in chef uniform and also they agree with Thai identity in chef uniform 96 percent. The analysis of the satisfaction of consumers to the appropriate chef’s uniforms design with the chef’s performance in the Thai kitchen The analysis results showed that the overall images of all design as follow the first design is number 2 average in 31.04 in the highest level of satisfaction. Next the second design is number 3 average in 4.16 in the satisfaction level. Then the third design is number 4 average in 4.15 in the highest level of satisfaction. The fifth design is number 5 average in 3.92 in the high level of satisfaction and the last design is number 1 average in 3.29 satisfaction level was moderate.

This research . The purpose is to study the factors that affect motivation in the performance of the arts faculty personnel . Qualitative research using in-depth individual interviews . By selecting a specific sample . The Executive . Faculty and staff . To cover all four majors including a significant amount of information and research tools 50 people have verified the accuracy of the contents . Then interviewed . And qualitative data to determine the correct way . Triangulation methods were analyzed statistically . Inductive in nature . With classification issues . I collect things that are of similar importance . Then bring the summary to answer the research objectives defined . The results showed that Incentives that affect the performance of personnel is one factor that the executive must have good management principles . Based on the principles of good governance . Please have mercy . Charitable And do not adhere to their own benefit . I managed to make a major organization is a minor factor in the colleague. Must be magnanimous . with love and unity . Help each other. Followed by roles with diligence patience commitment a good friend and a fellow of the same and the third factor is regulation . Facilitates operational flexibility. The independent performance -oriented work is important. And regulation of everything. Should be updated to keep pace with globalization. Including all sectors to participate in the public hearing or the rules and regulations of those factors another major salary increase . To the principles of justice. The main principles of equality and individual contributions to the practice in the first year yield good results and impact to the organization which is based on salary . Correct principles and rules is empirical he will be proud and willing to devote their time and dedication to the organization. Including the use of a model for others. The sample in order to work for a different organization with joy and the mind forever.

The purpose of this research is to study the relationship between spiritual intelligence and competencies of Thai professional accountants. Questionnaires were collected from 401 Thai professional accountants who attended the training with the Federation of Accounting Professions under the Royal Patronage of His Majesty the King. This research used partial least squares structural equation modeling (PLS-SEM) to study the relationship between spiritual intelligence and competencies of Thai professional accountants through the mediating variables including role of work-life balance work stress self-efficacy and job satisfaction. The results showed that spiritual intelligence has a positive relationship in statistical significant with competencies of Thai professional accountants which can be explained by the role of self-efficacy and job satisfaction. Except for work-life balance and work-stress they are 2 of 4 variables that do not have any positive relationship in statistical significant with spiritual intelligence. Furthermore the results showed that competencies of Thai professional accountants have positive relationship in statistical significant with job performance. This research is the first study that provides empirical evidence about the relationship between spiritual intelligence and competencies of Thai professional accountants. This study helped to confirm previous studies about the relationship between spiritual intelligence and competencies in personnel in the organization again. We will be able to used as a guideline for developing competencies with spiritual intelligence for Thai professional accountants. Furthermore we will obtain new knowledge for educational institutions in Thailand at various levels in opening relevant courses in order to prepare students to be professional accountants in the needs of organizations and ASEAN. They can confidently adjust to be professional accountants in accordance with the standards increase job performance in the era 4.0 with confidence and sustainability.

This study aims to examine stress and factors in stress for employees in a public bank using questionnaire to collect data from the sample group consisting of 237 employees from a public bank. The hypothesis is analyzed by multiple linear regression. Result was: 1. Operational factors such as work description acceptance and accomplishment had positive impact on stress for the sampled bank employees. Operational factors constituted 40.30% of change in stress for the sampled group 2. Organizational factors such as work structure and relationship with colleagues likewise had positive impact on stress for the sampled bank employees. Organizational factors represented 34.30% of impact on stress for the sampled group.