Differential evolution is one of the most efficient optimization algorithms for solving complication problems including single objective multiobjective and many-objective optimization. It is a stochastic population-based search approach for optimization over the continuous space. The main advantages of differential evolution are simplicity robustness and high speed of convergence. The Advanced Fuzzy-based Multiobjective Differential Evolution (AFMDE) that exploits three performance metrics specifically hypervolume spacing and maximum spread to measure the state of the evolution process. The fuzzy inference rules are applied to these metrics in order to adaptively adjust the associated control parameters of the chosen mutation strategy used in AFMDE. The optimization algorithm will stop the evolution process if the number of iterations reaches the stopping criteria which usually is the maximum number of iterations. Then the optimization algorithm delivers the optimal solution founded. However sometimes if the maximum number of iterations is not appropriately defined the found solutions may not be the optimal ones. In case of the optimization algorithm has found the optimal solutions but it must continue the evolution process because the stopping criteria are not met. This can cause unnecessary using of high computational resources and time-consuming. Therefore this research study proposed the stopping criteria based on performance metrics feedback for AFMDE. The efficiency of the proposed criteria combined with AFMDE is evaluated on the well-known ZDT benchmark test suites.

The purpose of this study was to investigate the influence work performance and organizational commitment affecting the resignation of a public bank support in Bangkok. This is survey research was quantitative which its samples consisted of 310 support staff of a public bank in Bangkok responding to the questionnaire as a research tool. Frequency percentage means standard deviation and Multiple Regression Analysis was applied to achieve 0.05 significance level. The research revealed that the majority of the population was male aged 31-40 years old working as employees and had the average monthly income less than or equal to 15000 baht. They had been working with the bank less than 3 years. Largely the analysis of their work performance and organizational commitment as well as the resignation of the employees was at a high level. The hypothesis test showed that the performance factor did not influence the resignation trend of the support staff of a public bank in Bangkok. In addition their organizational commitment influenced the resignation tendency of a public bank in Bangkok.