This study was aimed to 1) explore opinions on organizational culture 2) compare job satisfaction 3) compare the influence of organizational culture on job satisfaction of support personnel at Rajamangala University of Technology Phra Nakhon. This is quantitative research which its sample was 209 support staff at Rajamangala University of Technology Phra Nakhon obtained through proportional stratified random sampling. The data were collected by questionnaire and analyzed by frequency percentage mean standard deviation t-test F-test and Pearson product moment correlation coefficient. The research revealed as follows. 1 ) Rajamangala University of Technology Phra Nakhon support staffs highly demonstrated opinions on organizational culture and were highly satisfied with their work. 2 ) Rajamangala University of Technology Phra Nakhon support staffs’ work satisfaction with different genders and salary base levels were 0.05 statically different. 3) The satisfaction of Rajamangala University of Technology Phra Nakhon support staffs were 0.05 statically satisfied with 1) success aspect 2) personal aspect 3) self - actualization aspect had the overall satisfaction at the 0.05 level of significance. As for the organizational culture related to affiliation did not influence the satisfaction of the support personnel at Rajamangala University of Technology Phra Nakhon.

The purposes of the study were to investigate Relationship between work environment and work satisfaction at Aurora Design Company Limited. 300 sample employees at Aurora Design Company Limited were selected to response to questionnaire. Computer package software was applied to acquire the values of percentage distribution mean standard deviation and Pearson Correlation Coefficient. It was found that in the aspects of welfare colleagues work security work promotion working hours income wage were significantly related to work satisfaction. In terms of satisfaction on work position advancement and job description perception were interconnected to work satisfaction.

The purposes of the study were to investigate 1) personal factors of practitioner level personnel working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University 2) personnel’s organizational commitment levels and 3) compare personnel’s organizational commitment levels. The population in the study was 155 employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University employing survey study. The data were collected through the questionnaire and analyzed by frequency distribution percentage distribution mean and standard deviation. The result of the study revealed that most of the employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University were single females ranging from 21 to 30 years of age with average 20001 - 30000 Baht income and having bachelor degrees. They had worked in technical and practical employment at the Information Technology Department for average one to five years. The Information Technology Department personnel’s organizational commitment levels were high. When looking into each aspect the highest aspect was psychological commitment followed by high normative commitment and average retention commitment. The comparison result of personnel’s organizational commitment levels of the employees working in Information Technology Department at Faculty of Medicine Siriraj Hospital Mahidol University categorized by personal factors such as gender age income education marital status work retention revealed differences concerning psychological retention and normative commitments.

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.