The purposes of this research were to investigate the perception on activity maneuver and supporting factors regarding employees participation in Corporate Social Responsibility (CSR). The sample consisted of 250 employees of Prachin Buri Industrial Estate 304 Prachin Buri Province. The research results are as follows. The employees’ perception on activity maneuver information in CSR in the overall was at the highest level (= 4.62 S.D. = 0.44). The overall perception on the information had a statistically significant positive relationship with employees’ participation at the .01 level (r = .347). When considering each aspect the perception on activity information positively correlated with participation in CSR activities at the .01 level of significance (r = .295). The results of the appropriate model analysis used to forecast the employees’ perception on CSR activity indicated that the perception of policy information had a p-value of .012 meaning that the policy factor could predict the employees’ information perception at 0.05 statistical significance with a tolerance of .704 the VIF was 1.420. As for the planning aspect the tolerance value was .617 with the VIF value of 1.621 and the activity guideline aspect had its tolerance value of .532 with the VIF value of 1.881. This means that the perception regarding policy planning and guideline aspects was not beyond the Multicollinearity variables because their tolerance values were not lower than .2 and VIF did not exceed 10. Also the results of the regression coefficient analysis of factors affecting the information perception on CSR activities in the form of raw scores (B) were .298 .168 and .209 indicating that the variables predicting the perceived social responsibility included policy (X1) planning (X2) and activity guidelines (X3) and the three variables can together predict the level of awareness of CSR activities. These three factors could jointly predict the information perception on CRS at 11 percent. Factors promoting the employee participation on social responsibility were generally at a moderate level ( = 2.94 S.D. = 1.22) and there was a statistically significant positive correlation with employee participation at the .01 level (r = .855). When looking at each aspect it was found that factors promoting the employee participation in training and activities were positively related to the social responsibility aspect statistically significant at .01 (r = .773) and (r = .841). The results of the analysis of the appropriate models used to predict the factors contributing to employee participation showed that employees’ activity and training participation had the positive influence on CSR activities with p-value of .000 and .001 which was less than 0.05 indicating that their attendance could predict promoting factors of the employee participation statistically significant at the .05 level. This means activity and training participation factors could contribute to the promotion of employee participation statistically significant at the .05 level. While the training had a tolerance value of .225 the VIF value of 4.450 the activity participation had a tolerance value of .259 the VIF value of 3.858. As for being a group member the tolerance ship was .193 with the VIF value of 5.185 showing that participating in training and membership did not go beyond the Multicollinearity due to the tolerance value of not less than 2 and VIF value of not more than 10. The result of the regression coefficient analysis of factors affecting the level of factors contributing to employee participation on CSR operations were .157 .391 and .028 showing that the predicting variables of the employee participation promotion were training (X4) and participation (X5) and group membership (X6). The three variables could predict the level of factors contributing to employees participation on CRS at 72.70%

This thesis was aimed to compare the demographic factors of employees and organizational commitment and to study the relationship between benefit satisfaction and organizational engagement of Sirikarn Intertrade Company Limited employees. 60 people were the population who responded to the questionnaire. The data collected were analyzed by frequency mean standard deviation hypothesis testing mean t-test and F-test and correlation coefficient (Rho) determined by statistical significance at 0.05 The results of the study revealed that the majority of the respondents were males over the age of 34-41 years old. Most of the respondents’ education were below the bachelors degree 50 percent married and 50 percent single with the work tenure of more than 10 years. The analysis of employee engagement showed that their organizational engagement at Sirikarn Intertrade Company limited in the overall was very high. When considering the individual aspect top three aspects were work desire willingness to dedicate and trustworthiness. When considering overall satisfaction towards Sirikarn Intertrade Company Limited benefits the three highest aspects included safety recreation and bonus and welfare.

The objectives were to: study organization engagement of Kasikorn Bank employees; compare personal factors with organization engagement of Kasikorn Bank employees; and study job satisfaction of employees with relationship to organization engagement of Kasikorn Bank employees. The questionnaire and test were used for compiling data. The frequency percentage mean standard deviation one-way ANOVA and Pearson’s Pearsons correlation with statistical significance at the level of 0.01 to 0.05 were employed for data analysis. The findings indicated that the majority of respondents aged between 21 and 30 years; their working years ranged between 1 and 5 years; their marital status was married; their average monthly income was 40001 Baht or more; and their position was unit chief. The different ages and working years affected different organization engagement. Meanwhile different marital status average monthly income and position did not differently affect to organization engagement. In addition job satisfaction had intermediate correlation with organization engagement of Kasikorn Bank employees and was at the same direction.

The purpose of this research was to investigate the motivation of the personnel working in the Bureau of Supporting Industries Development Department of Industrial Promotion and to study the organizational commitment and the relationship between work motivations. The sample used in this study consisted of 59 personnel in the Bureau of Supporting Industries Development Department of Industrial Promotion. The author used Quantitative Approach by survey method using data collection by questionnaires. The collected data were analyzed by using the parameters: Percentage μ σ and . When analyzing data from the questionnaires it was found that most of respondents data was male. The age range was 51 years and over. They were mostly government officials most of whom had more than 26 years of work experience. Their salary ranged from 15001 to 20000 baht and most of them were motivated by motivation factors in a high level. The motivation for supporting factors was moderate. The respondents organizational commitment variables were at a high level. When testing the motivation variables it was found that the variables that positively correlated with organizational commitment were job characteristics job responsibilities career path in Policy and Administration salaries and benefits interpersonal relationship and working environment.