This study purpose was to investigate the changes affecting the working behavior of non-profit organization personnel. The population used in this study was 64106 non-profit organization personnel: Foundations and associations. The data was collected using a questionnaire from 203 non-profit organization personnel. Statistical multiple regression analysis was used to test the study hypothesis. The study results revealed that there is a correlation between organizational changes including the attitude change change in corporate culture technology change and changes in organizational structure and the working behavior of the personnel of the non-profit organization as a whole including the aspect of helping others consideration for others patience sense of duty and cooperation with the statistical significance at 0.01 level.

The study on credit card usage behavior of support staffs at Rajamangala University of Technology Phra Nakhon were aimed to investigate1) personal factors of support staffs at Rajamangala University of Technology Phra Nakhon 2) credit card usage behavior of support staffs at Rajamangala University of Technology Phra Nakhon and 3)The relationship between personal factors and credit card usage behavior of support staffs at Rajamangala University of Technology Phra Nakhon. The instrument used to collect data was a questionnaire; and the sample group in the study was 260support staffs working at Rajamangala University of Technology Phra Nakhon. To analyze data descriptive statistics including frequency percentages and cross-tabulation distributions were applied. The hypotheses were that personal factors were related with credit card usage behavior of support staffs at Rajamangala University of Technology Phra Nakhon. The results revealed that the support staffs at Rajamangala University of Technology Phra Nakhon were between 30 to 39 years old. They held bachelors degrees and worked as the university employees. They were single who earned total income per month of 20001 - 30000 baht. There were 2 - 3 members in the family and had been working for over 5 years. Most of support staffs at Rajamangala University of Technology Phra Nakhon had 1- 2 credit cards with the duration of 2-3 years. The credit card limit was 20000 - 39999 baht. The type of the credit card was Visa card and the amount of monthly credit card spending was 2001 - 5000 baht. Regular cards used were issued by Krung Thai Bank (KTC). The value of goods or services for each spending was 1001 - 3000 baht at the most. Types of products or services that credit cards were used regularly were daily life products. The reason for using a credit card was its convenience for paying for goods or services (cash carried reduction). The channels to receive news that attracted applicants for credit cards were from bank employees and the opportunity to use credit cards to receive reward points to redeem discounts and prizes. Channels of spending via credit cards were through automatic credit approval machines with the frequency of spending of 1 - 3 times per month to pay for goods and services and installment payment for products and services on a periodic basis. The hypothesis test results disclosed that personal factors of the support staffs of Rajamangala University of Technology Phra Nakhon had a relationship with credit card usage behavior the bank cards regularly used the value of goods or services for each use and the opportunity to use credit cards.

The purposes of this research were to investigate the level of organizational justice perception and employee engagement and the influence of organizational justice perception and employee engagement at a real estate company. The sample consisted of 175 real estate company employees from 10 departments. The tool used in the study was a questionnaire. The collected data were analyzed by a computer software program to calculate the percentage mean standard deviation One-way ANOVA and simple regression analysis. The study indicated that the majority of respondents were females with the age between 20and 30 years old with bachelor degrees and a maximum of one to five years of work tenure. The analysis of the justice perception and employee engagement levels revealed that the relationship between individuals in the organization was at a high level; however the aspects regarding incomes work process information perception and engagement were at moderate levels. The analysis of hypothesis based on personal factors demonstrated that gender age status education level working age had different levels of justice perception at the statistical significance at 0.05as follows. 1. Employees with different genders had dissimilar justice perception which resulted in the overall organizational engagement in terms of information perception and engagement 2. Employees with different ages had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 3. Employees with different status had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes work process and information perception. 4. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of personal relationship and incomes. 5. Employees with different levels of education had dissimilar justice perception which resulted in the overall organizational engagement in terms of incomes and work process.