The purposes of this quantitative research are (1) to study factors affect the digital-era job performance of accountants; (2) to study the use of technology in accounting work and the satisfaction of accountants by applying appropriate tools and technology and; to study the digital-era professional competence of accountants. The research instrument is a questionnaire which was used to collect data from accounting managers of the listed and non-listed companies approved by the Securities and Exchange Commission; auditing firms; and accounting firms in 2020. The results reveal 33 variables consisting of five components which are (1) professional development (2) technical competence (3) employee engagement (4) organizational and communication and (5) professional attitudes and ethics. Objective one all five components were analyzed by the multiple regression analysis to find the correlation with the variables of digital-era job performance of professional accountants (p < 0.05). The results show positive relationship of (1) professional development; (2) the technical competence; (3) the employee engagement; (4) the organizational and communication and; (5) the professional attitudes and ethics to high digital-era job performance of accountants (p < 0.05). In addition the most accounting managers have a high level of satisfaction by adopting tools and technology. Finally they have a high expectation of professional competencies in the technical competence; the professional attitudes and ethics; the professional skill interpersonal and communication and organizational.

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.

The purposes of the study on influence of motivational factors towards on organizational loyalty and performance of operational personnel in health science group in an autonomous university were to 1) study the influence of motivational factors on organizational loyalty among operational personnel and 2) to study the influence of motivational factors on the performance of operational personnel. The questionnaire was applied for data collection with the reliability acquired through Alpha Coefficient of 0.982 which was used to tryout with 30 people and collect data from 124 operational staff in health science group in a state-run university located at Chulapat building (source: Office of Personnel of Faculty of Allied Health Sciences Faculty of Nursing Faculty of Nursing and Faculty of Sports Science January 31 2017). This research is a descriptive research. The data obtained from the researchers questionnaire was analyzed by statistical analysis program including percentage analysis is used to analyze the individual factors mean used for interpreting various data and standard deviation to interpret data in various areas and multiple linear regression for testing the hypothesis as well as Pearson correlation. The research revealed that the hypothesis testing on motivational factors towards organizational loyalty and work performance of operational personnel in health science group in an autonomous university included 1 ) work success 2) work progress 3) acceptance 4) responsibilities and 5) job description while supporting factors included 1) salaries 2) advancement opportunities 3) relationships with others 4) status 5) policy and administration 6) work environment 7) work security and safety which influenced on organizational loyalty and performance of operating personnel in health science group at the 0.05 level of significance. (R = .812)and (.624)