รายงานการประชุมระดับนานาชาติ RTBEC2021

Preface
RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021) aims to be
an academic stage to publicize international researches in business administration and economics
field for students, professors, scholars, and researchers as well as the general public who are interested
in these researches. The scope of this conference covers all fields of business administration such as
business management, logistics and supply chain management, business engineering management,
international business administration, human resources development, marketing, accounting, finance,
information technology, business economics, and other related fields.

This international conference has been held for consecutive years according to the standard and
regulations in hosting international academic conference. The theme of this year conference is
“Business Challenges in the Next Normal” which would be held on May 28, 2021 at the Faculty of
Business Administration, Rajamangala University of Technology Thanyaburi (RMUTT), Thailand.
This year conference was well-received with numerous academic and research papers from many
countries including People's Republic of China, United State of America, Lao People's Democratic
Republic, and Indonesia.

Moreover, this international conference is also a strategic implementation of our university in raising
the standard of research to build up knowledge and innovation with appropriate procedure in order to
reach out to people and the wider society. It is a way to add new and important channel in spreading
the knowledge from the researches and become the medium for exchanging the experience in order to
improve the researches and better serve the needs from business and industrial sector. In addition, it
also helps increase the capability of researchers within business administration field in conducting the
researches and contribute to the sustainable development of the country’s economy.

Furthermore, this conference was highly successful due to the great collaboration received from
various relevant parties, in which the conference committee would like to sincerely thank all the
attendants, experts, supporters, staff, management, lecturers from the Faculty of Business
Administration, and the management from Rajamangala University of Technology Thanyaburi which
have given us the great support to this event.

Editors and Committee of Academic Conference (RTBEC 2021)
The Faculty of Business Administration,
Rajamangala University of Technology Thanyaburi
May 2021

i

Editorial Broad

1. Professor Emeritus Dr.Achara Chandrachai Chulalongkorn University

2. Professor Dr.Antonio Niche Westfälische Hochschule Gelsenkirchen Bocholt

Recklinghausen University of Applied

3. Professor Dr.Direk Patmasiriwat Sciences,Germany
National Institute of Development Administration

4. Professor Dr.Howard W. Combs San Jose State University, U.S.A.

5. Professor Dr.Kamonchanok Suthiwartnarueput Chulalongkorn University

6. Professor Dr.Manfred Kulken Westfälische Hochschule Gelsenkirchen

Bocholt Recklinghausen University of

Applied Sciences, Germany
7. Professor Dr.Mohamad Hanapi Bin Mohamad UUM Information Technology (UUMIT),

8. Professor Dr.Piyachat Jarutirasarn University of Utara Malaysia
Rhamkhumhaeng University

9. Professor Dr.T. K. Peng I-Shou University

10. Professor Dr.Tsutomu Konosu Chiba Institute of Technology

11. Associate Professor Dr.Chanongkorn Kuntonbutr Rajamangala University of Technology Thanyaburi

12. Associate Professor Dr.Chen Ling Southwestern University of Finance and

Economics, China
13. Assistant Professor Dr.Nartraphee Chaimongkol Rajamangala University of Technology Thanyaburi

14. Assistant Professor Dr.Ngan Chau University of Nebraska at Kearney, USA

15. Assistant Professor Dr.Santikorn Pamornpathomkul Rajamangala University of Technology Thanyaburi

16. Dr.Le Hoang Ba Huyen Hong Duc University

ii

External Peer Review Committees Dhurakij Pundit University
Mahanakorn University of Technology
1. Professor Dr.Kittisak Jermsittiparsert Kasetsart University
2. Associate Professor Dr.Thanaporn Sriyakul Naresuan University
3. Assistant Professor Dr.Akaranant Kidsom Naresuan University
4. Dr.Jessada Pochan Silpakorn University
5. Dr.Klairung Ponanan Asian Institute of Technology
6. Dr.Sookchok Thongsook ularn Mahasarakham University
7. Dr.Tenzin Rabgyal Nyima-Tsang
8. Dr.Weerasak Sawangloke

Internal Peer Review Committees

1. Assistant Professor Dr.Duangporn Puttawong Rajamangala University of Technology Thanyaburi

2. Assistant Professor Dr.Kanokporn Chaiprasit Rajamangala University of Technology Thanyaburi

3. Assistant Professor Dr.Santikorn Pamornpathomkul Rajamangala University of Technology Thanyaburi

4. Assistant Professor Dr.Suramongkol Nimchit Rajamangala University of Technology Thanyaburi

5. Dr.Krisada Chienwattanasook Rajamangala University of Technology Thanyaburi

6. Dr.Rungnapa Sranujit Rajamangala University of Technology Thanyaburi

iii

Remark from the Dean
RMUTT Global Business and Economics Conference (RTBEC)

“Business Challenges in the Next Normal”
by Assistant Professor Dr.Nartraphee Tancho
Dean of Faculty of Business Administration
Rajamangala University of Technology Thanyaburi

28 May 2021

International experts,
Distinguished guests and participants,

The conference is organized in compliance with the policies of RMUTT which emphasize on providing
tertiary education concentrating on developing professional skills with the qualities and capacity
essential for future career as well as providing academic services to promote creation of jobs and
competitive potential. RTBEC 2021 is the sixth international conference and the eightth national
conference organized by the Faculty of Business Administration, RMUTT with the expected valuable
outcomes and particularly the usefulness for both RMUTT and related partners who continuously
extend the outcome to expand bilaterally and multilaterally academic collaborations and establish
international knowledge management systems which are linked and supported academic cooperation
and exchanges widely and continually in the future. Globalization has created a more interconnected,
interdependent and complex world for decades. Disruptive powers of technology are supporting
economic growth, new-age innovation and new business landscape. In addition, the world is also
encountering with COVID 19 pandemic which it encourages the big changes to all nations. It can be
seen from today, nearly every consumer activity has shifted to the digital behavior of using social media,
online advertising and e-commerce. Thus, most companies shall incorporate digital perspective to thier
business models, plan and update our knowledge to think broadly about the future and “Business
Challenges in the Next Normal”.

Therefore, the Faculty of Business Administration has been intentionally conducting the RTBEC with
the purposes to support the teachers, researchers, academicians, and higher education students to
exchange their knowledge and experiences on business and economics together with building
interpersonal relationship among the conference participants both domestically and internationally in
order to respond to the business in the new paradigm. Participants in this event include international
and national experts, executives, instructors, researchers, academicians, and higher education students
such as People's Republic of China, United State of America, Lao People's Democratic Republic, and
Indonesia.

Now I would like to take this opportunity to invite all teachers, researchers, academicians, and higher
education students to participate RMUTT Global Business and Economics Conference (RTBEC) on
“Business Challenges in the Next Normal”.

v

Contents i
ii
Preface v
Editorial Broad vi
An Opening Remark of RMUTT Global Business and Economics Conference viii
(RTBEC) “Business Challenges in the Next Normal” ix
Contents 1
Tentative Program
Tech-Session A (BA4605) 11
The Second Order Confirmatory Factor Analysis of Chinese Students in Thailand
Toward Startup Entrepreneurship 21

By: Zhai Yunmei, Piyada Kumpiranont and Wisit Rittiboonchai 33
Influence of Quality of Working Life and Perceived Organizational justice on Bank
Employee Commitments 43

By: Nisaphan Pringle, Nattanicha Na Nakorn and Wisit Rittiboonchai 51
The Factors Affecting of Job Satisfaction and Organizational Commitment that
Affect Organizational Citizenship Behavior in Universities in Bangkok Metropolitan 61

By: Thongphan Chanthavone, Wassana Bootpo and Wisit Rittiboonchai 73
Warehouse management optimization Blue and White Professional Logistics
Company Limited in Bangkok

By: Tosaporn Mahamud and Kanokwan Panich
Guidelines of Training Curriculum Development for New Skill Requirements of
Flight Attendants after Covid-19 Pandemic Impact

By: Nattaya Srisupha, Natesiri Ruangariyapuk and Krit Witthawassamrankul
Work-Stress, Coping and the Needs of Airline Customer Service Agents
during Covid-19 Pandemic Spread

By: Nutchirathorn Naulsom and Krit Witthawassamrankul
Influence of e-Commerce Marketing Mix and Technology Acceptance on Loyalty in
Online Application “Shopee”

By: Vincent Didiek Wiet Aryanto, Darin Portangtam, Noppawan Musicabutr
and Wisit Rittiboonchai

Heuristic-based Multiple-criteria Analysis for Medical Technology Recruitment
Problem with Weighted Average Competency Gap

By: Rachasak Somyanonthanakul and Jiraporn Gatedee

vi

Contents

Employee Retention of Mercure Hotel Ibis Bangkok Sukhumvit 24 91
By: Thanet Ngernkong and Tosaporn Mahamud 99

Suitable Organizational Model for Business to Develop Self-Reliance: Case Study of 111
Agricultural Development and Service Center Savannakhet, 113
Lao People's Democratic Republic 115

By: Natthida Noo-In and Taksaya Sangayotin
The Potential and Professionalism Development of Community Enterprises in
Southern Border Provinces in Thailand for Sustainability

By: Taksaya Sangayotin
Potential Development for Competitiveness Enhancement of Community
Enterprises in Thailand’s Southern Border Provinces

By: Taksaya Sangayotin
A New Model of Consultancy Business for Entrepreneurs of Smart SMEs in the
New Normal Era

By: Pichet Pungkiatikun and Taksaya Sangayotin

vii

28 May 2019 Tentative Program

RMUTT Global Business and Economics
National and International Conference 2021

(RTBEC 2021)

May 28, 2021

Program Detail

09.00 - 09.30 a.m. Opening Ceremony

A Speech for the Report by Dr. Krisada Chienwattanasook
Associate Dean for Research, Development and Academic Services
Rajamangala University of Technology Thanyaburi

An Opening Remark by Assistant Professor Dr. Nartraphee Tancho
Dean, Faculty of Business Administration
Rajamangala University of Technology Thanyaburi

10.00 a.m. - 3.20 p.m. International Conference
TECH-SESSION A (BA4605)

Associate Professor Dr. Nattavud Pimpa Chair
Associate Professor Dr. Kanokporn Chaiprasit Co-Chair

12.00 - 1.00 p.m. Lunch

3.20 p.m. Refreshment

viii

Technical Session Program

Date 28 May 2021
TECH-SESSION A (BA4605)
Time

Chair Associate Professor Dr. Nattavud Pimpa
Co-Chair Assistant Professor Dr. Kanokporn Chaiprasit

10.00 - 10.20 a.m. The Second Order Confirmatory Factor Analysis for Startup Entrepreneurs of
Chinese Students in Thailand
By: Zhai Yunmei*, Piyada Kumpiranont and Wisit Rittiboonchai
Xiangsihu College of Guangxi University for Nationalities,
People's Republic of China

10.20 -10.40 a.m. Quality of Working Life and Perceived Organization Justice Influencing on
Bank Employee Commitments
By: Nisaphan Pringle*, Nattanicha Na Nakorn and Wisit Rittiboonchai
College Academy at Broward College Davie, National University, Orlando, USA

10.40 - 11.00 a.m. The factors affecting of job satisfaction and organizational commitment that
affect organizational citizenship behavior in universities in Bangkok
metropolitan
By: Thongphan Chanthavone*, Wassana Bootpo and Wisit Rittiboonchai
Faculty of Economics and Tourism, Souphanouvong University,
Lao People's Democratic Republic

11.00 - 11.20 a.m. Warehouse management optimization Blue and White Professional Logistics
Company Limited in Bangkok
By: Tosaporn Mahamud* and Kanokwan Panich
Graduate School of Business Administration, Kasembundit University

11.20 - 11.40 a.m. Training Curriculum Development for New Skill Requirements of Flight
Attendants after Covid-19 Pandemic Impact
By: Nattaya Srisupha*, Natesiri Ruangariyapuk and Krit Witthawassamrankul
Aviation Personnel Development Institute, Kasem Bundit University

11.40 a.m. - 12.00 p.m. Work-Stress, Coping and the Needs of Airline Customer Service Agents
During Covid-19 Pandemic Spread
By: Nutchirathorn Naulsom* and Krit Witthawassamrankul
Aviation Personnel Development Institute, Kasem Bundit University

12.00 - 1.00 p.m. Lunch

ix

Technical Session Program

Date 28 May 2021
TECH-SESSION A (BA4605)
Time

Chair Associate Professor Dr. Nattavud Pimpa
Co-Chair Assistant Professor Dr. Kanokporn Chaiprasit
1.00 - 1.20 p.m. Influence of e-Commerce Marketing Mix and Technology Acceptance on
Loyalty in Online Application “Shopee”
1.20 - 1.40 p.m. By: Vincent Didiek Wiet Aryanto*, Darin Portangtam, Noppawan Musicabutr
and Wisit Rittiboonchai
1.40 - 2.00 p.m. Universitas Dian Nuswantoro University, Indonesia
2.00 - 2.20 p.m. Analysis for Medical Technology Recruitment Problem with Weighted
Average Competency Gap
2.20 - 2.40 p.m. By: Rachasak Somyanonthanakul* and Jiraporn Gatedee
College of Digital Innovation Technology, Rangsit University
2.40 - 3.00 p.m. Guidelines of Employee retention of Mercure Hotel Ibis Bangkok Sukhumvit 24
By: Thanet Ngernkong* and Tosaporn mahamud
3.00 - 3.20 p.m. Graduate School of Business Administration, Kasembundit University
Suitable Organizational Model for Business to Develop Self-Reliance: Case
Study of Agricultural Development and Service Center Savannakhet,
Lao People's Democratic Republic
By: Natthida Noo-In* and Taksaya Sangayotin
Graduate School of Commerce, Burapha University
The Potential and Professionalism Development of Community Enterprises in
Southern Border Provinces in Thailand for Sustainability
By: Taksaya Sangayotin*
Graduate School of Commerce, Burapha University
Potential Development for Competitiveness Enhancement of Community
Enterprises in Thailand’s Southern Border Provinces
By: Taksaya Sangayotin*
Graduate School of Commerce, Burapha University
A New Model of Consultancy Business for Entrepreneurs of Smart SMEs in
the New Normal Era
By: Pichet Pungkiatikun* and Taksaya Sangayotin
Graduate School of Commerce, Burapha University

Refreshment

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

The Second Order Confirmatory Factor Analysis of Chinese Students in
Thailand Toward Startup Entrepreneurship

Zhai Yunmei1
Piyada Kumpiranont2
Wisit Rittiboonchai3

Abstract

The objective of this research is to analyze the confirmatory factor of Chinese students living
in Thailand toward startup entrepreneurship. A survey was conducted by using an online questionnaire
to inquire 600 students. The statistic analysis by percentage and confirmatory factory analysis by
Structural Equation Modeling were applied in this research.

The results of the first order confirmatory factor analysis for startup entrepreneurs of the
Chinese students in Thailand revealed that students had ability in self-management (λy1 = 0.939) and
job skills (λy2 = 0.938). The results of the second order confirmatory factor analysis revealed that
(1) self-management, the highest weight factor was business ethical (λy15 = 0.809) (2) knowledge skills, the
highest weight factor was marketing ability (λy23 = 0.824) and (3) job skills, the highest weight factor was
a management support (λy44 = 0.825)

Keywords: Startup Entrepreneurship, Self-Management, Knowledge Skills, Job Skills

1 Faculty of Foreign Languages and Literature, Xiangsihu College of Guangxi University for Nationalities,
People's Republic of China. E-mail: [email protected]
2 Faculty of Management Nakhon Pathom Rajabhat University, Thailand. E-mail: [email protected]
3 Faculty of Management Nakhon Pathom Rajabhat University, Thailand.
Corresponding author: [email protected]

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

Introduction
Nowadays, education is vital since it leads to development of student’s thinking and ability to

adjust themselves to be in consistent with a competitive condition. Therefore, it is necessary that
education be developed to meet changes in demand, and to be in consistent with current economic,
politic, public, and information technology. Competition in business relies on valid internal and
external factors which need to be analyzed in order to formulate a suitable business strategy.
(Bangkokbiznews, 2020).

Rapid business growth in China increases consuming growth. China has become the world
largest exporter of students. Besides supporting their students to study in the western countries, such as
The United States of America and United Kingdom, students are also supported to study in countries in
Asia. Thailand is one of Chinese students’ favorite destinations. 1975, Thailand and China signed an
agreement on the establishment of friendship in education. As a result, there are 12 Chinese institutes,
such as Confucius Institute, Institution of Chinese Language and Culture (Department of International
Trade Promotion 2010). According to the information provided by Ministry of Education, there are
currently about 10,000 Chinese students studying at universities in Thailand – the number is almost half
of all foreign students in Thailand. To avoid a competition in their own country, Chinese student is the
largest group who study undergraduate degree program in Thailand. Unlike Australia, The United States
of America and United Kingdom, the tuition fee in Thailand also attracts foreign students. In addition,
low expenses for undergraduate degree program in Thailand, easy application, and high rate of
graduation are significant factors that attract Chinese students to study in Thailand. After graduation,
they tend to look for a well-paid job in this Southeast Asian country (Education News, 2019).

The trend of education in Thailand constantly changes due to high rate of aging population, but
low rate of children population in the country. Thus, focusing on manpower to supply factory industry
cannot solve the problem of overflowing issue at the present. In contrast, supporting students by
encouraging and educating the university students to aware of the opportunity and choices besides their
majors would corresponds with world changes. According to the policy guideline for economic
development of Thailand 4.0, students are supported to do a self-startup driven by creativity and
innovation (Loruangsin; Ratana-ubol & Soopunyo, 2020).

The 20-Year National Strategy reflects that Thai government has been aware of the necessity
of supporting students to be an entrepreneur by encouraging them to develop a startup. With corporation
between government and private sectors, students will be able to create the proper business
environment. According to the statistic, only 10% of startup entrepreneurs could carry on their business
for 1 year, and 20% of them could run their business for 1 year with the ability to grow their business
within 3-5 years (Padittaponloet, 2017). Cognitive competencies and non-cognitive competencies are
two major competencies required in entrepreneurs (Lackeus, 2015). Both of them need to be developed
simultaneously. Non-cognitive competencies lead to growth and sustainable business. However, they
are more difficult to develop since they require actual practice, training and assessment. Thus,

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

development programs usually focus on cognitive competencies that only require teaching and
assessment.

Education in China also concentrates on the development of entrepreneur. This is due to the
fact that the Ministry of Education imposed a regulation in 2016 that basic knowledge of entrepreneur
course with at least 2 credits are required for all university students (NI & Ye, 2018). Although there
was a research showing that entrepreneur course had been educated in primary schools (Opoku-Antwi
et al., 2012), it led to the point that how the primary school students who became undergraduate students
would have an idea about startup entrepreneur.

In this study, a survey regarding Chinese students toward startup entrepreneurship in Thailand
was conducted. Chinese students are the representatives of foreign students who have under Thailand
Education 4.0 Policy. There are 3 indicators; self-management, knowledge skills and job skills which
have been synthesized from many academic researches, such as Burr and Cordery (2009) Suwannakrit,
Suttipisan, Kiatchalermporn and Thamanijakul (2021), Isaac, Masoud, Samad and Abdullah, (2016)
and Radzi, Nor and Ali, (2017).

The research findings would be beneficial in academic terms by clarifying the issues relevant
to undergraduate Chinese students in Thailand.

Research Objective
To analyze the order confirmatory factor of Chinese students living in Thailand toward Startup

Entrepreneurship.

Literature Review
Startup Entrepreneur Achievements

Startup Entrepreneur Achievements refer to the proceeding in goods production or service to
gain benefit (Straub & Attner, 1994). The entrepreneur must dedicate their force and time. Also, they
try to run their business success which might indicate from efficiency, effectiveness, social
responsibility or even international standard compliance (Isaac, Masoud, Samad, & Abdullah, 2016).
The growth does not limit only to market expanding but it also the internal growth of company which
has a potential to expand their business in future. (Radzi, Nor, & Ali, 2017)

The Significant Factors of Attribute for Startup Entrepreneur
According to several prior studies, such as Arif., Bidin, Sharif and Ahmad (2010),

Chittithaworn, Islam, Kaewchana, and Yusuf, (2011), Ghobakhloo, abouri, Hong, and Zulkifli, (2011),
Jahanshahi, Khaksar, Paghaleh and Pitamber (2011), Tong, Tong, and Loy (2011), Yasin, Mahmood
and Jaafar (2011) Siaw and Rani (2012), Irjayanti and Azis, (2012), Opoku-Antwi et al. (2012), Isaac,
Masoud, Samad and Abdullah (2016), Glaharn and Saiyakul (2020), there are three key factors; self-
management, knowledge skills, and job skills as follows;

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

Self-management comprised of 1) willingness to succeed, 2) self-confidence, 3 ) optimism,
4) health self–management, and 5) business ethics.

Knowledge skills comprised of 1) a clear business idea, 2) exact control of finances 3) targeted
marketing, and 4) technology management skills.

Job skills comprised of 1) the business plan 2) work systematically 3 ) a step ahead of the
competition 4) management support 5) cooperation and 6) clear company structure.

Figure 1 Conceptual Framework
Research Methodology

A survey was conducted by using an online questionnaire to inquire 600 Chinese students living
in Thailand. Model indicator of Hair et al. (2010) which indicated 20 - 50 models per variant was
utilized. Since there were 15 variables, 30 models per variable were indicated. The data analysis was
applied by percentage. Lastly, the Second Order Confirmatory Factory Analysis by Structural Equation
Modeling were used in this research.
Research Results

In regards to general information, the results show that 81.33% of the respondents were female,
57.50% of them had lived in Thailand for 2-3 years, 72.00 % had moderate skills in Thai language, and
76.83 % studied at private universities

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

The findings from the path analysis can be presented in the following figure.

Figure 2 The second order confirmatory factor analysis of Chinese students in Thailand toward startup
entrepreneurship (Before model adjustment)

Figure 3 The second order confirmatory factor analysis of Chinese students in Thailand toward startup
entrepreneurship (After model adjustment)

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

Table 1 Evidence of Conformity with Empirical Data

Indicator criterion Before adjust The result of After adjust The result of

consideration consideration

χ2/df < 5 6.169 × 2.683 √

RMSEA 0.03-0.08 0.113 × 0.044 √

NFI > 0.90 0.918 √ 0.971 √

CFI > 0.90 0.930 √ 0.981 √

GFI > 0.90 0.843 × 0.941 √

SRMR < 0.05 0.048 √ 0.026 √

Note: √ Refers to pass the index test result criteria used to verify the conformity and consistency of the model to

the empirical data.

The results of the analysis of indices used to verify the conformity and harmony of the model to

the empirical data. New component analysis the results of the harmonization assessment of the model
showed that χ2 = 190.52, df = 71, χ2/df = 2.683, RMSEA = 0.044, NFI = 0.971, CFI = 0.981, GFI =0.941,
SRMR = 0.02 6 . The new model has better empirical consistency because it is consistent with sufficient

empirical data. Analysis results can be explained from internal latent variables to the internal observable

variable, and from external latent variables to the externally observed variables from Table 2-3.

Table 2 The Second Order Confirmatory Factor Analysis

Matrix LAMDA - Y λy t-value R2

Self-management 0.744 - 0.726
1.Willingness to Succeed 0.761 29.777** 0.776
2. Self-Confidence 0.785 23.346** 0.770
3. Optimism 0.741 22.691** 0.747
4. Health Self –Management 0.809 21.813** 0.751
5. Business Ethics

Knowledge skills 0.679 - 0.580
1. A Clear Business Idea 0.709 23.929** 0.604
2. Exact Control of Finances 0.824 18.411** 0.742
3. Targeted Marketing 0.751 15.787** 0.662
4. Technology management skills

Job skills 0.774 - 0.729
1. The Business Plan 0.764 24.270** 0.741
2. Work systematically 0.759 23.209** 0.797
3. A Step Ahead of The Competition 0.825 20.489** 0.770
4. Management Support 0.794 22.469** 0.816
5. Cooperation 0.744 23.958** 0.718
6. Clear Company Structure
* Significance level < .05
** Significance level< .01

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

The results of the second order confirmatory factor analysis of Chinese students in Thailand

toward Startup Entrepreneurship revealed that in regards to self-management, the highest weight factor
was business ethical (λy15 = 0.809), and the lowest weight factor was health self-management
(λy14 = 0.741). For knowledge skills, the highest weight factor was marketing ability (λy23 = 0.824),
and the lowest weight factor was a clear business idea (λy21 = 0.679). For job skills, the highest weight
factor was a management support (λy44 = 0.825), and the lowest weight factor was a work
systematically (λy46 = 0.809).

Table 3 The first order confirmatory factor analysis

Matrix LAMDA - Y λy t-value R2

Factors of Startup entrepreneur 0.939 19.841** 0.923
Self-management 0.938 17.394** 0.979
Job skills 0.894 18.155** 0.791
Knowledge skills
* Significance level < .05
** Significance level< .01

The results of the first order confirmatory factor analysis of Chinese students in Thailand
toward startup entrepreneurship showed that students had ability in self-management (λy1 = 0.939) and
job skills (λy2 = 0.938).

Summary and Discussion
The results of this research reflect the strength and weakness of Chinese students in Thailand

toward their startup entrepreneurship. The students significantly had self-management and job skills.
Most Chinese students worked and were eager to learn which is in line with NI and Ye (2018) who
suggested that almost Chinese students had capability/potential of entrepreneur for example: efficiency
idea, motivation, interpersonal relationship skill and leadership. Furthermore, they had determination
of being an entrepreneur by focusing on their business setting up possibility. The mentioned research
gave us the conclusion that entrepreneurship should be taught in secondary school to implant and
motivate students’ entrepreneurship.

Suggestions
1. In regards to startup entrepreneurship, Chinese students in Thailand had higher abilities in

self-management and job skills than knowledge skills. When substantial factors were considered, the
major problem was a clear business idea. Besides language barrier, Chinese students with the intention
to start a business in Thailand also encounter business law, the context and culture that they lack
knowledge. Consequently, institutes should provide more opportunity for Chinese students do activities
with Thai students, such as providing cultural exchange activities, and business program for Chinese
students.

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

2. The strengths of Chinese students in Thailand are that they pay attention to business ethics,
marketing skills and management support. Thus, they should be supported to use their potentials in
doing business.

Suggestions for Further Research
1. Chinese students in Thailand were in focus in this research without limiting their duration of

study in Thailand. Thus, other factors, such as years of studying in Thailand, Thai language skills should
be controlled in future study.

2. Online data collection might not provide good sample from the research since the researchers
dispatched the questionnaire through online network which was the only channel Chinese students
knew.

Reference
Arif, A. H. M., Bidin, Z., Sharif Z. & Ahmad, A. (2010). Predicting entrepreneurial intention among

Malay University accounting students in Malaysia. University Tun Abdul Razak e-Journal,
6(1), 1–10.
Burr, R. & Cordery, J. L. (2009).Self-Management Efficacy as a Mediator of the Relation Between Job
Design and Employee Motivation. Human Performance, 14(1). 27-44
Bangkokbiznews. (2020). World Economic 2020. Retrieved from
https://www.bangkokbiznews.com/news/detail/863821 (in thai)
Chittithaworn, C., Islam, A., Kaewchana, T. & Yusuf, D. (2011). Factors affecting business success
of Small & Medium Enterprise (SMEs) in Thailand. Asian Social Science, 7(5), 180-190.
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Education News. (2019). Chinese students in Thailand have doubled - The reasons why Chinese
students come to study in Thailand. Retrieved from
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Ghobakhloo, M., Sabouri, M. S., Hong, T. Si. & Zulkifli, N. (2011). Information technology
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Influence of Quality of Working Life and Perceived Organizational justice
on Bank Employee Commitments

Nisaphan Pringle1
Nattanicha Na Nakorn2

Wisit Rittiboonchai3

Abstract
This research aims to study the influence of quality of working life and perceived organizational
justice on bank employee commitments. Convenience sampling was conducted. Data were collected
from 744 bank employees in Thailand with work experience not less than 5 years. Percentage,
Confirmatory Factor Analysis, and Path analysis through Structural Equation Model (SEM) were
utilized in the analysis process.
The results revealed that bank employee commitments were built by collective influence of
quality of work life (TE = 0.981) and perceived organizational justice (TE = 0.351) with statistical
significance and predictive power at 96.80%, whereas perceived organizational justice was collectively
influenced by quality of working life (TE = 0.860) with statistical significance and predictive power at
93.00%.

Keywords: Quality of Working Life, Perceived Organizational Justice, Bank Employee Commitments

1 College Academy at Broward College Davie, FL 33314, National University, Orlando, FL USA.
E-mail: [email protected]
2 Lecturer, Faculty of Business Administration, Bangkok University, Thailand. E-mail: [email protected]
3 Faculty of Management, Nakhon Pathom Rajabhat University,Thailand
Corresponding author: [email protected]

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Introduction
In daily life, every human spends at least one-fourth of the day working which partly leads to

human’s happiness, fulfillment, and success. If quality of working life and perceived organizational
justice is provided by the organization, it is beneficial for work environment and atmosphere. For
instance, if operators are satisfied with their work, this leads to security, happiness, and organizational
commitment.

Due to technological changes, several occupations have been affected. Working as a bank
employee was once a dream job, but it turns to be a risky one during the previous decade since banks
have also downsized and restructured their organizations by reducing number of their employees. For
laid off employees, it is difficult to find a new job, while the remaining employees have been assigned
to do other types of transactions, such as convincing new customers to apply for an insurance.
According to Viriyathanaku and Teekauttamakorn (2019) most bank employees also resign due to less
promotion opportunity, stress from product selling, over workload, unfair performance evaluation,
travel inconvenience, bad organizational environment, relatively low work stability, and inappropriate
remuneration. These causes affect the banks themselves in long term. Even though banks need to
downsize in order to survive, “personnel” are still needed to drive the organization.

The research on quality of working life and perception on working life affecting bank employee
commitments aims to investigate the problems of current bank jobs, study guidelines to improve quality
of life at work, as well as to build bank employee commitments. The results of this research are
beneficial for all banks to retain their employees.

Research Objective
To study the influence of quality of working life and perceived organizational justice on bank

employee commitments.

Literature Review
Quality of Working Life

Quality of life in various organizations and occupations is a variable that has been studied. This
is due to the fact that quality of working life highly emphasizes on humans, and humans are considered
as valuable and important resources of organizations. In addition, work environment and atmosphere
that reflects security, happiness, and commitment with works are necessary for both employees and
organization. Thus, organizations should have policies and plans on quality of life with strategies on
development of quality of working life in various dimensions, including job description, personnel, and
environment in order to enhance organizations’ productivity.

Moreover, quality of working life enhances morale and motivates employees. This also leads
to employees’ satisfaction, organizational commitment, loyalty, as well as potential of operations.
Development of quality of working life can be performed by providing some opportunities to operators

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to improve their skills and abilities through studying, and training (Ministry of Labor.2019). According
to Walton (1975), who suggested criteria for quality of working life, there are 9 major elements of
quality of life as follows:

1. Adequate and fair compensation - operators must receive adequate and fair wages, salaries,
compensation, and other benefits for living under generally accepted standards compared to works and
those of other organizations in the same business type.

2. Safe and healthy environment - operators should not be in inappropriate physical and mental
work environment that may cause unhealthy condition, whereas physical and mental environment
means that working condition must not be too risky and operators must feel comfort and convenient
without any unhealthy condition.

3. Development of human capacities - works must provide some opportunities to operators to
truly use and develop their skills and knowledge as well as to perform works accepted by them as
important and meaningful works. Development of individual work capacity is emphasizing on
education, training, individual’s working and occupational development indicating quality of life and
enabling individual to perform his/her duties with his/her full potential and confidence.

4. Growth and security - besides improving self-knowledge and abilities to new skills, work
also provides some opportunities to operators to grow and secure with their occupations with the
guidelines or opportunities to be promoted and accepted by colleagues and family members.

5. Social Integration - Collaboration will make operators realize that they are valuable and able
to perform works successfully with acceptance and good collaboration. In addition, such work also
gives some opportunities to operators to build relationship with other persons and equal opportunities
to be developed based on morality system.

6. Constitutionalism means management which staffs/employees are entitled to perform actions
under the scope of assignment, and show their rights to one another, or to establish the guidelines for
collaboration. Organizational culture will promote respect to individual rights with fairness on
consideration of rewards and numeration, as well as opportunities which each individual will have to
express his/her opinions openly with freedom of speech and equality.

7. The total life space - It is the way to provide some opportunities to operators to spend working
life and personal life outside organizations with balance. For instance, operators must not gain too much
pressure from operations that can be operated by determining appropriate working hours for avoiding
workload while obtaining adequate time for relaxation and personal life.

8. Social relevance - it is a kind of work activities that is performed in the manner of social
responsibility. It is considered as another important element that operators must feel and accept that
their organizations have social responsibilities in various dimensions, including production, waste
disposal, environmental maintenance, performances on employment, and marketing techniques.

According to Chan and Wyatt (2007), their research on Quality of Working Life: A Study on
employees in Shanghai, China revealed that quality of working life of employees emphasized on pride,

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positive economics, families, health, and safety. Several researches conducted by Chaudhary,
Rangnekar, Barua (2014) Kaliannanaand and Adjovu (2015) and Parker, Martin, Colmar and Liem
(2012) also confirm the relationship between quality of working life and organizational commitment.
The results of their researches indicated that such relationship would generate perception of individuals
towards operations whether they are valuable and meaningful works or not consisted of variety of skills,
work uniqueness, work importance, and feedbacks of work, while job description would affect quality
of working life.

Perceived Organizational Justice
Perceived organizational justice means methods used by employees to make decision whether

they are treated fairly on all matters related to work that will influence on works in other dimensions
(Moorman, 1991). Indicators are (1) distributive justice; (2) procedural justice; and (3) interactional
justice.

Perceived organizational justice towards employees also consists with other related elements,
including numeration and work skills. It is basically divided into four elements: fairness of
compensation, numeration process, news and information, and interaction between superiors and
subordinates (Colquit et al., 2013). Numerous researches, were conducted in order to study perceived
organizational justice, such as a research of Silva and Madhumali (2014), who studied on perceived
organizational justice and good membership behavior of 102 government officers. They indicated that
perceived organizational justice has three elements which include distributive justice, procedural
justice, and interactional justice. The results revealed that perceived organizational justice influenced
good membership behavior with statistical significance of .05. In addition, perceived organizational
justice on procedural justice influenced good membership behavior according to Ali (2016). Moreover,
perceived organizational justice of employees also influenced work attitude and behaviors based on
relationship on social exchanging. If organizations had management that could represent perceived
organizational justice, the following outcomes would be positive for employees and organizations.
According to Beugre (2007), the resignation rate will decrease if employees had positive work attitude
and good membership behaviors, organizational commitment, trust toward organizational management,
and satisfaction.

Bank Employee Commitments
Organizational commitment has been in focus among numerous researches since organizations

requires employees with loyalty, passion, and dedication to works. This research is based on indicators
of Allen and Meyer (1990), who defined organizational commitment as a tight relationship between
members and organizations. Members would have commitment and feel that they were a part of
organization making them to have mental feeling and continuous behavior, satisfaction towards works,
preference or positive attitude towards organizational works. This research emphasizes on using

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organizational commitment as dependent variable. However, such variable is able to be transformed as
an important mediator variable of human resources development to build work potential as well as good
or bad work behavior (Rittiboonchai, U-Thairatana., Jermsittiparsert & Chienwattanasook, 2021). Thus,
the conceptual framework is as follows:

Figure 1 Conceptual Framework
Research Methodology

This research was conducted in the form of quantitative research. The samples of this research
were bank employees with work experience not less than 5 years in Thailand from both government
and private banks. Since the researcher had no acknowledgement on explicit population size, the
researcher determined the sample size under the criteria of Hair et al. (2010) and gained the sample size
of 20-50 samples per observed variable. Since there were 15 observed variables, the researcher
determined to have 45 samples per 1 observed variable. Therefore, the sample size was determined for
675 samples minimally, and these samples were obtained by using convenience sampling in the form
of online questionnaires. The content validity was already tested by three experts.

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Research Results
In terms of personal information, 76.21% of the respondents were female, 43.21 % had 10-15

years of work experience, 53.76 % worked at private banks, and 56.59% were single.
The findings from the path analysis can be presented in the following figure.

Figure 2 Influence of quality of working life and perceived organizational justice on bank employee
commitments before adjusting the model.

Figure 3 Influence of quality of working life and perceived organizational justice on bank employee
commitments after adjusting the model.

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Table 1 Proof of Conformity with Empirical Data

Indicator criterion Before adjust The result of After adjust The result of

consideration consideration

χ2/df < 5 8.761 × 3.399 √

RMSEA < 0.03 0.102 × 0.057 √

NFI > 0.90 0.941 √ 0.981 √

CFI > 0.90 0.947 √ 0.986 √

GFI >0.90 0.877 × 0.962 √

SPRMR <0.05 0.0315 √ 0.0169 √

Note: √ Refers to the index test result criteria used to verify the conformity and consistency of the model

to the empirical data.

The results of the analysis of indices were used to verify the conformity and harmony of the

model to the empirical data. New component analysis the results of the harmonization assessment of
the model showed that χ2 = 210.74, df = 62, χ2 / df = 3.399, RMSEA = 0.057, NFI = 0.981, CFI =

0.986, GFI = 0.962, SRMR = 0.0169. The new model has better empirical consistency since it is

consistent with sufficient empirical data. Analysis results can be explained from internal latent variables

to internal observable variable, and from external latent variables to the externally observed variables

as in Table 2-3.

Table 2 Results of Path Analysis n = 744

Perceived organizational Bank employee

justice commitments

R2 = 0.930 R2 = 0.968

DE IE TE DE IE TE

Quality of working life :QWL 0.960 - 0.960 0.644 0.337 0.981

0.035 0.035 0.120 0.115 0.031

27.168 27.168 5.385 2.940 31.462

Perceived organizational justice :POJ 0.351 - 0.351

0.120 0.120

2.930 2.930

Note**EP = estimation parameter, SE = standard error, t-value
DE = direct effect / IE = indirect effect/ TE = total effect

Bank employee commitments were built by collective influence of quality of working life
(TE = 0.981) and perceived organizational justice (TE = 0.351) with statistical significance and
predictive power at 96.80%, whereas perceived organizational justice was collectively influenced by
quality of working life (TE = 0.860) with statistical significance and predictive power at 93.00%.

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When specifically studying on direct influence, it was found that quality of working life
influenced bank employee commitments with statistical significance (DE = 0.644), while statistical
significance of indirect influence was (IE = 0.337). It could be concluded that quality of working life
and perceived organizational justice influenced bank employee commitments, while the most important
factor that should be emphasized by executives was quality of working life.

Table 3 Confirmatory Factor Analysis

Matrix LAMDA - Y λ t-value R2

Perceived organizational justice 0.744 - 0.726
1. Distributive Justice :DJ 0.782 30.417 0.730
2. Procedural Justice :PJ 0.841 34.321 0.831
3. Interactional Justice :IJ

Bank employee commitments 0.801 - 0.849
1.Affective Commitment :AC 0.826 35.248 0.729
2.Continuance Commitment :CC 0.831 39.610 0.805
3.Normative Commitment :NC

Quality of working life 0.761 28.305 0.716
1. Adequate and fair compensation: AFC 0.810 30.356 0.779
2. Safe and healthy working condition: SHWC 0.804 28.924 0.735
3. Growth and security: GAS 0.689 25.721 0.628
4. Development of human capacities: DHC 0.644 23.514 0.555
5. Social integration: SI 0.744 23.514 0.635
6. Constitutionalism: CS 0.820 24.092 0.574
7. Total life space: TLS 0.778 24.312 0.582
8. Social relevance: SR

* Significance level < .05 ** Significance level< .01
The results of confirmatory factor analysis revealed that bank employees’ commitments tended

to be continuance commitment due to fear of loss after a resignation. In the light of perceived

organizational justice, factor weight was gained from interactional justice. This refers to perception on

practice of consideration on decision process related to works, causality, and ability to explain such

decision on the basis of good relationship between superiors and subordinates.

For quality of working life, the highest level of factor weight was safe and healthy working

condition. It is necessary for organization to make operators feel comfortable with physical and mental

convenience, but health hazards.

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Summary and Discussion
The findings proved that bank employee commitments were collectively influenced by quality of

working life and perceived organizational justice with statistical significance. Although perceived
organizational justice had lower level of influence, it was important as the mediator variable causing such
commitment. The findings reflected that it was necessary for bank executives to emphasize on quality of
working life and perceived organizational justice. This is also consistent with the results of the researches
conducted by Chaudhary, Rangnekar, Barua (2014) Kaliannanaand and Adjovu (2015), and Beugre (2007).

Factor weight should also be considered in the light of bank commitments. With fear,
employees are driven to “be necessary to continue working” as proposed by Allen and Meyer (1991).
Employees with continuous commitment would continue working with organization because they
considered that they needed to continue working, while those with normative commitment would
continue working with organization because they thought that they ought to. These three elements are
psychological conditions of employees towards organizations. The three elements reflect their attitude
toward organization as a goal. Those phenomena may reflect uncertainty of occupation of bank
employees. With such condition, reinforcement with organizational justice revealed that interactional
justice played the most important role. Meeting and discussing among superiors on causality based on
facts is necessary for bank management these days. The most important thing is building quality of
working life by supporting personnel to continue working with organization.

Suggestions from Research
1. In the competitive era, banks have to adjust themselves for survival. Talent retention is still

important for organizations. Although bank job may be less stable and many technologies can replace
humans, employees who are patient to work with loyalty are still necessary. Customers are unable to be
impressed by non-living thing. Thus, it is necessary that executives discuss actual condition to enhance
morale and provide quality of life for their employees appropriately.

2. Organizational commitment also affects good organizational membership, and good
organizational membership also affects dedication to work. “Commitment caused by fear” is caused by
insecure feeling of bank employees because this occupation is considered as skillful occupation requiring
a period of time for learning, while immediate changes may make bank employees feel insecure.
Organizational downsizing in previous years caused the commitment. Thus, compensation through fair
evaluation, good work condition, and clarity of communication should not be ignored by executives.

Suggestions for Future Research
1. Data of this research were collected via online platform since the study was conducted during

COVID-19 pandemic. The study should be further conducted when the situation becomes normal.
2. This research emphasized on quantitative research only. It is suggested that future study

should conduct a qualitative research for more specific results.

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Reference
Ali, N. (2016). Effect of organizational justice on organizational citizenship behavior: A study of

health sector of Pakistan. Review of Public Administration and Management, 4(3), 1-9.
Allen, N. J. & Meyer, J. P. (1991). A three-component conceptualization of organizational

commitment. Human Resource management Review, 1(1), 61-89.
Beugre, C. D. (2007). A Cultural Perspective of Organizational Justice. USA.: Information Age.
Chan, K, W. & Wyatt, T.A. (2007). Quality of Work Life: A Study of Employees in Shanghai, China.

Asia Pacific Business Review, 4, 501-517.
Chaudhary, R., Rangnekar, S. & Barua, M, K. (2014). Organizational climate, climate strength and

work engagement. Procedia Soc Behav Sci, 133, 291-303.
Colquit, J. A., Lepine, J. A. & Wesson, M. J. (2013). Organizational Behavior: Improving

Performance and Commitment in the Workplace. New York: McGraw-Hill Education.
Hair, J. F., Black, W. C., Babin, B. J. & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.).

Upper Saddle River, NJ: Prentice Hall.
Kaliannana, M. & Adjovu, SN. (2015). Effective employee engagement and organizational success: a

case study. Procedia Soc Behav Sci, 172, 161-168.
Ministry of Labor. (2019). Quality of Working Life. Retrieved form

https://www.tosh.or.th/index.php/blog/item/475-quality-of-working-life#:~:text=Quality Of
Working Life%20 (in thai)
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship
behaviors: Do fairness perception influence employee citizenship. Journal of Applied
Psychology, 76, 845-855.
Parker, P. D., Martin, A. J., Colmar, S. & Liem, G.A. (2012). Teachers’ workplace well-being:
Exploring a process model of goal orientation, coping behavior, engagement, and burnout.
Teach Teach Educ, 28, 503-515.
Rittiboonchai, W., U-Thairatana, P., Jermsittiparsert, K. & Chienwattanasook, K. (2021). Employee
Engagement as A Potential Mediator Connecting HRD Practiceswith Counter-Productive
Work Behavior. Psychology and Education, 58(4), 2103-2111.
Silval, H.M. & Madhumali, K. P. (2014). Organizational Justice and Organizational Citizenship
Behavior: A Study of Public Sector Organizations in Western Province Sri Lanka. Kelaniya
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Sureshkumar, M. & Marimuth, S. (2014). Analysis of quality of work life employees in private sector
commercial banks: applicaton of discriminant analysis. Abhinav Publications, 3(9), 7-16.
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krung thai bank public company limited in Bangkok. Social Science Journal of Prachachuen
Research Network, 1(1), 14-24. (in thai)
Walton, R. E. (1973). Quality of working life: What is it?. Slone Management Review, 15, 12-18.

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The Factors Affecting of Job Satisfaction and Organizational Commitment
that Affect Organizational Citizenship Behavior
in Universities in Bangkok Metropolitan

Thongphan Chanthavone1
Wassana Bootpo2

Wisit Rittiboonchai3
Abstract

This research aims to study the factors affecting of job satisfaction and organizational
commitment that affect organizational citizenship behavior in universities in Bangkok metropolitan.
The researcher used a convenience random sampling method to collect data from 536 lecturers who
were both public and private university employees. That organization citizenship behavior in the
organization was caused by the total effect of organizational commitment (TE = 0.730) and job
satisfaction (TE = 0.880) at the statistically significant level as of 0.05 with a predictive power of 90.50
percent while the organization's commitment was influenced by job satisfaction (TE = 0.822) at the
statistically significant level as of 0.05 with a predictive power of 64.80 percent.
Keywords: Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior

1 Dean of Faculty of Economics and Tourism, Souphanouvong University, Lao PDR. E-mail: [email protected]
2 Education Faculty, Ramkhmheang University, Thailand. E-mail: [email protected]
3 Faculty of Management, Nakhon Pathom Rajabhat University, Thailand
Corresponding author: [email protected]

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Introduction
In the present day, the importance of human resources has arisen because education has helped

create wisdom for the people of the country for higher education who drivers of the nation's youth are
university professors who are driving education as a model and serving the surrounding society. From
the changing circumstances of the world and the competition in the 21st century, together with the
government under the leadership of Gen. Prayut Chan-o-cha holds the concept of national development
to be stability, prosperity and sustainability under the Thailand 4.0 model. Therefore, it is necessary to
enter development specially to keep pace with the increasing day-to-day changes. Educational
management under the vision and strategic plan set by the university administrators and the community
under the supervision of the University Council. It is an important channel to bring the university to the
University 4.0 in response to the national strategy and drive the vision of the government policy
(Boonyanuwat, 2017).

Therefore, to provide education at the higher education level, every university has four similar
missions: producing graduates, researching, academically servicing society, and conserving art and
culture, and being a good member of the teacher. These missions will make the teacher successful in
carrying their career and duty (Organ, Podsakoff & MacKenzie, 2006). However, getting people with
good membership in the organization requires both internal and external stimulus factors. There are
many researches that have studied the rationales for the acquisition of good members of the organization
and find that job satisfaction can to promote good membership in the organization (Scott, Matta &
Koopman, 2016; Noh & Yoo, 2016).

For Thailand, this study was conducted in various organizations such as Weerapaiboon,
Akkawanitcha and Sangchoey, (2020) indicating that the support of their peers can reduce the negative
correlation between work insecurity and organizational good membership behavior. Meanwhile,
Thianthai et al. (2019) revealed that being organizational citizenship behaviors can affect the
commitment of car repair workers in Nakhon Pathom Province. Furthermore, Anchaleeumnuyporn
(2018) found that organizational engagement has a relationship with work progress and good
membership behavior which is similar to the study done by Chaimongkol et al. (2018) that found that
good membership behavior can have influence on effectiveness of the team performance of employees
in terms of quality of work, workload, and time spent. Lastly, Rittibooncahi (2018) proposed a model
related to organization well-being, good governance and sufficiency economic philosophy and found
that these factors cab enhance performance and good membership of employees with the Mum Mueng
Rungsit Market in Thailand. Consequently, being a good member can create a productive competence
that can be productive in the workplace. Accordingly, the management must pay more attention to the
use of good governance in management. The creation of well-being in the organization and
consciousness in the implementation of the sufficiency economy philosophy can be applied to all
employees.

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Therefore, it is interesting that the study related to the factors affecting of job satisfaction and
organizational commitment that affect organizational citizenship behavior in universities in Bangkok
metropolitan can be considered. The study aimed at studying the external factors such as job satisfaction
which is the part that the universities use to motivate and inspire their teachers and internal factors such
as the organizational commitment of the teachers. The results of this study were expected to be
beneficial to those who are involved in making policy for the university well as to create employees’
organizational citizenship behavior.

Research Objective
To study the factors affecting of job satisfaction and organizational commitment that affect

organizational citizenship behavior in universities in Bangkok metropolitan

Literature Review
Today business environment is characterized by volatility, uncertainty, complexity and

ambiguity. Hence, organizations need to adjust their strategy and strive for excellence by increasing
employee efficiency and productivity to achieve their goals, organizations need employees who can
serve as the “good human resource”.

Organizational citizenship behavior (OCB) is therefore attracted by many businesses referring
to the careful and unnecessary involvement by employees to organizations such as helping others that
special efforts are still made to support the mission and objectives of the organization (Organ, 2015).
There will be a general positive influence of organizational citizenship behavior on organizational
performance (Koopman, Lanaj & Scott, 2016). It is created by attracting and retaining the best people
to "exist" in the organization (Podsakoff et al., 2014). Good organization is driven by good people at
work.

There are five components of organizational citizenship behavior: altruism, sportsmanship,
civic virtue, conscientiousness and courtesy. The essential characteristics of organizational citizenship
behavior can affect the efficiency and performance of the organization (Organ, Podsakoff, &
MacKenzie, 2006) being integrated from the concepts of Podsakoff, MacKenzie, Moorman, and Fetter
(1990), Moorman (1991) with Greenberg and Baron (1997), and Organ (2015).

The organizational citizenship behavior can be detailed as follows:
1. Altruism is a behavior of helping a colleague when having a difficult project that shuffles the
holidays to work and volunteer to help work.
2. Conscientiousness is the willingness to work above the minimum requirements of the job, to
obey the rules, to be punctual, not to be absent, not to spend time working on personal matters.
3. Civic virtue is a behavior about participation in the way of life of an organization such as
focusing on meeting voluntarily, reading various announcements rather than throwing away the general
notice, reading the record, and keeping updating the new information.

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4. Sportsmanship is voluntary or willing to accept a situation that arises without complaining
and the behavior of the saying with smile and be patient in the work, do not find the mistakes of the
organization.

5. Courtesy is behavior that aims to resolve conflicts between people in the workplace, such as
not using emotions when there is a conflict, not expanding the conflicts when there is an argument or
provocation from other people.

Job Satisfaction
There is a large number of research studies conducted in Thailand and abroad, for example,

Kaliski (2007) showed that job satisfaction is the feeling of people who want to accomplish their work.
It is the link between perceptions of efficiency as well as the happiness of the personnel that occurs job
satisfaction is that employees enjoy the work that they have done well, resulting in them being rewarded
for their efforts to accomplish their work. Bavendam (2000) describes job satisfaction as feeling that
the employees can be compatible with working conditions and has intention to work in the organization.
Robbins (2003) suggested that job satisfaction is a general attitude that personnel can have on the jobs.
In meanwhile, Whitley and Putzier (1994) explained that there are six components of job satisfaction:
1. professional work environment, 2. autonomy, 3. work worth, 4. professional relationships, 5. role
enactment, and 6. benefits.

Smith, Kendel and Hulin (1969) suggest that job satisfaction includes:
1. Satisfaction with the work: Employees can feel satisfaction with the work that has been
assigned. The work should be challenging and interesting. After the work has been done, the employees
should be pound of it.
2. Satisfaction with the payment: Employees can feel satisfied when they are paid appropriately
due to the job that has been assigned.
3. Satisfaction with career promotion opportunity: Employees can feel satisfied with the job
that can be promoted occasionally or appropriately. Therefore, the organization should set a good
strategy for job assessment.
4. Satisfaction with supervisor: The supervisor is very important for employees working in the
organization because she or he should give a good advice related to works and other necessary things,
especially, when the employees under their supervisory have found problems.
5. Satisfaction with coworker: Employees can feel happy with the work when they are among
their coworkers and can work well together with them. Coworkers are very crucial for employees
because they can be helpful, responsible and able to advise them when they have any problems related
to their works.

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Organizational Commitment
Organizational commitment has important implications for the success and progress of the

organization because it allows the organization to acquire employees who are devoted, motivated,
determined and are willing to work for the organization. It can cause the organization to receive many
benefits such as volume reduction of resignation or work change and finally achieve organization goals,
and efficiency and effectiveness.

Allen and Meyer (1990) divided three elements of the organizational commitment as follow:
1. Continuance commitment
It means that people want to work with the organization because they believe that it would not
be worth enough if they resign from the job that they have been working here for long time. They will
believe that they will lose some benefits that they are supposed to have after they have worked for a
while, for examples, retirement benefits or friendships. Accordingly, it can be said that continuance
commitment can be acted as one of dimension of organizational commitment.
2. Affective commitment
It means an emotional attachment to the organization which it can also refer to the feeling of
unity in the group of employees that the individual wants to work with and the organization. They agree
with the goals and values of the organization and are willing to help the organization, especially, to
make changes. In conclusion, it can also be meant that the employees feel happy with the organization
emotionally.
3. Normative commitment
It means employees feel that they are indebted to or have an obligation to the organization. The
employees with normative commitment will feel based on the right and the suitability towards being in
the organization.
From literature review, the researchers have set a conceptual framework as follows.

Figure 1 Conceptual Framework

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Research Methodology
The researcher collected the data from 536 university lecturers working in either public or

private sectors by a convenient randomization method. Data were collected by using questionnaires that
were tested for content validity. The statistics used for data analysis consisted of percentage and path
analysis with structural equation modeling (SEM). The results were as follows:
Research Results

Personal information of respondents
From the study, most of the respondents were female (70.89%), had 10-15 years of work
experience (39.18%), worked at private universities (40.11%), and were single (55.97%).
The findings from the path analysis can be presented in the following figure.

Figure 2 Before Adjusted Model

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Figure 3 After Adjusted Model

Table 1 Model Fit Indices

Indicator criterion Before adjust The result of After adjust The result of

χ2/df < 0.05 13.121 consideration 3.478 consideration
- 0.027 √
RMSEA < 0.03 0.150 - 0.936 √
- 0.942 √
NFI > 0.90 0.889 - 0.900 √
- 0.047 √
CFI > 0.90 0.896 - √

GFI >0.90 0.794

SRMR < 0.05 0.069

Note: √ Refers to pass of model fit indices

The results of the analysis of indices used to verify the conformity and harmony of the model

to the empirical data. New component analysis the results of the harmonization assessment of the model
showed that χ2 = 170.43, df = 49, χ2 / df = 3.478, RMSEA = 0.027, NFI = 0.936, CFI = 0.942,

GFI = 0.900, SRMR = 0.047. The new model had better empirical consistency because it is consistent

with sufficient empirical data. The detail is shown in Table 2-3.

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Table 2 Results of path analysis

Organizational Organizational

commitment citizenship behavior

R2 = 0.648 R2 = 0.905

DE IE TE DE IE TE

Job satisfaction 0.822 - 0.822 0.280 0.600 0.880

0.045 - 0.045 0.037 0.044 0.045

18.062 - 18.062 7.469 13.759 16.132

Organizational commitment 0.730 - 0.730

0.045 - 0.045

16.132 - 16.132

Note** EP = Estimation parameter, SE = Standard error, t-value /DE=Direct effect / IE = Indirect effect/

TE = Total effect

The results of the research showed that being a good member of the organization caused by the

collective influence of organizational commitment (TE = 0.730) and job satisfaction (TE = 0.880) were

statistically significant, and the predictive power is of 90.50 percent. In the meantime, the organizational

commitment is influenced by satisfaction job (TE = 0.822) at the statistical significance with a

predictive power as of 64.80%.

When considering only the direct effect, it is found that organizational citizenship behavior is
significantly influenced by organizational commitment (DE = 0.730) and satisfaction in work (DE =
0.280). In the meantime, the organizational behavior has indirect effect on work satisfaction (IE =
0.600). This can be seen that job satisfaction can influence organizational citizenship behavior through

organizational commitment.

Table 3 Confirmatory Factors Analysis λ t-value R2
Matrix LAMDA - Y
Organizational citizenship behavior 0.980 - 0.810
Altruism :ALT 1.000 43.841** 0.788
Courtesy :COUR 0.753 25.600** 0.652
Sportsmanship :SPOR 0.716 25.600** 0.607
Civic virtue :CIV 0.743 23.733** 0.674
Conscientiousness :CONS
Organizational commitment 0.798 - 0.711
Affective :AFFE 0.973 26.451** 0.819
Continuance :CONT 0.888 24.973** 0.737
Normative :NORM

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Table 3 Confirmatory Factors Analysis (Cont.)

Matrix LAMDA – X λ t-value R2

Job Satisfaction

Work itself :WIS 0.783 26.452** 0.809

Pay :PAY 0.775 24.765** 0.748

Promotion opportunity :PROM 0.707 22.946** 0.682

Supervisor :SUP 0.802 24.011** 0.719

Coworker :COWO 0.622 19.094** 0.528

Note: EP = Estimation parameter, SE = Standard error

* Significance level < .05 ** Significance level< .01

The results of the confirmatory factors analysis were found that organizational citizenship

behavior of lecture at universities in Bangkok metropolitan is due to courtesy ( y = 1.00), altruism ( y

= 0.980), sportsmanship ( y = 0.753), conscientiousness ( y = 0.743), and civic virtue ( y = 0.716),

respectively. In the meantime, the organizational commitment of the faculty members in Bangkok is
due to the continuance commitment ( y = 0.973) playing as the main driver and then followed by
normative commitment ( y = 0.888), and affective commitment ( y = 0.798), respectively. Lastly, job
satisfaction is confirmed by supervisor ( x = 0.802), work ( x = 0.783), pay ( x = 0.775), promotion

( x = 0.707), and coworker ( x = 0.622), respectively.

Conclusion and Discussion
The results of the research were as follows:
Being a good member organizational citizenship behavior can be caused by the collective

influence of organizational commitment and satisfaction in work at the statistically significant level of
0.05 and 0.01. The results of this research are consistent with the research of Tantithamrongwuthi,
Piriyakul, and Chinanandej (2016) studying about the multiple mediation effect of organizational
commitment, perceived organizational justice, and job satisfaction in transmitting servant leadership to
organizational citizenship behavior of personnel in private university. The study found that job
satisfaction and organizational commitment are the first two factors influencing being a good corporate
membership behavior of private institution of higher education personnel. The total influence was 0.457
and 0.135, respectively.

The results of the research also found that job satisfaction can influence organizational
commitment. First, it will affect the membership in the organization, resulting job satisfaction, directed
towards being a good member directly. This is in line with Prakobpol (2018) that studied about the
causal factors influencing organizational citizenship behavior of staff in Rajabhat University in
Bangkok. The result was found that a causal model of organizational citizenship behavior of support
personnel working in Rajabhat University in Bangkok contains with variables that directly influence
the behavior of good members of the organization, these variables include organizational commitment,

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features of the work. In addition, the model found the variables that indirectly influence the
organizational citizenship behavior through organizational commitment, which these variables were
quality of work life.

Suggestions from Research
1. The organization should focus on creating the organizational citizenship behavior of a

lecturer in universities in Bangkok and its vicinity because it is an important factor for the lectures to
follow the four main teaching career missions: teaching, researching, academic services, and cultural
conservation integration. The lecturer’s behavior will be more aware of their work responsibility and
delicate to work better.

2. The organization can be suggested to create the organization commitment by creating the
good membership in the organization by focusing more on organizational commitment by making sure
that the lecturers who continue working in this organization can maintain their good life.

3. To create job satisfaction, the organization should create the satisfaction related to supervisor
dimension. The supervisor variable is very important since this factor can help guide can share the
experience for the lectures who are under the supervision. In addition, the supervisors can also help
transfer the organizational culture, values, and principles to the lecturers that later can be the drivers to
drive the organization successful.

Suggestions for Further Research
1. The focus of this research was mainly based on quantitative research. Therefore, the future

research is suggested to be conducted with in-depth interview or qualitative research approach.
2. This research only emphasized on lectures in universities in Bangkok and its metropolitans.

In addition, the data collection was in the period of the COVID 2019 situation, the researchers therefore
used a randomization method regardless of statistical opportunity to select the samples only in Bangkok
and its metropolitans. Accordingly, the future research is suggested to be conducted by expanding the
samples into the other area and provinces so that the result can be compared for in-depth detail.

3. This research collected data from the lectures who are the university employees only. It
excluded the guest lecturers, and government officials. The future research can be suggested to include
other type of lecturers in order to compare the organizational citizenship behavior, organization
commitment, and job satisfaction.

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Warehouse management optimization
Blue and White Professional Logistics Company Limited in Bangkok

Tosaporn Mahamud1
Kanokwan Panich2

Abstract
This research has the objective to study about warehouse management optimization of Blue and
White Professional Logistics Company Limited in Bangkok. The samples were 160 employees who are
working at Blue and White Professional Logistics Company Limited in Bangkok. Questionaire was
employed for data collection tool. The statistics used in the study include frequency, percentage, mean,
standard deviation, t-test, One-way ANOVA, person correlation, and multiple regression analysis. The
results indicated that most of the respondents were male, aged 21-30 years, graduated with bachelor's
degree. 1-5 years of working experience and most of the average monthly income is less than 20,000
baht. In addition, warehouse management optimization is rated as very important level for the company.
Lastly, hypothesis testing results indicated that different gender influences warehouse efficiency
differently meanwhile age, education, work experience and monthly income influence warehouse
efficiency indifferently. In terms of correlation analysis, the result revealed that warehouse management
optimization is correlated with warehouse efficiency. In terms of multiple regression analysis,
warehouse management optimization in terms of storage influences warehouse efficiency at the
statistically significant level as of 0.05.

Keywords: Warehouse Management Optimization, Warehouse Efficiency

1 Gaduate School of Business Administration, Kasembundit University, Bangkok
2 Gaduate school of business Administration, Kasembundit University, Bangkok
Corresponding author: [email protected]

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Introduction
Business has grown rapidly, which it can be seen from the world economy (Peter, 2014). IMF

expects there will be more grow in Thai economy (Feldstein, 1998) considering Thai gross domestic
product or GDP (Kohpaiboon, 2003). Accordingly, it continued to improve, investment and government
consumption expenditure. At present, warehouse rental business can be found significant since it can
be seen everywhere (Ma et al., 2018). In big cities and industrial zones in Thailand (Yeo, & Comfort,
2017), the modern warehouse management practices, often located in an unsuitable location (Faber, de
Koster, & Smidts, 2013) such as in a community or residential area with small access roads, the truck
cannot be used smoothly (Shauna et al., 2007). Accordingly, the location can obstruct the movement of
certain goods. In addition, , the design of the building can also be obstacle that is not appropriate for
stacking, storage, and palletizing (Marc Goetschalckx & Donald Ratldff, 1991). The building is only
5-6 meters high, which is not enough to store goods. Therefore, the business related to warehouse rental
is in interest for many organizations. One of this business is Blue and White Professional Logistics Co.,
Ltd. It is one of the companies engaged in transportation activities, founded on January 2, 2002 to
operate a warehouse rental business and domestic shipping.

In addition, many businesses that provide warehouse rental consist of distribution services in
the form of Cross-Docking Modern trade (Benrqya, 2019), freight forwarding service (Ana, Casaca &
Peter, Marlow, 2005), distribution services to stores (Traditional Trade) nationwide, E-Commerce
business services (Lim & Srai, 2018) both in the provision of warehouse systems and product packs
(Kembro & Norrman, 2020) as well as information systems.

Due to the increase of warehouse rental business, it has interested the researchers to study about
optimization for warehouse management (Hompel & Schmidt, 2006) of Blue and White Professional
Logistics Company Limited in Bangkok. This company was selected because it has the problems with
system to manage the mismatches between the inventory and space causing the employees’ workloads
and finally leads to customers’ satisfaction. The results obtained from the study are used to develop,
improve, apply, and modify the way to manage the inventory and space in order to make the operation
of the business more efficient.

Objectives of the study
1. To study warehouse management related to warehouse optimization of Blue and White

Professional Logistics Co., Ltd. in Bangkok.
2. To compare the warehouse efficiency categorized by personal information of the

respondents.
3. To study relationship between warehouse management and warehouse efficiency of Blue

and White Professional Logistics Co., Ltd. in Bangkok.
4. To study the effects of warehouse management on warehouse efficiency of Blue and White

Professional Logistics Co., Ltd. in Bangkok.

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Hypothesis
1. Different personal information of the respondents influences warehouse efficiency Blue and

White Professional Logistics Co., Ltd. in Bangkok.
2. Warehouse management is associated with warehouse efficiency of Blue and White

Professional Logistics Co., Ltd. in Bangkok.
3. Warehouse management influences warehouse efficiency of Blue and White Professional

Logistics Company Limited in Bangkok

Lecturer Review
Warehouse management

Warehouse management refers to the area that has been planned for efficient use and movement
of goods and raw materials. It serves keeping products during the moving process to support the
production and distribution of products. The objectives of warehouse management is to reduce
operating distance and move as much possible (Shapira, Storer, 2002) as well as to make involved
persons to satisfy working on a daily basis and customers’ satisfaction (Udayar et al., 2020). The
organization that uses warehouse management can plan, control and maintain the level of utilization of
various resources to achieve the services under the cost that resulted in efficiency and cost effectiveness
in investment according to the specified business size.

The products stored in the warehouse can be divided into 2 types: material which is in the form
of raw materials, components and parts (Patrin & Bazhin, 2014) and finished goods which wait for
production (Hill, 1977).

Warehouse management starts from receiving the material or finished goods from the carrier
(Adebwale et al., 2002). When they arrive at the warehouse, the involved person needs to prepare the
storage and other related activities (Aljifri & Hussainey, 2007) in order to keep the material or finished
goods for the nest processes such as production or customer delivery. The process of warehousing is
very important since it can create satisfaction or dissatisfaction (Bitner et al., 1997; Lu, Huang & Yang,
2011). The storage of the obtained items to warehouse should be kept carefully as well as this process
requires time management both for storing and calling to use (Richards, 2014). The most popular
technique for warehousing is Cross Docking.

However, to measure the efficiency of warehouse management can consider the match of the
expectation of organization and customers. The effective workload has an appropriate amount as specified
in the plan or goal set by the company and time management should be planned in order to meet the target
workload (Hafeez & Aburawi, 2013). The work should be taken in the correct manner. In addition, the
employees themselves should also continue improving the ability for the jobs to be assigned.

In conclusion, warehouse management in this study refers to the ability of the employees and
organization to manage the materials and finished good from the process of receiving, putting away,
storing to picking the order for the next processes including production of delivery to the customers.

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Research methodology
This study collected the data from 160 executives and employees of Blue and White

Professional Logistics Company Limited, as the study samples from 250 persons as the total population.
The samples size was calculated by using Yamanae's formula (1973). The calculation was performed
in the below equation.

n = sample size
N = number of population
e = Expectation value (commonly used 0.05)
For data collection, the researchers researched information, concepts, theories, and previous
research from various sources including textbooks, documents, and other research findings in order to
generate the necessary questions to be used in the questionnaires. The content validity and reliability
were employed to validate the contents.
For data analysis, the researchers employed frequency, percentage, mean, standard deviation,
t-test, One-way ANOVA, person correlation, and multiple regression analysis.

Results
Personal information of the respondents

From the study, the result indicated that most of the respondents were male, aged 21-30 years,
graduated with bachelor's degree. 1-5 years of working experience and most of the average monthly
income is less than 20,000 baht.
Opinions related to warehouse management in the company

From the study, the executives and employees of Blue and White Professional Logistics
Company Limited give importance in the warehouse management in terms of receiving, putting away,
storing, and order picking in high level. The detail can be given below.

For receiving, most of the respondents agreed that the products obtained from the senders
should be inspected, should be correct, should collected in the provided area as well as should be
correctly recorded in the database.

For putting away, most of the respondents agreed that the products obtained from the senders
should be provided with careful movement and preparation for distributing to different area, which it
needs to be done by sufficient staff numbers.

For storing, most of the respondents agreed that the products obtained from the senders should
be prevented from lost or damage situation, applied with first-in, first-out (FIFO) storage, and easy-to-
search approach by considering storage space with frequently moving items near the exit.

For order picking, most of the respondents agreed that the products obtained from the senders
should be considered about picking point and the drop-off point at the sorting point in order to reduce
the availability of the stock counted to meet the purchase orders before moving. In addition, there is a
use of space for preparation and sorting by orders which should be made appropriately and accurately.

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Opinions related to warehouse efficiency in the company
From the study, the executives and employees of Blue and White Professional Logistics

Company Limited give importance in the warehouse efficiency in high level. The warehouse efficiency
considered quality of work, workload, time, and expenses, which the detail is portrayed below.

For quality of work, most of the respondents agreed that quality of work can be considered by keeping
products in good condition and having qualifications ready to be delivered to customers, the customer receives
the product correctly, the product is in perfect condition, there is the provision of administrative information on
the status, image, condition and arrangement of the products or inventory that are kept.

For workload, most of the respondents agreed that the workload can be considered by reducing
the amount of work with unnecessary workflows to enable higher volumes of work, reducing the
amount of work with unnecessary workflows to enable larger volumes of work, and setting the working
standard to help stimulate the understanding of work method easier.

For time management, most of the respondents agreed that the time quality can be considered
by bringing the products from the store to make payment according to the order list accurately, quickly,
with convenient tools and time saving for moving goods, and reducing the time and distance of moving
products to different points.

For expenses, most of the respondents agreed that the expense aspect can be considered by
energy consumption, removal of dead stock products from the warehouse, and reducing labor costs due
to having to solve new jobs or do redundant jobs.

Hypothesis Testing
Hypothesis 1. Different personal information of the respondents influences warehouse efficiency
Blue and White Professional Logistics Co., Ltd. in Bangkok.

From the study, hypothesis testing results indicated that different gender influences warehouse
efficiency differently meanwhile age, education, work experience and monthly income influence
warehouse efficiency indifferently.

Hypothesis 2. Warehouse management is associated with warehouse efficiency of Blue and White

Professional Logistics Co., Ltd. in Bangkok.

Table 1 Correlation between warehouse management and warehouse efficiency

Warehouse management Relationship with warehouse optimization (warehouse efficiency)

(Receiving) r Sig Relationship level Sequence
.443** .000 moderate 4

(Put away) .614** Same direction 3
.000 high

Same direction

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

Table 1 Correlation between warehouse management and warehouse efficiency (Cont.)

Warehouse management Relationship with warehouse optimization (warehouse efficiency)

(Storage) r Sig Relationship level Sequence
.619** .000 high 2

(Order Picking) .699** Same direction 1
.000 high

Same direction

Average .594 moderate

Same direction

From the study, the result indicated that warehouse management is associated with warehouse

efficiency of Blue and White Professional Logistics Co., Ltd. in Bangkok. When considering into each

point, the detail can be shown below.

1. Warehouse management in terms of order picking has relationship with warehouse

optimization of Blue and White Professional Logistics Co., Ltd. in Bangkok in high level and in the

same direction with coefficient (r) = .699

2. Warehouse management in terms of storage has relationship with warehouse optimization of

Blue and White Professional Logistics Co., Ltd. in Bangkok in high level and in the same direction with

coefficient (r) = .619

3. Warehouse management in terms of putting away has relationship with warehouse

optimization of Blue and White Professional Logistics Co., Ltd. in Bangkok in high level and in the

same direction with coefficient (r) = .614

4. Warehouse management in terms of receiving has relationship with warehouse optimization

of Blue and White Professional Logistics Co., Ltd. in Bangkok in high level and in the same direction

with coefficient (r) = .443

Hypothesis 3. Warehouse management influences warehouse efficiency of Blue and White

Professional Logistics Company Limited in Bangkok

Table 2 Regression analysis of the studied variables

Warehouse management B Std. Error Beta t Sig. Result
1.150 .239 4.819 .000* yes
(Constant) .056 .080 1.286 .200 no
(Receiving) .072 .063 .165 2.147 .033* no
(Put away) .136 .057 .240 3.377 .001* yes
(Storage) .064 .401 4.932 .000* no
(Order Picking) .192
.316

In terms of multiple regression analysis, warehouse management optimization in terms of

storage influences warehouse efficiency at the statistically significant level as of 0.05.

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

Conclusion and Discussion
In addition, warehouse management optimization is rated in very important level for the

company. This is because that in managing the product and inventory in order to create customer
satisfaction should manage the overall process of warehouse management from receiving, putting away,
storing to picking the order for the next processes including production of delivery to the customers.

Next, the hypothesis testing results indicated that different gender influences warehouse
efficiency differently meanwhile age, education, work experience and monthly income influence
warehouse efficiency indifferently. This is because most of the work in warehouse is similar to each
other and use the same level of age, education, work experience and monthly income in order to create
the warehouse management optimization and efficiency. In addition, recently, there is the use of
advanced technology to be as the additional tool. However, the gender will generate the different
warehouse management optimization and efficiency because the type of work is different. Most of male
has to work outside and most of female has to work in the offices.

In terms of correlation analysis, the result revealed that warehouse management optimization
is correlated with warehouse efficiency. This is because to create the efficiency of warehouse
management, the process of receiving, putting away, storing to picking the order should be well
managed. When there is a good warehouse management, it can create quality of work, workload
appropriateness, time saving, and expenses saving.

In terms of multiple regression analysis, warehouse management optimization in terms of
storage influences warehouse efficiency at the statistically significant level as of 0.05. This is because
that the storing is the core activity of warehouse. The organization needs to prevent the products, goods,
inventory, material and others from the lost or damage situation, applied with first-in, first-out (FIFO)
storage, and easy-to-search approach by considering storage space with frequently moving items near
the exit.

Suggestions
Suggestion from the study
Blue and White Professional Logistics Company Limited in Bangkok should do as follows.

1. Should have information in the system. In order to be easy to use, such as product placement,
product inspection by checking the number of products in the system and the number of products in the
warehouse as well as verify the accuracy and accuracy of the information The slightest mistake or no
mistake at all.

2. Should be a clear allocation of zones of work and duties of employees, and make it easy to
detect errors and make operations convenient for moving products in the warehouse.

3. Should have prepared an area in order to be sufficient for the preparation and order of the
order properly, conveniently and to shorten the processing time.

4. Should classify the products that need to be moved before other types of products which they

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The 6th RMUTT Global Business and Economics International Conference 2021 (RTBEC 2021)

should be placed near the exit or easy to move first. In addition, there should be time recorded.
5. Should monitor the performance of the warehouse management in order to prevent the

problems occurred or can solve the problem in time.
6. Should train and educate the employee to work effectively.
7. Should provide the easy-to-understand user manual for the used system in order to facilitate

the staff in operation.

Suggestions for future study
There should be a study about the logistics needs of customers as well as the development of

the service to be good enough to meet the customers.

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