Purpose: The aim of this study is to explore the organizational construct that have relationship to HR Analytics in large-size organizations that operate their businesses in Thailand. Theoretical framework: Technology Adoption and HR Competencies are the two organizational constructs that are introduced in this study to examine their relationship with the HR Analytics. Design/methodology/approach: The study adopts a confirmatory factor analysis to develop the structural equation model through data collection from large-size organizations in Thailand. Findings: The hypotheses of the proposed conceptual framework are confirmed at significant level of p < 0.01. In addition, the study also provided statistical confirmation of the role of Technology Adoption as a mediating factor of HR Competencies to HR Analytics. Research, Practical & Social implications: The study gives the results to support the call from many authors around the area of HR Analytics and its influence on organization management. Originality/value: The study offers pioneer views on the relationship of relevant organizational dimensions to the HR Analytics and helps to bridge the gaps on the existing studies.

Purpose: The purpose of this study is to investigate the impact of the causal factors, namely Organizational Culture (OC), Technology Adoption (TEA), and HR Competencies (HRC) on Organizational Performance (ORP), with a focus on the moderating effect of HR analytics (HRA). Design/Methodology/Approach: Data were collected using the purposive sampling method from 498 top management in the human resources department working for large-size organizations in Thailand. Confirmatory Factor Analysis (CFA) and Structural Equation Model (SEM) are applied as statistical techniques to validate and test the proposed hypotheses of the conceptual framework. Findings: Results give strong supporting evidence to accept all the proposed hypotheses that the studied factors are contributing to each other and creating an impact on organizational performance. Conclusion: It is confirmed that ORC, TEA, and HRC have positively impacts on HRA and ORP. In addition, it is also confirmed that HRA acts as a moderating factor to facilitate the impact of ORC, TEA, and HRC on ORP. Research Limitations/Implications: The scope of this study only focuses on large-size organizations that operate in Thailand. Practical Implications: This study provides guidelines for an organization to improve factors that can have a positive impact on their performances. Contribution to Literature: This study serves as one of the pioneering contributions to the field of HRA and its implications for ORP.

This study investigates the financial behavior of Thai investors in equity crowdfunding (ECF), focusing on the factors that influence their investment intentions. Drawing upon the Information System Success Model (ISSM), the Theory of Diffusion of Innovations, and the Technology Acceptance Model 3 (TAM3), the research examines the platform quality (PQ), platform characteristics (PC), and social influence (SI) as independent variables, with the perceived usefulness (PU) and perceived ease of use (PEOU) acting as mediators. Data were gathered from 275 Thai investors and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that the PU significantly influences investment decisions both directly and indirectly through the PEOU, which also directly affects investment intention. Furthermore, SI, PC, and PQ have indirect effects on investment decisions via the PU and PEOU, with SI being the most influential factor. This study provides valuable insights into optimizing ECF platform design, fostering investor trust, and enhancing regulatory frameworks to facilitate financial inclusion and innovation in the Thai crowdfunding landscape.

Introduction: Human resource development from Innovation E-Learning is one of the important steps in Human Resource Management that affects the efficiency and success of modern organizations that are prone to high technological changes starting from the moment those employees come to work by orientation and must continue training and development continuously throughout the time. The current administration cannot therefore use the traditional methods that were used in the past but must be ready to accept changes from various factors and adjust to keep up with the situation at all times. Therefore, “Electronics Learning Innovation” is therefore a necessity of organizational management in the current era (Covid-19) and in the future in order for the organization to continue to be successful and produce effective personnel. Objective: This dissertation aims 1) to examine the components of online learning efficiency 2) to explore the variables influencing the online learning efficiency of Airports of Thailand (AOT) employees. Method: This is quantitative research. The sample is employees of Airports of Thailand Public Company Limited for 340 people through quota and simple random methods. The research tool is questionnaire and data are analyzed by descriptive and inferential statistics, confirmatory component analysis and SEM.   Results: E-learning Innovation and Human Resource management have direct influence on job satisfaction. Moreover, Innovative Electronic Learning and Personal Learning have direct influence on Performance Efficiency through the intermediate variable of Performance Satisfaction. According to the results of SEM, overall Innovative Electronic Learning has the highest influence on Performance Efficiency, followed by Performance Satisfaction, Human Resource Management and Personal Learning, respectively. Conclusion: This research is a guideline for AOT to develop personnel's operational potential through learning with e-learning innovation. This research adds the value to the concept of E-learning, Innovative Electronic Learning, Human Resource Management, Personal Learning for airport companies.

This study examined the determinants of intentions to participate in digital asset investment among Thai mutual fund investors with medium-to-high risk tolerance by extending the Theory of Planned Behavior (TPB) to include financial literacy and trust. A quantitative survey was conducted with 360 respondents, and the proposed model was analyzed using structural equation modeling. The results indicate that attitudes toward behavior, subjective norms, and perceived behavioral control are positively associated with the intention to invest. Financial literacy and trust also demonstrate direct and indirect effects, with financial literacy emerging as the strongest overall predictor. In addition, perceived behavioral control and attitudes toward behavior serve as important mediating mechanisms linking cognitive and social factors to the intention to invest. The model explains 52% of the variance in investment intention, indicating moderate explanatory power. These findings suggest that intention to invest in digital assets among Thai mutual fund investors with medium-to-high risk tolerance is shaped by a combination of financial capability, social influence, perceived control, and evaluative judgment. However, these findings should be interpreted cautiously due to the purposive sampling approach and the fact that they are primarily applicable to financially experienced and relatively risk-tolerant investors rather than the broader Thai population.