這項研究探討了律師對其工作環境及自我效能感的看法，以及這些看法如何影響他們的工作生活質量。研究通過線上問卷調查收集了來自泰國152名律師的數據，並採用了定量研究方法。主要目的是創造更優質的工作環境，提升律師在法律行業中的生活質量。本研究還旨在提供實用的見解，幫助律師克服面臨的挑戰，使組織能夠為法律專業人士發展更充實的職業生活。基於研究者本身的律師經驗，以及認識到律師在泰國Z世代職業願望中排名第六，本研究對律師僱用組織具有重要意義。研究結果顯示，大多數律師感知到高水平的組織氛圍，且組織氛圍與工作生活質量之間存在顯著的正相關。相反，自我效能感與工作生活質量之間存在負相關，這表明自我效能感的不同水平不一定能轉化為更高的福祉。此外，研究顯示，自我效能感對工作生活質量的影響可能因律師所經歷的組織氛圍水平不同而有所變化，這突顯了組織氛圍的調節作用。這項研究有助於為律師創造更有利的工作環境，並為組織提供寶貴的見解，以改善法律專業人士的工作生活質量。

This study investigates the perceptions of lawyers regarding their organizational climate and self-efficacy and how these perceptions influence their quality of work life (QWL). Data were collected from 152 lawyers in Thailand through an online survey questionnaire using quantitative methods. The purpose is to create a better work environment to enhance the quality of lawyers' lives in the legal industry. Additionally, the study aims to provide practical insights to help lawyers overcome the challenges they face, allowing organizations to develop a more fulfilling professional life for their legal professionals. Driven by the researcher's experience as a lawyer and the recognition of lawyers ranking sixth among Generation Z's career aspirations in Thailand, this study holds implications for organizations employing lawyers. Results indicate that most lawyers perceive a high organizational climate, with a significant positive correlation between organizational climate and QWL. Conversely, a negative correlation exists between self-efficacy and QWL, suggesting that varying levels of self-efficacy do not necessarily translate to higher well-being. Furthermore, the study reveals that the impact of self-efficacy on QWL may vary depending on the level of organizational climate experienced by lawyers, as evidenced by the moderating role of organizational climate. This research contributes to creating a more conducive work environment for lawyers and offers valuable insights for organizations to improve the quality of work life for their legal professionals.

Thesis validation letter……………….………………………………………………………i
Acknowledgement……………….………………………………………………..………ii
Chinese abstract……………….………………………………………………………...iii
English Abstract……………….………………….……………………………….….....iv
Table of Figures……………….……………………………………………………..…vii
Table of Tables……………….…………………………………………………….…..vii
Chapter 1: Introduction……………….……………………………….…..….………….1
1.1 Introduction….……………………..…..…………...……………..…..….………1
1.2 Research Objective………………………..……...…………………………….…4
1.3 Research outline…………………………………..…...…………………...….….4
Chapter 2: Literature Review………………………………...……………………….….6
2.1 Organizational Climate…………………………………...…..………..………....6
2.2 Self-Efficacy………………………………...…………………….……………..11
2.3 Quality of Work Life……………………………………….…...……………….15
2.4 Conceptual Framework and Hypothesis………………………,,.….….……..….18
Chapter 3: Research Methodology……………………………………....……..………..20
3.1 Research Design…………………………………………...……..………………20
3.2 Research Instrument……………………………………...………………..……..21
3.3 Data Sampling and Collection.……….…….………….…….……..………..…...22
3.4 Data Analysis…………………………………………………………….…...…..24
Chapter 4: Result….………………………………………………………….…....…….26
4.1 Descriptive Analysis and Interpretation……………………………………...…..27
4.2 Reliability Analysis………………………………………...…………...………..36
4.3 Correlation Analysis Interpretation………………..…..……….……………....39
4.4 Linear Regression Interpretation………………………………..……………...42
Chapter 5: Discussion and Conclusion……………………………..…….……………45
5.1 Research Summary…………………………………………….….……………45
5.2 Research Implication and Suggestion………….….……….…………...………48
5.3 Research limitation………………………….…….…….………………………50
Reference……………………………………………………….……….…….………..51
Appendix…………………………………………………….……….………….……..60

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