Ramdeja, K., & Rungruang, P.. (2026). Engagement, Citizenship Behavior, Burnout, and Intention to Quit: Mechanisms Fostering Sustainable Well-Being and Driving Retention Among Thai Frontline Bank Employees. Sustainability , 18 (1) , Art. No.107 .

Rungruang, P.. (2025). Leadership Beyond Borders: Research Frontiers in Culture, Inclusion and Collaboration. [Conference Paper].

Peng, T. L., Onn, C. Y., Seng, Y. C., Lung, C. K., Rungruang, P., & Zhen, L.. (2024). How ethnic dissimilarity influences perceived organizational support and organizational citizenship behaviors?. Journal of Economic and Administrative Sciences , 40 (3) , 702–718 .

Tan, L. P., Choe, K. L., Choong, Y. O., Ng, Y. K., Rungruang, P., & Li, Z.. (2024). How felt obligation and organization engagement mediate the relationship between perceived organizational support and work life balance amid COVID-19 pandemic: empirical evidence from emerging countries. Current Psychology , 43 (19) , 17866–17878 .

M., S., & Rungruang, P.. (2024). Mapping the knowledge base and theoretical evolution of workplace conflict outcomes: A bibliometrics and qualitative review, 1972-2022. International Journal of Conflict Management , 35 (2) , 360–386 .

Su, M., & Rungruang, P.. (2023). A Review of Theoretical Perspectives on Team Conflict Effects. [Conference Paper].

Boonbumroongsuk, B., & Rungruang, P.. (2022). Employee perception of talent management practices and turnover intentions: a multiple mediator model. Employee Relations , 44 (2) , 461–476 .

Jabutay, F. A., & Rungruang, P.. (2021). Turnover intent of new workers: social exchange perspectives. Asia-Pacific Journal of Business Administration , 13 (1) , 60–79 .

Tan, L. P., Seng, Y. C., Choong, Y. O., Choe, K. L., Rungruang, P., & Z., L.. (2019). Ethical leadership, perceived organizational support and citizenship behaviors: The moderating role of ethnic dissimilarity. Leadership and Organization Development Journal , 40 (8) , 877–897 . https://doi.org/10.1108/lodj-04-2019-0160

Kunte, M., & Rungruang, P.. (2019). Longitudinal study of antecedents of work engagement in Thailand. Evidence-based HRM , 7 (2) , 143–160 . https://doi.org/10.1108/ebhrm-03-2018-0021

Kainzbauer, A., & Rungruang, P.. (2019). Science Mapping the Knowledge Base on Sustainable Human Resource Management, 1982-2019. Sustainability (Switzerland) , 11 (14) , Article number 3938 . https://doi.org/10.3390/su11143938

Kunte, M., & Rungruang, P.. (2019). Test of the job demand resources model in Thailand. International Journal of Organization Theory and Behavior , 22 (1) , 2–21 . https://doi.org/10.1108/ijotb-03-2018-0036

Rungruang, P.. (2019). Factors affecting turnover intention of temporary employees of an airline company. [Conference Paper].

Kunte, M., & Rungruang, P.. (2018). Timeline of engagement research and future research directions. Management Research Review , 41 (4) , 433–452 . https://doi.org/10.1108/mrr-04-2017-0123

A., B., & Rungruang, P.. (2017). The Sharing Economy: A Case Study of Airbnb Thailand. [Conference Paper].

P., P., & Rungruang, P.. (2016). An Exploratory Study of Factors Influencing Performance of Hotel Employees in Thailand. [Conference Paper].

Rungruang, P., & Ractham, V.. (2016). Siam Cement Group as a sustainable enterprise. [Book Chapter].

Sirisomboon, L., Otakanon, B., Rungruang, P., & Petison, P.. (2015). เทคโนโลยีการสื่อสารและการตลาด : ทัศนคติและพฤติกรรมของผู้บริโภคที่มีต่อ SMS โฆษณาประชาสัมพันธ์. [Conference Paper].

Wangchuk, T., & Rungruang, P.. (2015). Determinants of turnover intentions of employees in the Anti-Corruption Commission of Bhutan. Organisational Studies and Innovation Review , 1 (1) , 10–23 .

Wangchuk, T., & Rungruang, P.. (2015). Determinants of turnover intention of employees in the Ani-Corruption Commission of Brutan. [Conference Paper].

K., T., Rungruang, P., & Petison, P.. (2015). Jeans never die: Why Thai people buy them. [Conference Paper].