The main objectives of this study are 1) to find out the level of employee satisfaction in RajamangalaUniversity of Technology in Thailand. 2) to identify the relationship of Participative Management and jobsatisfaction on the campuses of RUT in Thailand. The sample of study consisted of 434 professors in Rajamangala University of Technology in Thailand.Usable data were received from 362 professors, representing a return rate of 83.41 percent. The survey for this study was composed of 7 sections. Section A, Personal variables, Section B-D,The Organization climate Questionnaire, Section E, The Decision Making Questionnaire, Section F,The empowerment Questionnaire, and Section G, The Job Satisfaction Questionnaire. All Sections useda five-point Likert Scale. A Pilot study was conducted to establish the validity and reliability of the instrument. Confirmatoryfactor analysis and Cronbach's alpha coefficient values indicated acceptable levels of validity and reliability. Regression analyses were conducted to quantify the relationship between job satisfaction andorganizational climate, decision making, and empowerment, and, between job satisfaction and the componentof organizational climate (consideration leadership, initiation leadership, motivation, goal setting), decisionmaking, and empowerment. The finding of the regression analyses indicated the following: 1. Organizational Climate positively affected job satisfaction. (sig. = 0.000) 2. Participation in the decision making process had no significant impact on job satisfaction. (sig. = 0.307) 3. Empowerment contributed to job satisfaction. (sig. = 0.017) 4. Goal setting which is a component of organizational climate, did not affect job satisfaction. (sig. = 0.633) 5. Leadership, which is a component of organizational climate, had no significant effect on job satisfaction.(sig. = 0.328) 6. Motivation, which is a component of organizational climate, had an effect on job satisfaction. (sig. = 0.000) While, as a whole, participative management contributed to job satisfaction of professors at RUT, improvingthe decision making process involving professors, adjusting the consideration leadership style of management,and developing a more effective goal setting process could further improve job satisfaction.