STUDY ON EMPLOYEE SATISFACTION ABOUT SALARY, BONUS AND REMUNERATION POLICIES

DUY TAN UNIVERSITY INTERNATIONAL SCHOOL PSU DIVISION HOANG THI NGOC TRANG STUDY ON EMPLOYEE SATISFACTION ABOUT SALARY, BONUS AND REMUNERATION POLICIES AT DONG THANH TECHNOLOGY CO., LTD BACHELOR OF BUSINESS ADMINISTRATION THESIS Danang, 2022 DUY TAN UNIVERSITY INTERNATIONAL SCHOOL PSU DIVISION UNDERGRADUATE THESIS STUDY ON EMPLOYEE SATISFACTION ABOUT SALARY, BONUS AND REMUNERATION POLICIES AT DONG THANH TECHNOLOGY CO., LTD MAJOR: BUSINESS ADMINISTRATION MENTOR : LE THI KHANH LY STUDENT : HOANG THI NGOC TRANG CLASS : K24PSU-QTH4 ID NUMBER : 24202808170 Danang, 2022 DISCLAIMER I certify that the attached thesis is my original work No other person’s work has been used without due acknowledgement Except where I have l clearly stated that I have used some of the this material , it has not been presented by me for examination in any other course or subject at this or any other institution I understand that the work submitted may be reproduced and/or communicated for the purpose of detecting plagiarism I understand that should this declaration be false, I am libel to be penalized under the Duy Tan University regulations Da Nang, May 2022 Hoàng Thị Ngọc Trang ACKNOWLEDGEMENT After studying and doing research at Duy Tan University, I have received attention, help and encouragement from teachers, family, friends and colleagues Completing this thesis is an opportunity for me to express my respect and gratitude First and foremost, I want to express my hearfelt appreciation to my science mentor, my mentor is Pham Thi Thuy Mien of Duy Tan University’s Faculty of International Education, for spending so much time and enthusiasm in guiding, support me, and accompany me throughout the process of learning and implementing the thesis I’d like to express my gratitude to the faculty members of Duy Tan University’s Faculty of International Education for their scientific and technical assistance, as well as for sharing invaluable guidance on protocols, procedures, and formalities when at school learning and writing I also would like to express my deep thanks to the Board of Directors, friends, and colleagues for creating favorable conditions and supporting me in my work so that I can participate in research and complete the thesis Finally, I’d like to express my heartfelt appreciation to my family members who have always been there for me, inspired and helped me bothe physically and mentally, and served as my fulcrum and inspiration in life, work and science study TABLE OF CONTENTS LIST OF ABBREVIATIONS LIST OF TABLES LIST OF FIGURE CHAPTER 1: INTRODUCTION 1.1 REASONS FOR CHOOSING A RESEARCH TOPIC 1.2 RESEARCH OBJECTIVES 1.3 SUBJECT AND SCOPE OF RESEARCH 1.4 RESEARCH METHODS 1.5 SIGNIFICANCE OF THE STUDY CHAPTER 2: RESEARCH OVERVIEW 2.1 THEORETICAL BASIS OF SATISFACTION WITH THE POLICY OF SALARY, BONUS AND REMUNERATION OF PERSONNEL 2.1.1 Theory of employee satisfaction .5 2.1.2 Theory of salary, bonus and remuneration policies for personnel 2.2 MODEL OF PREVIOUS RESEARCH 11 2.2.1 Research by Nguyen Thi Hong (2015) 11 2.2.2 Research by Vu Thuy Duong and Hoang Van Hai (2011) .12 2.2.3 Research by Nguyen Khac Hoan (2010) .13 2.2.4 Research by Nguyen Thi Thuy Quynh (2012) 14 2.3 SUMMARY OF RESEARCH MODELS 15 2.4 PROPOSED RESEARCH MODEL 16 2.4.1 Salary 18 2.4.2 Bonus 18 2.4.3 Allowances, subsidies & welfare 18 2.4.4 Training and advancement opportunities 19 2.4.5 Compensation through work environment 19 2.4.6 Employee satisfaction on salary, bonus and remuneration policies 20 CHAPTER 3: RESEARCH METHODS 21 3.1 COMPANY OVERVIEW 21 3.1.1 Overview of the formation and development of the company 21 3.1.2 Organizational structure and functions of each department 23 3.1.3 Results of the company's production and business activities 26 3.1.4 Labor situation of the company 29 3.1.5 Salary, bonus and remuneration policy of the company .31 3.2 CONSTRUCTION AND MEASUREMENT OF THE PROPOSED RESEARCH VARIABLES 36 3.2.1 Salary 36 3.2.2 Bonus 37 3.2.3 Allowances, subsidies and welfare .38 3.2.4 Training and advancement opportunities 38 3.2.5 Compensation through work environment 39 3.2.6 Employee satisfaction on salary, bonus and remuneration policies 39 3.3 QUALITY RESEARCH 40 3.3.1 Objectives of qualitative research 40 3.3.2 Design of qualitative research .40 3.4 QUANLITIVE RESEARCH 41 3.4.1 Objectives of qualitative research 41 3.4.2 Quantitative study design .41 3.4.3 Information collection process 41 3.4.4 Sample size 41 3.5 QUESTIONNAIRE 42 3.6 SOME METHODS OF DATA ANALYSIS .43 3.6.1 Descriptive statistics .43 3.6.2 Testing of Cronbach's Alpha scale 43 3.6.3 Factor exploratory analysis 44 3.6.4 Build regression equation .44 3.6.5 Test the research hypothesis 45 3.6.6 Check the correlation phenomenon of residuals 46 CHAPTER 4: RESEARCH RESULTS 47 4.1 QUALITATIVE RESEARCH RESULTS 47 4.2 SAMPLE DESCRIPTION .49 4.2.1 Gender 50 4.2.2 Age .51 4.2.3 Education level .52 4.2.4 Income 53 4.2.5 Test the relationship between gender and education level 54 4.2.6 Test the relationship between gender and age .57 4.3 TESTING THE RELIABILITY OF THE RANGE WITH CRONBACH’S ALPHA 59 4.3.1 Cronbach's Alpha test for independent variables 60 4.3.2 Cronbach's Alpha test for the dependent variable "Employee satisfaction" 65 4.3.3 Summary after checking the reliability of Cronbach's Alpha 66 4.4 EFA FACTOR DISCOVERY ANALYSIS .66 4.4.1 Factor analysis (EFA) for the independent variable 67 4.4.2 Factor Analysis (EFA) for the dependent variable “Employee satisfaction” 70 4.5 MULTI-VARIABLE LINEAR REGRESSION ANALYSIS 72 4.5.1 Check the correlation matrix between the factors 73 4.5.2 Testing of model fit (Adjusted R Square, ANOVA) 74 4.5.3 Test for autocorrelation of residuals (Autocorrelation) 75 4.5.4 Testing of regression coefficients and multicollinearity (Multiple Collinearity) 75 4.5.5 Testing the hypotheses of the research model .76 4.5.6 Test the model's hypotheses 78 CHAPTER 5: CONCLUSIONS AND SOLUTIONS 80 5.1 SUMMARY OF RESEARCH RESULTS .80 5.2 SOME PROPOSED SOLUTIONS TO IMPROVE EMPLOYEES SATISFACTION ON SALARY, BONUS AND RECOMMENDATION POLICY AT DONG THANH TECHNOLOGY CO., LTD 81 5.2.1 Salary solution 81 5.2.2 Bonus solution 83 5.2.3 Solutions for Allowances, subsidies and welfare 85 5.2.4 Solutions on Training and advancement opportunities 87 5.2.5 Solutions on compensation through work environment 88 5.3 MEANING OF THE STUDY 90 5.4 LIMITATIONS OF THE RESEARCH 90 5.5 FURTHER RESEARCH DIRECTIONS 91 BIBLIOGRAPHY APPENDICES Appendix Appendix LIST OF ABBREVIATIONS No Abbreviation HR SPSS Co EFA KMO Mean Human Resource Statistical Products for the Social Services Company Exploratory factor analysis Kaiser-Mayer-Olkin LIST OF TABLES No 2.1 2.2 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 Name Summary of proposed research models Scale of proposed research variables Production and business situation of Dong Thanh Engineering Co., Ltd from 2019 - 2021 Table of size and labor structure of the Company in 2019-2021 Business trip allowance Regulations on accommodation allowances for employees who go on a business trip to find hotels by themselves Scale for the factor variable “Salary” Scale for the factor variable “Bonus” Scale for the factor variable “Allowances, subsidies and welfare” Scale for the factor variable “Training and advancement opportunities” Scale for the factor variable “Compensation through work environment” Scale for the factor variable “Employee satisfaction on salary, bonus and remuneration policies” Qualitative results of model fit assessment Sample Descriptive Statistics Descriptive analysis of gender factors Descriptive analysis of age group factors Descriptive analysis of factors of education level Descriptive analysis of income factors Testing the relationship between gender and education level Pearson Chi-Square table of testing the relationship between gender and education level Testing the relationship between Gender and Age Pearson Chi-Square table of testing the relationship between gender and age 4.11 Cronbach's Alpha Test of the Salary Factor 4.12 Cronbach's Alpha Test of Bonus factor Cronbach's Alpha test of the factor Allowances, subsidies and 4.13 welfare Cronbach's Alpha test of the factor Training and advancement 4.14 opportunities 4.15 Cronbach's Alpha test of the Compensation through work Page 15 17 26 29 35 36 37 37 38 39 39 40 47 49 50 51 52 53 54 55 57 58 60 61 62 63 64 93 Valid N (listwise) 160 From table 5.3 it can be seen that the mean value of the total coefficient is quite high, Mean = 3.8069 and besides, the mean value of the observed variable has a clear difference Specifically, there are observed variables W1, W3, W5 with mean value greater than 4, which means employee satisfaction has been achieved On the other hand, the variables W2, W4, W6 not reach the mean = 4, which means they have not yet reached employee satisfaction, so I will give the following solutions: The company needs to make full payment of insurance (social insurance, health insurance, unemployment insurance) for employees at the company As a company in the field of construction, ensuring safety at work is a necessary and very important factor, besides the company needs to a better job of paying for health insurance as well as other types of insurance Social insurance for employees in the company This ensures the interests of employees as well as the interests of the company Currently, the company's employees are really not satisfied with the guarantee of free parking, as well as ensuring the coolness For employees, the car is not only a means of transportation but also their property, so the company needs to have its own policies or can cooperate with other contractors or the main unit at the construction site to have There may be a safe, cool and free parking space for employees The company should show interest to employees through activities such as: Organizing family days, supporting training, rewarding children of officials and employees with good academic achievements Or the company should regularly update information to make adjustments on allowances to suit the actual working environment and living costs The company should have allowances such as lunch allowance, uniform, phone for more employees There should be some other allowances such as mobility, attraction, travel, housing, etc at construction sites It is possible to set up a hardship fund to help employees with extremely difficult circumstances The company should deduct part of the annual profit to establish a 94 hardship allowance fund to support employees with extremely difficult living circumstances, to provide allowances for force majeure cases, cases of job loss when there is an emergency replacement of machinery or when arranging, arranging for job transfer or due to downsizing Although these allowances, allowances and benefits are not large, they clearly show the company's interest in the lives of employees, especially those with extremely difficult circumstances 5.2.4 Solutions on Training and advancement opportunities Table 5.4: Descriptive statistics of the factor “Training and advancement opportunities” Descriptive Statistics N Minimum Maximum Sum Mean 160 624 3.90 160 576 3.60 P3 - Clear promotion policy 160 642 4.01 P 160 1.00 5.00 614.01 3.8376 Valid N (listwise) 160 P1 - The company always creates conditions for learning to improve knowledge and working skills P2 - There are many opportunities for promotion Table 5.4 shows us the mean values representing the participants' satisfaction with each aspect of the factor and about the overall factor itself, “Remuneration through work” It can be seen that the mean value of the total coefficient is quite high, Mean = 3.8376 and besides that, the mean value of the observed variable also has a difference Specifically, the variable P3 is the variable with the mean value greater than 4, that is, employee satisfaction has been achieved The remaining 95 variables P1, P2 have an average value of less than 4, which means that employee satisfaction has not yet been reached, in order to improve satisfaction, I would like to offer the following solutions: The company needs to create excitement at work for employees, create new challenges, expand fields and work skills for employees, so that they not feel bored and stereotyped Create conditions for employees to receive new jobs that they have not done before but are able to do; should let employees have opinions when participating in meetings Regularly check on employees during work, help them when needed Implement a number of effective career development programs and create special promotion opportunities for senior staff For great contributions, there should be commensurate rewards to encourage employees Employee motivation is also reflected in the way employees are promoted to higher positions with opportunities for career advancement To this, the company should promote the competency factor in the promotion standards, avoiding promotion by seniority Because if you promote by seniority, it will make young employees depressed and they feel they have little chance, so they don't work to their full potential 5.2.5 Solutions on compensation through work environment Table 5.5: Descriptive statistics of the factor “Compensationthrough working environment” Descriptive Statistics N Minimum Maximum Sum Mean 160 546 3.41 160 548 3.42 CTE1 - The number of tasks assigned in a day is reasonable CTE2 - Provide adequate equipment to serve the work 96 CTE3 - The company regularly organizes cultural, artistic and sports 160 598 3.74 160 646 4.04 CTE 160 1.00 5.00 584.50 3.6531 Valid N (listwise) 160 movements to encourage employees to participate CTE4 - Feeling comfortable and safe at your workplace Based on the above table, we see that the employee's evaluation of the Bonus policy is not very satisfied when only CTE4 variable "Feel comfortable and safe at my workplace" reaches the average value 4.04 average, proving that employees are satisfied with the company's comfortable and safe workplace The remaining observed indicators have not yet reached satisfaction when none of the variables reaches the mean value = 4, all have neutral results Besides, we see that the average value of the total coefficient is 3.6531, which is neutral, so I will offer solutions to improve employee satisfaction as follows: The company should arrange work with a reasonable time by making a clear division of work by department each day, and announcing a specific plan before proceeding to let all employees know Alternate between work and rest to combat fatigue, improve working ability and work efficiency Rest time is strictly regulated to be effective The company needs to provide some more equipment for employees, specifically, the company should invest in more transportation vehicles for the delivery and construction department, because the company's operating area is increasingly large Current freight vehicles are only enough to provide goods and services in Da Nang The company should invest in more color printers, large photocopiers, and other machinery for outdoor construction Renovate the working area for employees to make it more airy 97 In addition, in order for employees to really feel attached to the business, the company should find out what events have a strong influence on the employees' lives and should remember the employee's birthday to organize a party mobilize Organize more picnics, games and competitions for employees, so that they have the opportunity to get close to each other and understand each other better 5.3 MEANING OF THE STUDY Research results show that the majority of employees of Dong Thanh Technology Co., Ltd feel satisfied with the salary factor in the policy, accounting for the highest percentage The study also shows that the factors that positively affect employee satisfaction in terms of salary, bonus and remuneration policies are salary; bonus; allowances, allowances and benefits; Training and advancement opportunities; compensation through the working environment; At the same time, how does it show its impact? At the same time, the research results also give some suggestions to improve employee satisfaction about salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd 5.4 LIMITATIONS OF THE RESEARCH Like any other study, this one has limitations Research is limited within Dong Thanh Technology Co., Ltd., so this study cannot answer the factors affecting employee satisfaction with salary, bonus and remuneration policies in the area of Da Nang city or the entire territory of Vietnam Due to limited research time and other limitations, the author only conducted a survey with a relatively small sample of 160 samples, so it did not accurately reflect the factors affecting customer satisfaction salary, bonus and remuneration policy of employees of Dong Thanh Technology Co., Ltd 98 For the collection of information by distributing survey forms directly to the respondents, it is inevitable that the respondents answer dishonestly and inaccurately The study was conducted in a period of time so there is not much basis for assessing the changing trends for the research problem 5.5 FURTHER RESEARCH DIRECTIONS Expanding the scope of research, not only employees working at Dong Thanh Engineering Co., Ltd., but we can use this research results to apply to other companies in Da Nang as well as around the world countries, continue to calibrate the scales to be more suitable Due to the limitation of this study being conducted at one point in time, the long-term explanatory power is limited, so it is advisable to conduct studies over long and repeatable periods of time to assess trends in change be better Expanding the survey sample size, the method of sampling according to the probability rule will give more accurate and more representative conclusions for the study population 99 BIBLIOGRAPHY Foreign references Chizuru Sato (2009) Capacity Building through Human Resourses Development Hue Francois Stankiewicz (1999) Economie des ressources humaines Editions La Découverteet Sylros, Paris William B Werther, Jr Keith David (1996) Human Resources and Personnel Management Fifth Edition McFraw-Hill, Inc Vietnamese references Bui Van Chiem (2013) Quản trị nhân lực Hue University Publishing House Hoang Trong & Chu Nguyen Mong Ngoc (2008) Phân tích liệu nghiên cứu với SPSS Hong Duc Publishing House Le Quan (2009) Giáo trình Đãi ngộ nhân Hanoi University of Commerce Publishing House Le Anh Cuong Nguyen Thi Le Huyen Nguyen Thi Mai (2005) Phương pháp kỹ Quản lý nhân Labor - Social Publishing House Hanoi Nguyen Huu Than (2004) Quản trị nhân Statistical Publishing House Hanoi Nguyen Khac Hoan (2010) Các yếu tố ảnh hưởng đến động lực làm việc nhân viên áp dụng Ngân hàng TMCP Á Châu, chi nhánh Huế Hue University Magazine [2] Nguyen Thi Thuy Quynh (2012) Sự hài lòng nhân viên Eximbank chi nhánh Đà Nẵng Science Journal of Hong Duc University [57] Nguyen Thi Hong (2015) Đánh giá hài lịng người lao động gián tiếp sách đãi ngộ tài Cơng ty TNHH Triệu Mạnh Hue University Magazine [66] Nguyen Cao Anh (2011) Đánh giá hài lòng người lao động doanh nghiệp địa bàn tỉnh Bến Tre Journal of Ho Chi Minh University of Economics 10 Nguyen Thanh Hoi (1998) Quản trị nhân Statistical Publishing House Hanoi 11 Nguyen Hai San (1998) Quản trị học Statistical Publishing House Hanoi 12 Nguyen Truc Van (2011) Giải pháp hoàn thiện chế độ tiền lương người lao động thuộc khu vực doanh nghiệp Ho Chi Minh Institute of Development Research 13 Phan Thi Kim Ly (2011) Phân tích nhân tố ảnh hưởng đến hài lịng cơng việc nhân viên ngân hàng thương mại địa bàn Thừa Thiên Huế Danang Science & Technology Magazine [191] 14 Tran Kim Dung et al (2005) Đo lường mức độ thỏa mãn công việc điều kiện Việt Nam Journal of Science and Technology Development, University of Economics Ho Chi Minh City [86] 15 Trinh Van Son (2012) Nghiên cứu Đánh giá nhân viên Công ty Cổ phần vận tải tư vấn đầu tư Anh Ngọc chế độ đãi ngộ nhân Journal of Ho Chi Minh University of Economics 16 Tran Thi Phuong Mai (2013) Nghiên cứu Hồn thiện cơng tác đãi ngộ nhân Công ty TNHHMTV xất nhập Hải Phòng Journal of Hai Phong Private University 17 Vu Thuy Duong and Hoang Van Hai (2011) Đo lường mức độ thỏa mãn công việc điều kiện Việt Nam Statistical Publishing House Hanoi APPENDICES Appendix 1: Employee satisfaction survey questionnaire about salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd QUESTIONNAIRE SURVEY Hello Sir/Madam, I am a student of class K24, Faculty of Business Administration, PSU, Duy Tan University, Da Nang Currently, I am carrying out the project "Research on employee satisfaction on salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd" Please take a moment to answer a few questions for me The valuable information provided is an important contribution to research on employee satisfaction about salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd The information you provide will be kept confidential and will only be used for graduation thesis practice Thank you! PART I SURVEY PART Please put an X in the box of your choice Values from to on each question correspond to increasing levels of agreement or satisfaction The meaning of the selection values is as follows: Very dissatisfied Satisfied Not satisfied Very satisfied No comment I Salary Salaries are commensurate with work results The company pays salarys on time The company has a reasonable salary increase regime Convenient payment method II Bonus The reward policy is fair, clear and satisfactory There are many forms of rewards The reward level is worthy of the contribution The bonus at the company is very attractive III Allowances, subsidies and welfare The company has different levels of allowances, various allowances and benefits in accordance with job characteristics 5 10 11 Fully implement insurance policies The company's various and attractive allowances, 12 13 14 subsidies and welfare programs Cool and free parking space Organizing annual trips for employees Welfare shows the company's thoughtful attention to 15 employees IV Training and advancement opportunities The company always creates conditions for learning to improve knowledge and working skills There are many opportunities for promotion Clear promotion policy V Compensation through work environment The number of tasks assigned in a day is reasonable Provide adequate equipment to serve the work The company regularly organizes cultural, artistic and 16 17 18 19 20 sports movements to encourage employees to participate Feeling comfortable and safe at your workplace VI Employee satisfaction with remuneration policy Satisfied with the salary and bonus policy Satisfied with the policy of allowances, allowances and 21 22 23 benefits 24 Satisfied with the training and promotion policy 25 Satisfied with the working environment Do you have any other comments about the salary, bonus and remuneration policy of Dong Thanh Te chnology Co., Ltd.? …………………………………………………………………………………… … PART II PERSONAL INFORMATION Please provide some information about yourself, by ticking the appropriate number Gender:  Male  Female Age:  Under 25  From 25 to 34  From 35 to 44  Over 45 Education level:  University  Intermediate  Colleges  Unskilled labor What is your monthly income?  Under million VND  6-10 million VND  11-20 million VND  Over 20 million VND THANK YOU Appendix 2: Questionnaire to collect opinions on factors affecting employee satisfaction about salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd Hello Mr/Ms I am a student of course K24, majoring in Business Administration (PSU), Faculty of International Education, Duy Tan University Currently, I am carrying out the project "Research on employee satisfaction on salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd" Please take a moment to answer the following questions by assessing the appropriateness or non-conformity for the criteria of factors affecting satisfaction with the policy salary, bonus and remuneration (you can add some more criteria if necessary) All your comments are valuable for my research We look forward to receiving your sincere cooperation Thank you very much ladies and gentlemen NO Observed variables Suitable Not suitable I Salary Salaries are commensurate with work results The company pays salarys on time The company has a reasonable salary increase regime Convenient payment method In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… II Bonus The reward policy is fair, clear and satisfactory There are many forms of rewards The reward level is worthy of the contribution The bonus at the company is very attractive In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… III Allowances, subsidies and welfare The company has different levels of allowances, various allowances and benefits in accordance with job characteristics 10 Fully implement insurance policies The company's various and attractive allowances, 11 subsidies and welfare programs 12 Cool and free parking space 13 Organizing annual trips for employees Welfare shows the company's thoughtful attention 14 to employees In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… IV Training and advancement opportunities The company always creates conditions for 15 learning to improve knowledge and working skills 16 There are many opportunities for promotion 17 Clear promotion policy In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… V Compensation through work environment The number of tasks assigned in a day is 18 reasonable 19 Provide adequate equipment to serve the work The company regularly organizes cultural, artistic 20 and sports movements to encourage employees to participate 21 Feeling comfortable and safe at your workplace In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… VI Employee satisfaction with remuneration policy 22 Satisfied with the salary and bonus policy Satisfied with the policy of allowances, 23 allowances and benefits 24 Satisfied with the training and promotion policy 25 Satisfied with the working environment In your opinion, what other criteria you need to add in addition to those listed above in order to study the determinants of employee satisfaction in terms of salary, bonus and remuneration policies? …………………………………………………………………………………… SUPERVISOR’S COMMENTS ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… Danang, ….…… ,2022 ... in terms of salary, bonus and remuneration policies 2.4.6 Employee satisfaction on salary, bonus and remuneration policies Employee satisfaction on salary, bonus and remuneration policies is... affecting employee satisfaction about salary ,satisfaction bonus and H3 on Salary, bonus & remuneration policies, based on theoretical explanations, related research works, H4 H5 remuneration policies. .. salary, bonus and remuneration, I boldly choose the topic "Study on employee satisfaction about salary, bonus and remuneration policies at Dong Thanh Technology Co., Ltd" as graduation thesis