(LUẬN văn THẠC sĩ) job satisfaction, employees perceptions of direct managements decision making, tenure, and turnover intentions, a correlational study luận văn thạc sĩ

MINISTRY OF EDUCATION AND TRAINNING UNIVERSITY OF ECONOMICS HO CHI MINH CITY - Nguyen Thang Long JOB SATISFACTION, EMPLOYEE’S PERCEPTIONS OF DIRECT MANAGEMENT’S DECISION-MAKING, TENURE, AND TURNOVER INTENTIONS: A CORRELATIONAL STUDY THESIS OF MASTER OF BUSINESS ADMINISTRATION Ho Chi Minh City – 2012 TIEU LUAN MOI download : skknchat@gmail.com MINISTRY OF EDUCATION AND TRAINNING UNIVERSITY OF ECONOMICS HO CHI MINH CITY - Nguyen Thang Long JOB SATISFACTION, EMPLOYEE’S PERCEPTIONS OF DIRECT MANAGEMENT’S DECISION-MAKING, TENURE, AND TURNOVER INTENTIONS: A CORRELATIONAL STUDY Subject: Master of Business Administration Code : 60340102 THESIS OF MASTER OF BUSINESS ADMINISTRATION SUPERVISOR: PhD TRAN HA MINH QUAN Ho Chi Minh City – 2012 TIEU LUAN MOI download : skknchat@gmail.com A ACKNOWLEDGEMENTS I would like to acknowledge my Supervisor, Dr TRAN HA MINH QUAN for his sympathy of my difficult condition in doing this study His sympathy has encouraged me in going to the end of my journey of study I would also like to thank to all of my teachers and lecturers who have taught me during the course of MBA in The University of Economic Ho Chi Minh City The new knowledge that I has learnt from this course will be the source of energy for me to go further on my career as long as my learning journey I would like to acknowledge Ms Thao, my best friend, who has convinced me to accomplish the study; and I would also like to thank all of my friends who have helped me to finish my survey I am sure in your current positions you receive less thanks than you deserve but I appreciate all of your help Other thanks are for my family and my wife, who have helped me so much and convinced me to study and work hardly Many thanks to my son, you are my power to overcome all difficulties in my life and give me the hopeful future Nguyen Thang Long Ho Chi Minh City, December 31st 2012 Ho TIEU LUAN MOI download : skknchat@gmail.com B COMMITMENT I would like to commit that this thesis, “JOB SATISFACTION, EMPLOYEE’S PERCEPTIONS OF DIRECT MANAGEMENT’S DECISION-MAKING, TENURE, AND TURNOVER INTENTIONS: A CORRELATIONAL STUDY”, was accomplished based on my research seriously and independently The data was collected from some companies and organizations in Ho Chi Minh City, Vietnam by the author in reality It has clear source Thus, the data was trustful handled and conducted by the author Nguyen Thang Long Ho Chi Minh City, December 31st 2012 Ho TIEU LUAN MOI download : skknchat@gmail.com i TABLE OF CONTENTS ACKNOWLEDGEMENTS A COMMITMENT B TABLE OF CONTENTS i LIST OF TABLES iv ABSTRACT vi DEFINITION OF TERMS vii CHAPTER 1: INTRODUCTION 1.1./ Research Background .1 1.2./ Problem Statement 1.3./ Purpose Statement .3 1.4./ Research Motivation 1.5./ Research Questions 1.6./ Research Scopes 1.7./ Structure of Research CHAPTER 2: LITERATURE REVIEW, THEORETICAL FRAMEWORK AND HYPOTHESES 2.1./ Literature review .7 2.1.1 Leadership style delineation 2.1.2 Transformational Leadership 2.1.3 Charismatic Leadership 10 2.1.4 Transactional Leadership 11 TIEU LUAN MOI download : skknchat@gmail.com ii 2.1.5 Top-down Leadership 12 2.1.6 Job Satisfaction 14 2.1.7 Tenure 17 2.1.8 Turnover Intentions 18 2.1.9 Perceptions 21 2.1.10 Conclusion 22 2.2./ Theoretical framework 23 2.3./ Research Hypotheses 24 2.4./ Summary 25 CHAPTER 3: RESEARCH METHODOLOGY 26 3.1 Research Methodology 26 3.2 Sampling Design .28 3.3 Data Collection procedures .29 3.4 Data Analyze Procedure 31 3.4.1 Data cleaning 31 3.4.2 Reliability analysis: 31 3.4.3 Descriptive statistics: 32 3.4.4 Factor Analysis (FA): 32 3.4.5 Multiple Linear Regression Analysis: 33 CHAPTER 4: ANALYSIS RESULT 34 4.1 Demographics 34 4.2 Reliability and Validity of Scales: 36 4.3 Dimensions of Employee Turnover Intension 38 4.4 Hypothesis testing: 40 TIEU LUAN MOI download : skknchat@gmail.com iii 4.5 Summary 45 CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 46 5.1 Summary of Findings: 46 5.2 Limitations and future research 47 5.3 Implications 48 5.4 Conclusions .49 REFERENCES I APPENDIX A: TURNOVER INTENSION SURVEY XI APPENDIX B: PLIS SURVEY XII APPENDIX C: BẢNG KHẢO SÁT NHÂN KHẨU HỌC XIII APPENDIX D: BẢNG KHẢO SÁT GJS XIV APPENDIX E: BẢNG KHẢO SÁT MỨC ĐỘ SẲN SÀNG TỪ BỎ CÔNG VIỆC XV APPENDIX F: CRONBACH’S ALPHA ANALYSIS XVII APPENDIX G:EXPLORATORY FACTOR ANALYSIS (EFA) XX APPENDIX H:MULTIPLE LINEAR REGRESSION ANALYSIS (MLR) XXIII TIEU LUAN MOI download : skknchat@gmail.com iv LIST OF TABLES Table 1: The Sources of Measurement Scale ……………………………………30 Table 2: Rules of Thumb about Cronbach’s Alpha Coefficient Size ………… 33 Table 3: GENDER (N = 168) ………….……………………………………… 35 Table 4: EDUCATION (N = 168) … ………………………………………….36 Table 5: AGE ……………………………………………………………………36 Table 6: TENURE ………………………………………………………………37 Table 8: KMO and Bartlett's Test …………………………………………… 38 Table 9: Rotated Component Matrixa ………………………………….……….40 Table 10: KMO and Bartlett's Test …………………………………………… 41 Table 11: Component Matrix a ………………………….……………………… 41 Table 12: ANOVAb ……………………………………………………………….… 42 Table 13: Model Summary b …………………………………………………….…… 45 Table 14: Coefficientsa ……………………………………………………………44 Table 15: Results of testing the hypotheses …………………………………… 45 TIEU LUAN MOI download : skknchat@gmail.com v LIST OF FIGURES Figure 1: Perceived Variable Correlations for study…………………………… 24 Figure 2: the revised research model ……………………………………….… 46 Figure 3: Histogram ……………………………………………………….…XXV Figure 4: Normal P-P plot of Regression Standardize Residual ……… …XXVI Figure 5: Scatterplot ……………………………………………………… XXVII TIEU LUAN MOI download : skknchat@gmail.com vi ABSTRACT The study of relationship between job satisfaction, tenure, perceptions, and turnover intension were carried out by lot of researchers in the world In Vietnam this research was not yet studied or less interested The purpose of the quantitative correlational study was to highlight the variable relationships between tenure, perceptions, job satisfaction, and turnover intentions The findings, through conducting statistical analysis, highlighted negative correlation between job satisfaction and turnover intentions and positive correlation between perceptions’ of managers and turnover intentions, which were both similar with previous researches Besides that, this study is also highlighted a connection between tenure and turnover intensions This result is similar to previous researches but it is different with the study of Joel Nelson (2012) TIEU LUAN MOI download : skknchat@gmail.com XIII APPENDIX C: BẢNG KHẢO SÁT NHÂN KHẨU HỌC Xin vui lòng khoanh tròn câu trả lời với bạn nhất: Giới tính Nam Nữ Trình độ học vấn Phổ thông Phổ thông trung học Cao đẳng Đại học Thạc Sỹ Tiến sỹ cao Tuổi 18-22 23-29 30-39 40-49 50-59 60+ Thời gian công tác đơn vị (Năm) ≤1 7+ TIEU LUAN MOI download : skknchat@gmail.com XIV BẢNG KHẢO SÁT GJS APPENDIX D: Thang đo mức độ hài lòng Với câu hỏi xin vui lòng khoanh tròn số gần với ý kiến bạn Hoàn tồn khơng đồng ý Khơng đồng ý Hơi khơng đồng ý Khơng có ý kiến Hơi đồng ý Đồng ý Hồn tồn đồng ý Nói chung tơi thỏa mãn với công việc Nhìn chung tơi thõa mãn với cơng việc mà tơi làm vị trí Hầu hết người làm công việc thỏa mãn với công việc TIEU LUAN MOI download : skknchat@gmail.com XV APPENDIX E: BẢNG KHẢO SÁT MỨC ĐỘ SẲN SÀNG TỪ BỎ CÔNG VIỆC Với câu hỏi xin vui lòng khoanh tròn số gần với ý kiến bạn Hoàn tồn khơng đồng ý Khơng đồng ý Hơi khơng đồng ý Khơng có ý kiến Hơi đồng ý Đồng ý Hồn tồn đồng ý Tơi thường nghĩ đến việc bỏ việc Những người làm việc thường nghĩ đến việc bỏ việc Nếu có hội bạn thay đổi cơng việc TIEU LUAN MOI download : skknchat@gmail.com XVI APPENDIX C: PHỤ LỤC D: BẢNG KHẢO SÁT PLIS Các câu hỏi liên quan đến người quản lý trực tiếp bạn ( Người quản lý trực tiếp người thường xuyên kiểm soát cơng việc hàng ngày bạn) Khoanh trịn câu trả lời cho câu miêu tả người quản lý trực tiếp bạn Câu trả lời tương ứng: (1) = hồn tồn khơng đúng; (2) = gần đúng; (3) = đúng; (4) = Rất Không Gần Rất đúng đúng Sử dụng sai lầm để công cá nhân Luôn cào Đùa cợt với sai sót tơi thay huấn luyện tơi làm để làm tốt 4 Cố tình thổi phồng sai lầm để bôi nhọ báo cáo hiệu làm việc với cấp anh/cô ta Sẽ hạn chế hội đào tạo để ngăn thăng tiến TIEU LUAN MOI download : skknchat@gmail.com XVII APPENDIX F: CRONBACH’S ALPHA ANALYSIS Appendix I.1 Cronbach’s Alpha analysis of Job Satisfaction Reliability Statistics Cronbach's Alpha N of Items ,805 Item Statistics Mean Std Deviation N JOB SATISFACTION 4,99 1,384 168 JOB SATISFACTION 4,67 1,466 168 JOB SATISFACTION 4,15 1,438 168 Item-Total Statistics Cronbach's Scale Mean if Scale Variance Corrected Item- Item Deleted if Item Deleted Total Correlation Alpha if Item Deleted JOB SATISFACTION 8,82 6,531 ,678 ,709 JOB SATISFACTION 9,14 5,855 ,738 ,639 JOB SATISFACTION 9,66 6,992 ,550 ,837 TIEU LUAN MOI download : skknchat@gmail.com XVIII Appendix I.2 Cronbach’s Alpha analysis of Perception Reliability Statistics Cronbach's Alpha N of Items ,871 Item Statistics Mean Std Deviation N PERCEPTION 1,67 ,802 168 PERCEPTION 1,79 ,881 168 PERCEPTION 1,54 ,765 168 PERCEPTION 1,58 ,871 168 PERCEPTION 1,61 ,948 168 Item-Total Statistics Scale Mean Corrected if Item Scale Variance Item-Total Deleted if Item Deleted Correlation Cronbach's Alpha if Item Deleted PERCEPTION 6,52 8,323 ,671 ,850 PERCEPTION 6,40 8,217 ,609 ,865 PERCEPTION 6,65 8,253 ,736 ,836 PERCEPTION 6,61 7,701 ,747 ,831 PERCEPTION 6,58 7,382 ,736 ,834 TIEU LUAN MOI download : skknchat@gmail.com XIX Appendix I.3 Cronbach’s Alpha analysis of turnover intensions Reliability Statistics Cronbach's Alpha N of Items ,788 Item Statistics Mean Std Deviation N TURN 3,33 1,683 168 TURN 3,11 1,460 168 TURN 3,26 1,390 168 Item-Total Statistics Scale Mean if Scale Variance if Corrected Item- Cronbach's Alpha Item Deleted Item Deleted Total Correlation if Item Deleted TURN 6,37 6,210 ,653 ,691 TURN 6,59 7,824 ,559 ,782 TURN 6,43 7,385 ,690 ,656 TIEU LUAN MOI download : skknchat@gmail.com XX APPENDIX G: EXPLORATORY FACTOR ANALYSIS (EFA) Appendix G.1 The EFA of independent variables KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett's Test of Sphericity Approx Chi-Square ,815 691,903 df 28 Sig ,000 Total Variance Explained Comp onent Extraction Sums of Squared Rotation Sums of Squared Loadings Loadings Initial Eigenvalues Total % of Cumulative Variance % Total % of Cumulative Variance % Total % of Cumulati Variance ve % 4,216 52,705 52,705 4,216 52,705 52,705 3,269 40,860 40,860 1,295 16,191 68,896 1,295 16,191 68,896 2,243 28,035 68,896 ,760 9,496 78,392 ,599 7,489 85,881 ,372 4,652 90,533 ,295 3,693 94,225 ,245 3,063 97,288 ,217 2,712 100,000 Extraction Method: Principal Component Analysis TIEU LUAN MOI download : skknchat@gmail.com XXI Rotated Component Matrixa Component PERCEPTION ,813 PERCEPTION ,803 PERCEPTION ,798 PERCEPTION ,791 PERCEPTION ,728 JOB SATISFACTION ,872 JOB SATISFACTION ,796 JOB SATISFACTION ,784 Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization a Rotation converged in iterations Appendix G.2 The EFA of dependent variable KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett's Test of Sphericity Approx Chi-Square df Sig ,686 155,404 ,000 TIEU LUAN MOI download : skknchat@gmail.com XXII Total Variance Explained Component Initial Eigenvalues Total % of Variance Extraction Sums of Squared Loadings Cumulative % 2,120 70,678 70,678 ,537 17,889 88,568 ,343 11,432 100,000 Total % of Variance 2,120 70,678 Cumulative % 70,678 Extraction Method: Principal Component Analysis Component Matrixa Component TURNOVER INTENSION ,873 TURNOVER INTENSION ,857 TURNOVER INTENSION ,789 Extraction Method: Principal Component Analysis a components extracted TIEU LUAN MOI download : skknchat@gmail.com XXIII APPENDIX H: MULTIPLE LINEAR REGRESSION ANALYSIS (MLR) Variables Entered/Removedb Model Variables Entered PER, TENURE, Variables Removed Method Enter JSATa a All requested variables entered b Dependent Variable: TURN Model Summaryb Model dimension0 R R Square Adjusted R Square ,721a ,519 Std Error of the Estimate ,511 ,88878 a Predictors: (Constant), PER, TENURE, JSAT b Dependent Variable: TURN ANOVAb Model Sum of Squares Mean Square df Regression 139,953 46,651 Residual 129,549 164 ,790 Total 269,502 167 F 59,057 Sig ,000a a Predictors: (Constant), PER, TENURE, JSAT b Dependent Variable: TURN TIEU LUAN MOI download : skknchat@gmail.com XXIV Coefficients Model Unstandardized Standardized Coefficients Coefficients B Std Error (Constant) 5,191 ,477 TENURE -,138 ,048 JSAT -,480 PER ,534 a Collinearity Statistics Beta t Sig Tolerance VIF 10,875 ,000 -,165 -2,906 ,004 ,912 1,097 ,066 -,458 -7,256 ,000 ,735 1,360 ,116 ,292 4,615 ,000 ,731 1,369 a Dependent Variable: TURN Collinearity Diagnostics Model Dimension en Variance Proportions Condition Eigenvalue a Index (Constant) TENURE JSAT PER 3,731 1,000 ,00 ,01 ,00 ,01 ,190 4,432 ,00 ,08 ,04 ,40 ,065 7,582 ,01 ,81 ,28 ,01 ,015 15,993 ,99 ,11 ,68 ,59 a Dependent Variable: TURN Residuals Statisticsa Minimum Predicted Value Residual Std Predicted Maximum Mean Std Deviation N 1,5586 5,8786 3,2321 ,91545 168 -2,90313 2,39790 ,00000 ,88076 168 -1,828 2,891 ,000 1,000 168 -3,266 2,698 ,000 ,991 168 Value Std Residual a Dependent Variable: TURN TIEU LUAN MOI download : skknchat@gmail.com XXV Figure 3: Histogram TIEU LUAN MOI download : skknchat@gmail.com XXVI Figure 4: Normal P-P plot of Regression Standardize Residual TIEU LUAN MOI download : skknchat@gmail.com XXVII Figure 5: Scatterplot TIEU LUAN MOI download : skknchat@gmail.com ... ethical decision- making Ultimately, costs incurred by an organization have a direct correlation to turnover, and are attributable to variables including a decrease of job satisfaction because of. .. support of the initial assumptions that cultural values affect job satisfaction and the usefulness of transformational leadership strategies Transformational strategies are at the fore and gaining... by delineating between the important characteristics of transformational leadership strategies and transactional strategies The initial research and ideas regarding transformational leadership