THE UNIVERSITY OF DA NANG DA NANG UNIVERSITY OF ECONOMICS GROUP ASSIGNMENT REPORT ORGANIZATIONAL BEHAVIOUR Title MEASURE JOB SATISFACTION BY DO SURVEY Student Class HRM2001 47K01 1 Lecturer Dinh Thi T.
THE UNIVERSITY OF DA NANG DA NANG UNIVERSITY OF ECONOMICS GROUP ASSIGNMENT REPORT ORGANIZATIONAL BEHAVIOUR Title MEASURE JOB SATISFACTION BY DO SURVEY Da Nang, 2022 Student: ……… Class: HRM2001_47K01.1 Lecturer: Dinh Thi Thuy Na TABLES OF CONTENTS MAIN CONTENTS The purpose of survey - Evaluate of employee satisfaction action for businesses Determine which factors are important in evaluating the impact on employee’s job - satisfaction Compare the difference in employee’s job satisfaction according to factors: gender, age and working time, education level Important factors affecting job satisfaction 2.1 Workplace Working environment is simply understood as the surrounding conditions, including all activities of an employee Working environment factors to be considered include: - rules and procedures in the workplace colleague working time 2.2 Salary According to Stanton and Crodley (2000), salary satisfaction is related to employees' perception of fairness in pay Salary satisfaction is measured based on the following criteria: - feel like you're being paid a fair amount for the work you fair distribution of wages, bonuses and allowances according to contributions the current salary is suitable compared to the general level of the labor market 2.3 Training and promotion According to Stanton and Crodley (2000), training and promotion opportunities are those related to employees' perceptions of training opportunities, development of personal competencies, and opportunities for advancement within the organization Factors for training and promotion opportunities to be considered include: - opportunities to get promoted fairness in promotion be trained in the skills necessary for work and career development 2.4 Leader Feelings related to behaviors, relationships with leaders at work in the workplace, encouragement and support of leaders to be able to know the scope of responsibility and get the job done well Leadership factors to be considered include: - emotional concern and support when needed by leader recognition and praise of leader recommendations if the leader does not listen to contributions Survey results and evaluation 3.1 Job satisfaction between men and women Of the 90 survey participants about their job satisfaction, by gender, there is a large disparity between men and women, in which female accounts for 63,3% and male 36,7% The proportion of women participating in job satisfaction assessments is twice that of men Among female respondents, the percentage of people who are satisfied with their current job is high However, there is no big difference between men and women in terms of job satisfaction factors: workplace, salary, training and promotion, leader 3.2 Job satisfaction by age and working time The age structure of the sample was distributed as follows: the group of 18-22 made up the most with 42 people (46.6%), followed by the group 22-26 with 25 people (27.8%), the group 26-30 has 30 people (33.3%), and at least the group over 30 with 10 people (11.1%) According to the survey, job satisfaction generally increases with age Specifically, 18 to 222 reported being satisfied with their jobs However, above 30 reported not being satisfied with their employment In terms of working time, all three groups have a relatively equal proportion of survey participants, 33 people in the group of less than year, 30 people in the group 1-3 years, and 27 people in the group over years The corresponding percentage is 36.7%, 33.3%, 30% So, how long does an employee have to work, there is a difference in job satisfaction compared to other groups? Looking at the job satisfaction survey results between groups with different working time, we find that the job satisfaction of those with less than year working time and 1-3 years is close Equally, only the group of employees who have worked for more than years have significantly lower job satisfaction than the two groups above Thus, it seems that the longer the working time, the lower the job satisfaction 3.3 Job satisfaction by education level Among 90 participants of survey, their education level mainly focused on people having university degrees with 57 people, accounting for 63.3% Ones in the second place is the number of people who are postgraduates with 27 people, accounting for 30% There are people with high school level, accounting for 6.7% and no one is below high school Therefore, we can see that the results of the report are mainly aimed at subjects with graduates and postgraduates Most people with the university or college degrees or postgraduates feel satisfied with their working environment However, they also feel quite inconvenient because there are many rules and procedures in the workplace Most of them are comfortable with their co-workers and find the working hours very reasonable In contrast, those with a high school degree find that their work has few rules and procedures, but the working time is not reasonable Therefore, we can see that the level of education has a large influence on the working environment of each person, and people with different education have different working environments Most people feel that they are being paid a fair salary However, it is inevitable that some individuals are not satisfied with the current salary and benefits, but in general, the job market has been fair in paying workers Looking at the sample mean, we can guess that it seems that employees with secondary education and below have higher satisfaction than employees of other qualification groups Proposed solutions 4.1 About workplace The company needs to create a better, more comfortable, and more comfortable working environment, creating solidarity and striving for all employees of the company for a common goal Employees in the company will feel more comfortable if they can have good relationships with their colleagues and they are respected 4.2 About salary The order of priority that businesses need to for this factor is to create more fairness in the distribution of income, develop a reasonable salary and bonus policy, and try to increase wages for employees The purpose of the bonus is to pay people who good work to encourage them to work better In order to receive a certain reward, the employee must achieve a certain achievement in work, such as achieving sales in business or achieving productivity in production 4.3 About training and promotion For training and promotion satisfaction, here are factor that has the strongest influence on job satisfaction The problem that the company creates conditions for employees to study to improve their working knowledge and skills, and create promotion opportunities for capable people are also at an average level of satisfaction Businesses must pay more attention to training programs Training should not only focus on job-specific knowledge training, but must also include skills training Depending on the financial situation and personnel of the business themselves, enterprises need to realize their training policies by organizing short-term sessions and classes for a group of employees, or by providing partial or full tuition support for employees who choose to take knowledge-based training classes for work 4.4 About leader Research results show that superiors need to care more about their employees, as well as protect them from others when necessary, along with recognizing their contributions and treating them fairly Lower-level employees only really serve their superiors when their superiors really have good leadership talent and professional knowledge Therefore, managers/leaders need to constantly learn and improve high in both leadership capacity and professional knowledge When it is necessary to show subordinates your talents ... About training and promotion For training and promotion satisfaction, here are factor that has the strongest influence on job satisfaction The problem that the company creates conditions for employees