Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.

Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.Nghiên cứu mối quan hệ giữa yêu cầu công việc, động lực làm việc và hành vi cá nhân ảnh hưởng đến hiệu quả công việc Trường hợp nhân viên thị trường bất động sản Việt Nam.

-PHAM MINH LUAN

RESEARCHING THE RELATIONSHIP BETWEEN JOB DEMANDS, WORK MOTIVATION, AND INDIVIDUAL AMBIDEXTERITY BEHAVIOR AFFECTING TASK PERFORMANCE: THE CASE OF REAL ESTATE MARKET EMPLOYEES IN VIETNAM

Major: Business administrationCode: 9340101

SUMMARY OF THESIS

Ho Chi Minh City - 2022

The thesis can be found at the library:

University of Economics Ho Chi Minh City

CHAPTER 1 RESEARCH OVERVIEW

1.1 The reasons for choosing the subject

1.1.1 From practice

The practice has shown that the pressure problem of sales staff inthe real estate industry is very high, the question is when employeeswork in such a challenging and difficult environment, can employeeswhether it can be transformed into motivational resources for oneself

to perform behaviors aimed at achieving job performance in theorganization is still a big issue that needs to be studied The researchprocess evaluates that increasing employee task performance willcontribute to the process of achieving business results of serviceorganizations in particular and to solving urgent problems inincreasing labor productivity of the country in general at the call ofPrime Minister Nguyen Xuan Phuc (Quang Vu, 2019)

1.1.2 From a gap in scientific research

The classification of job demands into two factors includingchallenge and hindrance demands is still not easy to understand.Therefore, this dissertation will contribute to supplementing twocomponents of job demands including challenge and hindrancedemands based on the theoretical model of job demands andresources (JD-R) to explore these relationships with other factorsaffecting employee performance based on the recommendations ofBakker and Demerouti (2017, p 278) In addition, challenge andhindrance demands affecting work motivation are still inconsistent,

so this research thesis is conducted to confirm these relationships inthe context of the real estate brokerage industry in Vietnam

Studies related to job demands are also suggested by the authors

to use SDT theory to explain why employees change their behavior

in response to pressures from job demands (Bakker and Demerouti,2017; Vujčić et al., 2017) Therefore, the thesis uses SDT theory toexplain the reasons why employees perform behaviors in front ofhigh job demands and determine the influence relationship betweenchallenge and hindrance demands on employee motivation.

Many previous studies have shown that the relationships betweenintrinsic and extrinsic motivation affecting salesperson performanceare still highly inconsistent (Delpechitre, Gupta, Zadeh, Lim, andTaylor, 2020) Therefore, it is really necessary to continue toresearch and discover more about these relationships in the thesis

In the process of working, employees can use existing resources

to perform routine tasks or create new methods If tasks arecompleted in a new way, employees will create new knowledge andskills that contribute to an increase in work resources (Van denBroeck, Van Ruysseveldt, Vanbelle, and De Witte, 2013) This maydepend on job demands or employee motivation (Ten Brummelhuis,Ter Hoeven, Bakker, and Peper, 2011) As follows:

Research by Gerhart and Fang (2015) indicates that intrinsicmotivation can have a stronger impact on an employee's creativebehavior at work than extrinsic motivation Therefore, it is necessary

to study the influence relationship of individual behavior(exploitation and exploration) and the role of job stress and jobperformance of salespeople in the context of the 21st century for thisresearch thesis

Personal resources are an important factor in the formation ofmotivation However, at present, there are still few studies thatincorporate personal resource issues into challenging and hinderingwork-related models in stressful work processes (Webster, Beehr and

Love, 2011; Min et al., 2015; Mitchell, Greenbaum, Vogel, Mawritzand Keating, 2019) The study of positivity as a form of personalresources participates in regulating the relationship between workmotivation and challenge and hindrance demands in the context ofthe environment service is needed (Khliefat, Chen, Ayoun, andEyoun, 2021) Furthermore, the recent review also emphasizes theimportance of examining the moderating variables that affect stressrelationships and job performance (Lin and Ling, 2018).

Many previous works have mainly focused on researchingsalespeople with different professions such as business-to-businesssalespeople in the pharmaceutical industry (Sok et al., 2016) anddifferent types of organizations (Bande et al., 2016; Conde andPrybutok, 2021), salespeople in construction, automobile, financialservices, healthcare, finance, manufacturing (Mallin, Gammoh,Pullins and Johnson, 2017; Mallin and Ragland, 2017), However,previous studies have not focused on issues related to job demandsfor survey respondents who are sales staff in the field of real estate.Therefore, the study of the dissertation in this field is necessary.Thus, on the basis of practical and theoretical issues as presentedabove, it shows that the relationships related to work stress,motivation and individual ambidexterity behavior are the factors play

an important role in achieving job performance Therefore, theauthor researchs the topic "studying the relationship between jobdemands, work motivation and individual ambidexterity behavioraffecting work performance: The case of real estate marketemployees in Vietnam" has practical and theoretical significance

1.2 Objectives of the study

1.2.1 General objective

The study aims to explore the relationship between job demands,work motivation, and individual ambidexterity behavior affecting thesales performance of real estate market employees in Vietnam.

1.2.2 Specific objectives

Exploring and measuring the relationship between job demands(challenge demands, hindrance demands), work motivation (intrinsicand extrinsic), individual ambidexterity behavior (exploitative andexploratory behavior), and employee performance

Exploring the moderating role of positivity in the relationshipbetween job demands and employee motivation

1.2.3 Research question

What is the relationship between job demands, motivation, andindividual ambidexterity behavior to employee job performance?How does employee positivity play a moderating role in therelationship between job demands and employee motivation?

1.3 Object and scope of the study

1.3.1 Research subjects

The object of the thesis is to study the relationship between jobdemands, work motivation, and individual ambidexterity behavioraffecting the work performance of real estate market employees

1.3.2 Research scope

Theoretical scope: The thesis focuses on applying the concept ofjob demands based on JD-R theory and work motivation based onautonomous motivation according to SDT theory These two theoriesare used as two main theories in the thesis Besides, the concept ofindividual ambidexterity behavior is also considered to be added tothe research model

Scope of the survey: The study conducted a survey of real estatemarket staff working in real estate brokerage organizations inHCMC Because HCMC is considered to be the fastest growing andmost vibrant real estate market in Vietnam and the Asia region(Newell, 2021).

Scope of time: The official thesis implementation time is from

2018 to 2021 The period of conducting the interview is fromSeptember, 11 to 15, 2020 and the time to collect the surveyquestionnaires from January 4, 2021 to April 14, 2021

Research results help organizations manage stress responses andmotivate employees to bring about organizational effectiveness Inparticular, the research results also support the identification ofeffective work processes for sales staff in the organization

The thesis contributes to the assessment of employees' perception

of exploitation and exploration activities in the process of performingsales tasks to achieve work performance in the organization as well

as helping organizations evaluate the balance between theemployee's current exploration and exploration activities in theorganization

The thesis helps to suggest some suggested directions to helpsales managers make appropriate recruitment and training policies toimprove sales performance in the organization.

The research thesis contributes to clarifying the viewpoint thatsupports the perceived relationship between hindrance demands andchallenge demands affecting self-determination motivation (intrinsicand extrinsic)

The dissertation will contribute to clarifying the view supportingthe relationship between intrinsic and extrinsic motivation affectingsales performance based on the proposal of Delpechitre et al (2020).The research results will contribute to the specific identification

of the direct relationship between the context of job demands, andthe exploitation-exploration behavior at the individual level thatprevious studies still lacked and unexplored (Agnihotri et al., 2017;Sok et al., 2016) Besides, the research results contribute to thediversification of research works on individual ambidexteritybehavior in the field of sales based on the assessment of Aman et al.(2021)

The thesis will contribute to discovering this relationship throughthe application of self-determination motivations (intrinsic andextrinsic motivation) affecting work performance and individualbehavior based on the proposal by Gerhart and Fang (2015).

The thesis makes a contribution based on the suggestions ofGerhart and Fang (2015), and Sok et al (2016) in exploring therelationship between personal resources, self-determinationmotivation, and individual ambidexterity behavior influence on jobperformance

The thesis contributes to following the call of researchers indiscovering the positivity that acts as a personal resource toparticipate in moderating the relationship between challengedemands and job hindrance demands on self-determinationmotivation (Barbaranelli et al., 2019; Khliefat et al., 2021; Lin andLing, 2018; Mitchell et al., 2019)

The study contributes to the basis for further studies that can refer

to, compare and explore the results of this research in the process ofapplying it to research works related to the job position ofsalespeople in real estate brokerage organizations

1.6 Structure of research

The thesis is presented in the structure of 5 chapters: Chapter 1.Research overview; Chapter 2 Theoretical basis and researchmodel; Chapter 3 Study Design; Chapter 4 Research results anddiscussion; Chapter 5 Conclusions and implications formanagement

CHAPTER 2 THEORETICAL BASIS AND RESEARCH

MODEL 2.1 Grounded theory

2.1.1 Job demands and resources theory

is not only evaluated based on what employees can do, but also incorrelation with the organization's expectations for employees Thelevel of contribution of behaviors to the development of theorganization is a measure of job performance In this thesis, theauthor evaluates job performance based on the self-reportedperformance of employees

2.2.2 Job demands

2.2.2.1 Challenge demands

Rodell and Judge (2009) argue that challenge demands includethe degree of ambiguity of the task perceived by employees as apotential risk in the job These risks arise when employees do notcompletely work on time, or the scope of work exceeds theemployee's ability Challenge demands are components related to the

job demands, causing stress for employees but motivating employees

to develop and improve their capabilities or achieve future benefits

2.2.2.2 Hindrance demands

Hindrance demands are considered job demands that causestress and have the potential to hinder an individual's learning,development, and goal accomplishment Hindrance demands -factors that have the potential to harm or hinder an individual'sinterests or growth - tend to generate negative emotions (Fear,anxiety, insecurity, etc) and a passive, emotional working style(withdrawal from tasks) Hindrance demands may include roleconflicts, role ambiguity, organizational politics, bureaucracy, andtroubles with task performance (Cavanaugh et al., 2000; Lepine etal., 2005)

to deal with stressful and difficult issues and are more resilient tohealth and exhibit high cooperation at work (Barbaranelli et al.,2019; Livi et al., 2015)

2.2.4 Intrinsic and extrinsic motivation

2.2.4.1 Extrinsic motivation

Self-Determination Theory (Deci et al., 2017) proposes thatextrinsic motivation is a set of motivations that span a continuumaccording to the degree of internalization - that is, the degree of self-

determination of the behavior Extrinsic motivation is classified intofour sub-types of motivation, including control motivation, relativecontrol motivation, relative self-determination motivation, and self-determination motivation………Relative Self-DeterminationMotivation - identified regulation is a more self-conscious form ofextrinsic motivation where behavior becomes internally dominated

by employees This type of regulation occurs when individualsposition themselves or find self-worth attached to the results of theiractions While an individual's positions are naturally determined,they may be separate from the individual's other values and beliefsand thus may not reflect the individual's core values or overarchingvalue system Finally, the most automatic form of extrinsicmotivation is self-determining motivation - integrated regulationrefers to behavior that is fully internalized At this point, theindividual's positions have been merged with the beliefs, values, andneeds that are ingrained within the subject Despite the high degree

of internalization, self-determination motivation has not yet beenconsidered intrinsic motivation because it does not derive from afeeling of joy and enjoyment at work, but only reflects theindividual's need for expression

2.2.4.2 Intrinsic motivation

Ryan and Deci (2000) define “intrinsic motivation as thetendency to seek new challenges for growth and to use personalcapacities to explore and learn” Individuals who feel joy andenjoyment in a particular job will form an intrinsic motivation toperform that job

2.2.4.3 Studies related to intrinsic and extrinsic motivation according to SDT theory

a) Classification of studies using dynamical patterns

b) Antecedent variables of motivation according to the theory of SDT

c) The outcome variables of motivation according to the theory SDT d) The mediating and moderating role of motivation

2.2.5 Individual ambidexterity behavior

Exploration behavior involves activities that create diversity and

flexibility through activities such as seeking, discovery, and taking while the goal of exploitative behavior focuses on efficiencyand reliability through activities such as screening, deployment, andimplementation (Kao and Chen, 2016; Mom, Van Den Bosch, andVolberda, 2009) At an individual level, exploration can be thesearch for new ideas, technologies, patterns, and general knowledge

risk-to change existing processes and find advantages for doing business(March, 1991)

Exploitation behavior at the individual level includes improving,

standardizing, and building processes that were established bycollecting the best elements from other departments and applyingthem to their departments (Birkinshaw and Gibson, 2004) Unlikeorganizational ambidexterity behavior, individual ambidexteritybehavior involves combining the exploration of new opportunitiesand the exploitation of existing capabilities over some time Theexploitation originates from conflict reduction activities such asproblem-solving at work (Smith and Tushman, 2005)

2.3 Research hypotheses and model

2.3.1 The relationship between challenge demands – hindrance demands and employee motivation

H1a Hindrance demands have a negative effect on extrinsic motivation.

H1b Hindrance demands have a negative effect on intrinsic motivation.

H2a Challenge demands have a positive effect on extrinsic motivation.

H2b Challenge demands have a positive effect on intrinsic motivation.

2.3.2 The relationship between personal resources and employee motivation

H3a Positivity and the interaction relationship between positivity and challenge demands have a positive impact on intrinsic motivation.

H3b Positivity and the interaction relationship between positivity and hindrance demands have a positive impact on extrinsic motivation.

2.3.3 The relationship between challenge demands - hindrance demands and individual ambidexterity behavior

H4 Hindrance demands have a positive effect on employees' exploitation behavior.

H5 Challenge demands have a positive impact on employees’ exploration behavior.

2.3.4 The relationship between work motivation and employee performance

H6 Extrinsic motivation has a positive impact on employees’ task performance.

H7 Intrinsic motivation has a positive impact on employees’ task performance.