Sự hài lòng và hiệu suất công việc của cán bộ, viên chức Trường Đại học Hùng Vương, Phú Thọ, Việt Nam Kế hoạch chiến lược phát triển đội ngũ
Southern luzon STATE University Republic of Philippines ThAi nguyen University Socialist Republic of Vietnam JOB SATISFACTION AND WORKING PERFORMANCE OF PERSONNEL AT HUNG VUONG UNIVERSITY, PHU THO, VIETNAM: A PROPOSED STRATEGIC DEVELOPMENT PROGRAM Advisor: Dr Apolonia A Espinosa Name of Student: Nguyen Nhat Dang English Name: Michael Date of Birth: 20-3-1959 Course: SLSU-DEd.M Thai Nguyen, 2014 ii JOB SATISFACTION AND WORKING PERFORMANCE OF PERSONNEL AT HUNG VUONG UNIVERSITY, PHU THO, VIETNAM: A PROPOSED STRATEGIC DEVELOPMENT PROGRAM A Dissertation Presented to the Faculty of the Graduate School Southern Luzon State University, Lucban, Quezon, Philippines In Collaboration with Thai Nguyen University, Socialist Republic of Vietnam In Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy in Educational Management by NGUYEN NHAT DANG (MICHAEL) Thai Nguyen, 2014 iii ACKNOWLEDGMENT Grateful acknowledgement is hereby extended to the following individuals who have provided the researcher much needed support in the completion of this work: Dr Apolonia A Espinosa, his adviser, whose wisdom and knowledge, perseverance and patience, courage and optimism, constructive criticizing led to the final completion of this study; Dr Cecilia N Gascon, and other professors of the panel of examiners, for their valuable suggestions and recommendations; Dr Teresita V dela Cruz, Dr Walberto A Macaraan, and other professors of the Southern Luzon State University and Thai Nguyen University for their valuable lectures and advice; The Director Board of ITC, Ms Nguyen Thi Thu Ha and the other teachers and staff of ITC, for their enthusiastic support during the course; Pr Dr Cao van, the Rector of Hung Vuong University and other members of the Rector Board, for their encouragement and financial assistance; The Monitor and other classmates, for their help and support; The staff and teacher respondents, for their patience and generosity in answering the questionnaires; All members of my family and friends, for their advice and close concern; This piece of work is humbly dedicated to these respectable persons, for without them this would not be possible NND iv DEED OF DECLARATION I, Nguyen Nhat Dang (English name: Michael), hereby submit my thesis for oral examination, entitled ―Job Satisfaction and Working Performance of Personnel at Hung Vuong University, PhuTho, Vietnam: A Proposed Strategic Development Program‖, truthfully declare that the said paper is a product of my original research investigation Signed this ………………01 May, 2014 at Thai Nguyen University NGUYEN NHAT DANG DEdM Candidate v TABLE OF CONTENTS TITLE PAGE ……………………………………………………………………… ACKNOWLEDGEMENT………………………………………………………… TABLE OF CONTENTS ………………………………………………………… ABSTRACT ……………………………………………………………………… Chapter INTRODUCTION Background of the Study…………………………………………………… Objectives of the study ……………………………………………………… Hypothesis Significance of the Study Scope and Limitation of the Study ………………………………………… Definition of terms …………………………………………………………… Chapter REVIEW OF LITERATURE AND STUDIES Related Literature and Studies ………………………………………………10 Research Paradigm ………………………………………………………… Chapter METHODOLOGY Locale of the Study 29 Research Design Population and Sampling Research Instrumentation Validation of Instrument Data Gathering Procedures Statistical Treatment Chapter RESULTS AND DISCUSSIONS …………………………………… 37 vi Chapter SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATIONS Summary 66 Findings Conclusions Recommendations BIBLIOGRAPHY 74 APPENDICES 76 RESEARCHER’S PROFILE 87 vii LIST OF ABBREVIATIONS HVU Hung Vuong University HRM Human resource Management CSE Core self-evaluations ABSTRACT TITLE OF RESEARCH Job Satisfaction and Working Performance of Personnel at Hung Vuong University, PhuTho, Vietnam: A Proposed Strategic Development Program RESEARCHER NGUYEN NHAT DANG (MICHAEL) DEGREE CONFERRED Doctor of Philosophy in Educational Management NAME/ADDRESS OF INSTITUTION Southern Luzon State University and Thai Nguyen University ADVISER Dr Apolonia A Espinosa YEAR WRITTEN 2013-2014 This study intended to investigate the relationships of job satisfaction and working performance of Hung Vuong Personnel with an end view of proposing a strategic development program It specifically sought to determine the level of job satisfaction of Hung Vuong Personnel in terms of the nature of work, salary and benefits, professional growth/ promotion, quality of supervision, interpersonal relationship, self-actualization and fulfilment, working environment, and employee recognition It also sought to find out the working performance of the personnel in terms of productivity, knowledge and skills, communication, problem solving, attendance and punctuality, and teamwork In addition, it also pursued to determine whether the perceptions of the managers and staff differ from each other; ascertain which of the job satisfaction variables best predict the working performance of respondents; viii and propose a strategic development program that could improve the working performance of the personnel The descriptive survey research was employed in this study There were three hundred and fifty eight (358) respondents to answer the questionnaire, among them, 296 respondents were ordinary staff and teachers and 62 respondents were managers The measuring instruments utilized in this research were the frequency, percentage distribution, the weighted means, Regression and the One – way ANOVA Based on the data gathered, it was found that the perception of both managers and ordinary staff and teachers on job satisfaction and working performance falls in the "Good" category Salaries and benefits and employee recognition are the best to predict the employees' working performance There are also differences in working performance between the groups of respondents in terms of ages, gender and positions The findings are indicative that the employees' satisfaction and working performance still need further improvement since most of the difficulties identified were seen related to individuals of both managers and ordinary employees The proposed solutions generally are to adjust the school policies which lead to the key to successful implementation of the employees’ performance evaluation and job satisfaction and job performance improvement Management effort and initiatives must be required to efficiently implement the job satisfaction and job performance improvement Thus, it was recommended that the school's improvement on the employees' job satisfaction and working performance must be continuously given attention by all the managers, staffs and teachers of the school by producing a long term concrete and detailed plan to make the employees' job satisfaction and working performance get on well In order to increase the employees’ job satisfaction and working performance, the school must design and implement the strategic development program to help staffs improve their knowledge and skills, create fair opportunities for the staff and teachers on promotion etc, so that they would feel safe and happy at work Finally, the strategic development program must be carried out with the enthusiastic participation of all the teachers and staff Chapter INTRODUCTION The development of an organization, an area or a country depends on many factors, and conditions, but mainly on the human factor Therefore, more important than any other factors, the human resource always occupies a central position and plays a key role in the development of the organization, the area or the country Hence, for an organization or business to develop, it has to focus much on human resource management (HRM) Among many factors of human resource management, job satisfaction and working performance of the personnel are the most important issues that every manager has to give attention Job satisfaction focuses on factors such as the nature of work, salary and benefits, professional growth/promotion, quality of supervision, interpersonal relationship, selfactualization and fulfillment, working environment, and employee recognition The high level of job satisfaction can help the employees feel safe and happy at work This would make the organization develop in a good way Meanwhile, working performance focuses on factors such as productivity, job knowledge and skills, communication, problem solving, attendance and punctuality, and teamwork The employees' working performance always plays a decisive role in the successes of an organization Therefore, this issue is always one of the most important tasks of an organization Job satisfaction and working performance of the personnel are closely related to each other Therefore, the improvement of these two issues can lead to the improvement of the HRM in particular and the development of the whole organization in general For Vietnam in general and Phu Tho province in particular, exploiting and using the human resource effectively are very important matters The human resource must bring into play the diversity and richness of the eastern cultural tradition such as: fondness for learning, respect to talents, knowledge, and science However, up to now, the important potentials have not been fully exploited because the human resource may not have been effectively used Nowadays as the world becomes a knowledgeable economy, the problem of highqualified human resource is a very pressing one For a country like Vietnam, which has newly overcome the threshold of poverty, it is very important to take a short cut for the development to fill the gap between the rich and the poor, the high land and the low land areas, and the countryside and the cities to make Vietnam become a developed country This aim can only be achieved if Vietnam has a high-qualified workforce In order to achieve this goal, Hung Vuong University (HVU) was established based on decision 81/2003 by the Vietnamese Prime Minister on April 29, 2003 with a mission of training the high qualified human resource and transferring new technology to serve the socio-economic development in Phu Tho and other Northern mountainous provinces Phu Tho is a northern mountainous province in Vietnam It is located east of Vinh Phuc, south east of Ha Noi, south of Hoa Binh, south west of Son La, and northwest of Yen Bai and Tuyen Quang In terms of culture, Phu Tho is considered the birth place of Vietnam, where the first kingdom of Vietnamese people named Van Lang was established more than 4,000 years ago The two famous cultural heritages originating from Phu Tho, having been recognized by UNESCO, are Xoan folk song and ancestor worshipping that speak out the old cultural traditions in Vietnam in general and Phu Tho in particular For a new university like Hung Vuong University, human resource management in general and job satisfaction and working performance in particular are among the most important issues that the school must pay attention to However, there haven't been any studies about these problems in Vietnam This is the reason which compelled the researcher to conduct his research on this field 76 Appendices 77 Appendix A REQUEST LETTER FOR CONDUCTING THE STUDY Letter to Teacher Respondent The Socialist Republic of Vietnam Phu Tho Provincial Committee Hung Vuong University August 02, 2013 Dear SIR/MADAM I am presently conducting my dissertation in the title "Job satisfaction and working performance of personnel at Hung Vuong University, Phu Tho, Vietnam: A proposed strategic development program” in partial fulfillment of the requirements for the degree, Doctor of Philosophy in Educational management In connection to this, I would like to ask permission from your department to allow me to distribute the questionnaires to the personnel of your department The data that will be gathered from them will serve the purpose of the research Attached here with, is the sample of questionnaire survey form for your reference I am hoping for your kind approval to this request Thank you very much Yours truly, (Sgd.) NGUYEN NHAT DANG MICHAEL), HVU Resercher Noted: (Sgd.) DR Dr Apolonia A Espinosa Research Adviser 78 Letter to Teacher Respondent The Socialist Republic of Vietnam Phu Tho Provincial Committee Hung Vuong University June 10, 2013 Dear Sir/ Madam Greetings of peace! The undersigned is presently conducting a study entitled "Job satisfaction and working performance of personnel at Hung Vuong University, Phu Tho, Vietnam: A proposed strategic development program" in partial fulfillment of the requirements for the degree, Doctor of Philosophy in Educational management In this connection, may the researcher request you to share with him your most precious time by accomplishing the attached questionnaires They are designed to gather information about Job satisfaction and working performance of personnel at Hung Vuong University Your full cooperation and patience in accomplishing these questionnaires will be of great help to him Kindly provide all the necessary information as objectively as possible Rest assured that all information that will be gathered will be held strictly confidential Thank you in advance Best wishes to you and family Yours sincerely, (Sgd.) NGUYEN NHAT DANG (MICHAEL), HVU Researcher Noted: (Sgd.) DR Apolonia A Espinosa Research Adviser 79 Appendix B QUESTIONNAIRE The researcher will adapt a questionnaire, which was the main tool in gathering data The questionnaire is divided into parts namely: Part I, which deals with the employees' job satisfaction, and Part II, which deals with the employees' working performance with the identified variables for each one Part I: Employee's Job satisfaction The nature of work How employees enjoy their work The right work for right people's professionals, skills and positions The work description of employees The job's clear objectives Salaries and Benefits Being paid a fair amount for the work done Being satisfied with the chances for salary increases The salary policy is suitable or not Good policy of insurance (Social insurance, health care insurance …) Extra income, traveling, presents on special occasions Have worthy rewards to the good employees Professional Growth/ promotion: Those who well on the job stand a fair chance of being promoted The employees are satisfied with the fair chances for promotion The healthy and transparent policy of promotion and professional development Quality of Supervision: The competence of managers in both areas: profession and management The ethics of leaders 80 The leaders' strategy of the organization's development Interpersonal Relationship: How the people to work with (colleagues, co-worker) at work place are How often to team work The competence of colleagues Collaboration between colleagues Effective communication between the staffs, teachers, students and school about the concerned problems Self-actualization and fulfillment Employees' commitment, pride and motivation with their work Employees' dedication, responsibility and internalization with their work Working environment: The working time is suitable The university provides support strategies by giving people the tools, equipment and information to get the job done The workforce conditions encourage capabilities and emphasize the worth of individuals Employee Recognition: Receive the recognition if doing the job well The job is always being appreciated Receive rewards and appraisals in time Employees' opportunities to participate in any school's programs 81 PART I QUESTIONNAIRE ABOUT JOB SATISFACTION Name of employee: …………………………………………………………………… Sex: ………………………………………………………………………………… Age: …………………………………………………………………………………… Work unit: …………………………………………………………………………… Occupation: …………………… Position: ……………………………………………………………………………… Directions: Read each statement carefully Please check the column that best corresponds to your answer Legend: Strongly Agree (SA) Agree (A) Disagree (D) Strongly Disagree (SD) The Nature of work Each employee has a clear job description Employees find their work interesting Employees are given work appropriate to their academic qualifications Employees are given work in consonance with their position The employees are given the opportunity to use their skills in the performance of their work The work's objectives are clear Employees use their time wisely Salaries and Benefits I am given salary that enables me to live a decent life I am given salary commensurate to the nature of my work 10 I receive my salary on time 11 I am given other benefits such as insurance, social and health care The University has clear and transparent policy on salary 12 Professional Growth/ promotion 14 Those who well on the job has a fair chance of being promoted I am allowed by the school to grow in my work 15 I participate in decision making 16 I am engaged in self-development activity 13 SA (4) A (3) D (2) SD (1) 82 17 18 I am provided by the school the opportunity to asses my strengths and weaknesses as a school personnel The University's policy on promotion is fair, healthy and transparent Quality of Supervision 20 My supervisor (boss or dean) is competent in both profession and management My supervisor is fair to me 21 I learn from my administrators 19 Supervisors always leave the door open for discussion among their employees 23 My supervisor praises employees for their efforts and accomplishments 24 I am given freedom to program my activities 25 I can open up with my superiors 22 27 I enjoy the support of my superior in my decisions and plans I am happy with the environment created by my administrators Interpersonal Relationship 28 I like the people (colleagues, co-worker) in my office 29 Employees often work in teams with good collaboration 30 I find I have to improve my professional knowledge and skills because of the competence of people I work with I conduct conferences with parents regarding the students’ progress and concerns I get assistance from colleagues regarding problems at work Employees treat with respect those they work with 26 31 32 33 34 I effectively communicate ideas openly with teachers, superiors and other school personnel Self-actualization and fulfillment 35 I am committed in my profession as teaching personnel 36 I am motivated by my feelings 37 I perform my duties as a teacher with dedication 38 I internalize the vision and mission of my school 39 I feel worthy by accomplishing my assignment Working environment 40 The working time is suitable to me 41 The university provides adequate and well functioning devices 83 42 The university provides adequate supplies and materials 43 I am provided with a clean and comfortable area 44 I am provided with time and other work aids necessary to use new skills Employee recognition 45 I feel that the work I is appreciated 46 48 I am acknowledged by others of my contribution as a school personnel I have a lot of chances of applying the training and retraining development program I am seen by others as an optimistic individual 49 I am given awards by the school for services rendered 50 I am accepted as a person by my superior and my fellow workers 47 Thank you for your responses 84 Part II: Employees’ working performance Productivity Complete work thoroughly, accurately, neatly, and according to specifications Produce output quickly, in an efficient manner, and with minimal errors Develop and follow work procedures Job Knowledge or skills Understand job's duties and responsibilities Have necessary job skills and knowledge Understand and promote department missions and values Communication: Effectively convey and receive ideas, information and directions Interact with others in a helpful and information manner Demonstrate good verbal and written communication Make effective clear and easy oral and written communication Problem Solving: Anticipate and prevent problems Define problems and central issues Collect and evaluate significant of relevant information Evaluate options, propose and implements the sound solutions Help team solve problems Suggests innovation to improve operations or streamline procedures Attendance or punctuality Consistently on time at work Attend all scheduled events in a punctual manner Always provides proper request for leave 85 Attend all scheduled staff meetings, staff in-services, coaches meetings Provide accurate contact information when out of the office Teamwork/Collaboration: Work effectively with other employees and departments Contribute to team projects and exchange ideas, opinions Help prevent, resolve conflicts Help improve work, possess and accomplish specific tasks 86 PART II QUESTIONNAIRE ON WORKING PERFORMANCE Directions: Read each statement carefully Please check the column that best corresponds to your answer Legend: Strongly Agree (SA) Disagree (D) Agree (A) Strongly Disagree (SD) Productivity I always develop and follow work procedures I always complete work thoroughly, accurately, neatly, and according to specifications I always produce output quickly, in an efficient manner, and with minimal errors Knowledge and skills I always understand jobs, duties and responsibilities I always possesses sufficient skill and knowledge I always consider the individual’s efforts to learn new skills and maintain up-to-date job related information Communication I always keep and update information of the latest developments in the area of specialization I always convey and receive ideas, information and directions effectively I demonstrate good verbal and written communication Problem solving 10 I always define, anticipate and prevent problems 11 I always collect and evaluate significant and relevant information 12 I always help team solve problems 13 I always help, prevent, and resolve conflicts SA (4) A (3) D (2) SD (1) 87 Attendance and punctuality 14 I am always punctual and regular in attendance: arrives on time and ready for the workday 15 I always attend all scheduled events, staff meetings etc in a punctual manner 16 I always provide proper notification or advance notice of absence or tardiness Team work/Collaboration 17 Employees always contribute to team work and exchange ideas, opinions 18 Employees always help each other to improve work process and accomplish given tasks 19 Employees always help each other to prevent resolve conflicts 20 I always respond clearly and directly Thank you for your responses and 88 RESEARCHER'S PROFILE NGUYEN NHAT DANG (MICHAEL) Phu Tho province PORTRAIT Phu Tho town Hung Vuong Ward Tel No (084) 01688 540 313 A PERSONAL DATA Status : Buddhist Age : 55 Date of Birth : March 20, 1959 Place of birth : Vietnam, Phu Tho province Address : Phu Tho province,Phu Tho town, Hung Phone/ Mobile Vuong Ward Father : born 1919 (dead) Mother : born 1920 (dead) Wife : Pham Le Thuy, born 1968, teacher First son : Nguyen Nhat Anh, born 1992, student Second son : Nguyen Nhat Phuong, born 1997, student B EDUCATIONAL ATTAINMENT Degree School Year Graduated Ph.D.Ed.M Southern Luzon State University 2014 MAED Victoria University, Australia 2001 BAED Ha Noi college of Foreign Studies 1981 Secondary Ha Noi gifted school 1976 89 Junior secondary Khai Xuan secondary school 1973 Elementary Khai Xuan primary school 1970 C ELIGIBILITIES Manager (Professional) Teachers (Professional) D WORK EXPERIENCES 2010- date Personnel manager Hung Vuong University (Phu Tho, Viet Nam) 2006-2010 Research Planning manager Hung Vuong University (Phu Tho, Viet Nam) 1996-2006 Teaching manager Hung Vuong University (Phu Tho, Viet Nam) 1981-1996 Teaching Local schools in Phu Tho, Viet nam E POSITIONS HELD 2010- date Personnel director Hung Vuong University (Phu Tho, Viet Nam) 2006-2010 Deputy chief of Research Planning Hung Vuong University (Phu Tho, Viet Nam) Department 1996-2006 Vice Dean, Dept of Foreign Hung Vuong University (Phu Tho, Viet Nam) languages 1987-1996 Teacher at Agro-forestry Vocational Phu Tho Agro-forestry vocational school school 1985-1987 Teacher at Thanh Ba secondary Thanh Ba secondary school, Phu tho, Vietnam school 1983-1985 Phong Chau secondary school, Phu Tho, school 1981-1983 Teacher at Phong Chau secondary Vietnam Teacher at Doan Hung secondary Doan Hung secondary school, Phu Tho, school Vietnam 90 F SEMINARS ATTENDED Conference on Management in personnel and finance at the state administration organizations Vung Tau, province, Viet Nam April 8, 2014 Seminars on Management in training at local universities in Vietnam Thanh Hoa province, Viet Nam February 11-16, 2012 Workshop on Management in training Otago University, Newzealand May, 2004 ... Quang In terms of culture, Phu Tho is considered the birth place of Vietnam, where the first kingdom of Vietnamese people named Van Lang was established more than 4,000 years ago The two famous... University, PhuTho, Vietnam: A Proposed Strategic Development Program RESEARCHER NGUYEN NHAT DANG (MICHAEL) DEGREE CONFERRED Doctor of Philosophy in Educational Management NAME/ADDRESS OF INSTITUTION... low land areas, and the countryside and the cities to make Vietnam become a developed country This aim can only be achieved if Vietnam has a high-qualified workforce In order to achieve this goal,