(Luận văn) determinants of organizational pride of staffs in telecommunic ation companies in vietnam

MINISTRY OF EDUCATION AND TRAINING t to UNIVERSITY OF ECONOMICS HOCHIMINH CITY ng - hi ep w n lo Đặng Minh Hải ad ju y th yi pl n ua al DETERMINANTS OF va n ORGANIZATIONAL PRIDE OF STAFFS IN fu ll TELECOMMUNICATION COMPANIES IN VIETNAM oi m at nh z MASTER THESIS z ht vb k jm om l.c gm n a Lu n va y te re Ho Chi Minh City, 2011 MINISTRY OF EDUCATION AND TRAINING t to UNIVERSITY OF ECONOMICS HOCHIMINH CITY ng hi - ep w n lo Đặng Minh Hải ad ju y th yi DETERMINANTS OF pl ua al ORGANIZATIONAL PRIDE OF STAFFS IN n TELECOMMUNICATION COMPANIES IN VIETNAM n va ll fu oi m at nh Major: Business Administration z Code: 60.34.05 z ht vb k jm n a Lu Supervisor: Nguyễn Thị Mai Trang om l.c gm MASTER THESIS n va y te re Ho Chi Minh City, 2011 i   ACKNOWLEDMENTS t to ng After completing this dissertation, I would like to thank people who have been hi helping me while I was working on it ep w Firstly, from the bottom of my heart, I would like to thank Dr Nguyen Thi Mai n lo Trang, who has been very patient with me In during working time, I often went to ad y th go for business trip and interrupted the guidance of her but she was not only to be ju not angry but also sympathized with me If there was not her toleration I could not yi pl finish this dissertation al n ua Secondly, I would like to thank Dr Nguyen Dinh Tho, HCMC University of n va Economics and Dr Tran Kim Dung, although they were not my direct guide but ll fu they had given me many wonderful advices for my dissertation oi m nh Thirdly, I would like to thank Dr Tran Ha Minh Quan, he is my head teacher, at whenever I have seen the difficulties he always encourages and supports me z z ht vb Fourthly, I would like to thank all of my colleagues in EVN Telecom and my k jm wonderful friends in FPT, and VTC They have supported me to collect data gm Especially, I would like to thank an American friend that his name is Jered who l.c has helped me to find the research materials and edited mistakes in writing om English for me Beside I also would like to thank Mr Lai The Hung, he is CEO of n a Lu EVN Telecom Transmission center and to be my boss     y Without them, I would not have completed my dissertation te re me support, love and encouragement while I was working on this dissertation n va Finally, I would like to thank my supportive wife and daughter They have given ii   Last word, I again thank all of the people whom I just mentioned above, and I t to would like to try to make all my thanks, my gratitude in a way of helping others ng whenever I can hi ep Ho Chi Minh City, 28 August, 2011 w n lo Dang Minh Hai ad ju y th yi pl n ua al n va ll fu oi m at nh z z ht vb k jm om l.c gm n a Lu n va y te re     iii   ABSTRACT t to ng Objectives: Studies continue to show that the role of job satisfaction in managing hi ep effective work relationship Beside job satisfaction factor, pride in the organization (organizational pride) is also an important factor affecting w n organizational success This study was designed to examine determinants lo ad affecting job satisfaction, also organizational pride because job satisfaction is one y th ju in three factors effects on pride in the organization Staffs are working in the yi Telecommunication companies in Vietnam to be subject of this study pl al n ua Methodology: These are 209 staffs from three Telecommunication companies in n va Vietnam including EVN Telecom, FPT Telecom and VTC Telecom were ll fu interviewed through the questionnaire table Multiple regression analysis was oi m used to identify relationship between independent variables (satisfaction with at nh nature of work, satisfaction with coworkers, satisfaction with promotion, z satisfaction with supervisor and satisfaction with working environment) and the z ht vb dependent variable (organizational pride) jm Results: The results of the study reveal that satisfaction with supervisor affects k om l.c work and the last factor is satisfaction with working environment gm most organizational pride level of staffs, the next is satisfaction with nature of a Lu Conclusion: This study discusses and give some solutions to improve human n resources policy, attract and retain good staffs…all solutions with the highest n va target are building the pride of staffs in Telcos in Vietnam y te re     iv   TABLE OF CONTENTS t to ng hi ep ACKNOWLEDGEMENTS i ABSTRACT iii TABLE OF CONTENTS iv LIST OF FIGURES vi LIST OF TABLES vii LIST OF ABBREVIATIONS viii w n lo ad y th ju Chapter 1: INTRODUCTION 1.1Background 1.2 Overview of Human resources in Telecommunication industry in Vietnam 1.3 Problem statement and rationales 1.4 Research objectives 1.5 Scope 1.6 Research structure yi pl n ua al n va ll fu oi m Chapter 2: LITERATURE REVIEW 2.1 Organizational pride 2.2 Determinants of organizational pride 11 2.3 Theoretical model 14 at nh z z vb ht Chapter 3: RESEARCH METHODOLOGY 15 3.1 Research methodology 15 3.2 Developing research methodology 16 3.3 Population and sample 20 k jm l.c gm om Chapter 4: DATA ANALYSIS 22 4.1 Sample characteristics 22 4.2 Assessment of scale reliability of components 24 4.3 Exploratory factor analysis (EFA) 26 4.4 The new hypothesis 30 4.5 Regression 31 4.6 Hypotheses testing result 34 4.7 Descriptive and ANOVA of individual characteristic factors 35 n a Lu n va y   te re   v   t to ng hi ep 4.8 Descriptive statistic of variables 38 4.8.1 Organizational pride levels among three Telcos in Vietnam 39 4.8.2 Descriptive statistic of independent variables 40 4.8.3 Descriptive statistic of dependent variables 40 4.9 Results 41 w n Chapter 5: RECOMMENDATIONS 45 5.1 Discussion 45 5.2 Managerial implications 48 5.2.1 Satisfaction with supervisor 49 5.2.2 Satisfaction with nature of work 49 5.2.3 Satisfaction with working environment 50 lo ad ju y th yi pl ua al n CONCLUSION 52 Research limitation 52 Future research 53 n va ll fu m oi REFERENCES 54 at nh z APPENDICES: A: Vietnamese version questionnaire 57 B: English version questionnaire 59 C: Coding of variables 61 D: Total variance explained table 62 E: Descriptive statistic of independents 63 F: Histogram and scatter plot of regression standardized residual 64 G: Coding of variables of the new factors 65 z ht vb k jm om l.c gm n a Lu n va y te re     vi   LIST OF FIGURES t to Figure 2.1: The theoretical model 14 ng hi ep Figure 3.1: The research process 15 Figure 4.1: Adjusted measurement model 30 w n lo Figure 4.2: Revised model 34 ad ju y th yi pl n ua al n va ll fu oi m at nh z z ht vb k jm om l.c gm n a Lu n va y te re     vii   LIST OF TABLES t to ng Table 3.1: Coding of data 20 hi ep Table 4.1: Sample characteristics 22 w Table 4.2: Reliability statistic and item total statistic of components 25 n lo Table 4.3: KMO and Bartlett’s test 27 ad ju y th Table 4.4: Rotated component matrix 28 yi Table 4.5: Coding new factors 31 pl n ua al Table 4.6: Summary of model 31 n va Table 4.7: Coefficients of independent variables 32 ll fu Table 4.8 Results of hypotheses 34 m oi Table 4.9 Descriptive and ANOVA of age 35 nh at Table 4.10 Descriptive and ANOVA of working experience 36 z z Table 4.11 Descriptive and ANOVA of gross monthly income 36 vb ht Table 4.12 Descriptive and ANOVA of marital status 37 jm k Table 4.13 Descriptive and ANOVA of educational level 38 gm om l.c Table 4.14: Level of organizational pride among three Telcos in VN 39 Table 4.15: Means of new factors 40 a Lu n Table 4.16: Descriptive statistic of dependent variables 41 n va y te re     viii   LIST OF ABBREVIATIONS t to ng hi ep H Hypothesis SPSS Statistical package of social science TelcosTelecommunication companies w Exploratory factor analysis n EFA lo Supervisor ju Coworkers yi Co Nature of work y th Su ad Wo pl Environment Pr Promotion Pri Pride Sig Observed significance level n ua al En n va ll fu oi m at nh z z ht vb k jm om l.c gm n a Lu n va y te re     51   pride, in other word, increasing satisfaction level of staffs about supervisor, nature t to of work, and environment then increasing the organizational pride of them ng hi ep As present research, the results are dissatisfaction with supervisor of staffs, satisfaction with nature of work, and satisfaction with environment that is popular w n status in Telcos in Vietnam now, especially there is dissatisfaction of staffs with lo ad supervisor Besides, results from descriptive statistic are low satisfaction with ju y th promotion, and coworkers Moreover, results from ANOVA test also showed that yi there are not significant different levels of age, experience, marital status, pl ua al educational level, and monthly gross income with organizational pride n In addition, this chapter also discusses results which research finds out At the va n same time, some conditions and requests which the research brings out above as fu ll restructure human resources according their really abilities, setting up assignment oi m nh plan for each supervisor position also hastening the equitization process, at establishing clearly job description and instructions for working in details that all z z will improve human resources policy and attract as well as retain good staffs for vb ht pure Telcos Moreover, the 5S program and security system are also introduced to jm k apply in workplace om l.c gm n a Lu n va y te re     52   CONCLUSION t to ng There are many researches in the past about determinants on job satisfaction, but hi ep this is the first research about determinants on job satisfaction effects to organizational pride of three Telcos (Telecom companies) in Vietnam w n lo The present research had used data from 209 questionnaires collected of staffs in ad y th three Telcos and divided scales (dimensions) with dependent variables at first ju After doing analysis by SPSS version 17.0 and EFA method, we have new yi pl factors with new names Then the research find out the positive affect of factors al ua to organizational pride level by regression method They are satisfaction with n supervisor, satisfaction with nature of work, and satisfaction with environment va n And satisfaction with supervisor has affected to organizational pride level most ll fu m oi Besides, the research also shows that there are not significant different nh at organizational pride levels with age, marital status, experience, education level, z and monthly gross income z vb ht Thence the research discusses and give some solutions to improve human jm k resources policy, attract and retain good staffs…all solutions with the highest gm l.c target are building the pride of staffs in Telcos in Vietnam Those solutions are om practical and urgent for leaders of three Telcos as well as government concern a Lu Research limitation n     y staffs of EVN Telecom, 44 staffs of VTC Telecom, and 39 staffs of FPT Telecom te re was based on asking 209 staffs of three Telcos in Vietnam, in that there are 126 n va The first limitation was samples which writer collected to use data The research 53   That is not balance in number of staffs asked between Telcos and that is a small t to number of staffs who are working for Telcos in Vietnam So, the results could not ng present exactly for all Telcos hi ep Future research w n lo There are many problems which have not been solved in present research; they ad y th need to explain in future researches examples such as evaluating also ju investigating the close relationship between job satisfaction and behavior yi pl employee with organizational pride is one aspect in all of behaviors Identifying al n n va in work… ua the determinants on satisfaction with other factors as promotion, income, pressure ll fu oi m at nh z z ht vb k jm om l.c gm n a Lu n va y te re     54   REFERENCES t to ng Aldag and Brief(1978), “Examination of Alternative Models of Job Satisfaction”, Human relations, New York, Vol.31, No 1, p 91 hi ep Arnett, D.B., Laverie, D.A., & McLane, C (2002, April) Using job satisfaction and pride as internal- marketing tools Cornell Hotel and Restaurant Administration Quarterly, 87-96 At Your Request: Room Service Dining (n.d.) (CD) Avon, CT: Sodexho Health Care Services w n lo ad Brayfield, A.H and Rothe, H.F (1951), “An index of job satisfaction”, Journal of Applied Psychology, Vol 35, pp 307-11 y th ju Brown and Peterson (1993), “The effect of effort on sales performance and job satisfaction”, Journal of Marketing, Vol.58 (April), pp 70-80 yi pl n ua al Benkhoff, B (1997), “Disentangling organizational commitment”, Personnel Review 26:114131 n va Boyt, T., Lusch, R., F., and Naylor, G., 2001,”The Role of Professionalism in Determining Job Satisfaction in Professional Services: A Study of Marketing Researchers”, Journal of Service Research, 3(4):321-330 ll fu oi m Christen et al (2005), “Job satisfaction, Job performance, and Effort: A Reexamination Using Agency Theory”, Journal of Marketing, Vol.70 (January), pp 137-150 nh at Currivan, D.B (1999), “The Causal Order of Job Satisfaction and Organizational Commitment in Models of Employee Turnover”, Human Resource Management Review 9(4):495-524 z z vb ht David Brown (1999), Plugging the internal brain drain, Canadian HR Reporter jm k Douglas B Currivan (1999): Human Resource Management Review, The causal order of job satisfaction and organizational commitment in models of employee turnover, Elsevier Science Inc, USA, Vol 9, Number 4, Pages 479-493 gm om l.c Gaertner, S (1999), “Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models”, Human Resource Management Review 9(4):479493 n a Lu Hoang Trong, Chu M Ngoc (2005), Analysis research data with SPSS, Statistic publisher n va y te re Iverson, R.D and Roy, P (1994), “A causal model of behavioral commitment: evidence from a study of Australian blue- collar employees”, Journal of management, Vol.20, pp 15-41     55   t to James L Price (1997): International Journal of Manpower , Handbook of organizational measurement, MCB University Press, Iowa USA, Vol 18, Number 4/5/6, Pages 305558 ng hi ep Jessa McIntosh, Consultant, Stone + Company (2010), Linking Organizational Pride to Purpose Published in Employment Relation Today (summer 2010) Kalleberg et al (1996), “Is bigger better? Organization size and job rewards”, American Sociology Review, Vol.61, pp 47-66 w n lo Likert scale, Wikipedia, available at http://en.Wikipedia.org/wiki/Likert_scale , updated: July 2007 ad y th ju Lok, P and J Crawford (1999) “The relationship between commitment and organizational culture, subcultures, leadership styles, job satisfaction in organizational change and development “Leadership and Organizational Development Journal , 20(7):365-373 yi pl n ua al Lusch and Serpkenci (1990), “Personal differences, Job tension, Job outcomes, and Store performance: A study of retail store managers”, Journal of Marketing, Vol.54 (January), pp 85-101 n va ll fu Minnesota Satisfaction Questionnaire, The free dictionary by Farlex, available at http://www.thefreedictionary.com/minnesota satisfaction questionnaire , updated: 02 July 2007 oi m at nh Meyer,J.P and Allen N.J.(1990) “The Measurement and Antecedents of Affective, Continuance and Normantive Commitment to the Organization.” Journal of Occupational Psychology 63:1-18 z z ht vb Meyer,J.P and L Herscovitch(2001).” Commitment in the Workplace Toward a General Model.” Human Resources Management 11:299-326 jm k Mooreetsi Thobega, Grey Miller (2002), Relationship of supervision with job satisfaction and Retention of High School Agriculture Teacher’s, Iowa State University gm om l.c Mowday, R.T., Steers, R.M., and Porter L.W., "The measurement of organizational commitment", Journal of Vocational Behavior, (14), 1979, pp 224-247 n a Lu Price, J.L (1997), Handbook of organizational measurement, International Journal of Manpower   y   te re Richard A Murray (1999), Job satisfaction of Professional and Paraprofessional Library Staff at the University of North Carolina at Chapel Hill, A Master’s paper for the Master of Science in Library Science, Chapel Hill, Carolina n va Penley, L.E and Hawkins, B (1985), “Studying interpersonal communication in organization: a leadership application”, Academy of Management Journal, Vol.28, pp 309-26 56   Richard B Freeman (1977), Job satisfaction as an economic variable, National Bureau of Economic Research and Harvard University t to ng Satisfaction, The free dictionary by Farlex, available http://www.thefreedictionary.com/satisfaction, updated: 02 July 2007 at hi ep Saziye Gazioglu, Aysit Tansel (2002), Job satisfaction in Britain: individual and Job Related Factors, Economic Research Center, Middle East Technical University w n Schwepker J and Charles H (2001), Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the sales force, Journal of Business Research lo ad y th ju Smith P.C Kendal L.M and Hulin C.L (1969), Measurement of satisfaction in work and retirement, Ran Mc Nally, Chicago, IL yi pl Smither, R.D (1994), The Psychology of Work and Human Performance (2nd ed.), New York: Harper Collins College Publishers ua al n Tran K.Dung (2005), Needs, Satisfaction of staffs and attachment level of organization, Ministry of Education and Training, Economics University n va ll fu Tran K.Dung, Morris Abraham (2005), The measurement of organizational commitment and job satisfaction in a Vietnamese context, University of Economics and University of Technology oi m nh at USA Society for human resource management (SHRM), Understanding the factors that make work gratifying, A survey report by the SHRM (2009) z z ht vb VCCI (2007), Cam kết WTO Chuyển phát Viễn thông, VCCI, Vietnam jm Xuân Danh (2006), Việt nam thức trở thành thành viên thứ 150 WTO, available at k http://vietbao.vn/Kinh-te/Viet-Nam-chinh-thuc-tro-thanh-thanh-vien-thu-150-cua- om l.c gm WTO/45214898/87/, accessed 20 October 2010 n a Lu n va y te re     57   APPENDIX A: VIETNAMESE VERSION OF QUESTIONNAIRE t to ng hi ep Để giúp cho Ban lãnh đạo đề sách nhân phù hợp, chúng tơi trân trọng mời Anh/Chị điền vào phiếu điều tra đây, khơng có câu trả lời hay sai, tất câu trả lời có giá trị ý kiến Anh/Chị giữ bí mật tuyệt đối w Vui lịng đánh dấu chéo vào số câu tương ứng với mức độ đồng ý Anh/Chị mức độ sau: n lo ad Hoàn toàn phản đối y th ju Phản đối yi pl Hơi phản đối al n ll fu Đồng ý va Hơi đồng ý n ua Phân vân oi m Hoàn toàn đồng ý z ht vb k jm va 6 6 6 6 6 6 6 6 6 te re 7 7 7 7 7 7 7 7 7 y 5 5 5 5 5 5 5 5 5 n 4 4 4 4 4 4 4 4 4 n 3 3 3 3 3 3 3 3 3 om l.c     2 2 2 2 2 2 2 2 2 a Lu 1 1 1 1 1 1 1 1 1 gm 12 13 14 15 16 17 18 Công việc cơng ty có nhiều thách thức Cơng việc công ty thực thú vị Công việc cho phép sử dụng tốt lực cá nhân Công việc cho phép thực phương pháp làm việc riêng Cấp động viên phát triển nghiệp Khi gặp vấn đề công việc, cấp sẵn sàng chia sẻ Cấp thường hỏi thăm tơi chuyện gia đình Khi tơi có câu hỏi, cấp sẵn sàng cho câu trả lời tốt Cấp cho biết chất lượng cơng việc tơi hồn thành Cấp cho biết điểm mạnh điểu yếu cách làm việc Cấp trao đổi với thông tin hội đào tạo, thăng tiến Cấp ln lắng nghe tơi nói Đồng nghiệp thân thiện Tôi đồng nghiệp phối hợp làm việc ăn ý Đồng nghiệp thường xuyên giúp đỡ lẫn để làm việc tốt Đồng nghiệp người thoải mái, dễ chịu Công việc công ty không thường xuyên phải làm ngồi Áp lực cơng việc cơng ty không cao z 11 at 10 nh Cảm ơn đóng góp Anh/Chị 58   t to ng 19 20 21 22 23 24 25 26 27 28 29 30 1 1 1 1 1 1 hi Công ty nơi làm việc an tồn Trang thiết bị làm việc cơng ty đầu tư cho nhân viên sử dụng tốt Nếu làm việc tốt, tơi có hội thăng tiến Chính sách thăng tiến cơng ty cơng Tơi có nhiều hội để phát triển nghề nghiệp Tơi hãnh diện làm việc cho cơng ty Tơi nói với bạn bè công ty tốt để làm việc Với tôi, lựa chọn làm việc cho cơng ty hồn tồn đắn Tơi tự hào nói với người cơng ty tuyệt vời Tơi tìm thấy niềm thích thú thực từ cơng việc công ty Tôi cảm thấy thực thỏa mãn với công việc công ty Tôi cảm thấy hăng hái, say mê với công việc công ty ep w n lo ad ju y th 2 2 2 2 2 2 3 3 3 3 3 3 4 4 4 4 4 4 5 5 5 5 5 5 6 6 6 6 6 6 7 7 7 7 7 7 yi pl Xin cho biết đôi nét thân Anh/Chị: ua al 1- Giời tính: 1.Nam: 2.Nữ: n n va 2- Tuổi đời Anh/Chị thuộc nhóm nào? 2.Từ 25 đến 34: 3.Từ 35 đến 44: 4.Từ 45 đến 55: ll fu Dưới 25: m 1.Độc thân: 2.Đã kết hơn: oi 3- Tình trạng nhân: nh 2.Trung cấp: 3.Cao at 4- Trình độ học vấn, chuyên môn: 1.Công nhân: đẳng: z z 5.Trên đại học: ht vb 4.Đại học: 2.Từ tới năm: 3.Từ tới 10 năm: gm n a Lu Xin trân trọng cảm ơn! Trên triệu: om Từ triệu tới triệu: l.c 6- Thu nhập trung bình hàng tháng: Tư 2.5 tới triệu: 4.Trên 10 năm: k 1.Dưới năm: jm 5- Kinh nghiệm làm việc: n va y te re     59   APPENDIX B: ENGLISH VERSION OF QUESTIONNAIRE t to ng hi ep In order to establish an effectively personnel policy as well as improve satisfaction level of staffs in Telecommunication field, we are appreciate very much for your cooperation in answering the question as follows Please send your answers at present or to email: minhhaievntel@enet.vn Please note that there are no answer is right or wrong All answers are valid and will be kept the secret w n lo ad ju y th Please tick off the number you choose corresponding to your feeling comfortable: yi Strongly disagree ua n va n Undecided al Slightly disagree pl Disagree ll oi m at nh Agree fu Slightly agree z Strongly agree z ht vb k jm Thank you for your contribution va te re 7 7 7 7 7 7 y 6 6 6 6 6 6 n 5 5 5 5 5 5 a Lu 4 4 4 4 4 4 n 3 3 3 3 3 3 om   2 2 2 2 2 2 l.c   1 1 1 1 1 1 My work is challenging My work is pretty interesting Th work enables me to use my individual ability The work enables me to practice my working method self My supervisor encourages me to develop my career If I have a problem, my supervisor is willing to listen My supervisor asks about my family When I ask a question, my supervisor gives me an answer My supervisor lets me know about the quality of my work My supervisor lets me know which areas of my performance are weak My supervisor gives me information on training opportunities My supervisors takes the time to listen to what I have to say My coworkers are friendly gm 10 11 12 13 60   t to ng hi 14 15 16 17 18 19 20 21 22 23 24 25 26 27 ep 1 1 1 1 1 1 1 The corporation between me and my coworkers is very good My coworkers often support together My coworkers are at ease and freely My work often not needs to overtime My pressure in work is not very high My workplace is very secure The equiptments for work are good If I perform well, I will have opportunity for promotion Promotional policy of the company is very fair I have may opportunities for advancement I am proud to be working for this company I talk up this company to my friends as a great company to work for For me this the best of all possible organization for which to work I am proud to tell others that this the best company w n lo ad ju y th yi pl 2 2 2 2 2 2 2 3 3 3 3 3 3 3 4 4 4 4 4 4 4 6 6 6 6 6 6 6 5 5 5 5 5 5 5 7 7 7 7 7 7 7 below 25 2- Sex: Male 25-34 35-44 from 45 n va 1- Age: upwards n ua al Personal information: ll fu Female m Alone Married oi 3- Marital status: nh Intermediate level college at z 4- Education level: High school university and upwards z ht 3-6 years 6-9 years >=10 years k jm = 10 million VND 7,5 million – VND 10 million om l.c