(Luận văn) factors affecting job satisfaction, a comparison between state owned and non state owned enterprises in vietnam

1 UNIVERSITY OF ECONOMICS HO CHI MINH CITY t to International School of Business ng hi ep w n lo ad ju y th LE ANH TAI yi pl n ua al Factors affecting job satisfaction: A comparison between state-owned and non state-owned enterprises in Viet Nam n va ll fu oi m at nh z z ht vb jm k MASTER OF BUSINESS (HONOURS) om l.c gm n a Lu n va y te re Ho Chi Minh – Year 2012 UNIVERSITY OF ECONOMICS HO CHI MINH CITY t to International School of Business ng hi ep w n lo ad ju y th LE ANH TAI yi pl n ua al Factors affecting job satisfaction: A comparison between state-owned and non state-owned enterprises in Viet Nam n va ll fu oi m at nh z ID: 60340102 z ht vb k jm om l.c SUPERVISOR: Dr NGUYEN HUU LAM gm MASTER OF BUSINESS (HONOURS) n a Lu n va y te re Ho Chi Minh City – Year 2012 i ABTRACT t to The turn-over rate of Vietnamese companies has been so high recently, which ng hi causes many troubles for Vietnamese enterprises, such as recruitment and training ep However, the most factor causes high turn-over rate of Vietnamese companies is job w dissatisfaction Therefore, this research is conducted to find out the most factors n lo affecting job satisfaction in order to make a contribution into reducing turn-over ad rate of Vietnamese companies This research investigates employees working in y th ju state-owned and non-state-owned companies in Ho Chi Minh City The results yi demonstrate career prospect has the most contribution in job satisfaction and pl al employees who are working in non-state-owned companies are more satisfied than n ua ones in state-owned companies 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 ii ACKNOWLEDGEMENTS t to I would like to express my obligation to my Supervisor, Dr Nguyen Huu Lam, for ng his supporting and inspiration Furthermore, I would like to show my thankful to hi ep Dr Nguyen Dinh Tho for his clear instruction during our study, which has a lot of useful methods and practical implications for our study and career Besides, I would w like to thank to my friends in MBUS 2010 who had supported me a lot during my n lo thesis implementation And an honorable mention goes to my family, my friends ad y th and my colleagues for understanding and helping me during my data collection as ju well as my thesis completion yi n ua al January 2nd, 2013 pl Ho Chi Minh City, Vietnam 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 TABLE OF CONTENTS t to ABTRACT i ng ACKNOWLEDGEMENTS ii hi ep CHAPTER INTRODUCTION .1 Background .1 w n Problem statement lo ad Research objective y th Research scope ju Practical implication yi pl Research structure .3 al ua CHAPTER LITERATURE REVIEW n Introduction .4 va n Job satisfaction fu ll Maslow's hierarchy of needs m oi Herzberg's Motivation-Hygiene Theory at nh McGregor's Theory X and Theory Y z Incentive z Employee satisfaction measurement .8 vb ht Hypotheses 15 jm k Conceptual model 15 gm CHAPTER RESEARCH METHODOLOGY 17 l.c Introduction .17 om Research design .17 Research methods 17 2.2 Research process 18 n a Lu 2.1 Introduction .23 y CHAPTER RESEARCH RESULT 23 te re Data collection 22 n va Variable Coding 19 iv Statistics 23 t to ng 2.1 Observation description 23 2.2 Variable description 24 hi Scale analysis 25 ep w n Reliability analysis (Cronbach alpha) 25 3.2 Validity analysis (factor analysis) 29 3.3 Adjusted Conceptual model .33 lo 3.1 ad Regression analysis 35 yi pl 4.2 Correlation analysis 34 ju 4.1 y th Analysis 34 ua al Discussions 39 Hypothesis testing 39 5.2 Analysis result discussions .41 n 5.1 n va ll fu CHAPTER CONCLUSION 43 oi m Introduction .43 nh Conclusions on the research problem and hypotheses 43 at Implications for human resource manager 43 z z Research contributions 44 vb ht Limitations 44 k jm REFERENCES 45 gm BIBLIOGRAPHY .47 l.c APPENDIX .48 om Appendix 1: Vietnamese questionnaire 48 a Lu Appendix 2: English questionnaire 52 n Appendix 3: Regression standardized residual and homoscedasticity 56 n va y te re v LIST OF TABLES t to Table 1: factors affecting job attitudes ng Table Job satisfaction measurement (OSI) 11 hi ep Table Job satisfaction instrument 14 Table Variable coding 21 w n Table 5: Demographic description 24 lo ad Table 6: Variable description 25 ju y th Table Cronbach Alpha 27 yi Table Cronbach Alpha adjustion 29 pl Table 9: factor analysis .31 al ua Table 10 Data reduction 32 n Table 11: Correlation analysis 34 va n Table 12 Multi linear regression analysis (1) 35 fu ll Table 13 Multi linear regression analysis (2) 35 m oi Table 14 Multi linear regression analysis (3) 36 nh Table 15 Multi linear regression analysis between state-owned and non-state- at z owned companies (1) 37 z vb Table 16 Multi linear regression analysis between state-owned and non-state- ht owned companies (2) 37 jm k Table 17 Multi linear regression analysis between state-owned and non-state- gm owned companies (3) 38 om l.c n a Lu n va y te re vi LIST OF FIGURES t to Figure Maslow hierarchy of needs ng hi Figure OSI model ep Figure Conceptual model 16 w Figure Process of analysis 18 n Figure Adjusted conceptual model .33 lo 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 ABBREVIATIONS t to JS: Job satisfaction ng hi WCA: Working conditions and activities ep WC: Working conditions w n lo WA: Work activities ad ju y th S: Salary yi R: Relationship pl n ua al CP: Career prospects 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 CHAPTER INTRODUCTION t to ng Background hi ep Vietnam started a profound economic reform in 1986 that aimed to transform the country from a command economy into a market oriented economy From the early w days of the economic reform, economic structural reforms and open-door policies n lo have become an integral part of overall economics (World Bank, 1999) As a ad y th consequence, Vietnam substantially elevated its economy and the living standards ju of Vietnamese people The country reaped average economic growth rate (GDP) of yi over 7% during the 1990s and early 2000s, especially more than 8% in 2006, which pl n ua al made it one of the highest growing economies in the World (World Bank, 2006) va In the booming economic period and the globalization, many foreign enterprises n join into the Vietnamese economy as a Joint Venture Company They applied many fu ll modern management methods and incentive policies, which are spread to many m oi state owned and private Vietnamese companies Opening up the market brought nh at both threats and opportunities Some businesses thrived in the new business z environment and were able to improve productivity, product quality, and ultimately z ht vb profit Others failed to meet the new challenges and declined Under competitive jm pressure, Vietnamese companies, including state owned companies, private k companies and joint venture companies try to maximize their performance such as gm financial performance, production performance, sales performance, etc Besides, om l.c employees also take an important essential role in development Base on Maslow (1954) the personal needs go along with their development So, employees need a Lu more and more from their works, their devotion for company development n Ho Chi Minh City or so The movement of labor forces is clearly depicted in the Vietnamese industrial zones where concentrate a large number of unskilled labors y Vietnamese labor forces They mostly focus on the big cities, such as Ha Noi and te re and find new changes in their life Another remarkable is the distribution of n va However, their requirements have not always met; they usually suffer from their job 43 CHAPTER CONCLUSION t to Introduction ng hi The aims of this research are exploring factors affecting on job satisfaction in ep Vietnamese companies This research bases on the previous theories of job w satisfaction The target respondents are employees working in state-owned and non- n lo state-owned companies in Ho Chi Minh City The conceptual model of this research ad mostly follows Occupational Stress Indicator (OSI) and focuses on the differences y th between state-owned and non-state-owned sectors This chapter will summary the ju yi results of this research, discuss the meaning and implication of the results, and raise pl the limitations of this research ua al n Conclusions on the research problem and hypotheses va n The research problem of this thesis is finding factor has the most contribution in ll fu employees’ job satisfaction And the result shows that career prospect is the most oi m factor affecting on job satisfaction in both state-owned and non-state-owned at drawing the conclusion above nh companies Besides, the whole relevant hypotheses have already been tested and z z ht vb Implications for human resource manager jm This research explores an interesting thing, which is stated that the most effect on k job satisfaction is career prospect Actually, this research interviews young gm employees mostly, which are less than 34 years old (207 employees are less than 34 om l.c years old) Therefore, career prospects are very important to their careers This point will help human resource manager focus on giving more career opportunities for a Lu their employees rather than salary or other working conditions The more chances n n y te re overtake va human resource manager creates for their employees, the more challenges they must 44 Research contributions t to This research represents the young employees’ opinion about their job satisfaction ng It claims that career prospect is the most concerned of employees I hope human hi ep resource manage should notice on developing careers for their employees, and this result can make a contribution into solving high turnover rate in Vietnamese w companies n lo ad Limitations y th - This research is only conducted in Ho Chi Minh City and using non-probably ju yi data collection methods for convenience Therefore, I cannot cover all cases, pl and the result may be not exact al The samples of this research are mostly young employees, who are less than n ua - This research is done by English, a secondary language So, it causes some n - va 34 years old So, we cannot understand the opinion of senior employees fu ll troubles for the writer to convey all of the meaning of measurement m oi instrument scales into Vietnamese at nh z z ht vb k jm om l.c gm n a Lu n va y te re 45 REFERENCES t to Brayfield, A H., &Rothe, H F (1951) An index of job satisfaction Journal of ng hi Applied Psychology, 35, 307-311 ep Cooper, C.L., & Marshall, J (1976) Occupational sources of stress: A review if the w n literature relating to coronary heart disease and mental ill health Journal of lo Occupational Psychology, 49, 11-28 ad y th Cooper, C L., Sloan S J., & William, S (1988) Occupational stress indicator: ju yi Management guide Windsor: NFER-Nelson pl ua al C L Hulin (1966) The effects of community characteristics in measures of job n satisfaction Journal of applied psychology, 50, 185 – 192 va n Herzberg, F (1966) Work and the Nature of Man Cleveland: World Publishing fu ll Co Theory [online] Available at: at nh Motivation-Hygiene oi m Herzberg's http://www.netmba.com/mgmt/ob/motivation/herzberg/ z z ht vb Laodong.com.vn Retrieved March 17, 2011 from http://laodong.com.vn/Su-kien- organizational behavior [online] at: om l.c http://www.nwlink.com/~donclark/leader/leadob.html Available gm and k Leadership jm binh-luan/Nhay-viec/38845.bld Maslow, A (1954) Motivation and Personality New York: Harper and Row a Lu n McGregor, D (1957) Proceedings of the Fifth Anniversary Convocation of the y te re Massachusetts Institute of Technology (April 9, 1957) n va School of Industrial Management, The Human Side of Enterprise Nguyen TD (2011) Research method in business Labor – society publisher 46 Pouliakas, Konstantinos (2008): Pay enough, don’t pay too much or don’t pay at t to all? The impact of bonus intensity on job satisfaction Retrieved from URL ng http://mpra.ub.uni-muenchen.de/20155/ hi ep Towers Watson (May, 2011): HR Market Trends Survey Available from w http://www.towerswatson.com/vietnam/ n lo 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 47 BIBLIOGRAPHY t to Lam D Nguyen, (2011, Oct) Organizational Characteristics and Employee Overall ng hi Satisfaction: A Comparison of State-Owned and Non State-Owned Enterprises ep in Vietnam The south east Asian journal of management, 5(2), 135 – 158 job w Measuring n satisfaction [online] Available at: lo http://www.makemynotez.com/organizational-behavior/measuring-job- ad ju y th satisfaction/ yi N van Saane, J K Sluiter, J H A M Verbeek and M H W Frings-Dresen pl (2003) Reliability and validity of instruments measuring job satisfaction—a al review Occupational Medicine, 53(3), 191–200 DOI: n ua systematic n va 10.1093/occmed/kqg038 ll fu Steiler, D (2004, July) Translation and validation of the occupational stress oi m indicator for use in France (Unpublished honours thesis) The university of at nh Newcastle – Upon – Tyne Business School z z ht vb k jm om l.c gm n a Lu n va y te re 48 APPENDIX t to Appendix 1: Vietnamese questionnaire ng hi ep BẢNG KHẢO SÁT w Kính chào anh/chị, n lo Tôi Lê Anh Tài - học viên cao học Viện Đào Tạo Quốc Tế (ISB) – ad y th Trường Đại Học Kinh Tế Tp.HCM ju Tôi thực đề tài nghiên cứu yếu tố ảnh hưởng đến thỏa mãn yi nhân viên công ty quốc doanh quốc doanh Rất mong anh/ chị dành pl ua al thời gian thực bảng khảo sát bên Phần trả lời anh/ chị n giữ bí mật, có thơng tin tổng hợp báo cáo công bố Nếu anh/ chị quan n va tâm đến đề tài, báo cáo sau hoàn thành gởi đến anh/ chị để tham ll fu khảo Mọi ý kiến đóng góp xin vui lòng gửi địa chỉ: anhtai_le87@yahoo.com oi m Chân thành cám ơn hỗ trợ anh/ chị! at nh z PHẦN I:CÁC YẾU TỐ TÁC ĐỘNG ĐẾN SỰ THỎA MÃN CỦA NHÂN VIÊN z vb ht Anh/ chị vui long đánh giá mức độ đồng ý với phát biểu theo k jm qui ước từ thấp đến cao sau: om l.c gm n a Lu n va y te re 49 t to Không đồng ý Hơi không đồng ý Khơng có ý kiến Hơi đồng ý (1) (2) (3) (4) (5) ng Hồn tồn khơng đồng ý hi ep lo n ua n va ll fu oi m at nh II.4 al II.3 pl II.2 yi II II.1 ju I.3 Lương khoản tiền thưởng Mức lương phụ thuộc vào thâm niên kinh nghiệm Mức lương tuỳ thuộc vào lực hay tính chất cơng việc tơi làm Tơi hài lịng với khoản tiền thưởng (ngoại trừ lương) Tính chất cơng việc Tơi thật thích cơng việc làm Tơi thích cách quản lý nhân viên công ty Công việc tơi làm địi hỏi có chun mơn Trong cơng ty tôi, mâu thuẫn công việc giải Khi đưa định quan trọng cơng việc, cần có đồng ý nhiều người y th I.2 ad I.1 (7) Mức độ đồng ý n I Hoàn toàn đồng ý (6) Nội dung w TT Đồng ý z II.5 z vb om n a Lu n va y te re III.6 l.c III.5 III.3 III.4 gm III.2 Khối lượng công việc nhiều so với đồng nghiệp phận Tôi thể hết khả vào cơng việc Điều kiện làm việc Công việc bảo đảm sức khoẻ tơi Tơi xếp thời gian làm việc linh hoạt, thoải mái Khơng khí làm việc công ty thoải mái Tôi cảm thấy khơng gị bó cơng việc Cơ cấu tổ chức công ty đơn giản, hạn chế thủ tục phức tạp Cách trao đổi thông tin phận với rõ ràng, khơng có nhầm lẫn thông tin k II.8 III III.1 jm II.7 Nhiều biện pháp cải tiến công việc áp dụng công ty ht II.6 50 TT Mức độ đồng ý Nội dung t to ng IV hi ep V Triển vọng nghề nghiệp Những nỗ lực đóng góp cho công ty ghi nhận Tôi thăng tiến gắn bó với cơng việc Cơng việc mở cho nhiều hội cho thân (mở rộng mối quan hệ, bổ sung kỹ sống cho bạn, …) Tôi thật quan tâm tới hình ảnh cơng ty Tơi có hội học hỏi, phát triển thân làm công việc Công việc giúp đạt mục tiêu phấn đấu Quan hệ cơng việc V.1 Tơi ln trì quan hệ tốt đẹp với đồng nghiệp V.2 Tơi ln làm sếp hài lịng cơng việc V.3 Tơi tạo mối quan hệ tốt với đối tác VI VI.2 Sự thỏa mãn nhân viên Nhìn chung tơi cảm thấy thỏa mãn với công việc Hàng ngày hăng say làm việc VI.3 Ngày làm việc dường khơng kết thúc VI.4 Tơi tìm thấy thích thú thật công việc Tôi ưu tiên giải công việc bực bội công việc IV.1 IV.2 w n lo IV.3 ad yi pl n ua al IV.6 ju IV.5 y th IV.4 n va ll fu oi at nh z z ht vb k jm om l.c gm VI.5 m VI.1 a Lu PHẦN II: THÔNG TIN CHUNG Độc thân ( ) y Tình trạng nhân te re Nữ: ( ) n Nam: ( ) va Giới tính n Xin Anh/ Chị vui lịng đánh dấu vào trống thích hợp: Đã kết ( ) 51 Tình trạng học vấn t to ng hi ep Trung học ( ) Cao đẳng ( ) Đại học ( ) Trên đại học ( ) w n Thu nhập 15-25 triệu ( ) ( ) 25-40 triệu ( ) 10-15 triệu ( ) Trên 40 triệu ( ) ad ( ) y th lo < triệu 5-10 triệu ju yi al 26-34: ( ) 35-43: ( ) 44-52: ( ) 52: ( ) n ua ≤ 25: ( ) pl Tuổi n va Loại hình cơng ty làm việc: Liên doanh: ( )100% vốn nước ngoài: ( ) ll fu Nhà nước: ( )Tư nhân: ( ) oi m Rất cám ơn giúp đỡ chân tình Anh/ Chị at nh Trân trọng kính chào z z ht vb k jm om l.c gm n a Lu n va y te re 52 Appendix 2: English questionnaire t to ng QUESTIONNAIRE hi ep Dear Mr./ Ms., w I’m Le Anh Tai I’m studying master at University of Economic Ho Chi Minh City n lo At this time, I am conducting a research for my master thesis My topic is factors ad affecting job satisfaction: a comparison between state – owned and non-state – y th owned enterprises in Viet Nam Would you please answer these questions below? ju yi Your answer is confidential, and this research only publics the processed data pl during its collection If you concern for this topic, please don’t hesitate email to me al n ua at anhtai_le87@yahoo.com Many thanks for your cooperation n va PART 1: FACTORS AFFECTING JOB SATISFACTION ll fu To what extend to you agree these statements: (2) (3) A little bit agree at (1) Unknown nh A little bit disagree oi Disagree m Totally disagree Agree Totally agree z (5) (6) z (7) ht vb (4) jm om l.c n a Lu n va I.3 I.2 Salary Your level of salary relative to your experience Your level of salary bases on your abilities or the job nature Your degree of incentive Agreement gm I I.1 Statements k No y te re 53 t to No ng hi ep II II.1 II.2 w II.3 Statements Agreement n lo Work activities The actual job itself The style of supervision that your superiors use The kind of work or tasks that you are required to perform The way in which conflicts are resolved in your company The amount of participation which you are given in important decision making ju y th II.5 ad II.4 yi pl The way changes and innovations have implemented ua al II.6 The amount of work you are given to whether too much or too little The degree to which your job taps the range of skills which you feel you possess Working condition The level of job security in your present job The amount of flexibility and freedom you feel you have in your job The psychological “feel” or climate that dominates your organization The degree to which you feel extended in your job The design or shape of your organization’s structure Communication and the way information flow around your organization n n va II.7 ll oi m at nh III III.1 fu II.8 z III.2 z k jm om l.c gm III.6 ht III.4 III.5 vb III.3 n a Lu n va y te re 54 t to No ng IV hi ep IV.1 w IV.2 Statements Agreement n Career prospects The feeling you have about the way you and your efforts are valued The degree to which you feel “motivated” by your job lo The extent to which you may identify with the public image or goals of your organization The degree to which you feel that you can personally develop or grow in your job The scope your job provides to help you achieve your aspirations and ambitions ju y th IV.4 Current career opportunities ad IV.3 pl n ua al IV.6 yi IV.5 Relationship V.1 The relationships you have with your colleagues V.2 The relationship you have with your boss V.3 The relationship you have with your customers VI Job satisfaction VI.1 I feel fairly satisfied with my present job VI.2 Most days I am enthusiastic about my work VI.3 Each day of work seems like it will never end VI.4 I find real enjoyment in my work VI.5 I consider my job rather unpleasant n va V ll fu oi m at nh z z ht vb k jm l.c gm om PART II: INFORMATION Male: ( ) a Lu Gender Female: ( ) n Married ( ) y ( ) te re Single n va Status 55 Education t to ng hi ep High school ( ) College degree ( ) Bachelor degree ( ) Post graduated ( ) w n Salary lo ad < million VND y th 5-10 million VND ( ) 15-25 million VND ( ) ( ) 25-40 million VND ( ) ju Upper 40 million VND ( ) yi 10-15 million VND ( ) al 26-34: ( ) 35-43: ( ) 44-52: ( ) Upper 52: ( ) n ua ≤ 25: ( ) pl Age Private: ( ) Joint stock: ( ) Foreigner: ( ) ll fu State owned: ( ) n va Working company type: oi at nh Best regards m Many thanks for your supporting z z ht vb k jm om l.c gm n a Lu n va y te re 56 Appendix 3: Regression standardized residual and homoscedasticity t to ng hi ep w n lo 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 57 t to ng hi ep w n lo 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