(Luận văn) work autonomy and job involvement

MINISTRY OF EDUCATION AND TRAINING t to UNIVERSITY OF ECONOMICS HOCHIMINH CITY ng hi ep w n lo ad ju y th yi pl n ua al WORK AUTONOMY AND JOB INVOLVEMENT n va The Mediation of Participation in Decision Making and Job Satisfaction: ll fu The case of Information Technology industry oi m at nh z z k jm ht vb om l.c gm MASTER THESIS an Lu n va ey t re HO CHI MINH CITY – 2012 MINISTRY OF EDUCATION AND TRAINING t to ng UNIVERSITY OF ECONOMICS HOCHIMINH CITY hi ep w n lo ad ju y th yi pl al n ua WORK AUTONOMY AND JOB INVOLVEMENT va n The Mediation of Participation in Decision Making and Job Satisfaction: ll fu oi m The Case of Information Technology Industry at nh z Major: Business Management z k jm ht vb ID: 60.34.05 om l.c gm MASTER THESIS an Lu INSTRUCTOR: DR PHẠM QUỐC HÙNG n va ey t re HO CHI MINH CITY – 2012 i Acknowledgements t to ng I would like to express my most sincere appreciation to Dr Pham Quoc Hung – hi ep Faculty of Public Finance, Hochiminh City University of Economics, for his valuable advices and kind supervising on my thesis work w n I am also thankful for professors and lecturers from Hochiminh City University of lo ad Economics, class eMBA K18, who have given me precious background knowledge y th and great support during the course ju yi I am really appreciated the sharing, enthusiastic support and encouragement from pl ua al my classmates at eMBA K18 n I am grateful to my colleagues and my friends who helped me a lot to collect data n va for the dissertation fu ll Last but not least, I would like to give this study to my family and especially my m oi sisters and boyfriend who have always been encouraging me, supporting me no at nh matter what I to advance in life z z k jm ht vb om l.c gm an Lu n va ey t re ii Abstract t to ng Research in organizational behavior has shown that autonomy and empowerment hi ep are often key factors in employee satisfaction Job autonomy creates a sense of responsibility among the employees of the organization This dissertation will w n examine the relationship between Work Autonomy, Job satisfaction, Participation lo ad in Decision Making, and Job Involvement in Information Technology professionals y th or more specially software engineers in Hochiminh City It also evaluates effecting ju effect of Participation in Decision Making and Job Satisfaction on relationship yi pl between Work Autonomy and Job Involvement Three hundred and three effective al ua surveys were received from software engineering personnel After data screening, n only two hundred and seventy two surveys were kept Besides, the dissertation va n identifies level of mediation of Job Satisfaction and Participation in Decision fu ll Making in relationship between Work Autonomy and Job Involvement The data m oi were analyzed by reliability analysis and Confirmatory Factor Analysis, using the at nh structural equation model to measure the relationship among the constructs The z empirical results found that Work Autonomy has positive association with Job z vb Satisfaction, Participation in Decision Making, and Job Involvement Job k between Work Autonomy and Job Involvement jm ht Satisfaction and Participation in Decision Making partially mediate relationship l.c gm Key words: work autonomy, job satisfaction, job involvement, participation in om decision making, information technology, software engineer an Lu n va ey t re iii Table of Contents t to ng CHAPTER INTRODUCTION hi ep 1.1 RESEARCH BACKGROUND 1.2 RESEARCH OBJECTIVES w n lo 1.3 ad 1.4 RESEARCH QUESTIONS OUTLINE STRUCTURE y th ju CHAPTER LITERATURE REVIEW yi CONCEPTS pl 2.1 al WORK AUTONOMY 2.1.2 JOB INVOLEMENT 2.1.3 JOB SATISFACTION 2.1.4 PARTICIPATIONG IN DECISION MAKING n ua 2.1.1 n va ll fu oi m RELEVANT RESEARCHES nh 2.2 JOB CHARACTERISTIC MODEL 2.2.2 WORK AUTONOMY AND ITS OUTCOMES 11 2.2.3 CORRELATES OF WORK AUTONOMY OUTCOMES 14 at 2.2.1 z z jm ht vb RESEARCH MODEL 18 2.4 CHAPTER CONCLUSION 19 k 2.3 l.c gm CHAPTER RESEARCH METHODOLODY 20 om RESEARCH DESIGN 20 an Lu 3.1 3.1.3 Exploratory Studies 21 3.1.4 Descriptive Studies 22 3.1.5 Explanatory Studies 22 ey Research Strategy 21 t re 3.1.2 n Research Approach 20 va 3.1.1 iv 3.2 QUESTIONNAIRE DEVELOPMENT 22 t to ng hi 3.2.1 Structure of the questionnaire: 23 3.2.2 Translation of the questionnaire 25 ep 3.3 SAMPLING TECHNIQUE 26 w 3.3.1 Target population 26 n Sample size 26 lo 3.3.2 ad DATA ANALYSIS METHOD 27 ju 3.4 Sample selection 27 y th 3.3.3 yi Data screening 28 3.4.2 Reliability checking 29 3.4.3 Confirmatory factor analysis (CFA) 29 3.4.4 Multiple regressions 29 pl 3.4.1 n ua al n va ll fu ETHICAL CONCERNS 31 3.6 CHAPTER CONCLUSION 31 oi m 3.5 at nh CHAPTER DATA ANALYSIS AND FINDINGS 33 z z DATA SCREENING 33 4.2 ANALYSIS OF BACKGROUND INFORMATION 34 jm ht vb 4.1 Gender 34 4.2.2 Age 35 4.2.3 Number of years of experience 35 4.2.4 Role in the project 36 om l.c gm an Lu 4.3 k 4.2.1 DEPENDENT AND MODERATOR VARIABLES 36 4.3.3 Level of Participation in Decision Making 38 4.4 INDEPENDENT VARIABLES 38 ey Level of Job Involvement 37 t re 4.3.2 n Level of Job Satisfaction 37 va 4.3.1 v 4.5 SCALE RELIABILITY ASSESSMENT 40 t to ng hi ep w 4.5.1 Work autonomy 40 4.5.2 Job Satisfaction 40 4.5.3 Job Involvement 41 4.5.4 Participation in Decision Making 41 n lo 4.6 CORRELATION ANALYSIS 45 y th MULTI REGRESSION 46 ju 4.8 ad 4.7 CONFIRMATORY FACTOR ANALYSIS 42 yi Impact of Work Autonomy on Job Involvement 46 4.8.2 Impact of Work Autonomy on Job Satisfaction 47 4.8.3 Impact of Work Autonomy on Participation in Decision Making 48 4.8.4 Impact of Participation in Decision Making on Job Involvement 48 4.8.5 Impact of Job Satisfaction on Job Involvement 49 4.8.6 Work Autonomy and Job Involvement under mediation of Participation in pl 4.8.1 n ua al n va ll fu oi m nh at Decision Making and Job Satisfaction 50 z z CHAPTER CONCLUSIONS, DISCUSSIONS, AND RECOMMENDATIONS 52 vb CONCLUSIONS 52 5.2 RECOMMENDATIONS 53 5.3 LIMITATIONS 53 k jm ht 5.1 l.c gm om REFERENCES 55 an Lu ABBREVIATIONS 59 APPENDIX A: QUESTIONNAIRE 60 n ey t re APPENDIX C: STATISTICS 66 va APPENDIX B: QUESTIONNAIRE IN VIETNAMESE 63 vi TABLES t to ng Table Statistics for all variables 34 hi ep Table Distribution of sample – Gender 34 Table Distribution of sample – Age 35 w Table Distribution of sample - Number of years of experience 36 n lo Table Distribution of sample - role in the project 36 ad Table Descriptive Statistics for Job Satisfaction 37 y th Table Descriptive Statistics for Job Involvement 37 ju yi Table Descriptive Statistics for Participation in Decision Making 38 pl Table Descriptive Statistics for Criteria Autonomy 39 al ua Table 10 Cronbach's Alpha for Work Autonomy 40 n Table 11Cronbach‟s Alpha for Job Satisfaction 40 va n Table 12 Cronbach‟s Alpha for Job Satisfaction after eliminating JS_4 40 fu ll Table 13 Cronbach‟s Alpha for Job Involvement 41 m oi Table 14 Cronbach's Alpha of Job Involvement after eliminating JI_5, JI_6 41 at nh Table 15 Cronbach's Alpha for Participation in Decision Making 41 Table 16 Cronbach's Alpha for Participation in Decision Making after eliminating PDM_1 z z 42 vb ht Table 17 Removed errors from CFA diagram 43 k jm Table 18 Correlations analysis 46 gm Table 19 Model Summary for WA and JI 46 l.c Table 20 Coefficient between WA and JI 46 Table 21 Model Summary for WA and JS 47 om Table 22 Coefficients between WA and JS 47 an Lu Table 23 Model Summary for WA and PDM 48 Table 28 Coefficient between JS and JI 50 ey Table 27 Model Summary for JS and JI 49 t re Table 34 Coefficients between PDM and JI 49 n Table 25 Model summary for PDM and JI 49 va Table 24 Coefficients between WA and PDM 48 vii Table 29 Model Summary with PDM, JS as mediators 50 t to Table 30 Coefficients between WA and JI, mediated by PDM and JS 51 ng Table 31 Item Statistics for Work Autonomy 67 hi ep Table 32 Item Total Statistics for Job Satisfaction 67 Table 33 Item Total Statistics for Job Involvement 68 w Table 34 Item-Total Statistics for Participation in Decision Making 68 n lo Table 35 ANOVA for WA and JI 68 ad Table 36 ANOVA for WA and JS 69 y th Table 37 ANOVA for WA and PDM 69 ju yi Table 38 ANOVA for PDM and JI 69 pl Table 39 ANOVA for JS and JI 69 al n ua Table 40 ANOVA with PDM, JS as mediators 70 n va ll fu oi m at nh z z k jm ht vb om l.c gm an Lu n va ey t re t to CHAPTER ng INTRODUCTION hi ep w n RESEARCH BACKGROUND lo 1.1 ad y th To be successful in today‟s global business environment, companies need the ju knowledge, ideas, energy and creativity of every employee, from front line workers yi pl to the top level managers in the executive suite Research in organizational behavior al ua has shown that autonomy and empowerment are often key factors in employee n satisfaction Job autonomy creates a sense of responsibility among the employees of va n the organization O‟Toole and Lawler (as cited in Gretchen, 2007)1 mention that the fu ll best organizations accomplish this by empowering their employees to take initiative m oi without prodding, to serve the collective interests of the company without being at nh micro-managed, and to act like owners of the business z Autonomy is one of several core job design characteristics (the others are skill z vb variety, task identity, task significance and feedback from the job) that theorists and jm ht researchers have used in order to predict and test the relationships between job k design and desired work outcomes (Hackman & Oldham, 1976, p 256, 1980, p l.c gm 83)2 As has been stated by Cummings and Blumberg (as cited in Parker and Wall, om 2001)3, work autonomy (WA) works best in a work environment where technical an Lu uncertainty and environmental uncertainty exist, or together referred to as ey t re Organizational Psychology (pp 90-109) London, United Kingdom: Sage Publications n Anderson, D S Ones, H K Sinangil, & C Viswesvaran (Eds.), Handbook of Industrial, Work, and va Gretchen Spreitzer (2007) Taking Stock: A review of more than twenty years of research on empowerment at work The SAGE Handbook of Organizational Behavior: Volume One: Micro Approaches, p.54 J Richard Hackman And Grec R Oldham (1976) Motivation through the Design of Work: Test of a Theory Organizational Behavior And Human Performance 16, 250-279 Parker, S K., & Wall, T D (2001) Work design: Learning from the past and mapping a new terrain In N