(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 tn to International School of Business gh p ie n w ad lo ju y th LE ANH TAI p yi la n a lu Factors affecting job satisfaction: A comparison between state-owned and non state-owned enterprises in Viet Nam n va oi m ll fu tz a nh z ht vb jm k MASTER OF BUSINESS (HONOURS) gm m co l an Lu n va y te re Ho Chi Minh – Year 2012 UNIVERSITY OF ECONOMICS HO CHI MINH CITY tn to International School of Business gh p ie n w ad lo ju y th LE ANH TAI p yi n a lu la Factors affecting job satisfaction: A comparison between state-owned and non state-owned enterprises in Viet Nam n va oi m ll fu tz a nh ID: 60340102 z ht vb k jm gm MASTER OF BUSINESS (HONOURS) m co l SUPERVISOR: Dr NGUYEN HUU LAM an Lu n va y te re Ho Chi Minh City – Year 2012 i ABTRACT to tn The turn-over rate of Vietnamese companies has been so high recently, which gh causes many troubles for Vietnamese enterprises, such as recruitment and training p ie However, the most factor causes high turn-over rate of Vietnamese companies is job n w dissatisfaction Therefore, this research is conducted to find out the most factors ad lo affecting job satisfaction in order to make a contribution into reducing turn-over 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 p yi demonstrate career prospect has the most contribution in job satisfaction and a lu la employees who are working in non-state-owned companies are more satisfied than ones in state-owned companies n n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re ii ACKNOWLEDGEMENTS tn to I would like to express my obligation to my Supervisor, Dr Nguyen Huu Lam, for gh his supporting and inspiration Furthermore, I would like to show my thankful to p ie 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 n w like to thank to my friends in MBUS 2010 who had supported me a lot during my ad lo thesis implementation And an honorable mention goes to my family, my friends y th and my colleagues for understanding and helping me during my data collection as ju well as my thesis completion p yi Ho Chi Minh City, Vietnam n a lu la January 2nd, 2013 n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an iii TABLE OF CONTENTS tn to ABTRACT i gh ACKNOWLEDGEMENTS ii p ie CHAPTER INTRODUCTION .1 Background .1 n w Problem statement lo ad Research objective y th Research scope ju Practical implication p yi Research structure .3 la a lu CHAPTER LITERATURE REVIEW n Introduction .4 n va Job satisfaction fu m ll Maslow's hierarchy of needs oi Herzberg's Motivation-Hygiene Theory a nh McGregor's Theory X and Theory Y tz Incentive z Employee satisfaction measurement .8 vb ht Hypotheses 15 jm k Conceptual model 15 gm CHAPTER RESEARCH METHODOLOGY 17 l Introduction .17 co m Research design .17 Research methods 17 2.2 Research process 18 an Lu 2.1 n va Variable Coding 19 Introduction .23 Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn y CHAPTER RESEARCH RESULT 23 te re Data collection 22 C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an iv Statistics 23 tn to 2.1 Observation description 23 2.2 Variable description 24 gh p ie Scale analysis 25 n w Reliability analysis (Cronbach alpha) 25 3.2 Validity analysis (factor analysis) 29 3.3 Adjusted Conceptual model .33 ad lo 3.1 Regression analysis 35 p yi 4.2 Correlation analysis 34 ju 4.1 y th Analysis 34 la Discussions 39 a lu Hypothesis testing 39 5.2 Analysis result discussions .41 n 5.1 n va m ll fu CHAPTER CONCLUSION 43 Introduction .43 oi a nh Conclusions on the research problem and hypotheses 43 tz Implications for human resource manager 43 z Research contributions 44 vb ht Limitations 44 k jm REFERENCES 45 gm BIBLIOGRAPHY .47 l APPENDIX .48 m co Appendix 1: Vietnamese questionnaire 48 Lu Appendix 2: English questionnaire 52 an Appendix 3: Regression standardized residual and homoscedasticity 56 n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an v LIST OF TABLES tn to Table 1: factors affecting job attitudes gh Table Job satisfaction measurement (OSI) 11 p ie Table Job satisfaction instrument 14 Table Variable coding 21 n w Table 5: Demographic description 24 lo ad Table 6: Variable description 25 ju y th Table Cronbach Alpha 27 p yi Table Cronbach Alpha adjustion 29 la Table 9: factor analysis .31 a lu Table 10 Data reduction 32 n Table 11: Correlation analysis 34 n va Table 12 Multi linear regression analysis (1) 35 fu m ll Table 13 Multi linear regression analysis (2) 35 oi Table 14 Multi linear regression analysis (3) 36 a nh Table 15 Multi linear regression analysis between state-owned and non-state- tz 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 m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an vi LIST OF FIGURES to tn Figure Maslow hierarchy of needs gh Figure OSI model p ie Figure Conceptual model 16 n w Figure Process of analysis 18 ad lo Figure Adjusted conceptual model .33 ju y th p yi n a lu la n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an vii LIST OF ABBREVIATIONS tn to JS: Job satisfaction gh WCA: Working conditions and activities p ie WC: Working conditions n w ad lo WA: Work activities ju y th S: Salary p yi R: Relationship la CP: Career prospects n a lu n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an CHAPTER INTRODUCTION to tn Background gh p ie 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 n w days of the economic reform, economic structural reforms and open-door policies ad lo have become an integral part of overall economics (World Bank, 1999) As a 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 p yi over 7% during the 1990s and early 2000s, especially more than 8% in 2006, which la made it one of the highest growing economies in the World (World Bank, 2006) n a lu n va In the booming economic period and the globalization, many foreign enterprises fu join into the Vietnamese economy as a Joint Venture Company They applied many m ll modern management methods and incentive policies, which are spread to many oi state owned and private Vietnamese companies Opening up the market brought a nh both threats and opportunities Some businesses thrived in the new business tz 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 l financial performance, production performance, sales performance, etc Besides, co employees also take an important essential role in development Base on Maslow m (1954) the personal needs go along with their development So, employees need Lu an more and more from their works, their devotion for company development n va However, their requirements have not always met; they usually suffer from their job 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 Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn 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 C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 43 CHAPTER CONCLUSION to tn Introduction gh The aims of this research are exploring factors affecting on job satisfaction in p ie Vietnamese companies This research bases on the previous theories of job n w satisfaction The target respondents are employees working in state-owned and non- ad lo state-owned companies in Ho Chi Minh City The conceptual model of this research 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 p yi results of this research, discuss the meaning and implication of the results, and raise a lu la the limitations of this research n Conclusions on the research problem and hypotheses n va The research problem of this thesis is finding factor has the most contribution in m ll fu employees’ job satisfaction And the result shows that career prospect is the most factor affecting on job satisfaction in both state-owned and non-state-owned oi tz drawing the conclusion above a nh companies Besides, the whole relevant hypotheses have already been tested and 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 l co years old) Therefore, career prospects are very important to their careers This point m will help human resource manager focus on giving more career opportunities for Lu an their employees rather than salary or other working conditions The more chances n va human resource manager creates for their employees, the more challenges they must y te re overtake Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 44 Research contributions tn to This research represents the young employees’ opinion about their job satisfaction gh It claims that career prospect is the most concerned of employees I hope human p ie resource manage should notice on developing careers for their employees, and this result can make a contribution into solving high turnover rate in Vietnamese n w companies lo ad Limitations y th - This research is only conducted in Ho Chi Minh City and using non-probably ju p yi data collection methods for convenience Therefore, I cannot cover all cases, The samples of this research are mostly young employees, who are less than n a lu - la and the result may be not exact - n va 34 years old So, we cannot understand the opinion of senior employees This research is done by English, a secondary language So, it causes some fu m ll troubles for the writer to convey all of the meaning of measurement oi instrument scales into Vietnamese tz a nh z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 45 REFERENCES to tn Brayfield, A H., &Rothe, H F (1951) An index of job satisfaction Journal of gh Applied Psychology, 35, 307-311 p ie Cooper, C.L., & Marshall, J (1976) Occupational sources of stress: A review if the n w literature relating to coronary heart disease and mental ill health Journal of ad lo Occupational Psychology, 49, 11-28 y th Cooper, C L., Sloan S J., & William, S (1988) Occupational stress indicator: ju p yi Management guide Windsor: NFER-Nelson la a lu C L Hulin (1966) The effects of community characteristics in measures of job n satisfaction Journal of applied psychology, 50, 185 – 192 n va fu Herzberg, F (1966) Work and the Nature of Man Cleveland: World Publishing Motivation-Hygiene Theory [online] a nh Herzberg's oi m ll Co Available at: tz http://www.netmba.com/mgmt/ob/motivation/herzberg/ z ht vb Laodong.com.vn Retrieved March 17, 2011 from http://laodong.com.vn/Su-kien- organizational behavior [online] at: co l http://www.nwlink.com/~donclark/leader/leadob.html Available gm and k Leadership jm binh-luan/Nhay-viec/38845.bld m Maslow, A (1954) Motivation and Personality New York: Harper and Row an Lu McGregor, D (1957) Proceedings of the Fifth Anniversary Convocation of the n va School of Industrial Management, The Human Side of Enterprise y te re Massachusetts Institute of Technology (April 9, 1957) Nguyen TD (2011) Research method in business Labor – society publisher Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 46 Pouliakas, Konstantinos (2008): Pay enough, don’t pay too much or don’t pay at tn to all? The impact of bonus intensity on job satisfaction Retrieved from URL gh http://mpra.ub.uni-muenchen.de/20155/ p ie Towers Watson (May, 2011): HR Market Trends Survey Available from n w http://www.towerswatson.com/vietnam/ ad lo ju y th p yi n a lu la n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 47 BIBLIOGRAPHY to tn Lam D Nguyen, (2011, Oct) Organizational Characteristics and Employee Overall gh Satisfaction: A Comparison of State-Owned and Non State-Owned Enterprises p ie in Vietnam The south east Asian journal of management, 5(2), 135 – 158 job n w Measuring satisfaction [online] Available at: ad lo http://www.makemynotez.com/organizational-behavior/measuring-job- ju y th satisfaction/ p yi N van Saane, J K Sluiter, J H A M Verbeek and M H W Frings-Dresen review Occupational Medicine, 53(3), 191–200 DOI: n a lu systematic la (2003) Reliability and validity of instruments measuring job satisfaction—a n va 10.1093/occmed/kqg038 m ll fu Steiler, D (2004, July) Translation and validation of the occupational stress indicator for use in France (Unpublished honours thesis) The university of oi tz a nh Newcastle – Upon – Tyne Business School z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 48 APPENDIX to tn Appendix 1: Vietnamese questionnaire gh p ie BẢNG KHẢO SÁT n w Kính chào anh/chị, ad lo Tơi Lê Anh Tài - học viên cao học Viện Đào Tạo Quốc Tế (ISB) – y th Trường Đại Học Kinh Tế Tp.HCM ju Tôi thực đề tài nghiên cứu yếu tố ảnh hưởng đến thỏa mãn p yi nhân viên cơng ty quốc doanh ngồi quốc doanh Rất mong anh/ chị dành a lu la thời gian thực bảng khảo sát bên Phần trả lời anh/ chị n giữ bí mật, có thơng tin tổng hợp báo cáo cơng bố Nếu anh/ chị quan n va tâm đến đề tài, báo cáo sau hoàn thành gởi đến anh/ chị để tham m ll fu khảo Mọi ý kiến đóng góp xin vui lịng gửi địa chỉ: anhtai_le87@yahoo.com Chân thành cám ơn hỗ trợ anh/ chị! oi a nh tz 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: gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 49 tn to Không đồng ý Hơi không đồng ý Khơng có ý kiến Hơi đồng ý (1) (2) (3) (4) (5) gh Hồn tồn khơng đồng ý p ie n va oi m ll fu tz a nh II.5 n II.4 a lu II.3 la II.2 p yi II II.1 ju I.3 Lương khoản tiền thưởng Mức lương phụ thuộc vào thâm niên kinh nghiệm Mức lương tơi 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 cơng ty Cơng việc tơi làm địi hỏi có chun môn Trong công 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 lo I Hoàn toàn đồng ý (6) Nội dung n w TT Đồng ý z vb an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn m III.6 co III.5 l 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 Cơng việc bảo đảm sức khoẻ tơi Tơi xếp thời gian làm việc linh hoạt, thoải mái Khơng khí làm việc cơng ty tơi thoải mái Tơi 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 thơng tin k II.8 III III.1 jm II.7 Nhiều biện pháp cải tiến công việc áp dụng công ty ht II.6 C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 50 TT Mức độ đồng ý Nội dung tn to gh IV p ie V Triển vọng nghề nghiệp Những nỗ lực đóng góp tơi 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, …) Tơi 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 không 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 n w ad lo IV.3 n a lu n va oi m ll fu tz a nh z ht vb k jm gm m co l VI.5 la VI.1 p yi IV.6 ju IV.5 y th IV.4 an Lu PHẦN II: THÔNG TIN CHUNG Nam: ( ) Nữ: ( ) Độc thân ( ) y Tình trạng nhân te re Giới tính n va Xin Anh/ Chị vui lịng đánh dấu vào trống thích hợp: Đã kết Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn ( ) C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 51 Tình trạng học vấn tn to gh p ie Trung học ( ) Cao đẳng ( ) Đại học ( ) Trên đại học ( ) n w ( ) 15-25 triệu ( ) ( ) 25-40 triệu ( ) 10-15 triệu ( ) Trên 40 triệu ( ) ad < triệu y th lo Thu nhập 5-10 triệu ju la 26-34: ( ) 35-43: ( ) 44-52: ( ) 52: ( ) n a lu ≤ 25: ( ) p yi Tuổi n va Loại hình cơng ty làm việc: Liên doanh: ( )100% vốn nước ngoài: ( ) m ll fu Nhà nước: ( )Tư nhân: ( ) oi Rất cám ơn giúp đỡ chân tình Anh/ Chị tz a nh Trân trọng kính chào z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 52 Appendix 2: English questionnaire tn to gh QUESTIONNAIRE p ie Dear Mr./ Ms., n w I’m Le Anh Tai I’m studying master at University of Economic Ho Chi Minh City ad lo At this time, I am conducting a research for my master thesis My topic is factors 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 p yi Your answer is confidential, and this research only publics the processed data la during its collection If you concern for this topic, please don’t hesitate email to me n a lu at anhtai_le87@yahoo.com Many thanks for your cooperation n va PART 1: FACTORS AFFECTING JOB SATISFACTION (1) (2) (3) Unknown A little bit agree (4) (5) Agree Totally agree z (6) (7) ht vb A little bit disagree tz Disagree oi Totally disagree a nh m ll fu To what extend to you agree these statements: jm m co an Lu n va I.3 l 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 Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 53 tn to No gh p ie II II.1 II.2 n w II.3 Statements Agreement II.4 ju p yi The way changes and innovations have implemented a lu la II.6 y th II.5 ad 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 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 oi tz a nh III.2 m ll III III.1 fu II.8 n va II.7 z k jm gm m co l III.6 ht III.4 III.5 vb III.3 an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 54 tn to No gh IV p ie IV.1 n w IV.2 Statements Agreement 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 p yi IV.5 n a lu la IV.6 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 oi m ll fu tz a nh z ht vb k jm gm co l m PART II: INFORMATION Male: ( ) Lu Gender Female: ( ) an Married ( ) Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn y ( ) te re Single n va Status C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 55 Education tn to gh p ie High school ( ) College degree ( ) Bachelor degree ( ) Post graduated ( ) n w lo Salary ad < million VND y th 5-10 million VND ( ) 15-25 million VND ( ) ( ) 25-40 million VND ( ) ju la Age 26-34: ( ) 35-43: ( ) 44-52: ( ) Upper 52: ( ) n a lu ≤ 25: ( ) Upper 40 million VND ( ) p yi 10-15 million VND ( ) Private: ( ) Joint stock: ( ) tz a nh Best regards oi Many thanks for your supporting Foreigner: ( ) m ll fu State owned: ( ) n va Working company type: z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an 56 Appendix 3: Regression standardized residual and homoscedasticity tn to gh p ie n w ad lo ju y th p yi n a lu la n va oi m ll fu tz a nh z ht vb k jm gm m co l an Lu n va y te re Stt.010.Mssv.BKD002ac.email.ninhd 77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77t@edu.gmail.com.vn.bkc19134.hmu.edu.vn.Stt.010.Mssv.BKD002ac.email.ninhddtt@edu.gmail.com.vn.bkc19134.hmu.edu.vn C.33.44.55.54.78.65.5.43.22.2.4 22.Tai lieu Luan 66.55.77.99 van Luan an.77.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.37.99.44.45.67.22.55.77.C.33.44.55.54.78.655.43.22.2.4.55.22 Do an.Tai lieu Luan van Luan an Do an.Tai lieu Luan van Luan an Do an Stt.010.Mssv.BKD002ac.email.ninhd 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