Introduction
Background of the study
In the trend of integration and globalization creating many job opportunities in Vietnam to help promote economic development, along with that positive side In Vietnam, there is also fierce competition between local companies capitalized at home and abroad Therefore, in order to orient and lead the creation of business results for the company to grow and prosper, it is indispensable for human strength, the solidarity between employees and departments in the company Therefore, human resources are considered a decisive factor in the success or failure of an enterprise, an enterprise can have modern infrastructure and technology but without an effective working workforce As a result, it is difficult for enterprises to survive and compete with other businesses In order to effectively manage human resources, the first thing a manager must consider is people as the central element of development, creating conditions to bring into full play the hidden potential in each human being when managers understand what motivates employees to work Human resources in a company always exist in two types of labor, including mental labor and manual labor Mental workers are called office workers, manual workers are called workers A well-developed company requires that both departments are closely linked and understand each other Overview of the human resource market in Vietnam currently has about 98 million people, of which 54.56 million people (accounting for nearly 58% of the population) are of working age The proportion of the population participating in the labor force is highest in the 25- 29 age group It can be said that Vietnam is a country with a golden population ratio, most of which are of good working age However, in terms of the quality of resources, Vietnam is at a low level in the international capacity ladder, lacking skilled workers and high- level technical workers Thereby, recruitment and training a highly specialized office worker takes a lot of time and money of an enterprise and understand the importance of knowledge workers - being the orientation, creating cohesion between departments in the company affects the survival of the
2 company, so I chose to research the topic: "Factors affect the work motivation of office workers in enterprises in Ho Chi Minh City" to find out factors affecting employee's work motivation, thereby offering solutions to retain employees and promote the company's work productivity.
Research aim and research objectives
Investigating the factors influencing the working motivation of office workers in Ho Chi Minh City, providing solutions to attract more talents, retain good people, and improve employee work performance so that managers can build a suitable business direction and increase company profits.
Identify the factors influencing office workers' work motivation.
Assess the impact of various factors on office workers' motivation to work.
Research questions
What factors influence office workers' motivation at work
Influence level of factors on work motivation of office workers in Ho Chi Minh CityWhat are the managerial implications that can assist managers in influencing the work motivation of office workers
Scope of research
This topic focuses on the factors influencing the work motivation of office workers in Ho Chi Minh City.
Geographic scope: Ho Chi Minh City area
Time scope: The author surveys are expected to last about a month, from April 2022 to May 2022.
Research Methodologies
Quantitative research: performed by running SPSS 26 The scale after being evaluated by Cronbach's Alpha reliability coefficient test, EFA factor analysis, linear regression analysis to measure the level of influence of each factor on the work
3 motivation of office workers in enterprises in Ho Chi Minh City.
The contribution of the research
The topic adds more knowledge, information about work motivation and the factors that influence employee motivation in Vietnam Furthermore, the study can be used as a reference and can suggest new research problems to other authors The topic's contribution is to assist managers at companies in identifying the factors that affect the work motivation of office workers in the company, thereby assisting managers in developing solutions to more effectively motivate solution employees.
Proposed structure of thethesis
The thesis is divided into five sections, which are as follows:
Chapter 1: Overview of the topic In this chapter, the reasons for choosing the topic, objectives, scope, objects and research methods will be presented.
Chapter 2: Theoretical basis and research model The content will present the previous research theories, factors affecting the working motivation of office workers in enterprises in Ho Chi Minh city, thereby proposing a research model.
Chapter 3: Research Methodology The content presents the research process, design of the scale, methods to test the scale, test the model.
Chapter 4: Analysis of the research results The content of this chapter describes the research sample and research results on the factors affecting the work motivation of office workers at enterprises in Ho Chi Minh City.
Chapter 5: Conclusion and proposed solutions Based on the presented research results, this chapter will offer solutions and recommendations so that managers can use employees more effectively and retain highly qualified employees.
In this chapter, the author presented the urgency of the topic and stated the reasons that the author wants to choose the implementation of the topic, research objectives,research questions, research subject and scope, research method, the contribution of the topic and the structure of the thesis.
Literature Review
Theoretical foundations
Work motivation is the internal factors that motivate people to try to work in conditions that allow to create high productivity, quality and efficiency As an expression of motivation, the willingness to work hard and with passion to achieve organizational and employee goals is called motivation Currently, there are many different definitions of work motivation that have been published by researchers.
According to Vroom (1964) motivation is the state formed when employees expect that they will receive the desired results and rewards if they put in the effort to do the work.
Mullins (2007) Motivation can be defined as an internal motivation that can stimulate an individual to achieve a goal to fulfill some need or expectation.
According to Mujah, Ruziana, Sigh and D' Cruz (2011), motivation is an individual's ability to work, the desire to work voluntarily on things that bring them satisfaction, excitement, attraction and order.
There are two types of motivation at work, internal (intrinsic) and extrinsic. Intrinsic motivation is an activity that satisfies an inherent desire, individuals want to work to understand their abilities and self-determination in work, want to have challenges at work (Deci 1975; Warr, Cook, & Wall in 1979; Amabile in 1993). Meanwhile, extrinsic motivation is motivated by all the factors and sources from outside to stimulate individual's work performance External factors can be part rewards, rewards, job feedback, deadlines, job requirements, supervision, compensation and promotion (Kluger & DeNisi 1996; Whang & Hancock, 1994).
There are many different definitions and studies have also shown the factors affecting the work motivation of employees In it, the common definition is "work motivation is an individual's desire and willingness to exert their best efforts to direct oneself towards individual and organizational goals" The thesis is based on these factors, along with adjustments and supplements to suit the specific objects, objectives and scope of the research.
2.1.2 Maslow's hierarchy of needs theory
According to Abraham Maslow, human behavior is rooted in their needs. Human needs are diverse and rich, and it goes up in a hierarchy from low to high, represented by the lowest pyramid representing the most basic needs that must be met first to the most basic needs higher, including:
The first is physiological needs: This is the lowest level in Maslow's hierarchy of needs, which are basic needs for human existence such as food, water, shelter, clothing,
The second is safety needs: The needs for stability, safety, protection from dangers, safety of property, life, health, family,
The third is social needs: are the needs to communicate in society, to show and receive attention from people.
The fourth is the need for respect: This is the need to be evaluated by others, respect the results achieved in work and life, in other words, this is the need to show the self-esteem of that individual And finally, the need for self-improvement - is the highest level in Maslow's pyramid: These are the needs to be developed, to fulfill one's shortcomings, to satisfy passions, to achieve the highest achievements in work and life.
This theory is considered as the "guideline" of managers for the management and motivation of employees When managers understand the needs of employees to a certain extent, then they offer appropriate morale-encouraging actions to create effective use of people For example, a worker manager with a low income, the manager will encourage morale with a bonus, a meal, But for a company director,the of Directors/ manager will reward by giving that director a feeling of being respected and influential for the company (when they have the highest need for improvement and self-expression) In short, in order to motivate employees,managers must understand and know where that employee is in five levels of needs and meet those needs for employees in the allowable conditions of the organization.
B.F Skinner's positive reinforcement theory deals with changing human behavior through reinforcement effects such as rewards and punishments This theory suggests that behaviors that are rewarded will tend to be repeated, and behaviors that are not rewarded (or punished) will tend not to be repeated At the same time, the shorter the interval between the time of the behavior and the time of the reward/punishment, the more effective it is to change the behavior.
He believes that employees should not be punished too much, instead, when looking at the negative, the shortcomings of certain employees, we have to reconcile their good and bad points, the manager should help and improve them Criticism should go hand in hand with praise, minimizing criticism of employees directly in front of the group.
Summary, to motivate employees, managers need to pay attention to good achievements and reward them The emphasis on rewards is more effective than the emphasis on punishments.
According to Victor Vroom (1964), people's behavior and work motivation are not necessarily determined by reality, but also by people's perception of their expectations in the future In fact, employees will actively do better when they know that after they do a good job, they will be rewarded To motivate and motivate employees, managers can use rewards to reward those who perform well on assigned tasks.
Expectations theory requires the leader to understand the expectations of people in the system and align these expectations with the goals of the organization.
To do so, managers should: create outcomes that employees want; create the need for performance to achieve the organization's goals; ensure that the desired level of performance is achievable; ensure the reward is sufficiently attractive; make sure it's fair to everyone.
2.1.5 Theory of Justice (J Stacy Adam 1963).
People in a group want to be treated fairly, they tend to compare their own contributions and rewards with those of others By comparison, an assessment can fall into one of three possible scenarios:
> If people think that they are treated poorly, the reward is not worth the effort that they have put in, then they will be dissatisfied and from there they will not work to the best of their ability and they may even quit job
>If people believe that they are treated right, and that rewards and rewards are commensurate with their efforts, they will maintain high performance.
> If people perceive that rewards and rewards are higher than what they expect, they will work harder and harder.
But in this case, they tend to reduce the value of the reward One difficulty is that people often appreciate their own contributions and appreciate the rewards others receive When faced with unfairness People tend to accept, tolerate, or resist. But if they face long-term unfairness, they will quit Because of this feature, the leader must always pay attention to people's perception in the system of unfairness, limiting the occurrence of unfair situations In addition to the above needs, people may also want to be respected, want to have status, want to complete tasks well, want to relax, etc.
Previous research
Taguchi (2015), Motivational factors for working in Japan The study was conducted with many survey subjects in Japan, the research results have discovered 9 factors affecting the work motivation of Japanese workers: Employee evaluation; the company's goals; promotion opportunities; income; relationships within the organization; Characteristics of work; workplace conditions; organizational structure; work-life balance This study has discovered two new factors affecting the work motivation of employees: company goals and work-life balance
Research by Kovach (1987), Work motivation: What workers and supervisors need Through surveying more than a thousand workers and supervisors, the study aims to model the factors that affect the work motivation of workers in different industries in the United States Research results show that 10 factors create motivation for workers, including: Interesting work; recognition of achievements; sense of personal role; job security; high salary; training and developing; good working conditions; attachment of leaders; skillful discipline, criticism and help from leaders to solve personal problems The study has limitations such as not mentioning co-worker relationships, benefits - factors that later studies have proven to affect workers' work motivation
Bhumika Gupta, Jeayaram Subramanian (2014) researched the topic: "Factors Affecting Motivation among Employees in Consultancy Companies" using in-depth interview methods combined with questionnaires used to collect data from 135 employees of the company to analyze their perceptions of motivation in the workplace The authors used the method of factor analysis and linear regression to analyze the data After analyzing the data, the author found that the main causes were identified: training, workload and salary
Nguyen Khac Hoan (2010): “Factors Affecting Employee Motivation at Asia Commercial Joint Stock Bank, Hue Branch” The subject of this research is the employees at a joint-stock commercial bank This study uses a Likert scale used to assess the employee's opinion level with 5 levels from completely dissatisfied to completely satisfied with the questions After collecting data from the survey, the research paper was analyzed for factors using SPSS software The results show that the factors affecting the working motivation of employees at Asia Commercial Joint Stock Bank include: (1)working environment, (2)salary and benefits, (3) arrangement of jobs, (4)enjoyment of the job, and (5)growth prospects.
Phan Thi Hoai Thu (2018): "Study on factors affecting the work motivation of employees at Phat Dat Co., Ltd" The object of this research is Phat Dat One MemberLLC This study uses Likert scale combined with descriptive statistics and exploratory factor analysis through SPSS software The results show that there are 5 factors affecting the work motivation of employees at Phat Dat limited liability company, including: (1) environment and working conditions; (2) characteristics of work; (3) salaries, bonuses, allowances and benefits; (4) co-worker; (5) training and promotion.
Luu Thi Bich Ngoc and the authors (2013) with the topic: "Factors affecting the Working Motivation of Employees in the Hotel" The research has concluded that there are … factors affecting the work motivation of employees in the hotel are: (1) working conditions, (2) financial incentives, (3) company policies, (4) ) relationships between co-workers with leaders.
Table 2 1 Summary Of Related Research
Taguchi (2015) Factors forming motivation to work in Japan
Staff assessment; the company's goals; promotion opportunities; income;relationships within the organization; Characteristics of work; workplace conditions;organizational structure; work- life balance.
What workers and supervisors need
Interesting job; recognition of achievements; sense of personal role; Job security; high salary; training and developing; good working condition; attachment of leaders; Skillful discipline, criticism and help from leaders to solve personal problems.
Factors Affecting Motivation among Employees in Consultancy Companies
Employee Motivation at Asia Commercial Joint Stock Bank, Hue Branch
Working environment, salary and benefits, work arrangement, interest in work; development prospects
Motivation At Phat Dat Co., Ltd
Working environment and conditions; characteristics of work; salary, bonus, allowance, welfare; co-workers; training and promotion.
Lưu Thị Bích Ngọc Factors Affecting working conditions, financial and other authors
Motivation in the Hotel compensation, company policy, relationship between co-worker with leaders.
Table 2 2 Expected Factors Included In The Proposed Model
Characteristics of work (work) Taguchi (2015); Kovach (1987);
Phan Thi Hoai Thu (2018); Luu Thi Bich Ngoc and authors (2013) Salary (pay) Taguchi (2015); Kovach (1987);
Bhumika Gupta, Jayaram Subramanian (2014); Nguyen Khac Hoan (2010); Phan Thi Hoai Thu
Benefits (ben) Nguyen Khac Hoan (2010); Phan
Taguchi (2015); Kovach (1987); Nguyen Khac Hoan (2010); Phan Thi Hoai Thu (2018); Luu Thi Bich Ngoc and authors (2013) Training and promotion (prom) Taguchi (2015); Bhumika Gupta,
Jeayaram Subramanian (2014);Nguyen Khac Hoan (2010); PhanThi Hoai Thu (2018); Luu Thi BichNgoc and authors (2013)
Support from leader (sup) Taguchi (2015); Kovach (1987);
Nguyen Khac Hoan (2010); Luu Thi Bich Ngoc and authors (2013) Relationships with co-worker
Taguchi(2015); Nguyen Khac Hoan(2010); Phan Thi Hoai Thu (2018)
Hypothetical proposal and Proposed Research Model
Work is all work performed by workers Each job will have different properties that will suit different workers' personalities Characteristics of work include: stable or flexible, stable or flexible, stereotypical or creative, normative or free If employees choose Characteristics of work that match their personality, they will better promote their own working capacity Kovach (1987) believes that an interesting job is one that presents diversity, creativity, challenges and opportunities to use and promote personal skills and abilities Bellingham (2004) said that in order to create job satisfaction, the job must be consistent with the ability.
Hypothesis H1: Characteristics of work affect the work motivation of office workers in Ho Chi Minh City
Salary: is the amount of money that the employer pays the employee under an agreement to perform the work, including salary according to the job or title, salary allowance and other supplements.
Many researchers have examined the effect of salary on employee motivation. Luhans (2006) argues that in addition to helping people achieve and obtain their basic needs, salaries also meet people's higher-level needs Laylor and West
(1992) found that employee motivation is affected by the level of pay In a study by Lindner (1998) at Ohio University - USA, salary was ranked as the second most important factor in a model of 10 motivating factors for employees Therefore, the hypothesis proposes that:
Hypothesis H2: Salary has an influence on the work motivation of office workers to the motivation of office workers in Ho Chi Minh City.
Benefits: Benefits are any material and spiritual benefit created for the purpose of improving the quality of life and working efficiency of employees According to Artz
(2008), welfare plays an important role in determining the level of job satisfaction workers ensure their living standards to a minimum, work with peace of mind, and improve their working capacity.
In most enterprises and organizations currently employing workers in Vietnam, two types of benefits are applied as follows:
• Compulsory benefits are the minimum benefits that enterprises are required to comply with according to the provisions of law, including: social insurance, health insurance, unemployment insurance; sickness benefits, labor accidents, occupational diseases, etc.
• Voluntary benefits: in addition to the amounts prescribed by law, enterprises also apply some forms of voluntary benefits to encourage employees to work better, work with peace of mind and stick with the organization more than These include the purchase of voluntary employee insurance, health protection programs, various types of support services, gift giving on special occasions, toxic benefits and other benefits. Marko Kukanja (2012) conducted a study on the factors affecting the work motivation of employees in the tourism service industry in the coastal Piran region of Slovenia to work motivation In the research model with 6 factors, welfare ranked second in the level of importance as assessed by the research subjects Therefore, the hypothesis proposes that:
Hypothesis H3: Benefits have an effect on the Work motivation of office workers on the motivation of office workers in Ho Chi Minh City
Training: is a learning activity to help employees improve their professional knowledge and working skills
Promotion: is the change of position from low to high level when employees have professional development.
A company that creates a culture of learning and transparency, with a clear, transparent career path will boost employee enthusiasm.
Wildes (2008) has highlighted the important factors affecting the motivation of employees in the hotel industry, including career advancement and training. Organizations that want to succeed must find ways to create a harmonious work atmosphere and stimulate employees to work hard by providing them with opportunities to learn and grow (Vander Zanden, 2003) Therefore, the hypothesis proposes that:
Hypothesis H4: Training and promotion affect the work motivation of office workers to the motivation of office workers in Ho Chi Minh City.
Co-workers include all people who work together at the same organization or company For employees, working time at the company accounts for a large proportion and the daily contact and work should be the co-worker relationship is an important factor affecting the work motivation of employees.
Lindner (1998) found factors affecting employee motivation, including co- worker helping to identify personal problems In addition, distrustful behavior among co-worker will be destructive, negatively affecting the workplace (Baron & Neuman, 1996; Giacalone & Greenberg, 1997) Therefore, the hypothesis proposes that:
Hypothesis H5: The relationship with Co-workers affects the work motivation of office workers to the motivation of office workers in Ho Chi Minh City.
Leadership is the process by which one person takes the leadership role,orienting individuals in the group to do the right thing, building a cohesive team,working in harmony for mutual development General objective Each leader will have a different leadership style Employees who work with a leader who has a heart and vision are more motivated to work than when they have to work with a leader who has no vision and does not know how to help employees.
Karsli and Hale (2009) in their study concluded that teachers' motivation is influenced by the management style of leaders Hulme (2006) states that employees will look for a new job when their current manager fails to develop employees. Therefore, the hypothesis proposes that:
Hypothesis H6: The support of leaders has an influence on the work motivation of office workers to the motivation of office workers in Ho Chi Minh City.
Work environment conditions are simply understood as surrounding conditions, including working space, office design, auxiliary equipment for work, According to Barzoki (2012), Work environment conditions are one of the important factors affecting work motivation Therefore, the hypothesis proposes that:
Hypothesis H7: Work environment conditions have an influence on the work motivation of office workers to the motivation of office workers in Ho Chi Minh City.
Based on Maslow's Theory of Needs (1943), Victor Vroom's ExpectancyTheory (1964), Skinner's Positive Reinforcement Theory, Equity Theory (J StacyAdam 196) and domestic and international studies : Kovach (1987); Taguchi (2015);Bhumika Gupta, Jeayaram Subramanian (2014); Nguyen Khac Hoan (2010); PhanThi Hoai Thu (2018); Luu Thi Bich Ngoc and authors (2013) Based on the above theories, within the research scope of the topic, the author proposes a research model including seven independent variables: Characteristics of work, salary, benefits,relationships between co-worker, training To analyze and evaluate these variables,the author builds a scale of variables based on previous studies of scholars around the world, and at the same time, the author also makes adjustments and supplements to suit in accordance with the actual conditions in Vietnam and the research requirements of the topic.
The research model includes seven independent variables affecting the work motivation of office workers as follows:
In this chapter, theories related to factors affecting work motivation have been presented At the same time, in this chapter, related studies have been reviewed to find out the factors that affect the working motivation of office workers in Ho ChiMinh City: Characteristics of work, Salary, Benefits, Training and promotion,Relationship among co-worker, Support from leaders, Working environment conditions Since then, the research has found the gaps of previous research as a basis to fill in this essay After planning to use the factors that will be included in the model, in this chapter, the theoretical relationship between factors and work motivation has also been presented, as well as proposed research hypotheses and models proposed theory.
Research Design
Research process
Define the research problem Objective of research Review the literature Design the research Building the scale Preliminary research Adjust the scale Formal research Data collection Data analysis and hypotheses testing Write the research: Report and present its findings
This study went through two phases including preliminary research and formal research:
Preliminary research: used to check the feasibility of the questionnaire, a test was conducted before sending the actual survey The pilot survey was used to ensure that the questionnaire was error-free Fifty respondents were randomly selected for this trial that took 2 days to process Selected respondents were asked to answer the questions truthfully After completing the twenty sets of questionnaires collected, feedback was collected based on the clarity of the information and statements on how the questionnaire could be improved If an issue or error exists in the questionnaire, it should be corrected immediately This action ensures that the questionnaire will be free of variable or grammatical errors, typographical errors, inappropriate terminology and irrelevant questions before the final questionnaire is distributed to a large number of respondents.
Formal research: the author uses quantitative research method by creating a survey form in the form of a google form through social networking sites The study implements a convenience sampling method.
Quantitative method was performed to analyze income data with the help of SPSS 26.0 software As follows:
• Descriptive statistics of the research sample through demographic factors such as gender, age, education, income,
• Preliminary assessment of the scale and reliability of the measured variable by Cronbach's Alpha coefficient and value (factor loading), conduct Exploratory Factor Analysis (EFA) to find out the factors affecting motivation office workers in Ho Chi Minh City.
• Using a regression analysis technique to test research hypotheses about the impact of factors affecting work motivation of office workers in Ho Chi Minh City.
Data collection
To achieve the research objective of the topic, the convenient sampling design is considered reasonable to conduct research on the topic The reason for choosing this method is because it is a form of sampling that is easy to reach users They are ready to answer the research questionnaire because it takes less time to survey, saving costs in the process of information collection.
The online questionnaire is distributed on the Internet via social platforms such as Facebook, Zalo, etc to different customers around Ho Chi Minh City.
When using the EFA exploratory factor analysis method, the determination of the number of samples to take will follow the formula:
According to Hair (1988), the minimum sample size must satisfy the formula: n=5*m Where: n is the sample size; m is the number of observed variables
In the author's study, there are a total of 25 observed variables, so there will be at least
According to authors Tabachnick and Fidell (1996) to conduct regression analysis in the best way, the minimum sample size should follow the formula: N >= 8M+50
N is the sample size, M is the number of independent variables in the model
Therefore, in this study, the author chooses a large enough sample size to satisfy the 2 conditions proposed by the EFA factor research method and the multiple regression method In this study with p=7 independent variables, the minimum number of samples must be: 8 x 7 + 50 = < 106
However, in the study, the larger the number of samples taken, the better, so the project intends to take the expected sample size of N37, to achieve the above sample size, 337 questionnaires will be sent via online form.
Scale formulation
Based on qualitative research results, the author uses a common research scale in social research, a 5-level Likert scale The purpose of using this scale is to determine the degree of agreement of the respondents on the factors affecting the work motivation of office workers in Ho Chi Minh City All observed variables in the components use 5-level Likert scale as shown below:
Table 3 1 Five-level Likert scale
Disagree Disagree Neutral Agree Strongly
In addition, the author uses an identifier scale and a hierarchical scale for questions related to information about individuals participating in the survey: age, gender, income, education level, etc To screen to collect research subjects that match the given requirements.
Quantitative research model has 7 independent variables, equivalent to 25 expected factors affecting work motivation of office workers in Ho Chi Minh City.
3.3.1 Scale Of Characteristics Of Job
Table 3 2 Scale Of Characteristics Of Job
Work1 The job that suits my personality Hossain I&
Hosain II(2012) Work2 The job is suitable for my ability and capacity
Work3 The amount of work that I have to do during the day is appropriate
Work4 My work is interesting and requires creativity
Tan Teck-Hong và Amna Waheed(2011)
Pay1 Salary commensurate with work Netemeyer (1997)
Pay2 The salary is enough to meet the living Netemeyer (1997)
The process of paying salaries and other incomes is objective and transparent
The company pays all kinds of insurance according to state regulations
The company handles well and fully benefits from sickness and occupational diseases
The company's support services are effective Marko Kukanja (2012)
3.3.4 Scale of Training and promotion
Table 3 5 Scale of Training and promotion
Items Training and promotion Source
The company gives me the opportunity to improve my professional skills so that I can take the exam to increase my rank Olcer(2005)
The training results help me improve my efficiency and contribute to more development at work Olcer(2005)
Prom3 Equal promotion opportunities for employees
3.3.5 Scale of Relationship between Co-workers
Table 3 6 Scale of Relationship between Co-workers
Scale of Relationship with Co-workers
Friendly co-worker, enthusiastic to help when there is a problem
Cow2 Co-worker work well together Cow3 Trusted Colleague
Cow4 I have many close co-worker
3.3.6 Scale of Support of leaders
Table 3 7 Scale of Support of leaders
Items Support of leaders Source
I easily exchange ideas with my leaders Brooks(2007)
Leaders know how to behave skillfully Brooks(2007)
The leaders have a fair attitude towards the employees
3.3.7 Scale of Work environment conditions
Table 3 8 Scale of Work environment conditions
Items Work environment conditions Source
Skalli và đồng nghiệp Env2 I am fully equipped for the job Bellingham, 2004 Env3 A safe and comfortable workplace
Shaemi Barzoki và cộng sự Env4
The working space is clean, airy and harmoniously decorated Olcer
Preliminary quantitative research
Preliminary quantitative research aimed at adjusting and redefining the scale structure to use for formal research The author will survey 50 people according to the convenience sampling method About data processing techniques: will be cleaned by SPSS 26.0 software, then evaluated by Cronbach Alpha method Observable variables that satisfy this evaluation condition will be used for formal research
Table 3 9 Test the reliability of the scales of the preliminary quantitative research sample
Items Scale Mean if Item Deleted
Scale Variance if Item Deleted
Cronbach's Alpha if Item Deleted
Characteristics of Work: Cronbach alpha= 841
Training and promotion: Cronbach alpha= 730
Relationship between Co-workers: Cronbach alpha= 711
Support of leaders: Cronbach alpha= 842
Working environment conditions: Cronbach alpha= 842
(Source: Result of data processing)
Comment: the results of the quantitative study of 50 observed samples showed that
Prom4, Cow4 were excluded (because the total correlation coefficient is less than 0.3).Therefore, the official scale will include 23 observed variables used to measure 7 components of the independent variable.
Formal Quantitative Research
Scale of Characteristics of work
Work1 The job that suits my personality Work2 The job is suitable for my ability
The job gives me many opportunities for professional development
Work4 My work is interesting and requires creativity
Pay1 Salary is commensurate with the work Pay2 Salary enough to meet life
The process of paying salaries and other incomes is objective and transparent
Ben1 The company pays all kinds of insurance according to state regulationsBen2 The company handles well and fully benefits from sickness and occupational diseases
Ben3 The company's support services are effective
Scale of Training and promotion
The company gives me the opportunity to improve my professional skills so that I can take the exam to increase my rank
The training results help me improve my efficiency and contribute to more development at work
3 Equal promotion opportunities for employees
Scale of Relationship with Co-workers
Friendly co-worker, enthusiastic to help when there is a problem Cow2 Co-worker work well together
Scale of Support of leaders
Sup1 I easily exchange ideas with my leaders Sup2 Leaders know how to behave skillfully
The leaders have a fair attitude towards the employees
Scale of Work environment conditions
1Suitable working time conditions Env2 A safe and comfortable workplace
Env3 I'm fully equipped for work
Env4 The working space is clean, airy and harmoniously decorated
The reliability of the scale is tested by evaluating the reliability coefficient Cronbach's Alpha The purpose of this assessment is to enable analysis to find out which items should be kept and which items should be omitted from the items included in the test (Hoang Trong and Chu Nguyen Mong Ngoc, 2008).
Total variable correlation coefficient: observed variables with total variable correlation less than 0.3 will be eliminated and the scale is accepted when Cronbach's Alpha reliability coefficient is greater than 0.6.
Cronbach Alpha reliability coefficient: greater than 0.8 is a good scale; from 0.7 to
0.8 is usable; from 0.6 and above can be used in case the research concept is new in the research context (Hoang Trong and Chu Nguyen Mong Ngoc, 2005).
Exploratory factor analysis is used to reduce sets of observed factors into a more meaningful set of key factors The basis of this reduction is based on the linear relationship of the factors with the observed variables In exploratory factor analysis, analysts are often interested in several criteria including:
Factor loadings or factor loadings: are simple correlation coefficients between variables and factors, this coefficient ≥ 0.5 (Hair et al., 1998).
KMO (Kaiser-Meyer-Olkin measure of sampling adequacy) index: is an index used to consider the appropriateness of factor analysis if the KMO is between 0.5 and 1, then factor analysis is appropriate for the data; conversely, if the KMO is less than
0.5, the factor analysis is likely to be inappropriate with the data (Hoang Trong & Chu
For multi-directional scale, use factor extraction and breakpoint method when extracting Eigen Value factors greater than or equal to 1 This method is said to reflect data better when using Principal Components with rotation Varimax (Nguyen Dinh Tho and Nguyen Thi Mai Trang, 2007) For unidirectional scale, the Principal Components factor extraction method is used The scale is acceptable when the total variance extracted is equal to or greater than 50% (Nguyen Dinh Tho and Nguyen Thi Mai Trang, 2007).
Pearson correlation analysis was performed between the dependent variable and the independent variables to confirm that there is a linear relationship between the dependent variable and the independent variables.
The purpose is to evaluate that the independent variables are significantly correlated with the dependent variable considered for each independent variable With the Sig significance level of the regression coefficient is less than 0.05 (Sig.