THÔNG TIN TÀI LIỆU
UNIVERSITY OF ECONOMICS HO CHI MINH CITY to tn International School of Business gh p ie w n ad lo th yj Hoang Manh Quang an lu la ip uy n va m ll fu tz n oi JOB SATISFACTION IN RSM VIETNAM z ht vb k jm om l.c gm an Lu Master of Business Administration n va re y te th Ho Chi Minh City – Year 2016 UNIVERSITY OF ECONOMICS HO CHI MINH CITY to tn International School of Business gh p ie w n ad lo th yj Hoang Manh Quang an lu la ip uy n va m ll fu JOB SATISFACTION tz n oi IN RSM VIETNAM z ht vb k jm ID: 22140071 om SUPERVISOR: Dr Nguyen Phong Nguyen l.c gm Master of Business Administration an Lu n va re y te th Ho Chi Minh City – Year 2016 TABLE OF CONTENTS CHAPTER tn to PROBLEM IDENTIFICATION Problem background p ie gh 1.1 CHAPTER BUSINESS PROBLEM JUSTIFICATION Justify the existence of the problem n a lo 2.2 w 2.1 Justify the importance of the problem .7 d th CHAPTER 11 u yj CAUSE VALIDATION .11 p yi List the potential causes of the problem 11 3.2 Cause justification 20 an lu la 3.1 CHAPTER 26 n va SOLUTION INDENTIFICATION 26 Potential solutions development .26 4.2 Potential solution evaluation 31 4.3 Change plan design 35 z at nh oi m ll fu 4.1 CONCLUSION 38 CHAPTER 39 z ht vb SUPPORTING INFORMATION 39 List of potential clues affecting job dissatisfaction existence in the Company 39 5.2 Open-interview transcript to identify the existence of the problem 39 5.3 The list of question in mini focus group to justify the root causes 43 5.4 Interview transcript in mini-focus group session 45 k jm 5.1 l.c gm om REFERENCE .56 Lu an n va y te re i JOB SATISFACTION IN RSM VIETNAM TABLE OF FIGURES tn to Figure 1.1: The initial Cause and Effect map p ie gh Figure 3.1: Potential cause and effect of low level of job satisfaction Figure 3.2: The final Causes and Effect map w n a lo TABLE OF TABLES d th Table 1.1: Turnover rate from 2011-2015 u yj p yi Table 3.1: The description of nine facets of job satisfaction an lu la Table 3.2: The potential causes of Low level of job satisfaction Table 4.2: Potential solution evaluation n va Table 4.3: Detailed implementation plan m ll fu Table 5.4: Interview transcript in mini focus group session z at nh oi z k jm ht vb om l.c gm Lu an n va y te re ii (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM CHAPTER PROBLEM IDENTIFICATION tn to 1.1 Problem background p ie gh RSM Vietnam with over 140 employees is one of the leading mid-tier accounting w and advisory firms in Vietnam Under its core purpose of being the firm of choice for n a lo growing businesses looking for high quality and personalized services, RSM Vietnam d th assists clients in achieving their goals through audit, tax, advisory and outsourcing services u yj p yi RSM Vietnam serves clients worldwide as an independent and highly integrated an lu la member of the RSM network, which is ranked among the top seven global accounting networks with more than 35,000 minds, 718 offices in over 110 countries around the world n va With the practical experience and knowledge built up over working years with largest m ll fu international and local accounting firms, RSM Vietnam can provide high quality services to z at nh oi clients with competitive professional fees Although RSM Vietnam does not belong to top four biggest companies over the z vb k jm ht world, becoming one of the giant companies in Vietnam after Big (i.e KPMG, EY, PWC, Deloite) is the leading mission of the Company all the time Each year, the senior gm management board has a meeting with all the management team to review, assess what the l.c om Company has done in recent years and define the development plan for the next stage Lu Within that meeting this year, all of them have agreed that although the Company has an n va gained lots of achievement as well as certain position in the market, but the challenges has services with low fees with the purpose of taking up the market (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam y Firstly, there are over 200 companies in this industry and they are willing to provide te re never been seriously like this time (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM Secondly, everyone knows that retaining current clients is difficult and seeking new one even harder Especially, with the outsourcing company like ours, the work depends too tn to much on clients’ business health Clients earn profit; the Company also gets profit too, and p ie gh vice versa So far, the world economy has not recovered completely after the crisis, it has required all companies to consider carefully about cost saving and use all internal resources w n to gain the competitive advantage and differentiation from competitor To gain that entire a lo d mission, the prerequisite is high-quality resources or human resources in particular th u yj In the time being, the number of high quality Vietnamese employees cannot meet p yi market demand; the competition to attract those resources has increased day by day In that an lu la context, the retention is recognized as the top action right now Based on the Human n va resource report, the turnover rate has been increased significantly and it also shows that the m ll fu revenue per employees drop down from time to time [from around 300 million per staff to z at nh oi 200 million per staff] In the period of time form October 2014 to June 2015, the turnover rate of the Company has been on uptrend and reaches speak as 20% (in comparison with the z general rate of industry as 12% - 15%) The most difficult thing is that the staffs who left ht vb k jm job have from three to eight years of work experience Moreover, on the evidence of fierce gm competition in human resources market, receiving other offer has accounted for half of om l.c leaving reasons in both 2014 and 2015 Table 1.1: Turnover rate from 2011 - 2015 Lu 10.4 2012 18.6 10.9 31 2013 25.6 10.6 12.7 2014 28.3 12.5 49.4 (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam y 14.3 te 2011 Other offer (%) re experienced employees (%) n (%) va Turnover rate of an Turnover rate Year (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM 2015 22.3 27.8 55.7 Source: RSM Vietnam Human resource Report tn to There are many reasons for this problem As the interview with Partner of the p ie gh Company, Mr Le Khanh Lam, who is responsible for the quality of delivering perfect service to clients, there are some items as below w n a lo d Employees feel that it is hard to be promoted and recognized (performance appraisal) th Employees not put many efforts in daily work and project (achievement) an lu la p yi Decrease revenue So many companies are willing to directly compete by reducing service fees u yj Big client has ineffectively operated business, so they decided to narrow corporate scope Increase cost n va z at nh oi m ll fu Less competitive compare with rival companies Employees are easy to be approached by rival companies (Brand identity) Employees not agree with company policies (salary, benefits, …) Low level of job satisfaction z Brain drain to rival companies Cannot attract high quality candidates k jm ht vb High turnover rate om l.c gm Figure 1.1: The initial Cause and effect map Lu Firstly, started from the middle of 2014, due to ineffective business operation, some an (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam y optimizing operation expenses, for instance: Quarterly Bonus, Year-end Bonus, decrease te continue running, the senior management board has decided to freeze some benefits for re Moreover, since revenue decrease, it is needed to figure out the way to keep the business n corporate scope with RSM Vietnam, and so one-third employee has been laid off va biggest clients has implemented cost reduction plan This leads to decrease the business (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM salary rising rate, etc These things make the Company becomes less competitive compared with other rival companies, particularly Big and Vietnamese giants As the effect of that, a tn to number of high-performance resources leaving continue rising month by month At their p ie gh best, each department has concentrated on finding new clients, marketing brand of the Company as well as expand business to other potential markets (FDI, Foreign companies, w n bank, Insurance, Real estate, etc.) in order to offset the lost revenue, but this mission is not a lo d easy at all and takes time until the certain result is gained th u yj Secondly, performance appraisal of the Company is not clear and informative p yi Employees not feel that their contribution is discovered and recognized at right time, an lu la therefore for them; promotion is too difficult to get This also partly leads to low n va achievement for any job or project They not put many efforts; just mainly work in the m ll fu spirit of responsibility day by day Another related problem is about dissatisfaction of the z at nh oi Company’s polices, chiefly in salary and benefit policies An unattractive salary package is considered as one of the critical problems, especially during this year when the Company is z struggling to overcome the influences of decreasing revenue Total average salary and k jm ht vb benefit is not as high as other second-tier companies gm Last but not least, local brand identity plays an important role in affecting turnover om l.c rate in the Company RSM Vietnam does not attract giant clients as fierce competitors are doing and probably talents will be easily approached by other companies, not the Company Lu an Therefore, these evidences may show that there is a business problem related to n y te re find exactly the important problem In line with the internal data from the Company and the va human resource management in RSM Vietnam The necessary action at the present is to interview, the poor of job satisfaction, the employee’s commitment to organization is the factors needed to be analyzed and improved (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM CHAPTER BUSINESS PROBLEM JUSTIFICATION tn to 2.1 Justify the existence of the problem p ie gh To justifying the existence of the job satisfaction, must understand sufficiently the w meaning of “job satisfaction” and what are the scale items to measure its n a lo Hoppock (1935) defined job satisfaction as any combination of psychological, d th physiological and environmental circumstances that cause a person truthfully to say I am u yj p yi satisfied with my job According to this approach although job satisfaction is under the an lu la influence of many external factors, it remains something internal that has to with the way of how the employee feels That job satisfaction presents a set of factors that cause a feeling n va of satisfaction m ll fu In order to initially investigate the level of job satisfaction in the Company, a group z at nh oi of 10 (ten) employees, who are being developed into senior position (experienced), were invited to answer a list of statements that represent possible feelings that they have about the z vb k jm ht Company The interview questions are partly based on the previous research named Vocational gm Psychology Research, Manual for the Minnesota satisfaction questionnaire by (Weiss, l.c om 1967), however those are opened-questions to collect as many necessary information Lu possibly leading to the existence of job dissatisfaction These questions comprise some y te re (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n each employee takes over”, etc) All the interviewees aware that their identities are kept va from time to time”, “The way my job provides for steady employment”, “The workload an items describing various aspects of people’s jobs (e.g “The chance to different things (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM confidential, and there is not any judgment for their answers Therefore, the interview result is objective and not bias tn to Most of the interviewees said that they usually miss the deadline and their current p ie gh job busy all the time They not have time for relaxing, go out with friends or take gym because they must spend more 10 hours per working day to finish daily job but never w n received Overtime policy a lo d In addition, the Partner acknowledge the “taking a nap in lunchtime”, means that th u yj napping is not necessary at workplace; instead, workers can improve their knowledge by p yi reading something useful or research new issued relating to their career For half an lu la interviewees, in negative side, they prefer to take a short rest for approximately 10 to 15 n va minutes in order not to doze off in the rest afternoon or stay tired m ll fu In order side, employees feel that the Company not care about their contributions z at nh oi for the Company, i.e they rarely received the appropriate praise after they a good job, but easy to be blamed when has a mistake in work In addition, the behavior make they z not satisfaction with the intrinsic motivation and their supervisors ht vb k jm When being asked about the job characteristic, most of them think that the tax and gm consulting job is one of most challenging job and usually due to stress in work As a om l.c characteristic of this job was that the rules, the laws could change and supplement day by day and the professional staff must be improving the knowledge by themselves through Lu an reading the updated regulations, and maintain the habit to study the customers’ documents n y te re confess that they like to reading news or chatting via Skype instead that with the reason va to broaden the experience on treating the real situations However, there are 04 interviewees is they have to use this way to get out of stress and feel better (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM though it is small If no recognition or praise, I will make much effort to create more value for the company, just for responsibility tn to B: No praise or promotion is given to us when doing a good job But being easily p ie gh blamed for mistakes in work is much worse than that For me, no recognition, no effort Question Are you allowed to get relaxed by surfing the internet whenever being w n stressed in work time? a lo d A: Under pressure in work, the only one thing we can is to listening music or go th u yj online in the internet Of course, the company policy don’t encourage staff extra things in p yi working hours like suffering internet, chatting in Skype or Facebook, readings news…But we an lu la have to use this way to get out of stress and feel better n va Question It is difficult to jump higher position compared with your same-level co- m ll fu workers, isn’t it? z at nh oi A: Yes Extremely difficult This is strict environment The list of question in mini focus group to justify the root causes In your opinion, is “Recognition” one of key factors that affect your level of job z 5.3 ht vb Do you think your income/pay is suitable for your work/position? And what you om l.c think about low income/pay resulting in low job satisfaction? gm k jm satisfaction? How is it important? Are there any promotion/reward policy for those with high performance in your Lu an working environment? How does it affect job satisfaction? y te In your organization, does “Organization culture” play a virtal role in employee’s job re n Do you think that “Achievement” affects job satisfaction? At which level? va satisfaction? 43 (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM In your opinion, does “Employee benefit” affect job satisfaction? If yes, please give me more specific details tn to Beside the above factors, you think there are any other factors affecting job p ie gh Which factor does affect at highest level and lowest level? satisfaction in other industries? w n a lo d th u yj an lu la p yi n va z at nh oi m ll fu z k jm ht vb om l.c gm Lu an n va y te re 44 (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th ju JOB SATISFACTION IN RSM VIETNAM Interview transcript in mini-focus group session pl 5.4 yi ua al n Table 5.4: Interview transcript in mini focus group session va Interviewee A Interviewee B In your Yes My company Yes Our leader often opinion, is currently offer an recognizes “Recognition” employee employees’ one of key recognition program performance by factors that at the end of the year observing them as “Recognition” as an affect your Those who had good well as evaluting important factor for level of job performance during through the quanlity your career In order satisfaction? the year will receive of accomplished to improve and How is it a Certificate of work For instance, develop the strong and weak important? excellent performace she takes around organization’s employees For strong that their recognition is employee and a saying “Good job! efficiency, your talent employees, they know totally right I believe that n Question Interviewee D Interviewee E Of course I believe I totally agree with When I a good job, I that wherever you are that opinion make an impression for working, all of you Recognition is virtal leader and other in our environment, colleagues And I often especially in this receive the recognition for auditing and it, I feel excited and feel consulting industry confident in This benefits for both accomplishing the coming oi lm l fu Interviewee C z at nh z j ht vb k m consider om l.c gm n a Lu va n tasks I will show them y te re ac th si eg cd 45 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM pl jump-up in position, must be discovered exactly how excellent other employees also recognizes what and recognized they are and will keep think like me as constantly Because moving forward In recognition is necessary n of course So ua al Keep going” This va employees actually n recognition is l fu have done for the you’re deserved it and contrast, for weak recognizes organization and this will make you ones, they may admit employees’ therefore that is happier and more their fault and focus capacility as well as exactly what motives satisfied more on job and put their contribution, them oi lm important because it z at nh z j ht vb k m more efforts as well gm this actually makes om l.c them feel more a Lu happier and satisfied In this industry, basic Frankly speaking, my Yes Low income will Of course Income has One of factors that affect your salary is low, just on salary is not as high leads to low job an important effect on employee performance is income/pay is average when as my friends, I mean satisfaction For your satisfaction As the amount of money you suitable for compared to other besides this auditing instance, my we know, income of n Do you think n va y te re ac th receive every month If si eg cd 46 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM industries The and consulting work/position? mount of money I And what receive monthly is pl your income/pay monthly your pay is low, you can is low Our company not focus completely in matched with what should raise salary your job, and sooner or n ua al our company monthly industry I think every is not fair, not va n industry has its own l fu features, therefore contribution I have monthly, I mean, after, you will resign I am low is affected by low compared with what I made for this excluding bonus in the same situation, income/pay income/pay, of get, for example, oi lm you think about low Job satisfaction z at nh z company I always put quarterly/ yearly And maybe I will seek extra lots of effort in job, of course, I feel job on weekend, for disappointed very example, for extra money knowledge, job engage in an experience, , my satisfaction? organization if what monthly salary is you receive does not acceptable I think the home Therefore, I match with what you level of income/pay usually fall in over contribute depends on each workload situation If You may get employee (for this this amount will not disappointed or even person, it can be low be raised in the worse, resign but another it’s high), coming time, I intend j ht vb resulting in low course You can not k m not only in the gm workplace, but also at much If it prolongs, I om l.c will not engage in this n a Lu Company anymore n va y te re ac th si eg cd 47 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM pl to move to another accept it, excluding company for higher n ua al so as long as you can va pay n it’s too low to meet l fu oi lm your basic living z at nh conditions has an promotion reward, so-called reward ard policy It means at bonus, is not Although we work I think any employee in amount of reward If I hard and often get this company has the same stressed, the idea as mine Bonus for move to another k m promotion/ It is just a small j ht The amount of vb Yes Our company z Are there any company, with current promotion or reward with high your performance is small amount knowledge as well as performance in recognized, you will Compared with the experience, I believe your working jump up level workload we incur that I can earn more environment? compared to your and what we money I am a little bit lots of value for my industry I not know How does it colleagues However, contribute, it is not disappointed and company but what we whether employers realize it is extremely bored receive is really small om l.c gm policy for those the end of the year, if significant, just a our over-preformance is policy is very extreme low compared to other peer companies in achieve We create auditing and consulting n a Lu and difficult to n va y te re ac th fair Little si eg cd 48 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM difficult to get that, satisfaction? even though I still pl affect job I think my company that or not, why they keep low satisfaction should re-consider us disappointed about that n ua al promotion/reward, va possible z at nh but what you receive policy as soon as oi lm So if you work hard, l fu quarterly and yearly this issue and change n receive bonus z j ht vb form company is not k m equivalent, I mean gm reward, you may get om l.c disappointed and a Lu not want to put n efforts anymore va Yes I agree with Yes May be Let’s In this company, the Yes, of course For I think achivement leads that you I am currently imagine this case spritit of achievement me, setting goal and to high job satisfaction There are lots of in job is not very high achieve it in career is n Do you think y te re ac th “Achievement” satisfied with my and vice versa If you hold si eg cd 49 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi overall performance pl affects job ju JOB SATISFACTION IN RSM VIETNAM if compared with other really important for senior or high position in you must accomplish Big4 companies like anyone Because once a company, if you always KPMG, PWC, they reach to that, reach goals you set up, E&Y,… Employees they will be satisfied you will get excited with ua al complicated jobs that n satisfaction? At I really enjoy work I l fu pressure However, oi lm challenge myself by under short time and n always want to va which level? z at nh aksing to be assigned your leader is not more difficult tasks I aware of that, she /he here just their daily with themselves and job, with the company assigned tasks from And getting admiration what they have done z often presses you to the leader, not actively and feel confident in achievement will accomplish soon I lead to high job can not deny that all more, even though satisfaction employees want to they have free time broaden knowledge Therefore, if all as well as get employees in a from other colleagues j ht vb think high keeping things going And possibly you will forward engage in this company k m ask for other tasks to gm om l.c for longer y ac th make sure that the te re are in pressure like n job passively, I can va jobs, however if they n a Lu experience from those company just their si eg cd 50 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM pl that, they may give up company can not n ua al one day develop and compete va n with other peer ones l fu Yes I think every I think that In our organization, organization, organization culture organization culture teams/groups revise does has an important is the second “Organization effect on employees’ important factor culture” play a spirit as well as followed by virtal role in employees’s income/pay Imagine information collected employee’s job performance If the that you spend in my organization satisfaction? working environment hours in an Besides, people give is so strict or organization, you’re open and onest uncomfortable, they alomost work with feedback to each will lose their colleagues They can other, spend time enthusiam and be considered as your building trust with oi lm In your No comment Maybe but not very z at nh important for me their thinking as a z j ht vb result of group k m discussions or om l.c gm n a Lu n va y te re ac th si eg cd 51 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM pl motivation in their each other, whenever Therefore, you only people state their ua al second family n wok It’s so terrible va view, they also ask n can develop yourself l fu what others think and environment makes people always help oi lm as long as that z at nh you inspired and each other learn It is z connects people k m for work j ht vb passes you inspiration well-organized and gm together for working om l.c more effectively This n va te re satisfied n more confident and a Lu makes employees feel Yes As income or Yes In my opinion, I can say that it does Yes, I would like add opinion, does reward, benefit is next to salary, It can boost other comments y In your Yes, I always conside ac th about this factor when si eg cd 52 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM really important for benefit” affect all employees It is job considered as an satisfaction? If extra amount in cash pl “Employee employees morale and Firstly, I would like to receive any offer beside the most important increase their loyalty work in an safety the basic salary The and often to get their environment, clean Health insurance for me best work in return and clear as well, one and my family, meal of the inconvenience alllowance, Aeon in my work place is insurance, financial n ua al employee benefit is va n tool in attracting and l fu oi lm retaining key staff In addition, this also me more minimize your the poor facilities (e.g support for household is insurance,… By for a business to providing adequate make serious progress benefits, you can when employees are help keep your constantly coming employees happy and going cafeteria, refrigerator, considered as the good microwave for staff’s way to keep key person meal, the WC is so and attrac goood resources dirty…) Secondly, I also k Because it is difficult m program, allowance, j ht vb turnover rate z specific details leave, training z at company, annual nh yes, please give or non cash For my om l.c gm a Lu n also like to work in a va n high and modern te re y building (e.g Bitexco, ac th Shinwa, Pear si eg cd 53 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM pl Plaza…), because I ua al n can to gym at va n California Fitness or l fu oi lm go to CJV Cinema Beside the No comment No comment Yes Age, Marriage status j ht vb k m you think No comment z above factors, No comment z at nh after work gm there are any om l.c other factors a Lu affecting job n satisfaction in va n other te re y industries? ac th si eg cd 54 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam o w (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam n lo ad y th yi ju JOB SATISFACTION IN RSM VIETNAM Income/ pay the factors that Promotion/ affects level of reward Income/ pay pl Please arrange Income/ pay Income/ pay Employee benefit Promotion/ reward n ua al Income/ Pay Promotion/ reward Promotion/ reward va Organization n Recognition l fu Achievement Achievement in order of Organization Employee benefit culture Achievement Employee benefit Recognition Recognition Recognition Employee benefit Organization Organization culture Achievement culture j ht vb k m Employee benefit Organization z Recognition z at culture nh importance culture oi lm job satisfaction Promotion/ reward Achievement om l.c gm n a Lu n va y te re ac th si eg cd 55 jg hg (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam JOB SATISFACTION IN RSM VIETNAM REFERENCE Artz, B (2010) Fringe benefits and job satisfaction International Journal of Manpower, tn to 31(6), 626-644 p ie gh Avery, R E., Smillie, L D., & Fife-Schaw, C R (2015) Employee achievement orientations and personality as predictors of job satisfaction facets Personality and w Individual Differences, 76, 56-61 n Belias, D., Koustelios, A., & Gkolia, A (2015) Leadership style and job satisfaction of a lo d greek banking institutions International Journal of Management and Business th u yj Research, 5(3), 237-248 p yi Bjarnason, T (2009) Social Recognition and Employees' Organizational Support: an lu la Department of Sociology; Sociologiska institutionen Chang, S.-C., & Lee, M.-S (2007) A study on relationship among leadership, n va organizational culture, the operation of learning organization and employees' job satisfaction The learning organization, 14(2), 155-185 m ll fu Elliot, A J., & Church, M A (1997) A hierarchical model of approach and avoidance z at nh oi achievement motivation Journal of personality and social psychology, 72(1), 218 Goodwin, C., & Griffith, D (2008) Supervisor's survival kit Columbus, Ohio: Prentice Hall z ht vb Hoppock, R (1935) Job satisfaction, by Robert Hoppock New York and London: Harper k jm and Brothers Kaliski, B S., & Macmillan Reference, U S A (2007) Encyclopedia of business and gm finance Detroit: Macmillan Reference USA om l.c Ketchand, A A., & Strawser, J R (2001) Multiple dimensions of organizational commitment: Implications for future accounting research Behavioral Research in Lu an Accounting, 13(1), 221-251 y te re of economics, 2(4), 6-9 n satisfaction: Evidence from higher education institutes of Pakistan American Journal va Malik, M E., Danish, R Q., & Munir, Y (2012) The impact of pay and promotion on job Mathieu, J E., & Zajac, D M (1990) A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment Psychological bulletin, 108(2), 171 56 (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam (Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam(Luáºn.văn).job.satisfaction.in.rsm.vietnam
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