(Luận văn thạc sĩ) the job satisfaction of employees at foreign companies a study in vietnam

VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY VU NGUYEN VAN ANH THE JOB SATISFACTION OF EMPLOYEES AT THE FOREIGN COMPANIES h THE CASE OF VIETNAM MASTER’S THESIS VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY VU NGUYEN VAN ANH THE JOB SATISFACTION OF EMPLOYEES AT THE FOREIGN COMPANIES h THE CASE OF VIETNAM MAJOR: BUSINESS ADMINISTRATION CODE: 8340101.01 RESEARCH SUPERVISORS: Prof HIROSHI MORITA Assoc Prof PHAN CHI ANH Hanoi, May 2023 COMMITMENT I, Vu Nguyen Van Anh, hereby declare that the present study, titled "The Job Satisfaction of Employees at Foreign Companies: The Case of Vietnam," is an original research endeavor conducted under the guidance of Prof Hiroshi MORITA and Assoc Prof Phan Chi Anh I assure that this study utilizes reliable data and ensures that the quantitative analysis and findings presented in this thesis are entirely original and have not been previously published in any other research work Proper citation and acknowledgment have been duly provided in this MBA thesis I assume full responsibility for the accuracy, authenticity, and originality of this research project I am fully aware of the consequences that may arise from any breach of academic integrity or ethical standards Therefore, I express my unwavering commitment and preparedness to be held accountable for this research project and its associated outcomes Hanoi, 30 May 2023 h Master student Vu Nguyen Van Anh ii ACKNOWLEDGMENT I would like to express my sincere gratitude to Prof Hiroshi MORITA and Assoc Prof Phan Chi Anh, who personally mentored, counseled, and encouraged me during my master's thesis research I would like to thank Vietnam Japan University, Yokohama National University, and JICA for providing us with favorable learning conditions Besides, I would like to convey my gratitude to Ms Huong, the coordinator of the Master of Business and Administration program at Vietnam Japan University, for her invaluable assistance from I apply study this program and to the completion of this thesis I am also grateful to all of the MBA-06 class members, which many colors and memories with them in my two years at Vietnam Japan University Lastly, I am extremely appreciative to my family, especially my children for their h unwavering love, care, support, and inspiration throughout my life Sincerely, Vu Nguyen Van Anh Hanoi, May 2023 iii ABSTRACT This study provided a paradigm for examining the role of contextual factor (i.e., supervisor’s developmental feedback) on the relationships between personal traits (i.e., core self-evaluations and work engagement) and work outcome (i.e., job satisfaction) among employees in FDI companies in Vietnam Using data from 237 respondents who are working in FDI companies in Vietnam, SPSS and the Process tool were used to evaluate the data and describe the measurement and structure of the proposed models By empirical evidence of this study in the high-context cultures such as Vietnam among employees working in FDI companies, the findings result suggested that (a) core self-evaluations positively effect on job satisfaction; (b) negatively significant role of work engagement such as a mediator on relationships between core selfevaluations and job satisfaction; (c) significant role of supervisor developmental feedback such as a moderator on the relationships between personal traits (i.e., core h self-evaluations and work engagement) and job satisfaction This present study has substantial implications for FDI companies in Vietnam can use as a tool to enhance employee job satisfaction, that can lead to improved organizational outcomes (e.g., lower turnover rates, increased productivity, and improved performance) Organizations should recognize the importance of providing employees with high levels of developmental feedback from their supervisor to foster a positive feedback environment and promote job satisfaction among highly engaged employees Keywords: Job Satisfaction, Core Self-evaluations, Work engagement, Supervisor’s developmental feedback, FDI company iv TABLE OF CONTENTS h COMMITMENT ii ACKNOWLEDGMENT iii ABSTRACT iv LIST OF FIGURES viii LIST OF ABBREVIATION ix CHAPTER 1: INTRODUCTION 1.1 Background of research 1.2 Research Gap 1.2.1 Theoretical necessity 1.2.2 Practical necessity 1.2.3 Research significance 1.3 Study Objective, Questions 1.4 Research scope 1.5 Research Methodology 1.5.1 Data collection method 1.5.2 Data analysis method 1.6 Thesis structure CHAPTER LITERATURE REVIEW 2.1 Job satisfaction (JS) 2.2 Core self-evaluations (CSE) 2.3 Work engagement (WEG) 10 2.4 Supervisor’s developmental feedback (SDF) 10 2.5 Hypotheses development 11 2.5.1 Core self-evaluations satisfaction positively related to job satisfaction 11 2.5.2 Work engagement positively mediates the relationship between core selfevaluations and job satisfaction 15 2.5.3 Potential the role of Supervisor’s developmental feedback as a mediator variable 16 2.6 Conceptual model 17 CHAPTER RESEARCH METHODOLOGY 19 3.1 Research process 19 3.2 Measurements 20 3.3 Questionnaire design 20 3.4 Sample 21 3.5 Data analysis approach 22 CHAPTER DATA ANALYSIS 23 4.1 Sample profile 23 4.2 Data analysis 24 4.2.1 Descriptive Analysis 24 4.2.2 Validity test 27 v 4.2.3 Pearson’s correlation analysis 29 CHAPTER DISCUSSION AND CONCLUSION 34 Discussion and conclusion 34 Implication 36 For Organization 36 For participants 36 For researcher 37 Limitations and Perspectives for Future Research 37 REFERENCES 39 APPENDIX A: QUESTIONNAIRES 44 APPENDIX A.1 44 APPENDIX A.2 52 APPENDIX A.3 53 APPENDIX B: ANALYSIS RESULT 56 APPENDIX B.1 56 APPENDIX B.2 58 APPENDIX B.3 61 APPENDIX B.4 65 APPENDIX B.5 66 h vi LIST OF TABLES Table 2.1 Summary of link between of Core self-evaluations and Job satisfaction 11 Table 2.3 Variables description and supporting literature 18 Table 3.1 Source of Questionnaire 20 Table 4.1 The scale items' descriptive statistics for the independent, mediator, moderator, and dependent variable 24 Table 4.2 Result of Cronbach’s alpha value after rejection removing items 26 Table 4.3 Exploratory factor analysis (EFA) results of variables 27 Table 4 Pearson’s correlation matrix analysis result 29 Table 4.5 Results of Regression Analysis Examining the relationship between CSE and WEG 31 Table 4.6 Results of Regression Analysis Examining the of the Effect on JS 31 Table 4.7 Result of the hypothesis testing from the structural models 32 h vii LIST OF FIGURES Figure 2.1 Present study's proposed conceptual model 17 Figure 3.1 Research development process 19 Figure 4.1 A statistical diagram of proposed model 30 Figure 4.2 Final structural model 33 h viii LIST OF ABBREVIATION JS Job satisfaction CSE Core Self-evaluations WEG Work engagement SDF Supervisor developmental feedback FDI Foreign direct investment EFA Exploratory factor analysis KMO Kaiser-Meyer-Olkin h ix APPENDIX A.2 The 05 – Linkert scale The 05 – Linkert scale Strongly disagree - Strongly agree Strongly Disagree Disagree Neutral Agree Strongly Agree The 05 – Linkert scale (Never) to (Always) Never Ever Sometimes Often Always h 52 APPENDIX A.3 Measuring and coding of items fothe r survey INDEPENDENT VARIABLES CORE SELF-EVALUATIONS (CSE) CSE1 CSE2 CSE3 CGE1 CGE2 GE3 CLS1 CLS2 CLS3 CNE1 CNE2 CNE3 Sometimes I feel depressed When I try, I generally succeed Sometimes when I fail, I feel worthless I complete tasks successfully h C- I am confident I get the success I deserve in life Sometimes, I not feel in control of my work Overall, I am satisfied with myself I am filled with doubts about my competence I determine what will happen in my life I not feel in control of my success in my career I am capable of coping with most of my problems There are times when things look pretty bleak and hopeless to me MEDIATING VARIABLE WORK ENGAGEMENT (WEG) 53 WVG1 WVG2 WVG3 WDE1 WDE2 WDE3 WAB1 WAB2 AB3 I feel like going to work I feel strong and vigorous Work inspires me I am enthusiastic about my job I am proud of the work that I I feel happy when I am working intensely I am immersed in my work h W- I feel bursting with energy I get carried away when I’m working MODERATING VARIABLE SUPERVISORS DEVELOPMENTAL FEEDBACK (SDF) SDF My supervisor is supportive when giving me feedback about my job performance ® SDF When my supervisor gives me performance feedback, he or she is considerate SDF SDF SDF of my feelings ® My supervisor generally provides feedback in a thoughtless manner ® My supervisor is tactful when giving me performance feedback ® My immediate supervisor often gives me developmental feedback SDF While giving me feedback, my supervisor focuses on helping me to learn and improve 54 SDF My supervisor provides me with useful information on how to improve my job performance DEPENDENT VARIABLES JOB SATISFACTION (JS) JS1 Most days I am enthusiastic about my work JS2 I feel fairly satisfied with my present job JS3 Each day at work seems like it will never end JS4 I find real enjoyment in my work JS5 I consider my job rather pleasant ® ® Adjust h 55 APPENDIX B: ANALYSIS RESULT APPENDIX B.1 Demography of survey respondents Variable Category Frequency Percentage Gender Male 160 67.2 76 31.9 0.4 18 - 25 years old 60 25.2 26 - 30 years old 73 30.7 31 -35 years old 63 26.5 36 - 40 years old 30 12.6 41 - 50 years old 3.8 > 51 years old < year 28 11.8 - years 75 31.5 - 10 years 108 45.4 11- 15 years 17 7.1 16-20 years 2.1 > 20 years 1.7 181 76.1 First-line manager: Team leader, etc., 25 10.5 Middle manager: Head of department, etc., 29 12.2 Top manager: Chairman, CEO, CFO, etc., 0.8 High School or less 2.1 121 51.0 Undergraduate 99 41.7 Master 10 4.2 Graduate/Ph.D 0.8 Working Manufacturing 85 35.7 field Electricity, gas, heat, and water supply 66 27.7 Female Other Age Tenure h Job-status Education General employee College/ Technical School 56 industry 33 13.9 Electronic components manufacturing 12 5.0 IT 1.3 Wholesales & retail trade 1.7 Transportation and storage 2.1 Information & communication 1.3 Finance, banking & insurance 2.1 Real estate business 1.3 Administrative activity and supporting 2.5 service 0.8 Education and training 2.9 Health care & social relief 1.3 Services Trading Note: N=237 h 57 APPENDIX B.2 The table of results of the Cronbach alpha analysis Scale Variable s Mean Item if Item Delete d C- Scale Varianc e if Item Deleted Corrected ItemTotal Correlatio n Cronbach' s Alpha if Cronbach' N of Item s Alpha items 0.801 12 deleted 38.00 36.712 0.379 0.793 39.12 33.994 0.499 0.781 37.98 36.817 0.385 0.792 38.76 34.652 0.450 0.787 37.86 36.697 0.462 0.787 38.86 32.253 0.593 0.771 38.31 36.316 0.406 0.790 38.42 34.321 0.516 0.780 38.41 38.090 0.241 0.804 38.73 35.047 0.449 0.787 38.22 36.331 0.444 0.787 38.78 33.636 0.511 0.780 SE1 CSE2 CSE3 CGE1 h CGE2 CCSE GE3 CLS1 CLS2 CLS3 CNE1 CNE2 CNE3 58 JS JS1 13.66 5.860 0.479 0.592 JS2 13.67 5.196 0.691 0.492 JS3 14.55 7.596 -0.025 0.838 JS4 13.75 5.535 0.658 0.519 JS5 13.83 5.751 0.552 0.562 W- 29.67 27.994 0.787 0.910 29.50 28.319 0.711 0.914 29.70 27.416 0.815 0.907 29.48 28.234 0.777 0.910 29.52 27.327 0.837 0.906 29.43 27.746 0.756 0.911 29.41 27.574 0.767 0.911 29.64 28.265 0.762 0.911 29.98 31.008 0.346 0.939 21.75 21.027 0.815 0.912 21.91 20.513 0.807 0.912 21.66 22.946 0.512 0.941 21.90 21.269 0.778 0.915 0.669 0.923 0.927 VG1 WVG2 WVG3 WDE1 WEG WDE2 W- h DE3 WAB1 WAB2 WAB3 SDF SDF SDF SDF SDF 59 SDF 21.93 20.991 0.800 0.913 21.78 20.556 0.849 0.908 21.78 20.754 0.846 0.909 SDF SDF h 60 APPENDIX B.3 EXPLORATORY FACTOR ANALYSIS EFA for independent variables Exploratory factor analysis results of the independent variable Index Kaiser-Meyer-Olkin (KMO) Measure of Sampling Value Condition 808 5