(Đồ án hcmute) factors afecting job satisfaction of ofice staff a case in ho chi minh city vietnam

BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC SƯ PHẠM KỸ THUẬT THÀNH PHỐ HỒ CHÍ MINH ĐỒ ÁN TỐT NGHIỆP NGÀNH QUẢN LÝ CÔNG NGHIỆP FACTORS AFFECTING JOB SATISFACTION OF OFFICE STAFF: A CASE IN HO CHI MINH CITY VIETNAM GVHD: PHAN THI THANH HIEN SVTH : NGUYEN HANG HOA MSSV: 16124218 SKL 0 8 Tp Hồ Chí Minh, tháng 06/2020 an MINISTRY OF EDUCATION AND TRAINING HO CHI MINH UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY OF HIGH QUALITY TRAINING GRADUATION DISSERTATION TOPIC: FACTORS AFFECTING JOB SATISFACTION OF OFFICE STAFF: A CASE IN HO CHI MINH CITY VIETNAM Student : Nguyen Hang Hoa Student ID : 16124218 Class : 2016 Major : Industrial Management Instructor : MBA Phan Thi Thanh Hien Ho Chi Minh city, 17th June, 2020 an REVIEWS OF INSTRUCTORS -Ho Chi Minh City, May 6th, 2020 Instructor i an REVIEWS OF REVIEWERS Ho Chi Minh City, May 6th, 2020 Reviewer ii an THANK YOU Thesis “FACTORS AFFECTING JOB SATISFACTION OF OFFICE STAFF: A CASE IN HO CHI MINH CITY VIETNAM” is the content I choose to study and my final thesis after four years of studying an undergraduate program majoring in Industrial Management at Ho Chi Minh City University of Technology and Education To complete the research and complete this thesis, firstly, I would like to express my deep gratitude to Ms Phan Thi Thanh Hien of the Faculty of Economics - Ho Chi Minh City University of Technology and Education She directly instructed and guided me through the research process for me to complete this thesis In addition, I would like to express my sincere thanks to the teachers in the Faculty of Economics and the Faculty of High Quality Training for their valuable contributions to the thesis On this occasion, I would also like to thank the Faculty of Economics and the Faculty of High Quality Training of Ho Chi Minh City University of Technology and Education for creating favorable conditions and time for me during the research process Finally, I would like to thank my relatives and friends who have always been with me, encouraged and contributed to completing the survey to support me completing this course and essay Sincerely! Ho Chi Minh City, May 6th, 2020 Student Nguyen Hang Hoa iii an LIST OF ACRONYMS ACRONYMS DESCRIBE CFA Confirmatory Factor Analysis EFA Exploratory Factor Analysis HCMC Ho Chi Minh City JCM Job Characteristics Model JDI Job Descriptive Indicators KMO Kaiser-Meyer-Olkin MF Motivational Force MSQ Minnesota Satisfaction Questionnaire P-E fit Person-Environment Fit SPSS Statistical Package for the Social Sciences iv an LIST OF TABLES Table The index constitutes the factors affecting job satisfaction 22 Table The Scale 28 Table Results of investigating questions 37 Table Test results of reliability of job scale factor "job characteristics" 39 Table Test results of reliability of job scale factor "training and promotion" 40 Table 4 Test results of reliability of job scale factor "Salary" 41 Table Test results of reliability of job scale factor "superior" .42 Table Test results of reliability of job scale factor "colleagues" 43 Table Test results of reliability of job scale factor "working condition" .44 Table Test results of reliability of job scale factor "benefit" 45 Table Test results of reliability of job scale factor "job satisfaction" 46 Table 10 KMO and Bartlett's Test by independent varisbles 48 Table 11 Total Variance Explained by independent varisbles 48 Table 12 Rolated Component Matrix by independent varisbles .49 Table 13 KMO and Bartlett's Test by independent varisbles after eliminating DT6 variables 50 Table 14 Rolated Component Matrix by independent varisbles after eleminating DT6 variables 51 Table 15 KMO and Bartlett's Test by dependent varisbles .52 Table 16 Total Variance Explained by independent varisbles 53 Table 17 Component Matrix .53 Table 18 Model Summary 54 Table 19 Variance analysis (ANOVA) 55 Table 20 The model coefficients .55 Table 21 T-test result for gender variable 59 Table 22 T-test result for variable "Job position" .61 v an Table 23 Test of Homogeneity of Variances for the variable “Age” 64 Table 24 ANOVA test for the variable "Age" 64 Table 25 Robust Tests of Equality of Means for the variable "Age" 65 Table 26 Test of Homogeneity of Variances for the variable "Work experience" 65 Table 27 ANOVA test for the variable "Work Experience" .66 Table 28 Robust Tests of Equality of Means for the variable "Work Experience" 67 Table 29 Test of Homogeneity of Variances for the variable “Level of Education” 68 Table 30 ANOVA test for the variable “Level of Education” 69 Table 31 Test of Homogeneity of Variances for the variable "Type of Company" 70 Table 32 ANOVA test for the variable “Type of Company” 71 Table 33 Robust Tests of Equality of Means for the variable "Type of Company" 72 Table 34 Test of Homogeneity of Variances for the variable "Income" 73 Table 35 ANOVA test for the variable "Income" .74 Table 36 Robust Tests of Equality of Means for the variable "Income" 75 vi an LIST OF FIGURES Figure Maslow's hierarchy of needs Figure 2 Herzberg's two-factor theory .7 Figure Victor Vroom's theory of expectations Figure Job Characteristics Model 10 Figure Linear regression model 20 Figure Experience of Office Staff 33 Figure Gender of Office Staff .34 Figure Age of Office Staff 34 Figure 4 Level of Education 35 Figure Work Position of Office Staff .35 Figure Type of Company 36 Figure Income of Office Staff 37 vii an TABLE CONTENTS REVIEWS OF INSTRUCTORS i REVIEWS OF REVIEWERS ii THANK YOU iii LIST OF ACRONYMS iv LIST OF TABLES v LIST OF FIGURES vii CHAPTER 1: INTRODUCTION 1.1 Introduction 1.2 Aim of the Research .2 1.3 Research Methods 1.4 Research subjects and Research scope .2 1.5 Organisation of Chapters CHAPTER 2: LITERATURE REVIEW .4 2.1 Definitions of Job Satisfaction .4 2.2 Theories of Job Satisfaction 2.2.1 Maslow's hierarchy of needs (1943) .5 2.2.2 Herzberg's two-factor theory (1959) 2.2.3 Vroom's theory of expectations (1964) 2.2.4 Model job characteristics of Hackman and Oldham (1976) 2.2.5 Theory needs of MC Clelland (cited by Robbins, 2002) 10 2.3 Research Conducted By Other Researchers 12 2.4 Factors Affecting Job Satisfaction 15 2.5 Research models 16 2.5.1 Definition of factors 17 2.5.2 Proposal of research model 19 2.5.3 The index evaluates the factors of job satisfaction 22 CHAPTER 3: RESEARCH METHODOLOGY 25 3.1 Qualitative research 25 3.2 Quantitative research 25 3.2.1 The Research Design 25 3.2.2 Statistical data analysis technique 31 CHAPTER 4: RESEARCH RESULTS 33 4.1 Described samples 33 4.1.1 Experience of Office Staff 33 4.1.2 Gender of Office Staff 34 viii an employees when facing difficulties, fairness and transparency in reward policies, creating promotion opportunities for able people, 5.3 Limitations of this study and recommendations for future research (30s) Research on job satisfaction of office workers in Ho Chi Minh City, the largest economic center in the country with a sample size of about 280 is quite small However, due to limited resources, human resources and the influence of COVID-19, this study was only able to achieve such a number of samples Therefore, there is a need for studies with a larger number of samples for this topic because the larger the sample size, the greater the accuracy of the study In addition, it is also necessary to expand the geographical limit to the whole territory of Vietnam, including office workers in other big cities like Hanoi, Hai Phong, Da Nang and Can Tho Another limitation of this research topic is that the survey subjects were limited by their ability to use computers as well as the internet The self-answer questionnaire is designed on the internet with the support of Google Docs - Forms software and its link is sent via email This means that office workers who not have easy access to the internet will be restricted from participating in this survey According to the original intention of the author, the questionnaire will be printed and sent directly to major offices in Ho Chi Minh City, but due to the influence of COVID-19, it could not be done Therefore, in order to ensure the reliability of the observation sample, the study should be conducted simultaneously with Google Docs and printed questionnaires and directly to the respondents But also note that the probability of getting a reply is often not high due to time limitations and this will increase printing costs The results of factor analysis have shown that job characteristics and colleagues really affect the job satisfaction of office workers in Ho Chi Minh City but the results in the exploratory factor analysis for See two factors if the above does not affect job satisfaction Therefore, research is needed to find out and identify which indicators (aspects) are able to reflect the satisfaction scale for colleagues and job characteristics This study is limited by office workers and the geographical area is Ho Chi Minh City but we can still use the results of this study to document research on job satisfaction 84 an later in Vietnam in general, as well as job satisfaction in different fields, industries and types of businesses As the title suggests, this study aims to investigate the job satisfaction of general office workers Therefore, there is a need for studies on job satisfaction of employees of specific occupations such as banking, logistics, etc as well as research the job satisfaction of employees of state-owned enterprises, private enterprises or foreign-invested enterprises As mentioned in the questioning section of this study, the ultimate goal of the business is to make its employees work effectively and permanently with the company Creating job satisfaction for employees is probably just one way to achieve this and just research on job satisfaction is not enough There is a need for research on factors that affect employee performance as well as factors that influence intention to quit Then, factors built in the original model may play a different important role in the correlation of these two factors at the same time, job satisfaction will be considered as a factor 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