luận văn thạc sĩ cân bằng công việc cuộc sống của nhân viên trụ sở chính agribank

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHÙNG NGUYỄN MINH TÂM CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK WORK-LIFE BALANCE OF AGRIBANK HEAD OFFICE STAFF LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2020 c ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHÙNG NGUYỄN MINH TÂM CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK WORK-LIFE BALANCE OF AGRIBANK HEAD OFFICE STAFF Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS TRẦN HUY PHƯƠNG HÀ NỘI - 2020 c DECLARATION The author confirms that the thesis's research outcomes result from the author's independent work during the study and research period, and it is not yet published in other's research and article The other's research results and documentation (extraction, table, figure, formula, and another document) used in the thesis are correctly cited, and permission (if required) is given The author is responsible for the Thesis Assessment Committee, Hanoi School of Business and Management, and the laws for the declaration mentioned above c CONTENT INTRODUCTION 1 Rationale Research problem, research objective, and research question Scope of the study 4 Significance Structure of the thesis statements CHAPTER 1: LITERATURE REVIEW AND THEORETICAL MODEL 1.1 Introduction 1.2 Work-life balance concept 1.2.1 Work-life balance definitions 1.2.2 Work-life balance benefits 1.2.3 Work-life balance measurement 1.2.4 Factors influencing work-life balance 1.3 Related empirical evidences 12 1.4 Overview of Vietnamese banking system and Agribank 14 1.4.1 Overview of Vietnamese banking system 14 1.4.2 Overview of Agribank 16 1.5 Research model and research hypothesis 16 1.5 Conclusion 19 CHAPTER 2: RESEARCH METHODOLOGY 20 2.1 Research methodology 20 2.2 Research design process 22 2.2 Questionnaire design 22 2.2.2 Sample 25 2.2.3 Pilot study 26 2.2.4 Data analysis 26 2.3 Conclusion 28 CHAPTER 3: DATA ANALYSIS AND FINDING 30 3.1 Introduction 30 3.2 Frequency analysis 30 3.3 Descriptive statistics 34 3.4 Reliability test 40 c 3.5 Explanatory factor analysis 42 3.6 Independent sample t-test 46 3.7 One-way ANOVA 48 3.8 Linear regression 49 CHAPTER 4: DISUCSSION 51 4.1 Summary of key findings 51 4.2 Discussion 52 4.3 Recommendation 54 CONCLUSION 57 REFERENCES 58 APPENDIX I: SURVEY OF QUESTIONNAIRE c luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank LIST OF FIGURES Figure 1: The benefits of work-life balance to the firms and the employees Figure 2: Proposed research model 18 Figure 3: The research onion 20 Figure 4: Deductive approach applied in the study 21 Figure 5: Linear regression equation 28 Figure 6: Gender profile of the respondents 30 Figure 7: Age profile of the respondents 31 Figure 8: Education profile of the respondents 31 Figure 9: Marital status profile of the respondents 32 Figure 10: Job position profile of the respondents 32 Figure 11: Time of working profile of the respondents 33 Figure 12: Having children profile of the respondents 34 luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank c luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank LIST OF TABLES Table 1: Overview of number of Agribank‟s employees and their salary Table 2: Domestic credit provided by financial sector (% of GDP) 15 Table 3: The format of the first section of the questionnaire 23 Table 4: The format of the second section of the questionnaire 23 Table 5: Descriptive statistics 34 Table 6: Reliability test for work-life balance factor 40 Table 7: Reliability test for organizational support factor 40 Table 8: Reliability test for flexible working arrangement factor 41 Table 9: Reliability test for technology advancement factor 41 Table 10: Reliability test for job stress factor 42 Table 11: Reliability test for communication factor 42 Table 12: KMO and Bartlett‟s test for work-life balance‟s items 42 Table 13: Total variance explained for work-life balance‟s items 43 Table 14: Component matrix for work-life balance‟s items 43 Table 15: KMO and Bartlett‟s test for other items 43 Table 16: Total variance explained for work-life balance‟s items 44 Table 17: Component matrix for work-life balance‟s items 45 Table 18: Independent sample t-test for gender variable 46 Table 19: Independent sample t-test for education variable 46 Table 20: Independent sample t-test for marital status variable 47 Table 21: Independent sample t-test for job position variable 47 Table 22: Independent sample t-test for having children variable 48 Table 23: One-way ANOVA for age and time of working for the bank variable 48 Table 24: Linear regression 49 Table 25: Hypothesis test 52 luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank c luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank INTRODUCTION Rationale Ever since the economic renovation, Vietnam is turned from one of the poorest countries to lower middle income country (The World Bank, 2018) Vietnam is also official member of World Trade Organization with many trade agreements are signed with both of developed and emerging countries In this context, many Vietnamese firms are in the transformation process from old working style with heavily mono-state management into modern ones Today, the companies in Vietnam are doing business in intensive competitive environment where the winning scenario is obtained through the investment and the application into advanced technologies, innovative products, high service quality, and more customer-focus Consequently, the firms today put a lot more requirements to their employees such as higher processing time and competencies (Poulose and Sudarsan, 2014) Even that, the employees need to spend more time in the offices in order to fulfil the jobs and therefore they not have sufficient times for their family The term of work-life balance is delivered in this context and it is the result of inter-relations between personal life, societal life, and organization life at individual level Work-life balance is important aspect in the modern workplace (Brough et al., 2014) In academic sciences, organizational researchers provide respective assessment towards the employees‟ psychological items in the workplace and the assessment is based on the evidences of work outcomes but non-work demands (Burke and Cooper, 2008) Recent empirical evidences indicate the importance of work-life balance with respective construction and measurement regarding to this studied topic (Greenhaus and Allen, 2011; Brough and O‟Driscoll, 2010) However, a concern is highlighted since there are lack of empirical evidences to propose specific measures for work-life balances (Brough et al., 2014) Research problem, research objective, and research question Agribank has highest number of employees compared to other banks in Vietnam banking system The bank has 36,682 employees in 2017 and this number is expected up to 38,149 in 2018 Average salary of an Agribank‟s employee in non-managerial role is about VND22.03 million in 2017 and it is expected increasing to VND22.89 million in 2018 In the contrast, average salary for a managerial position in Agribank is reduced in 2018, from VND65.2 million in 2017 With such reduction of average monthly salary in managerial group, the first problem is highlighted as higher turnover intention may happened in the coming years luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank c luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank Table 1: Overview of number of Agribank’s employees and their salary Job role Indicator Number employees Non- Average monthly salary managerial Average monthly salary and other compensations Number employees Managerial Average monthly salary Average monthly salary and other compensations Unit 2017 2018 People 36,682 38,149 VND million 22.03 22.89 VND million 23.42 24.64 People 23 25 VND million 65.2 58.48 VND million 73.89 65.79 Source: CafeF (2018) The second problem related to this studied topic is that turnover rate is very high in Vietnam Faro Recruitment (2017) reports that current job turnover rate in the country is more than 10% and nearly 50% of unemployed people age 15 to 24 years old Talent Net (2016) publishes a report about remuneration survey in Vietnam during 2016 and banking is among top industries which are facing salary decrease rate of more than 6% Other while, high-tech, manufacturing, and life sciences and chemicals are the industries with salary increase rate more than 9% (Talent Net, 2016) According to Talent Net (2016), Vietnam has high staff turnover rate which is about 8.4% in which banking industry has staff turnover rate higher than the country‟s average and it is stood at 8.8% The main reason of high turnover rate in Vietnam banking system is the expansion of banking business recently and there are many joint-stock commercial banks in the market The competition among the banks are not only by products and services but also by human resource quality whether smaller banks are able to attract experienced and talent employees from larger banks The third problem is highlighted as the lack of concentration about work-life balance for the employees in Vietnam In fact, work-life balance is critical factor in human resource management (Poelmans and Caligiuri, 2008; Billing et al., 2014) Work-life balance is even more important in the industries where the employees have to work for long hours, shift duties, and to deal with the customers‟ issues (Wong and Ko, 2009) Empirical evidences from previous researchers confirm the positive relation between worklife balance and employee turnover intention (Blomme et al., 2010; Chiang et al., 2010; Yamamoto and Matsuura, 2012) In Vietnam, work-life balance is considered as attentive luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank c luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank studied topic Some local researchers conduct their researches about work-life balances with the objectives of identifying the challenges of Vietnamese female entrepreneurs (Hoang, 2009), quantifying the relation between work-family conflict and employee job satisfaction in state-owned and foreign-invested enterprises (Nguyen et al., 2016), and evaluating the impact of work-life balance and employee performance in hospitality industry (Tran, 2015) These researchers provide good analyses about work-life balance in Vietnam but there are not any empirical evidences which are found in Vietnam banking industry The fourth problem is highlighted as being an employee of Agribank It is denoted that the researcher has been working in the head quarter of Agribank since the university graduation During the time of working, the researcher perceives that Agribank does have the policies to directly address the conflicts between work and life related to its employees For example, the bank has vacation, sick leave policies to its employees The bank also establishes the policy in which women employees are able to go to the office late by hour or early by hour in order to take care for her babies During the employees‟ birthday, the bank gives VND 300,000 to the employees as birthday gifts However, all these policies are being applied also in other banks and it is general policies for the employees In the contrast, there are no evaluation which is made in case of Agribank in order to evaluate other aspects of work-life balance such as how the bank‟s support mechanism is given to the employees In addition, human resource status report in Agribank shows that the percentage of staff turnover rate is increasing over the last years The staff turnover rate in 2015, 2016, and 2017 are 5.6%, 7.7%, and 9.1% It is the alert to human resource managers in Agribank since its staff turnover rate in 2017 is 9.1% and it is even higher than the average staff turnover rate in Vietnam‟s banking system which is about 8.8% From the statement of research problem, the researcher proposes some research objectives in this dissertation: - To determine the factors affecting work-life balance of Agribank‟s employees - To propose managerial recommendations to effectively manage human resources in the way of maintaining the balance between personal life and working in Agribank To fulfill these research objectives, some research questions must be answered: - What is the current status of human resource management in Agribank? - What are the quantified effects of the factors on work-life balance of Agribank‟s employees? luan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribankluan.van.thac.si.can.bang.cong.viec.cuoc.song.cua.nhan.vien.tru.so.chinh.agribank c