Investigating the job satisfaction at Phuc Dat Company

Introduction

THE BACKGROUND OF THE RESEARCH

Many previous investigations have indicated the important role of job satisfaction in enhancing employee motivation, productivity, and well-being (Judge et al., 2010; Spector, 2012) In the real estate sector, job satisfaction has been shown to afect productivity and retention, making it crucial for companies to understand the factors that contribute to it However, despite its strong reputation, little is known about the satisfaction level at work and the factors that impact it among employees at Phuc Dat Company, a real estate firm in

To address this gap, this investigation aims to investigate the level of job satisfaction and identify the factors that contribute to it among Phuc Dat Company employees, using a mono- method approach involving focus groups and surveys The data collected will be analyzed using statistical analysis methods to derive insights into the factors that influence job satisfaction in the real estate industry

The study's findings could offer valuable visions into the causes that impact job satisfaction among real estate employees and assist Phuc Dat Company in devising tactics to increase worker job satisfaction and prooductivity Furthermore, this research could contribute to the existing literature on job satisfaction and offer guidance for other organizations seeking to enhance job satisfaction among their employees.

THE OVERVIEW OF PHUC DAT COMPANY

Phuc Dat Company was established in 2006, after many years of participating in the real estate market, so far the company has achieved many achievements in projects in the real estate sector such as Phuc Dat connect building, Phuc Dat gold city, Phuc Dat Urban, Phuc Dat commercial house area, Phuc Dat adjacent townhouse, … and many other projects in the future, more importantly, the company always considers human resources as a key factor to develop the company The company always offers attractive support policies and benefits when recruiting personnel However, real estate is a field that requires many standards and creativity, so the company is interested in human resource development on a yearly, quarterly, and monthly basis through recruitment and training plans based on human resource strategy: Recruiting - hiring - keeping - developing human resources

With the vision: "Projects and products are born that leave an impression and inculcate trust with customers With a team of dynamic and creative staff, responsibility, and reputation, the company is constantly growing, affirming its leading position in the fields of business activities." Job satisfaction is closely linked to human resource management, as it plays a vital role in employee motivation, retention, and productivity According to Herzberg's Two-Factor Theory, job satisfaction is determined by both hygiene factors, such as salary, benefits, and working conditions, and motivators, such as recognition, achievement, and career advancement (Alshmemri et al., 2017) Human resource management is responsible for

8 providing employees with adequate hygiene factors, which can prevent job dissatisfaction, as well as providing opportunities for motivators, which can enhance job satisfaction

 Address: No 122 L Street, TTHC, Nhi Dong 2 Quarter, Di An Ward, Di An City, Binh Duong Province

Picture 1: Logo of Phuc Dat Company

Research Objectives

 To identify the factors that contribute to job satisfaction at Phuc Dat Company

 To determine the level of job satisfaction among employees at Phuc Dat Company

 To provide recommendations for improving job satisfaction at Phuc Dat Company.

Research Questions

 What are the factors that contribute to job satisfaction at Phuc Dat Company?

 What is the level of job satisfaction among employees at Phuc Dat Company?

 What recommendations can be made to improve job satisfaction at Phuc Dat Company?

THE STRUCTURE OF THE DISSERTATION

The following dissertation is structured into five chapters, each with a specific focus on the research topic Each chapter presents different contents as follows:

Literature review

Descriptive of Satisfactiontion

Job satisfaction is a multidimensional and intricate notion that concerns an individual's feelings and perceptions regarding their job It encompasses a range of attitudes, from extreme happiness to dissatisfaction, including feelings towards colleagues, superiors, subordinates, compensation, and type of work, as noted by (George et al., 2008) The significance of job satisfaction in promoting employee well-being, motivation, and productivity is well-established in the literature, as it has been found to have a direct link to personal happiness and work performance, as well as to the achievement of other goals (Kaliski, 2007) However, the specific relationship between motivation and job happiness is still unclear, and job happiness is more of an attitude or psychological state that can be linked to a subjective sense of achievement, whether quantitative or qualitative, as pointed out by (Mullins, 2005).

Identifying factors through related studies

Study on job satisfaction has showed extensively in various industries, including real estate Studies have shown that job satisfaction is a important element in the success of an association, as it can influence employee engagement, productivity, and turnover rates

 Kaur's study in 2012 used a questionnaire survey to assess the relative importance of various factors in job happiness The study used mean values to rank the factors, with lower values indicating greater importance The results showed that work environment and relationships with colleagues were ranked as the second and fifth most important factors, respectively, out of a total of 12 This study highlights the significance of the work surroundings and interactions with coworkers in shaping job satisfaction A positive work environment is crucial for enhancing job satisfaction, while a negative one can lead to dissatisfaction, stress, and high turnover rates

Various factors such as the physical environment, organizational culture, connections with colleagues and supervisors, self-rule, and workload can all affect job satisfaction For instance, poorly lit or noisy workspaces, negative or toxic organizational cultures, conflicts, and poor communication with colleagues and supervisors can all result in

11 dissatisfaction and decreased motivation Conversely, a positive work environment that values employee well-being, fosters a positive culture, provides autonomy and control over work, and offers reasonable workloads can lead to higher job satisfaction When employees feel supported, valued, and connected to their colleagues and supervisors, they are more likely to enjoy their work and remain engaged

It is necessary for companies to prioritize creating a positive environment at work and nurturing positive relationships between employees and supervisors to enhance job satisfaction In turn, this can lead to increased motivation and commitment among employees, which can benefit organizational outcomes

 Barbara's study in 2014 identified work environment, opportunities for growth and development, recognition, relationship with coworkers and superiors, and job characteristics as crucial factors contributing to job pleasure A positive work environment that fosters healthy relationships among coworkers and superiors is essential for enhancing job satisfaction Moreover, recognition of employees' efforts and contributions promotes a sense of value plus belonging, leads to increased job satisfaction and commitment to the organization Opportunities for growth and development are crucial for employee engagement and commitment, especially among female respondents in specialist and administrator positions Finally, job characteristics such as independence, task variety, and importance also contribute to job satisfaction

Job characteristics, such as the nature of work, level of autonomy, and variety of tasks, were found to be ranked as the second least important factor influencing job satisfaction However, different industries may have varying importance on factors such as autonomy, job security, compensation, organizational culture, and leadership style Kalleberg's research in 1977 suggests that the factors that contribute to job satisfaction can differ between industries, depending on work values and rewards Understanding industry-specific job satisfaction factors is crucial as it can vary from one industry to another Therefore, the author wants to investigate by selecting the second least important factor that impacts job satisfaction

Growth and development opportunities were found to be the third least important factor in determining job satisfaction in terms of the mean value However, Glisson and James' study in 2002 showed that job satisfaction factors in healthcare organizations were different from other industries, with autonomy, social support, and feedback being important factors So this factor is chosen by the author to study While these opportunities can contribute to employee satisfaction, they are not as significant as compensation, work environment, and relationships with colleagues and superiors

The work environment is the most critical factor in determining job satisfaction, indicating that employees highly value the physical and social aspects of their work environment Employers should prioritize creating a positive work culture

12 that fosters good relationships between employees to increase job satisfaction and retention Since other factors such as compensation, job characteristics, and growth opportunities also significantly impact employee satisfaction and retention, a positive work environment can foster employee well-being and motivation

Recognition is the fourth most important factor in shaping job satisfaction, highlighting the value that employees place on being acknowledged and appreciated for their work Employers should consider implementing recognition programs or strategies to enhance employee satisfaction and motivation

 (Pandey et al., 2017) examined various factors that impact job satisfaction, including workplace anxiety, work environment, compensation, growth opportunities, and organizational policies Two hypotheses related to compensation packages were tested in the study The study defined compensation as including benefits and salary

In the study, the null hypothesis indicated that there is no connection between compensation, which comprises salary and benefits, and job satisfaction On the other hand, the alternative hypothesis proposed that compensation has a positive effect on job satisfaction

The findings indicated that the alternative one was supported, and the null hypothesis was disallowed The study found that fair compensation significantly contributes to job satisfaction, with more than 63% of workers' job satisfaction attributed to compensation packages This is because when employees receive fair compensation for their work, they feel valued, appreciated, and motivated to perform well In addition, compensation packages can provide employees with financial security and stability, which can reduce stress and anxiety

In agreement with the mentioned studies, it can be concluded that job characteristics, relationships at work, pays and benefits, work environment, recognition, and opportunities for growth and development are important elements that influence job satisfaction It is important for employers to pay attention to these factors in order to improve employee job satisfaction and retain talented employees.

Factors affecting job satisfaction

Through the exploration of a range of factors both internal and external, job satisfaction is revealed as a complex and multi-dimensional concept, researchers can help employers develop a framework to enhance employee satisfaction in the workplace.

Job Characteristics

Studies has revealed that job characteristics have a significant impact on job satisfaction In a study conducted by Said in 2010, it was observed that job satisfaction among middle-level managers was associated with all five aspects of the job characteristics model Out of all the

13 dimensions, job feedback was found to be the most strongly correlated Similarly, in 2021, Brahmana identified a notable and affirmative correlation between job characteristics and job satisfaction.However, Thomas suggested in 2004 that personality has only a minor impact on predicting job satisfaction, while Leblanc identified in 2014 that feedback was the most important dimension of the five job characteristics studied in call center workers Although job characteristics are generally considered important for job satisfaction, the specific dimensions that have the greatest impact may vary depending on the situation Therefore, it is necessary to take into account the individual needs of employees and the nature of their work when considering how job characteristics may influence job satisfaction

The literature demonstrates the crucial role of workplace relationships in job satisfaction Morrison reported in 2008 that negative working conditions were related to lower levels of employee happiness and commitment to the organization Similarly, Faragher in 2005 stated that positive experiences in the workplace have a significant impact on emotional and behavioral outcomes, with research showing a strong correlation between job satisfaction and these outcomes Positive relationships with managers and coworkers are closely linked to knowledge acquisition, which in turn, is strongly correlated with job satisfaction and organizational loyalty, according to Sias in 2005 Morrison's study in 2004 also highlighted the importance of camaraderie at work, demonstrating its beneficial relationships with organizational commitment, intentions to leave, and job satisfaction The effectiveness of enterprises and the wellness of employees are both impacted by how well relationships are fostered at work, as shown by the combined findings of these studies

Research has shown that positive relationships with colleagues in the workplace play a significant role in determining employee’ satisfaction at work Relationships at work that are constructive and encouraging can foster a productive atmosphere that has been linked to higher job satisfaction

Several investigation have studied the impact of coworker relationships on job satisfaction For example, Jiang's research in 2016 found that the value of connections with coworkers acted as a mediator between information sharing among colleagues and life happiness Similarly, Simon's study in 2010 found that employees who have pleasant coworkers have higher chances of being content with their current positions and general well-being Oshagbemi's research in 2000 discovered that contentment with coworkers' conduct among UK academics is extremely high, and happiness levels may be influenced by age and position Additionally, Clark’s study in 2009 found that individual job happiness is greater when other employees in the same company are paid more, which indicates that coworker salaries can also impact job satisfaction by influencing the amount of feedback, recognition, and support an employee receives

These studies highlight the importance of cultivating positive relationships among colleagues in the workplace, as it can significantly impact employee job satisfaction and overall well-being

The quality of the employee-manager relationship is a critical factor in determining job satisfaction Effective communication, autonomy, and supportive leadership styles are positively linked with job satisfaction, whereas negative management styles have the opposite effect Fairness and transparency in decision-making also have an impact on job satisfaction

Research shows that the relationship between employees and their managers plays a significant role in job satisfaction For instance, Frenkel's study in 2013 revealed that employees who enjoyed working together with superior and direct supervisors expressed greater job satisfaction and fewer quitting intentions

Kelly's study in 1980 found that work stress, role conflict, and role clarity were strongly linked to job satisfaction among brand managers Similarly, Said's research in 2010 demonstrated that middle-level managers' job satisfaction was associated with various job characteristics, such as autonomy, feedback, skill variety, task identity, and task significance Lastly, Malik's 2013 study found that leadership behavior, including providing guidance, being positive, actively participating, and showing an interest in employees' success, had a strong positive association with employee job satisfaction Collectively, these studies emphasize the importance of the employee-manager relationship in determining job satisfaction

Studies have indicated that pay and benefits are significant but not the sole contributors to employee job satisfaction While Kalleberg's research in 1977 identified factors such as control over working conditions and the ability to achieve desired work motivations, including pay and perks, that can impact job satisfaction, Gazioglu in 2006 identified pay satisfaction as only one of four measures of work satisfaction, with some professions reporting lower pay satisfaction but higher senses of accomplishment According to Roelen's research from 2008, career insights and independence in the workplace are both strongly linked with job satisfaction Additionally, according to Rose in 2003, internal factors such as task diversity, colleagues, and work environment can also influence job happiness Hence, employers can enhance job satisfaction not only by providing fair and equitable compensation packages but also by offering non-monetary benefits that meet employees' needs and preferences and promoting a positive work environment The studies emphasize the need for a comprehensive approach to improving employee job satisfaction beyond pay and benefits

The social, physiological, and mental conditions in which one performs duties at work are commonly referred to as one's work atmosphere It covers all the factors that could affect an employee's well-being and productivity, including air quality, lighting, temperature, noise

15 levels, ergonomics, organizational culture, interpersonal relationships, and communication patterns A constructive work environment is identified by elevated levels of employee satisfaction, engagement, and well-being, and low levels of stress, burnout, and turnover Organizational culture is also a crucial facet of the work environment that can influence job satisfaction A positive organizational culture that has shared values, norms, and beliefs can boost employee well-being and engagement Conversely, a negative organizational culture with distrust, conflict, and cynicism can adversely impact employee outcomes

Research has shown that an individual's workplace environment significantly impacts their job satisfaction According to Budie's study in 2019, both internal and external factors contribute to employee satisfaction, with perceptions of individual needs playing a crucial role Langer's research in 2019 also suggests that the type of work environment can have a significant effect on job satisfaction In contrast to centralized working conditions, which had a direct negative relationship, an entrepreneur environments have been shown to share a further beneficial connection with job satisfaction Social support, influence, and knowledge about workplace choices were identified as significant factors that contribute to job satisfaction in Sell and colleagues’ study in 2011 Furthermore, Jiang's study in 2018 discovered that factors such as decision-making input and job diversity had a positive impact on job satisfaction, while those related to threat had a negative connection Poor ergonomic conditions such as uncomfortable seating and repetitive movements were also found to be linked to higher levels of musculoskeletal disorders and lower job satisfaction among office workers Overall, a constructive work environment with a positive organizational culture, adequate facilities, and appropriate working conditions can increase employee satisfaction, engagement, and well- being, while reducing stress, burnout, and turnover rates

Recognition is a significant aspect in growing employee motivation and job satisfaction It can be provided through both formal reward programs and informal methods like positive feedback or a simple thank-you note The recognition of an employee's influences to the company can make them feel valued, which in turn can increase their motivation and job satisfaction (Magnus, 1981) The implementation of meaningful recognition programs can have positive outcomes for the organization as a whole However, recognition must be genuine and sincere to have a optimistic effect on job satisfaction Inauthentic or manipulative recognition can lead to decreased job satisfaction Therefore, organizations must ensure that recognition is based on authentic contributions and achievements and delivered in a meaningful and sincere way (Allen and Helms, 2002; Bowling and Hammond, 2008)

F Opportunities for growth and development:

Several studies have established that growth and development opportunities significantly impact job satisfaction Providing employees with clear career paths and access to training and development opportunities is essential for job satisfaction However, this relationship can be influenced by individual and contextual factors According to Lee and Lee (2018), The development of a career and work performance have an advantageous connection, which is influenced by individual and company variables In addition, providing support for career

16 development and implementing formal career development programs can increase job satisfaction, especially in the public sector (Kim, 2002) Chen et al (2004) also discovered that career advancement courses improve efficiency, growth in a profession, and happiness at work The type of program offered, such as on-the-job or external training, can also impact job satisfaction and professional development Therefore, organizations should not only provide access to career development opportunities but also carefully select the type of program to offer, based on individual and organizational factors, to ensure maximum impact on job satisfaction Moreover, job satisfaction is affected by various other factors, such as work nature, relationships, leadership, compensation, work environment control, and organizational culture, which should also be taken into account by organizations to promote job satisfaction among employees (Chouhan & Sharma, 2020)

Work environment

The social, physiological, and mental conditions in which one performs duties at work are commonly referred to as one's work atmosphere It covers all the factors that could affect an employee's well-being and productivity, including air quality, lighting, temperature, noise

15 levels, ergonomics, organizational culture, interpersonal relationships, and communication patterns A constructive work environment is identified by elevated levels of employee satisfaction, engagement, and well-being, and low levels of stress, burnout, and turnover Organizational culture is also a crucial facet of the work environment that can influence job satisfaction A positive organizational culture that has shared values, norms, and beliefs can boost employee well-being and engagement Conversely, a negative organizational culture with distrust, conflict, and cynicism can adversely impact employee outcomes

Research has shown that an individual's workplace environment significantly impacts their job satisfaction According to Budie's study in 2019, both internal and external factors contribute to employee satisfaction, with perceptions of individual needs playing a crucial role Langer's research in 2019 also suggests that the type of work environment can have a significant effect on job satisfaction In contrast to centralized working conditions, which had a direct negative relationship, an entrepreneur environments have been shown to share a further beneficial connection with job satisfaction Social support, influence, and knowledge about workplace choices were identified as significant factors that contribute to job satisfaction in Sell and colleagues’ study in 2011 Furthermore, Jiang's study in 2018 discovered that factors such as decision-making input and job diversity had a positive impact on job satisfaction, while those related to threat had a negative connection Poor ergonomic conditions such as uncomfortable seating and repetitive movements were also found to be linked to higher levels of musculoskeletal disorders and lower job satisfaction among office workers Overall, a constructive work environment with a positive organizational culture, adequate facilities, and appropriate working conditions can increase employee satisfaction, engagement, and well- being, while reducing stress, burnout, and turnover rates.

Recognition

Recognition is a significant aspect in growing employee motivation and job satisfaction It can be provided through both formal reward programs and informal methods like positive feedback or a simple thank-you note The recognition of an employee's influences to the company can make them feel valued, which in turn can increase their motivation and job satisfaction (Magnus, 1981) The implementation of meaningful recognition programs can have positive outcomes for the organization as a whole However, recognition must be genuine and sincere to have a optimistic effect on job satisfaction Inauthentic or manipulative recognition can lead to decreased job satisfaction Therefore, organizations must ensure that recognition is based on authentic contributions and achievements and delivered in a meaningful and sincere way (Allen and Helms, 2002; Bowling and Hammond, 2008)

Opportunities for growth and development

Several studies have established that growth and development opportunities significantly impact job satisfaction Providing employees with clear career paths and access to training and development opportunities is essential for job satisfaction However, this relationship can be influenced by individual and contextual factors According to Lee and Lee (2018), The development of a career and work performance have an advantageous connection, which is influenced by individual and company variables In addition, providing support for career

16 development and implementing formal career development programs can increase job satisfaction, especially in the public sector (Kim, 2002) Chen et al (2004) also discovered that career advancement courses improve efficiency, growth in a profession, and happiness at work The type of program offered, such as on-the-job or external training, can also impact job satisfaction and professional development Therefore, organizations should not only provide access to career development opportunities but also carefully select the type of program to offer, based on individual and organizational factors, to ensure maximum impact on job satisfaction Moreover, job satisfaction is affected by various other factors, such as work nature, relationships, leadership, compensation, work environment control, and organizational culture, which should also be taken into account by organizations to promote job satisfaction among employees (Chouhan & Sharma, 2020)

Upon conducting a thorough investigation into the various factors that influence both job satisfaction and employee performance, it has become evident that there is a strong correlation between these two variables Drawing from existing literature on the 6 primary factors that contribute to satisfaction at work, as well as the relationship between job satisfaction and factors, the theoretical framework has been made

A summary of the idea of job satisfaction and its significance in the workplace is provided in Chapter 2 of the dissertation The definition of satisfaction in work and its importance for both employees and employers are highlighted in the chapter It also discusses the elements that contribute to job satisfaction, such as compensation and

17 benefits, job characteristics, work environment, recognition, interpersonal relationships at work, and chances for professional advancement In order to give readers a better understanding of the current research in the area, the chapter also provides a literature review of earlier studies that examined job satisfaction and its contributing factors The following chapter, which describes the research methodology, is built on the knowledge provided in this chapter.

RESEARCH METHODOLOGY

Philosophy

The first step in the Research Onion Model is to define the researcher's worldview and assumptions about the nature of reality, knowledge, and the researcher's role, according to Saunders et al (2012) This initial layer of the model is critical because it establishes the foundation for the entire research process Philosophical assumptions can impact various aspects of the research, including the research topic, design, data collection methods, and analysis techniques For instance, researchers with interpretive perspectives are more likely to use qualitative research methods, while those with positivist perspectives are more inclined to use quantitative research methods Therefore, it is essential for researchers to carefully consider their philosophical assumptions and how they may impact the overall research process

Positivism, according to Saunders, Lewis, and Thornhill in 2012, is the belief that there is a real world that can be examined and evaluated through the application to theoretical methods This approach emphasizes the use of quantitative data and statistical analysis to test hypotheses and establish cause-and-effect relationships In the Research Onion Model, positivism is located at the outermost layer, indicating that it represents the most empirical and objective research approach However, positivism has been criticized for ignoring subjective experiences and focusing only on observable phenomena Despite these criticisms,

19 positivism continues to be widely used in many fields, particularly in the natural and physical sciences.

Research Approach

According to Bryman (2016), the deductive approach is a research method that involves creating hypotheses or theories based on previous literature and then testing them through empirical observations and data analysis This approach is useful in investigating pre-existing models or theories and confirming or refuting them The deductive approach follows a top- down approach, meaning that the research begins with a hypothesis or theory that is subsequently validated through data gathering and analysis (Trochim & Donnelly, 2008)

In applying the deductive approach to examine job satisfaction at Phuc Dat Company and factors that affect job satisfaction to enhance overall performance, the first step is to determine the theoretical framework for the research by reviewing available literature to identify the main factors and concepts related to job satisfaction The next stage would involve designing the research methodology and data collection tools, such as selecting the appropriate research design and developing a survey questionnaire based on the identified theoretical framework to gather data on variables that are included in the hypothesis

After data collection, the third step in using the deductive approach is data analysis, which involves ranking the factors using statistical analysis techniques to point out the importance of factors that nluence satisfaction at workplace The outcomes of the data analysis would be used not only to identify the most crucial factors but also to acknowledge the real results to apply improvements in Phuc Dat

While the deductive approach is objective and empirical, allowing the data obtained to be analyzed using statistical methods to provide quantitative evidence, it is also limited One significant drawback is that it relies heavily on existing literature, which may limit the research's scope and potential for new discoveries Additionally, the deductive approach may be time-consuming and resource-intensive due to the need to collect and analyze vast amounts of data (Trochim & Donnelly, 2008).

Research Strategy

To collect data effectively to support ideas and suggestions, it is suggested that the original study's research strategy should use surveys and investigations To achieve this, a questionnaire is created using a small process Firstly, all employees are selected to determine the subject matter of the survey The questionnaire's content is then developed based on the research objectives and the elements that impact job satisfaction In the second step, the interviewees receive the questionnaire from the interviewer by sharing a link, along with instructions to ensure the interviewees are familiar with its contents The interviewees are then requested to provide their own subjective responses

There are various restrictions on the use of questionnaires and studies, despite the fact that they are efficient data gathering techniques that allow researchers to quickly and easily obtain information from a sizable sample of individuals A possible drawback is that participants might not give truthful or correct answers, which could affect the validity and dependability of the data gathered Additionally, the survey questions may not capture all of the relevant factors or perspectives related to job satisfaction, which may limit the scope of the study's results (Saunders et al., 2012) Therefore, it is significant for researchers to carefully design and develop their surveys and investigations to ensure that they are tailored to gather relevant and useful data By providing clear instructions to the interviewees, the survey can be ensured that the data collected is of high quality and reliable

The survey makes use of a Likert-type scale to measure responses To analyze the results, the responses are inputted into MS Excel and percentages are calculated The distance value is calculated by subtracting the minimum value from the maximum value and then dividing by the total scale For example, in this study, the distance value is (5-1)/5 = 0.8 The different levels of performance can be understood as:

• A Strongly Disagree Performing level is indicated by an average of 1.0 and 1.80

• A performance level of disagreement is indicated by an average of 1.81 and 2.60

• A performance level of Neutral is indicated by an average of 2.61 and 3.40

• A level of agreement is indicated by an average of 3.41 and 4.20

• A Strongly Agree Performing level is indicated by an average of 4.21 and 5.00

This approach helps to objectively evaluate the responses received and categorize them based on different performance levels

Applying Excel as a tool and a 5-point Likert scale with responses ranging from "Strongly Disagree" to "Strongly Agree," the data gathered is analyzed

Survey period: The survey began in early April 2023 and ended in mid-April 2023

Sampling method also applied in this investigation In order to choose the respondents, 80 official employees of Phuc Dat has been chosen, inlcuding all genders and ages from under 30 to above 50 According to Kothari (2004), sampling method involves the selection of a subset of individuals or items from a larger population for the purpose of making inferences about the entire population in research The use of sampling is necessary because it is often unfeasible to study the entire population The primary objective of sampling is to select a representative sample of the population being studied so that any conclusions drawn from the sample can be generalized to the population as a whole The selection of a specific sampling method depends on a variety of factors, including the

21 research objectives, population size and characteristics, and available resources for sampling, as noted by Creswell (2014).

Research Choices

The Saunders Onion Model is a useful tool for outlining the research process and ensuring that all necessary components are considered For this study, a mono-method research design will be utilized, meaning that only one research method will be used In particular, surveys will be used to gather data from employees at Phuc Dat Company Surveys are a popular method of data collection as they are efficient and cost-effective They also allow for standardized responses that can be easily analyzed using statistical software The descriptive research aims to gather quantitative data about Phuc Dat Company's effectiveness.

Time Horizon

This means that the quantitative data collection was conducted at a specific point in time and did not extend over a longer period In order to complete the investigation on time, a partial time frame has been adopted for the study, which means that the quantitative data collection was conducted at a specific point in time and did not extend over a longer period

To ensure that the investigation is completed within the given timeframe of three months, from December 2022 to April 2023, this approach allows the researchers to focus on collecting relevant data efficiently and effectively without the limitations of a longer-term study The use of a partial time frame is common in studies that aim to examine a specific phenomenon or issue within a defined period (Saunders et al., 2018)

The Saunders Onion Model is a well-known research methodology that provides a systematic approach to conducting research The third layer of the model, the time horizon, refers to the length of time that the research will cover Cross-sectional research and longitudinal research are two types of research designs that can be employed Data is gathered in cross-sectional research at a certain moment, making it valuable for figuring out how an individual or activity is currently progressing However, it cannot establish cause-and-effect relationships Longitudinal research, on the other hand, involves the collection of data over an extended period and can establish cause-and-effect relationships between variables, making it useful for testing theories (Sekaran & Bougie, 2016)

While cross-sectional research is quick, efficient, and cost-effective, it is limited in its ability to establish cause-and-effect relationships Longitudinal research, on the other hand, can establish cause-and-effect relationships and is useful for understanding how a particular population or phenomenon changes over time It can be classified into trend study, cohort study, and panel study, depending on the way data is collected over time (Bryman, 2016)

Therefore, while a partial time frame may be useful in completing a study within a given timeframe, researchers must also consider the limitations of cross-sectional research and the

22 potential benefits of longitudinal research in establishing cause-and-effect relationships and testing theories.

Techniques & Procedures

In the Saunders Onion Model, the research strategy mono-quantitative is a crucial layer, which differs from the qualitative approach in several ways Quantitative research employs numerical data and standardized measures, such as surveys and experiments, to identify patterns and relationships between variables In contrast, qualitative research gathers non- numerical data through interviews, focus groups, and observation to understand complex phenomena through subjective experiences and viewpoints The nature of the data collected and the level of structure set these two approaches apart The type of research question also determines the most effective method to employ Quantitative research is suitable for questions that can be measured or quantified, while qualitative research is best suited to answer questions that demand an understanding of subjective experiences or perspectives

This investigation will apply the quantitative approach to analyze the data from the survey completed by Phuc Dat's official employees The researcher can achieve quantifiable and relevant outcomes using this strategy, which entails the collecting and analysis of numerical data using surveys or questionnaires The goal is to determine the connection that exists between satisfaction with work and worker productivity Large sample sizes will be possible through the use of surveys, giving an accurate representation of the target population as a whole Additionally, statistical analysis will produce unbiased and trustworthy results while reducing researcher bias The quantitative approach is suited for this research study because it will allow the researcher to get relevant and trustworthy data to examine the relationship between employee performance and job satisfaction

It is essential to consider the differences between the mono-quantitative and qualitative approaches when selecting a research strategy The choice of approach should be based on the research question, context, and data requirements The use of quantitative methods may not always be appropriate, and in some cases, the qualitative approach may be more suitable Therefore, it is critical to choose mono-quantitative as a research strategy that aligns with the research inquiry's specific needs and goals.

Method of Analysis

The use of quantitative methods in Microsoft Excel is a crucial tool for performing detailed analysis by utilizing numerical data to identify patterns, trends, and associations between variables in a dataset Excel offers various functions and tools for quantitative analysis, including the SUM and AVERAGE functions for calculating totals and averages, as well as charts and graphs, such as scatter plots and line charts, for presenting quantitative data visually By utilizing quantitative methods in Excel, analysts can gather crucial insights into the properties of a dataset and make informed decisions based on the outcomes Phuc Dat conducted a survey, and the results were gathered and processed in an Excel file, with every three questions representing a single factor out of the six that affect job satisfaction The information was then calculated and presented as the mean and standard deviation

23 values The raw data collected will be presented by APPENDIX 3 Using a scale of 1 to 5, indicating the degree of agreement with job satisfaction factors, the mean values could determine which factors have the most significant impact on job satisfaction at Phuc Dat

Figure 3: Questions based on factors

Research Ethics

Survey takers are not forced, if they feel forced or the information in the survey exceeds their right to share, they can stop at any time Respondent's information will be kept confidential to ensure the privacy of personal information

Summary

The chapter commences by presenting the quantitative approach that was adopted in this study, utilizing a survey method to investigate job satisfaction at Phuc Dat The sampling technique is explained, and it is revealed that a convenience sampling method was used to select employees from Phuc Dat Subsequently, the chapter details the data collection process, which involved a structured questionnaire with 18 questions representing six factors affecting job satisfaction Data was collected via an online survey platform and analyzed utilizing Microsoft Excel Furthermore, the chapter discusses ethical considerations, such as obtaining informed consent from participants and ensuring the anonymity and confidentiality of the data collected Finally, the chapter outlines the statistical methods used to analyze the data, including descriptive statistics, correlation analysis, and regression analysis Overall, the chapter presents a comprehensive and detailed explanation of the research methodology used in this study, ensuring the reliability and validity of the findings.

Finding & Analysis

Descriptive statistics of the samples

The survey conducted at Phuc Dat Company aims to assess employee satisfaction levels on six factors, including relationships in the workplace, job features, recognition, salary and benefits, opportunities for growth and development, and work environment The survey consists of 18 questions, with three questions allocated for each of the six factors

The employees of Phuc Dat Company also value the relationships they have with their colleagues and superiors The answers to the three questions of this element show that the employees get along well with one another and their management

The job characteristics factor received mixed feedback from the employees, with some indicating that they find their job challenging and rewarding, while others find it monotonous and unfulfilling The overall feedback on this factor suggests that the employees are generally satisfied with their job characteristics

The recognition factor also scored well in the survey, indicating that the company values and acknowledges the employees' hard work and recognition The employees feel appreciated and motivated by the recognition and feedback provided by the management They believe that their contributions to the company are recognized and rewarded fairly, which leads to job satisfaction and loyalty toward the company

Salary and benefits, which are crucial factors in employee satisfaction, scored well in the survey According to the employees, their compensation and benefit packages are competitive and appropriate for their level of education and experience The employees respect and cherish the company's efforts in offering benefits including medical insurance, benefits for retirement, and compensated days off

The employees of Phuc Dat Company have a positive outlook toward the opportunities for growth and development provided by the company They believe that the company offers ample opportunities for career growth and skill development, as indicated by the responses to the three questions on this factor

The work environment factor received positive feedback from the employees, with a significant number of employees indicating that the company provides a safe, comfortable, and supportive work environment The employees appreciate the company's efforts in

25 maintaining a clean and hygienic workplace that promotes their physical and mental well- being They also feel that the management is approachable and supportive, which creates a positive work culture.

Research results

As it is closely related to employees' social and emotional well-being at work, the

"relationship at work" factor has an enormous effect on job satisfaction Negative relationships can result in stress, burnout, and discontent at work, while positive relationships can boost job satisfaction, inspiration, and productivity Therefore, it is essential for companies to foster a positive work culture that promotes healthy relationships among employees to enhance job satisfaction and productivity Based on the data provided, the mean score for the "relationship at work" factor is 3.46, which suggests that the employees at Phuc Dat Company generally have positive relationships with their colleagues and superiors The standard deviation of 0.5 indicates that the responses are relatively consistent, with little variation in the scores

Looking at the individual questions, we can see that question 1 received the highest mean score of 3.64, indicating that the majority of employees at Phuc Dat Company feel that they have a positive working relationship with their colleagues This result suggests that Phuc Dat company has fostered a culture of collaboration and teamwork, which is important for a positive work environment

Question 2 received a mean score of 3.33, which is slightly lower than the mean score for the overall factor This result suggests that while the majority of employees feel they have positive working relationships, there may be some instances where employees do not feel fully supported by their colleagues This could be an area for the company to focus on to ensure that employees at Phuc Dat company feel valued and supported in all aspects of their work

Question 3 received a mean score of 3.41, which is a little bit lower than the mean score for question 1 This result suggests that while Phuc Dat company has encouraged a positive work culture, there may be some room for enhancement in how the superiors promote this culture This could be an area for the management to focus on to ensure that a positive work environment is consistently maintained and promoted throughout the company

The "Job Characteristic" element, which is strongly related to employees' intrinsic drive and feeling of purpose, has a considerable impact on job satisfaction Jobs that provide employees the chance to put their skills and abilities to use, have a clear purpose and meaning, and are interesting and challenging are more likely to increase employee motivation and job satisfaction Therefore, it is crucial for businesses to make sure that jobs are created for their staff in a way that gives them access to these elements in order to improve their job satisfaction and general well-being According to the data provided, the mean score for the

"Job Features" factor is 3.27, which suggests that employees at Phuc Dat Company generally feel that their jobs provide them with opportunities to use their skills and abilities and that their work feels purposeful and meaningful However, the mean score for question 5, "I find my job challenging and interesting," is below the overall mean for the factor, indicating that there may be room for improvement in this area

Looking at the individual questions, we can see that question 4 received the highest mean score of 3.48, pointing out that employees of Phuc Dat Company feel that they are able to apply their skills and abilities in their job This means that Phuc Dat company allows employees to feel that their work is meaningful and that they are contributing to the company in a valuable way

Question 6 also received a relatively high mean score of 3.33, which suggests that employees at Phuc Dat feel that their work is meaningful Since Phuc Dat has made their employees feel like contributing to a larger cause, they will find their job has a purpose and be responsible for their job

However, question 5 received the lowest mean score of 2.99, indicating that employees may find their job is either more or less challenging than they would like This a sector that Phuc Dat company needs a big improvement to make in order to have the employees be motivated and engaged in their work

The mean score for question 7 is the highest among the three questions, indicating that employees generally feel valued and recognized for their efforts The standard deviation of 0.70 suggests that there is some variability in the responses, but overall, employees feel appreciated for their work

The mean score for question 9 is also relatively high, suggesting that employees feel that the company invests in their growth and development The standard deviation of 0.65 indicates that there is relatively little variability in the responses, suggesting that employees generally agree that the company supports their professional development

However, the mean score for question 8 is the lowest among the three questions, suggesting that employees feel that they are not recognized for their contributions The standard deviation of 0.75 indicates that there is some variability in the responses, suggesting that some employees may feel more recognized than others

Based on the data provided, the mean score for the "Salary and Benefits" factor is around 3.31, which suggests that the employees' joy with their benefits, compensation package, and remuneration consistency is acceptable The standard deviation is between 0.64 and 0.71, and the data points are relatively close to the mean score and not spread out too far, meaning that there is not a large variety of opinions among employees regarding their satisfaction with their salary and benefits

The highest score is for question 12 with a mean of 3.36, and the lowest score is for question

10 with a mean of 3.28, indicating that Phuc Dat company pays their employees is fair enough and competitive with other companies in the industry according to the employees’ feedback

According to the study, giving employees options for growth and development is crucial for boosting job satisfaction at Phuc Dat Companies that prioritize these opportunities may be more likely to retain employees and have a more engaged and motivated workforce The results of this analysis could be used to inform strategies for improving opportunities for growth and development within the company Based on the data collected, with a mean score of 3.59 out of 5 for question 13, it seems that the company is doing a moderately good job in providing opportunities for training according to employees’ feedback The lowest mean score of 3.09 is for category 15, indicating that employees at Phuc Dat may not feel that their job offers sufficient opportunities to develop This could have a negative impact on their job satisfaction, as employees may feel stagnant in their roles and not be motivated to improve

The standard deviations for each category suggest that there is some variability in how employees perceive the opportunities for growth and development at Phuc Dat company The relatively high standard deviation of 0.82 for question 13 suggests that there may be some disagreement among employees of Phuc Dat about the extent to which the company provides opportunities for training and development Similarly, the standard deviation of 0.71 for question 14 suggests that there may be some variability in how employees perceive the opportunity for career advancement

The category with the highest mean score, 13, and the category with the lowest mean score,

Comparative Analysis

According to the Table collected from “The Role of Factors on Job Satisfaction of Employees –

An Empirical Study” by Kaur in 2012, 100 people working in professional, supervisory, and managerial positions from different districts in Punjab participated in the survey The information was gathered using an open-ended, structured questionnaire that was translated into the local language for ease of comprehension A 5-point Likert scale, with 1 being "very important" and 5 being "not at all important," was used to evaluate the questionnaire There were initially 20 factors that affected job satisfaction, but after examining the mean and Standard Deviation, it was determined that only those components with a mean of 2 or less are significant and had a significant effect on employee job satisfaction

As the table shows, “working condition” is the second important factor with a mean of 1.28, after the “Opportunities for Interaction” factor The “Relationship with coworkers” factor is considered the fifth important factor out of the 12 factors In the table above, there are 2 highlighted factors that are similar to the factors in this investigation, which are “relationship with coworkers” and “working conditions” “Relationship with coworkers” is similar to

“Relationship at work”, the “Working Conditions” factor in the table is similar to the “Work

Environment” factor As the data collected from the related study has also shown that, the importance of the “relationship at work” factor and “work environment” factor in job satisfaction is highly acknowledged not only by Phuc Dat Company but also in firms from international as well

The “relationship at work” factor, which refers to the quality of relationships an employee has with coworkers, superiors, and subordinates, is considered less important in influencing job satisfaction compared to others However, it still has a mean value above the midpoint, suggesting that it is still a factor to consider Building positive relationships at work can contribute to a more enjoyable work experience and a sense of camaraderie, which can impact job satisfaction and retention

According to the findings, "work environment" is identified as the next most important aspect that affects job satisfaction This implies that employees place a high value on the physical

31 and social surroundings in which they work A positive work environment can enhance employee well-being and motivation, leading to increased job satisfaction This can encompass various factors such as the physical workspace, office culture, and relationships with colleagues Employers who prioritize creating a positive work environment may see benefits in terms of employee retention, productivity, and overall job satisfaction

According to the study by Barbara, there were 215 respondents, the respondents reported that various factors had affected their job contentment, and descriptive statistics were used to assess the significance of these factors Inquired about the determinants of job satisfaction, the respondents were presented with a list of 13 factors and asked to indicate which ones corresponded to their "irrelevant", "low satisfaction", "satisfaction" or "great satisfaction"

The presented table and this investigation share similar factors For instance, "Atmosphere at work" in the table is equivalent to the "Work Environment" factor, and "Good relationship with coworkers" and "Good relationship with superiors" align with the "Relationship at work" factor Additionally, "Possibility of promotion" and "Possibility of development" correspond to

"Opportunities for growth and development," while "Recognition of superiors" is linked to the

"Recognition" factor, and "Content of work" aligns with the "Job Characteristic" factor Among the seven factors in the table, six were similar to those examined in this investigation The respondents in the table rated "Atmosphere at work" as the most crucial factor with a mean score of 3.39, while "company culture" was rated the least important with a mean score of 2.9 "Stability of employment" and "Good relationships with colleagues" were the second most important factors after "Atmosphere at work." "Good relationships with

32 superiors" and "communication with management" were ranked fourth and fifth, respectively According to the respondents, "content of work" and "Possibility for development" were the second and third least significant factors, respectively Based on the similarities between the factors examined in the table and those in this investigation, it can be concluded that "Work Environment" is the most critical factor in determining job satisfaction, followed by "Relationship at work" as the second most important, and

"Recognition" as the third "Opportunities for growth and development" is the second least important factor, and "Job Characteristics" is the least important factor among all five factors

According to a study, growth and development opportunities are not as important as compensation, work environment, and relationships with colleagues and superiors in determining job satisfaction However, it is still necessary for employers to provide such opportunities to enhance job satisfaction and retention Neglecting these opportunities may lead to employee dissatisfaction and potential turnover Therefore, employers should balance the significance of growth and development opportunities with other factors that contribute to employee satisfaction

Recognition is the fourth most important factor in shaping job satisfaction Employees value being acknowledged and appreciated for their work, so employers should consider implementing recognition programs or strategies to enhance employee satisfaction and motivation Neglecting to provide recognition to employees may lead to losing them to other companies with better recognition programs Therefore, employers should strive to balance all the factors that contribute to employee satisfaction, including recognition

Job characteristics, such as the nature of work, level of autonomy, and variety of tasks, were found to be ranked as the second least important factor in determining job satisfaction Employers should focus on providing employees with meaningful and engaging work to enhance job satisfaction and retention Neglecting job characteristics may lead to employee dissatisfaction and potential turnover Therefore, employers need to balance the importance of job characteristics with other factors that contribute to employee satisfaction

The work environment is the most critical factor in determining job satisfaction, indicating that employees highly value the physical and social aspects of their work environment Employers should prioritize creating a positive work culture that fosters good relationships between employees to increase job satisfaction and retention While other factors such as compensation, job characteristics, and growth opportunities also significantly impact employee satisfaction and retention, a positive work environment can foster employee well- being and motivation Therefore, employers should adopt a comprehensive approach to employee satisfaction that takes into account all these factors

While job characteristics have a smaller impact on job satisfaction, they can still affect employee well-being and motivation Employers should focus on providing meaningful and engaging work while balancing job characteristics with other important factors that contribute to employee satisfaction

The table above is collected from “An empirical study of factors influencing job satisfaction”, the study was done by Pooja Pandey with Pradeep Kumar and colleagues in 2017 According to the study, 500 questionnaires were given out to the staff, and 337 were actually collected

Of the questionnaires that were collected, 310 were fully completed and chosen for the study The "Compensation Package" is the standout element and it has two hypotheses:

 Ho: There is no significant relationship between compensation package and job satisfaction

 H1: There is a significant relationship between compensation package and job satisfaction

Conclusion & Recommendation

Introduction

In conclusion, the goals of this dissertation were to identify the elements that affect job happiness, gauge employee job satisfaction at Phuc Dat Company, and offer suggestions for how to raise it Through an extensive examination of data collected from various sources, several key contributors to job satisfaction were identified, such as equitable compensation, a supportive work atmosphere, opportunities for professional growth, and helpful management.

Summary of the results

The survey results show that employees at Phuc Dat Company have an average level of job satisfaction, with several areas needing improvement The survey suggested a number of tactics to boost job happiness, including competitive pay and benefits, fostering a healthy workplace culture, providing possibilities for career growth, and enhancing channels of interaction and suggestions between workers and upper management

The mean value of job characteristics at Phuc Dat is 3.27, showing that it is the element that is thought to have the least impact on job satisfaction It's crucial to remember that the scale employed in Chapter 3 indicates that job features still have a minimal impact on job satisfaction and should not be disregarded While it may not be the most important factor, employers should still take job characteristics into consideration to ensure employee satisfaction and retention

Pays and benefits, with a mean value of 3.31, is ranked as the second least important factor for job satisfaction While employees may not prioritize it as the most important factor, the results suggest that it still impacts their overall job satisfaction

Recognition, with a mean value of 3.31, is also considered an important factor for job satisfaction at Phuc Dat While it may not be the main reason for job satisfaction, employees appreciate being acknowledged for their contributions and efforts, which can motivate them to perform well and continue improving their work

5.2.4 Opportunities for growth and development:

Opportunities for growth and development are evaluated as the second most significant element for job satisfaction at Phuc Dat, with a mean score of 3.34 This shows that learning and career growth are highly valued by employees Investment in educational and development initiatives can improve employee retention and happiness, resulting in a staff that is more skilled and adaptive and improving the long-term performance of the business 5.2.5 Work environment:

Similarly, the work environment also has a mean value of 3.34 and is an important factor for job satisfaction at Phuc Dat Positive physical and social surroundings can enhance employee well-being and motivation, leading to increased job satisfaction

The highest mean value of all factors is a relationship at work, with a mean value of 3.46 This indicates that the quality of relationships employees have with their colleagues, superiors, and subordinates significantly impacts their overall job satisfaction Positive relationships can lead to greater engagement, motivation, job security, and job satisfaction among employees Employers should prioritize fostering positive relationships among their employees to improve overall job satisfaction and retention.

Recommendation

In conclusion, this research provides significant insights and suggestions for enhancing job satisfaction at Phuc Dat Company, which could result in a more motivated and efficient workforce By implementing these suggestions, Phuc Dat Company could establish a work atmosphere that promotes job satisfaction and boosts the general well-being of its workers

To improve productivity and increase job satisfaction at Phuc Dat, it is recommended that the company consider several measures that address factors:

First, Phuc Dat should review its pay and benefits package to ensure that it is competitive and attractive to current and prospective employees To achieve this, the company should conduct regular salary surveys to benchmark its compensation against other companies in the industry For instance, Phuc Dat company needs to find which benefits the employees want most, this depends on the employee’s opinions Each individual has different needs, so it’s important to set the appropriate goal for an individual In order to reward employees for their efforts and accomplishments, the company should also take into account providing performance-based bonuses and incentives To boost employee wellbeing, complete benefit packages should be offered, include health insurance, retirement programs, and other advantages

Secondly, it is recommended that Phuc Dat focus more on creating a positive work environment that is conducive to productivity and job satisfaction This could include investing in comfortable and modern office spaces, providing the necessary equipment and technology for employees to perform their job duties, and ensuring that the workplace is clean, safe, and welcoming For example, with the current situation of Phuc Dat, the company has already set a standard of conditions for working and rules at the workplace in order to create a decent work environment, so the company should also encourage open communication and collaboration among employees, and provide opportunities for team- building and social activities outside of work A positive work environment can foster a culture of positivity and collaboration that can lead to higher employee morale and job satisfaction

Thirdly, the company should improve job characteristics to enhance job satisfaction and productivity This could involve redesigning job roles to offer more variety and challenge, providing opportunities for employees to work on special projects or initiatives, or offering training and development programs to help employees acquire new skills and knowledge By improving job characteristics, Phuc Dat can create a more engaging and fulfilling work experience for its employees, which can lead to increased productivity and retention

Fourthly, Phuc Dat should implement recognition programs to reward and acknowledge employees for their contributions and achievements For example, employees in the sales department with the highest sales should be encouraged by rewards or considered to be promoted This could involve establishing employee recognition programs that offer rewards and incentives for outstanding performance or providing verbal and written feedback to employees for a job well done Recognizing and rewarding employees for their efforts can create a sense of pride and loyalty among the workforce, which can lead to increased motivation and productivity

Fifthly, the company should provide growth and development opportunities to support employee career aspirations This can be done by development programs for employees, according to a period of time, employees with good results should be guided in the program, and employees that don’t perform well at work also can be instructed to improve their weaknesses could involve offering training and development programs to help employees acquire new skills and knowledge, or providing opportunities for employees to take on new responsibilities and challenges within the company By providing growth and development opportunities, Phuc Dat can show its commitment to investing in the professional development of its employees, which can lead to increased job satisfaction and loyalty

Finally, the company should prioritize building positive relationships among its workforce Because the results of this factor are good, means that this factor is considered to be

37 important to job satisfaction at Phuc Dat an employee's perspective the company still needs to maintain and improve this in order to achieve higher productivityThis could involve promoting a culture of respect, inclusivity, and teamwork, providing opportunities for employees to get to know each other outside of work, and establishing mentorship or coaching programs to help employees build strong professional relationships By building positive relationships, Phuc Dat can create a sense of community and belonging among its employees, which can lead to increased job satisfaction and productivity

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Disagree Disagree Neutral Agree Strongly

I have a good working relationship with my colleagues

I feel supported by my colleagues when facing challenges

My superiors foster a positive work environment

My work provides an opportunity to use my skills and abilities

I find my work challenging and interesting

My work gives me a sense of purpose and meaning

I feel appreciated for the work that I do

I receive recognition for my contributions to the company

The company encourages and supports professional development

I am satisfied with my compensation package

The company offers full benefits, such as health insurance and retirement plans

43 remuneration is fair and consistent with industry standards

5.Opportunities for growth and development

The company creates opportunities for training and development

I have the opportunity to advance in my career in the company

I feel that my job offers opportunities to grow and learn

The company provides a safe and comfortable working environment

I have control over my work environment, such as lighting and temperature

The company provides the equipment and resources I need to do my job effectively

RESEARCH ETHICS CHECKLIST FORM Section I: Applicant Details

1 Name of Researcher (applicant): Le Tan Dat (Student ID: 212476)

2 Status (please click to select): Undergraduate

3 Email Address: letandat2ocd@bolton.ac.uk

5 Project Title: Investigating the job satisfaction at Phuc

Section III: For Students Only:

6 Course title and module name and number where appropriate

Banking University Ho Chi Minh city

7 Supervisor’s or module leader’s name:

8 Email address: shanthi_rajan@hotmail.com

Declaration by Researcher (Please tick the appropriate boxes)

X I have read the University’s Code of Practice

X The topic merits further research

X I have the skills to carry out the research

X The participant information sheet, if needed, is appropriate

X The procedures for recruitment and obtaining informed consent, if needed, are appropriate

X The research is exempt from further ethics review according to current University guidelines

Please answer each question by ticking the appropriate box:

1 Will the study involve participants who are particularly vulnerable or who may be unable to give informed consent

(e.g children, people with learning disabilities, emotional difficulties, problems with understanding and/or communication, your own students)?

2 Will the study require the co-operation of a gatekeeper for initial access to the groups or individuals to be recruited (e.g students at school, members of self-help group, residents of nursing home)?

3 Will deception be necessary, i.e will participants take part without knowing the true purpose of the study or without their knowledge/consent at the time (e.g covert observation of people in non-public places)?

4 Will the study involve discussion of topics that the participants may find sensitive (e.g sexual activity, own drug use)?

5 Will drugs, placebos or other substances (e.g food substances, alcohol, nicotine, vitamins) be administered to or ingested by participants or will the study involve invasive, intrusive, or potentially harmful procedures of any kind?

6 Will blood or tissues samples be obtained from participants? X

7 Will pain or more than mild discomfort be likely to result from the study? X

8 Could the study induce psychological stress or anxiety or cause harm or negative consequences beyond the risks encountered in normal life?

9 Will the study involve prolonged or repetitive testing? X

10 Will financial inducements (other than reasonable expenses and compensation for time) be offered to participants? X

11 Will participants’ right to withdraw from the study at any time be withheld or not made explicit? X

12 Will participants’ anonymity be compromised or their right to anonymity be withheld or information they give be identifiable as theirs?

13 Might permission for the study need to be sought from the researcher or from participants’ employer? X

14 Will the study involve the recruitment of patients or staff through the NHS? X