Researching on the job satisfaction of lecturees at HIAST college

RESEARCH PROJECT (BMBR5103) RESEARCHING ON THE JOB SATISFACTION OF LECTURERS AT HIAST COLLEGE STUDENT’S FULL NAME : HUYNH THI MY DIEU STUDENT ID : CGSVN00014998 INTAKE : MARCH 2013 ADVISOR’S NAME & TITLE : ASSOC. PROF. DR. NGUYEN PHAN September 2014 i Advisor’s assessment . . . . . . . . . . . . . . . . . . . . . Advisor’s signature ii Acknowledgements A completed study would not be done without any assistance. Therefore, the author who conducted this research gratefully gives acknowledgements to their support and motivation during the time of doing this research as a requirement of completing my Master of Business Administration. First of all, I would like to express my endless thanks and gratefulness to my supervisor Assoc. Prof. Dr. Nguyen Phan. His kindly support and continuous advices went through the process of completion of my thesis. Without his motivation and instructions, the study would have been impossible to be done effectively. A part from doing this, I would like to state my thanks to Open University Malaysia in collaboration with HUTECH University, academic lecturers and staffs at HUTECH Institute of International Education, where brings this program to Vietnam for us be able to joint such a great program. My special thanks approve to my parents for their endless love, care and have most assistances and motivation me. I also would like to explain my thanks to my siblings, brothers and sisters for their support and care me all the time. As last, my deeply thanks come to all members in Class K08A with their kindly support during time I joint this program. With Kindest Regards, Huynh Thi My Dieu iii ABSTRACT The aim of this study is to identify factors that affecting lecturers’ job satisfaction, and to evaluate lecturers’ satisfaction. This study will contribute to the confirmation of the scale factors system that affecting the job satisfaction in general and job satisfaction of lecturers in particularly. The results of this research will be a valuable source for future related research on measuring job satisfaction of lecturers. The research model is based on the theory and results from previous research on satisfaction. A 28-items questionnaire involving six categories (Nature of Work; Relationship with Colleagues; Salary and Benefits; Promotion Opportunity and Recognition, Working Condition and Policy and Management) were used to ensure the reliability and validity. Results show that a majority of the lecturers are satisfied with their job though not thoroughly. Besides, the research also shows that there is no difference in the levels of satisfaction among lecturers according to demographic factors. Key words: job satisfaction, lecturers iv TABLE OF CONTENTS CHAPTER 1: INTRODUCTION 1.1. Problem Statement 1.2. Research Objectives 1.3. Research Questions 1.4. Scope of Research 1.5. Research Methodology . 1.6. Significants of the Research 1.6.1. Theoretical significances . 1.6.2. Practical Significances CHAPTER 2: LITERATURE REVIEW AND CONCEPTUAL MODEL . 2.1. Theory of jobs satisfaction . 2.1.1. The Concepts . 2.1.2. The need of assessment the job satisfaction . 2.1.3. The factors affect on job satisfaction of lecturers 2.1.3.1. Intrinsic Factors . 2.1.3.2. Extrinsic Factors 2.1.3.3. Demographics Factors . 10 2.1.4. Measuring job satisfaction: 11 2.2. Overview the situations of research . 12 2.3. Reasearch Model and Hypothesis . 16 2.3.1. Basement of building research model 16 2.3.2. Proposal research model . 21 2.3.3. Hypothesis 22 CHAPTER 3: RESEARCH METHODOLOGY . 24 3.1. Research Design 24 3.2. The Scale 26 3.2.1. Salary and benefits scale 28 3.2.2. Working conditions scale 28 3.2.3. Nature of work scale 29 3.2.4. Promotion opportunities and recognition scale 29 3.2.5. Relationship with colleagues scale 30 3.2.6. Policies and management scale: . 30 3.2.7. General satisfaction scale 31 3.3. Data collection . 31 3.4. Methods of data analysis process . 32 v 3.4.1. Refresh data . 3.4.2. Reliability and value of scale 3.4.3. Descriptive Statistics . 3.4.4. Deductive Statistics . 3.4.4.1. Pearson Correlation Coefficient . 3.4.4.2. Variance Analysis (ANOVA) 3.4.4.3. Multivariate regression analysis 32 32 34 34 34 35 36 CHAPTER 4: DATA ANALYSIS . 37 4.1. Analysis of research factors . 37 4.1.1. Descriptive Statistic based on Age and Gender: . 37 4.1.2. Descriptive Statistic based on working experiences . 38 4.1.3. Descriptive Statistic based on Average Income per Month . . 38 4.1.4. Descriptive Statistic based on Destinations 39 4.2. Factor affecting on job satisfaction of lecturers 39 4.2.1 The scale of salary and benefits: 39 4.2.2 The scale of working conditions 40 4.2.3 The scale of nature of work 41 4.2.4 The scale of promotion and recognition 41 4.2.5 The scale of relationship with the colleagues 42 4.2.6 The scale of policy and management . 42 4.3. Testing scale with Cronbach Alpha reliability coefficient 43 4.4. EFA Analysis 48 4.5. Testing the research model 49 4.5.1 Analysis Pearson correlation coefficient: 49 4.5.2 Regression analysis . 49 4.6 ANOVA ANALYSIS . 57 4.6.1 Job satisfaction between male and female . 57 4.6.2 Job satisfaction among ageing group . 57 4.6.3 Job satisfaction by working experiences 58 4.6.4 Job satisfaction by average income 59 4.6.5 Job satisfaction by destination . 59 CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 62 5.1. Conclusion . 5.2. Recommendations 5.3. Limitations and suggestions . 5.3.1. Limitations of study: . 5.3.2 Suggestion for further research: . vi 62 64 68 68 68 REFERNCES 70 APPENDIX 74 List of Figures [Figure 2-1]: Maslow’s Hierarchy of Needs . [Figure 2-2]: Summary of Herzberg et al.’s two factors theory [Figure 2-3]: Proposed research model . [Figure 3-1]: Research Process . 17 20 21 25 List of Tables [Table 3-1]: Salary and benefits scale . 28 [Table 3-2]: Working conditions scale 29 [Table 3-3]: Nature of work scale 29 [Table 3-4]: Promotion opportunities and recognition scale . 30 [Table 3-5]: Relationship with colleagues scale 29 [Table 3-6]: Policies and management scale 31 [Table 3-7]: General satisfaction scale . 31 [Table 3-8]: Interpret of Correlation Coefficient 34 [Table 4-1]: Age and Gender of respondents 37 [Table 4-2]: Statistics based on working experiences 38 [Table 4-3]: Statistic based on average income per month . 38 [Table 4-4]: Statistic based on Destination . 39 [Table 4-5]: Results of evaluation on job satisfaction of lecturers based on salary and benefits. 39 [Table 4-6]: Results of evaluation on job satisfaction of lecturers based on working conditions. . 40 [Table 4-7]: Results of evaluation on job satisfaction of lecturers based on the nature of work. . 41 [Table 4-8]: Results of evaluation on job satisfaction of lecturers based on promotion opportunity and recognition 41 [Table 4-9]: Results of evaluation on job satisfaction of lecturers based on relationship with the colleagues 42 [Table 4-10]: Results of evaluation on job satisfaction of lecturers based on relationship with the colleagues 42 [Table 4-11]: Results of reliability test for scale of Salary and Benefits 43 [Table 4-12]: Results of reliability test for scale of working conditions 44 [Table 4-13] Results of reliability test for scale of nature of work . 44 [Table 4-14]: Results of reliability test for scale of Promotion Opportunity and Recognition . 44 [Table 4-15]: Results of reliability test for scale of relationship with the colleagues . 45 [Table 4-16]: Results of reliability test for scale of policy and management 45 vii [Table 4-17]: Results of Cronbach alpha reliability coefficient of the scale . 46 [Table 4-18]: Resullts of KMO and Bartlett's Test from EFA Analysis . 46 [Table 4-19]: EFA Analysis factor 48 [Table 4-20]: Model summary . 51 [Table 4-21]: Pearson analysis’ results of factors affecting lecturers’ satisfaction 52 [Table 4-22]: Pearson Analysis Results on level affecting of factors 53 [Table 4-23]: Results of coefficients regression analysis . 54 [Table 4-24]: Results of ANOVA Analysis in comparison level of job satisfaction between male and female . 57 [Table 4-25]: Results of ANOVA Analysis in comparison level of job satisfaction among Ageing group . 58 [Table 4-26]: Results of ANOVA Analysis in comparison level of job satisfaction by Working Experiences . 58 [Table 4-27]: Results of ANOVA Analysis in comparison level of job satisfaction by Monthly Income 59 [Table 4-28]: Results of ANOVA Analysis in comparison level of job satisfaction by Destination . 60 [Table 4-29]: One-Sample Test . 61 viii CHAPTER 1: INTRODUCTION 1.1. Problem Statement Teaching staffs are always considered as a core force and the most important factor in the decision of improving the quality of education. Resolution of the Central Committee session VIII has identified: “Teacher is the decisive factor for the quality of education”. The Direction 40-CT/TW of the Party Central Committee's Secretariat on Building, Improving the Quality of Teachers and Educational Management also clearly indicated that: “Teachers and educational management are the core forces and having an important role”. Therefore, to develop education training, the most important is firstly to take care of the construction and development of teachers. Generally, the recent changes in the environment of universities in Vietnam has yielded important results and created major challenges for innovation in operational management of lecturers. Recently, universities are focusing on the key issue is that to develop and evaluate lecturers (Tran Xuan Bach, 2006). Researching on job satisfaction of lecturers is one of the topical issues related to comprehensive improvement quality of lecturers; the level of job satisfaction of lecturers is up front factors about attracting and retaining quality lecturers. Therefore, for the educational institutions, to ensure the quantity, quality lecturers as well as the effectiveness of training need to understand the factors that influence their job satisfaction at workplace (Saeed Karimi, 2006; Sharma and Jyoti, 2009). Ho Chi Minh City Institute of Applied Science and Technology (HIAST) is assigned to train human sources with synchronization of economic and technical knowledge to meet the requirements of the nation’s development. Same as other universities and colleges, HIAST is facing such difficulties in the process of building the teaching staff with high, ethical and passionate professional qualifications to meet the need of training. On the other hand, although there is having the limit of lecturers’ evaluation, but in general, the development of lecturers is somehow remaining issues need to be concerned. The growing demand of lecturer is an urgent task. Researching on the job satisfaction of lecturers at HIAST College to find out the strategic solutions, stable and gradual development of the college in the competitive environment, is considered an essential duty. 1.2. Research Objectives This study aims to identify the key factors affecting the job satisfaction of lecturers in HIAST College and give some solutions to improve job satisfaction of lecturers. Specifically, this study was conducted to achieve the three objectives in the following: - Identify the key factors affecting job satisfaction of lecturers in HIAST College. - Determine the level of job satisfaction of lecturers by elements of influencing factors. - 1.3. Propose some recommendations to improve the job satisfaction of lecturers. Research Questions: The study focus on answering the following questions: - What are the key factors affecting the job satisfaction of lecturers at HIAST College? - How lecturers at HIAST College feel satisfied with their job? - What are the solutions to improve the job satisfaction of lecturers at HIAST College? 1.4. Scope of the Research The object of research is involved in teaching staff at the college. The study focuses on aspects of job satisfaction of lecturers. The scope of research includes all lecturers of Ho Chi Minh City Institute of Applied Science and Technology (HIAST). CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 5.1. Conclusion This study aims to determine the level of lecturers’ job satisfaction at Ho Chi Minh City Institute of Applied Science and Technology, and proposes recommendations to improve lecturers’ job satisfaction. On the basis of the theory of job satisfaction, the previous study and qualitative research of the authors, the author proposed model and the hypothesis including the introduction of the concept of job satisfaction, the necessity for measuring satisfaction, the factors affecting lecturers’ satisfaction and measurement tools have been applied widely around the world to measure job satisfaction. Measurement model of teacher satisfaction at Ho Chi Minh City Institute of Applied Science & Technology is launched with six factors and the assumption that the relationship of lecturers’ job satisfaction with six positive factors that including: the nature of work, opportunities for promotion and recognition, relationships with colleagues, salary and benefits, working conditions, the policy and management and a factor “general satisfaction” is considered to be the result of factors of lecturers’ job satisfaction. Methods of designed study include a mixture of qualitative research combined with quantitative in particular: research conducted by two research phases and formal study. Preliminary step is done by means of focus group discussions to explore the factors affecting lecturers’ job satisfaction, except for the given element in the proposed research model and editing, additional attributes measured. Main research is done by quantitative methods through questionnaires measuring attitude. This step was to evaluate the reliability, validity scales, testing assumptions about the relationship between the factors affecting general satisfaction and satisfaction measurement for each element. Questionnaire measuring lecturers’ job satisfaction includes 28 items in six factors: the nature of work (5 items), opportunities for promotion and recognition (4 items), 62 relationship with the colleagues (4 items), salary and benefits (6 items), working conditions (5 items), and policy and management (4 items) and a factor “general satisfaction” is considered to be the result of factor of lecturers’ satisfaction. This questionnaire is established based on the basic set of questions called TJSQ (Teacher Job Satisfaction Questionnaire) was proposed in 1982 by Lester. During each question item, 5-level Likert scales from (1) strongly disagree to (5) strongly agree was used. The data processing software SPSS version 16.0 is used to describe the data, the reliability assessment, and the value of the scale as well as perform other statistical inference. Summarize of the Findings On the general characteristics of the study, participants included 225 valid respondents are lecturers at the rate of 86.53% on the total 260 lecturers of the school, which accounted for 54.7% male and 45.3% female of the total number of valid responses objects. The majority of lecturers respondents were in the age group of 31 to 40 years old (44.1%) followed by the age group less than 30 with 93 people (41.3%), from 41 to 50 years old (12.4 %), from the age group above 50 years old only (2.2%). The number of lecturers responds having experiences ≤ years is 82 (35.2%) and the same value with the number of lecturers with working time from – 10 years; following there are 47 lecturers working from 11 to 15 years (20.9%) and last one is group of lecturers with the time of working is above 15 years only 14 people (6.2%). The percentage of the income distribution participants in the survey answer is: [...]... Besides, the author also suggested that when assessing job satisfaction of nurses need to assess the satisfaction in every aspect of the work and the context of the organizations rather than the common sense Thus, the evaluation will help the management having specific and suitable solutions to improve the level of job satisfaction of employees Latest studies of Vuong & Duong (2013) on comparing level of job. .. institutions can apply to measure the job satisfaction of lecturers with same conditions, in order to propose rational policies in the construction and development of lectures together with improving quality of its training and education 4 CHAPTER 2: LITERATURE REVIEW AND CONCEPTUAL MODEL 2.1 Theory of jobs satisfaction 2.1.1 The concepts There are many definitions of job satisfaction, one of the first... and job satisfaction, the lack of opportunities for promotion is one of the factors that have direct relations to job satisfaction (Yousef, 2002) The promotion is also recognized in the influence of job satisfaction of an individual (and Jyoti Sharma, 2006) Therefore, the next hypothesis is: Hypothesis H2: There is a positive relationship between promotion opportunities and recognition with the job satisfaction. .. significances The results of the study will provide to the school leaders recognize the important factors affecting lecturers’ job satisfaction Then propose the solutions of management to improve job satisfaction of lecturers more effectively, thereby improving the quality of training and education of the college Job satisfaction of lecturers at the college will assist the school leaders have the opportunity... assumptions about the relationship between the factors of job satisfaction and job satisfaction of lecturers will be tested In addition, this study also looked at whether there are differences in the level of job satisfaction of lecturers in the characteristics of demographic or not 20 2.3.2 Proposal Research Model Nature of work Promotion opportunities and recognition Relationship with the colleagues Job. .. marital status The second group is called institutional factors including the nature of work, the compensation/salary, supervision, promotional opportunities and position In the field of education, Saeed Karimi (2005) also studied job satisfaction of 120 12 teaching staff at the University of Bu-Ali Sina, Iran This study described the level of job satisfaction that was explained based on the theory of Herzberg's... research on the relationship between individual and job satisfaction in developing countries In Vietnam, there were some studies related to the job satisfaction of the employees, the authors have applied qualitative research methods combined with quantitative 14 research to explore the factors that affecting on the satisfaction and measure levels of employees’ satisfaction and offer solutions to improve satisfaction. .. measure the job satisfaction of teachers in many educational institutions in the world 2.2 Overview the situations of the research Around the world, there have been many studies mentioned about job satisfaction, job satisfaction of lecturers in particular Recently, in Vietnam also have some studies about the job satisfaction of the employees in many fields and industries such as healthcare, postal, education,... 2002), the quality of training at an educational institution and the most when lecturers dissatisfied with their work will lead to the results that they will absence from or transfer to other work which raises the cost of labor and instability of the organization (Steers and Rhodes, 1978; Spector, 1997) 2.1.3 The factors affecting on job satisfaction of lecturers The topic of job satisfaction and job satisfaction. .. Duration of work have affected on job satisfaction in this case is due to the particular nature of work at the faculty Among the influencing factors to be considered in this study, the nature of work is the most influential factor in the overall job satisfaction Through researching, Boeve also tested the correctness of the theory of Herzberg and job descriptions of JDI Especially, recent studies of . 4-7]: Results of evaluation on job satisfaction of lecturers based on the nature of work. 41 [Table 4-8]: Results of evaluation on job satisfaction of lecturers based on promotion opportunity. recognition 41 [Table 4-9]: Results of evaluation on job satisfaction of lecturers based on relationship with the colleagues 42 [Table 4-10]: Results of evaluation on job satisfaction of lecturers. CONCEPTUAL MODEL 5 2.1. Theory of jobs satisfaction 5 2.1.1. The Concepts 5 2.1.2. The need of assessment the job satisfaction 5 2.1.3. The factors affect on job satisfaction of lecturers 7 2.1.3.1.