Factors affecting the helping behaviors of employees in ivac

RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING THE HELPING BEHAVIORS OF EMPLOYEES IN IVAC STUDENT’S FULL NAME : CHE THI ANH NGUYET STUDENT ID : CGS00018254 INTAKE : MAY, 2014 ADVISOR’S NAME AND TITLE : DR NGUYEN THE KHAI August, 2015 Page Advisor’s assessment Advisor’s signature Page TABLE OF CONTENTS LIST OF TABLE .4 ABSTRACT .5 CHAPTER – INTRODUCTION 1.1 COMPANY BRIEF INTRODUCTION 1.1.1 Name of the Company .6 1.1.2 Headquarters 1.1.3 The structure of organization and management of the company 10 1.1.4 Characteristics of this particular company model 11 1.1.5 Directorate, Councils and Officials .16 1.2 RESEARCH PROBLEM STATEMENT 18 1.3 SCOPE OF THE RESEARCH .18 1.4 SIGNIFICANCE OF RESEARCH .18 CHAPTER – LITERATURE REVIEW 19 2.1 DEFINITION OF CONSTRUCT 19 2.1.1 Helping Behaviors 19 2.1.2 Perceived Person-Organization Fit .20 2.1.3 Supervisory Support 21 2.1.4 Procedural Justice 22 2.1.5 Overall Job Satisfaction 22 Chapter 3: RESEARCH MODEL AND HYPOTHESES 24 3.1 RESEARCH MODEL 24 3.1.1 Dependent Variables: 24 3.1.2 Independent Variables: 24 3.2 RESEARCH HYPOTHESES: 25 3.3 DATA COLLECTION 25 3.4 MEASURE OF EACH CONSTRUCT 25 3.4.1 Helping Behaviors .25 3.4.2 Perceived Person-Organization Fit .27 Page 3.4.3 Supervisory Support .29 3.4.4 Procedural Justice 30 3.4.5 Overall Job Satisfaction .32 Chapter 4: RESULTS AND FINDINGS .35 4.1 RELIABILITY STATISTIC 35 4.2 DESCRIPTIVE STATISTIC 35 4.3 HYPOTHESIS TESTING RESULT: .36 Chapter 5: DISCUSSION .39 REFERENCE 41 APPENDIX 45 Page LIST OF TABLE Table 1: Measurement of Helping Behaviors………………………… 27 Table 2: Measurement of Perceived Person-Organization Fit…………… 28 Table 3: Measurement of Supervisory Support………………………… 30 Table 4: Measurement of Procedural Justice…………………………… 32 Table 5: Measurement of Overall Job Satisfaction……………………… 33 Table 6: Reliability statistics…………………………………………… 35 Table 7: Descriptive statistics…………………………………………… 36 Table 8: Model Summary……………………………………………… 36 Table 9: Coefficients a…………………………………………………… 37 Page ABSTRACT The purpose of the study is to discuss factors affecting to the helping behaviors of employees in Institute of Vaccines and Medical Biologicals (IVAC) through a questionnaire This study analyses whether or not there are the significant relationships between Perceived Person-Organization Fit and Helping Behaviors, Supervisory Support and Helping Behaviors, Procedural Justice and Helping Behaviors, Overall Job Satisfaction and Helping Behaviors in IVAC The theoretical framework of this study was tested by collecting data from employees in IVAC Questionnaires were given personally to 308 employees; in which 275 questionnaires were returned and used for the statistical analysis The reliability analysis, descriptive analysis, and hypothesis testing were employed to analyze the data Although there are some limitations, the research outcomes are expected to be a possibly constructive source for IVAC to refer in building strategies and polities to enhance helping behaviors among employees Keywords: Helping Behavior, Perceived Person-Organization Fit, Supervisory Support, Procedural Justice, Overall Job Satisfaction Page CHAPTER – INTRODUCTION 1.1 COMPANY BRIEF INTRODUCTION 1.1.1 Name of the Company - Vietnamese name: Vien Vac xin va Sinh pham Y te - English name: Institute of Vaccines and Medical Biologicals - Abbreviation: IVAC 1.1.2 Headquarters - Address: Pasteur Street, Nha Trang City, Khanh Hoa province, Vietnam - Phone: (84.58) 3822408 - Fax: (84.58) 3823815 - Website: www.ivac.com.vn - Email: ivac@dng.vnn.vn IVAC is a non-business unit which self-finance all or part of its operations, under the Ministry of Health It was founded under the Minister of Health‟s Decision No 1395 BYT/QD dated November 23, 1978 and rearranged under the Government‟s Decree No 49/2003/ND-CP dated May 15, 2003 and the Prime Minister‟s Page Decision No 621/QD-TTg dated April 18, 2006 Since 1990, IVAC has successfully produced and sell Diptheria-Tetanus-Pertussis vaccine, Tetanus vaccine, and vaccine for Tuberculosis to the Expanded Programme on Immunization Nowadays, There are 13 kinds of vaccine have been produced in IVAC IVAC has built its facilities to become a relatively complete and integrated production unit from additional technical services to main production lines It has a large breeding farm for laboratory animals and crucial source technology with modern equipment for important functions such as: biofermentation technology; freeze-drying technology; antigen and antibody purifications; serum preparation technology from horses - plasmapheresis; vaccine fill - finish technology; production technology of influenza vaccine based on embryonated chicken egg; microbiological, chemical-immune techniques and cell culture for quality control of products Functions: IVAC has such functions as research, manufacture, business, consultancy and service, cooperation in vaccines and medical biologicals; personnel training Responsibilities: - Scientific and technological research - Doing research and applying scientific and technological advances in the production of vaccines and medical biologicals - Trial production, technological transfer, investment cooperation in developing new vaccines and medical biologicals with domestic and foreign individuals and organizations - Making scientific research theses of all levels - Involved in making and giving directions for the use of vaccines and medical biologicals Page Production, business, consultancy and service operation - Production of vaccines, sera and medical biologicals for domestic supply and export - Business, import, export of semi finished and finished products of vaccines and medical biologicals - Consultancy and service operation, including injection relevant to vaccines and medical biologicals within the competence of IVAC Training - Post-graduate training: involved in post-graduate education for masters‟ degrees, PhD degrees (in cooperation with universities) in such specialties as epidemiology, medical microbiology, immunology, biotechnology and other specialties in accordance with the law; - Involved in graduate education at universities, colleges and high schools specialized in epidemiology, medical microbiology, immunology and biotechnology; - Retraining and sharpening technical staffs professional skills - Compiling materials for teaching, reference books, preventive health magazines and disseminating specialist knowledge International cooperation - Establishing and maintaining the relationships with countries, governmental and nongovernmental organizations and individuals in the region and around the world in the training and research in the field of vaccines and medical biologicals in accordance with the law; - Making plans and organizing the implementation of international cooperation programs and projects on vaccines and medical biologicals; seeking for international aid in the fields of scientific research, labor Page training, basic construction and equipment supply prescribed by the law; - Organizing and co-organizing training courses, workshops and international scientific seminars within the framework of law; - Making plans for delegates under the international cooperation programs with IVAC; sending staff to attend training courses or research abroad and receiving foreign trainees to research and exchange experience at IVAC in accordancc to the lawful regulations on international cooperation IVAC must be responsible in law for the workforce sent or allowed by IVAC to go abroad and for the management of the delegates‟ arrival and departure Management: - Giving direction on and supervising the operation of enterprises under IVAC founded in accordance to the law; - Making and implementing operation regulations of IVAC prescribed by the law; - Managing and using effectively all resources The staff, salaries, finance and equipment of IVAC are managed in accordance with law; - Implementing the lawful regulations on the state budget revenue and expenditure of IVAC; - Establish State enterprises under IVAC when needed to produce and trading in vaccines and medical biologicals and provide scientific and technical services related to the functions and responsibilities of IVAC prescribed by the law; - Implementing scientific, technical and preventive health services in its allowed scope of specialty, developing domestic and international cooperation projects prescribed by the law to support professional activities and raise funds for IVAC to improve its staff s living standards; Page Zhou, J., & Shalley, C E (2003) Research on employee creativity: A critical review and directions for future research In J Martocchio (Ed.), Research in personnel and human resource management, England, Elsevier: Oxford 165-217 P a g e 44 APPENDIX QUESTIONAIRE Dear my colleagues, I am Che Thi Anh Nguyet I am a student of International MBA program I am undertaking a research project on Helping Behaviors in IVAC The purpose of this survey is to help IVAC to understanding more about its employee and to improve its human resources strategies and policies All of your answer will be kept confidential and will be used for the study purpose only Thank you for taking your time to participate in this survey Directions Please read the situations decribed below and select the answer that shows the degree to which you personally feel acceptable Helping Behaviors Responses for items – are obtained using a 5-point Likert-type scale where = strongly disagree, and = strongly agree No Question This particular co-worker volunteers to things for this work group This particular co-worker helps orient new employees in this group P a g e 45 This particular co-worker attends functions that help the work group This particular co-worker assists other in this group with their work for the benefit of the work group This particular co-worker gets involved to benefit this work group This particular co-worker helps others in this group learn about the work This particular co-worker helps others in this group with their work responsibilities Perceived Person-Organization Fit Responses for items – 10 are obtained using a 5-point Likert-type scale where = not at all, = completely No Question To what degree feel your values “match” or fit this organization and the current employees in this organization? My values match those of the current employees in this organization P a g e 46 10 Do you think the value and “personality” of this organization reflect your own values and personality? Supervisory Support Responses for items 11 – 19 are obtained using a 5-point Likert-type scale where = strongly disagree, = disagree to some extent, = uncertain, = agree to some extent, and = strongly agree No Question 11 My supervisor takes time to learn about my career goals and aspirations 12 My supervisor cares about whether or not I achieve my goals 13 My supervisor keeps me informed about different career opportunities for me in the organization 14 My supervisor makes sure I get the credit when I accomplish something substantial on the job 15 My supervisor gives me helpful feedback about my performace 16 My supervisor gives me helpful advice about improving my performance when I need it P a g e 47 17 My supervisor supports my attempts to acquire additional training or education to further my career 18 My supervisor provides assignments that give me the opportunity to develop and strengthen new skills 19 My supervisor assigns me special projects that increase my visibility in the organization Procedural Justice Responses for items 20 – 23 are obtained using a 5-point Likert-type scale where = very unfair and = very fair No 20 Question How fair or unfair are the procedures used to communicate performance feedback? 21 How fair or unfair are the procedures used to determine pay raises? 22 How fair or unfair are the procedures used to evaluate performance? 23 How fair or unfair are the procedures used to determine promotions P a g e 48 Overall Job Satisfaction Responses for items 24 – 30 are obtained using a 5-point Likert-type scale where 1=completely satisfied, and 5=completely unsatisfied No Question 24 All in all, how satisfied are you with the persons in your work group? 25 All in all, how satisfied are you with your supervisor? 26 All in all, how satisfied are you with your job? 27 All in all, how satisfied are you with this organization, compared to most? 28 Considering your skills and the effort you put into your work, how satisfied are you with your pay? 29 How satisfied you feel with the progress you have made in this organization up to now? 30 How satisfied you feel with your chance for getting ahead in this organization in the future? P a g e 49 Please give some information about you Gender Female Male Under 30 year old Above 30 years old Age Marital Status Single Married Working seniority ……… years P a g e 50 P a g e 51 P a g e 52 P a g e 53 P a g e 54 P a g e 55 P a g e 56 P a g e 57 P a g e 58 [...]... Person-Organization Fit and Helping Behaviors, Supervisory Support and Helping Behaviors, Procedural Justice and Helping Behaviors, Overall Job Satisfaction and Helping Behaviors in IVAC With the results of study, the managers of the IVAC could adjust strategies and policies to strengthen helping behaviors This study could also serve as a reference for other managers to improve helping behaviors for their department... professional training and retraining in accordance with the provisions of law - To organize the bookkeeping accounting, statistics, management of assets in strict compliance with the provisions of law, reflecting fully and promptly all revenues and expenditures of the units in accounting books To comply with the regulations on the regime of information and reporting on nonbusiness operations of the. .. research adhere to the regulations of the Ministry of Science & Technology and the Ministry of Health c) Officials The officials of IVAC are recruited and appointed to a classification scale prescribed by the law They have the right to be provided favorable working conditions, appointed to work positions suitable to their ability and competence, further training to improve their professional skills,... is the social exchange theory, people help because they want to gain goods from the one being helped According to Foa U G., and Foa E B (1975) People calculate rewards and costs of helping others, and aim at maximizing the former and minimizing the latter, which is known as a “minimax” strategy Rewards are either external or internal External reward is things that obtained from others when helping them,... specialized training in vaccine and serum production Therefore, it is necessary to identify the factors influence helping behavior that helps IVAC greatly reduces the cost of training abroad 1.3 SCOPE OF THE RESEARCH This study was conducted on all employees of IVAC with managers excepted Each employee was sent with a questionnaire to fill in 1.4 SIGNIFICANCE OF RESEARCH This study examined the relationships... 2.1 DEFINITION OF CONSTRUCT 2.1.1 Helping Behaviors Helping behavior refers to voluntary actions intended to help the others, with reward regarded or disregarded It is a type of prosocial behavior (voluntary action intended to help or benefit another individual or group of individuals, such as sharing, comforting, rescuing and helping) According to Penner, Louis A., John F Dovidio, Jane A Piliavin, and... on the processes of giving and helping Those who displayed prosocial dispositions were thus met with evolutionary success Group selection evinces that if two groups are in direct competition with one another, the group with the larger number of altruists will have an advantage over a group of mainly selfish individuals Kin selection theory is one perspective on helping behavior In this theory, helping. .. person being helped As Trivers R (1971) the incentive for an individual to help in the present is based on the expectation of the potential receipt in the future He believes it to be advantageous for an organism to pay a cost to his or her own life for another non-related organism if the favor is repaid (only when the benefit of the sacrifice outweighs the cost) The final perspective of helping behavior... provisions of this Decree and report them to superior agencies - To elaborate and organize the implementation of internal spending regulations under the guidance of the Finance Ministry - To organize the management and use of cadres and civil servants according to the provisions of law; ensure regimes for, and interests of, laborers in terms of wages, remunerations, social insurance, health insurance,... and Officials a) Directorate There are 4 members (the director and 3 vice directors) in directorate They are appointed, re-appointed and dismissed by the Minister of Health according to the law They are accountable before their immediate superior agencies and before law for his decisions in exercising the right to autonomy with regard to the tasks, organizational apparatus, payroll and finance of IVAC ... a…………………………………………………… 37 Page ABSTRACT The purpose of the study is to discuss factors affecting to the helping behaviors of employees in Institute of Vaccines and Medical Biologicals (IVAC) through a questionnaire... and Helping Behaviors, Supervisory Support and Helping Behaviors, Procedural Justice and Helping Behaviors, Overall Job Satisfaction and Helping Behaviors in IVAC With the results of study, the. .. Although the sample of this study represents factors affecting the helping behaviors in IVAC, the interpretation of this sample is as a convenience sample The result is only applied to IVAC It