Factors affecting helping behaviors of employees at FPT corporation

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) (FACTORS AFFECTING HELPING BEHAVIORS OF EMPLOYEES AT FPT CORPORATION) STUDENT FULL NAME STUDENT ID INTAKE ADVISOR NAME & TITLE : PHAM THI NGOC LAN : CGS00018252 : MAY, 2014 : DR NGUYEN THE KHAI HO CHI MINH CITY, August 2015 Business Research Methods ADVISOR’S ASSESSMENT ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ADVISOR’S SIGNATURE (August 2015) NGUYEN THE KHAI (DBA) Student: Pham Thi Ngoc Lan Business Research Methods ACKNOWLEDGEMENTS My work on this dissertation could not have achieved without the support of the professors, colleagues, and friends in the Department of Management and Organization at the OUM- Hutech University, and the love and encouragement of my family I am especially grateful to my professors, Dr Khai Nguyen, who provided continuous support and help, offered constructive feedback and helpful advice for my research Thanks to all professors and friends in the department who provided strong support and special care for me at the dissertation stage Thanks to the participants of this study and the executives of the participating FPT company for their coöperation Student: Pham Thi Ngoc Lan Business Research Methods TABLE OF CONTENTS ABSTRACT CHAPTER I - INTRODUCTION 1.1 COMPANY BRIEF INTRODUCTION…………………………………… .8 1.2 FPT ORGANIZATIONAL STRUCTURE…………………………………… 1.3 RESEARCH PROBLEM STATEMENT …………………………………….10 1.4 PURPOSE OF THE RESEARCH………………………………….………….11 1.5 SCOPE OF THE RESEARCH……………………………………………… 11 1.6 SIGNIFICANCE OF RESEARCH…………………………………………….12 1.7 LIMITATION OF THE RESEARCH…………………………………………12 CHAPTER II – LITERATURE REVIEW 2.1 DEFINITION OF CONSTRUCT…………………………………………… 13 2.1.1 HELPING BEHAVIORS……………………………………………………13 2.1.2 JOB SATISFACTION RELATIVE TI EXPECTATION………………… 19 2.1.3 SUPERVISORY SUPPORT……………………………………………… 20 2.1.4 PERCEIVED ORGANIZATIONAL SUPPORT……………………………21 2.1.5 CAREER COMMITMENT………………………………………………….24 2.2 RESEARCH HYPOTHESES………………………………………………….25 2.3 CONCEPTUAL RESEARCH MODEL……………………………………….26 CHAPTER III – RESEARCH METHODOLOGY 3.1 DATA COLLECTION……………………………………………………… 27 3.2 MEASURE OF EACH CONSTRUCT……………………………………… 28 3.2.1 HELPING BEHAVIORS…… 28 3.2.2 JOB SATISFACTION RELATIVE TI EXPECTATION………………… 29 3.2.3 SUPERVISORY SUPPORT……………………………………………… 30 3.2.4 CAREER COMMITMENT………………………………………………….31 3.2.5 PERCEIVED ORGANIZATIONAL SUPPORT……………………………32 3.3 DATA ANALYSIS…………………………………………………………….34 CHAPTER IV – RESEARCH FINDINGS AND ANALYSIS Student: Pham Thi Ngoc Lan Business Research Methods 4.1 CRONBACH’S ALPHA………………………………………………………35 4.2 RELIABILITY STATISTICS…………………………………………………37 4.2.1 MAIN CONSTRUCT – HELPING BEHAVIORS……………………… 37 4.2.2 CONSTRUCT - JOB SATISFACTION RELATIVE TI EXPECTATION…37 4.2.3 CONSTRUCT - SUPERVISORY SUPPORT………………………………38 4.2.4 CONSTRUCT - PERCEIVED ORGANIZATIONAL SUPPORT………….38 4.2.5 CAREER COMMITMENT……………………………………………… 38 4.3 DESCRIPTIVE STATISTICS…………………………………………………39 4.4 HYPOTHESIS TESTING RESULTS…………………………………… 40 4.4.1 PROPOSED HYPOTHESIS H140 4.4.2 PROPOSED HYPOTHESIS H2…………………………………………… 41 4.2.3 PROPOSED HYPOTHESIS H3………………………………………… 42 4.2.4 PROPOSED HYPOTHESIS H4………………………………………… 40 CHAPTER V: DISCUSSION…………………………………………………………………… 44 TABLE Tables Time table for data collection progress…………………………………… 35 Tables Cronbach's Alpha- Internal consistency…………………………………… 36 Tables Cronbach’s Alpha of Helping Behaviors…………………………………….37 Tables Cronbach’s Alpha of Job satisfaction relative to expectation……………37 Tables Cronbach’s Alpha of Supervisory support………………………………… 38 Tables Cronbach’s Alpha of Perceived Organizational support………………….38 Tables Cronbach’s Alpha of Career Commitment………………………………… 38 Tables Reliability Statistic of Cronbach’s Alpha……………………………………39 Tables Descriptive Statistics……………………………………………………………39 Tables 10 Model Summary … 41 Tables 11 ANOVA………………………………………………………………………….41 Tables 12 Coefficients …….………………………………………………………………42 Tables 13 Measurement of Helping Behaviours ………………………………………51 Student: Pham Thi Ngoc Lan Business Research Methods Tables 14 Measurement of Job Satisfaction Relative to Expectation ………………52 Tables 15 Measurement of Supervisory Support ………………………………………53 Tables 16 Measurement of Career Commitment ………………………………………54 Tables 17 Perceived Organizational support …………………………………………55 FIGURE Figures FPT Organizational Structure……………………………………………… Figures Diagram decision of helping…………………………………………………17 Figures Conceptual Research Model of Helping Behaviors……………………….27 REFERENCES………………………………………………………………… 47 APPENDIX APPENDIX 1: SURVEY………………………………………………………….50 APPENDIX 2: PRESENTATION…………………………………………………………………58 Student: Pham Thi Ngoc Lan Business Research Methods ABSTRACT The main aim of this research was to find variables that explain analyse relationship between Job Satisfaction Relative To Expectation, Supervisory Support, Perceived Organizational Support, Career Commitment and Helping Behaviors among employees in FPT company That is way to find the factors influence to the Helping Behaviors of employees working at FPT company This research project will use Business Research Methods to determine Helping Behaviors and what other main factors influences Helping Behaviors And this research also was conducted by quantitative method with the data of 350 employees at FPT to collect the ideas and comments of employees on Helping Behaviors Next, the result of these surveys shall be statistically analyzed by software SPSS version 20 (copyright of IBM) to analyse the data Hypotheses used this research include five constructs: one dependent construct (Helping Behaviors) and four independent constructs (Job Satisfaction Relative to Expectation, Supervisory Support, Career Commitment, Perceived Organizational Support ) I hope the results of this research help the CEO; managers of FPT have some reference angle in human resource management to improve and increase the quality of human resource based on Helping Behaviors of employees as well as clear perception that Helping Behaviors of employees will impact on working effectiveness, improving its policies in order to create a good working environment competitiveness of the company in the Vietnam market Keywords: Job Satisfaction Relative to Expectation, Supervisory Support, Perceived Organizational Support, Career Commitment and Helping Behaviors Student: Pham Thi Ngoc Lan Business Research Methods CHAPTER I – INTRODUCTION FPT CORPORATION 1.1 COMPANY BRIEF INTRODUCTION Established on 9/13/1988, FPT Information Technology and Telecommunications is among the largest private enterprises in Vietnam It leads the market with over US $ 1.2 billion in revenue (2012), with the core business areas in the field of Information Technology and Telecommunications, FPT provides service to 63 provinces in Vietnam, constantly expanding Global Marketplace FPT has the presence in 19 countries around the world, such as Japan, USA, UK, France, Germany, Singapore, Australia, Thailand, Philippines, Malaysia, Myanmar, Laos, Cambodia, and Vietnam,etc After 26 years of operation, now, FPT is the No company in Vietnam in the fields of Software, System Integration, IT Services, Manufacturing and Distribution of IT products, IT products, IT Retail Besides, FPT also owns a university specialized in training Information FPT has developed the potentials and the cooperation spirit of all members, focus on attracting talents December 31st, 2014, FPT’s total number of employees was over 24,000, in which there were more than 8,500 engineers, programmers and technology professionals with international qualifcations FPT is proud to will be home of the largest community of IT engineers in Vietnam, IT engineers technology experts FPT has strived to master related technologies in all operating segments and has achieved thousands of important certifcates granted by leading international technology corporations This has established a solid ground for FPT to continuously create new value-added services for customers and consumers FPT leading technology corporation in Vietnam, have young employees under the ages of 30 (57.6%), stable and highly qualified workforce Human resources are the core value which enables FPT to constantly generate added value for customers There were more than 600 foreign staff Student: Pham Thi Ngoc Lan Business Research Methods 1.2 FPT ORGANIZATIONAL STRUCTURE Boad of shareholder meetings Boad of supervisors Boad of directors Boad of managements Student: Pham Thi Ngoc Lan Business Research Methods 10 1.3 RESEARCH PROBLEM STATEMENT Today's service economy and the increased use of teams work skill in the workplace of FPT company, have led to increased expectations for FPT employees Not only are FPT employees expected to be flexible, have problem-solving skills and good social skills, but they are also expected to have Helping Behaviors skills These interpersonal Helping Behaviors characterize contextual performance Evaluate the construct of Helping Behaviors, where the latter will be defined as behavior that is a part of one's prescribed work role It will be intended to support the company and to help people who are the parts of the company To keep helping employees on a long-term basis, Helping Behaviors in the form of team support from coworkers and supervisors is of utmost importance, as these two sources of support are related to enhance well-being, most often in the form of job satisfaction Positive factors such as support from supervisors have a positive influence on engagement, a form of work-related well-being Perceived Organizational Support helps to enhance this well-being by counteracting the negative influences of stress People experience certain emotions because they subscribe meaning to events that are expected to influence well-being When being applied to the context of supervisor Helping Behaviors, it can be hypothesized that the difference in meaning or motives people subscribe to these behaviors can evoke different emotions, which can be positive or negative Since positive affect are components of a specific type of well-being - namely subjective well-being, different motives subscribed to Helping Behaviors is related to differences in well-being In this research, Support Supervisors, Perceived Organizational Support, alongside consideration of Job Satisfaction Relative to Expectation and Career Commitment to these situation and attitudes will be investigated in relations to Behaviors people Student: Pham Thi Ngoc Lan Helping Business Research Methods 48 Reno, R R., Cialdini, R B., & Kallgren, C A (1993) The transsituational influence of social norms Organ, D W (1997) Organizational citizenship behavior: It’s construct clean-up time Human Performance, 10, 85-97 Organ, D W., Podsakoff, P M., & MacKenzie, S B (2006) Organizational citizenship behavior: Its nature, antecedents and consequences Beverly Hills, CA: Sage Podsakoff, P M., MacKenzie, S B., Paine, J B., & Bachrach, D G (2000) Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research Journal of Management, 26, 513-563 Ehrhart, M G., & Naumann, S E (2004) Organizational citizenship behavior in work groups:A group norms approach Journal of Applied Psychology, 89, 960-974 Flynn, F J., Reagans, R., Amanatullah, E T & Ames, D R (2006) Helping one’s way to the top: Self-monitors achieve status by helping others and knowing who helps whom Journal of Personality and Social Psychology, 91, 1123– 1137 Baron, R.A., Byrne, D., & Johnson, B.T (1998) Exploring Social Psychology, Fourth Edition Newcomb, M., Rabow, J., & Wolfinger, N (1999) The different voices of helping:Gender differences in recounting dilemmas Gender Issues, 17(3), 70-86 Li, F (1997) Helping behaviors and the perception of helping intentions among Chinese students Cialdini, R.B., Kenrick, D.T (1976) Altruism as hedonism: A social development perspective on the relationship of negative mood state and helping Boyd, R., and Richerson, P.J Cultural transmission and the evolution of cooperative behavior Human Ecology 10: 325-351, 1982 Student: Pham Thi Ngoc Lan Business Research Methods 49 Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P (1997) Perceived organizational support, discretionary treatment, and job satisfaction Journal of Applied Psychology, 82, 812-820 https://statistics.laerd.com/statistical-guides/descriptive-inferentialstatistics.php Colarelli, S.M., and R.C Bishop, (1990), 'Career Commitment: Functions, Correlates and Management', Group & Organization Studies, 15(2), pp 158-76 Noordin, F., T Williams, and C Zimmer, (2002), 'Career Commitment in Collectivist and Individualist Cultures: A Comparative Study', International Journal of Human Resource Management, 13(1), pp 35-54 Boston: Allyn & Bacon.Cialdini, R.B., Kenrick, D.T (1976) Altruism as hedonism: A social development perspective on the relationship of negative mood state and helping Newcomb, M., Rabow, J., & Wolfinger, N (1999) The different voices of helping:Gender differences in recounting dilemmas Gender Issues, 17(3), 70-86.Rosenhan, D., Underwood, B & Moore, B (1974) ReferencesAllen, J.A., Dovidio, J.F., Matthews, L.L., Schroeder, D.A., & Sibicky, M.E (1988) Empathic concern and helping behavior: Egoism or altruism? Journal of Experimental Social Psychology, 24, 333-353 Idson, T.L (1990), “Establishment size, job satisfaction and structure of work.” Applied Economics, Vol 22, 1007-1018 Kosteas, V.D (2009), “Job level changes and wage growth.” International Journal of Manpower, Vol 30 No 3, 269-284 Long, A (2005), “Happily ever after? A study of job satisfaction in Australia.” The Economic Record, Vol 81 No 255, 303-321 Mangione, T.W and Quinn, R.W (1975), “Job satisfaction, counterproductive behavior and drug use at work.” Journal of Applied Psychology, Vol 60, 114-116 Student: Pham Thi Ngoc Lan Business Research Methods 50 http://nghiencuudinhluong.com/huong-dan-su-dung-spss-20 APPENDIX APPENDIX SURVEY OF HELPING BEHAVIORS, 2015 FPT CORPORATION I am Pham Thi Ngoc Lan I am doing research some factors (Job Satisfaction Relative to Expectation, Supervisory Support, Career Commitment, Perceived Organizational Support) influence to the HELPING BEHAVIORS in the workplace Thank you for your answers some questionnaire I highly appreciate your honest information For any inquiries, kindly contact me as below: - Hand phone: 0903 741 204 - E-mail: ptnlan21@gmail.com Student: Pham Thi Ngoc Lan Business Research Methods 51 Please mark the cycle (O) on the sentences for your choice Responses are obtained using a point Likert - type scale where = Strongly disagree, = Disagree to some extent, = Uncertain, = Agree to some extent, and 5= Strongly agree Table 13: Measurement of Helping Behaviours Uncertain Agree to some extent Strongly agree 5 5 5 extent Disagree to some Strongly disagree Questions This particular co- worker volunteers to things for this work group This particular co- worker helps orient new employees in this group This particular co- worker attends functions that help the work group This particular co- worker assists others in this group with their work for the benefit of the work group This particular co-worker get 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 Student: Pham Thi Ngoc Lan Business Research Methods 52 Responses are obtained using a - point Likert-type scale indicating = very dissatisfied, = dissatisfied, = satisfied, = very satisfied Table 14: Measurement of Job Satisfaction Relative to Expectation Dissatisfied Satisfied Very satisfied others in the organization 4 4 Very Your present job when you compare it to dissatisfied Questions The progress you are making toward the goals you set for yourself in your present position 10 The chance your job gives you to what you are best at 11 Your present job when you consider the expectations you had when you took the job 12 Your present job in light of your career expectations The questions used the 5-point Likert-type scale indicating = Strongly agree, = Agree to some extent , = Uncertain, = Disgree to some extent, = Strongly disagree Student: Pham Thi Ngoc Lan Business Research Methods 53 Table 15: Measurement of Supervisory Support: Strongly disagree Disagree to some extent I achieve my goals Uncertain 14 My supervisor cares about whether or not Agree to about my career goals and aspiration some extent Strongly 13 My supervisor takes the time to learn agree Questions 5 5 5 5 15 My supervisor keeps me informed about different career opportunities for me in the organization 16 My supervisor makes sure I get the credit when I accomplish something substantial on the job 17 My supervisor gives me helpful feedback about my performance 18 My supervisor gives me helpful advice about improving my performance when I need it 19 My supervisor supports my attempts to acquire additional training or education to further my career 20 My supervisor provides assignments that give me the opportunity to develop and strengthen new skills 21 My supervisor assigns me special projects that increase my visibility in the organization Student: Pham Thi Ngoc Lan Business Research Methods 54 The questions used the 5-point Likert-type scale indicating = strongly agree, = agree, = unsure, = disagree and = strongly disagree Table 16: Measurement of Career Commitment Unsure Disagree Strongly disagree up Agree 22 I like this career too well to give it Strongly agree Questions 5 5 5 23 If I could go into a different profession which paid the same, I would probably take it 24 If I could it all over again, I would not chose to work in this profession 25 I definitely want a career for myself in this profession 26 If I had all the money I needed without working, I would probably still continue to work in this profession 27 I am disappointed that I ever entered this profession 28 This is the ideal profession for a life’s work Student: Pham Thi Ngoc Lan Business Research Methods 55 The questions used the possible responses indicating = Strongly disagree, = Disagree to some extent, = Uncertain, = Agree to some extent, = Strongly agree Table 17: Perceived Organizational support Strongly agree Agree to some extent Uncertain Disagree to some to its well being extent 29 The organization values my contribution Strongly disagree Questions 5 5 5 5 30 If the organization could hire someone to replace me at a lower salary it would so 31 The organization fails to appreciate any extra effort from me 32 The organization strongly considers my goals and values 33 The organization would ignore any complaint from me 34 The organization disregards my best interests when it makes decisions that affect me 35 Help is available from the organization when I Have a problem 36 The organization really cares about my well-being 37 The organization is willing to extend Student: Pham Thi Ngoc Lan Business Research Methods 56 itself in order to help me perform my job to the best of my ability 38 Even if I did the best job possible, the organization would fail to notice 39 The organization is willing to help me when I need a special favor 40 The organization cares about my general satisfaction at work 5 5 5 5 41 If given the opportunity, the organization would take advantage of me 42 The organization shows very little concern for me 43 The organization cares about my opinions 44 The organization takes pride in my accomplishments at work 45 The organization tries to make my job as interesting as possible Personal Information 46 Gender  Male  Female 47 Age  Under 25 years old  From 25 to 35 years old  From 36 to 45 years old  Above 45 years old 48 Academic degree  Colleges Degree  Bachelor Degree  Master Degree  Doctoral Degree 49 Working seniority  Under years  From to 10 years Student: Pham Thi Ngoc Lan Business Research Methods  From 11 to 20 years  Above 20 years 50 Working position  Officer/ staff  Supervisor  Manager  Senior Manager THANK YOU! Student: Pham Thi Ngoc Lan 57 Business Research Methods APPENDIX 2: PRESENTATION Student: Pham Thi Ngoc Lan 58 Business Research Methods Student: Pham Thi Ngoc Lan 59 Business Research Methods Student: Pham Thi Ngoc Lan 60 Business Research Methods Student: Pham Thi Ngoc Lan 61 Business Research Methods Student: Pham Thi Ngoc Lan 62 [...]... much on situational factors that helping, yet it also began to discuss why people help and what motivates them to intervene on behalf of others It investigated the effects of level of satisfy in the working environment relate with Helping Behaviors 1.5 SCOPE OF THE RESEARCH This research was conducted on all 275 employees in FPT telecom, FPT software company, FPT information systerm and FPT university... out a strategy to encourage employees to change their attitude to help other people at the workplace 1.7 LIMITATION OF THE RESEARCH This study has several limitations, the survey was conducted in a short time A total of 50 questionnaires were distributed out to 350 employees in 4 brands: FPT telecom, FPT software company, FPT information systerm and FPT university of the FPT corporation, at the end... Importance of understanding Helping Behaviors: It is important to gain an understanding of Helping Behaviors Understanding why people help may help to understand how Helping Behaviors be increased There may practical applications of Helping Behaviors at workplace These studies have shown a positive association between Job Satisfaction Relative to Expectation on the one hand and Helping Behaviors the... such as Job Satisfaction Relative to Expectation, Supervisory Support, Perceived Organizational Support, Career Commitment and Helping Behaviors among employees in company Another important study related to Helping Behaviors, and more specifically how situational and how strategy in human resource factors influence it, A survey of situational and variables in Helping Behaviors The focus of this survey... Organizational Support is positively related to Helping Behaviors Hypothesis 4: Career Commitment is positively related to Helping Behaviors 2.1.2 JOB SATISFACTION RELATIVE TO EXPECTATION Job Satisfaction Relative to Expectation was measure, developed by Bacharach, Bamberger, and Conley (1991) Another recent definition of the concept of job satisfaction is: According to Hulin and Judge (2003), job satisfaction... information processing theory as Salancik & Pfeffer (1978), suggest that if group members observe others performing Helping Behaviors they are likely to view such behaviors as typical and appropriate and should, in turn, exhibit such behaviors  Hypothesis 1: Job Satisfaction Relative to Expectation is positively related to Helping Behaviors  2.2.2 One important aspect of the needs employees seek to satisfy... Data in this research were statistically analysed using SPSS software on the purpose of testing the relationships between Job Satisfaction Relative to Expectation, Supervisory Support, Perceived Organizational Support, Career Commitment and Helping Behaviors at FPT s employees CHAPTER IV – RESEARCH FINDINGS AND ANALYSIS 4.1 CRONBACH’S ALPHA Cronbach's alpha is a measure of internal consistency, that... behavior that impedes implementation: it is the real situation that demands the help As Li (1997) identified some different helping situations First, casual helping occurred when the helper and helpee had no prior relationship This implies that the helper can donate help to the helpee without cost Neither is obligated to the other, in the second situation is in case of factors such as personal helping. .. the internal locus of causality, the higher the intrinsic motivation to help In this situation, it said that the behavior is more autonomously motivated Specifically, motivation helped to perceive Helping Behaviors as originating from oneself, i.e entirely autonomously motivated Therefore, I propose that autonomous motives for helping result in a higher degree of prosocial Helping Behaviors than controlled... much toward Helping Behaviors as positive moods, if not more so This is because of the desire to relieve oneself from their negative mood Reasons for helping: Altruism versus Egoistic Motivation Not all Helping Behaviors may show altruism In some case Helping Behaviors may show altruism by motivated to help someone In another case Helping Behaviors may reflect egoistic motiation Egoistic motivation with ... quantitative method with the data of 350 employees at FPT to collect the ideas and comments of employees on Helping Behaviors Next, the result of these surveys shall be statistically analyzed by software... time A total of 50 questionnaires were distributed out to 350 employees in brands: FPT telecom, FPT software company, FPT information systerm and FPT university of the FPT corporation, at the end... of level of satisfy in the working environment relate with Helping Behaviors 1.5 SCOPE OF THE RESEARCH This research was conducted on all 275 employees in FPT telecom, FPT software company, FPT