Factors affect on the job behavior at thermtrol corporation

RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING ON - THE - JOB BEHAVIOR AT THERMTROL CORPORATION STUDENT’S FULL NAME STUDENT ID INTAKE ADVISOR’S NAME & TITLE : HOANG CHI SY : CGS00018260 : MAY 2014 : NGUYEN THE KHAI (DBA) August, 2015 ADVISOR’S ASSESSMENT ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) Student: Hoang Chi Sy Master’s Project ACKNOWLEDGEMENTS To complete this paper, I have to send my special thanks to Nguyen The Khai, DBA who has shown our class every step of how to a research and run SPSS software Moreover, he had even personally gone through and give valuable advised on our paper to every individual in class Without such detail instructions and advise, we are unable to complete this paper of Business Research Methods I would also like to thanks employees of Thermtrol Coporation, whom had help to complete the questionnaires which is essential for me to conduct further on the research Lastly, I would like to thanks my family and all friends for supporting me during my MBA program in order to complete all assignments especially this paper Student: Hoang Chi Sy Master’s Project TABLE OF CONTENTS ABSTRACT CHAPTER I: INTRODUCTION Thermtrol Corporation Introduction Executive Summary Products and Services Thermtrol Vision Thermmtrol Mission Thermtrol Technology 10 Thermtrol Organization Chart 12 Research Introduction 12 Goal of the Research 13 10 Objective of the Research 13 11 Limitations of the Research 13 12 Research Questions 13 CHAPTER II: LITERATURE REVIEW Organizational Commitment 14 Work Control 14 Goal and Process Clarity 16 Fairness Perceptions of an Organization Policy 16 On the Job Behaviors 17 CHAPTER III: RESEARCH MODEL AND HYPOTHESES Research Model 19 Hypotheses 20 2.1 Organizational Commitment 20 2.2 Work Control 22 2.3 Goal and Process Clarity 26 2.4 Fairness Perceptions on an Organization Policy 29 Student: Hoang Chi Sy Master’s Project 2.5 On the Job Behaviors 32 CHAPTER IV: ANALYSIS AND RESULTS Cronbach’s Alpha 36 Descriptive Statistic 37 Hypothesis Testing 38 CHAPTER V: CONCLUSION Summary of The Results 38 Discussion and Recommendation 38 Limitation 39 REFERENCES 40 APPENDIX 1: Survey Questionnaire 43 APPENDIX 2: Presentation Slides 51 Student: Hoang Chi Sy Master’s Project ABSTRACT The success of an organization is widely believed to stem from individuals’ contributions and its fellows are precious assets of an institution This is especially true for Thermtrol Corporation Thermtrol Corporation is currently facing challenges is in recently some employees have intention to leave Thermtrol Corporation after being a long time in service Accordingly, identifying the factors affecting the levels of organization commitment to attract employee’s cooperation and contributions in the long time is critical Being able to tackle this mission will bring about a desirable success for Thermtrol Corporation in the human resource management The theoretical framework of this study will be tested by collecting data from 300 Thermtrol Corporation employees in the Head Office and Workshop They are provided their ideas in the trial and official surveying processes The reliability analysis, descriptive analysis, and hypothesis testing were employed to analyze the data The purpose of the study is to explore factors affecting to the organizational commitment of employees in Thermtrol Corporation through a questionnaire Following the analysis process, factors collected are Organizational Commitment, Work Control, Goal and Process Clarity, Fairness Perceptions on an Organization Policy and On the Job Behaviors The interpretation of collected data will be followed by the researcher’s strategic recommendations related to organizational commitment In spite of unavoidable limitations, the research outcomes are expected to be a possibly constructive source for Thermtrol Corporation to refer in planning and developing the strategies to enhance the organizational commitment of the employees Key words: Organizational Commitment, Work Control, Goal and Process Clarity, Fairness Perceptions on an Organization Policy and On the Job Behaviors Student: Hoang Chi Sy Master’s Project CHAPTER I: INTRODUCTION Thermtrol Corporation Introduction Thermtrol History and Milestone In 1987 the company was founded as Thermtrol Corporation A new line of probe thermostat switches for pressure washer and related industrial equipment manufacturers is designed and launched This marks the beginning of Thermtrol’s growth into new markets with a rapid expansion of our product portfolio 1990 Thermtrol is recognized as a key value-added partner to Texas Instruments Sensors & Controls Division (now Sensata Technologies) for our demonstrated pattern of superior customer service, product quality, and pragmatic "can - will do” attitude This product line is the foundation for establishing our core competency in wire termination In 1991 Thermtrol made continued alliances and value-added partnerships with many other companies in the thermal overload industry These are used to further fuel the growth of existing lines and expand our markets 1996 Thermtrol makes its first acquisition with the purchase of Mighty Mite Controls of Akron, Ohio, a vanguard in the development of bimetal thermostats for the appliance market with origins dating back to the 1950’s This addition helps propel Thermtrol into an innovative products company, furthering our manufacturing capability In 1997 we saw the successful launch of the SH7AM series self-hold protector This thermal safety device has become the standard in many motor and appliance protective applications In 2000 as we formalized our quality process and procedures, Thermtrol was audited for and receives our first ISO 9001 certification Customer service and quality remains the cornerstone of our business In 2002 Thermtrol pioneers into the global market by opening our first international sales branch office in Hong Kong This move solidifies the increase in demand and support for Thermtrol products in Asia Student: Hoang Chi Sy Master’s Project In 2003 Thermtrol launched its first wholly owned Asian manufacturing site located in the Vietnam Singapore Industrial park, on the outskirts of Ho Chi Minh City, Vietnam, to take advantage of the solid Asian manufacturing environment and establish local sourcing with related electrical component assembly including wiring harness assembly In 2007 Thermtrol acquired MGI Manufacturing in Cary, Illinois This acquisition brings with it specialty engineering and plastic molding expertise in manufacturing wire harnesses for the automotive and related industries In 2010 following several years of expansion in Vietnam, we built a new 100,000 square foot wholly owned facility to support our continued growth and expansion into the wire harness business In 2012 Investment into Thermtrol Vietnam with over $1.5M in test equipment (more detail in our quality section), new molding equipment and engineering resources added to facilitate quality and customer service responsiveness In 2013 continued growth now has Thermtrol with a global footprint that includes over 500 skilled team members and in the future, Thermtrol will continue to grow at a pace that ensures our commitment to success by filling our customers' unique needs while helping reduce their total cost of ownership Executive Summary Corporation is a manufacturer of wire/cable harnesses, thermal protectors, and sub-assemblies Thermtrol has their global headquarters located in Northeast Ohio and they have manufacturing sites in both Ohio and Vietnam New factory of Thermtrol is located at Vietnam Singapore Industrial Park – 56 Independent Ave – Binh Duong Province since 2009, its capacity was designed $60M per year but Sales value from the new factory in 2014 is only $20M Therefore, their goal is increasing sales value from $20M to $50M within next years Thermtrol determines new marketing segment is focusing on world class customers with Automotive and Medical Student: Hoang Chi Sy Master’s Project Products and services With over 25 years of serving manufacturers of all sizes covering a broad range of industries, Thermtrol can solve your wiring harness and custom electrical assembly needs As a leading producer of wire harness and over molded products and possess the broad capabilities to mold virtually anything and engineer the harness solutions that our customers’ require Thermtrol is the expert in custom wire harness and plastic injection insert/over-molding, with customers in commercial vehicle manufacturing, automotive supply, industrial equipment, agricultural equipment and sensors and controls Thermtrol is Flexible manufacturing facilities with the ability to handle both high production programs and short run orders Quick turn-around time on our USA-based short run lines to fulfill prototype, samples to support program development and production launches and Engineering support through all phases of design and engineering As a leader in the Wire Harness & Thermal Control industries, Thermtrol strives to deliver quality products & services to a high global standard Knowing the competitive marketplace, Thermtrol endeavor to be your supplier of choice through not only quality products, but exceptional customer service as well as want to be your “Go To” supplier Student: Hoang Chi Sy Master’s Project Thermtrol values feedback from customers on its services and uses the feedback to make improvements in the products & services offered Thermtrol Vision To bring the highest value and satisfaction to our customers, our suppliers, and our employees, every participant in every process of our organization is a stakeholder in success of our company, and exceeding customer expectations is achieved by a consistency of purpose that every individual has ownership in quality to become a world company within 25 years Thermtrol Mission Thermtrol is your reliable partner in Wire harness We are exceeding world class customer expectations through world class quality, customer service Student: Hoang Chi Sy Master’s Project 9 Kaliski, B.S (2007) Encyclopedia of Business and Finance, Second edition, Thompson Gale, Detroit, p 446 10 Laura McCann, Carmel M Hughes, Colin G Adair and Chris Cardwell (2009) Pharm World Sci 31:188–194 11 Lawler, E E & Stuttle J L (1973) Expectancy Theory and Job Behaviour Organizational Behaviour and Human Performance (1), p482-503 12 Luthans, F (1998) Organizational Behavior, Edition, McGraw-Hill/Irwin, Boston, p 147 13 Manzoor, M.U., Usman, M., Naseem, M.A., & Shafiq, M.M (2011) A Study of Job Stress and Job Satisfaction among Universities Faculty in Lahore, Pakistan Global Journal of Management and Business Research, 11(9):1 September 2011 14 Marginson, S (2003) Quality of higher education Australian Journal of Education Monash University, Australia 47(1): 47-51 15 Masterson, S S., Lewis, K., Goldman, B M., & Taylor, M S (2000) Integrating justice and social exchange: The differing effects of fair procedures and treatment of work relationships Academy of Management Journal, 43, 738–748 16 Meyer, J P & Smith, C A 2000 HRM Practices and Organizational Commitment: Test of a Mediation Model Canadian Journal of Administrative Sciences, 17(4): 319– 331 17 Oldham, G R., & Cummings, A (1996) Employee creativity: Personal and contextual factors at work Academy of Management Journal, 39, 607 – 634 18 Parker, D F., & DeCotiis, T A (1983) Organizational determinants of job stress Organiza- tional Behavior and Human Performance, 32, 160 –177 Student: Hoang Chi Sy Master’s Project 41 19 Perry, J.L., Debra, M., & Paarl berg, L (2006) Motivating Employees in a New Governance Era: The Performance Paradigm Revisited Public Administration Review 66(4) 20 Raffety, B D., Smith, R E., & Ptacek, J T (1997) Facilitating and debilitating trait anxiety, situational anxiety, and coping with an anticipated stressor: A process analysis Journal of Personality and Social Psychology, 72, 892–906 21 Schriesheim, C., & Tsui, A N.(1980), “Development and Validation of a Short Satisfaction Instrument for Use in Survey Feedback Interventions,” Paper represented at the Western Academy of Management Meeting 22 Smith, C S., & Brannick, M T (1990) A role and expectancy model of participative decision making: A replication and theoretical extension Journal of Organizational Behavior, 11, 91-104 23 Statt, D (2004) The Routledge Dictionary of Business Management, Third edition, Routledge Publishing,Detroit, p 78 24 Tang, T L., & Baldwin, L J S (1996) Distributive and procedural justice as related to satisfaction and commitment SAM Advanced Management Journal, 61, 25-31 25 Golparvar, M., & Karami, M (2010) Moderating role of positive and negative affect in relation to organizational injustice and employee’s destructive behaviors Quarterly Journal of Applied Psychology, 4(3), 7-23 26 Skarlicki, D P., Folger, R., & Tesluck, P (1997) Personality as a moderator in the relationship between fairness and retaliation Academy of Management Journal, 42, 100-108 http://dx.doi.org/10.2307/256877 Student: Hoang Chi Sy Master’s Project 42 Appendix 1: Survey questionnaire Dear Mr / Mrs I am Hoang Chi Sy, a student of Open University Malaysia Business research assignment is a most importance part in Master Business Administration Collaboration Program I chose to investigate the factors that impact on the Job Behaviors of employees at Thermtrol To have information for this research, I need your supporting to complete to designed forms as below, your answers are preciously meaningful to my research The result of this research may help Board of Management to improve company’s situation of high employee turnover rate This survey is designed to get some information from all employees Please don’ hesitate to contact me if you have any question regarding to this research Hoang Chi Sy Email: prsyhoang@yahoo.com Phone number: 0903022126 I’m really thankful to your cooperation Student: Hoang Chi Sy Master’s Project 43 I Contents Organizational Commitment How you feel to being a member of your organization? The following items express what you may feel about yourself as member of your organization You please indicate on these scales, from 1=strongly disagree to 7=strongly agree No Items I am quite proud to be able to tell people who 5 financial, I would be reluctant to change to 5 effort, not just for myself, but for the 5 contribution to the good of the organization it is that I work f I sometimes feel like leaving this employment for good I’m not willing to put myself out just to help the organization Even if the firm were not doing too well another employer I feel myself to be part of the organization In my work I like to feel I am making some organization as well The offer of a bit more money with another employer would not seriously make me think of changing my job I would not recommend a close friend to our staff To know that my own work had made a would please me Student: Hoang Chi Sy Master’s Project 44 Work Control Please read each statement carefully and indicate the extent to which each is an accurate or an inaccurate description of your job by ticking on the number in front of each statement 1=very little, 2=little, 3=a moderate amount, 4=much, 5=very much No Items How much control you have over variety 5 mount of work you will have to on any 5 5 5 of methods you use in completing you work? How much can you choose among variety of tasks or projects to do? How much control you have personally over the quality of your work? How much can you generally predict the given day? How much control you personally have over how much work you get done How much control you have over how quickly or slowly you have to work? How much control you have over scheduling and duration of your rest breaks? How much control you have over when you come to work or lease? How much control you have over when you take vacation or days off? 10 How much are you able to predict what the results of decisions you make on the job will Student: Hoang Chi Sy Master’s Project 45 be? 11 How much are you able to decorate, 5 much you have to interact with others at 5 sources of information you need to your 5 5 5 rearrange, or personalize your work area? 12 How much can you control the physical condition of your work station? 13 How much control you have over how you your work? 14 How much can you control when and how work? 15 How much influence you have over the policies and procedures in your work unit? 16 How much control you have over the job? 17 How much are things that affect you at work predictable, even if you can’t directly control them? 18 How much control you have over the among of resources (tools, material) that you get? 19 How much can you control the number of times you are interrupted while you work? 20 How much control you have over how much you earn at your job? 21 How much control you have over how you work is evaluated? Student: Hoang Chi Sy Master’s Project 46 22 In general, how much overall control you have over work and work related meters? Goal and Process Clarity Respondents are asked to indicate the degree of certainty about each following items with 1=very uncertain, 6=very certain Goal clarity items No Items Your duties and responsibilities The goals and objectives for your job How your work relates to the overall 5 5 5 5 objectives of your work unit The expected results of your work What aspects of your work will lead to a positive evaluation Process clarity items No Items How to divide your time among the tasks required of your job How to schedule my work day How to determine the appropriate procedures for each work task The procedures you use to your job are correct and proper Considering all your work tasks, how certain are you that you know the best ways to Student: Hoang Chi Sy Master’s Project 47 these tasks Fairness Perceptions of an Organization Policy Your responses are obtained using a 7-point Likert-type scale where 1=strongly disagree, 2=disagree somewhat, 3= disagree a little, 4=neither agree nor disagree, 5=agree a little, 6=agree somewhat, 7=agree strongly No Items Paying faculty members for having babies is not fair to non-childbearing faculty member 5 5 the responsibility of large institutions like 5 (R) Every parent deserves the right to paid leave when a child is born It is everyone’s, including non-parents, responsibility to provide for children, and a parental leave policy helps to accomplish this task It is not [the organization’s] responsibility to provide paid time off to new parents (R ) Having a child is a strain on parents, and they deserve the aid of parental leave Children are necessary part of society and it is [organization] to help in the effort Those who choose not to have children should subsidize those who choose to have Student: Hoang Chi Sy Master’s Project 48 children under a parental leave program In the past, employees have borne children without the benefit of special leave, and provisions for that event should be made by therefore it is not fair to offer parental leave to new parents (R) Having a baby is a personal choice and the family, rather than by employer (R ) On the Job Behavior Please add bookmark in the appropriate box to the number that your opinion matches best To indicate the degree of certainty about each of the questions with answers ranging from 1=never to 7=Very often with statement “In the past twelve months, how often have you…?” Positive work behaviors No Items Done more work than required Volunteered to work overtime Made attempts to change work conditions Negotiated with supervisors to improve job 5 Tried to think of ways to the job better Physical withdrawal behaviors No Items Left work early without permission Student: Hoang Chi Sy Master’s Project 49 Taken longer lunch or rest break than allowed Taken supplies or equipment without permission Fallen asleep at work 5 Antagonistic work behaviors: No Items Reported others for breaking rules or policies Filed formal complaints Argued with co-workers Disobeyed supervisor’s instructions 5 Spread rumors or gossip about co-workers II General information Gender  Male  Female Education  High school  Master   College  Bachelor Ph.D  Other…… Your position  Officer/ staff  Manager  Supervisor  Senior Manager Service time at Thermtrol:  Under years  from to years  From to 10 years  over 10 years Student: Hoang Chi Sy Master’s Project 50 Appendix 2: Presentation Slides Student: Hoang Chi Sy Master’s Project 51 Student: Hoang Chi Sy Master’s Project 52 Student: Hoang Chi Sy Master’s Project 53 Student: Hoang Chi Sy Master’s Project 54 Student: Hoang Chi Sy Master’s Project 55 [...]... Perceptions of an Organization Policy  On the Job Behavior 1 Organization Commitment Multiple definitions of organizational commitment are found in the literature Bateman and Strasser state that organizational commitment has been operationally defined as “multidimensional in nature, involving an employee’s loyalty to the organization, willingness to exert effort on behalf of the organization, degree... effort on behalf on the organization, and a strong desire to maintain membership in an organization The various definitions reflect three broad themes: commitment reflecting an affective orientation toward the organization, recognition of costs associated with leaving the organization and moral obligation to remain with an organization (Meyer & Allen, 1997) An employee’ sliking for an organization is... Hypotheses 2.1 Organizational Commitment a Definition Employee commitment to an organization has been defined in a variety of ways included an attitude or an orientation that links the identity of the person to the organization, a process by which the goals of the organization and those of the individual become congruent, an involvement with a particular organization, the perceived rewards associated... research is the first time for me, my limited experience may be also a limitation of this research 12 Research Questions The questionnaire will be established based on elements so that its answers to search the relationship between the job behavior and its element factors such as  How does the organization commitment influence on the job behavior?  How does work control impacte to the job behavior? ... with their employer because they need to do so Finally, normative commitment reflects a feeling of obligation to continue employment Employees with a high level of normative commitment feel that they ought to remain with the organization (Meyer & Allen, 1997) Others have argued that commitment reflects the psychological bond that ties the employee to the organization but that the nature of the bond... a growing consensus that commitment is a multidimensional construct that certainly includes an effective dimension and many include components that reflect normative pressures as well as practical considerations such as the costs of leaving an organization and locating another job with similar pay and benefits Hypothesis 1: Organizational Commitment is positively related to On – the - Job Behaviors... to organizational innovation, flexibility, and responsiveness to changing external conditions (Sagie, 1998) There have been two approaches to describing these behaviors The first approach proposes that organizational citizenship behavior (OCU) and traditional conceptualizations of job performance are separate constructs Thus, OCB is viewed as extrarole behavior that is separate from in-role job performance... organizational resources Second, organizational Loyalty is identification with and allegiance to an organization’s leaders and the organization as a whole, transcending the parochial interests of individuals, work groups, and departments Representative behaviors include defending the organization against threats, contributing to its good reputation, and cooperating with others to serve the interests of the. .. effects on workers (Dean & Snell, 1991; Karasek, 1979) An increasing amount of attention has been paid to the role that contextual variables play in the perceptions that employees form about their jobs For example, perceptions of the extent to which employees believe they are empowered in their jobs and the extent to which employees believe the organization appreciates their efforts may affect the way that... Project 31 2.5 On the Job Behaviors a Definition The utility of job satisfaction and other measures of employee attitudes as a predictor of variables such as turnover and employee performance varies considerably across situations As a result, Hodson (1991) advocates examination of the effects of the characteristics of jobs and work environments on employee work behaviors Employee behavior at work generally ... appoint jobs that are appropriate with the employee’s health and capability Limitation Research Implications Thermtrol Corporation has only come into the electronic company, so other bias factors. .. Perceptions on an Organization Policy and On the Job Behaviors Student: Hoang Chi Sy Master’s Project CHAPTER I: INTRODUCTION Thermtrol Corporation Introduction Thermtrol. .. positioning an organization in the regional human resource competition context Due to several limitations, the thesis is conducted through a survey just within Thermtrol Corporation In the future, if