Career satisfaction at march 29 textile garment joint stock company

RESEARCH PROJECT (BMBR5103) CAREER SATISFACTION AT MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY STUDENT’S FULL NAME: NGUYEN CHANH TIEN STUDENT ID: CGS00018523 COURSE: 2014-2016 ADVISOR’S NAME & TITLE: Dr KHAI NGUYEN Advisor’s Assessment - Advisor’s signature ABSTRACT The purpose of this study was to test the relationship between the variables in the model study with the overall satisfaction of work Results empirical studies were conducted in Hachiba Company with 291 employees being asked Research methodology uses quantitative research methods with multivariate statistical techniques such as using Cronbach’s Alpha testing, exploring factor analysis, correlation analysis and linear regression, analysis of variance Research results show that all four elements of the research model : Career Satisfaction (CJ) Career – Family Attitude (CF) Developmental Experiences (DE) Fairness In Skill Based Pay (FP) Perceived Ability – Job Fit (PJ) Among the factors considered are demographic factors showed that age that affect relationships and work colleagues The study also gives some recommendations implications for managers in order to raise the level of satisfaction with the work of employees Finally the study also points out the limitations and future research directions for the same research Keywords: Career Satisfaction , Career – Family Attitude, Developmental Experiences, Perceived Ability – Job Fit, Fairness In Skill Based Pay ACKNOWLEDGEMENTS During the implementation of this thesis, I have received much help from many people Without that help, I can not finish my thesis, so I would like to express thanks to all of you I know that this project is not my personal achievement, but the result of many people that I will be forever grateful In particular, I would like to express my sincere gratitude to my family during theses Special thanks to Dr Khai Nguyen has guided me from the start of this journey, and always being there to share experiences and his guidance I also thank the other members of my guide and my classmates Each person has assisted in the development and evaluation of this project, and I really thank them all Sincerely thanks ! CONTENTS ABSTRACT Introduction 1.1 The foundation of research 1.2 Company introduction 10 1.3 Problem statement 17 1.4 Research Objectives 18 LITERATURE REVIEW 19 2.1 Career Satisfaction 19 2.2 Career – Family Attitude 21 2.3 Developmental Experience 23 2.4 Perceived Ability – Job Fit 23 2.5 Fairness In Skill Based Pay 25 RESEARCH MODEL AND HYPOTHESES 27 3.1 RESEARCH MODEL 27 3.2 RESEARCH HYPOTHESES 27 3.3 INSTRUMENTS 29 3.4 RESEARCH DESIGN 35 3.5 RESEARCH METHODS 35 DATA ANALYSIS AND REPORT 36 4.1 Descriptive statistics 37 4.2 Correlations Matrix 38 4.3 Cronbach’s Alpha 39 4.4 Hypothesis testing results 40 DISCUSSION AND CONCLUSIONS 46 5.1 DISCUSSION 46 5.2 SIGNIFICANCE OF RESEARCH 47 5.3 LIMITATION OF THE STUDY 48 5.4 CONCLUSIONS 48 5.5 FURTHER RESEARCH DIRECTION 49 REFERENCE 50 Appendix 1: Survey Questionnaires 54 Appendix 2: Presentation Slides 60 LIST OF TABLE Table 01: Descriptive statistics Table 02: Correlations Matrix Table 03: Cronbach’s Alpha Table 04: Multiple Regression of Hypothesis 40 Table 05: Multiple Regression of Hypothesis 41 Table 06:Multiple Regression of Hypothesis 42 Table 07: Multiple Regression of Hypothesis 44 CHAPTER 1: INTRODUCTION INTRODUCTION 1.1 The foundation of research The trend of regionalization and globalization more physical ports on competitiveness among enterprises To maintain and develop the market, all businesses need to maintain and enhance the power to have an advantage over other businesses and any competitors and confirms its position The changes in the business sector must accept that the only advantage as well as the most sustainable advantage is the human factor Any change in the business sector, the pressure on the company, request a change, needs people to actively creative, using advanced technology, create new products and new services to meet the growing needs of customers Meanwhile, this also requires companies that to attract workers with higher qualifications, maintain and improve human resources One of the first criteria to assess the quality of the investment climate is labor resources It is impossible for a business to make a breakthrough if their employees are not eligible or are not honest The workers' organizations must be proficient to maximize their strength According to experts, human resources, assess job satisfaction of employees is an important task for an entrepreneur to develop a sustainable workforce Of course, this task must be performed on a number of criteria for the different positions and must be carried out periodically It does no good if a recruit staff without a job description Because without a job description, the candidate can not imagine their duties in an interview and after being recruited, it is very difficult during later work Besides, the appointment of a location, the leader must consider the characteristics of an employee to perform the most appropriate coordination between different people with different characteristics in order to create a good team (which everyone else can accomplish) In the context of direct competition today, there are many reasons for an employee may waive his work, such as feeling dissatisfied with material benefits, are not respected, no share from supervisors, no motivation, no chance to develop, no training, no clear policy, strict supervision, collaboration from peers, injustice, bad working environment , no democracy, etc If the workforce is not planned efficiently, businesses will be faced with a problem of human problems In Vietnam, the study of satisfaction of employees (if any) can only be done within the HR department This is still pretty much limited experience, costly and time investment, no concrete results have to with the goal, not the human resources department to create enough influence to convince s successful operation Black & Porter (2000) suggests that all the activities in an organization can be traced to the involvement of people in the organization The determinants of job satisfaction has been extensively studied in many developed countries in the world (Cranny et al 1992) Similarly, Ting (1997) states that the empirical evidence consistently shown that job characteristics such as satisfaction with salary, advancement opportunities, a clear mandate and the relationship with colleagues and directors police have a major impact on job satisfaction of employees Also, a study conducted by Ellickson and Logsdon (2002) reflects that the job satisfaction of employees was significantly affected by the perception of satisfaction of employees on wages, opportunities development, relationship with supervisor, employee performance management system and welfare 1.2 Company introduction MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY establish under number 9312 / QD-Committee dated 29/12/2006 of People's Committee of Da Nang City transforming 100% state capital into Joint stock Company Before the move operating company named Company of the port number 29/3 Textile Industry Da Nang city water established by Decision so3156 / QD-UB 11/03/1992 of People's Committee of Quang Nam Da Nang formerly Textile 29/3, Da Nang city water established in 1976 Official name: MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY International Business name: MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY Company names referred to are: HACHIBA Address: So60 Me Nhu, Thanh Khe Ward, Hai Chau District, Da Nang City Telephone: + 84 (0511) 3756999 Fax: + 84 (059) 759,622 Website: www.hachiba.com.vn www.hachiba.vn E-mail: hachiba@dng.vnn.vn Hachiba currently has more than 600 employees with labor qualification structure is as follows: Labour male proportion 74.45%; labor famale 25.55% rate 10 Appendix 1: Survey Questionnaires CAREER SATISFACTION SURVEY Dear sir/madam, I am Nguyen Chanh Tien – a student of the International MBA program at Open University of Malaysia I am writing here with undertaking a research project on carrer commitment in the organizations Please take your time around 40 minutes to complete below questions as your situation All responses and information you provide for this study will be kept safety and security and used for survey purpose I would like to express my personal gratitude to you for your great contribution in this study In case you have any concern, not hesitate to contact me as:  Mobile Phone: +84 935 372 752  E-mail: tienchanhnguyen@gmail.com Thank you very much for your time and your support 55 Please read and answer the following questions by circling the number in the table below indicating the level of agreement to the questions Responses are obtained on a 5-point Linkert – type scale where: = strongly disagree, = disagree to some extent; = uncertain; 4= agree to some extent; = strongly agree N Questions o I 1expect that there will be times Strongly Disagree Uncertain Aagree Strongly Disagree to some to some Agree extent extent 5 when my spouse will have to pay more attention to job problems than to our relationship Sometimes I will have to pay more attention to my job than to my family I 3do not expect to ever have to pay more attention to my job than to my relationship with my spouse I expect that sometimes my 56 spouse will have to pay more attention to his or her job than to our family I expect there will be times when I will have to pay more attention to my job than to my relationship with my spouse I expect that neither my spouse 5 5 nor I will pay more attention to our careers than to our family In4the positions that I have help at Hachiba I have often been given additional challenging assignments In5the positions that I have held at Hachiba, I have often been assigned project that have enabled me to develop and strengthen new skills Besides formal training and development opportunities, to what extent have your managers helped to develop your skills by providing you with challenging job assignments ? 10 Regardless of Hachiba’s policy 57 on training and development, to what extent have your managers made a substantial investment in you by providing formal training and development opportunities? 11 I feel that my work utilizes my 5 5 5 5 full abilities 12 I fell competent and fully able to handle my job 13 My job gives me a chance to the0 things I fell I best 14 I fell that my job and I are well matched 15 I fell I have adequate preparation for2 the job I now hold 16 Supervisor a good job certifying employees for skill – based pay raises 17 The skill – based pay certification are a fair test of employee ability to perform a task 18 If an employee really knows how 58 to perform the tasks that make up a skill level, the employee will be able to pass the certification test for that skill level 19 The skill- based pay plan is fair 5 5 5 to most employee 20 I am satisfied with the success I have achieved in my career 21 I am satisfied with the progress I have made toward meeting my overall career goals 22 I am satisfied with the progress I have made toward meeting my goals for income 23 I am satisfied with the progress I have made toward meeting my goals for advancement 24 I am satisfied with the progress I have made toward meeting my goals of new skills -END OF QUESTIONARE Thanks you so much for your support and sharing your time to complete this! 59 Appendix 2: Presentation Slides 60 61 62 63 64 65 66 67 68 69 [...]... related Career Satisfaction - Balancing career and family is harmony between family responsibility with social responsibility Career - Family Attitude is a factor of the situation so that it acts on the attitude that is Career Satisfaction If workers accept spending time with family, the less work they'll do better 27 Hypothesis 2 : Developmental Experiences is positive related Career Satisfaction -... a qualitative understanding of the underlying construct (Chan, 1998; Cheung & Rensvold, 1999; Wu, Chen, & Tsai, 2009) Specifically, in case of career satisfaction weak invariance would mean that the relative importance of single items measuring career satisfaction does not change over time (Steenkamp & Baumgartner, 1998) Strong invariance would mean that the stability of the latent career satisfaction. .. increasingly dissatisfied with the work on the impact on business performance and image of the Company 1.4 Research Objectives affects job satisfaction, such as: wage policy, work experience, balance family and work job 18 CHARPTER 2 : LITERATURE REVIEW 2.1 Career Satisfaction Career satisfaction is an important topic in career research because subjective feelings of success are related to many facets... Experiences is a factor of the situation so that it acts on the attitude that is Career Satisfaction Hypothesis 3 : Perceived Ability – Job Fit is positive related Career Satisfaction - Self-awareness skills will not only help promote the potential capacity of oneself but also useful for businesses Today, with the fierce competitive environment, the organizational structure flatter and increasingly fewer... equitable remuneration paid have a positive impact on attitudes correspond career staff in any organization 3.3 INSTRUMENTS The questionnaire total consists of 24 questions Sections will be designed to collect information about Career Satisfaction , Career – Family Attitude, Developmental Experiences , Perceived Ability – Job Fit, Fairness In Skill Based Pay in Hachiba + Career Satisfaction used 5... Validity: Family focus correlated negatively with educational aspirations and an employee's grade point average Balance correlated negatively with male gender of respondent and positively with educational aspirations and a respondent's grade point average Career focus correlated positively with educational aspirations and an employee's grade point average Dominance correlated positively with being a... correlated positively with educational aspirations and an employee's grade point average Dominance correlated positively with being a male respondent and living in a rural set-ting Spousal support correlated positively with being male and correlated negatively with educational aspirations and grade point average Independence correlated negatively with being a male respondent and positively with educational... change) Quantitative changes are called alpha change defined as ‘a variation in the level of some existential state, given a constantly calibrated measuring instrument related to a constant conceptual domain’ (cf Golembiewski et al., 1975, p 134) In case of alpha change individuals’ increase or decrease in career satisfaction can be clearly interpreted as a quantitative ‘more’ or ‘less’ of satisfaction. .. respondent's career by giving in on issues, moving, and so on (spousal support); and the extent to which spouses socialize or vacation in-dependent of the other Family focus correlated negatively with educational aspirations and an employee's grade point average Balance correlated negatively with male gender of respondent and positively with educational aspirations and a respondent's grade point average Career. .. an individual’s progress towards meeting different careerrelated goals (e.g., income, achievement, development) and careerrelated successes (e.g., overall career success; see also Hofmans, Dries, & Pepermans, 2008) The Career Satisfaction Scale (CSS; Greenhaus, Parasuraman, & Wormley, 1990; Hofmans et al.,2008) is a widely accepted measure of career satisfaction The present research analyses the adequacy ... formerly Textile 29/ 3, Da Nang city water established in 1976 Official name: MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY International Business name: MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY. .. 1.2 Company introduction MARCH 29 TEXTILE - GARMENT JOINT STOCK COMPANY establish under number 9312 / QD-Committee dated 29/ 12/2006 of People's Committee of Da Nang City transforming 100% state... a factor of the situation so that it acts on the attitude that is Career Satisfaction Hypothesis : Perceived Ability – Job Fit is positive related Career Satisfaction - Self-awareness skills will