Factors influencing employee career satisfaction at PETROVIETNAM fertilizer and chemicals company (PVFCCO)

RESEARCH PROJECT (BMBR5103) FACTORS INFLUENCING EMPLOYEE CAREER SATISFACTION AT PETROVIETNAM FERTILIZER AND CHEMICALS COMPANY (PVFCCO) STUDENT’S FULL NAME : NGUYEN DINH NGOC THUY STUDENT ID : CGS00018517 INTAKE : SEPT 2014 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI, DBA AD ADVISOR’S NAME & TITLE : Dr KHAI NGUYEN Ho Chi Minh City, December 2015 ADVISOR’S ASSESSMENT Advisor’s signature Nguyen The Khai, DBA Page ACKNOWLEDGEMENT To complete this paper, firstly, I have to send my special thanks to Nguyen The Khai, DBA who has shown our class every step of how to a research 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 Secondly, I would also like to thanks employees of Petrovietnam Fertilizer and Chemicals Company, 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 for supporting me during my MBA program and also my classmate whom have shared their knowledge and time to learn together in order to complete all assignments especially this paper Page TABLE OF CONTENTS ACKNOWLEDGEMENT LIST OF TABLES LIST OF PICTURE, GRAPHICS, CHART, FIGURES ABBREVIATIONS ABSTRACT CHAPTER I - INTRODUCTION 10 1.1 Company Introduction 10 1.2 Research Introduction 22 1.2.1 Problem statement 22 1.2.2 Research objective 23 1.2.3 Object and scope of the research 23 1.2.4 Research Methodology 23 1.2.5 Research questions 23 CHAPTER II – LITERATURE REVIEW 25 2.1 Career satisfaction 25 2.2 Job satisfaction relative to expectations 27 2.3 Role innovation 31 2.4 Person organization fit 31 2.5 Perceived importance of workplace values 33 CHAPTER III: RESEACH MODEL AND HYPOTHESES 34 3.1 Research Model 34 3.1.1 Dependent Variables 34 3.1.2 Independent Variables 34 3.1.3 Constructs 34 3.2 Research Hypotheses 35 3.3 Instruments 40 3.4 Research Participants 45 Page 3.5 Procedure for Data Collection and Analyze 46 CHAPTER IV: ANALYSIS AND RESULTS 48 4.1 Demographic Characteristics of the respondents 48 4.2 Reliability Analysis 50 4.3 Descriptive Analysis 50 4.4 Correlation of all variables statistics 51 4.5 Hypotheses Testing 53 CHAPTER V: CONCLUSION 56 5.1 Summary and Discussion 56 5.2 Management Implications 58 5.3 Limitations and Further Research Recommendation 59 REFERENCES 61 APPENDIX 64 APPENDIX 72 Page LIST OF TABLE Table 1.1 Major shareholders of PVFCCo 21 Table 4.1 Summary of Cronbach’s Alpha of the variables 50 Table 4.2 Descriptive Statistics 51 Table 4.3 Summary of Correlations of all variables 52 Table 4.4 Model Summary of all hypotheses 53 Table 4.5 Coefficients of all hypotheses 54 Table 4.6 Hypothesis Statistic 55 Page LIST OF PICTURE, GRAPHICS, CHART, FIGURES Figure 1.1: Large storage network from North to South of PVFCCo 11 Figure 1.2 Organization-Chart of petrovietnam fertilizer and chemicals company 16 Figure 1.3 Shareholder Structure of PVFCCo 21 Figure 3.1 Proposed Research Model of Career satisfaction at PVFCCo 34 Figure 4.1 A summary of frequency analysis for qualitative variables 49 Page ABBREVIATIONS PVFCCo Petrovietnam fertilizer and chemicals company (I/O) psychologists Industrial and organizational psychologists HRM Human Resource Management SPSS Statistical Packages for the Social Science QD Decision VPCP Government office CS Career Satisfaction JS Job Satisfaction RI Role Innovation POF Person Organization Fit WV Workplace Values DPM Dam Phu My Page ABSTRACT Along with the advances of science and technology and especially in the context of the economy switched toward knowledge-based development, the human resources become competitive factors leading organizations and enterprises Many organizations and businesses are having problems when manpower gradually "cachexia" work motivation, job-hopping leads to risk or decrease performance How to remedy this situation is a major concern of the human resources management and organizational leadership To attract and maintain high-quality human resources, in addition to the implementation of good recruitment, planning, appointment and training of staff, the work performance assessment, payroll system, bonus, the organizations / companies should develop policies and incentives encourage suitable thereby encouraging the highest contribution of staff to the development of the organization One of the important criteria to assess the level of human resource management that is "The satisfaction of employees for career" Employee satisfaction is a way to build their loyalty to the organization / company, make employees love the job, sticking with colleagues, found optimism in the environment, there by mount them with the organization's goals and striving for that goal Survey employee satisfaction is one of the tools helping employees to express feelings and aspirations for career development and help managers understand human psychology and expectations of employees from that maximize energy and enthusiasm in their work and constantly improve the policy development of human resources The basic objective of the survey activities of employee satisfaction is: Knowing the needs of staff to apply consistent personnel policy; Knowing the views of staff about the activities of the organization; Rate the deciding factor to employee engagement; Improve the existing problems in the operation of institutions, human resources policies, labor relations, Page Currently, many enterprises in Vietnam have conducted periodic surveys the satisfaction of employees, the information obtained from this activity have been recognized as useful resources to improve the environment work, improve work efficiency PVFCCo no exception, companies are also trying to improve the work created for staff satisfaction after equitisation since 2008 It is expected that the findings of the research will give an overall view of how create employee satisfaction in their careers Then, PVFCCo management team could find the project’s results as reference on adjusting and developing couple of solutions that fill in the gap to identify ways and directions for how to make employees more satisfied at career in today strong competitive context Questionnaires were delivered to 180 employees in different background of educational degrees, years of service, gender, years of age as well as work positions 151 samples were returned and put into further researched and analyzed practices The reliability analysis, descriptive analysis, and hypothesis testing were statically measured in the study with the support of SPSS software The results showed that among four independent constructs involved in examining with one dependent construct, there were constructs supported These independent variables include: Job satisfaction relative to expectations, Role innovation, Person organization fit, Perceived importance of workplace values 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Performance Paradigm Revisited Public Administration Review 66(4) - Savickas, M (2002) Reinvigorating the study of careers Journal of Vocational Behavior, 61, 381-385 - Seibert, S E., Crant, J M., & Kraimer, M L (1999) Proactive personality and career success Journal of Applied Psychology, 84(3), 416-427 - 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 - Sullivan, S E., Carden W A., and David M F (1998): “Careers In The Next Millennium: Directions For Future Research”, Human Resource Management Review, 8(2), 165-185 - Van Dyne, L., Graham, J W., & Dienesch, R M (1994) Organizational citizenship behavior: Construct redefinition, measurement, and validation Academy of Management Journal, 37, 765-802 - West, M A (1987) A measure of role inno-vation at work British Journal of Social Psychology, 26, 83-85 Page 63 APPENDIX APENDIX 1: QUESTIONNAIRE Dear my colleagues, My name’s Nguyen Dinh Ngoc Thuy I’m a student of International MBA program I am undertaking a research project on employees’ satisfaction career towards the PVFCCo Before you begin, please take a few minutes to read the reason why I invite you to participate in and what I will with the information you provide You will fill out a short questionnaire that aims to investigate the organizational satisfaction career of employees have been reducing recently Your answers will not be released to anyone and will remain anonymous Your name will not be written on the questionnaire or be kept in any other records All responses you provide for this study will remain confidential When the results of the study are reported, you will not be identified by name or any other information that could be used to infer your identity If you had any question regarding to this research, not hesitate to contact me at HP: 0908.85 44 29 or ndngthuy@gmail.com Look forward to the cooperation of Sir/ Madam Thank you very much Part I: Please tell me the extent agreed by Sir/Madam for the following statement Please answer the following question by circling the number in the table below indicating the level of agreement to the question Example ① Page 64 No Question Answer Very Dissatisfied Neutral Satisfied Very dissatisfied Your present job when satisfied 5 5 5 I the job much the same as other people have done it I the job somewhat differently than others people have done it I the job different ly than others people have done it you compare it to others in the organization The progress you are making toward the goals you set for yourself in your present position The chance your jobs gives you to what you are best at Your present job when you consider the expectations you had when you took the job Your present job in light of your career expectations No Question I the I the job very job differently completely than differently others than other people people have done have done it it Page 65 Setting work targets/ 5 5 5 Not true at all Not true Neutral True Definitely true objectives Deciding the methods used to achieve work targets/ objectives Deciding the order in which different parts of the job are done Choosing whom yu deal with in oder to carry out your work duties 10 Initiating new procedures or information systems 11 Developing innovative ways of accomplishing targets/ objectives No Question 12 This organization pays on the basis of individual performance 13 This organization has a profit or gain-sharing plan 14 This organization makes promotions based mostly on individual performance Page 66 15 This organization 5 5 5 5 encourages competition between employees 16 This organization encourages and rewards loyalty 17 Teamwork and cooperation are valued and rewarded here 18 When the organization has a good year it pays bonuses to the employees 19 People generally have to work in groups to get their work done 20 This organization offers long-term employment security 21 This organization has a "fast-track" program 22 This organization has/follows a promotefrom-within policy 23 The typical employee here works very hard to fulfill work expectations Page 67 24 There is an emphasis on 5 5 Not Not Neutral Important Extremely important important helping others 25 Fairness is an important consideration in organizational activities 26 When mistakes are made it is best to be honest and "take your lumps" No important at all 27 High – quality products 5 5 and services of central importance 28 Individual employees recognized and rewarded for superior preformance 29 Reputation for quality surpasses major competitors 30 Innovative products and services of central importance 31 Individual employees recognized and rewarded for innovation work Page 68 32 Reputation for 5 5 5 Srongly Agree to Uncertai Disagree Srongly agree some extent n to some disagree innovation surpasses major competitors 33 Widespread participation in decision making highly valued 34 Employees are encouraged to express minority points of view 35 Procedures facilitale widespread participation in decision making 36 Cooperation among employees highly valued 37 Individual employees recognized and rewarded for helping others 38 Reputation as very friendly place to work compared with other firms No extent 39 I am satisfied with the success I have achieved in my career Page 69 40 I am satisfied with the 5 5 progress I have made toward meeting my overall career goals 41 I am satisfied with the progress I have made toward meeting my goals for income 42 I am satisfied with the progress I have made toward meeting my goals for advancement 43 I am satisfied with the progress I have made toward meeting my goals for the development of new skills Page 70 Part II: Some Additional Information: Gender  Male  Female Age  Under 25 years old  From 25 to 35 years old  From 36 to 45 years old  Above 45 years old Academic degree  Colleges Degree  Bachelor Degree  Master Degree  Doctoral Degree Working seniority  Under years  From to 10 years  From 11 to 20 years  Above 20 years Working position  Officer/ staff  Supervisor  Manager  Senior Manager THANK YOU FOR YOUR QUESTIONNAIRE COMPLETED Wish you lots of health, happiness and good luck in your life Page 71 APPENDIX 2: PRESENTATION OF BUSINESS RESEARCH METHODS Page 72 Page 73 Page 74 Page 75 [...]... introduce a research about Factors influencing employee career satisfaction at petrovietnam fertilizer and chemicals company (PVFCCo) Seven years after equitization in 2008, the company with 100% state capital into joint-stock company operating under the model of parent company subsidiary, Corporation Fertilizers and Chemicals Petroleum (PVFCCo) has maintained steady growth and is considered a successful... stimulating There are numerous factors that must be taken into consideration when determining how satisfied an employee is with his or her job, and it is not always easy to determine which factors are most important to each employee Job satisfaction is very subjective for each employee and each situation being assessed 2.2.2 Job Satisfaction Relative to Expectations Job Satisfaction Relative to Expectations... Research Model of Career satisfaction at PVFCCo 3.1.1 Dependent Variables: Career Satisfaction (CS) 3.1.2 Independent Variables: - Job satisfaction relative to expectations (JS) - Role innovation (RI) - Person organization fit (POF) - Perceived importance of workplace values (WV) 3.1.3 Constructs - Key construct: Career Satisfaction (CS) - Other constructs: + Job satisfaction relative to expectations (JS)... of attitudes and behaviours associated with work-related experiences and activities over the span of the person’s life” Here, the notion of work related experiences over a person’s life indicates a long-term time frame rather than immediate performance and satisfaction 2.1.2 Career Satisfaction This measure was developed by Greenhaus, Parasuraman, and Wormley (1990) It measures satisfaction with career. .. employee satisfaction with their careers - Survey and evaluation of staff satisfaction with career PVFCCo - Propose some solutions to improve employee satisfaction for careers in PVFCCo 1.2.3 Object and scope of the research Scope of this research is to study the factors that influence employee satisfaction for the work and will conduct surveys of employees currently working at PVFCCo 1.2.4 Research Methodology... are the impact of Role innovation on PVFCCo’s employee career satisfaction? 3 How are the impact of Person organization fit on PVFCCo’s employee career satisfaction? 4 How are the impact of Perceived importance of workplace values on PVFCCo’s employee career satisfaction? Page 24 CHARPTER 2: LITERATURE REVIEW 2.1 .Career satisfaction We take as our working definition of career ‘the unfolding sequence... leaders and the business relationship in comfort roof, matching employees And this is the problem is very interested now in PVFCCo 1.2.2 Research objective This study mainly seeks to achieve the following objectives: - Define criteria measuring employee satisfaction with their careers - Develop and adjust the scale of employee satisfaction with their careers - Identifying the factors affecting employee satisfaction. .. developed to reflect fit between an employee' s knowledge, skills, and abilities and his or her job requirements; congruence between employee needs and organizational systems and structures; agreement between an employee' s Page 31 value orientations and the perceived values orientation of the organization; and perceived match between an employee' s personality and the organization's personality or image (Bretz... Person-organization fit correlated positively with job satisfaction, salary level, job level, hours worked per week, access to a mentor, and career interruption Person-organizationfit correlated negatively with being nonwhite and having a Ph.D (Bretz & Judge, 1994) Consideration of person-organization fit is based on the perspective that aspects of both an individual employee and a job situation combine... culture that affect employees’ attitudes and behaviors (Chatman, 1989) Person-organization fit can be operationalized as an individual’s goal congruence with organizational leaders and peers (Vancouver Page 32 & Schmitt, 1991) An alternative approach defines fit as the match between individual preferences or needs and organizational systems and structures In general, a person will be more satisfied ... research about Factors influencing employee career satisfaction at petrovietnam fertilizer and chemicals company (PVFCCo) Seven years after equitization in 2008, the company with 100% state capital... measuring employee satisfaction with their careers - Develop and adjust the scale of employee satisfaction with their careers - Identifying the factors affecting employee satisfaction with their careers... formulated: Page 23 How are the impact of Job satisfaction relative to expectations on PVFCCo’s employee career satisfaction? How are the impact of Role innovation on PVFCCo’s employee career satisfaction?