Antecedents of job satisfaction of employees at hoa sen group

RESEARCH PROJECT (BMBR5103) ANTECEDENTS OF JOB SATISFACTION OF EMPLOYEES AT HOA SEN GROUP STUDENT’S FULL NAME : PHAN PHUOC LONG STUDENT ID : CGS00018522 INTAKE : September, 2014 ADVISOR’S NAME & TITLE : DR NGUYEN THE KHAI December, 2015 Advisor’s assessment Advisor’s signature BMBR5103 Instructor: Dr Nguyen The Khai TABLE OF CONTENTS ACKNOWLEDGEMENTS LIST OF FIGURES LIST OF TABLES ABBREVIATIONS ABSTRACT .10 Chapter INTRODUCTION 11 1.1 Company Introduction 11 1.1.1 General Introduction .11 1.1.2 Vision 17 1.1.3 Mission 17 1.1.4 Core values 18 1.1.5 Business philosophy .18 1.1.6 Logo of HSG 18 1.2 Research Introduction 19 1.2.1 Problem statement 19 1.2.2 Purpose of the study 20 1.2.3 The scope of the research 21 1.2.4 Research questions 21 Chapter LITERATURE REVIEW 22 2.1 Job Satisfaction .22 2.2 Work – Related Expectancies .28 Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai 2.3 Work Control 30 2.4 Procedural Justice 33 2.5 Supervisory Support 35 Chapter RESEACH MODEL AND HYPOTHESES .38 3.1 Research Model .38 3.1.1 Dependent Variables: 38 3.1.2 Independent Variables: 38 3.1.3 Constructs .39 3.2 Research Hypotheses 39 3.3 Instruments 42 3.4 Research Participants 44 3.5 Procedure for Data Collection and Analyze 44 3.5.1 Descriptive analysis 45 3.5.2 The Cronbach‘s Alpha testing 45 3.5.3 Correlation Coefficient analysis: 45 3.5.4 Regression Analysis 46 Chapter ANALYSIS AND RESULTS .47 4.1 Demographic Characteristics of the respondents 47 4.2 Descriptive Statistics .49 4.3 Reliability Analysis - Cronbach‘s Alpha 49 4.4 Correlation of all variables statistics .50 4.5 Hypotheses Testing .51 Chapter CONCLUSION 53 Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai 5.1 Summary and Discussion: .53 5.2 Management Implications: 54 5.3 Limitations and Further Research Recommendation: 55 REFERENCES 56 Appendix 1: Questionnaire .60 Appendix 2: Presentation Slides 67 Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai ACKNOWLEDGEMENTS I would like to say special thanks to my instructor, was Dr NGUYEN THE KHAI, enthusiastic teacher always guide me throughout the course, it was the sharing of knowledge, the support , encouragement of teachers as the main source and help me overcome all difficulties to complete the study of this thesis Secondly, I would like to thank the Open University Malaysia and IIE of Hutech University have organized international MBA program, thank you for the leader and staff of IIE has supported us throughout the course And I am very thankful for the leader and employees of HSG have supported this research I conducted, HSG has provided me the data, the annual report required for this study, and spent time to answer survey questionnaire of this study Finally, I thank my classmates, we have worked closely and support each other during the course I thank my family, always encouraged and supported me the best thing throughout the course Thank you very much! Mr PHAN PHUOC LONG Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai LIST OF FIGURES Figure 1: Hoa Sen Group's Headquarters in Binh Duong Province 12 Figure 2: Representative office: 183 Nguyen Van Troi Street, HCM City 13 Figure 3: Non-Oxidizing-Furnace line at Phu My Industrial Park, Ba Ria Vung Tau Province 15 Figure 4: Hoa Sen Steel Sheet 15 Figure 5: Proposed Research Model of Job Satisfaction at Hoa Sen group 39 Figure 6: A summary of demographic characteristics of the respondents 50 Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai LIST OF TABLES Table 1: Descriptive Statistics 50 Table 2: Summary of Cronbach‘s Alpha of the variables 51 Table 3: Summary of Correlations of all variables 52 Table 4: Model Summary of all hypotheses 52 Table 5: Coefficients of all hypotheses 53 Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai ABBREVIATIONS HSG : HOA SEN Group HR : Human Resource HRM : Human Resource Management SPSS : Statistical Packages for the Social Science WRE : Work – Related Expectancies WC : Work Control PJ : Procedural Justice SS : Supervisory Support JS : Job Satisfaction Page of 72 BMBR5103 Instructor: Dr Nguyen The Khai ABSTRACT In each company, human resource (HR) is the most valuable asset So how companies understand the job satisfaction of staff, especially the department of human resource management (HRM), enabling them to more accurately determine factors affecting satisfaction in public employee Since then helps them develop HR strategy, policies, procedures, better staffing, balancing the rights and responsibilities of the company and employees, helping employees work motivation better and lasting bond work, jointly developed with the company However, as stated in its annual human resource reports, the number of employees quit jobs gets increasing year over year That may lead the company to critical impact of leaking its skilled and well trained workforce Not only that, it will take huge invisible cost for the company if these well trained and qualified employees run out of the company and come to work for the competitors Because of these reasons that we have done this study, with a desire to help the department's human resources management HSG get the data, the more accurate basis, to build and improve the HR policies are better, more and better Job Satisfaction of all employees of HSG, helping them confidence to work effectively, contribute to the sustainable development of the HSG The objective of this study was to explore and identify the impact of Work – Related Expectancies, Work Control, Procedural Justice, and Supervisory Support to Job Satisfaction of employees at HOA SEN GROUP Keywords: Job Satisfaction, Work – Related Expectancies, Work Control, Procedural Justice, Supervisory Support Page 10 of 72 BMBR5103 Instructor: Dr Nguyen The Khai  Dianel M Cable and Timothy A Judge (1995), The Role of PersonOrganization Fit in Organizational Selection Decision, Cornell University ILR School  Henry P Sims, JR and Andrew D Szilagyi (1996), Antecedents of Work Related Expectancies, Academy of Management University of Houston  House, R J., H J Shapiro, and M A Wabba "Expectancy Theory as a Predictor of Work Behavior and Attitude: A Re-evaluation of Empirical Evidence," Decision Sciences, Vol (1974), 481-506  Lawler, E E III Pay and Organizational Effectiveness: A Psychological View (New York: McGraw-Hill, 1971)  Lawler, E E III Motivation in Worii Organizations (Belmont, Calif.: Wadsworth Publishing, 1973)  Lawler, E E III., and L Suttle "Expectancy Theory and Job Behavior," Organizational Behavior and Human Performance, Vol (1973), 482-503  Hoa Sen Group Annual Report – Fiscal Year 2012-2013 (January 08th 2014)  Hoa Sen Group Annual Report – Fiscal Year 2013-2014 (January 19th 2015)  Hoa Sen Group Resolution of Annual General Meeting 2014-2015 (January 19th 2015)  Introduction, History of Hoa Sen group (January 2015), Retrieved from http://www.hoasengroup.vn  http://www.visionofhumanity.org/#/page/indexes/global-peace-index  http://www.psi.vn/News/2015/6/13/487744.aspx Page 58 of 72 BMBR5103 Instructor: Dr Nguyen The Khai  http://www.vnsteel.vn/noi-dung/tin-tong-hop/nam-2015-nganh-thep-chiunhieu-suc-ep/default.aspx  http://vef.vn/2015-03-26-nganh-thep-duoi-goc-nhin-fast500  http://vsa.com.vn/  http://www.moit.gov.vn  http://bizhub.vn/news/679/what-vujicics-visit-brings-in-for-investor.html  http://www.vietnambreakingnews.com/2015/03/hoa-sen-group-integratingbusiness-with-social-responsibility/  https://en.wikipedia.org/wiki/SWOT_analysis  http://sgo.sagepub.com/content/4/1/2158244014524210  http://www.hravn.net/  https://en.wikipedia.org/wiki/Human_resource_management Page 59 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Appendix 1: Questionnaire JOB SATICFACTION – QUESTIONNAIRE SURVEY Dear Sir or Madam, My full name is Phan Phuoc Long I‘m a student of MBA Collaboration Program at Open University Malaysia and IIE of Hutech University I am conducting the research for my thesis My research thesis is about: ANTECEDENTS OF JOB SATISFACTION OF EMPLOYEES AT HOA SEN GROUP I would like to look for your kindly help by answering the following questionnaire All of your information will be strictly confidentially kept and be solely used for the purpose of my studying Your value time and feedback are extremely useful and meaningful to my fulfillment of my graduation thesis Thank you very much for your very kindly response to this questionnaire It is highly appreciated For more information about this research, please contact with me via email is: Longphanphuoc@gmail.com, or mobile number: 0913.197486 Thanks for your help! Directions: Please check  to mark in the box for your answer Very little Little A moderate amount Much Very much Page 60 of 72 BMBR5103 Instructor: Dr Nguyen The Khai No Question It is more likely that I will be given      a pay raise or promotion at HSG if (1) (2) (3) (4) (5) It is more likely that I will be given      a pay raise or promotion at HSG if (1) (2) (3) (4) (5) Getting work done quickly at HSG      increases my chances for a pay (1) (2) (3) (4) (5) Getting work done on time is      rewarded with high pay at HSG (1) (2) (3) (4) (5) Completing my work on time gets      me greater approval from my (1) (2) (3) (4) (5) My immediate supervisor at HSG      gives me more recognition when I (1) (2) (3) (4) (5) I finish a large amount of work I high-quality work raise or promotion immediate supervisor at HSG Page 61 of 72 BMBR5103 Instructor: Dr Nguyen The Khai get o lot of work done If I get my job done on time, I have      more influence with my immediate (1) (2) (3) (4) (5) My immediate supervisor at HSG      pays added attention to the opinions (1) (2) (3) (4) (5) How much control you have      over the variety of methods you use (1) (2) (3) (4) (5) How much can you choose among      a variety of tasks or projects to do? (1) (2) (3) (4) (5) How much control you have      personally over the quality of your (1) (2) (3) (4) (5) How much can you generally      predict the amount of work you (1) (2) (3) (4) (5) supervisor at HSG of the best workers in completing your work? 10 11 work? 12 Page 62 of 72 BMBR5103 Instructor: Dr Nguyen The Khai will have to on any given day? 13 How much control you      personally have over how much (1) (2) (3) (4) (5) How much control you have      over quickly or slowly you have to (1) (2) (3) (4) (5) How much control you have      over the scheduling and duration of (1) (2) (3) (4) (5) Was honest and ethical in dealing      with you (1) (2) (3) (4) (5) Gave you an opportunity to express      your side (1) (2) (3) (4) (5) Used consistent standards in      evaluating your performance (1) (2) (3) (4) (5) work you get done? 14 work? 15 your rest breaks? 16 17 18 Page 63 of 72 BMBR5103 Instructor: Dr Nguyen The Khai 19 20 21 22 Considered your views regarding      your performance (1) (2) (3) (4) (5) Gave you feedback that helped you      learn how well you were doing (1) (2) (3) (4) (5) Was completely candid and frank      with you (1) (2) (3) (4) (5) My supervisor takes the time to      learn about my career goals and (1) (2) (3) (4) (5) My supervisor cares about whether      or not I achieve my goals (1) (2) (3) (4) (5) My supervisor keeps me informed      about different career opportunities (1) (2) (3) (4) (5) My supervisor makes sure I get the      credit when I accomplish (1) (2) (3) (4) (5) aspirations 23 24 for me in the organization 25 something substantial on the job Page 64 of 72 BMBR5103 Instructor: Dr Nguyen The Khai 26 27 My supervisor gives me helpful      feedback about my performance (1) (2) (3) (4) (5) My supervisor gives me helpful      advice about improving my (1) (2) (3) (4) (5) I feel I am being paid a fair amount      for the work I (1) (2) (3) (4) (5) I am satisfied with my chances for      promotion (1) (2) (3) (4) (5) My supervisor is quite competent in      doing his/her job (1) (2) (3) (4) (5) The benefits we receive are as good      as most other organizations offer (1) (2) (3) (4) (5) My efforts to a good job are      seldom blocked by red tape (1) (2) (3) (4) (5) performance when I need it 28 29 30 31 32 Page 65 of 72 BMBR5103 Instructor: Dr Nguyen The Khai 33 I like the people I work with      (1) (2) (3) (4) (5) General information about yourself: 34 Gender  Male  Female 35 Age  Under 24 years old  From 24 to 36 years old  From 36 to 45 years old  Above 45 years old 36 Academic degree  High school  Colleges Degree  Bachelor Degree  Master Degree  Doctoral Degree 37 Working seniority  Under years  From to years  From 3to years  Above years 38 Working position  Direct employee  Office staff  Manager   Supervisor/Team leader Senior Manager You have successfully done the questionnaire Thank you very much! Page 66 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Appendix 2: Presentation Slides Page 67 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Page 68 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Page 69 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Page 70 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Page 71 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Page 72 of 72 [...]... longitudinal study that the effects of life satisfaction on job satisfaction were considerably larger than the effects of job satisfaction on life satisfaction It is possible that people with higher levels of satisfaction with life pay more attention to the positive aspects of jobs and less attention to the negative aspects However, it appears that under conditions of organizational change, job satisfaction. .. Supervisory Support to Job Satisfaction of employees at HOA SEN GROUP Through the data and the results of this study will help to management and administration of human resources department of HSG has improved staffing strategies, policies and procedures, the regime of commendation better rewards The new policy will enable all of HSG staff about job satisfaction, peace of mind Page 20 of 72 BMBR5103 ... employee satisfaction with work Some studies have examined anteced- ents of job satisfaction, specific dimensions of job satisfaction, and the relationship be- tween job satisfaction and outcomes such as job performance or turnover Meta-analyses have shown that the relationship between performance and job satisfaction is positive, but small (George & Jones, 1997) However, analysis at the organizational... Introduction Hoa Sen Group was established on August 8th 2001 (June 19th of Lunar Calendar) which is the Enlightenment Day of Guan Yin Bodhisattva Hoa Sen Group s headquarters is located at No.09, Thong Nhat Boulevard, Song Than 2 Industrial Park, Di An District, Binh Duong Province Hoa Sen Group s information  Name of Corporation : HOA SEN GROUP (HSG)  Headquarters: No.09, Thong Nhat Boulevard,... feeling of relaxation as a result of met expectations and needs) or dissatisfac- tion (feeling of tension as a result of unsatis- fied needs and expectations) with her or his work In the case of dissatisfaction, employ- ees may maintain or reduce their level of as- piration Maintaining aspirations in the face of work dissatisfaction can result in pseudo work satisfaction, fixated dissatisfaction, and... alternative validated measures for global job satisfac— tion as well as several alternatives that mea— sure satisfaction with specific job facets Some researchers have suggested that job satisfaction measures may differ in the extent to which they tap affective satisfaction or cognitive satisfaction (Moorman, 1993) Af- fective satisfaction is based on an overall positive emotional appraisal of the job. .. significance, sensitivity to equity, employee perceptions of performance, and job involvement (Agho et al., 1993;Aryee et al., 1999; Judge et al., 1998; O'Neill & Mone, 1998) In Abraham and Hansson (1996), job satisfaction correlated negatively with both job- related tension and control problems Job satisfaction correlated positively with job- related well-being, satisfaction with rate of pay, perceived job competence,... life satisfaction, suggesting that job satisfaction is an essential com- ponent of an employee‘s life (Judge & Watanabe, 1993) A qualitative study (Bussing, Bissels, Fuchs, & Perrar, 1999) suggested that job satisfaction is developed through assessment of the match among expectations, needs, motives, and the work situation Based on this assessment, a person builds up satisfac- tion (steady feeling of. .. satisfaction with promotions The the JDI measures of facet satisfaction, trait same study estimated that trait variance ac- variance accounted for approximately 419'o counted for approximately 46'7o of the total for the measure of supervision, 349‘n for variance in other measures ofjob satisfaction the measure of satisfaction with work itself, including the MSQ Job Satisfaction Survey Description: This measure,... personnel at HSG, relationship of Work – Related Expectancies, Work Control, Procedural Justice, and Supervisory Support to Job Satisfaction of employees at HOA SEN GROUP The questionnaire survey in detail, I will present to the appendix Page 21 of 72 BMBR5103 Instructor: Dr Nguyen The Khai Chapter 2 LITERATURE REVIEW 2.1 Job Satisfaction The Construct For decades, organizational researchers ... that the effects of life satisfaction on job satisfaction were considerably larger than the effects of job satisfaction on life satisfaction It is possible that people with higher levels of satisfaction. .. (1996), job satisfaction correlated negatively with both job- related tension and control problems Job satisfaction correlated positively with job- related well-being, satisfaction with rate of pay,... Supervisory Support to Job Satisfaction of employees at HOA SEN GROUP Through the data and the results of this study will help to management and administration of human resources department of HSG has improved