Factors affecting to work family conflict ai viet nam lubricants chemical JSC (vilube corporation)

RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING TO WORK-FAMILY CONFLICT AT VIETNAM LUBRICANTS & CHEMICAL JSC (VILUBE CORPORATION) STUDENT’S FULL NAME : TRAN MINH THAI STUDENT ID : CGS00018526 INTAKE : September 2014 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI, DBA December 2015 ADVISOR’S ASSESSMENT Advisor’s signature KHAI NGUYEN, DBA TABLE OF CONTENTS ACKNOWLEDGEMENTS 5  ABBREVIATIONS 6  LIST OF FIGURES AND TABLE .7  ABSTRACT 8  CHAPTER I: INTRODUCTION 9  1.  RESEARCH INTRODUCTION 9  2.  VILUBE CORPORATION OVERVIEW AND INTRODUCTION 10  2.1.  Vilube and motul partnership: .11  2.2.  Goods & services 12  2.3.  Manufacturing & production capacity & capability 13  2.4.  Marketing objectives 13  2.5.  Vilube corporation description 14  2.6.  Vilube company history & development .16  2.7.  Vilube company organization chart 16  2.8.  Vilube strategic focus & plan 17  2.9.  Mission and Vision: .18  2.10.  Vilube’s economic recovery risks 18  2.11.  Regulatory 20  2.12.  Industry analysis/trends 21  CHAPTER II: LITTERATURE REVIEW .23  1.  WORK – FAMILY CONFLICT 23  2.  OVERALL JOB SATISFACTION .29  3.  CAREER COMMITMENT 34  4.  PERSON – ENVIRONMENT FIT .36  5.  SUPERVISORY SUPPORT .36  CHARPTER III: RESEARCH HYPOTHESES AND MODEL 39  1.  RESEARCH HYPOTHESES 39  1.1.  Instruments 39  1.2.  Research Participants 45  1.3.  Procedure For Data Collection And Analyze 45  2.  RESEARCH MODEL 47  2.1.  Dependent Variables 47  2.2.  Independent Variables 47  2.3.  Measure of variable: 48  CHARPTER IV: DATA ANALYSIS AND REPORT 49  1.  DEMOGRAPHIC CHARACTERISTICS OF THE RESPONDENTS 49  2.  RELIABILITY STATISTICS .51  3.  DESCRIPTIVE STATISTICS 52  4.  CORRELATION STATISTICS 53  5.  Hypotheses Testing Results 54  CHAPTER V: DISCUSSION AND CONCLUSIONS 56  1.  DISCUSSION 56  1.1.  Organizational culture: 56  1.2.  Supervisor support: 56  1.3.  Family-oriented benefits: 56  2.  SIGNIFICANT OF THE RESEARCH .57  3.  LIMITATION OF THE STUDY & RECOMMENDATION .57  4.  CONCLUSION 58  REFERENCES 60  APPENDIX 63  APPENDIX 68  ACKNOWLEDGEMENTS Nowadays, in the modern life, most of people are enjoying the work and family life after work This will be satisfied with the current position and that's what we are looking for We spend all most of the time at work every day, so not "lock" ourselves with a job does not bring you to enjoy the family life with happiness and interesting life On that really is the basic of work and life, we perceive the importance of the organization which what we are in researching to find the way to improve the balancing between work and family life Take of this chance, I would like to give my sincerely thanks to Dr Nguyen The Khai – who had instructed of Business Research Methods and gave us valuable lessons through his board knowledge to help me to complete this research In the end of the course, we finally find it is a very interesting subject which given us quite essential knowledge and touch our inspiration for researching any problems that may happen in our work and in our daily life I would like to give so much thanks to my colleagues – MBAOUM0914 – K15C – who had helped me to complete the discussion on work – family conflict and helping together with any misunderstandings about the lessons through BRM subject I would like to give great thanks to my family for supporting me during the MBA program which almost comes to the end Lastly, I would like to give my especially thanks to my wife who had very special given the right engine and energy for me to make life easier and more joyful during the time of my MBA course Within the limited knowledge and the time allowance, the research project may contain mistakes; therefore, I hope to receive the valuable comments from the instructor and all for further understanding and development Thank you so much ABBREVIATIONS - VILUBE : Vietnam Lubricants & Chemical JSC (Vilube Corporation) - MOTUL : Motul Corporation (Lubricants industry – in France) - AO : Automotive Oils - IO : Industrial Oils - WFC : Work – Family Conflict - OJS : Overall Job Satisfaction - CC : Career Commitment - PEF : Person – Environment Fit - SS : Supervisory Support - AOP : Annual Operating Plan - R&D : Research and Development - HCMC : Ho Chi Minh City LIST OF FIGURES AND TABLE Figure 01: Vilube Factory at Nha Be District, HCMC Figure 02: Lubricant products of Vilube Corporation Figure 03: Production Processing at Vilube Factory – Nha Be District Figure 04: Vilube Corporation’s events – Moto-show Figure 05: Vilube organization chart Figure 06: Vilube strategy imaging Figure 07: Research Model Figure 08: Measure of variable Figure 09: Reliability statistics table – Cronbach’s Alpha Figure 10: Descriptive statistics table Figure 11: Correlation statistics Figure 12: Hypotheses Testing Results Figure 13: Coefficients ABSTRACT The Work – Family Conflict determines the success or failure of Vilube Corporation’s purposes and defines employees’ performance with their satisfactions on job and asking how employees balance work and life through Vilube Corporation The growing interest in understanding fully the interface of work and family roles and Vilube’s employees’ antecedents has stimulated the development of a predictive model of work-family conflict in this research A model is developed on predictors of work-family conflict which suggests that the predictors could be jobrelated: Overall job satisfaction, Career commitment, Person – Environment fit and Supervisory support This present model is based on the researching the scale of work – family conflict of Kopelman, Greenhaus, and Connolly – 1983 The issue of work and family interaction attracts a lot of attention in the academic field In this research, I devoted all my energy into the exploration of the mystery of how people manage themselves to live in the work domain and family domain at the same time Through the discovery of influence of work-family linkage, people may know to adjust themselves between the work life and family life People can try to change their linkage patterns and organization can be understood more on the impacted factors and find the way to improve to support employees in order to reduce their work-family conflict This study investigated the relationship between Work-Family Conflict with Overall job satisfaction, Career commitment, Person – Environment fit and Supervisory Support in Vilube Corporation Organization Keywords: Work-family conflict, Overall job satisfaction, Career commitment, Person – Environment fit, Supervisory support CHAPTER I: INTRODUCTION RESEARCH INTRODUCTION Attainment of a high level performance through human productivity and efficiency has always been a Vilube organizational goal of high priority In order to that highly satisfied work force and the balancing of work and family life is an absolutely necessity for achieving a high level of performance advancement of an organization Balancing work and life leads to extend more effort to job performance, then works harder and better Thus, every organization tries to create good programs to control and operate the well-being of the organization to lead people to all their efforts and be worked for company in long time period and build employees’ life with balancing, lot of happiness with success and feel comfortable in working conditions An employee's who balance between work and family with his job is the result of a combination of factors overall job satisfaction, career commitment and personenvironment fit, with supervisory support through the Vilube organization Management's role in enhancing employees' balancing work-family conflict is to make sure the work environment is positive, morale is high and employees have the resources they need to accomplish the tasks they have been assigned with best career commitment in the organization In order to help the management team have an overview of the effects of overall job satisfaction, career commitment and person – environment fit, with supervisory support on work – family conflict, this study assess the validity of the relationship among them in Vilube corporation working environment After that management team will define the strategies to satisfy employees, aims to enhance the employee’s performance and commitment Therefore, the specific objectives of this study are:  To assess whether there is a positive relationship between Overall Job Satisfaction and the Work – Family Conflict  To assess whether there is a positive relationship between Career Commitment and the Work – Family Conflict  To assess whether there is a positive relationship between Person – Environment Fit and the Work – Family Conflict  To assess whether there is a positive relationship between Supervisory Support and the Work – Family Conflict This study is structured into six sections Section 1, comprises of an introduction to the research study The problem statement briefly outlines the constructs and reasons for this study Research constructs theory and the relation among them are discussed in the literature review of section Next, in the section 3, research methods are discussed Section deals mainly with the statistical analysis of the empirical results of this study The aim of the study is stated, after which the method is explained in depth Further, data analysis is presented, after which the results are discussed Section deals with the conclusion to this study Section 6, concludes with a discussion of limitations and recommendations suggested VILUBE CORPORATION OVERVIEW AND INTRODUCTION Figure 1: Vilube Factory at Nha Be District, HCMC 10 Factory throughout the cities and provinces of Vietnam, therefore, the data analysis results may be different if we conduct the survey on large scale as include others from oversea offices of Motul Corporation In the future, if possible it should be expanded to other branches in different places all over Motul Corporation to obtain more reliable results In addition, the factors of overall job satisfaction, career commitment, person – environment fit and supervisory support are quite complicated and discrete, belonging to the perception of each person and their position at work Most are direct staffs, nearly 52% with young age 18 – 35 and the education background is most high school graduated employees CONCLUSION Based on the above research & analysis results, Vilube Corporation can be used this as the way to improve Vilube organizational environment to get all over employees’ face with company on development strategy onward and implement with the best sustainment to ensure the best workplace to their people Hypothesis (+H1) – Overall Job Satisfaction  Establish engagement program in cross functions to get people’s involvement This will be taking charge of Human resource department in the locations The kind of program will be established and launched out through each Vilube location in Vietnam to build for people involvement on the running program through company Tracking and improving in each period of time  Combine of the two “the kind of work they do” (daily tasks) and “conditions of work” (managers, pay, coworkers, etc.) through Vilube’s performance with purpose This will let people understand the right jobs/tasks which they are in charge and provide the best working conditions to improve on people satisfaction and will be longer with company Actually they are taking and feel happy with their current works 58 Hypothesis (+H2) – Career Commitment  Strengthen/empower employees to work, focus on employees’ core competence development & challenging through tasks assignment This program will be gained employees to work and improve their skillful to carry out the jobs Company will have the good team to each location and functions with their experiences to release on works  Set up clear Personal Career Development Roadmap Support Human & Talent sustainability program Improve “Recognition & Reward” policy at Vilube Corporation To know where we are and how we go there – the future, employees are very excited to work harder and keep moving forward to their working life Take care all employees by done this program, company will have a very good playground in cross functions and can be found the star at each to have more competence log for back-up and company development Hypothesis (+H3) – Person-Environment Fit  Set up clear Measure Map to drive the Vilube’s organizational performance This will show the way of company improvement & development All employees are seeing very clear & transparent pictures of company performance and imaging They will love their work-place as same as second house of their life  Provide and stayed focus on good processing implementation & sustainability Hypothesis (+H4) – Supervisory Support  Set up clear goals & objectives for each individual at work on annually basis Build more relationship between affective commitment & performance  Set up clear business cycle and human productivity AOP team, Target team, Objective team and action plan team with full coaching and training support 59 REFERENCES Allen, T D (2001) Family-supportive work environments: the role of organizational perceptions Journal of Vocational Behavior, 58(3), 414-35 Aminah Ahmad (1999) Gender role orientation of husbands and work- family conflict of wives in dual-career families Pertanika Journal of Social Science and Humanities, 6(2), 1-10 Aminah Ahmad (2004) Role overload, social support and emotional exhaustion among married female medical officers Australian Journal of Psychology, 56 (Supplement), 56 Aminah Ahmad (2007) Work-family conflict, life-cycle stage, social support, and coping strategies among women employees The Journal of Human Resource and Adult Learning, 3(1), 70-79 Andreassi, J K & Thompson, C A, (2007) Dispositional and situational sources of control: Relative impact on work-family conflict and positive spillover Journal of Managerial Psychology, 22 (8) , 722-740 Ashforth, B E., Kreiner G E., & Fugate, M (2000) All in a day’s work: Boundaries and micro role transitions Academy of Management Review, 25(3), 472-491 Barnett, R C., & Hyde, J S (2001) Women, men, work, and family: An expansionist theory American Psychologist, 56, 781-796 Beauregard, T A (2006) Are organizations shooting themselves in the foot? Workplace contributors to family-to-work conflict Equal Opportunities International, 25(5) Bhate,R.,(2013) Supervisor supportiveness: Global Perspectives Retrieved on 12, Sept, 2014 from: http://www.bc.edu/research/agingandwork/archive_pubs/QI3.html 60 Cardenas, R A., Major, D A., & Bernas, K H (2004) Exploring work family distractions: Antecedents and outcome International Journal of Stress Management, 11(4), 346-365 Darcy, C & Carthy, A M (2007) Work-family conflict: An exploration of the differential effects of a dependent child’s age on working parents Journal of European Industrial Training, 31 (7), 530-549 Fride, A., & Ryan, A.M (2005) The importance of the individual: how self- evaluations influence the work-family interface In Kossek, E.E & Lambert, S.J (Eds.), Work and Life Integration: Organizational, Cultural, and Individual Perspectives (pp 193-210) Mahwah, NJ: Erlbaum Gill, S., & Davidson, M J (2001) Problems and pressures facing lone mothers in management and professional occupations – a pilot study Women in Management Review, 16(8), 383 – 399 10 Greenhaus, J H., & Beutell, N J (1985) Sources of conflict between work and family roles Academy of Management Review, 10, 1, 76-88 11 Greenhaus, J H., Parasuraman, S., & Collins, K M (2001) Career involvement and family involvement as moderators of relationships between workfamily conflict and withdrawal from a profession Journal of Occupational Health Psychology, 6, 91-100 12 Greenberger, E., & O’Neil, R (1990) Parents’concerns about their child’s development: Implications for fathers’ and mothers’ well-being and attitudes toward work Journal of Marriage and the Family, 52, 621-635 13 Hammer, L B., Allen, E., & Grigsby, T D (1997) Work and family conflict in dual-earner couples: Within-individual and crossover effects of work and family Journal of Vocational Behavior, 50(2), 185-203 14 Jackson, M A., Tal, A I., & Sullivan, A R (2003) Hidden biases in counseling women balancing work and family concerns In M Kopala & M A 61 Keitel (Eds.), Handbook of counseling women (pp 152-172) Thousand Oaks, CA: Sage 15 Lobel, S (1991) Allocation of investment in work and family roles: Alternative theories and implications for research Academy of Management Review, 16(3), 507-21 16 Nielson, T R., Carlson, D S., & Lankau, M J (2001) The supportive mentor as a means of reducing work-family conflict Journal of Vocational Behavior, 59, 364-381 17 Website of Motul & Vilube Corporation: http://www.vilube.com.vn http://www.motul.com 62 APPENDIX QUESTIONNAIRE Dear my colleagues, I am Tran Minh Thai – a student of International MBA program – Open University Malaysia I am writing here with undertaking a research project on work-family conflict towards the Organization Through this questionnaire – You will fill out – it will help me to understand career commitment and overall job satisfaction with supervisory support, person-Environment fit and define the conflict of work – family in the organization You please take your time around 40 minutes to complete below questions All responses you provide for this study will remain confidential and used for survey purpose only 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 I would like to express my personal gratitude to you for your great contribution in this study For any matters, not hesitate to contact me as:  Hand phone : (+84) 982.830.780  E-mail : tmt.ttmt@gmail.com Thank you very much for your time and your strong support Please read and answer the following questions by circling the number (O) in the table below indicating the level of agreement to the questions Responses are obtained on a 5-point Linkert-type scale where: = strongly agree, = agree to some extent, = uncertain, = disagree to some extent, = strongly disagree No Questions My work schedule often conflicts with my family life After work, I come home too tired to some of the things I'd like to (1) (2) (3) (4) (5) Strongly agree Agree to some extent Uncertain Disagree to some extent Strongly disagree 5 63 10 11 On the job, I have so much work that it takes away from my other interests My family dislikes how often I am preoccupied with my work while I am at home Because my work is demanding at times I am irritable at home The demands of my job make it difficult to be relaxed all the time at home My work takes up time that I'd like to spend with my family My job makes it difficult to be the kind of spouse or parent that I'd like to be My job is like a hobby to me My job is usually interesting enough to keep me from getting bored It seems that my friends are more interested in their jobs – (R) 5 5 5 5 12 I consider my job rather unpleasant – (R) 13 I enjoy my work more than my leisure time 14 I often bored with my job – (R) 5 15 16 I feel fairly well satisfied with my present job Most of the time I have to force myself to go to work 17 I am satisfied with my job for the time being 18 I feel that my job is no more interesting than others I could get – (R) 19 I definitely dislike my work – (R) 20 I feel that I am happier in my work than other people 21 Most days I am enthusiastic about my work 5 5 22 23 24 Each day of work seems like it will never end I like my job better than the average worker does My job is pretty uninteresting – (R) 64 25 I find real enjoyment in my work 26 I am disappointed that I ever took this job – (R) 27 I like this career too well to give it up 5 5 5 5 5 5 5 5 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 If I could go into a different profession which paid the same, I would probably take it – (R) If I could it all over again, I would not choose to work in this profession – (R) I definitely want a career for myself in this profession If I had all the money I needed without working, I would probably still continue to work in this profession I am disappointed that I ever entered this profession – (R) This is the ideal profession for a life's work My supervisor takes the time to learn about my career goals and aspirations My supervisor cares about whether or not I achieve my goals My supervisor keeps me informed about different career opportunities for me in the organization My supervisor makes sure I get the credit when I accomplish something substantial on the job My supervisor gives me helpful feedback about my performance My supervisor gives me helpful advice about improving performance when I need it My supervisor supports my attempts to acquire additional training or education to further my career My supervisor provides assignments that give me the opportunity to develop and strengthen new skills My supervisor assigns me special projects that increase my visibility in the organization 65 Responses are obtained for these below items using 5-point Linkert-type scale where: = hardly any, = a few, = some, = a lot, = a great deal No 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 Questions How much slowdown in the workload you experience? (Would you prefer) – (R) How much time you have to think and contemplate? (Would you like) – (R) How much workload you have? (Would you like to have) What quantity of work others expect you to do? (Would you prefer others to expect of you) How much time you have to all your work? (Would you like to have) – (R) How many projects, assignments, or tasks you have? (Would you like to have) How many lulls between heavy workload periods you have? (Would you like to have) – (R) How much responsibility you have for the future of others? (would you like to have) How much responsibility you have for the job security of others? (would you like to have) How much responsibility you have for the morale security of others? (would you like to have) How much responsibility you have for the welfare and lives of others? (would you like to have) How often you are clear about what your job responsibility are? (would you like to be) How often can you predict what others will expect of you on the job? (would you like to be able to) How much of the time are your work objectives well defined? (would you like) How often are you clear about what others expect of you on the job? (would you like to be) (1) (2) (3) (4) (5) Hardly any A few Some A lot A great deal 5 5 5 5 5 5 5 Note: Items denoted with (R) are reverse scored 66 Personal Information Gender  Male  Female Age  Under 25 years old  From 25 to 35 years old  From 35 to 45 years old  Above 45 years old Academic degree  High school  Colleges Degree  Bachelor Degree  Master Degree  Doctoral Degree Working seniority  Under years  From to years  From to years  Above years Working position  Direct employee  Office staff  Manager  Senior Manager  Supervisor/Team leader - End of questionnaire -Thanks so much for your support and sharing your time to complete this! 67 APPENDIX 68 69 70 71 72 [...]... recognizing that work- family conflict is a complex, multi-dimensional construct Work – Family Conflict is conceptualized as a construct with dual direction (work -to- family and family -to- work) , multiple forms (time-based, strain-based, and behavior-based) and specific to multiple life roles (e.g., spouse, parental, elder care, home care, and leisure) Acknowledging the 25 prevalence of work- family conflict and... therefore critical to develop a model on predictors of Work – Family Conflict Work – Family Conflict has been defined as a form of inter-role conflict in which the role pressures from work and family domains are mutually incompatible This definition implies a bidirectional relation Work – Family Conflict (WFC) occurs when work related demands interfere with home responsibilities Type of conflict (WFC)... the conflict between work and family life domains, and recent studies highlight the conflict experienced by individuals 28 between their roles in the family and at work, which is covered under the heading called work – family conflict The work family conflict is one of the issues in modern society There are so many argument related work family conflict in the world Contemporary business world is not family. .. weekly work hours on the family sphere as well as the solutions that can be taken by affected families to balance the conflict between work demands and family (p.56) Many social researchers have investigated this work- family relationship and turned to various theories to explain the consequences that follow from work- family conflicts, and these can also be applied to the correlation between longer work. .. anything at work will create some kind of conflict at home All three theories revolve around work aspects that can psychologically influence a worker to experience work- family conflict at home, but the spillover theory, as well as the conflict theory also brings out the issue of physical aspects of work that can cause conflict, such as having to bring incomplete work assignments home to the family to get... source of conflict They divided work- family conflict into three types of conflict, namely, time-based, strain-based and behavior-based conflicts Time-based conflict refers to the conflict that arises when the time devoted to one role makes it difficult for the individual to participate in the other role An example might be where a parent-teacher meeting conflicts with an important meeting at work (e.g.,... between work and family more important Research that examines work- family conflict has advanced over the last few decades and has led to the development of theoretical models, empirical studies, and organization-sponsored work- family initiatives As organizations attempt to help employees manage the balance between work and family demands, there is a growing body of research on the topic of workfamily conflict. .. demands of another sphere (work or family) Changes in the workplace and demography of employees have made studying the relationship between work and family more important As organizations attempt to help employees manage the balance between work and family demands, there is a growing body of research on the topic of workfamily conflict In this research, I have identified work- family conflict as one of the... work force while continuing to maintain the majority of the family and household responsibilities (Jackson, Tal, & Sullivan, 2003), the interest in the topic has also in large measures been fueled by the recognition that work- family concerns are highly salient for the well-being of employees Empirical evidence also confirms that work- family conflict is often a severe stress factor at work leading to. .. something in common: they show that there is a conflict between work and family spheres The consequences that are described in the theories call for a method to lessen role strain, negative spillover, and family conflict such that a healthy balance can be established between work and family life Work family conflict is considered to be an important issue in today’s business world (Burke & El – Kot, 2010: ... recognizing that work- family conflict is a complex, multi-dimensional construct Work – Family Conflict is conceptualized as a construct with dual direction (work -to- family and family -to- work) , multiple... of source of conflict They divided work- family conflict into three types of conflict, namely, time-based, strain-based and behavior-based conflicts Time-based conflict refers to the conflict that... Moto-show 13 2.5 Vilube corporation description Vietnam Lubricants & Chemical Joint Stock Company: The investment in Vietnam Lubricants and Chemical JSC, marks MOTUL's commitment to its customers