Factors affecting to job satisfaction of employees in VPBank

Linear regression models were built originally with the dependent variable is the job satisfaction of employees and seven independent variables include: satisfaction for income, educatio

RESEARCH PROJECT (BMBR5103)

FACTORS AFFECTING TO JOB SATISFACTION OF EMPLOYEES IN

VPBANK

INTAKE : SEPTEMBER, 2014

ADVISOR’S NAME & TITLE : ASSOC PROF DR PHAN DINH NGUYEN

December, 2015

Advisor’s assessment

Advisor’s signature

Thesis Summary

The theme uses quantitative research methods to determine job satisfaction of VPBank staff block in Ho Chi Minh City and the factors affecting this satisfaction The data used in this study were collected from questionnaires sent to the VPBank staff block in HCMC From the theory of job satisfaction and the practical research of the researchers

in this matter the scale factors of job satisfaction has been built with five level Likert scale

Linear regression models were built originally with the dependent variable is the job satisfaction of employees and seven independent variables include: satisfaction for income, education promotion, superiors, Colleagues, job characteristics, working

conditions and company benefits

Results of regression analysis showed that six factors that affect statistical significant job satisfaction of office workers in the city Of these three factors influence the

satisfaction of income, job characteristics and superior and three major factors that influence the satisfaction for the promotion of training, and basic welfare benefits plus

Category

CHAPTER 1: INTRODUCTION

1.1 Question 9

1.2 Research objectives 10

1.3 Object and scope of research 10

1.4 Research Methods 11

1.5 Meaning topics 11

1.6 The structure of the thesis 12

CHAPTER 2: THEORETICAL FOUNDATIONS 14

2.1 Introduction 14

2.2 The theory of job satisfaction 14

2.2.1 Concept 14

2.2.2 The theory of job satisfaction 15

2.2.2.1 The theory of Maslow's needs hierarchy (1943) 15

2.2.2.2 Theoretical achievements of McClelland (1988) 16

2.2.2.3 Vroom's expectancy theory (1964) 17

2.2.2.4 Equity theory of Adam (1963) 18

2.2.2.5 The causes of job satisfaction 19

2.3 The research related to job satisfaction 20

2.4 Model research and evaluation index factors of job satisfaction 23

2.4.1 Definition of factors: 24

2.4.2 Research model 27

2.4.3 Index evaluation factors of job satisfaction 27

2.5 Summary 29

CHAPTER 3: RESEARCH METHOD 30

3.1 Designed research 31

3.1.1 The scale 31

3.1.2 Sampling 32

3.1.2.1 Overall 32

3.1.2.2 Sampling method 33

3.1.2.3 Sample Size 34

3.1.3 Tools to collect information – questionnaire: 35

3.1.4 The process of collecting information 36

3.2 Technical analysis of statistical data 37

3.2.1 Check the reliability of the scale 37

3.2.2 Correlation coefficients and linear regression analysis 38

CHAPTER 4: RESULTS OF RESEARCH 39

4.1 Eliminate the answer sheet mismatch, cleaning and coding data 39

4.1.1 Eliminate the answer sheet mismatch 39

4.1.2 Cleaning data 39

4.1.3 Data encryptation 40

4.2 Description Sample 40

4.2.1 Structural characteristics of the sample 40

4.2.2 Job satisfaction of sample 44

4.3 Analysis of the reliability and relevance of the scale 45

4.3.1 Cronbach's alpha coefficients 45

4.3.1.1 The scale of each factor of job satisfaction 46

4.3.1.2 Scale general job satisfaction 48

4.4 Accreditation job satisfaction of the overall figure 49

4.4.1 The overall job satisfaction of office workers in the HCMC 49

4.4.2 Job satisfaction between men and women 49

4.4.3 Job satisfaction with age 50

4.4.4 Job satisfaction over time work 52

4.4.5 Job satisfaction by level, title and type of enterprise 52

4.5 Linear Regression Analysis 52

4.5.1.1 A correlation matrix between variables 54

4.5.1.2 Construction of linear regression equation 55

4.5.1.3 Review the relevance of the model and test hypotheses 56

4.5.1.4 Explain the importance of the variables in the model 57

4.5.1.5 Detect a violation of assumptions required in linear regression 58

4.6 Summary of Result of research: 59

CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 61

5.1 Conclusion on job satisfaction 61

5.2 Recommendations for the use of labor 63

5.2.1 Income 63

5.2.2 Job Characteristics 65

5.2.3 Superior 65

5.2.4 Advance training 67

5.2.5 Welfare/Benefit 68

5.2.6 Other Note 69

5.3 Limitations of this study and recommendations for future research 70

References 72

CHAPTER 1: INTRODUCTION

1.1 Question

Along with the development of Vietnam's economy in recent years, the demand for human resources is also increasing Enterprises are increasingly focused than the issue of building human resources, especially recruiting the right person for their company

However, chose the right people you need is not enough, they must also know how

to keep their staff especially the core staff, hold a key role in the company With the shortage of human resources "capable" today, good staff retention becomes a problem is the best business owners care

The stability of the staff will help businesses save time and costs (recruitment, training, etc.), reduction of errors (caused by new employees while not familiar with the new work), create trust and solidarity within the enterprise Since then staff will see now is the ideal place for them to promote their capabilities as well as long-term commitment to the business Finally, most importantly, this stability will help businesses operate more efficiently, creating the trust of customers for quality products and services businesses

So how to build a stable staff for your company? Many domestic and foreign

studies that need to create job satisfaction for employees Once you have the job satisfaction, employees will be motivated to work harder, which in turn leads to efficiency and higher work efficiency This is also something that business owners wish to achieve from their staff

This study was conducted to find out the purpose, reviews the current state of the job satisfaction of office workers in the VPBank, and find out the factors affecting this satisfaction With data obtained from the survey and through processing,

statistical data analysis, this study provides hope for the enterprise managers

greater insight into the factors that may bring job satisfaction for employees Thus helping them with orientation and policies pertinent to employers, to retain

appropriate staff that managers wish them long-term commitment to the company

1.2 Research objectives

This study was conducted aimed at identifying the factors that influence job

satisfaction of office workers in VPBank with the following basic objectives:

- First, find out the overall job satisfaction and satisfaction on each factor, aspects

of job satisfaction of office workers in VPBank

- Second, building and testing each element scales affect the job satisfaction scale and general work satisfaction

- Third, compare job satisfaction among office staff differ in gender, age, working time, education, job placement and type of business they are working

- Fourth, determine the strength of the factors affecting job satisfaction of office workers in VPBank

1.3 Object and scope of research

Study subjects as job satisfaction and factors affecting job satisfaction of

employees By gathering information from those who were given a survey by questionnaire to determine job satisfaction of employees in each job factors as gratification for income, training promotion, superiors, colleagues, job

characteristics, working conditions and company benefits The specific aspects of each element is represented by the index (observed variables) were also considered and verified Finally, through analysis statistically the influence of each factor for job satisfaction in general will be reviewed and determined

The scope of the study is limited to the staff office, which does not include all types of employees Office workers who work in a corporate office or a company

or organization that (Oxford Advance Learner's Dictionary) Office workers here, including junior employees and senior staff, but do not include the business

owners Geographically, the survey topic only staff office blocks in the HCMC, no surveying employees work in other provinces Addressing only the study of job satisfaction studies intended not change the company's employees work

Implementation time the survey was in late 2015

1.4 Research Methods

The theme uses quantitative research methods to explore, define job satisfaction of employees Five level Likert scale was used to measure the value of variables

Since this study is the discovery, how sampling is designed non-probability

sampling with convenient sampling form

Questionnaire answers itself will be used as a tool to collect information and data necessary to serve the above quantitative analysis

Thesis using statistical inference analysis of results obtained from the sample Cronbach's alpha was used to select and consolidate elements of the scale, EFA factor analysis was used to determine factors hidden behind the observed variables Finally, linear regression analysis was used to determine the real factors that affect job satisfaction as well as coefficients of these factors in linear regression equation

1.5 Meaning topics

The topic has some meaning after:

First, the findings will give the reader get an overview of job satisfaction in the factors, different aspects and the overall job satisfaction of staff office block in HCMC The study will also compare job satisfaction divided by gender, age,

education, job and location of the various types of enterprises

Second, this study helps us identify the scale used to measure job satisfaction and factors affecting job satisfaction of office workers, from which the managers of the business, companies and organizations will build their organization appropriate policies to improve the job satisfaction of office workers in their organizations

Third, this study is the discovery, as a basis for further studies on job satisfaction of employees in general and office workers in particular in Vietnam

1.6 The structure of the thesis

Thesis is divided into five chapters

Chapter 1 - Introduction to introduce the base shape topic, research objectives, subject and scope of the research, research methodology and the meaning of the subject

Chapter 2 - Theoretical basis will introduce the theory, doctrine as the basis for the study of job satisfaction, summarizes the empirical research on job satisfaction in some areas in some states specific countries and regions This chapter also

introduces research model built originally from theoretical basis

Chapter 3 - Methodology will introduce about building scale, from sampling, data collection tools, the process of gathering information and how to conduct technical analysis of statistical data used in the subject

Chapter 4 - Results of the study will analyze and interpret the data obtained from the survey include the results of testing the reliability and the relevance scale and the statistical inference result

Chapter 5 - Conclusions and recommendations will give some conclusions from the results obtained include conclusions on job satisfaction, a number of

recommendations to the employer and some restrictions and recommendations for future research

CHAPTER 2: THEORETICAL FOUNDATIONS

2.1 Introduction

This chapter will first introduce the concept of job satisfaction as well as theories related to job satisfaction, motivating work includes such famous doctrine:

The theory of Maslow's needs hierarchy

McClelland Theory's achievements

Vroom's expectancy theory

Adam's equity theory

2.2 The theory of job satisfaction

2.2.1 Concept

There are many definitions of job satisfaction Dictionary encyclopedia

wikipedia.com argue that job satisfaction is the satisfaction of an individual for his

be viewed as a separate variable

According to Spector (1997) job satisfaction is job one feels like their job and their job aspects like Since it is the general assessment, so it is an attitudinal variables

But Ellickson and Logsdon (2001) argue that job satisfaction is generally defined as the degree favorite employee their job, that is the attitude based on the awareness of employees (negative or pole) of work or their working environment More simply, the work environment as to meet the needs, values and personality of the employees, job satisfaction is higher

Schemerhon (1993) defines job satisfaction as the emotional reactions and feelings towards different aspects of the work of the staff The author emphasizes the causes

of job satisfaction include job placement, supervised by superiors, relationships with colleagues, job content, the treatment, and the rewards include advance , physical conditions of the workplace, as well as the structure of the organization

According Kreitner and Kinicki (2007), job satisfaction levels mainly reflect a personal favorite of his work That is the sentiment or the feelings of the employee for his work

So there are many different definitions of job satisfaction, but we can draw is that a person is considered to have job satisfaction, he or she will be more comfortable, pleasant to with his work Concerning the causes leading to job satisfaction, each researchers are looking, through its own interpretation of their work The next

section refers to the theoretical with the practical research related to job satisfaction

2.2.2 The theory of job satisfaction

Research on job satisfaction typically researchers associated with the theory of encouragement and job satisfaction The following is a summary of some notable theory

2.2.2.1 The theory of Maslow's needs hierarchy (1943)

Speaking of satisfaction in general people often mention the theory of Maslow's needs hierarchy (1943) According to the human needs are divided into five levels increased gradually: physiological, safety, social, self-esteem and self-expression After a certain demand has been satisfied, the demand in the next higher rank will appear From this theory, we can see that managers must know their employees are

in rank needs to thereby encourage their employees by meeting the needs of their individual

This is the theory of human needs, and it is considered and applied in this study

because only when the needs of employees are met, they can have the satisfaction at work The demand in this theory are discussed in terms of different variables For example, the satisfaction of physiological needs and safety can be expressed in the variables measuring the satisfaction of income and company benefits Similarly, the satisfaction of social needs and self-respect are shown in the variables expressed

satisfaction about the relationship with superiors and colleagues as well as current variations certain autonomy in implementing the job

2.2.2.2 Theoretical achievements of McClelland (1988)

Figure 2.1 The hierarchy of needs Maslow

"Source: Organizational Behavior"

expression Self-respect Society Safe Physiologic

Self-McClelland's theory focuses on three types of human needs: the need for achievement, need for power and the need for the alliance They are defined as follows:

- The need for achievement is the effort to stand out, to achieve the desired results for certain sets of standards, efforts to succeed

- The need for power is the demand that other people behave the way they want

- The need for the alliance's desire for friendly relations and close to other people

Needs of McClelland achievements expressed in this research as job characteristics Work needs to be designed so that employees achieve "success" they wanted But the alliance needs to be expressed in relationships with superiors and colleagues Finally, the demand for power is expressed in the opportunity to be promoted

2.2.2.3 Vroom's expectancy theory (1964)

Vroom said the behavior and motivation of people not necessarily be determined by the reality that it is determined by the perception of people about their expectations for the future Maslow and Herzberg Unlike, Vroom does not focus on human needs that focuses on results This theory revolves around three basic concepts (Kreitner &

Kinicki, 2007) or three relationships:

- Expectancy is the belief that the effort will lead to good results This concept is

expressed through the relationship between effort and performance

- Instrumentality (engine characteristics): the belief that good results will lead to

rewards This concept is reflected in the relationship between the performance and outcome/rewards

- Valence: the level of importance of the reward for the work done This concept is expressed through the relationship between rewards and personal goals

Vroom said that only employees who are motivated when their perception of all three concepts or three relationships on a positive In other words if they believe their efforts will produce better results, results which will lead to rewards and rewards that make sense and fit with their individual targets

Since this theory is based on the perception of workers should be able to happen in the case is the same as a company and the same place as another, but a motivation to work and the other does not due to receive their understanding of the concepts above are

different

Application of this theory to the research topic of this thesis, we see that the workers want the right direction towards a certain goal (of course objectives associated with the organization's objectives), we have to create aware of the employee that their efforts will bring rewards as they wish Want to be aware that we need to first create

satisfaction in their current job, that they are satisfied with the conditions of the current working environment, satisfaction with the support of their superiors, colleagues' ,

thereby making them more confident in their efforts will lead to the results and rewards they want Satisfaction of fair reward and punishment also helps them believe the

results they achieve will surely get the recognition and reward of the company

2.2.2.4 Equity theory of Adam (1963)

Performance Rewards

Expectancy Instrumentality Valence

Figure 2.2: Victor Vroom's expectancy theory

J Stacy Adams said that employees tend to assess fairness by comparing the effort they put out than what they receive as well as compare their proportion to the percentage that it's peers in company If the results of the comparison that is equally fair ie they will continue efforts and their work performance If remuneration received exceeds their expectations, they will tend to increase their efforts in work, whereas if they get lower remuneration than their contributions, they will tend to decrease less effort or find other solutions as absent during working hours or quit job

This theory can also be considered in the perspective of the subject of this essay An employee can not get satisfaction if they realized that he was treated unfairly from regarding salaries, training opportunities promoted to the support from superiors

2.2.2.5 The causes of job satisfaction

According Kreitner & Kinicki (2007) and Alam & Kamal (2006) there are five causes

The third cause of satisfaction in the work came from the awareness of individuals about the value of work Thus, an employee will be satisfied when the job gives him an important value certain personal To enhance employee satisfaction, managers need to build a good working environment with remuneration and recognize the contributions

of employees

The fair is the fourth factor leading to complacency Staff will compare their efforts and accomplishments they achieved with hard work and achievements of others If they feel they have been treated fairly, they will get satisfaction

Genetic factors are considered final factor affecting satisfaction If as in the four factors

on employers who can influence them, much less to these factors, they almost can not

be affected Because genetic traits or personality of each child by different people but the same capacity and the same treatment but two people with different personalities will have different satisfaction level

From the theory above, we see that different researchers have different perspectives about the factors that bring job satisfaction However, through the doctrine above, we can see the point of the author of the theory They all said to bring job satisfaction, the managers need to bring certain satisfying of staff

For Maslow, the demand that needs to be lived, warm and well fed, be safe, be

committed friends, respect and self-expression, etc

McClelland then reminds us of the need for achievement and power of man, the things that many people strive to achieve it

Vroom will argue that the motivation of employees depends on their awareness for efforts, results and rewards but in the end what the staff is concerned with matching bonus objectives (demand) of them or not

Adam then stressed the need to require the equal treatment of the manager for the subordinate staff

2.3 The research related to job satisfaction

The doctrine concerning job satisfaction above was later researchers consider the

application and to conduct research and testing to determine the factors that really affect the satisfaction of work of the employees Here we take a look at some of this research

Researchers Smith, Kendall and Hulin (1969) of Cornell University has developed a job description Index (JDI) to assess the level of job satisfaction of a factor through nature employment, wages, promotion, colleagues, and the supervision of their

faith, recognition, responsibility, security, social status, the supervision of their

superiors, working conditions, etc

We can see the JDI and MSQ indicators and benchmarks job satisfaction of employees

is used extensively in the study of job satisfaction

Luddy (2005) used indicators job description JDI to learn the job satisfaction of

employees in the public health institute in Western Cape, South Africa Luddy

examined satisfaction in five aspects of job satisfaction, such as income, promotion and supervision of their superiors, colleagues and the nature of work The results showed that workers at the Institute of Public Health in the Western Cape are satisfied with their peers over all, followed by the nature of work and the supervision of their

superiors Advancement opportunities and salary are two factors here that workers feel

disgruntled In addition, occupational category, race, gender, education level, seniority, age, income and job placements also significantly affect job satisfaction

Despite this study's results for that entire year Luddy factors: the nature of work, the remuneration, the supervision of their superiors, promotion and co-workers are

involved in the job satisfaction of employees (with sample number was 203), he said that future studies need to be done further to confirm this relationship A notable

characteristic of this study of Luddy he tried divide the factors affecting job satisfaction into two groups of factors The first group is the personal factors including race,

gender, education level, seniority, age and marital status Group second factor he called institutional factors include the nature of work, the remuneration / salary, the

supervision of their superiors, opportunities for advancement and job placement

In Vietnam, PhD Tran Kim Dung (2005) has done studies measure job satisfaction levels in terms of Vietnam using job descriptions Index (JDI) by Smith and colleagues However, in addition to five factors proposed in JDI, the author has added two

additional factor is the company benefits and working conditions to suit the specific situation of Vietnam The main objective of this study was to test the value JDI scales

as well as the factors determining how to influence job satisfaction levels of employees

in Vietnam

Seven level Likert scale, factor analysis (EFA) and factor analysis confirms (CFA) was used One drawback of this study is to model the characteristics of the study, subjects answered a questionnaire study that employees are taking evening courses at the

University of Economics Ho Chi Minh City They are rated as those with learning orientation and the orientation of the future more, they are considered needy higher immaterial material needs Results also showed that the nature elements work and training opportunities are promoted is considered the most important for job

satisfaction of respondents Therefore results may reflect attitudes incorrectly entire staff at TP HCM as well as in Vietnam

Thus, the point through the study of job satisfaction in the field as well as in different countries, we can see only the job description was JDI researchers used quite

commonly in understanding the job satisfaction level of employees in the sector,

different countries Most researchers are testing is that factors in JDI reflect job

satisfaction of employees, either in this country or in another country, either in the field

or in other fields This also tells us that the job satisfaction of employees is likely to depend on five factors is the satisfaction of income, promotion, superiors, peers and the nature of work It is also the foundation for building a research model for the subject

2.4 Model research and evaluation index factors of job satisfaction

From the base of the theory and related studies, this research conducted modeling the initial linear regression with the dependent variable is job satisfaction, while the

independent variable is the following variables:

workers in Vietnam as well as a number of studies related to mention the influence of the working conditions and welfare of the public companies on the job satisfaction of employees in Vietnam

2.4.1 Definition of factors:

Define the following factors is taken from the Oxford Dictionary Advance Learner's Dictionary (2000) and the Oxford Dictionary of Business English (1998)

Income (Income): the amount of money that individuals, organizations, regions,

countries, etc get away from work, from investment, from the business, etc In the semantics of this research project, the income is the amount that individuals get from the work for a business, organization, income excludes items of income as they do other work (unrelated to the business or organization they are employed) Accordingly, such income will include basic salaries, allowances (if any), the award-winning

including periodic and non-periodic bonuses and commissions (if any) and benefits by other money generated directly from the current job

Private social insurance payments, health insurance and other types of insurance that the company paid for employee benefits were provided to the company should not be included in income factors

Training and promotion:

Training is the process of learning the skills necessary to perform a specific job

Promotion is moving to the position or job is more important in a company Training in this subject are grouped together to promote training so often last aim is to promote or enhance the ability, working efficiency of employees

Superior are at a higher position in a company or organization Within the meaning of

the subject, the superiors are directly managing subordinates

Job satisfaction from these elements bring the relationship between superiors and their subordinates include easy communication with superiors (Ehlers, 2003), the support when necessary (Wesley & Muthuswamy, 2008) and the attention of their superiors (Bellingham, 2004), the protection of employees as needed (Linden & Maslyn, 1998, was criticized by Dionne, 2000), superior capacity, the free exercise of work of

subordinates (Weiss et al, 1967), the recognition of employee contributions, the fair treatment of subordinates (Warren, 2008)

Colleagues who you work together In the semantics of this topic colleagues are

working together in a business with you, whom you regularly communicate, share with each other about work

For the majority of the work, the time each employee working with his colleagues is more than time to work with their superiors Therefore, as well as relationships with superiors, staff relationships with peers also affect job satisfaction Similarly, relations with superiors, staff should have the support of colleagues help when necessary, find a friendly comfortable working with colleagues (Hill, 2008) Also, employees must find their colleagues committed to work to achieve the best results (Bellingham, 2004) Finally, colleagues have to be trustworthy (Chami

& Fullenkamp 2002)

Job Characteristics: according to the model of job characteristics and G Oldman R

Hackman (1974), the work will bring general employee satisfaction and create good jobs effectively if job design that meets the following characteristics: use different skills, employees understand the tail work and work have a certain importance for business and production activities of the business in general; jobs that allow employees

to perform a certain number of rights to complete its work and staff will be responsible for their decisions; work must have feedback mechanisms evaluation of superiors on what employees have done to draw lessons for the next time Also, to get the employee satisfaction need to be doing work consistent with their capacities

Working conditions: the status of where employees work For this research the

working conditions are factors affecting the health and convenience of the workers at work, including appropriate working time (Skalli et al 2007), the police comfortable at work (Durst, 1997), is the equipment needed for the work (Bellingham, 2004) and the time spent in traveling from home to companies (Isacsson, 2008)

Benefit: is the benefits that a person can get from your company apart from the amount

that he or she earns According Artz (2008) welfare have an important role in

determining the level of job satisfaction According to him, benefits affect job

satisfaction First, the benefits are parts that constitute part of remuneration that the company paid to employees, but part of remuneration affects job satisfaction Second, welfare sometimes substitute wage effects

In Vietnam, the benefits that people are most concerned staff includes social insurance, medical insurance, leave under law, was on sick leave and personal business when required, is to protect the interests of the trade union lawfulness of staff, was traveling annually, made long-term stability in the company (not fear losing their jobs), the company supports home buyers, the right to buy company shares at preferential rates, etc

Working conditions and benefits are two factors are added together with the five

elements of JDI of Smith and co-author on the basis of considering the specific

situation of Vietnam and relevant studies on the impact of two factors for job

satisfaction

2.4.2 Research model

With the theoretical basis as in, we can summarize original research model as follows:

2.4.3 Index evaluation factors of job satisfaction

From the definitions of the factors of job satisfaction above, the evaluation index for each element is built as Table below

Reward Subsidy

The equitable distribution of income

Training and promotion

Training for staff skills required for the job Facilitating academic staff

The training program of the company Advancement opportunities for qualified persons

Superior

Communicating with superiors The support of superiors The attention of superiors Superiors recognized the contribution of staff Superior to protect employees before others The capacity of the superior

Authorized by superiors Superiors are treated fairly with employees

Colleagues

The support of colleagues The friendly sociable colleague The dedicated work of colleagues Reliable colleague

Working conditions Working time

Overtime Vehicles, machinery and equipment to complete the

job Safety and comfortable workplace Travel time from home to the office

2.5 Summary

From the theory of job satisfaction, the studies related to job satisfaction linear

regression model was originally developed with the dependent variable is the job

satisfaction of office workers in City seven independent variables respectively

satisfaction with the income, satisfaction with advance training, satisfaction with

superiors, satisfaction with coworkers, satisfaction with job characteristics, satisfaction with working conditions and satisfaction for with company benefits From the

definitions of the factors of job satisfaction along with related research, we have

developed a total of 37 indicators (aspects / variables observed) constituted to measure satisfaction in each factors affecting job satisfaction

CHAPTER 3: RESEARCH METHOD

Following two previous chapters, this chapter will introduce the research methodology with two part: designed research and technical data analysis statistic Part designed research will show you how to build scale, the sampling method, the tool collects survey information and the process of gathering information Part technical data

analysis statistics will introduce how to test the reliability of the scale by determining Cronbach's alpha, factor analysis and statistical inference to test the equality of the overall figure and distribution linear regression

3.1 Designed research

In this study design we will refer to the scale used, the reliability and the relevance of the scale, the sampling method, the tools used to gather information, collect and

process handling information

After having identified the model studies as well as the observed variables of these factors, the next step is to select the scale for the variables The scale used in this study was five level Likert scale for all the observed variables, independent variables and the dependent variable

The next job is to identify the sample for this study Methods of non-probability

sampling was used convenient with the sample size was approximately 200 as shown

in the sampling of this chapter

The next step is to select a tool to gather information necessary to study Self answered questionnaires used to collect information The content of the questions in the

questionnaire are presented in the tool to collect information - questionnaire of this chapter

Having built up a questionnaire, to identify the number of samples to be collected, a questionnaire was sent out to gather information Information collected will be

processed for the results in the form of statistics Statistical inference will be used to present research results

Here, we will examine in detail how to choose the scale, choose a template, select the tool to collect information and process of information gathering and processing

statistics

3.1.1 The scale

The scale used in the research questionnaire

Personal information

Classified staff Information Name Identification

Time begins work Proportion

Type of business Identification

Information on satisfaction detailing every aspect of the job

Detailed assessment of the

level of satisfaction in

every aspect of the job

The evaluation index of income

5-level Likert

The evaluation index of advance training

The evaluation index of Superior

The evaluation index of Colleagues

The evaluation index of Job Characteristics

The evaluation index of Job Working conditions

The evaluation index of Job Benefit

Information about the satisfaction of each factor

General assessment of the

level of job satisfaction

Satisfaction of income 5-level Likert Satisfaction of advance

training Satisfaction of Superior Satisfaction of Colleagues Satisfaction of Job

Characteristics Satisfaction of Working conditions

Satisfaction of Benefit

3.1.2 Sampling

3.1.2.1 Overall

Overall this survey is the entire office staff VPBanker working in HCMC As defined

in the preamble of the subject, office workers in this study will include all those

working for pay, or not to do business owners, most of their working time in in the office, where work can be organizations, companies, affiliates, representative offices, trading rooms, etc located in the city

Thus, the overall survey is everyone agreed all three characteristics are office workers, salaried workers and the workplace is HCMC

3.1.2.2 Sampling method

To achieve the research objectives set out at the beginning of the study, selected probability design to form favorable random sampling was used and is considered reasonable to conduct research topic this financing The reason to choose this sampling method because the respondents are accessible, they are willing to answer a

non-questionnaire study as well as less costly in terms of time and cost to collect research information

According to Cooper and Schindler (1998), an important reason that people using probability sampling is the savings in cost and time In this respect, the method of non-probability sampling outperformed probability sampling In addition, the authors also remind that probability sampling always ensure accuracy and in some cases the

non-probability sampling is not possible But the authors also confirmed the biggest

drawback of the method of non-probability sampling is the subjective bias in the

sampling process and will distort distorted research results

Since this study is the discovery along with the analysis above, the sampling method to form non-probability sampling is best suited convenient The study questionnaire will

be sent directly to friends and acquaintances to answer at the same time thanks to these

people send their friends to answer further until achieving the amount of sample

needed

3.1.2.3 Sample Size

The sample size will depend on what we want from the data collected and the

relationship we want to establish is what (Kumar, 2005) Issues as diverse research complex, the larger the sample studied A more general principle that the larger the sample accuracy of the research results will be However in practice, the selection of sample size depends on a very important factor is the financial capacity and time that researchers can get

For the subject, due to the financial limits and time, the sample size will be determined

at the minimum necessary but still meet the needs of the research The sample size was

200 originally expected

The determination of how much the sample size is appropriate remains controversial with many different views MacCallum and co-authors (1999) have summarized the views of the previous research on absolute numbers required minimum sample for factor analysis

In it, Gorsuch (1983) and Kline (1979) suggest that number is 100 while Guilford (1954) suggested that that figure is 200 Comrey and Lee (1992) does not give a fixed figure given different figures with corresponding remarks: 100 = bad, 200 = passable,

300 = best, 500 = very good, 1000 or more = great

Some other researchers did not give specific figures on the number of samples needed which gives the ratio between the number of samples required and the number of parameters to be estimated For factor analysis, the sample size will depend on the amount to be included in the factor analysis Gorsuch (1983, cited by MacClallum and

coauthor 1999) said that the number of samples required is 5 times the number of variables

In this project, all 37 parameters (observed variables) to conduct factor analysis, so the minimum number of samples required is 37 x 5 = 185

Thus, the sample size of 200 is acceptable for this research topic

3.1.3 Tools to collect information – questionnaire:

Questionnaire answers itself was used to collect information necessary to study in the subject The use of questionnaires to gather information necessary to study the benefits later (Ranjit Kumar, 2005):

- Cost savings, time and human resources

- Ensured high anonymity because the researcher and respondents did not need to see each other

Also, it is easy to see that the tool questionnaire study we can get the necessary

information from large numbers of people answered quickly and efficiently

However, Bless and coauthors (2006), the self-answer questionnaire has some

limitations as follows:

- Education and understanding of the answer to the terminology used in the

questionnaire is not known in advance;

- The response rate to the questionnaire is quite low;

After considering the need to collect information, the strengths and weaknesses of this tool as well as information gathering tool that relevant studies were used, self-answer

questionnaire has been designed and used to collect the necessary information This questionnaire contains some information necessary for the study are as follows:

- Information classify respondents as name, email address, gender, year of birth, time began working at the present company, education, title / job placement, type working enterprise

- Information on job satisfaction in specific aspects are manifested in the form of

questions reflect the indicators to evaluate each factor of job satisfaction, including income, education and advancement, superior and colleagues, characterized the nature

of work, working conditions and welfare policies

- Information on job satisfaction in general

The design phase of questionnaire:

Step 1: Based on the theoretical basis and the related previous studies to create the initial questionnaire

Step 2: The questionnaire was originally consult teachers' guide and a number of

respondents to adjust for fit and easy to understand

Step 3: The questionnaire was completed and test surveys before sending an official survey

3.1.4 The process of collecting information

This questionnaire has been sent by email directly or indirectly through a friend to all respondents

To ensure respondents are suitable for this study, in electronic mail sent out

questionnaires and studies have emphasized the characteristics of respondents to the type of objects not suitable

In securing the confidentiality of respondents, on the questionnaire has shown its

commitment to use the information for research purposes of the research, along with its commitment to information security respondents In addition, information about the respondents' names are optional, can deliver or not

Finally, data collected information is stored in files and data processing software SPSS Statistics is used to process and analyze the data

3.2 Technical analysis of statistical data

To perform the statistical analysis of the data collected, SPSS 20.0 software was used

to test the reliability of the scale and the implementation of statistical inference

3.2.1 Check the reliability of the scale

One of the goals of this project is to build and test the reliability of the scales of each factor of job satisfaction as well as the scale of job satisfaction in general Two engines determine Cronbach's alpha coefficient and factor analysis will help us to implement this objective

Cronbach's alpha will examine the reliability of the variables used to measure each element of job satisfaction These variables can not guarantee the reliability will be removed from the scale and will not appear in the factor analysis

After the kind of variables does not guarantee the reliability, the variables retained will

be considered the appropriateness through factor analysis EFA Factor analysis will answer the question of whether the variables (indicators) used to assess job satisfaction,

high adhesion and they can not collect neatly into a fewer number of factors to consider not

3.2.2 Correlation coefficients and linear regression analysis

First, the correlation between job satisfaction with the factors of satisfaction will be considered Next, analyze multivariate linear regression method ordinary least squares (Least Squares Ordinal - OLS) is also done, in which the dependent variable is job satisfaction in general, independent variable estimates is expected to be the satisfaction

of income, education promotion, superiors, colleagues, job characteristics, work

conditions, and company benefits

Enter the variable selection method was conducted The coefficient of determination R2 adjusted is used to determine the suitability of the model, testing the F used to confirm the scalability model applies to overall as well as t-test to disprove the

hypothesis of the system regression of the overall number of 0

Finally, to ensure the reliability of the regression equation is built to last is suitable, a series of detecting a violation of assumptions required in linear regression was also performed

These assumptions were tested in this section consists of linear association (using scatter plots Scatterplot), the variance of residuals constant (using Spearman

correlation coefficient ranking), the normal distribution of residuals (using Histogram and QQ plot), the independence of the residuals (the quantity used Durbin-Watson statistic), multicollinearity phenomenon (as tolerance Tolerance and VIF magnification factor)

CHAPTER 4: RESULTS OF RESEARCH

Next chapter study method, this chapter will introduce the research results through the processing and analysis of data collected As described in the previous chapter, the research results are presented in this chapter consists of three parts as described

samples, analyze the reliability and the relevance of scale and statistical inference However, before you can process the data using the application software, the collected data should be filtered, cleaned and coded

4.1 Eliminate the answer sheet mismatch, cleaning and coding data

4.1.1 Eliminate the answer sheet mismatch

Starting time sent questionnaires and received replies tables are starting November 1,

2015 and ending on November 30, 2015 Before going processing and analysis, the data has been filtered and inconsistent responses were eliminated

By the end of the questionnaire replies received, there were 210 replies were feedback However, we must eliminate some inappropriate answer Ex: 2 identical answer sheet,

to eliminate answer sheet There is 1 answer sheet, after answering, the respondents have informed that he is a business owner,so, the answer also disqualified

Thus, after filtering the answer, leaving 205 valid answers given are in processing and analysis

4.1.2 Cleaning data

At the request of research, we just need Year of birth of the respondents However, there are two answers recorded the date of birth For consistency and ease of data processing, the date will be discarded, retaining only Year of birth

About time to start working at the present company, with 9 cases only scored Year start working without record month as required These cases will be solved by using in June (month of the year between) the month started work in the corresponding year

4.1.3 Data encryptation

Age of the respondents were divided into age groups to facilitate the process

Of these, age is divided into 4 age groups: 22 to 24 years (group 1), 25 to 29 years old (group 2), 30 and 34 (group 3) and over 35 (group 4)

Working time is divided again into 3 groups: under 1 year (group 1), from 1 to 3 years (group 2) and over 3 years (group 3)

4.2 Description Sample

4.2.1 Structural characteristics of the sample

First we'll look at our sample is distributed how they are divided by gender, age,

working time, education, position and type of enterprise

Regarding the sex of the sample, with a total of 79 subjects were male 38.5% and corresponding to the object 126 corresponding female 61.5% Since the object of our survey is the office staff should odds ratio above is acceptable In fact we can see objects office workers, who have more women than men

61,9

38,1

Female: 61,9%

Male: 38,1%