Vietnam are actively involved in the agreements and the international trade communities as TPP, EUFTA, AEC ... so that Vietnamese corporations are having great opportunities thanks to this. However, there are some challenges that they have to face and the improvement of competitive ability becomes ever more urgent. Vietnam is surplus of labor but intermediate and advanced-level-workforce are extremely scarce. The current competition is really fierce and there will be more foreign companies to jump into the Vietnam market, so the risk of high-quality labor force transferred to work for them is very high, which leads to brain drain phenomenon, the decrease of productivity and work efficiency and losing home market is obviously happens. So Vietnamese corporations in general and companies in labor-intensive sectors such as textiles in particular should consider the laborforce as a key factor for their survival. The creation of a stable and high quality workforce will help businesses save more costs, reduce errors in the work and create the trust and solidarity work environment. To achieve this, the job satisfaction of employees in the enterprise is very important. So our group decided to choose the topic "Research about the staff satisfaction in the textile enterprises in Danang" to help Vietnamese enterprises in the textile sector can better care their staff, improve their satisfaction thereby improving labor productivity in order to compete with rivals in the region and the world.
Trang 1Science research topic
Research about staff satisfaction in the
textile Enterprises in
Danang
Group Members:
Trang 22.1 The Urgency of the Topic
Vietnam are actively involved in the agreements and the international trade communities as TPP, EUFTA, AEC so that Vietnamese corporations are having great opportunities thanks to this However, there are some challenges that they have to face and the improvement of
competitive ability becomes ever more urgent
Vietnam is surplus of labor but intermediate and advanced-level-workforce are extremely scarce The current competition is really fierce and there will be more foreign companies to jump into the Vietnam market, so the risk of high-quality labor force transferred to work for them is very high, which leads to brain drain phenomenon, the decrease of productivity and work
efficiency and losing home market is obviously happens So Vietnamese corporations in general and companies in labor-intensive sectors such as textiles in particular should consider the
laborforce as a key factor for their survival
The creation of a stable and high quality workforce will help businesses save more costs, reduce errors in the work and create the trust and solidarity work environment To achieve this, the job satisfaction of employees in the enterprise is very important So our group decided to choose the
topic "Research about the staff satisfaction in the textile enterprises in Danang" to help
Vietnamese enterprises in the textile sector can better care their staff, improve their satisfaction thereby improving labor productivity in order to compete with rivals in the region and the world
Research Objectives
Identify the factors affecting the level of satisfaction of employees in the textile enterprises
Identify the importance of each factor to the satisfaction of the employees at the textile enterprises
Identify the general satisfaction level of employees as well as their level of satisfaction to each factor affected
Inspect the relationship between individual characteristics (gender, age) and employee satisfaction
2.2 Research Questions
What are the factors that affect the satisfaction of employees at the textile
enterprises?
How do these factors affect the satisfaction of employees at the textile
enterprises?
what is the level of general satisfaction of employees ?
Trang 3 Are there any differences in the level of satisfaction of employees between age and gender in the textile enterprises or not?
2.3 Subjects and scope of Research:
The employees are currently working in Danang Textiles corparation such as Hoa Tho, 29/3, DANATEX, VINATEX
2.4 Report Layout:
Beside the Introduction, this report includes 6 chapters :
Chapter 1 Theoretical bases for the employees’ job satisfaction in organizations Chapter 2 Research Design
Chapter 3 The research results of the employee satisfaction of the textile enterprises in Da Nang
Chapter 4 Conclusions, policy implications, limitations of research, and future research directions
Chapter 5 References and appendices
Chapter 1
Trang 4THEORETICAL BASES FOR THE JOB SATISFACTION OF
EMPLOYEES FOR ORGANIZATIONS
1.1.1 The concept of employee satisfaction
Weiss’s concept of satisfaction (1967): Job satisfaction is attitude of working which is expressed
in feeling, beliefs and behaviors of worker
Concept of satisfaction of Smith, Kendal & Huilin (1969), Schemerhon (1993), Kreitner & Kinicki (2007) to several parts of job such as: type of job, development & training opportunity, leadership, partner, salary, position, bonus & treatment
In summary, the worker can get satisfaction whener they feel interesting, comfortable, & react positive to some aspect of working
1.1.2 The theory of job satisfaction
Job satisfaction research is often associated with encouragement & working satisfaction theory
by researchers In addition to the theory, such as two-factor theory of Herzberg (1959), needs theory of Abraham Maslow's hierarchy (1943), ERG theory of Clayton P.Alderfer (1969), expectationst theory of Victor Vroom (1964 ), the theoretical of job characteristics model
(Hackman & Oldham, 1974) has developed in order to determine how to organize jobs for motivation’s workers to work by themself as well as creating job satisfaction in general and the best work efficiency
1.2 Models of application of satisfaction research
1.2.1 The JDI index's job description of Smith, Kendall and Hulin (1969)
JDI Scale of job description (Job Descriptive Index) which is established in 1969 by Smith is one
of the most valuable and reliability scale in theory and practice The scale including five factors:
(1) The nature of work, (2)Training and Promotion opportunities, (3) Leaderships, (4) Coworker, (5) Salaries
After that, Crossman and Bassem (2003) had added two more factors: welfare and working environment
1.2.2 MSQ Model (Minnesota Satisfaction Questionnaire)
Weiss, Dawis, England & Lofquist (1967) has developed MSQ model including 20 factors assess the overall satisfaction of each five aspects: usability, achievements, activities,
Trang 5opportunity, power, company policies, compensation, coworkers, creative, independent, safety, social services, social status, moral values, recognition, responsibility, inspection - human , inspection - technical, diversity, working conditions
Worrell (2004) have used modified versions MSQ 1977 (short questionnaire - 20 questions) to conduct their research on psychologists staff’s job satisfaction in schools Şerife Zihni Eyupoglu and Tulen saner (2010) also used the MSQ model to research in North Cyprus
1.2.3 JSS Model (Job Satisfaction Survey)
JSS model of Spector (1997) had developed to apply to service-businesses, including 9 level of satisfaction and attitudes factors such as: salary, career development, working conditions, inspection, partner, passion, information communication, unexpected rewards and welfare
1.2.4 Research on personal factors affecting to the job satisfaction of
employees
Studies about affect of gender to the job satisfaction of employees
Some studies conducted have shown that the relationship between gender and job satisfaction like research of Murray, Atkinson (1981), Tang and Talpade (1999), E.O Olorunsola (2010)
Studies about affect of age to the job satisfaction of employees
According to Greenberg and Baron (1995), Drafke and Kössen (2002), they said that there is a relationship between age and job satisfaction
Chapter 2
Trang 6RESEARCH DESIGN
Research process is divided into the following steps: (1) develop theoretical models and state hypothesis ; (2) design the questionnaire, adjust the scale, conduct sampling; (3) survey, data collection; (4) data entry and data processing; (5) test the scales; (6) after testing the scales, studying the satisfaction of the employees at the textile enterprises in Da Nang city
(7) conclusions, comments and recommendations
1.1 Building a research model and develop theories
1.1.1 Building a research model
We used model JDI (Job Descriptive Index) and adjusted 7 factors, concluding 5 factors set up
by Smith et al in 1969 and the other two factor are complemented by Crossman and Bassem (2003)
1.1.2 Developing hypothesis
Work
Employee Satisfation
Demographic
- Age
- Gender
Welfare
Working
Environment
Coworker
Leadership
Salary
Training and
Promotion
Trang 7 Group 1 (answer research question "How do these factors affect the employee satisfaction at the textile enterprises")
Hypothesis H1: There is a positive relationship between “ work ” and employee
satisfaction
Hypothesis H2: There is a positive relationship between “ Leader ” and
employee satisfaction
Hypothesis H3: There is a positive relationship between “Coworker” and
employee satisfaction
Hypothesis H4: There is a positive relationship between “ Welfare ” and
employee satisfaction
Hypothesis H5: There is a positive relationship between “Promotion
opportunities” and employee satisfaction
Hypothesis H6: There is a positive relationship between “Working Environment
” and employee satisfaction
Hypothesis H7: There are positive relationships between “pay” and employee
satisfaction
Group Hypothesis 2 ( answer research questions, "Are there any differences in the level of satisfaction of employees between age and gender in the textile enterprises
or not?"
Hypothesis H8: There are differences in the level of employee satisfaction by
age
Hypothesis H9: There are differences in the level of employee satisfaction by
gender
Preliminary research
Qualitative research method is used in the preliminary research stage: study secondary documents and discussions, outline the preliminary questionnaire
Pre-test questionnaire: get feedback from instructors and start to survey with sample size
n = 20
From the comments, start adjusting the scale, the scale is adjusted as follows:
Trang 8Nature of work
CV1 The work express the social position CV2 The work allows good personal capacity using CV3 The work is suitable with capacity and technique CV4 The work facilitates improving the skills and knowledge CV5 Work pressure is less
Leadership
LD1 Leaders have polite and comely behavior LD2 Leaders are capable and highly qualified LD3 Employees are treated fairly, regardless LD4 Leaders recognize the comments of staff
Coworker
DN1 the friendliness of colleagues DN2 The cooperation of the staff and colleagues at work DN3 Support and mutual assistance of colleagues
Welfare
PL1 Welfare policies are conducted clearly and fully PL2 Welfare policy express thoughtful attention to workers PL3 Welfare policies are attractive and useful
PL4 Rewarding policies are fair and appropriate
Training and Promotion
DT1 Staffs are trained for the job and career development DT2 Staffs are supported time and cost for education of
improving capability DT3 Good promotion opportunities DT4 Fair promotion policies
Working Environment
DK1 reasonable working hours DK2 Good working facilities DK3 Safe, comfortable and hygienic working environment
Salary
TL1 Basic salary suits the nature of the job TL2 You are assured with the current salary TL3 Salary is commensurate with the level of contributions TL4 Reasonable allowances
Satisfaction
HL1 Your level of satisfaction on Jobs HL2 Your level of satisfaction on Leadership HL3 Your level of satisfaction on Coworker HL4 Your level of satisfaction on Welfare HL5 Your level of satisfaction on Training and Promotion
Trang 9HL6 Your level of satisfaction on Working Environment HL7 Your level of satisfaction on Salary
Sample
The employees are currently working in Danang Textiles corparation such as Hoa Tho, 29/3, DANATEX, VINATEX
Collect the data :
Data collection method is to delivery questionnaire at the time of conducting the survey,the number of actual obtained questionnaire was 100
Anova to test hypotheses H8 and H9
Using CFA to confirm the factors in the questionnaire whether they are appropriate or not and answering the research question "Are there any other factors affect the
satisfaction of employees in textile companies?" (Because questionnaire and research model were taken from a similar research so that we don’t need to run EFA)
Using Linear regression to determine how these factors influence employee satisfaction
as well as to test hypotheses H1 to H7
Using methods of description analysis to describe some data such as average satisfaction
or the median age
Chapter 3 THE RESEARCH RESULTS OF THE EMPLOYEE
SATISFACTION OF THE TEXTILE ENTERPRISES IN DA
NANG
Trang 103.1 The results of description analysis about demographic information:
Gender:
Frequency Percent
We found that the rate of male is not inferior the female rate, even exceeds the proportion of women, which demonstrates that the textile sector is not just for women
Age
Frequency Percent
In terms of age, the amount of over 40-year-old people accounts for just 11%, which proves that employees in Danang textile industry is really young, mostly aged from 25 to 40
3.2 Analysis CFA to test the scales
Because the scale of the this research isi referenced from previous studies and it has been tested according with the conditions in Vietnam, so we do not need to run the EFA but only use CFA
The factor loading between the observed variables used to measure the concepts are standard
> 50 except CV5 , so we eliminate CV5, thus components of the “Nature of work” only remain
4 observed variables
Default model 0.658 0.83
Saturated model 1.000 1.000
Independence
It could be said that this model is suitable for the market data because Chi-square = 1,959 (<3); GFI = 0658; TLI = 0832; CFI = 0.851 (> 0.8); RMSEA = 0098 (<0:10)
LD
< > CV .737
DN < CV 578
LD < > DK 506
LD < > TL 661
LD < > HL 736
PL < > TL 819
PL < > HL 782
DT < > DK 577
Trang 11PL
< > CV .463
DT
< > CV .668
DK
< > CV .632
TL
< > CV .727
HL
< > CV .797
LD
< > DN .686
LD
< > PL .533
LD
< > DT .613
DN < > PL 573
DN < > DT 535
DN < > DK 576
DN < > TL 543
DN < > HL 650
PL < > DT 783
PL < > DK 537
DT < > TL 913
DT < > HL 878 D
K < > TL .656 D
K < > HL .714
TL < > HL 939 e5 < > e9 603 e2
4 < > e33 .573
Correlation :(Group number 1- Default model)
The correlation coefficients between concepts and accompanying standard deviation show that their values are less than 1 (statistical significace)
3.3 The analytical results of quantitative variables:
Nature of work
Mean Std Deviation
Mean CV = 3.34
Leadership
Mean Std Deviation
Mean LD = 3.43
Coworker
Mean Std Deviation
Mean DN = 3.65
Trang 12 Welfare
Mean Std Deviation
Mean PL = 3.22
Training and Promotion
Mean Std Deviation
Mean DT = 2.92
Working Environment
Mean Std Deviation
Mean DK = 3.58
Salary
Mean Std Deviation
Mean TL = 2.86
Satisfaction
Mean Std Deviation
Mean HL = 3.22
3.4 Regression analysis result:
Results of regression analysis are presented in the following table:
12 | P a g e DaNang University of Economics
Model Summary
Model R R Square Adjusted R Square Std Error of the
Estimate
Trang 13Results of linear regression with coefficient R2 is 0.804 the coefficient of adjustment R2 is 0.789 This implies that the appropriate level of the mode is 70.1% In other words, 78.9% of the variation of the employee satisfaction is generally explained by the variables in the model, we can see, the relevance of the mode is relatively good However this is only true with sample data
To test whether the model can be deduced for the overall or not we have to test the suitability of the model
ANOVA a
Model Sum of Squares df Mean Square F Sig.
1
Regression 58.644 7 8.378 53.903 000 b
Residual 14.299 92 155
Total 72.943 99
a Dependent Variable: HL
b Predictors: (Constant), TL, DN, CV, DK, LD, PL, DT
In the analysis of variance ANOVA, F=53.903, are calculated from the value of R2 (sig =
0.000) , it indicates the appropriateness of the linear regression model with the data set analysis
Coefficients a
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std Error Beta
1
(Constant) 269 190 1.416 160
a Dependent Variable: HL
Analysis Result of regression coefficient shows that the value Sig of variables of CV- Nature of work, DK- Working conditions and TL- Salary are smaller than 00:05, so we can say that these
3 factors are significant in the model and can affect staff satisfaction