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.
Science Research Report Science research topic Research about staff satisfaction in the textile Enterprises in Danang Group Members: • • • Nguyễn Đông Hưng Nguyễn Hữu Nhật Duy Lê Đức Tin 1|Page DaNang University of Economics Science Research Report Introduction 2.1 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 • • • • 2.2 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 Research Questions • • • 2|Page What are the factors that affect the satisfaction of employees at the textile enterprises? How these factors affect the satisfaction of employees at the textile enterprises? what is the level of general satisfaction of employees ? DaNang University of Economics Science Research Report • 2.3 Are there any differences in the level of satisfaction of employees between age and gender in the textile enterprises or not? 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 chapters : Chapter Theoretical bases for the employees’ job satisfaction in organizations Chapter Research Design Chapter The research results of the employee satisfaction of the textile enterprises in Da Nang Chapter Conclusions, policy implications, limitations of research, and future research directions Chapter References and appendices Chapter THEORETICAL BASES FOR THE JOB SATISFACTION OF EMPLOYEES FOR ORGANIZATIONS 3|Page DaNang University of Economics Science Research Report 1.1 EMPLOYEE SATISFACTION 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, opportunity, power, company policies, compensation, coworkers, creative, independent, safety, social services, social status, moral values, recognition, responsibility, inspection - human , inspection - technical, diversity, working conditions 4|Page DaNang University of Economics Science Research Report 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 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 RESEARCH DESIGN 1.2 5|Page Research process DaNang University of Economics Science Research Report 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 factors, concluding factors set up by Smith et al in 1969 and the other two factor are complemented by Crossman and Bassem (2003) Work Employee Satisfation Salary Training and Promotion Leadership Coworker Working Environment Demographic - Age Gender Welfare 1.1.2 Developing hypothesis • Group (answer research question "How these factors affect the employee satisfaction at the textile enterprises") Hypothesis H1: There is a positive relationship between “ work ” and employee satisfaction 6|Page DaNang University of Economics Science Research Report 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 ( 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: 7|Page Factor Var Indicator Nature 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 DaNang University of Economics Science Research Report Leadership Coworker Welfare Training and Promotion Working Environment Salary Satisfaction 1.2 • CV5 Work pressure is less 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 DN1 the friendliness of colleagues DN2 The cooperation of the staff and colleagues at work DN3 Support and mutual assistance of colleagues 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 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 DK1 reasonable working hours DK2 Good working facilities DK3 Safe, comfortable and hygienic working environment 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 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 HL6 Your level of satisfaction on Working Environment HL7 Your level of satisfaction on Salary Formal research Sample 8|Page DaNang University of Economics Science Research Report 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 1.3 • • Methods of data analysis were applied: 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 THE RESEARCH RESULTS OF THE EMPLOYEE SATISFACTION OF THE TEXTILE ENTERPRISES IN DA NANG 3.1 The results of description analysis about demographic information: • Gender: Frequency Male Female Total 9|Page Percent 51 49 100 51% 49% 100% DaNang University of Economics Science Research Report 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 < 25 25 - 40 > 40 Total Percent 28 61 11 100 28% 61% 11% 100% 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 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 observed variables Model Default model Saturated model Independence model It could be said that this model is suitable for the market data because Chi-square = 1,959 ( 0.8); RMSEA = 0098 ( < > < > < > < > < > < > < > < > DK TL HL PL DT DK TL HL DT DK 506 661 736 573 535 576 543 650 783 537 PL PL DT DT DT D K D K TL e5 < > < > < > < > < > TL HL DK TL HL 819 782 577 913 878 < > TL 656 < > HL 714 < > HL < > e9 939 603 DaNang University of Economics Science Research Report > Correlation :(Group number 1- Default model) e2 < > e33 573 The correlation coefficients between concepts and accompanying standard deviation show that their values are less than (statistical significace) 3.3 The analytical results of quantitative variables: • Nature of work Mean 3.35 3.56 3.42 3.52 2.82 CV1 CV2 CV3 CV4 CV5 • Mean CV = 3.34 Leadership Mean 3.44 3.46 3.41 3.41 LD1 LD2 LD3 LD4 • Mean 3.64 3.64 3.66 Std Deviation 1.106 1.106 1.027 Mean DN = 3.65 Welfare Mean 3.27 3.15 3.17 3.25 PL1 PL2 PL3 PL4 • Std Deviation 1.104 1.158 1.232 1.280 Mean LD = 3.43 Coworker DN1 DN2 DN3 • Std Deviation 1.158 1.241 1.296 1.210 1.329 Std Deviation 1.221 1.229 1.190 1.292 Mean PL = 3.22 Training and Promotion DT1 DT2 11 | P a g e Mean 3.03 2.84 Std Deviation 1.317 1.329 DaNang University of Economics Science Research Report DT3 DT4 • 2.94 2.85 Mean DT = 2.92 Working Environment Mean 3.46 3.63 3.65 DK1 DK2 DK3 • 1.355 1.356 Std Deviation 1.105 1.070 1.165 Mean DK = 3.58 Salary Mean TL1 TL2 TL3 TL4 • Std Deviation 3.09 2.69 2.81 2.85 1.296 1.253 1.290 1.290 Mean TL = 2.86 Satisfaction Mean 3.20 3.21 3.66 3.12 2.83 3.55 3.01 HL1 HL2 HL3 HL4 HL5 HL6 HL7 Std Deviation 1.025 1.085 977 1.249 1.293 1.095 1.202 Mean HL = 3.22 3.4 Regression analysis result: Results of regression analysis are presented in the following table: Model Summary Model R R Square 897a Adjusted R Square 804 789 Std Error of the Estimate 3942 a Predictors: (Constant), TL, DN, CV, DK, LD, PL, DT 12 | P a g e DaNang University of Economics Science Research Report Results 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 Model Mean Square 8.378 Residual 14.299 92 155 Total 72.943 99 Regression Sum of Squares 58.644 ANOVAa df F 53.903 Sig .000b 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 Coefficientsa Unstandardized Coefficients Model B (Constant) CV LD DN PL DT DK TL a Dependent Variable: HL Std Error 269 190 208 110 088 110 053 122 217 066 057 061 059 066 057 076 Standardized Coefficients Beta 219 137 101 147 076 137 286 t Sig 1.416 160 3.122 1.933 1.433 1.879 806 2.119 2.852 002 056 155 063 422 037 005 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 factors are significant in the model and can affect staff satisfaction Thus, equation express the relationship between these factors and the satisfaction of employees in the textile industry Danang as follows: Satisfaction of employees = 0.208*CV+0.122*DK+0.217*TL +e 3.5 Hypothesis Testing: • Group (answer research question "How these factors affect the employee satisfaction at the textile enterprises"): 13 | P a g e DaNang University of Economics Science Research Report From the results of the linear regression we see only factors is the Nature of work, Working conditions and Salary that have statistically significant influence to the satisfaction of our employees and all those factors have positive beta index Thus the hypothesis H1, H6 and H7 are accepted, the rest are rejected • Group Hypothesis ( answer research questions, "Are there any differences in the level of satisfaction of employees between age and gender in the textile enterprises or not?" To determine whether there is a difference in the satisfaction of employees according to the individual characteristics, we conducted testing average samples parameters On this basis, the author turns to conduct the following assumptions: Hypothesis H8: • • H0: There is no difference in the level of employee satisfaction by age H1: There are differences in the level of employee satisfaction by age ANOVA Age Between Groups Within Groups Total Sum of Squares 9.760 26.350 df 24 75 36.110 Mean Square 407 351 F 1.157 Sig .308 99 ANOVA analysis results in the table show that the observed level of significance sig = 0.308> 0.05,we not have the basis to reject H0 ,so we are able to conclude that there is no difference in the level of employee satisfaction by age Hypothesis H9: • • H0: There is no difference in the level of employee satisfaction by gender H1: There are differences in the level of employee satisfaction by gender ANOVA Gender Between Groups Within Groups Total Sum of Squares 7.273 17.717 24.990 df 24 75 Mean Square 303 236 F 1.283 Sig .206 99 ANOVA analysis results in the table show that the observed level of significance sig = 0.206> 0.05,we not have the basis to reject H0 ,so we are able to conclude that there is no difference in the level of employee satisfaction by gender 14 | P a g e DaNang University of Economics Science Research Report Chapter CONCLUSIONS, POLICY IMPLICATIONS, LIMITATIONS OF THE STUDY AND FUTURE RESEARCH ORIENTATION 4.1 Conclusions 4.1.1 Result of research:: The results of regression model showed that “Salary” is the most influence on model (0217), No which is also important factor is “the nature of work” (0208) and the last factors is working conditions (0122) Descriptive statistics analysis showed that:feeling of staff about satisfaction factors is in medium-good level such as the nature of work (3:34), Leadership (3:43) , partner (3.65), welfare (3:22), working conditions (3:58), but there are still elements to be underestimated as training and advancement (2.92) and salary (2.86) 4.1.2 The achieved objectives of the study: 15 | P a g e DaNang University of Economics Science Research Report Evaluated the satisfaction level of employees in the textile industry in Da Nang City Identified factors affecting to employee satisfaction and arranged in descending order of importance is salary, nature of work and working conditions By the hypotheses testing, the conclusion is that there is no difference in age and gender factor about the satisfaction level of employees 4.2 Policy implications 4.2.1 Salary issues: Although, the salary is the most important factor affecting to the level of employee satisfaction, this factor be lowest evaluated, so that textile companies need to focus on the appropriate salary structure for employees to be able to improve their satisfaction and productivity 4.2.1 The issue of training opportunity (career development) Training is key element to improve the quality of labor as well as opportunities for advancement motivational work of the staff, however, the most underrated factors So that companies should improve their education, training & workshop should be held regularly, organizing overtime courses for each division, team for training And the companies should have policies prove to all employees that the most ability and effect one on working will get career development Whenever there is vacancy or new positions, company need to consider to priorities these one rather than hiring from outside the company 4.2.2 Other recommendations The company should keeping to develop organization culture and promote the traditional relationship between colleagues together through meetings such as meetings, parties, travel to link the relationship To improve employee satisfaction, companies need to reasonable assigned to strength of employees; to support them to understand their the work; to make them see the importance of their work as well as allow them to make decision on their capacity 4.3 Limitations of the study and future research orientation 4.3.1 Limitations of the study • • • The study's sample size was limited (100) due to limited resource and time Sample surveys are limited by the subjects of study, because it’s hard to access managers so almost the respondents are worker in factories In the context of the strong opening of the country and needs of competitiveness improvement but there aren’t comparison between satisfaction levels of employees in domestic company and foreign company 4.3.2 Future research orientation 16 | P a g e DaNang University of Economics Science Research Report In the future, we should expand the scale of research and make comparison of the difference in the employees satisfaction at companies inside & outside the country to find out the advantages and disadvantages, so that we can see solutions for improve much better competitiveness Chapter CATEGORY REFEREANCE 1/ Nguyễn Thị Thúy Quỳnh, Nghiên cứu sự hài lòng của nhân viên tại EXIMBANK chi nhánh Đà Nẵng, Luận văn thạc sỹ, 2012 2/ Hoàng Lệ Thương, Nghiên cứu sự hài lòng của người lao động công việc tại công ty cổ phần dưọc phẩm BIBIPHAR 1, Luận văn thạc sỹ, 2013 3/ Nguyễn Thanh Hoài, Nghiên cứu sự hài lòng của nhân viên đối với công việc tại trường cao đẳng công nghệ thông tin hữu nghị Việt – Hàn, Luận văn thạc sỹ , 2013 4/ Nguyễn Thị Hồng Mỵ, Nghiên cứu sự thỏa mãn của nhân viên khối văn phòng tại cục thuế Quảng nam, Luận văn thạc sỹ, 2012 17 | P a g e DaNang University of Economics Science Research Report 5/Th.S Hoàng Trọng, Th.S Chu Nguyễn Mộng Ngọc, Phân tích dữ liệu nghiên cứu với SPSS, NXB Hồng Đức, TPHCM, 2008 6/ Phân tích CFA-Cách chạy CFA AMOS ( nhóm MBA thực hiện) https://www.youtube.com/watch?v=M0oRVzNIB2Q 18 | P a g e DaNang University of Economics [...]... factors is in medium-good level such as the nature of work (3 :34), Leadership (3 :43) , partner (3 .65), welfare (3 :22), working conditions (3 :58), but there are still elements to be underestimated as training and advancement (2 .92) and salary (2 .86) 4.1.2 The achieved objectives of the study: 15 | P a g e DaNang University of Economics Science Research Report Evaluated the satisfaction level of employees... of Economics Science Research Report Chapter 4 CONCLUSIONS, POLICY IMPLICATIONS, LIMITATIONS OF THE STUDY AND FUTURE RESEARCH ORIENTATION 4.1 Conclusions 4.1.1 Result of research: : The results of regression model showed that “Salary” is the most influence on model (0 217), No 2 which is also important factor is “the nature of work” (0 208) and the last factors is working conditions (0 122) Descriptive statistics...Science Research Report > Correlation :(Group number 1- Default model) e2 < > e33 4 573 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:... industry Danang as follows: Satisfaction of employees = 0.208*CV+0.122*DK+0.217*TL +e 3.5 Hypothesis Testing: • Group 1 (answer research question "How do these factors affect the employee satisfaction at the textile enterprises"): 13 | P a g e DaNang University of Economics Science Research Report From the results of the linear regression we see only 3 factors is the Nature of work, Working conditions and... improvement but there aren’t comparison between satisfaction levels of employees in domestic company and foreign company 4.3.2 Future research orientation 16 | P a g e DaNang University of Economics Science Research Report In the future, we should expand the scale of research and make comparison of the difference in the employees satisfaction at companies inside & outside the country to find out the... analysis are presented in the following table: Model Summary Model R R Square 897a 1 Adjusted R Square 804 789 Std Error of the Estimate 3942 a Predictors: (Constant), TL, DN, CV, DK, LD, PL, DT 12 | P a g e DaNang University of Economics Science Research Report Results 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... ANOVAa df F 53.903 Sig .000b 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 Coefficientsa Unstandardized Coefficients Model B (Constant) CV LD DN 1 PL DT DK TL a Dependent Variable: HL Std... phòng tại cục thuế Quảng nam, Luận văn thạc sỹ, 2012 17 | P a g e DaNang University of Economics Science Research Report 5/Th.S Hoàng Trọng, Th.S Chu Nguyễn Mộng Ngọc, Phân tích dữ liệu nghiên cứu với SPSS, NXB Hồng Đức, TPHCM, 2008 6/ Phân tích CFA-Cách chạy CFA bằng AMOS ( nhóm MBA thực hiện) https://www.youtube.com/watch?v=M0oRVzNIB2Q 18 | P a g e DaNang University of Economics... the work; to make them see the importance of their work as well as allow them to make decision on their capacity 4.3 Limitations of the study and future research orientation 4.3.1 Limitations of the study • • • The study's sample size was limited (1 00) due to limited resource and time Sample surveys are limited by the subjects of study, because it’s hard to access managers so almost the respondents... 1.241 1.296 1.210 1.329 Std Deviation 1.221 1.229 1.190 1.292 Mean PL = 3.22 Training and Promotion DT1 DT2 11 | P a g e Mean 3.03 2.84 Std Deviation 1.317 1.329 DaNang University of Economics Science Research Report DT3 DT4 • 2.94 2.85 Mean DT = 2.92 Working Environment Mean 3.46 3.63 3.65 DK1 DK2 DK3 • 1.355 1.356 Std Deviation 1.105 1.070 1.165 Mean DK = 3.58 Salary Mean TL1 TL2 TL3 TL4 • Std Deviation