Research about job satisfaction at pvoil sai gon

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT JOB SATISFACTION AT PVOIL SAI GON STUDENT’S FULL NAME : NGUYEN THI XUAN ANH STUDENT ID : CGS00019379 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) July 2016 ADVISOR’S ASSESSMENT ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ADVISOR’S SIGNATURE (FEBRUARY 2016) NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS After a period of study and research I have completed the topic "Job satisfaction at PVOIL SAI GON” During the implementation process , I received guidance and enthusiastic support from my teachers , friends , relatives I would like to deeply thank to: Teachers from Open University Malaysia imparted to me the background knowledges of this thesis Deeply thanks to my thesis instructor - Dr NGUYEN THE KHAI dedicated guide me so that i can complete the thesis Thanks to my friends, my colleagues from audit firms for enthusiastic help in the process of collecting data for this thesis Thanks to my family, my sisters and brothers, my friends who gave me honest advices and support me in the process of completing my thesis Nguyen Thi Xuan Anh Student CONTENTS ABSTRACT PART ONE: INTRODUCTION General information: Company history: Position of the Company in the industry: Main business activity: ORGANIZATIONAL STRUCTURE AND CORPORATE CULTURE Organizational structure Products offering: Distribution Channels: Corporate culture: RESEARCH PROBLEM STATEMENT RESEARCH OBJECTIVES RESEARCH QUESTIONS RESEARCH SCOPE SIGNIFICANCE OF RESEARCH 10 LIMITATION OF RESEARCH 10 PART TWO: LITERATURE REVIEW 11 Definition of Constructs 11 Job Satisfaction 11 Work-Related Expectancies 12 Fairness-Perceptions of an Organizational Policy 12 Person-Organization Fit 13 Individual Beliefs about Organizational Ethics 14 The Relationship between Work-Related Expectancies and Job Satisfaction: 14 The Relationship between Fairness-Perceptions of an Organizational Policy and Job Satisfaction: 17 The Relationship between Person-Organization Fit and Job Satisfaction: 19 The Relationship between Individual Beliefs about Organizational Ethics and Job Satisfaction: 20 Hypotheses 22 Research model 23 PART 3: METHODS 24 Data collection 24 Data analysis 30 PART FOUR: RESULTS 31 Cronbach’s Alpha 31 Cronbach’s Alpha standard applied 31 Cronbach’s Alpha of constructs 31 Statistics information 33 Descriptive statistics 33 Correlation statistics 33 Hypotheses testing 35 Hypothesis proposed (H1) 35 Hypothesis proposed (H2) 36 Hypothesis proposed (H3) 37 Hypothesis proposed (H4) 38 PART FIVE: CONCLUSIONS 39 Discussion 39 Limitation of research 39 Forecast recommendation 39 REFENRENCES 47 FIGURE & TABLE FIGURE Figure 1: Research model of Job Satisfaction 23 TABLE Table 1: Job Satisfaction Scale 24 Table 2: Work-Related Expectancies 25 Table 3: Fairness-Perceptions of an Organizational Policy 27 Table 4: Person-Organization Fit 28 Table 5: Individual Beliefs about Organizational Ethics 29 Table 6: Time table for data collection progress 30 Table 7: Cronbach’s Alpha - Internal Consistenc) 31 Table 8: Cronbach’s Alpha of Job Satisfaction 31 Table 9: Cronbach’s Alpha of Work-Related Expectancies 32 Table 10: Cronbach’s Alpha of Faieness Perceptions of an Organizational Policy 32 Table 11: Cronbach’s Alpha of Person-Organization Fit 32 Table 12: Cronbach’s Alpha of Individual Beliefs about Organizational Ethics 33 Table 13: Descriptive statistics 33 Table 14: Correlation statistics 34 Table 15: Model summary of H1 35 Table 16: Coefficients of H1 35 Table 17: Model summary of H2 36 Table 18: Coefficients of H2 36 Table 19: Model summary of H3 37 Table 20: Coefficients of H3 37 Table 21: Model summary of H4 38 Table 22: Coefficients of H4 38 Business Research Methods P a g e /48 ABSTRACT The purpose of this research is to determine the relationship between variables in the model such as Work-Related Expectancies, Fairness Perceptions of an Organizaional Policy, Person-Organization Fit Scale and Individual Beliefs about Organizational Ethics with Overall Job Satisfaction The research result was conducted in PVOIL SAI GON JSC with 253 employees And SPSS software version 22 (copyright of IBM) is a tool that is used to analysis data in this research The collected data were analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis The research showed that there are four factors influencing overall job satisfaction are Work-Related Expectancies, Fairness Perceptions of an Organizaional Policy, Person-Organization Fit Scale and Individual Beliefs about Organizational Ethics Moreover, the research provides some recommendations implications for managers to raise the level of satisfaction with work of the employees Key word: Work-Related Expectancies, Fairness Perceptions of an Organizaional Policy, Person-Organization Fit Scale and Individual Beliefs about Organizational Ethics Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e /48 PART ONE: INTRODUCTION About PVOIL SAI GON General information: Name of Company: CÔNG TY CỔ PHẦN XĂNG DẦU DẦU KHÍ SÀI GÒN Name in English: Saigon PetroVietnam Oil Join Stock Company Abbreviated name: PV OIL Saigon Headquarter: the 10th Floor, Petroland Tower, 12 Tan Trao Street, Tan Phu Ward, District 7, Ho Chi Minh City, Vietnam Company history: 2007 - 2010: Sài Gòn Oil and Gas Petroleum Enterprise, founded in July 2008, was an accounting unit of PetroVietnam Oil Corporation, the establishement was in the development and completion strategies of the early phases of the PetroVietnam Oil Corporation, with the aim of completing and developing comprehensively the oil and gas industry from searching, exploiting, exploring phases and oil refinery, processing petroleum products to distributing products The PetroVietnam Oil Corporation’s responsibility was to purchase and distribute petroleum and petroleum products to customers in the Ho Chi Minh City as well as neighboring provinces and South-western region Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e /48 2010 - present: Sài Gòn Oil and Gas Petroleum Joint Stock Company (PV OIL Saigon for short) was born on December 04, 2010, on the basis of restructuring the organization and operation of the Sài Gòn Oil and Gas Petroleum Enterprise PV OIL Saigon has inherited the entire infrastructure, leaders and employees, system of distribution channels and customers from Sài Gòn Oil and Gas Petroleum Enterprise PV OIL Saigon, a Joint Stock Company hold 65.18% of charter capital by the PetroVietnam Oil Corporation’s, is the focal point unit of petroleum and petroleum products When joining the oil and gas market, PV OIL Saigon has taken advantage of opportunities, promoted strength as a member unit of the PetroVietnam Oil Corporation and affirmed its position in Ho Chi Minh city and South-western provinces Position of the Company in the industry: PV OIL Saigon is a focal point unit providing petroleum and petroleum products for the whole distribution and customer systems of the downstream distribution system of the PetroVietnam Oil Corporation (PV Oil) The customers include general agencies, agencis, industrial customers and household consumption, customers temporarily importing and re-exporting to export processing zones, etc Business location of the company includes HCM City, neighboring provinces and Southwest area The location has a higher growth rate when compared to other regions in the whole country, which concentrates a range of receiving port warehouses and focal point units providing petroleum products of large enterprises such as PetroVietnam Oil Corporation, Petec Trading & Investment Corporation (Petec), The Ho Chi Minh City One-Member Limited Liability Oil & Gas (Saigon Petro), Petroleum Company Zone (Petrolimex Saigon), Dong Thap Petroleum Trading Import Export Company Limited (Petimex), Military Petroleum Corporation (Mipeco), Military Petrochemical Joint Stock Company (Mipec), etc Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e /48 The petroleum market in the area is quite fierce with the competition of many enterprises, esspecially the oil retail market is always exciting with the participation of private enterprises, because it does not require large investment and scale and complicated technical requirement Main business activity: PV OIL Saigon is in the field of trading in fuel oil and providing related support services, with the main business line as follows: Selling wholesale the solid, liquid, gas and related products (excluding liquefied petroleum gas - LPG), temporarily importing and re-exporting oil and gas Selling retail the engine fuel for specialized stores, including fuel for cars, motorcycles, and other motor vehicles; Selling retail lubricant and engine cooling products for cars, motorcycles, and other motor vehicles Producing refined petroleum products (not produced at the office) Operating warehousing and storaging goods Transporting goods by road; pipeline; inland waterway; Coastal and ocean freight Other support services related to transportation Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 34 /48 Organizational Ethics) with dependent variable (Job Satisfaction) sustainability The scales model suggested by Davies (1971), are shown below:  0.7 and above – very strong relationship  0.5 to 0.69 – strong relationship  0.3 to 0.49 – moderate relationship  to 0.29 – low relationship  to 0.09 – very low relationship Correlations JS JS Pearson WE FPO POF IBO 162* 241** 443** 330** 010 000 000 000 253 253 253 253 253 162* 509** 290** 292** 000 000 000 Correlation Sig (2-tailed) N WE Pearson Correlation Sig (2-tailed) 010 N 253 253 253 253 253 241** 509** 405** 215** Sig (2-tailed) 000 000 000 713 N 253 253 253 253 253 443** 290** 405** 363** Sig (2-tailed) 000 000 000 N 253 253 253 253 253 330** 292 215** 363** Sig (2-tailed) 000 000 001 000 N 253 253 253 253 FPO Pearson Correlation POF Pearson Correlation IBO Pearson Correlation ** Correlation is significant at the 0.01 level (2-tailed) (Table 14: Correlation statistics) Student: Nguyen Thi Xuan Anh (ID: 19379) 000 253 Business Research Methods P a g e 35 /48 Hypotheses testing With the proposed model research, we found that the relationship of four (04) hypotheses have positive relationships with the dependent hypothesis Job Satisfaction According the theory of hypotheses which are supported, they have to meet all three (03) requirements below:  R square is value: greater than  Unstandardized coefficients beta: the same sign with hypothesis  P value (Sig) is value: less than 0.05 Hypothesis proposed (H1) There is positive relationship between Work-Related Expectancies (WE) and Job Satisfaction (JS) Model Summary Mode R l R 162a Adjusted R Std Error of Square Square 026 the Estimate 022 67775 a Predictors: (Constant), WE (Table 15: Model summary of H1) Coefficientsa Standardize Model Unstandardized d Coefficients Coefficients B (Constant ) WE Std Error 3.031 242 168 065 Beta 162 a Dependent Variable: JS (Table 16: Coefficients of H1) Student: Nguyen Thi Xuan Anh (ID: 19379) T Sig 12.504 000 2.588 010 Business Research Methods P a g e 36 /48 From results: Model summary of H1 and Coefficient of H1, we have:  R square is 026: greater than  Unstandardized coefficients beta is 162: the same sign with hypothesis  P value (Sig) is 0.10: less than 0.05 We can conclude that the hypothesis H1 is supported Hypothesis proposed (H2) There is positive relationship between Fairness Perceptions of an Organizational Policy (FPO) and Job Satisfaction (JS) Model Summary Mode R l R 241a Adjusted R Std Error of Square Square 058 the Estimate 054 66646 a Predictors: (Constant), FPO (Table 17: Model summary of H2) Coefficientsa Standardize Model Unstandardized d Coefficients Coefficients B (Constant ) FPO Std Error 2.523 289 313 079 Beta 241 t Sig 8.729 000 3.933 000 a Dependent Variable: JS (Table 18: Coefficients of H2) From results: Model summary of H2 and Coefficient of H2, we have:  R square is 058: greater than  Unstandardized coefficients beta is 241: the same sign with hypothesis Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 37 /48  P value (Sig) is 0.000: less than 0.05 We can conclude that the hypothesis H2 is supported Hypothesis proposed (H3) There is positive relationship between Person-Organization Fit (POF) and Job Satisfaction (JS) Model Summary Mode R l R 443a Adjusted R Std Error of Square Square 196 the Estimate 193 61564 a Predictors: (Constant), POF (Table 19: Model summary of H3) Coefficientsa Standardize Model Unstandardized d Coefficients Coefficients B (Constant ) POF Std Error 1.244 310 650 083 Beta 443 t Sig 4.014 000 7.817 000 a Dependent Variable: JS (Table 20: Coefficients of H3) From results: Model summary of H3 and Coefficient of H3, we have:  R square is 196: greater than  Unstandardized coefficients beta is 443: the same sign with hypothesis Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 38 /48  P value (Sig) is 0.000: less than 0.05 We can conclude that the hypothesis H3 is supported Hypothesis proposed (H4) There is positive relationship between Individual Beliefs about Organizational Ethics (IBO) and Job Satisfaction (JS) Model Summary Mode R l R 330a Adjusted R Std Error of Square Square 109 the Estimate 106 64818 a Predictors: (Constant), IBO (Table 21: Model summary of H4) Coefficientsa Standardize Model Unstandardized d Coefficients Coefficients B (Constant ) IBO Std Error 1.530 385 524 095 Beta 330 t Sig 3.976 000 5.537 000 a Dependent Variable: JS (Table 22: Coefficients of H4) From results: Model summary of H4 and Coefficient of H4, we have:  R square is 109: greater than  Unstandardized coefficients beta is 330: the same sign with hypothesis  P value (Sig) is 000: greater than 0.05 We can conclude that the hypothesis H4 is supported Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 39 /48 PART FIVE: CONCLUSIONS Discussion -The purpose of this research is to determine the relationship between variables in the model such as Work-Related Expectancies, Fairness Perceptions of an Organizaional Policy, Person-Organization Fit Scale and Individual Beliefs about Organizational Ethics with Overall Job Satisfaction The research result was conducted in PVOIL SAI GON JSC with 253 employees -We can assess four hypotheses Work-Related Expectancies, Fairness Perceptions of an Organizational Policy, Person-Organization Fit and Individual Beliefs about Organizational Ethics have positive relationship and influence to Job Satisfaction -This thing also is easy to understand and perfectly match with practical context of human resource management at PVOIL SAI GON -As monopolies in energy enterprise on Vietnam market, the policies, organization structure, leadership style, corporate culture … of PVOIL SAI GON always build to orient the employees In thinking of Board of Director, this thing (Job Satisfaction) is top concern with their employees -PVOIL SAI GON should have a strategies and policies to improve the satisfaction of employees in the company, so they commit to loyalty to the company for a long time Limitation of research This research will have some limitation:  The samples is not big (n = 253)  The survey conducted in slightly short time  This survey was conducted on a small scale, such as subsidiaries, was not conducted Vietnam Oil and Gas Group scale Forecast recommendation Human resource management is a particularly important sector, because "every administrator is ultimately human administration." It covers issues such as Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 40 /48 psychology, physiology, philosophy, ethics, however it is an urgent issue for every business in today's market mechanisms A business that wants to survive and develop resources to place elements on top because human resources are very precious That is why the work of human resources management in each company are very important factors contributing to the strength of each HR so present in any organization or business that it is present in all departments and units The importance of human factors in any business or organization, however large scale them anywhere, any activity in any field is an obvious fact that no one will deny In every human enterprise is a separate world without administrative activities shall whatever one likes, everything will become disorganized, undisciplined, HR work will help resolve this problem, it is one of the factors determining the success or failure of a business PVOIL SAI GON should have a strategies and policies to improve the satisfaction of employees in the company, so they commit to loyalty to the company for a long time REFENRENCES The Impact of Person-Organization Fit on Nurse Job Satisfaction and Patient Care Quality K.L Risman MA, Rebecca J Erickson PhD, James M Diefendorff PhDKreitner R & Kinicki A (2007) Organizational Behavior 7th McGraw-Hill/Irwin Robbins, Stephen P (2002) Organizational Behavior 10th Pearson Gary Dessler (2013) Human Resource Management 13th McGraw-Hill/Irwin Dail L Fields (2002) Taking the measure of work: a guide to validated scales for organizational research and diagnosis Regent University Thomas S Bateman, Scott A Snell (2013) Management - Leading & Collaborating in a Competitive World 10th McGraw/Hill Job satisfaction (Hackman, Oldham 1980; Kim 2002; Turnley, Feldman 2000; Taris et al 2004, 2006) Management (2014) Retrieval from http://management.about.com/ Management of Forbes (2014) Retrieval from http://www.forbes.com/management/ Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 41 /48 APPENDIX Appendix 1: Survey JOB SATISFACTION SURVEY AT PVOIL SAI GON INTRODUCTION My name is Nguyen Thi Xuan Anh, from the MBA-OUM program I am researching about “Job satisfying at PV OIL Sai Gon JSC” Please give me a few minutes to complete this survey If you have any question about this survey, please contact me via email: xuananh2908@gmail.com Much appreciate for your cooperation! I JOB SATISFACTION There are five level as below, please make a circle around the number that you choose:  Level 1: very dissatisfied  Level 2: a little bit dissatisfied  Level 3: moderately satisfied  Level 4: well satisfied  Level 5: very satisfied No Questions All in all, I am satisfied with my job In general, I like my job In general, I like working here Level 1 2 3 4 5 II WORKPLACE VALUES There are five level as below, please make a circle around the number that you choose:  Level 1: strongly disagree  Level 2: disagree to some extent  Level 3: uncertain  Level 4: agree to some extent  Level 5: strongly agree No Questions Level It is okay for a supervisor to ask an employee to support someone else’s incorrect viewpoint It is sometimes necessary for the company to engage in shady Student: Nguyen Thi Xuan Anh (ID: 19379) 5 Business Research Methods An employee should overlook someone else’s wrongdoing if it is in the best interest of the company A supervisor should not care how results are achieved as long as the desired outcome occurs There is nothing wrong with a supervisor asking an employee to falsify a document Profits should be given a higher priority than the safety of a product 10 An employee may need to lie to a co-worker to protect the company JOB CHARACTERISTICS P a g e 42 /48 5 5 There are five level as below, please make a circle around the number that you choose:  Level 1: definitely not part of my job  Level 2: maybe not part of my job  Level 3: uncertain  Level 4: it is my job  Level 5: extremely true of my job No 29 30 31 32 33 34 Questions It is more likely that I will be given a pay raise or promotion at PV OIL Sai Gon if I finish a large amount of work It is more likely that I will be given a pay raise or promotion at PV OIL Sai Gon if I high-quality work Getting work done quickly at PV OIL Sai Gon increases my chances for a pay raise or promotion Getting work done on time is rewarded with high pay at PV OIL Sai Gon Completing my work on time gets me greater approval from my immediate supervisor at PVOIL Sai Gon My immediate supervisor at PVOIL Sai Gon gives me more recognition when I get a lot of work done Level 5 5 5 III PERSON-ORGANIZATION FIT There are five level as below, please make a circle around the number that you choose:  Level 1: not true at all  Level 2: it is not true  Level 3: uncertain  Level 4: it is true Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods  No 33 34 35 36 37 38 39 P a g e 43 /48 Level 5: definitely true Questions This organization pays on the basis of individual performance This organization has a profit or gain-sharing plan This organization makes promotions based mostly on individual performance This organization encourages competition between employees This organization encourages and rewards loyalty Teamwork and cooperation are valued and rewarded here When the organization has a good year it pays bonuses to the employees Level 1 2 3 4 5 1 2 3 4 5 IV ORGANIZATIONAL JUSTICE There are five level as below, please make a circle around the number that you choose:  Level 1: strongly disagree  Level 2: disagree to some extent  Level 3: uncertain  Level 4: agree to some extent  Level 5: strongly agree No 48 49 50 51 52 53 54 Questions Paying faculty members for not having babies is not fair to non-childbearing faculty members Every parent deserves the right to paid leave when a child is born It is everyone’s, including non-parents, responsibility to provide for children, and a parental leave policy helps to accomplish this task It is PVOIL Sài Gòn responsibility to provide paid time off to new parents Having a child is a strain on parents, and they deserve the aid of parental leave Children are a necessary part of society and it is the responsibility of large institutions like PVOIL Sài Gòn to help in the effort Those who choose not to have children should subsidize those who choose to have children under a parental leave program Student: Nguyen Thi Xuan Anh (ID: 19379) Level 5 5 5 Business Research Methods 55 56 In the past, employees have not borne children without the benefit of special leave, and therefore it is not fair to offer parental leave to new parents Having a baby is not a personal choice and provisions for that event should be made by the family, rather than by the employer P a g e 44 /48 5 V Personal information:  Gender Male Female  Age < 25 25 – 30 31 – 40 > 40  Academic degree B.A M.A Ph.D  Working experience < years 5-10 years 11-20 years > 20 years  Working position Office/staff Vice manager Manager Senior manager Thanks a lot for your cooperation! Nguyen Thi Xuan Anh Appendix 2: Presentation Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods Student: Nguyen Thi Xuan Anh (ID: 19379) P a g e 45 /48 Business Research Methods Student: Nguyen Thi Xuan Anh (ID: 19379) P a g e 46 /48 Business Research Methods h Student: Nguyen Thi Xuan Anh (ID: 19379) P a g e 47 /48 Business Research Methods Student: Nguyen Thi Xuan Anh (ID: 19379) P a g e 48 /48 [...]... SAI GON in the next time RESEARCH QUESTIONS This research mentions the following points: How are the impacts of Work-Related Expectancies on PVOIL SAI GON employee Job Satisfaction? How are the impacts of Fairness Perceptions of an Organizational Policy on PVOIL SAI GON employee Job Satisfaction? How are the impacts of Person-Organization Fit Scale on PVOIL SAI GON employee Job Satisfaction? How are the... management treats employees Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction Affective job satisfaction is a person's emotional feeling about the job as a whole Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, or benefits Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods... influence to Job Satisfaction below:  H1: There is a positive relationship between Work-Related Expectancies and Job Satisfaction  H2: There is a positive relationship between Fairness Perceptions of an organization Policy and Job Satisfaction  H3: There is a positive relationship between Person-organization Fit and Job Satisfaction  H4: There is a positive relationship between Individual Beliefs about. .. Organizational Ethics and Job Satisfaction Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 23 /48 Research model Work-Related Expectancices IV1 + Fairness Perceptions of an organization Policy IV2 Personorganization Fit + IV3 + Job Satisfaction DV Figure 1: Research model of Job Satisfaction Dependent Variable: - Overall Job Satisfaction Independent Variable: -Work-Related... Individual Beliefs about Organizational Ethics on PVOIL SAI GON employee Job Satisfaction? RESEARCH SCOPE The scope of this research is for the entire employees at PVOIL SAI GON (253 employees), includes: General Director, Vice General Directors, managers, and employees working at PVOIL SAI GON; it does not include: Board of Directors, Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods... Policy, Person-Organization Fit Scale and Individual Beliefs about Organizational Ethics are problems for human resource management at PVOIL SAI GON Student: Nguyen Thi Xuan Anh (ID: 19379) Business Research Methods P a g e 9 /48 RESEARCH OBJECTIVES This purpose of this research is way to find the factors influence to the Job Satisfaction of employees working at PVOIL SAI GON My research will focus 3... search related information and try to define what meaning Job Satisfaction is of employees at PVOIL SAI GON Secondly: design research model and test related factors to check influence between factors to access strong / weak level of each factor in influence progress Thirdly: discussing and proposing recommendation to improve the effectiveness and forecast the human resources management at PVOIL SAI GON in... attitudes and organizational outcomes Leigh et al (1988), for example, concluded that employees look more to the broader organizational environment than to their particular role in attributing their satisfaction to their job In particular, as stated by Dailey and Kirk (1992), perceptions of organizational justice affect job attitudes such as job satisfaction and turnover intention Organizational justice... who defines job satisfaction as Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. ” Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs... Constructs Job Satisfaction It was developed by Cammann, Fichman, Jenkins, and Klesh (1983) as part of the Michigan Organization assessment questionnaire It includes 3 items The concept of job satisfaction has been developed in many ways by many different researchs and practitioners One of the most widely used definitions in organizational research is that of Weiss (2002), who defines job satisfaction as “Job