Research on job satisfaction at tuong an vegetable oil JSC (vietnam)

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAMME _ RESEARCH PROJECT (BMBR5103) RESEARCH ON JOB SATISFACTION AT TUONG AN VEGETABLE OIL JSC (VIETNAM) STUDENT’S NAME: DANG HOANG GIANG STUDENT’S ID: CGSVN00004201 INTAKE: MARCH 2016 ADVISOR’S NAME AND TITLE: NGUYEN THE KHAI (DBA) Ho Chi Minh city, Vietnam - July 2016 Business Research Methods Page | ADVISOR’S ASSESSMENT ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………… ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) Date: Student: Dang Hoang Giang (ID: CGSVN00004201) July 2016 Business Research Methods Page | ACKNOWLEDGEMENTS First and foremost, I would like to express my special thanks of gratitude to my respected lecturer, Dr Nguyen The Khai, who gave me a golden opportunity to this wonderful project on Job Satisfaction It has been very honour to be his student Despite the short time of learning, he taught and shared his precious academic and practical experiences to our class We highly appreciate all his contributions of time, ideas, sense of humour to make our master learning experience become more productive and stimulating I am especially grateful for my co-advisors, class mates who helped me a lot in getting this thesis more clearly and finalizing this project within the limited time frame I would like to send the profound thanks to my old friends at Tuong An Vegetable Oil Joint Stock Company who helped me a lot to send and collect the research surveys Lastly, I would like to thank my family, my parents, my wife and my son for all their love, encouragements and supports Student: Dang Hoang Giang Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | TABLE OF CONTENTS Contents ADVISOR’S ASSESSMENT .1 ACKNOWLEDGEMENTS .2 TABLE OF CONTENTS LIST OF FIGURES LIST OF TABLES ABSTRACTS .8 PART 1: INTRODUCTION About Tuong An 1.1 History 1.2 Scope of Business 11 1.3 Development Strategy and Investment 12 1.4 Vision, Mission, Core Value, Business Philosophy, Quality Policy 12 1.5 Contacts 14 1.6 Organization Structure 15 About the Research 15 2.1 Research Problem Statement 15 2.2 Research Objectives 16 2.3 Significance of Research 16 2.4 Scope of the Research 17 PART 2: LITERATURE REVIEW 18 Definition of Constructs 18 1.1 Job Satisfaction 18 1.2 Work Schedule Flexibility 19 1.3 Job Stress 19 1.4 Fairness in Skill Based Pay 20 1.5 Job Overload 21 Argument for the Relationship among the Constructs 21 Hypotheses and Research Model 30 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | PART 3: METHODOLOGY 31 Data Collection 31 1.1 Design Template Scale 31 1.2 Data Collection Progress 33 1.3 Time Table for Sending, Receiving and Checking Survey: 33 Data Analysis 34 PART 4: RESULTS 35 Cronbach’s Alpha 35 1.1 Cronbach’s Alpha Standard applied 35 1.2 Cronbach’s Alpha of Constructs 35 1.3 Statistics Information 36 Hypotheses Testing 39 PART 5: CONCLUSIONS 44 Discussion 44 Limitation of Research 44 Forecasts and Recommendations 45 BIBLIOGRAPHY 46 APPENDIX 1: SURVEY/ QUESTIONNAIRES 49 APPENDIX 2: PRESENTATION/ SLIDES 52 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | LIST OF FIGURES Figure 1: Tuong An’s Core Values 13 Figure 2: Tuong An’s Organizational Structure 15 Figure 3: Mc.Gregor’s X Theory and Y Theory 22 Figure 4: Maslow's Hierarchy of Needs 24 Figure 5: Alderfer’s ERG Theory 25 Figure 6: McClelland’s Theory 26 Figure 7: Herzberg’s Two-factor Theory 28 Figure 8: Hackman and Oldham's Job Characteristics 29 Figure 9: Research model of Job Satisfaction 30 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | LIST OF TABLES Table 1: Research Scale of Constructs 18 Table 2: Job Satisfaction Scale 31 Table 3: Job Flexibility Scale 31 Table 4: Job Stress Scale 32 Table 5: Fairness in Skill Based Pay Scale 32 Table 6: Job Overload Scale 33 Table 7: Time table for Collecting Progress 33 Table 8: Cronbach’s Alpha – Internal Constency 35 Table 9: Cronbach’s Alpha of Job Satisfaction (JSA) 35 Table 10: Cronbach’s Alpha of Work schedule flexibility (WSF) 35 Table 11: Cronbach’s Alpha of Job stress (JST) 36 Table 12: Cronbach’s Alpha of Fairness in skill-based pay (FSB) 36 Table 13: Cronbach’s Alpha of Job Overload (JOL) 36 Table 14: Descriptive statistics of Job Satisfaction (JSA) 37 Table 15: Descriptive statistics of Work Schedule Flexibility (WSF) 37 Table 16: Descriptive statistics of Job Stress (JST) 37 Table 17: Descriptive statistics of Fairness in Skill-Based Pay (FSB) 38 Table 18: Descriptive statistics of Job Overload (JOL) 38 Table 19: Correlation Statistics 39 Table 20: Model Summary of H1 40 Table 21: Cooefficients of H1 40 Table 22: Model Summary of H2 41 Table 23: Cooefficients of H2 41 Table 24: Model Summary of H3 41 Table 25: Cooefficients of H3 42 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | Table 26: Model Summary of H4 42 Table 27: Cooefficients of H4 42 Table 28: Overall Hypotheses Testing Results 43 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | ABSTRACTS This thesis analyses some key factors which influence on the Job Satisfaction of employees working at Tuong An Vegetable Oil Joint Stock Company (hereinafter referred as “Tuong An” or abbreviated as “TAC”) This research project uses Business Research Methods to determine Job Satisfaction and other major factors that may influence on Job Satisfaction This research is also conducted by both qualitative and quantitative methods, in which the source data surveyed from 278 in total of more than 500 employees of Tuong An aimed at collecting their ideas and comments on Job Satisfaction After that, the survey results are statistically analyzed by IBM’s software SPSS version 22 The hypotheses used in this research includes five constructs including one dependent construct (Job Satisfaction) and four independent constructs (Work Schedule Flexibility, Job Stress, Fairness in Skill Based Pay and Job Overload) I hope that the results of this research will assist the management and HR Department of Tuong An to have some good references in human resource management So that they could find out their keys to improve and increase their quality human resource based on Job Satisfaction Besides, being as a researcher, I will have a clearer perception of that job satisfaction of employees will impact on working effectiveness and competitiveness power of every stakeholder in the Vietnam vegetable oil market Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | PART 1: INTRODUCTION About Tuong An 1.1 History Founded in 1977, Tuong An Vegetable Oil Joint Stock Company (abbreviated as “Tuong An” or “TAC”) is one of Vietnam’s leading vegetable oil companies It was formerly a State owned enterprise named as “Tuong An Vegetable Oil Public Administration Enterprise” On the 20th of November 1977, the Ministry of Foods & Foodstuffs (being known as the Ministry of Agriculture & Rural Development) issued the Decision No 3008/LTTP-TC to re-structure and transformed Tuong An Vegetable Oil Public Administration Enterprise into the “National Industries Enterprise” under the management of the Southern Vegetable Oil Corporation In July of 1984, the State terminated the Naitonal System on Budget Subsidies and handed over the rights of doing business and production to all people Tuong An Vegetable Oil Factory was also changed and became a member of the Vietnam Union of Vegetable Oil Factories Accordingly, Tuong An has a legal independent status and its own accounting regime which can actively be engaged in every registered fields of production and business During this period, Tuong An mainly manufactured some traditional products including Vegetable Shortening, Margarine and Soap Cakes At that time, it was the golden age of the Shortening products Tuong An’s equipment was operated at full capacity but could not meet enough buying demands of various instant noodle processing factories In field of exports, Tuong An mainly exported refined coconut oil - a traditional famous produce of Vietnam, which its volume was just accounted for 32% of the total output Since Tuong An tried its best to improve its product quality and diversification, its brands began to be more popular and reputable in the market From 1991 until October 2004, Tuong An tried to boost its production capacity and expanded its distribution channels aimed at preparing for entering the era of global economic integration At that time, the State started its economic open policy to create more favourable conditions for import and export industries Some imported vegetable oil products began to appear in the Vietnamese market together with some local vegetable oil processing small and medium size enterprises (SMEs) were established The competition was very tough The vegetable oil market in Vietnam was becoming hotter and harder In 1991, in view of the above-said economic context, various oils and fats products of Tuong An had to fiercely defend against imported oils and fats products, especially Shortening products Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Model (Constant) FSB1 FSB2 FSB3 Page | 42 Coefficientsa Unstandardized Standardized Coefficients Coefficients B Std Error Beta 1.768 0.237 0.136 0.087 0.131 0.181 0.087 0.179 0.241 0.060 0.257 a Dependent Variable: JSA Table 25: Cooefficients of H3 t 7.457 1.561 2.089 3.998 Sig 0.000 0.120 0.038 0.000 From results: Model summary of H3 and Coefficient of H3, we have:  R square is 0.237, which is greater than  Unstandardized coefficients beta is the same sign with hypothesis  P value (Sig) is less than 0.05 We can conclude that the hypothesis H3 is supported Hypothesis proposed (H4) There is negative relationship between Job overload (JOL) and Job Satisfaction (JSA) Model Summary Adjusted R Std Error of Model R R Square Square the Estimate a 0.244 0.060 0.049 0.61497 a Predictors: (Constant), JOL3, JOL2, JOL1 Table 26: Model summary of H4 Coefficientsa Unstandardized Standardized Coefficients Coefficients Model (Constant) JOL1 JOL2 JOL3 B Std Error Beta 4.479 0.153 -0.154 0.076 -.157 -0.072 0.084 -.063 -0.070 0.080 -.064 a Dependent Variable: JSA Table 27: Cooefficients of H4 Student: Dang Hoang Giang (ID: CGSVN00004201) t 29.208 -2.030 -0.856 -0.880 Sig 0.000 0.043 0.393 0.380 Business Research Methods Page | 43 From results: Model summary of H4 and Coefficient of H4, we have:  R square is 0.060, which is greater than  Unstandardized coefficients beta is the same sign with hypothesis  P value (Sig) is less than 0.05 We can conclude that the hypothesis H4 is supported Overall hypotheses testing results S/n Type IV1/ H+ Variable/ Construct Work schedule flexibility R square Beta Sig Assessment 0.037 0.125 0.015 Support (WSF) IV2/ H- Job stress (JST) 0.107 -0.160 0.003 Support IV3/ H+ Fairness 0.237 0.410 0.000 Support 0.060 -0.130 0.013 Support in skill-based pay (FSB) IV4/ H- Job overload (JOL) Table 28: Overall hypotheses testing results From the over results, we have:  R square of all constructs is greater than Since R square is a statistical measure of how close the data are to the fitted regression line; it is the percentage of the response variable variation which is explained by a linear model In this model, the Fairness in skill-based pay has the highest fit to the Job Satisfaction line, accounting for 23.7% of Job Satisfaction The Work schedule flexibility has the lowest fit to the Job Satisfaction line, accounting for 3.7% of Job Satisfaction  Unstandardized coefficients beta is the same sign with hypothesis Beta expresses how strong the independent variables affect to the dependent variable Job Satisfaction In the model, we can find positive affect made by Work schedule flexibility (0.125) and Fairness in skill-based pay (0.410), obviously Fairness in skill-based pay has best Beta Besides, negative affect made by Job stress (-0.160) and Job overload (-0.130) Based on these result, we will know how to pay attention to what variables to improve Job Satisfaction on employees at Tuong An  P value (Sig) is less than 0.05 and is supported in the context of this research We can conclude that the overal hypothesis is supported Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 44 PART 5: CONCLUSION Discussion This research conducted to analyze the levels of the relationship and influence of four hypotheses of Work schedule flexibility, Job stress, Fairness in skill-based pay and Job overload to Job Satisfaction of employees at Tuong An Firstly, we can assess that the two hypotheses of Work schedule flexibility and Fairness in skillbased pay have positive relationships and influence on the Job Satisfaction This is matched with practical context of human resource management at Tuong An Being as one of the Vietnam leading vegetable oil processors, the company’s policies on human resources are building towards the employees; accordingly, the Job Satisfaction is always top concerns of the company based on the Work schedule flexibility and Fairness in skill-based pay Secondly, in view of the two hypotheses of Job stress and Job overload, we can assess that these hypotheses are less relationship and negatively influence on Job Satisfaction of employees at Tuong An Obviously, the international, regional and local vegetable oil business environments are always changed and under a lot of pressures because of the State’s macro policies and the international economic integration process via various FTAs nowadays In Tuong An, although the two above-said hypotheses are less than other companies, some newly recruited employees see their ability not aligned with the working developments and working conditions to That’s why the HR Department of Tuong An JSC needs to find out the best solutions to minimize the two above-said hypotheses Job stress and Job overload to make the employees, especially the “newbees” (newly recruited employees), feel more satisfied and happier Limitation of Research This research will have some limitations:  The samples is not so big (n = 278)  Only focus on related contents at Tuong An and also can’t be generalized for the whole vegetable oil industry in Vietnam  The surveys conducted in short time Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods  Page | 45 The survey respondents are in various levels of educational qualifications and different perceptions on Job Satisfaction and the survey’s contents Someone had to face some grammatical errors because of English and Vietnamese translation progress and vice versa, it may cause confusion or misunderstandings for the readers to answer all questionnaires Forecasts and Recommendations Vietnam joined the WTO and is currently on the way of joining various FTAs including TPP, EVFTA etc so that creating a professional and effective working environment become more important Tuong An needs to find out the best ways to enhance and consolidate their structure and internal policies, especially in human resources since they will play the most important role in competition between companies And Job Satisfaction of employees should be the best key indicating how the company could keep their good employees In this research, we realize that the HR policies should focus on the positive indications including fairness in skill based pay and work schedule flexibility to increase Job Satisfaction for Tuong An’s employees Besides, although the negative indications including Job stress and Job over load in Tuong An are less than other companies, some newly recruited employees see their ability not aligned with the working developments and working conditions to; that’s why the HR Department of Tuong An should find out the best solutions to minimize these negative indications to make the employees feel more satisfied, and to help Tuong An develop sustainably Tuong An’s HR people should always put a good quote in their mind “if you fulfill your employees’ expectations and make them happy, they will fulfill your vision and missions” Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 46 BIBLIOGRAPHY Cammann, C., Fichman, M., Jenkins, D., & Klesh, J (1983) Assessing the attitudes and perceptions of organizational members In S Seashore, E.Lawler, P Mirvis & C Cammann (Eds.), Assessing 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Ibrahim, A H.; West, W B (2002) “Effects of war-related stress on the satisfaction of human needs: The United States and the Middle East” International Journal of Management Theory and Practices (1): 35-53 Cianci, R.; et al (2003) “Maslow's hierarchy of needs: Does it apply in a collectivist culture” Journal of Applied Management and Entrepreneurship (2): 143-161 Kenrick, D T.; Griskevicius, V.; Neuberg, S L.; Schaller, M (2010) “Renovating the pyramid of needs: Contemporary extensions built upon ancient foundations” Perspectives on Psychological Science (3): 157-163 Clayton Alderfer at toolshero.com Accessed 02.03.2015 C.A Arnolds and C Boshoff (2002) “Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory” The International Journal of Human Resource Management Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 48 McClelland's Human Motivation Theory MindTools, Ltd Retrieved November 29, 2013 Harrell, Adrian M.; Stahl, Michael J (1981) “A behavioral decision theory approach for measuring McClelland's trichotomy of needs” Journal of Applied Psychology, Vol 66 (2), 242247 Herzberg, F 1968, "One more time: how you motivate employees?", Harvard Business Review, vol 46, iss 1, pp 53–62 Robert J House and Lawrence A Wigdor (2006) “Herzberg's dual-factor theory of job satisfaction and motivation: A review of the evidence and a criticism” Personnel Psychology, Vol 20 (4), 369-390 King, Nathan (1970) “Clarification and evaluation of the two-factor theory of job satisfaction” Psychological Bulletin, Vol 74 (1), 18-31 Hackman, J R & Oldham, G R (2005) How job characteristics theory happened The Oxford handbook of management theory: The process of theory development, 151-170 Oldham, G R., & Hackman, J R (2010) “Not what it was and not what it will be: The future of job design research” Journal of Organizational Behavior, 463-479 Norman, Geoff (2010) “Likert scales, levels of measurement and the “laws” of statistics” Advances in Health Science Education Vol 15(5) pp625-632 Cronbach LJ (1951) "Coefficient alpha and the internal structure of tests".Psychometrika 16 (3): 297–334 doi:10.1007/bf02310555 Dodge, Y (2006) The Oxford Dictionary of Statistical Terms, OUP ISBN 0-19-920613-9 Hilborn, Ray; Mangel, Marc (1997) The ecological detective: confronting models with data Princeton University Press p 24 ISBN 978-0-691-03497-3 Retrieved 22 August 2011 TAC (2008) Tuong An’s overview and introduction Retrieved from http://www.tuongan.com.vn/vn/default.aspx?c=287 20/05/2008 Hoang Dien (2015) Tuong An’s Futures? Retrieved from http://nhipcaudautu.vn/doanhnghiep/phan-tich/tuong-lai-nao-cho-dau-thuc-vat-tuong-an-3268602/#axzz4Fcr97quz 20/05/2015 Quynh Anh (2016) Tuong An’s capital issues Retrieved from http://www.baomoi.com/cong-tyme-cua-dau-thuc-vat-tuong-an-muon-ban-von-so-huu/c/19721247.epi 28/06/2016 _ Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 49 APPENDIX 1: SURVEY/ QUESTIONNAIRE SURVEY ON JOB SATISFACTION AT TUONG AN VEGETABLE OIL JS COMPANY Dear Sir/ Madam, My name is Dang Hoang Giang, a student of the MBA programme OUM – HUTECH 2016 I am currently doing a research on “Job Satisfaction” at Tuong An Vegetable Oil JS Company to finish my thesis Kindly take a few minutes to circle the box numbers of the following questionaire and return me as soon as possible according to the following contacts: Full name: Dang Hoang Giang Cell phone: 0908097988 Email: yiang.deng@gmail.com Your answers are kindly appreciated and kept confidentially, used for studying pusposes only QUESTIONAIRES Did your Work Schedule Flexibility meet your expectations in the following areas? Very Very dissatisfied satisfied 1.1 The ease of getting time off for family as needed 1.2 The opportunity to part-time or flextime work without being 5 penalized 1.3 The amount of flexibility in work scheduling Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 50 How you feel your Job Stress in the following areas? Strong Strong disagreement Agreement 2.1 Working here leaves little time for other activities 2.2 I have too much work and too litle time to it in 2.3 I feel like I never have a day off What you think about the Fairness in Skill-based Pay in your company? 3.1 Supervisors a good job of certifying employees for skill- Strongly Strongly disagree Agree 5 based pay raises 3.2 The skill-based pay certifications are a fair test of employee ability to perform a task 3.3 The skill-based pay plan is fair to most employees How often you feel your Job Overloaded? Rarely Very often 4.1 How does your job require you to work very fast? 4.2 How often does your job leave you with little time to get things 5 done? 4.3 How much workload you have? Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 51 In general, which level of Job Satisfaction have you been in? How you feel satisfiled with your current job? Very Very dissatisfied satisfied 5.1 All in all, I am satisfied with my job 5.2 In general, I don’t like my job 5.3 In general, I like working here ADDITIONAL INFORMATION: Please send us your following general information for recording purposes only: Gender: Male Female Age: 15 - 20 20 - 25 26 - 30 31 – 35 36 - 40 41 – 50 51 - 55 56 - 60 Marrital Status: Single Married Divorced Education: High school College Bachelor Master PhD Others Officer/ Clerk Engineer Supervisor Executive Director Other Your position: How long have you been working for Tuong An JSC? (working experience) Under months months-1 year – years – years – years >4 years THANK YOU FOR YOUR SUPPORTS AND CO-OPERATIONS! ************ The survey ends in here! ************ Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods APPENDIX 2: PRESENTATION/ SLIDES Student: Dang Hoang Giang (ID: CGSVN00004201) Page | 52 Business Research Methods Student: Dang Hoang Giang (ID: CGSVN00004201) Page | 53 Business Research Methods Student: Dang Hoang Giang (ID: CGSVN00004201) Page | 54 Business Research Methods Student: Dang Hoang Giang (ID: CGSVN00004201) Page | 55 Business Research Methods Student: Dang Hoang Giang (ID: CGSVN00004201) Page | 56 [...]... role to the Job Satisfaction at Tuong An Company I need to find out what are the positive and negative hypotheses and its relationships to the Job Satisfaction at Tuong An 2.2 Research Objectives The purpose of this research is to find out key factors influencing on Job Satisfaction of employees working at Tuong An My research focus on 3 main factors:  Firstly, searching related information and trying... influence to Job Satisfaction below:  H1: There is a positive relationship between Satisfaction with Work Schedule Flexibility and Job Satisfaction  H2: There is a negative relationship between Job Stress and Job Satisfaction  H3: There is a positive relationship between Fairness in skill based pay and Job Satisfaction  H4: There is a negative relationship between Job overload and Job Satisfaction Research. .. Cooking oil consumption volume was increased rapidly within several years later on In 1992, the consumption volume is 215% higher than the one in 1991 In 1993, it was 172% higher than the one in 1992 Tuong An Cooking Oil has been favoured by local consumers and has become the flagship of Tuong An ever since In the trend of regional and international economic integration, Tuong An has continuously innovated... However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separate set of job characteristics leads to dissatisfaction at work Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes,... agents and buyers in Japan, Middle East, East Europe, Hong Kong, China, etc Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 15 1.6 Organization structure Figure 2: Tuong An s Organizational Structure 2 About the Research The research project is about Job Satisfaction at Tuong An Joint Stock Company where I had one year co-partnering with them from 2005 to 2006 as an expert... recruiting right people, Tuong An has to keep loyal employees and talents for the company Because of human shortage and “head-hunting” competition in the vegetable oil industry in the era of global integration, the retention of good employees are becoming a big issue for Tuong An Tuong An s Management always realizes Job Satisfaction of employees as one of the most important factors for Tuong An towards its... global indication of job satisfaction of employees Before that, Job Satisfaction has been developed in different ways by some different researchers and practitioners One of the most widely used definitions in organizational research is that of Edwin A Locke (1976), who defines the Job Satisfaction as a “Pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences”... contrasting models of manpower motivation being used in human resource management, organizational behavior, organizational communication and organizational development The X theory and Y theory emphasize manager’s management and leadership styles are influenced by his or her perceptions Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 22 Figure 3: McGregor’s X theory and... of research This research will assist the Management and HR Director of Tuong An to do understand and be aware of importance of Job Satisfaction which is the most important factor to express the HR policy’s effectiveness and corporate concept towards human resources Hence, it may improve the employee’s LEADERSHIP - INTEGRITY - COOPERATION INNOVATION - QUALITY – PEOPLE Thanks to this, Tuong An company... what meaning of Job Satisfaction of employees at Tuong An  Secondly, designing a research model and test related factors to check influences between the factors and accessing strong and weak level of each factor in influence progress  Thirdly, discussing and proposing recommendations to improve the effectiveness and forecast the human resources management at Tuong An in the future 2.3 Significance