Taking charge behavior at viettinbank

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) TAKING CHARGE BEHAVIOR AT VIETINBANK STUDENT’S FULL NAME : TRINH NGOC DOANH STUDENT ID : CGS00019382 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) ADVISOR’S ASSESSMENT - ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS I would like to express my sincere gratitude to my lecturer Dr Nguyen The Khai whose expertise, patience - for the support of my thesis, His guidance helped me in all the time of research and writing of this thesis I am grateful for the support from Vietinbank for permission the employees answer the survey and support information related to my research I would like to thank my colleagues from Vietinbank for their wonderful collaboration You supported me greatly and were always willing to help me I would also like to thank my family for the support they provided me through my entire life and in particular, I must acknowledge my wife, without whose love, encouragement and assistance, I would not have finished this thesis Once again, I thank very much to all Trinh Ngoc Doanh CONTENTS ABSTRACT PART ONE: INTRODUCTION Introduction of the company Organization Chart Share capital/ Shareholders’ structure Research problem statement Research objectives Research scope Significance of research PART TWO: LITERATURE REVIEW Argument for selecting the constructs Maslow’s theory Alderfer’s ERG theory 10 McClelland’s theory 12 Discussion 13 Definition of Constructs 13 Taking Charge 13 Organizational Commitment 13 Supervisory Support 14 Performance Appraisal System Knowledge 15 Perceived Ability – Job Fit 16 PART THREE: HYPOTHESES AND METHODS 17 Hypotheses 17 Research model 17 Data collection – Designing template scale 18 Taking Charge (TC – Dependence variable) 18 Organizational Commitment (OC – Independence variable) 19 Supervisory Support (SS – Independence variable) 20 Performance Appraisal System Knowledge (PA – Independence variable) 22 Perceived Ability – Job Fit (AJ - Independence variable) 23 Data collection progress 24 Data analysis 25 PART FOUR: RESULTS 26 Cronbach’s Alpha 26 Cronbach’s Alpha standard applied 26 Cronbach’s Alpha of constructs 26 Statistics information 28 Descriptive statistics 28 Correlation statistics 28 Hypotheses testing 29 Hypothesis proposed (H1) 29 Hypothesis proposed (H2) 30 Hypothesis proposed (H3) 31 Hypothesis proposed (H4) 32 PART FIVE: CONCLUSIONS 34 Discussion 34 Limitation of research 34 Forecast recommendation 34 REFENRENCES 36 APPENDIX 38 Appendix 1: Survey 38 Appendix 2: Presentation 45 FIGURES AND TABLES FIGURES Figure Maslow's hierarchy of needs 09 Figure Alderfer’s ERG theory 10 Figure McClelland’s theory 12 Figure Research Model 17 TABLES Table Taking Charge scale 18 Table Organizational Commitment scale 20 Table Supervisory Support scale 21 Table Performance Appraisal System Knowledge scale 22 Table Perceived Ability – Job Fit scale 23 Table Time table 24 Table Cronbach’s Alpha - Internal Consistency 25 Table Cronbach’s Alpha of Taking Charge 26 Table Cronbach’s Alpha of Organization Commitment 26 Table 10 Cronbach’s Alpha of Supervisory Support 26 Table 11 Cronbach’s Alpha of Performance Appraisal 26 Table 12 Cronbach’s Alpha of Perceived Ability – Job Fit 27 Table 13 Descriptive statistics 28 Table 14 Correlation statistics 28 Table 15 Model summary of H1 30 Table 16 Coefficients of H1 30 Table 17 Model summary of H2 30 Table 18 Coefficients of H2 31 Table 19 Model summary of H3 31 Table 20 Coefficients of H3 31 Table 21 Model summary of H4 32 Table 22 Coefficients of H4 32 Business Research Methods Page 1/ 57 ABSTRACT This purpose of this research is to find the factors influence to the Taking charge behavior of Vietinbank staff I will use Business Research Methods to determine Taking Charge behavior and the factors that it influence Taking Charge And this research also was conducted by quantitative method with source data is surveys that it issued by offline to 450 employees of Vietinbank to collect the ideas and comments of employees about Taking Charge behavior The result of these surveys shall be statistically analyzed by SPSS version 20 Hypotheses used this research includes five constructs: one dependent construct (Taking Charge) and four independent constructs (Organizational Commitment, Supervisory Support, Performance Appraisal System Knowledge, Perceived AbilityJob Fit) I hope results of this research could help the CEO; managers of Vietinbank have some reference to improve and increase quality resource based on Taking Charge behavior of employees as well as the clear perception that Taking Charge behavior of employees will impact to working effective, ability of competitiveness of the firm Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 2/ 57 PART ONE: INTRODUCTION Introduction of the company Vietinbank was established in 1988 after being separated from State Bank of Vietnam with its head office locate at 108 Tran Hung Dao St., Hoan Kiem Dist., Hà Nội city, Việt Nam - Vietinbank is one of the four largest State-owned commercial banks of Vietnam, Vietinbank’s total assets account for over 20 percent of the market share of the whole Vietnamese banking system Vietinbank’s capital resources keep on increasing over the years and have been substantially rising since 1996 with the annual average growth of 20 percent, especially up 35 percent a year against that of last year - Vietinbank has developed an operations network comprising of 01 Transaction Centers, 150 branches, over 1000 transaction offices/ savings offices Has established correspondent relationship with 900 banks, financial institutions of 90 countries and territories all over the world - Being diversified with 07 independent accounting subsidiaries: Vietinbank Leasing Company, Vietinbank Securities Company, Vietinbank Asset Management Company, Vietinbank Insurance Company, Vietinbank Fund Management Company, Vietinbank Gold and Jewelry Company, Vietinbank Global Money Transfer Company and 03 non-profit making units: Vietinbank Information Technology Center, Vietinbank Card Center and Vietinbank Training Center - Being the founder of the following Financial Credit Institutions:  Saigon Bank for Commerce and Industry  Indovina Bank (the first joint-venture bank in Vietnam)  Vietnam International Leasing Company – VILC (the first financial leasing company in Vietnam)  Vietinbank Insurance Company Ltd - Being the official member of: Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 3/ 57  Vietnam’s Banker Association  Asian Banker’s Association  Society for Worldwide Interbank Financial Telecommunications (SWIFT)  Visa International Services Association Scope business Vietinbank’s services include Fund Mobilization in the form of Tem Deposits for Retail and Corporate clients, Foreign Exchange, Guarantees, International Settlements, Letter of Credit, Capital Markets, Money Markets, Bonds, Equity Investment, Correspondent Banking, Internet Banking and other innovative financial and investment services and solutions licensed by the State Bank of Vietnam Vision: To become one of the most modern and effective financial and banking group in and outside the country Mission: To become the leading financial and banking corporation in Vietnam that operates in diverse areas, as well as provides products and services that conforms to international standards, aiming to improve the values of life Core values:  Customer-oriented operations;  Dynamic, innovative, professional, devoted, transparent, modern;  Workers have the right to make their best effort and contribution – they have the right to receive rightful compensation – they have the right to pay homage to outstanding individuals and workers Business Philosophy:  Safe, effective, sustainable, and in compliance with international standards;  United, ready to cooperate, share, and be socially responsible; Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 36/ 57 REFENRENCES - William G Zikmund, (2013) Business Research Methods 9th International Edition McGraw-Hill/Irwin - Dail L Fields (2002) Taking the measure of work: a guide to validated scales for organizational research and diagnosis Regent University - Gary Dessler (2013) Human Resource Management 13th McGraw-Hill/Irwin - Thomas S Bateman, Scott A Snell (2013) Management - Leading & Collaborating in a Competitive World 10th McGraw/Hill - Maslow A H (1943) Theory of Human Motivation Psychological Review, 370396 - 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 - Harrell, Adrian M, Stahl, Michael J (1981) “A behavioral decision theory approaches for measuring McClelland's trichotomy of needs” Journal of Applied Psychology, Vol 66 (2), 242-247 - Lincoln and Kalleberg’s (1990) - https://www.boundless.com/management/concepts/maslow-s-hierarchy-of-needs0-3945/ - www.mindtools.com/pages/article/human-motivation-theory.htm - http://study.com/academy/lesson/organizational-commitment-definition-theorytypes.html - http://www.scontrino-powell.com/2011/supervisor-support-a-key-ingredient-ineffective-leadership/ - http://smallbusiness.chron.com/purpose-performance-appraisal-systems-1921.html - http://onlinelibrary.wiley.com/doi/10.1002/%28SICI%2910991379%28199801%2919:1%3C53::AID-JOB826%3E3.0.CO;2-D/abstract - http://onlinelibrary.wiley.com/doi/10.1111/j.1744-6570.1992.tb00970.x/abstract Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods - Page 37/ 57 http://www.scontrino-powell.com/2011/supervisor-support-a-key-ingredient-ineffective-leadership/ - http://www.sbv.gov.vn/portal/faces/vi/pages/apph/tcnh/tcnh_chitiet;jsessionid=P0 ggXgPJnx9n8J25TjxdwyQkm1TrvSlhsQVQyrTnP9J1QD0ljjLh!445679216!1649 873077?dDocName=SBVWEBAPP01SBV079407&dID=81917&_afrLoop=3884 918561224670&_afrWindowMode=0&_afrWindowId=null#%40%3FdID%3D81 917%26_afrWindowId%3Dnull%26_afrLoop%3D3884918561224670%26dDocN ame%3DSBVWEBAPP01SBV079407%26_afrWindowMode%3D0%26_adf.ctrlstate%3D1ci35i4vig_4 - http://www.sbv.gov.vn/portal/faces/vi/pages/apph/tcnh/tcnh_chitiet?dDocName=C NTHWEBAP01162521518&dID=48638&_afrLoop=3891464823219670&_afrWi ndowMode=0&_afrWindowId=null#%40%3FdID%3D48638%26_afrWindowId %3Dnull%26_afrLoop%3D3891464823219670%26dDocName%3DCNTHWEB AP01162521518%26_afrWindowMode%3D0%26_adf.ctrl-state%3D87qje4h66_4 - http://www.trungtamwto.vn/wto/cam-ket-mo-cua-thi-truong-dich-vu-ngan-hangva-cac-dich-vu-tai-chinh - http://www.tinmoi.vn/nong-bong-toi-pham-trong-linh-vuc-ngan-hang01640275.html - www.vietinbank.vn - www.vietinbank.com - Vietinbank Annual Report 2014 - https://tuyendung.vietinbank.vn/hr/online/vn/gioi-thieu/chinh-sach-nhansu/index.html?p=1 - http://vietinbank.edu.vn/Default.aspx?tabid=457&IntroId=6&temidclicked=6 Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 38/ 57 APPENDIX Appendix 1: Survey TAKING CHARGE BEHAVIOR AT VIETINBANK Dear Mr / Ms My name is Trinh Ngoc Doanh I’m a student of MBA Collaboration Program at Open University Malaysia and Ho Chi Minh City University of Technology I am conducting the research for my thesis My research thesis is about “Taking Charge at Vietinbank” I’m highly appreciated your helping by answering the following questionnaires All of your answers will be strictly confidentially kept and be solely used for the purpose of my studying only Your value time and feedback are extremely useful and meaningful to my fulfillment of my graduation thesis If you need any information related to this questionnaire, would you please call me at my mobile number +84.903.066.007 or contact me via email: doanhtn@yahoo.co.uk Thank you very much for your very kindly response to this questionnaire INSTRUCTION ON HOW TO TICK To choose:  To cancel:  To re-choose:  QUESTIONNAIRES A Taking charge: Taking charge entails voluntary constructive effort to bring about functional changes in an organization These may include changes in how work is Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 39/ 57 performed It is discretionary behavior that is inherently change oriented, aimed at improvement in the organization No Questions = very infrequently and = very frequently This person often tries to adopt improved procedures for doing his or 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 her job This person often tries to change how his or her job is executed in order to me more effective This person often tries to bring about improved procedure for work unit or department This person often tries to institute new work methods that are more effective for the company This person often tries to change organization rules or policies that are nonproductive or counterproductive This person often makes constructive suggestions for improving how things operate within the organization This person often tries to correct a faulty procedure or practice This person often tries to eliminate redundant or unnecessary procedure Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods No Questions Page 40/ 57 = very infrequently and = very frequently This person often tries to implement solution to pressing organizational 1 2 3 4 5 1 2 3 4 5 problem This person often tries to introduce new 10 structures, technologies, or approaches to improve efficiency B Organizational Commitment: Organizational Commitment correlated positively with higher position of authority, job autonomy, and higher-quality workplace relationship 1=strongly disagree, 2=disagree, No Questions 3=uncertain, 4=agree, 5=strongly agree I'm willing to work harder than I have 11 to in order to help this organization 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 succeed 12 13 14 15 16 I feel very loyalty to this organization I would take almost any job to keep working for this organization I find that my values and the organization's are very similar I am proud to be working for this organization I would turn down another job for more Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 41/ 57 1=strongly disagree, 2=disagree, No Questions 3=uncertain, 4=agree, 5=strongly agree pay in order to stay with this organization C Supervisory Support: to assess employee perceptions of the extent to which they receive superior support in their job In general, supervisory support may include career guidance, performance feedback, challenging work assignments and work opportunities that promote employee development and visibility 1=strongly disagree, 2=disagree to No Questions some extent, 3=uncertain, 4=agree to some extent, 5=strongly agree 17 18 My supervisor take time to learn about my career goals and aspiration My supervisor cares about whether or not I achieve my goals 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 My supervisor makes sure I get the 19 credit when I accomplish something substantial on the job 20 My supervisor gives me helpful feedback about my performance My supervisor gives me helpful advice 21 about improving my performance when I need it 22 My supervisor supports my attempts to acquire additional training or education Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods Page 42/ 57 1=strongly disagree, 2=disagree to No Questions some extent, 3=uncertain, 4=agree to some extent, 5=strongly agree to further my career My supervisor provides assignment that 23 give me the opportunity to develop and 1 2 3 4 5 1 2 3 4 5 strengthen new skills My supervisor assigns me special 24 project that increase my visibility in the organization D Performance Appraisal System Knowledge: it describes the extent to which employees perceive they understand important aspects of the performance appraisal system related to their job Performance appraisal system knowledge has been found to explain the extent of agreement between employees and supervisor ratings of work performance No 25 Questions I understand the performance appraisal system being used in my agency 1=strongly disagree and 5=strongly agree 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 My supervisor and I concur on the 26 meaning of the criteria used in the performance appraisal system 27 28 I understand the objectives of the present performance appraisal system I have a real understanding of how the Student: Trinh Ngoc Doanh (ID: CGS00019382) Business Research Methods No Questions Page 43/ 57 1=strongly disagree and 5=strongly agree performance appraisal system works 29 30 I know the criteria used by my employer to evaluate my performance I understand the standards of performance my employer expects 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 My employer clearly communicates to 31 me the objectives of the performance appraisal system E Perceived Ability – Job Fit: whether a given level of job demands is stressful to a jobholder is determined by his or her ability to perform the job Perceived ability – job fit correlated positively with job demands, control, life satisfaction, age, adequacy of income and tenure No 32 33 34 35 36 Questions I feel that my work utilizes my full abilities I feel competent and fully able to handle my job My job gives me a chance to the things I feel I best I feel that my job and I are well matched I feel I have adequate preparation for Student: Trinh Ngoc Doanh (ID: CGS00019382) 1=strongly disagree and 5=strongly agree 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Business Research Methods No Page 44/ 57 1=strongly disagree and 5=strongly Questions agree the job I now hold Personal Information (Optional) Name: Gender:  Male  Female Age  Under 24 years old  from 24 to 36 years old  From 36 to 45 years old  above 45 years old Academic degree  High school  Colleges Degree  Master Degree  Doctoral Degree  Bachelor Degree Working seniority  Under year  from to years  From to years  above years Working position  Direct employee  Office staff  Manager  Senior Manager Thank you very much! Student: Trinh Ngoc Doanh (ID: CGS00019382)  Supervisor/Team leader Business Research Methods Appendix 2: Presentation Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 45/ 57 Business Research Methods Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 46/ 57 Business Research Methods Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 47/ 57 Business Research Methods Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 48/ 57 Business Research Methods Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 49/ 57 Business Research Methods Student: Trinh Ngoc Doanh (ID: CGS00019382) Page 50/ 57 [...]... Exploratory factor analysis showed that taking charge was empirically distinct from in-role behavior, civic virtues and altruism It is discretionary behavior that is inherently change oriented, aimed at improvement in the organization Organizational Commitment Organizational commitment may be viewed as an organizational member’s psychological attachment to the organization Student: Trinh Ngoc Doanh (ID:... There is a positive relationship between Organizational Commitment and Taking Charge  H2: There is a positive relationship between Supervisory Support and Taking Charge  H3: There is a positive relationship between Performance Appraisal System Knowledge and Taking Charge  H4: There is a positive relationship between Perceived Ability – Job Fit and Taking Charge Research model Figure 4: Research Model... Taking Charge behavior is different from one person to another Definition of Constructs Taking Charge Taking charge entails voluntary efforts to bring about functional change in an organization These may include changes in how work is performed Taking charge correlated positively with top management openness, general selfefficacy, felt responsibility, expert power, and organization level Exploratory factor... factors that may affect Taking Charge it are Organizational Commitment, Supervisory Support, Performance Appraisal System Knowledge, Perceived Ability-Job Fit Research objectives This purpose of this research is way to find the factors influence to the Taking Charge behavior of employees working at Vietinbank The research will focus 3 main factors:  Search related information and try to define what meaning... factors influencing to Taking Charge behavior at Vietinbank; it does not have intention of re-structuring, changing and replacing the employees This survey was conducted from 01 Jun to 07 Jul 2016 Significance of research This research help CEO, Directors; Managers understand and are more aware of the importance of Taking- Charge behavior and some factors that influence the TakingCharge That is the important... (ID: CGS00019382) Business Research Methods Page 18/ 57 Data collection – Designing template scale Taking Charge (TC – Dependence variable) It was developed by Morrison and Phelps (1999) Taking charge entails voluntary efforts to bring about functional change in an organization These may include changes in how work is performed Taking charge correlated positively with top management openness, general... management openness, general selfefficacy, felt responsibility, expert power, and organization level Exploratory factor analysis showed that taking charge was empirically distinct from in-role behavior, civic virtues and altruism It is discretionary behavior that is inherently change oriented, aimed at improvement in the organization Response to the items using a 5-point Likert-type scale where 1=very infrequently... McClelland is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context This model was developed in the 1960s soon after Maslow’s hierarchy of needs in the 1940s McClelland stated that we all have these three types of motivation regardless of age, sex, race, or culture The type of motivation that each individual... Existence category He fit Maslow’s interpersonal love and esteems needs into the Relatedness category The Growth category contained the self-actualization and selfesteem needs Alderfer also proposed a regression theory to go along with the ERG theory He said that when needs in a higher category are not met then individuals redouble the efforts invested in a lower category need For example if selfactualization... α ≥ 0.9 Very good α ≥ 0.8 Good α ≥ 0.7 Acceptable α < 0.7 Not related (Table 7: Cronbach’s Alpha - Internal Consistency) Cronbach’s Alpha of constructs Taking Charge (TC) Reliability Statistics Cronbach's N of Items Alpha 888 10 (Table 8: Cronbach’s Alpha of Taking Charge) The Cronbach’s Alpha of Taking Charge is 0.888, suggesting that the construct has high internal consistency and good reliability