Research about career commitment at sagontourist corporation

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT CAREER COMMITMENT AT SAIGONTOURIST CORPORATION STUDENT’S FULL NAME : NGUYEN THI THU TAM STUDENT ID : CGS00019365 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) Ho Chi Minh City, July 2016 A DVISOR’S ASSESSMENT …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………… ADVISOR’S SIGNATURE (July 2016) NGUYEN THE KHAI (DBA) A CKNOWLEDGEMENTS Dear Dr Khai, In my memory, you are very and very good lecturer I have been received your many things and my classmates during research progress The efforts of many people are needed to develop and improve this research such as members of family, friends, colleagues, SaigonTourist Among these people are the reviewers and consultants; their viewpoints out areas of concern, cite areas of strength, and make recommendations for change Thanks and the best for all Nguyen Thi Thu Tam Student C ONTENTS ABSTRACT INTRODUCTION About SaigonTourist History Development and investment Scope Corporate culture Contact Research problem statement Research objectives Research scope 10 Significance of research 10 LITERATURE REVIEW 11 Definition of constructs 11 Career Commitment 11 Developmental Experiences 12 Career Satisfaction 12 Perceived Ability Job Fit 13 Perceived Importance of Work Place Values 14 Argument for the relationship among the constructs 14 Ajzen and Fishbeins’ Theory of Reasoned Action 14 Herzeberg’s two factors theory 16 Vroom’s expectancy theory 18 Maslow’s theory 19 Hackman and Oldham’s job characteristics 20 Adams' equity theory 21 Goal setting theory 23 Hypotheses 24 Research model 24 METHODOLOGY 25 Data collection 25 Career Commitment 25 Developmental Experiences 26 Career Satisfaction 27 Perceived Ability Job Fit 28 Perceived Importance of Workplace Values 28 Progress and timeline of data collection 29 Data analysis 30 RESULTS 31 Cronbach’s Alpha 31 Statistics information 31 Descriptive statistics 31 Correlation statistics 32 Hypotheses testing 33 Hypothesis suggested (H1) 33 Hypothesis suggested (H2) 34 Hypothesis suggested (H3) 35 Hypothesis suggested (H4) 36 CONCLUSIONS 37 Discussion 37 My viewpoint 37 My forecast 38 Limitation of research 38 REFERENCES 39 APPENDIX 44 Appendix 1: Survey 44 Appendix 2: Presentation 48 L IST OF FIGURES AND TABLES Figure : Ajzen and Fishbein's Theory of Reasoned Action 15 Figure : Vroom’s Expectancy Theory of Motivation 19 Figure : Research model 24 Table : Career Commitment 26 Table : Developmental Experiences 27 Table : Career Satisfactory 23 Table : Perceived Ability Job Fit 28 Table : Perceived Importance of Workplace Values 29 Table : Cronbach’s Alpha 31 Table : Descriptive statistics 32 Table : Correlation statistics 33 Table : Model summary of H1 34 Table 10 : Coefficients of H1 34 Table 11 : Model summary of H2 34 Table 12 : Coefficients of H2 35 Table 13 : Model summary of H3 35 Table 14 : Coefficients of H3 35 Table 15 : Model summary of H4 36 Table 16 : Coefficients of H4 36 Business Research Methods A Nguyen Thi Thu Tam - ID: 19365 BSTRACT This study examined the impact of career commitment Data was collected with standardized questionnaires The collected data computed and analyzed through factor analysis, Cronbach’s Alpha, descriptive statistics, correlation, and multiple regression analysis In my research, I designed research model include:  Developmental Experiences, Career Satisfaction, Perceived Ability Job Fit and Perceived Importance of Workplace Values are Independent Variables (IV)  Career Commitment is Dependent Variable (DV) Four IV factors will influence to DV factor The findings in this study would help managers of SaigonTourist to formulate strategies that involved work factors such as distributive and procedural to improve the management of human resource development These strategies would help in influencing positive behaviors among employees, and hence achieve effectiveness and high productivity in the organization Therefore, it was worth the effort for the organization to train and educate their managers on the impact of perceptions of organizational justice on the motivation and commitment of their employees Key words in this research: Career Commitment, Developmental Experiences, Career Satisfaction, Perceived Ability Job Fit, Perceived Importance of Workplace Values and SaigonTourist Page / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 I NTRODUCTION About SaigonTourist History Companies Travel Ho Chi Minh City was formed and in operation since 1975 In 31/03/1999, as decided by the People's Committee of Ho Chi Minh City, Saigon Tourist (SaigonTourist) was established, comprised of member units, which took tourist company in Ho Chi Minh city as the core SaigonTourist is Vietnam National Administration of Tourism rated as one of the leading enterprises in the tourism sector due to the positive contribution in the development of the tourism industry in the country with many service models With the motto "Brand - Quality - Efficiency - Integration", SaigonTourist will focus on increasing business efficiency, improve service quality, development of investment capital to upgrade facilities, development of new products featuring the traditional culture, strengthen the propaganda - promotion - marketing to the target market and potential As an official member of the World Tourism Organization as PATA, JATA, USTOA, and cooperative relationship with more than 200 companies of international travel services of 30 countries, SaigonTourist will continue to focus on developing markets, especially international target markets such as Japan, China, Taiwan, Singapore, Korea, France, Germany, Britain, Canada, the United states Through the promotion of new products on accommodation, restaurants, travel shopping, MICE, tourism and Page / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 river ships To ensure sustainable growth, SaigonTourist will actively developing branches in Southeast Asia With strong capability and vision on the future of the tourism industry of Vietnam, SaigonTourist continue to strive to expand the market and towards Vietnam on par with the Asian Tour Development and investment In Vietnam, SaigonTourist is now the largest tourism trademark Over the years, SaigonTourist has diversified business areas, and currently manages travel service companies, 54 hotels, 13 resorts and 28 restaurants with full amenities In the field of joint venture, SaigonTourist has invested in more than 50 joint-stock companies and limited liability companies in the country and foreign-invested joint ventures, operating in major cities across the country To make the SaigonTourist trademark more impressive for visitors, SaigonTourist is calling both domestic and foreign investors for hotel and tourist site projects in provinces and cities This activity not diversifies and improves the product and service quality of the SaigonTourist system, but also contributes to the development of the Vietnamese tourism industry SaigonTourist is proud to be a pioneer in developing Vietnamese tourism, particularly tourism sites in Hue, Ha Long, Nha Trang, Phu Quoc and Mui Ne In the central area of Ho Chi Minh City: The Corporation owns a hotel chain standards like star and 4-star Sheraton Hotel, Caravelle Hotel, Newold Hotel, Rex Hotel, Majestic Hotel, Continental Saigon Hotel, Grand Hotel, Kim Do Hotel, Oscar Saigon Hotel, First Hotel, Palace Hotel, Liberty Page / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 My forecast Most recently, the implementation of the commitments in the Agreement on the TransPacific Partnership (TPP) have a positive impact on the tourism industry, but opportunities always come with challenges At the same time, international tourists are also many opportunities to facilitate the procedure, move faster and cheaper thanks to the temporary import program's commitment to business visitors under the TPP From here will increase their ability to attract investment and tourism revenue for the country Furthermore, the integration will promote the development of the industry in a positive direction on all aspects of tourism services, infrastructure, cultural behavior, human resources to meet the growing demand of tourism So, the development of human resources is urgent for the tourism industry in Vietnam in general and in particular SaigonTourist in international economic integration Limitation of research My research will have some limitation:  The samples is very small (n = 270)  The time for collecting data is short time  The difference in translating English and Vietnamese of surveys  The survey respondents have another viewpoints about Career Commitment My research reflects only a small portion of HRM statement at SaigonTourist, not reflecting the Vietnam tourism industry or other companies in the travel industry Page 38 / 52 Business Research Methods R Nguyen Thi Thu Tam - ID: 19365 EFERENCES William G Zikmund (2013) Business Research Methods 13th McGraw-Hill/Irwin Maslow A H (1943) Theory of Human Motivation Psychological Review, 370-396 Robbins Stephen P (2002) Organizational Behavior 10th Edition Pearson Efere P (2005) Motivation and Job Satisfaction Trans-Atlantic College London Murphy, K R., Cleveland, J N (1995) Understanding performance appraisal: Social, organizational and goal-based perspectives Thousand Oaks, California: Sage Ng, T W H., Eby, L T., Sorensen, K L., & Feldman, D C (2005) Predictors of objective and subjective career success A meta-analysis Personnel Psychology, 58, 367–408 Oreilly, C (1989) Corporations, Culture and Commitment: Motivation and Social Control in Organizations California Management Review, 31(4), 9-25 O’Reilly, C., Chatman, J and Caldwell, D.F (1991) People and organizational culture: a profile comparison approach to assessing person-organization fit, Academy of Management Journal, 34(3), pp 487–516 Porter, L.W., Steers, R.M., Mowday, R.T & Boulian, P.V (1974) Organizational commitment, job satisfaction, and turnover among psychiatric technicians Journal of Applied Psychology, 59(5), 603-609 Page 39 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Chuang-Liao (2010) Strategic Human Resource Management in Service Context: Taking Care Of Business By Taking Care Of Employees And Customers, Personnel Psychology Eisenberger, R„ Cummings, J., Armeli, S., Lynch, P (1997) Perceived organizational support, discretionary treatment and job satisfaction Journal of Applied Psychology, 82(5), 812-820 Judge, T A., Cable, D M., Boudreau, J W., & Bretz, R D (1995) An empirical investigation of the predictors of executive career success Personnel Psychology, 48, 485–519 Kristof, A.L (1996) Person-organization fit: An integrative review of its conceptualizations, measurement, and implications Personnel psychology, 49(1), 1-49.DOI: 10.1111/j.1744-6570.1996.tb01790 Loveman, G W (1998) ‘Employee satisfaction, customer loyalty, and financial performance: Challenging the satisfaction mirror’ International Journal of Service Research, (1), pp 18-31 Katharine J Klein and Rosalie J Hall (1988) Correlates of Employee Satisfaction with Stock Ownership: Who likes an ESOP Most? Journal of Applied Psychology, 73(4), 630-638 Lansbury, R (1988) Performance management: A process approach Human resource management, Australia, March Page 40 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Levy, P E., & Williams, J R (1998) The role of perceived system knowledge in predicting appraisal reactions, job satisfaction, and organizational commitment Journal of Organizational Behavior, 19, 53-65 Murphy, K R., Cleveland, J N (1995) Understanding performance appraisal: Social, organizational and goal-based perspectives Thousand Oaks, California: Sage Ng, T W H., Eby, L T., Sorensen, K L., & Feldman, D C (2005) Predictors of objective and subjective career success A meta-analysis Personnel Psychology, 58, 367–408 Oreilly, C (1989) Corporations, Culture and Commitment: Motivation and Social Control in Organizations California Management Review, 31(4), 9-25 O’Reilly, C., Chatman, J and Caldwell, D.F (1991) People and organizational culture: a profile comparison approach to assessing person-organization fit, Academy of Management Journal, 34(3), pp 487–516 Porter, L.W., Steers, R.M., Mowday, R.T & Boulian, P.V (1974) Organizational commitment, job satisfaction, and turnover among psychiatric technicians Journal of Applied Psychology, 59(5), 603-609.Meyer, J P., & Herscovitch, L (2001) Commitment in the workplace: Toward a general model Human Resource Management Review, 11, 299-326 Oreilly, C (1989) Corporations, Culture and Commitment: Motivation and Social Control in Organizations California Management Review, 31(4), 9-25 Page 41 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Scandura, T A & Lankau, M J (1997) Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction, Journal of Organizational Behavior, 18(4), 377-391 Wiener, Y (1982) Commitment in organizations: A normative view Academy of Management Review, 7, 418-428 Saeed, R el al (2013) Factors influencing job satisfaction of employees Middle-East Journal of Scientific Research, 16 (11), 1476-1482 Tepeci, M & Bartlett, A.L.B (2002) The hospitality industry culture profile: a measure of individual value, organizational culture, and person-organization fit as predictors of job satisfaction and behavioral intentions International Journal of Hospitality Management, 21(2), 151-170 DOI: 10.1016/S0278- 4319(01)00035-4 Tyler, T.R (1989) The psychology of procedural justice: A test of the group-value model Journal of Personality and Social Psychology, 57(5), p.830-838 Weiner, Y and Verdi, Y (1980) Relationships between job, organization, and career commitments and work outcomes: An integrative approach Organizational Behavior and Human Performance, 26, 81-96 Williams, L.J., & Anderson, S.E (1991) Job satisfaction and organizational commitment as predictors of organizational citizenship behavior and in-role behaviors Journal of Management, 17(3), 601-617 Locke E A (1996) Motivation through conscious goal setting: Applied & Preventive Psychology, 5, 117-124 Page 42 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Cawley B D, Keeping L M, Levy P E (1998) Participation in the Performance Appraisal Process and Employee Reactions: A Meta-Analytic Review of Field Investigations Journal of Applied Psychology, 83 (4), 615-633 Guangping Wang Peggy D Lee (2009) Psychological Empowerment and Job Satisfaction An Analysis of Interactive Effects Volume 34 Number 3, June 2009 271-296 Group & Organization Management Penn State University Piar Chand and Hemange Koul (2007) International Journal of Humanities and Applied Sciences (IJHAS).Vol No 2012 ISSN 2277-4386 Giới thiệu SaigonTourist (2016) Retrieval from http://www.saigon-tourist.com/ SaigonTourist tri ân khách hàng cộng đồng (2016) Retrieval from http://thitruong.nld.com.vn/du-lich/lu-hanh-saigontourist-tri-an-khach-hang-vacong-dong-20160415185637296.htm SaigonTourist đoạt giải thưởng du lịch Việt Nam (2016) Retrieval from http://www.dulichhe.com/tinsaigontourist_chitiet.php?newsID=11498 SaigonTourist công bố nhận diện thương hiệu (2016) Retrieval from http://tapchicongthuong.vn/saigontourist-cong-bo-he-thong-nhan-dien-thuong-hieumoi-2014061108118166p23c301.htm SaigonTourist đoạt giải Anh hùng lao động (2015) Retrieval from http://www.baohaiquan.vn/pages/saigontourist-doanh-nghiep-hang-dau-cua-nganhdu-lich-viet-nam.aspx Page 43 / 52 Business Research Methods A Nguyen Thi Thu Tam - ID: 19365 PPENDIX Appendix 1: Survey RESEARCH ABOUT CAREER COMMITMENT AT SAIGONTOURIST CORPORATION Dear Mr / Ms My name is Nguyen Thi Thu Tam 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 “Career Commitment” 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 cell with number: + 84-906.480.478 or contact me via email: nguyenthutamsaigontourist@gmail.com Thank you very much for your very kindly response to this questionnaire Page 44 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Career Commitment Statement 33 34 35 36 37 38 39 I like this career too well to give it up If I could go into a different profession which paid the same, would probably take it If I could it all over again, I would not choose to wosk in this profession I definitely want a career for myself in this profession If I had all the money needed without working, I would probabh still continue to work in this profession I am disappointed that I ever entered this profession This is the ideal profession for a life’s work 1=strongly, 2=agree, 3=unsure, and 5=strongly disagree 1     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 Developmental Experiences Statement In the positions, I have often been given additional challenging assignments In the positions, I have often been assigned projects that have enabled me to develop and strengthen new skills 10 Besides formal training and development opportunities, to what extent have your managers helped to develop your skills by providing you with challenging job assignments? 11 Regardless of policy on training and development, to what extent have your managers made a substantial investment in you by providing formal training and development opportunities? 1=strongly, 2=agree, 3=unsure, and 5=strongly disagree 1     1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Page 45 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Career Satisfaction Statement 12 I am satisfied with the success I have achieved in my career 13 I am satisfied with the progress I have made toward meeting my overall career goals 14 I am satisfied with the progress I have made toward meeting my goals for income 15 I am satisfied with the progress I have made toward meeting my goals for advancement 16 I am satisfied with the progress I have made toward meeting my goals for the development of new skills = strongly disagree, = disagree to some extent, = uncertain, = agree to some extent, and = 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 Perceived Ability Job Fit Statement 17 I feel that my work utilizes my full abilities 18 I feel competent and fully able to handle my job 19 My job gives me a chance to the things I feel I best 20 I feel that my job and I are well matched 21 I feel I have adequate preparation for the job I now hold 1=strongly, 2=agree, 3=unsure, and 5=strongly disagree 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 Perceived Importance of Workplace Values Statement 22 High-quality products and services of central importance 23 Individual employees recognized and 1=strongly, 2=agree, 3=unsure, and 5=strongly disagree 1 2 3 4 5 1 2 3 4 5 Page 46 / 52 Business Research Methods 40 41 42 43 44 45 46 47 48 49 Nguyen Thi Thu Tam - ID: 19365 rewarded for superior performance 24 Reputation for quality surpasses major competitors 25 Innovative products and services of central importance 26 Individual employees recognized and rewarded for innovative work 27 Reputation for innovation surpasses major competitors 28 Widespread participation in decision making highly valued 29 Employees are encouraged to express minority points of view 30 Procedures facilitate widespread participation in decision making 31 Cooperation among employees highly valued 32 Individual employees recognized and rewarded for helping others 33 Reputation as very friendly place to work compared with other firms Gender:  Male 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 1 2 3 4 5 1 2 3 4 5  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  Bachelor Degree  Master Degree  Doctoral Degree Working seniority  Under year  from to years  From to years  above years Working position  Direct employee  Office staff  Manager  Supervisor/Team leader  Senior Manager THANK YOU FOR YOUR SUPPORT! Page 47 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Appendix 2: Presentation Page 48 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Page 49 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Page 50 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Page 51 / 52 Business Research Methods Nguyen Thi Thu Tam - ID: 19365 Page 52 / 52