Research about job satisfaction at HD bank

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT JOB SATISFACTION AT HD BANK STUDENT’S FULL NAME : TRAN NGUYEN THY CHAU STUDENT ID : CGS00019363 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : DR KHAI NGUYEN Ho Chi Minh City, July 2016 ADVISOR’S ASSESSMENT ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ADVISOR’S SIGNATURE ………………………………………………………………………………………………………… (August 2016) ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS Suggestions have been received from many of my lecturer and classmate during research progress Each of those who have offered comments and suggestions always has my thanks The efforts of many people are needed to develop and improve this research Among these people are the reviewers and consultants who point out areas of concern, cite areas of strength, and make recommendations for change I am grateful for the outstanding support from my lecturer NGUYEN THE KHAI (DBA) and HDBank for allowing the employees to answer the questions in the survey and support too much information related to my research And, I also specially thank to my members of family, friends and colleagues who always mobilize me to finish this research Once again, I appreciate very much to all Tran Nguyen Thy Chau, Student CONTENTS ABSTRACT PART ONE: INTRODUCTION About HDBank Organization structure and corporate culture Organization structure: Corporate culture: Research problem statement Research objectives Research scope .8 Significance of research PART TWO: LITERATURE REVIEW Definition of Constructs Overall Job Satisfaction Satisfaction with My Supervisor Person-Organization Fit Fairness in Skill-based Pay 10 Work Tension 11 Argument for the relationship among the constructs 11 X theory and Y theory 11 Maslow’s theory .13 Alderfer’s ERG theory 15 McClelland’s theory 16 Herzberg’s two-factor theory 18 Hackman and Oldham's Job Characteristics 20 Hypotheses 22 Research Model 22 PART THREE: METHODS 23 Data collection 23 Design template scale 23 PART FOUR: RESULTS 30 Cronbach’s Alpha 30 Cronbach’s Alpha of constructs .30 Statistics information 32 Descriptive statistics 32 Correlation statistics 33 Hypotheses testing .34 Hypothesis proposed (H1) 34 PART FIVE: CONCLUSIONS 38 Discussion 38 Limitation of research 38 Forecast recommendation 39 REFENRENCES 40 APPENDIX 42 Appendix 1: Survey 42 Appendix 2: Presentation 48 FIGURE & TABLE Figure 1: Maslow's hierarchy of needs, represented as a pyramid with the more basic needs at the bottom 14 Figure 2: Alderfer’s ERG theory 16 (Source: www.springerplus.com/content/2/1/246/figure/F2?highres=y) 16 Figure 3: McClelland’s theory 17 Figure 4: Herzberg’s two-factor theory 19 Figure 5: Hackman and Oldham's Job Characteristics 21 Figure 6: Research Model of Job Satisfaction 22 (Table 1: Person-Organization Fit Scale) 24 (Table 2: Satisfaction with My Supervisor Scale) 24 (Table 3: Fairness in Skill-based Pay Scale) 25 (Table 4: Overall Job Satisfaction Scale) 26 (Table 5: Work tension Scale) 27 (Table 6: Time table for data collection progress) 28 (Table 7: Description of interviewees) 29 (Table 8: Cronbach’s Alpha - Internal Consistency) 30 (Table 9: Cronbach’s Alpha of Overall Job Satisfaction) .30 (Table 10: Cronbach’s Alpha of Satisfaction with My Supervisor) 31 (Table 11: Cronbach’s Alpha of Person-Organization Fit) 31 (Table 12: Cronbach’s Alpha of Fairness in Skill-based Pay) 31 (Table 13: Cronbach’s Alpha of Work Tension) 32 (Table 14: Descriptive statistics) 32 (Table 15: Correlation statistics) 33 (Table 16: Model summary of H1) 34 (Table 17: Coefficients of H1) 34 (Table 18: Model summary of H2) 35 (Table 19: Coefficients of H2) 35 (Table 20: Model summary of H3) 36 (Table 21: Coefficients of H3) 36 (Table 22: Model summary of H4) 37 (Table 23: Coefficients of H4) 37 Business Research Methods P a g e 1/51 ABSTRACT This purpose of this research is way to find the factors influence to the Job Satisfaction of employees working at HDBank This research project will use Business Research Methods to determine Job Satisfaction and what other main factors that it influence job satisfaction And this research also was conducted by quantitative method with source data is surveys that it issued by offline to 500 employees of HDBank to collect the ideas and comments of employees about job satisfaction Next, the result of these surveys shall be statistically analyzed by software SPSS version 22 (copyright of IBM) Hypotheses used this research includes five constructs: one dependent construct (Job Satisfaction) and four independent constructs (Satisfaction with My Supervisor, Person-Organization Fit, Fairness in Skill-based Pay and Work Tension) I expect that the results of this research will help the CEO; managers of HDBank to have some reference aspect in human resource management to improve and increase our quality resource based on job satisfaction of employees as well as you should have perception clearly that job satisfaction of employees will impact to working effective, ability of competitiveness of HDBank in Vietnamese banking system Key words in this research: Global Job Satisfaction, Satisfaction with My Supervisor, Person-Organization Fit, Fairness in Skill-based Pay, Work Tension and HDBank Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 2/51 PART ONE: INTRODUCTION About HDBank History: Ho Chi Minh City Development Joint Stock Commercial Bank, abbreviated as HDBank, was founded on 04th January, 1990; with its present head office based at 25 Bis Nguyen Thi Minh Khai, District 1, Hochiminh City HDBank is one of the pioneering joint stock commercial banks in Vietnam Its typical shareholders are Viet Nga Insfrastructure Investment Corporation – SOVICO Holdings, Hochiminh Finance and Investment state-owned Company – HIFU, Tan Thuan Industrial Promotion Company – IFC, Thuduc Housing Development Corporation – Thuduc House, Saigon Real Estate Corporation – RESCO, Saigon Trading Group – SATRA, etc As one of the top 10 commercial banks in Vietnam with more than 25 years of experience in Vietnam and currently advancing to the world, HDBank possesses the financial capacity, advanced technology and flexible services which can satisfy the demands of customers from various sectors, including individuals, corporation and investors The bank has standardised its branch model and been creating professional and friendly standards for its customer service to realise its mission "committed to your best returns and community development" With strength of merger from DaiABank and HDFinance in the year of 2013, HDBank became one of the largest lenders in Vietnam The bank has a chartered capital of VND 8.1 trillion and manages total assets of VND 100 trillion, a staff over 6.000 personnel HDBank has expanded into a network of over 220 offices and 3,000 transaction spots with an eye on opportunities to open branches overseas In the international market, HDBank has established relations with more than 300 banks and branches in over 150 countries and territories For these activities, HDBank has received many awards, prizes in domestic and many international honours, such as "Best Cash Management in Vietnam" awarded by Asiamoney and Euromoney Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 3/51 With a recent burst of growth, the bank has been able to build momentum and lay the foundation to rise to new heights In July 2015, HDBank has about 220 sales points covering major economic centers such as Ho Chi Minh City, Hanoi, Dong Nai, Binh Duong, Ba Ria - Vung Tau, Binh Phuoc, Tay Ninh, DakLak, Gia Lai, Kon Tum, Lam Dong, Binh Thuan, Khanh Hoa, Binh Dinh, Quang Ngai, Da Nang, Thua Thien - Hue, Ha Tinh, Nghe An, Thanh Hoa, Quang Ninh, Hai Phong, Lang Son, Bac Ninh, Hai Duong, Lao Cai, Long An, Vinh Long, Can Tho, Soc Trang, Ca Mau, Dong Thap, An Giang, KienGiang Major Awards • President's Certificate of Merit • The National Quality Award as conferred by the Prime Minister • Viet Nam's Top 500 Biggest Enterprises • Viet Nam's Strong Brand Award • For-the-Community-Development Award • Sustainable Brand Award • World Payment Management Prize (conferred by Citigroup) • Standard Payment Telegram Making Quality Award (conferred by Wells Fargo Bank, N.A) • Outstanding International Payment Prize (awarded by Citibank) • The head emulation flag in movements • The best Savings Bank Award in 2011 • Certificate of merit as conferred by the Prime Minister • Union Emulation flag for strong excellent enterprises • “The excellent annual report" of Vision Awards 2010 conferred by League of American Communications Professionals (LACP) • The best Cash Management of Vietnam conferred by Asiamoney Scope busines: HDBank’s business operations include: Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 4/51 Mobilizing capital (short-term, mid-term, long-term in different methods such as limited, unlimited and certificates of deposits (CD) Receiving investment and development capital from national organizations Borrowing from another credit institutions Lending (short-term, mid-term, long-term) Discounting commercial papers, bonds Executing interbank payment service Trading foreign currencies, bullion in domestic and foreign markets according to international standard Conducting international payment transactions Mobilizing capital from foreign countries Implementing other banking services in accordance with foreign banks Development strategy and investment: Accomplish the restructuring program; build up a sound management system based on high-tech utilization, sustainability and full compliance with relevant laws and regulations… + Expand network coverage and its efficiency + Execute the retail banking strategy + Develop the model of investment bank with the core divisions are Funding and Currency Trading under the support of securities companies, fund management companies, etc + Develop profitable financial investment plans and diversify financial investment models + Build a professional and consistent brand for the whole system as well as develop HDBank as a strong brand in banking and finance Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods Mode P a g e 37/51 R Adjusted R Std Error of l R Square Square the Estimate 069a 005 001 62109 a Predictors: (Constant), WT (Table 22: Model summary of H4) Coefficientsa Standardize Model Unstandardized d Coefficients Coefficients B Beta Std Error (Constant) 3.819 130 DE 043 -.049 -.089 t Sig 29.451 000 -1.126 195 a Dependent Variable: OJS (Table 23: Coefficients of H4) From results: Model summary of H4 and Coefficient of H4, we have:  R square is 0.05: greater than  Unstandardized coefficients beta is -.089: different sign with hypothesis  P value (Sig) is 0.195: greater than 0.05 We can conclude that the hypothesis H4 is not supported Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 38/51 PART FIVE: CONCLUSIONS Discussion This research conducted to analyze the levels of the relationship and influence to Job Satisfaction by four hypotheses: Satisfaction with My Supervisor, PersonOrganization Fit, Fairness in Skill-based Pay, and Work Tension of employees at HDBank  Firstly: we can assess that three hypotheses Satisfaction with My Supervisor, Person-Organization Fit, Fairness in Skill-based Pay 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 HDBank As leading joint stock commercial banks in Vietnam, the policies, organization structure, leadership style, and corporate culture of HDBank always build to orient the employees In thinking of Board of Director, CEO of HDBank, this thing (Job Satisfaction) is top concern with their employees  Secondly: with hypothesis Work Tension, we can assess this hypothesis is less relationship and influence to Job Satisfaction Practically, economic environment in Vietnam always has too much pressures and changes because of the influence of state’s macro-policies such as inflation, exchange rate, liquidity, legal, FDI… Therefore, employees always seem their ability incompatible with the requirement at work every day However, banking sector is in an unstable condition in the present context of economic depression in Vietnam, HDBank has to maintain good working environment for the experienced employees That is only matter to make employees get Job Satisfaction at HDBank Limitation of research This research will have some limitation:  The samples is very small (n = 264)  Only focus related contents at HDBank and also can’t be generalized for banking industry in Vietnam Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 39/51  The surveys conducted in slightly short time  The survey respondents are more qualified and different perceptions about Job Satisfaction as well as the contents of survey shall be more grammatical errors because of English - Vietnamese translation progress, it may cause confusion for the reader when they answer Forecast recommendation Vietnam has joined the WTO, thus working experience in banking industry is important to enhance Vietnamese economy This experience is reflected in the understanding of international law, the trading skills, negotiation skills and knowledge about cultural working of the countries in the world HDBank needs to enhance recruitment of experience employees and local training Besides, HDBank should enhance to recruit the professional foreigners consultants to take advantage of their relationships, language, experience for creating dynamic, efficient working environment as well as sharing, increasing and development experience working for Vietnamese employees This thing will contribute to increase Job Satisfaction; effect to competitive advantage by working efficiency of employees and help HDBank develops sustainably Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 40/51 REFENRENCES William G Zikmund (2013) Business Research Methods 13th McGraw-Hill/Irwin Maslow A H (1943) Theory of Human Motivation Psychological Review, 370-396 Kreitner R & Kinicki A (2007) Organizational Behavior 7th McGraw-Hill/Irwin Robbins, Stephen P (2002) Organizational Behavior 10th Pearson Efere P (2005) Motivation and Job Satisfaction Trans-Atlantic College, London 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 Sahin F (2012) “The mediating effect of leader-member exchange on the relationship between X and Y theory management styles and effective commitment: A multilevel analysis” Journal of Management and Organization, 18 (2), 159–174 Tang T L, 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 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 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), 242-247 Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 41/51 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 Management (2014) Retrieval from http://management.about.com/ Management of Forbes (2014) Retrieval from: http://www.forbes.com/management/ Basic management models and theories associated with motivation and leadership and be able to apply them to practical situations and problems (2014) Retrieval from: http://www.healthknowledge.org.uk/public-health-textbook/organisationmanagement/5c-management-change/basic-management-models Historical and contemporary theories of management (2014) Retrieval from: http://managementhelp.org/management/theories.htm Defintion of Person-Organization Fit Retrieval from: https://en.wikipedia.org/wiki/Person%E2%80%93environment_fit#Person.E2.80.93 organization_fit The End Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 42/51 APPENDIX Appendix 1: Survey JOB SATISFACTION SURVEY AT HDBank (VIETNAM) INTRODUCTION Dear Sir / Madam, My name is Tran Nguyen Thy Chau, student of MBA collaboration program between OUM and HUTECH at Vietnam Now, I have research about “Job Satisfaction” at HDBank – one of the top joint stock commercial banks in Vietnam - to finish my thesis I need your help and welcome your comments in this survey Please take a few your minutes to tick the circle in the box number of these questionnaires and feedback to me as soon possible follow contact information: Full name : Tran Nguyen Thy Chau Cell phone : 0905892466 Email : Trannguyenthychau@hotmail.com There are not any foreseeable risks associated with this research and your answers will be considered top secret data INSTRUCTION ON HOW TO TICK Choose: Cancel: Re-choose: SURVEY Person-Organization Fit: It was developed by Bretz and Judge in 1994 It included items Contents of this survey are used to indicate how accurately each statement describes their current organization and ask employees for their individual preferences for an organization to work in The questions used to assess person-organization fit were developed to reflect fit between an employee’s knowledge, skills, and abilities and his or her job requirements Student: Tran Nguyen Thy Chau (ID: 19363) Strongly agree This organization pays on the basis of individual performance This organization encourages competition between employees This organization encourages and rewards loyalty Teamwork and cooperation are valued and rewarded here 5 5 There is an emphasis on helping others Fairness is consideration an in disagree disagree Questionnaires Strongly No Slightly agree Neither agree nor P a g e 43/51 Slightly disagree Business Research Methods important organizational activities When mistakes are made, it is best to be honest and “take your lumps” Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 44/51 Satisfaction with My Supervisor It was developed by Scarpello and Vandenberg (1987), describes an employee’s satisfaction with his or her immediate supervisor, included items and used the 5- satisfied Very Satisfied satisfied Temporarily Dissatisfied Very dissatisfied point Likert-type No Questionnaires Supervisors a good job of certifying employees for skill-based pay raises The skill-based pay certifications are a fair test of employee ability to perform a task If an employee really knows how to perform the tasks that make up a skill level 5 The skill-based pay plan is fair to most employees Fairness in Skill-based Pay: It was developed by Lee, Law, and Bobko (1998), describes employee perceptions of the skill-based pay program are likely to be influenced by their perceptions that certification procedures are objective and consistent across people, times, and skills It included items and used the 5-point Student: Tran Nguyen Thy Chau (ID: 19363) How fair procedures promotion? or unfair are the used to determine 5 5 disagree Neither agree nor Strongly agree How fair or unfair are the procedures used to communicate performance feedback? How fair or unfair are the procedures used to determine pay raises? How fair or unfair are the procedures used to evaluate performance? Slightly agree Questionnaires Slightly disagree No P a g e 45/51 Strongly disagree Business Research Methods Overall Job Satisfaction It was developed by Cammann, Fichman, Jenkins, and Klesh in 1983 as part of the Michigan Organizational Assessment Questionnaire (OAQ) It included items Contents of this survey are the measure assesses job satisfaction by combining employee responses to single items that describe the degree of employee satisfaction with the work, co-workers, supervision, promotional opportunities, pay, progress, and the organization to assess overall job satisfaction Student: Tran Nguyen Thy Chau (ID: 19363) disagree Neither agree nor Strongly agree All in all, I am satisfied with my Slightly agree Questionnaires Slightly disagree No P a g e 46/51 Strongly disagree Business Research Methods job In general, I don’t like my job (R) In general, I like working here Work tension It was developed by House and Rizzo (1972), describes an employee’s psychological or psychosomatic symptoms associated with tension experienced at work, including Moderately disagree Slightly disagree My job tends to directly affect my 5 disagree Strongly agree Questionnaires Neither agree nor No Strongly disagree items health I work under a great deal of tensions I have felt fidgety or nervous as a result of my job Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 47/51 If I had a different job, my health 4 5 5 would probably improve Problems associated with my job have kept me awake at night I have felt nervous before attending meeting in the company I often “take my job home with me” in the sense that I think about it when doing other things PLEASE TELL ME JUST A BIT ABOUT YOURSELF… Gender  Male  Female  24 – 29  30 – 35  41 – 46  47 – 60 Age  36 – 40 Education  High school  College  Bachelor  Master  PhD  Other  Officer  Manager  Supervisor  Clerk  Assistant  Director Your position How long have you been working at HDBank (working experience)?  Under months  months - year  - year  – years  – years  Over years THANK YOU FOR YOUR SUPPORT AND CO-OPERATION! Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods Appendix 2: Presentation Student: Tran Nguyen Thy Chau (ID: 19363) P a g e 48/51 Business Research Methods Student: Tran Nguyen Thy Chau (ID: 19363) P a g e 49/51 Business Research Methods Student: Tran Nguyen Thy Chau (ID: 19363) P a g e 50/51 Business Research Methods Student: Tran Nguyen Thy Chau (ID: 19363) P a g e 51/51 [...]... influence to Job Satisfaction as below:  H1: There is a positive relationship between satisfaction with my supervisor and overall job satisfaction  H2: An employee’s person-organization fit is positively related to overall job satisfaction  H3: Fairness in Skill-based pay is positively related to overall job satisfaction  H4: An employee’s work tension relative is negatively related to overall job satisfaction. .. management at HDBank Research objectives This purpose of this research is the way to find the factors which affect to the Job Satisfaction of employees working at HDBank My research will focus on 3 main matters:  Firstly: searching for related information and trying to define what the meaning of Job Satisfaction is of employees at HDBank Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods... 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, but are independent phenomena This theory suggests that to improve job attitudes... managers at each branch, subordinate and employees working at HDBank; it does not include: Chairman, Board of Directors, Shareholder, Supervisory Board, and employees are under probation period or in maturity leave The survey scope is within the territory of Vietnam, which includes 500 employees of HDBank The contents of this research are only including factors influencing to Job Satisfaction at HDBank;... Business Research Methods P a g e 18/51 Herzberg’s two-factor theory Contents The two-factor theory (also known as Herzberg's motivation-hygiene theory and dualfactor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job. .. 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 Self-argument Personally, I think Herzberg’s two-factor theory has shown that the factors that encourage good if addressed will create satisfaction. .. community Research problem statement Job satisfaction in HDBank is always a big concern among its Board of Directors because they clearly consider that only satisfied employees can help their organization to be successful Currently, in the context of severe economic environment in Vietnam, especially in the banking system nowadays, HDBank has faced a tough competition with other commercial banks in... to the result of the analysis from the research With the research results, management of HDBank could re-arrange the policy and set out a strategy to obtain its methods by creating better thinking on Job Satisfaction Student: Tran Nguyen Thy Chau (ID: 19363) Business Research Methods P a g e 9/51 PART TWO: LITERATURE REVIEW Definition of Constructs Overall Job Satisfaction It was developed by Cammann,... data collection progress) Data analysis The result of these surveys shall be statistically analyzed by SPSS software - version 22 - (copyright of IBM) to find relationship and influence of four factors: Satisfaction with My Supervisor, Fairness in Skill-based Pay, Person-Organization Fit and Work Stress to Job Satisfaction of employees at HDBank Student: Tran Nguyen Thy Chau (ID: 19363) Business Research. .. Jenkins (1983) It includes 3 items The concept of job satisfaction has been developed in many ways by many different researchers and practitioners One of the most widely used definitions in organizational research is that of Locke (1976), who defines job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences” Others have defined it as simply ... workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction... that job satisfaction of employees will impact to working effective, ability of competitiveness of HDBank in Vietnamese banking system Key words in this research: Global Job Satisfaction, Satisfaction. .. Business Research Methods to determine Job Satisfaction and what other main factors that it influence job satisfaction And this research also was conducted by quantitative method with source data