Research about job satisfaction at sepzone linh trung (vietnam)

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT JOB SATISFACTION AT SEPZONE – LINH TRUNG (VIETNAM) STUDENT’S FULL NAME : NGUYEN THE HUNG STUDENT ID : CGS00019367 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) July, 2016 ADVISOR’S ASSESSMENT ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ADVISOR’S SIGNATURE (July 2016) NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS I have deep gratitude for the people who have helped me complete my thesis The efforts of many people are needed to develop and improve this research Most of all, I would like to say a very big thank you to my thesis instructor NGUYEN THE KHAI (DBA), a talented and passionate lecturer, for all the supports and experiences he gave me I would like to thank all the people who contributed in some way to the work described in this thesis and Sepzone – Linh Trung Company for permission the employees answer the questions in the survey and support too much information related to my research Finally, I would also like to say a heartfelt thank you to my Mum, Dad and my wife for always believing in me and encouraging me to follow my dreams, for helping in whatever way they could during this MBA course Once again, thanks for everything that helped me get to this day Nguyen The Hung Student Kindest Regards, Ho Chi Minh City, July 2016 CONTENTS PART ONE PART TWO ABSTRACT INTRODUCTION Introduction of Sepzone – Linh Trung (Vietnam) Vision, missions and core values Vision Missions Core values Organizational Structure 10 Research Introduction 11 Research problem statement 11 Research objectives 12 Research scope 13 Significance of research 13 LITERATURE REVIEW 14 Definition of Constructs 14 Overall Job Satisfaction 14 Job Role Discretion 14 Work Related Expectancies 15 Fairness in Skill-based Pay 16 Value Attainment 17 Some Theories of The Constructs 18 Maslow’s theory 18 Self-argument 19 Alderfer’s ERG Motivation Theory 19 Self-argument 20 Vroom’s Expectancy Theory 21 Self-argument 23 PART THREE PART FOUR PART FIVE APPENDIX Hypotheses 24 Research model 25 RESEARCH METHODS 25 Design template scale 25 Overall Job Satisfaction 25 Job Role Discrestion 26 Work-Related Expectancies 28 Fairness in Skill-based Pay 29 Value Attainment 30 Data collection progress 32 RESULTS 33 Cronbach’s Alpha standard 33 Cronbach’s Alpha of constructs 34 Statistics information 35 Descriptive statistics 35 Correlation statistics 36 Hypotheses testing Result 37 Hypothesis proposed 38 Hypothesis proposed 39 Hypothesis proposed 40 Hypothesis proposed 41 CONCLUSIONS 42 Limitation of research 42 Discussion and recommendations 42 REFERENCES 45 Appendix 1: Survey 48 Appendix 2: Presentation 55 FIGURE & TABLE FIGURE Figure Maslow's Hierarchy of Needs 18 Figure Alderfer’s ERG theory 20 Figure Vroom-Yetton theory Model 21 Figure Research model of Overall Job Satisfaction 25 Table Overall Job Satisfaction Scale 26 Table Job Role Discretion 27 Table Work-Related Expectancies 28-29 Table Fairness in Skill-Based Pay 30 Table Value Attainment 31-32 Table Data collection progress time table 32-33 Table Cronbach’s Alpha - Internal Consistency 33 Table Cronbach’s Alpha of Overall Job Satisfaction 34 Table Cronbach’s Alpha of Job Role Discretion 34 Table 10 Cronbach’s Alpha of Work-Related Expectancies 34 Table 11 Cronbach’s Alpha of Fairness in Skill-Based Pay 35 Table 12 Cronbach’s Alpha of Value Attainment 35 Table 13 Descriptive statistics 36 Table 14 Correlation statistics 37 Table 15 Model summary of Hypothesis 38 Table 16 Coefficients of Hypothesis 38 Table 17 Model summary of Hypothesis 39 Table 18 Coefficients of Hypothesis 39 Table 19 Model summary of Hypothesis 40 Table 20 Coefficients of Hypothesis 40 Table 21 Model summary of Hypothesis 41 Table 22 Coefficients of Hypothesis 41 TABLE Business Research Methods Page ABSTRACT This purpose of this research is way to find the factors influence to the Overall Job Satisfaction of employees working at Sepzone – Linh Trung This research project use Business Research Methods to determine Overall 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 hand to hand to 375 employees of Sepzone – Linh Trung to collect the ideas and comments of employees about overall job satisfaction The result of these surveys will be statistically analyzed by software SPSS version 20 (copyright of IBM) Hypotheses used this research includes five constructs: one dependent construct (Overall Job Satisfaction) and four independent constructs (WorkRelated Expectancies, Job Role Discretion, Fairness in Skill-Based Pay, and Value Attainment) The results of this research can help the Executive Board of Sepzone – Linh Trung improve effectiveness of human resource management and increase quality resource based on overall job satisfaction of employees Besides, it can help extend efficiency and competitiveness of the field of infrastructure development of industrial zones Key words in this research: Overall Job Satisfaction, Work-Related Expectancies, Job Role Discretion, Fairness in Skill-Based Pay, and Value Attainment and Sepzone – Linh Trung Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods Page PART ONE: INTRODUCTION INTRODUCTION OF SEPZONE – LINH TRUNG (VIETNAM) Sai Gon - Linh Trung Export Processing Zone (Sai Gon EPZ) Management and Development Joint Venture Company (for short as Sepzone – Linh Trung Joint Venture Company) was established following License No.412/GP by the State Committee for Cooperation and Investment (Now Ministry of Planning and Investment) on August 31, 1992 The Vietnamese partner is Sai Gon EPZ (now Saigon Industrial Park Development One-Member Corporation Limited), the foreign partner is Strategic Development International Corp – SDIC (Hong Kong) and Velox Industries (H.K) Corporation Limited (Hong Kong) Sepzone – Linh Trung JVC specializes in development and Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods Page management infrastructure of Sai Gon - Linh Trung EPZ (now Linh Trung EPZ I) with 60 hectares of land in Linh Trung Ward, Thu Duc District, Ho Chi Minh City Total investment capital of the company is US$14 million; each party holds 50% share of US$6 million legal capital On December 12, 1994, State Committee for Cooperation and Investment issued the adjusted investment license No.412/GPDC and China United Electric Import And Export Corp (Beijing, China) (now is China National Electric Import And Export Corp.) became the new foreign partner replaced for the old one Since 1995, in a land of rubber plantation, Sepzone-Linh Trung JVC carried out land clearance, compensation and began the construction work of Sai Gon - Linh Trung EPZ Construction work of Sai Gon - Linh Trung EPZ infrastructure was finished in 2000 including internal road system with water discharge sewers, waste water pipelines, water pipelines, electricity line, waste water treatment plant, water plant, office building, customs office, landscaping etc and leased out 100% of industrial land area At present, there are 32 investors in the zone with total investment capital of US$ 248 million manufacturing the products of electric appliances and electronics, precision machinery, footwear, garment, furniture etc for export and local consumption In 2011, total import export value reached US$1.3 billion and has created jobs for 49,000 labors Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods Page Linh Trung Export Processing Zone and Industrial Park (Linh Trung EPZ&IP) consists of Zone I, Zone II and Zone III with total land area of 326.37 hectares Total investment capital of the project is USD 55,500,000 Linh Trung EPZ&IP I is located in Linh Trung Ward, Thu Duc District, HCMC with area of 62 hectares It is 16 km from the center of Ho Chi Minh City, about 2km from the railway station, 11 km from the ports, 20 km from Tan Son Nhat International Air Port and adjacent to the National Highway (Trans-Asia Highway) It is an ideal land for industry as the EPZ sits on a solid hill with strong soil, and an altitude of 19-20 meters Linh Trung EPZ&IP consists of parts: EPZ (52 hectares) and IP (10 hectares) From 1995 to 2000, upon the completion of site-clearance tasks, Sepzone – Linh Trung (Linh Trung EPZ&IP owner) had carried out marketing activities simultaneously with the pace of the construction of infrastructure and public facilities Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 44 Also, the Executive Board should make employees understand the expectations of the development of the company companions with the expectations of value that employees will be achieved with it The development process of the company is always associated with good employees The employees' understanding of the company through the value they achieve in the jobs will tie employees with the company long term Between the company and employees with harmony interests, makes employees satisfied, the company's development will be sustainable, promoting company developed during the international integration getting wider and deeper Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 45 REFERENCES: 1) Cammann, C., Fichman, M Jenkins, D & Kelsh, J (1983) Assessing the attitudes and perceptions of organizational members In S Seashore, E Lawler, P Mirvis, & C Cammann (Eds.), Assessing organizational change: A guide to methods, measures and practices (pp 71-138) New York, NY: John Wiley 2) Fields, D (2002) Taking Measure of Work: A Guide to Validated Scales for Organizational Research and Diagnosis Thousand Oaks, CA SAGE Publications 3) Locke, E.A., ‘The Nature and Causes of Job Satisfaction’ In Dunnette, M.P (Ed.) Handbook of Industrial and Organizational Psychology, Chicago: Rand McNally, 1976, pp 1297-1350 4) Spector, P.E., Job satisfaction: Application, assessment, causes, and consequences, London: Sage, 1997 5) Oliver, R (August, 1974) Expectancy is the probability that the individual assigns to work effort being followed by a given level of achieved task performance Expectancy Theory Predictions of Salesmen's Performance Journal of Marketing Research 11, 243-253 6) Montana, Patrick J; Charnov, Bruce H, Management – 4th edition; (2008) – Barron's Educational Series, Inc ISBN 978-0-7641-3931-4 7) Lusk, E J., & Oliver, B L (1974) Research Notes American manager’s personal value systems-revisited Academy of Management Journal, 17(3), 549–554; Rokeach, M (1973) The nature of human values New York: Free Press Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 46 8) Judge, T A., & Bretz, R D (1992) Effects of work values on job choice decisions Journal of Applied Psychology, 77, 261–271; Ravlin, E C., & Meglino, B M (1987) Effect of values on perception and decision making: A study of alternative work values measures Journal of Applied Psychology, 72, 666–673 9) George, J M., & Jones, G R (1996) The experience of work and turnover intentions: Interactive effects of value attainment, job satisfaction, and positive mood Journal of Applied Psychology, 81, 318–325 10) Berkeley Anderson, Texas Hunger Initiative Intern, July 18, 2012 11) Boundless “Maslow's Humanistic Theory of Personality.” Boundless Psychology Boundless, 26 May 2016 12) Maslow, A H (1943) A Theory of Human Motivation Psychological Review, 50(4), 370-96 13) Maslow, A H (1954) Motivation and personality New York: Harper and Row 14) Kreitner R & Kinicki A (2007) Organizational Behavior 7th Edition McGraw Hill Irwin 15) Thorndike, E L., (1921) Educated psychology: The psychology of learning New York: Teachers College, Columbia University 16) Stecher, M., & Rosse, J (2007) Understanding reactions to workplace injustice through process theories of motivation: A teaching simulation Journal of Management Education, 31(6), 781 17) Vroom, V (1964) Work and motivation New York, NY: Wiley Student: Nguyen The Hung (ID: CGS00019367) module and Business Research Methods P a g e 47 18) Vroom, V (n.d.) Expectancy Theory of Motivation - Victor Vroom LeadershipCentral.com Retrieved June 8, 2014, from http://www.leadership- central.com/expectancy-theory-of-motivation.html#axzz343jOdFbL 19) Redmond, B (2010) Lesson 4: Expectancy Theory: Is there a link between my effort and what I want? The Pennsylvania State University Website 20) http://www.linhtrungepz.com Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 48 APPENDIX 1: SURVEY SURVEY QUESTIONNAIRES AT SEPZONE – LINH TRUNG Co., Ltd IN MAY 2016 Dear Mr./Ms My name is Nguyen The Hung, I am studying Master of Business Administration of Collaboration Program at Open University Malaysia and Ho Chi Minh City University of Technology This survey aims to find out the relationship between employees Overall Job Satisfaction with Work-Related Expectancies, Job Role Discretion, Fairness in SkillBased Pay, and Value Attainment in Sepzone – Linh Trung Co., Ltd Thank you for taking your time to participate in this survey The purpose of this survey is to help the organization to understanding more about employees overall job satisfaction All of your answer will be kept confidential and will be used for the study purpose only How to answer Please use Black or Blue ink For all of the statements, there is a list of possible answers with a box beside each one Please choose your answer and put a circle in the box beside it If you make a mistake, please cross out and then put a circle in the correct answer If you need more information, please contact with me through my email: thehung.slt@gmail.com or my phone number: +84 917 117 124 Thank you very much! Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 49 Overall Job Satisfaction: use three items to describe an employee’s subjective response to working in his or her job and organization No Overall Job Satisfaction strongly disagree strongly agree All in all, I am satisfied with my job In general, I like my job In general, I like working here Job Role Discretion: assesses the extent to which employees believe their job role gives them discretion to make choices about how and when things are done No Job Role Discretion strongly disagree strongly agree I have discretion as to what work gets done 5 I have discretion as to how work gets done I have authority to decide what tasks to delegate Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 50 I have freedom to choose what to become an expert in I have discretion as to what tasks subordinates I have authority to decide what work gets shared 10 I have freedom to decide how much of a generalist or expert to become 11 I have discretion as to what I am responsible for Work-Related Expectancies: describe the extent to which employees believe that higher levels of job performance will be rewarded The measure assesses employee expectancies about the relationship of better performance with increased pay, promotions, and job security extremely true of my job definitely not part of my job No Work-Related Expectancies 12 It is more likely that I will be given a pay raise or promotion at Sepzone – Linh Trung if I finish a large amount of work 13 It is more likely that I will be given a pay raise or promotion at Sepzone – Linh Trung if I high-quality work Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 51 14 Getting work done quickly at Sepzone – Linh Trung increases my chances for a pay raise or promotion 15 Getting work done on time is rewarded with high pay at Sepzone – Linh Trung 16 Completing my work on time gets me greater approval from my immediate supervisor at Sepzone – Linh Trung 17 My immediate supervisor at Sepzone – Linh Trung gives me more recognition when I get a lot of work done 18 If I get my job done on time, I have more influence with my immediate supervisor at Sepzone – Linh Trung 19 My immediate supervisor at Sepzone – Linh Trung pays added attention to the opinions of the best workers 20 When I finish my job on time, my job is more secure at Sepzone – Linh Trung Fairness in Skill-Based Pay: assesses perceived fairness in a skill-based pay program Skill-based pay systems pay employees for the range, depth, and types of skills applied on jobs Employees perceptions of the skill-based pay program are likely to by influenced by their perceptions that certification procedures are objective and consistent across people, times, and skills; include opportunities for employees to ask questions about the decisions made; and incorporate the use of accurate information Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 52 strongly disagree strongly agree No Fairness in Skill-Based Pay 21 Supervisors a good job of certifying employees for skill-based pay raises 22 The skill-based pay certifications are a fair test of employee ability to perform a task 23 If an employee really knows how to perform the tasks that make up a skill level, the employee will be able to pass the certification tests for that skill level 24 The skill-based pay plan is fair to most employees Value Attainment: Attainment of terminal values correlated positively with job satisfaction, job performance, and employee positive affectively Attainment of terminal values correlated negatively with turnover intentions and employee negative affectivity No Value Attainment least important most important 25 A comfortable life (a prosperous life) 26 An exciting life (a stimulating, active life) Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 53 27 Freedom (independence, free choice) 28 Self-respect (self-esteem) 29 Social recognition (respect, admiration) 30 Ambitious (hard-working, aspiring) 31 Helpful (working for the welfare of others) 32 Responsible (dependable, reliable) 5 Self-controlled 33 34 (restrained, self- disciplined) Broadminded (open-minded) Personal Information Gender  Male  Female Age  From 18 to 22 years old  From 23 to 30 years old  From 40 to 49 years old  Above 49 years old Student: Nguyen The Hung (ID: CGS00019367)  From 31 to 39 years old Business Research Methods P a g e 54 Academic degree  High school  Colleges Degree  Master Degree  Doctoral Degree  Bachelor/Engineer Degree Working seniority  Less than year  From to years  From to 10 years  More than10 years  From to years Working position  Officer  Supervisor/Team leader  Director  Senior Manager Thank you very much! Student: Nguyen The Hung (ID: CGS00019367)  Manager Business Research Methods P a g e 55 APPENDIX 2: PRESENTATION MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  BUSINESS RESEARCH METHODS R E S E A R C H PR O J E C T (BMBR5103) R E S E A R C H A B O U T J O B S AT I S FA C T I O N AT S E PZO N E – L I N H T R U N G ( V I E T N A M ) Instructor Student Class : Dr Nguyen The Khai : Nguyen The Hung : MBAOUM-K17C RESEARCH PROJECT OVERALL JOB SATISFACTION AT SEPZONE – LINH TRUNG (VIETNAM) Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 56 RESEARCH MODEL Job Role Discretion Work Related Expectancies Fairness in Skill-based Pay Value Attainment IV1 IV2 IV3 IV4 + + + + Overall Job Satisfaction DV Scale of constructs No Type Name Independent Variable (IV1) Job Role Discretion (JRD) Independent Variable (IV2) Author Year Items Gregersen and Black 1992 Work Related Expectancies (WR) by Eisenberger, Fasolo, and Davis-LaMastro 1990 Independent Variable (IV3) Fairness in Skillbased Pay (FSP) Lee, Law, and Bobko 1998 4 Independent Variable (IV4) Value Attainment (VA) Rokeach 1973 10 Dependent Variable (DV) Overall Job Satisfaction (OJS) Cammann, Fichman, Jenkins, and Klesh 1983 Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 57 Cronbach’s Alpha summary Variable / Construct Items Cronbach’ s Alpha Reliable Job Role Discretion (JRD) 0.904 Very good Independent Variable (IV2) Work Related Expectancies (WR) 0.866 Good Independent Variable (IV3) Fairness in Skillbased Pay (FSP) 0.808 Good Independent Variable (IV4) Value Attainment (VA) 10 0.881 Good Dependent Variable (DV) Overall Job Satisfaction (OJS) 0.801 Good No Type Independent Variable (IV1) Hypotheses testing results No Type Variable / Construct R square Beta Sig Assessment Independent Variable (IV1) Hypotheses (+) Job Role Discretion (JRD) 0.31 0.175 0.004 Support Independent Variable (IV2) Hypotheses (+) Work Related Expectancies (WR) 0.56 0.236 0.000 Support Independent Variable (IV3) Hypotheses (+) Fairness in Skillbased Pay (FSP) 0.63 0.251 0.000 Support Independent Variable (IV4) Hypotheses (+) Value Attainment (VA) 0.138 0.372 0.000 Support Rules:  Value of R square: greater than  Unstandardized coefficients beta: the same sign with hypothesis  Value of Sig: less than 0.05 Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 58 Conclusion Sepzone – Linh Trung is one of leading companies in infrastructure development sector in Vietnam To maintain and develop services and enhance infrastructure scale, Executive Board should be interested in improving work productivity and being conscientious of employees to company Therefore, The Executive Board has to make employees satisfied through remuneration policy for employees, bases on factors: Job Role Discretion, Work-Related Expectancies, Fairness in Skill-Based Pay, and Value Attainment on Overall Job Satisfaction Four factors will affect on satisfaction in work to company, so the Executive Board should pay attention these factors to stimulate spirits to show creativeness, independence as well as work more effectively Also, the Executive Board should make employees understand the expectations of the development of the company companions with the expectations of value that employees will be achieved with it The development process of the company is always associated with good employees The employees' understanding of the company through the value they achieve in the jobs will tie employees with the company long term Between the company and employees with harmony interests, makes employees satisfied, the company's development will be sustainable, promoting company developed during the international integration getting wider and deeper THE END Student: Nguyen The Hung (ID: CGS00019367) Overall Job Satisfaction at Sepzone – Linh Trung Co, Ltd [...]... Value Attainment and Overall Job Satisfaction Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 25 Research model Job Role Discretion Work Related Expectancies Fairness in Skill-based Pay Value Attainment IV1 IV2 IV3 IV4 + + + + Overall Job Satisfaction DV Figure 4: Research Model of Overall Job Satisfaction PART THREE: RESEARCH METHODS Design template scale Overall Job Satisfaction. .. to job satisfaction as follow:  Hypotheses 1: There is a positive relationship between Job Role Discretion and Overall Job Satisfaction  Hypotheses 2: There is a positive relationship between Work Related Expectancies and Overall Job Satisfaction  Hypotheses 3: There is a positive relationship between Fairness in Skill-based Pay and Overall Job Satisfaction  Hypotheses 4: There is a positive relationship... occupational and organizational psychology, various researchers and practitioners have provided their own definitions of what job satisfaction is However, the two most common definitions describe job satisfaction as: Job satisfaction has been an important focal point for organizational and industrial psychology In defining job satisfaction the reference is often made to Locke’s (1976) description of job. .. time gets me greater approval from my immediate supervisor at Sepzone – Linh Trung 1 2 3 4 5 Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 29 6 My immediate supervisor at Sepzone – Linh Trung gives me more recognition when I get a lot of work done 1 2 3 4 5 7 If I get my job done on time, I have more influence with my immediate supervisor at Sepzone – Linh Trung 1 2 3 4... or promotion at Sepzone – Linh Trung if I finish a large amount of work 1 2 3 4 5 2 It is more likely that I will be given a pay raise or promotion at Sepzone – Linh Trung if I do high-quality work 1 2 3 4 5 3 Getting work done quickly at Sepzone – Linh Trung increases my chances for a pay raise or promotion 1 2 3 4 5 4 Getting work done on time is rewarded with high pay at Sepzone – Linh Trung 1 2 3... confirmatory factor analysis showed that organizational munificence, high-involvement human resources (HR) practices, benchmarking, and job satisfaction were empirically distinct constructs No Overall Job Satisfaction strongly disagree strongly agree 1 All in all, I am satisfied with my job 1 2 3 4 5 2 In general, I like my job 1 2 3 4 5 3 In general, I like working here 1 2 3 4 5 (Table 1: Overall Job Satisfaction) ... part of the Michigan Organizational Assessment Questionnaire (OAQ), use three items to describe an employee’s subjective response to working in his or her job and organization This is a global indication of worker satisfaction with a job Student: Nguyen The Hung (ID: CGS00019367) Business Research Methods P a g e 26 Job satisfaction correlated negatively with employees’ off -job focus, perceived danger,... CONSTRUCTS Overall Job Satisfaction Cammann, Fichman, Jenkins, and Klesh (1983) developed this measure as part of the Michigan Organizational Assessment Questionnaire (OAQ) In this measure three items are used to describe an employee’s subjective response to working in the specific job and organization This is a global indication of worker satisfaction with a job Due the popularity of job satisfaction within... This purpose of this research is way to find the factors influence to the Overall Job Satisfaction of employees working at Sepzone – Linh Trung My research focus on retaining good employees and improve staff abilities are the problem Executive Board trends to make sure staffs’ satisfaction to company in long strategy goals with new project Commercial Building Services is building in Linh Student: Nguyen... job satisfaction as a “pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Jex 2002 p.116) And “the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs” Job Role Discretion It was developed by Gregersen and Black (1992), assesses the extent to which employees believe their job role gives them discretion to make choices about ... use Business Research Methods to determine Overall Job Satisfaction and what other main factors that it influence job satisfaction And this research also was conducted by quantitative method... definitions of what job satisfaction is However, the two most common definitions describe job satisfaction as: Job satisfaction has been an important focal point for organizational and industrial... This is a global indication of worker satisfaction with a job Due the popularity of job satisfaction within the field of occupational and organizational psychology, various researchers and practitioners