Luận án tiến sĩ kinh tế quản lý đề tải mức độ hài lòng của người lao động tại công ty cổ phần gang thép thái nguyên

SATISFACTION LEVEL OF EMPLOYEES IN THAI NGUYEN IRON AND STEEL JOINT STOCK CORPORATION A DISSERTATION PAPER Presented to the Faculty of the Graduate Program of the College of Business and Accountancy Central Philippine University, Philippines In Collaboration with Thai Nguyen University, Vietnam By NGUYEN THI LAN HUONG DECEMBER 2016 i ACKNOWLEDGEMENT In order to complete this thesis, I would like to specially express my sincere thank to Assoc Prof Dr Hoang Thi Thu, who has been giving me a great support and guidance my during my study as well as the thesis accomplishing process I thank the lecturing employee of the CPU and TUEBA, whose tutelage over the more three years provided me with the necessary background skills to undertake and complete this study I extend sincere appreciation to the managers and employees in Thai Nguyen Iron and Steel Joint Stock Corporation To my Co-worker without whose interest and co-operation I could not have produced this study I wish to thank them for supporting this initiative and affording me their time and sharing their experiences A special thank is giving for my husband and my children who have stay behind me, encourage and support me during my master programs Their invaluable supports and patience throughout this journey has been unreal and is appreciated from the bottom of my heart Thai Nguyen, December 2016 Nguyen Thi Lan Huong ii TABLE OF CONTENTS LIST OF TABLES v LIST OF FIGURES vii ABSTRACT viii CHAPTER I INTRODUCTION 1.1 Background and rationale of the study 1.2 Objectives 1.3 Theoretical framework 1.4 Conceptual framework 11 1.5 The operational definitions 12 1.6 Significance of the study 15 1.7 Scope of the study 16 CHAPTER II 17 REVIEW OF RELATED LITERATURE AND STUDIES 17 2.1 Theoretical foundation 17 2.1.1 Defining job satisfaction 17 2.1.2 Importance of job satisfaction of employees and its relationship with job performance 18 2.1.3 Measuring job satisfaction 19 2.2 Empirical related studies 20 Job satisfaction statistics 23 CHAPTER III 27 RESEARCH METHODOLOGY 27 3.1 Research design 27 3.2 Population, sample size and sampling technique 27 3.3 Research instruments 30 3.4 Ethical consideration 32 3.5 Data gathering procedures 32 3.6 Data processing and data analysis 35 CHAPTER IV 37 DATA PRESENTATION, ANALYSIS AND INTERPRETATION 37 4.1 Thai Nguyen Iron and Steel Joint Stock Corporation introduction 37 4.1.1 General informations 37 4.1.2 Organizational structure 39 iii 4.1.3 Business Situation of TISCO 41 4.2 Situation of human resources of TISCO 43 4.2.1 The structure of human resources 43 4.2.1.1 Structure by sex workers 43 4.2.1.2 Employees structure by age group 43 4.2.1.3 Employees structure by level 44 4.2.1.4 Employees structure according to the nature of work 45 4.2.2 Salaries, bonuses and Welfare of employees 45 4.2.3 Working condition of employee 45 4.2.4 Opportunity for advancement 45 4.2.5 Persional relationships 45 4.3 Evaluating the results of the employee satisfaction of TISCO 46 4.3.1 General information about respondents 46 4.3.2 Descriptive statistics 48 4.3.2.1 Descriptive statistics of employees 48 4.3.2.2 Descriptive statistics of Influecing factors 50 4.3.3 Test for reliability by Cronbach Alpha 53 4.3.4 Exploratory Factor Analysis EFA 57 4.3.5 Correlation Analysis 63 4.3.6 Regression analysis and hypothesis testing 64 4.3.6.1 Descriptive Statistics 64 4.3.6.2 Multiple linear regression analysis 69 Difference of job satisfaction follow individual characteristics test 80 4.5.1 Difference of job satisfaction follow “sex” 80 4.5.2 Difference of job satisfaction follow “Age groups” 81 4.5.3 Difference of satisfaction follow “marital status” 82 4.5.4 Difference of satisfaction follow “education” 82 CHARTER V 85 SUMMARY, CONCLUSION AND RECOMMENDATION 85 5.1 Summary of Findings 85 5.1.1 Results of multiple regression analysis for general employees (n = 367) 85 5.1.2 Results of multiple regression analysis for direct employees (n = 290) 85 5.1.3 Results of multiple regression analysis for indirect employees (n =77) 85 5.1.4 Mean score of Job Satisfaction of employees 86 iv 5.1.5 Results of Independent t-test and One-Way Anova analysis to examine difference in satisfaction according to individual characteristics 86 5.2 Conclusions 87 5.3 Recommendation 87 REFERENCES 93 APPENDICES 100 v LIST OF TABLES Table Sample of member in TISCO Thai Nguyen 29 Table The 5- Likert scale 30 Table 3 Questionnaire design 30 Table Sample of member in TISCO Thai Nguyen by kind employees 34 Table Cronbach alpha coefficient scale 35 Table Balance company audit results 41 Table Report on business results of the Company 42 Table 4.3 Structure by sex 43 Table 4.4 Employees structure by age group 43 Table Employees structure by level 44 Table 4.6 Descriptive Statistics of general employees 48 Table Descriptive Statistics of Indirect employees 48 Table Descriptive Statistics of direct employees 49 Table 4.9 Descriptive statistics of “Supervisors”factor 50 Table 10 Descriptive statistics of “Co-worker” factor 50 Table 11 Descriptive statistics of “Working conditions” factor 51 Table 12 Descriptive statistics of “Financial reward” factor 51 Table 13 Descriptive statistics of “Opportunity for advancement” factor 52 Table 14 Descriptive statistics of “Salary” factor 52 Table 15 Descriptive statistics of “Nature of work” factor 52 Table 16 Cronbach Alpha of Nature of work 53 Table 17 Cronbach‟s alpha of salary 54 Table 18 Cronbach‟s alpha of Opportunity for advancement 54 Table 19 Cronbach‟s alpha of Supervisors 55 Table 20 Cronbach Alpha of Co-workers 55 Table 21 Cronbach Alpha of Working conditions 56 Table 22 Cronbach Alpha of Financial reward 56 Table 23 Cronbach Alpha of Satisfactions 57 Table 24 The result of EFA test for factors influencing job satisfaction of employees 57 Table 25 The result of EFA retest for factors influencing job satisfaction of employees 60 Table 26 EFA test for influencing job satisfaction factors 61 Table 27 EFA test for influencing job satisfaction factors 62 Table 28 Correlation coeefficients 63 vi Table 29 Descriptive Statistics of general employees 64 Table 30 Job satisfaction of Indirect employees 65 Table 31 Descriptive Statistics of direct employees 66 Table 32 Descriptive Statistics of “Nature of work” factor 66 Table 33 Descriptive Statistics of “Supervisors” factor 67 Table 34 Descriptive Statistics of “Co-worker” factor 67 Table 35 Descriptive Statistics of “Working conditions” factor 68 Table 36 Descriptive Statistics of “Financial reward” factor 68 Table 37 Descriptive Statistics of “Opportunity for advancement” factor 68 Table 38 Descriptive Statistics of “Salary” factor 69 Table 39 Regression model of general employees 71 Table 40 Regression model of direct employees 74 Table 41 Regression model of indirect employeess 77 Table 42 Results of One-Way Anova test of “sex” 80 Table 43 Results of One-Way Anova test of “Age groups” 81 Table 44 Result of Bonferroni test of “Age groups” 81 Table 45 Results of One-Way Anova test of “marital status” 82 Table 46 Results of One-Way Anova test of “education” 83 Table 47 Result of Bonferroni test of “education” 83 Table Coefficients three multiple regression 86 vii LIST OF FIGURES Figure 1 Abraham Maslow‟s need hierarchy theory Figure Maslow‟s hierarchy of needs and application in the workplace Figure Herzberg‟s two factors theory Figure Summarizing the need theories Figure Theoretical framework 11 Figure Conceptual framework 12 Figure Measure job satisfaction by faces 20 Figure Organizations Structure Diagram of TISCO 40 Figure Research framwork: Adjusted model 62 Figure Homoscedasticity 69 Figure 4 Histogram chart 70 Figure P-P plot chart 70 viii ABSTRACT Studies on job satisfaction have been conducted and applied including both theoretical and practical aspects In context of needing to improving quality of work performance in manufacturing enterprises, surveying on employee‟s job satisfaction has been done in previous researches However, there have not been separate studies on employee‟s satisfaction at administrative area toward their job (direct-employee) as well as employee‟s satisfaction production area toward their job (indirect-employee) Based on the literature of general job satisfaction of employee with different sectors, this study systematically investigates some factors and their effects on the job satisfaction among employee in TISCO Besides the components of employee‟s job satisfaction, this study investigates the factors of employees affecting the opinions about their satisfaction Result revealed that mean score of Job Satisfactions of employees included: Mean score of job satisfaction of direct employee: ( = 3.550); Mean score of job satisfaction of indirect employees: ( = 4.398); Mean score of job satisfaction of general employees: ( = 3.728) Results of regression analysis indicated that Working condition was best predictor of job satisfication of direct employees (β = 172); Advancement was best predictor of job satisfication of indirect employees (β = 213) and Working condition was best predictor of job satisfication of general employees (β‟=0 206) The results of this study will provide basis knowledge and necessary information for employee and manager These findings suggest that they should develop a plan to increase job satisfaction for employee by focusing on important factors (working condition for direct employee, and Opportunity for indirect employees) The theoretical and practical implications are discussed based on the findings This study intends to make a contribution to improve job satisfaction of employees with their job at TISCO This can be considered as a reference for other manufacturing enterprises in the efforts to increase employee‟s job satisfaction with other sectors.) CHAPTER I INTRODUCTION 1.1 Background and rationale of the study There are many factors influencing human resource management, of which job satisfaction is the most important issue among many factors of human resource management that every manager needs to give much attention The term “job satisfaction” is derived from the humanities, psychology and sociology In the field of psychology, it is a state where an employee has an emotional perception of his situation and reacts with feelings of pleasure or pain In sociology, it is considered a variable in different categories related to how each employee evaluates and thinks about his work (Sypniewska, 2013) Job satisfaction can be defined as an individual‟s total feeling about their job and the attitudes they have towards various aspects or facets of their job, as well as an attitude and perception that could consequently influence the degree of fit between the individual and the organization (R Karthik, S Saratha, & M Sowmiya, 2012; Spector 1997) For a few decades, many researchers have been carried out about job satisfaction and its components Many researchers and administrators have noticed the importance of job satisfaction on a variety of organizational variables In particular, it was know that dissatisfied employees are likely to leave their jobs (E.J Lumley, et al, 2011) Job satisfaction among employees is an indicator of organizational effectiveness (R Karthik, S Saratha, & M Sowmiya, 2012) the study conducted by Harter et al (2002) found positive and substantive correlations between employee satisfaction-engagement and the business unit outcomes of productivity, profit, employee turnover, employee accidents, and customer satisfaction Freeman, (2005) shows that businesses that excel in employee satisfaction issues reduce turnover by 50% from the norms, increase customer satisfaction to an average of 95 % and lower employee cost by 12% Carpitella (2003) indicated that the more satisfied an employee is, the less turnover and absenteeism occurs (Maloney, & McFillen, 1986) Added to that, Job satisfaction plays an important role for an employee in doing their job performance Research examining the relationship between job satisfaction and job performance has been conducted since at least as early as 1945 (Davar, 2012) The idea that job satisfaction leads to better performance is supported by Vroom's The study relating to the relationship between job satisfaction and job performance has now become a research tradition in industrial-organizational psychology Vroom's (1964) 93 REFERENCES A ARTICLES Adams, Gary A.; King, Lynda A.; King, Daniel W 1996 Relationships of job and family involvement, family social support, and work–family conflict with job and life satisfaction Journal of Applied Psychology, Vol 81(4), Aug 1996, 411-420 http://dx.doi.org/10.1037/0021-9010.81.4.411 Adams, J Stacey (1963), "Toward an understanding of inequity", Journal of Abnormal and Social Psychology, Vol 67, pp 422-436 Akerlof, G.A., Rose, A.K., Yellen, J.L., 1988 Job Switching and Job Satisfaction in the US Employees Market Brookings Paper on Economic Activity, 2, 495– 594 AL-Hussami M (2008) A Study of nurses' job satisfaction: The relationship to organizational commitment, perceived organizational support, transactional Supervisorsship, transformational Supervisorsship, and level of education European Journal Science Resource, 22(2): 286-295 Aryee, Samuel, Thomas Wyatt, and Raymond Stone (1996), “Early Career Outcomes of Graduate Employees: The Effect of Mentoring and Ingratiation,” Journal of Management Studies, 33 (1), 95-118 Atefi N, Abdullah KL, Wong LP, Mazlom R, 2014 Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study International Nursing Review, 2014 Sep;61(3):352-60 doi: 10.1111/inr.12112 Aziri B (2011) Job satisfaction: a literature review Management research and practice, 3(4), 77-86 Barbara A Sypniewska, 2013 Evaluation of Factors Influencing Job Satisfaction Contemporary Economics; 8(1)1-118 Barriball Lu H, Zhang KL, While X, AE 2012 Job satisfaction among hospital nurses revisited: a systematic review International Nursing Study Aug;49(8):1017-38 doi: 10.1016/j.ijnurstu.2011.11.009 Benjamin Ball A summary of motivation theories Retrieved from http://www.yourcoach.be/ blog/wp-content/uploads/2012/03/A-summary-of-motivation-theories1.pdf Berta, D (2005) Put on a happy face: High morale can lift productivity Nation’s Restaurant News, 39(20), 8-10 Bidyut Bijoya Neog & Dr Mukulesh Barua (2014), "Factors Influencing Employee's Job Satisfaction: An Empirical Study among Employees of Automobile Service Workshops in Assam", The SIJ Transactions on Industrial, Financial & Business 94 Management (IFBM), The Standard International Journals (The SIJ), Vol 2, No 7, Pp 305-316 Burns, N., Grove, S., & Gray, J (2013) The practice of nursing research: Appraisal, synthesis, and generation of evidence, (7th ed.) 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http://dx.doi.org/10.1023/A:1017956516324 Vroom, V.H (1964), Work and Motivation, John Wiley & Sons, New York www.die.gov.tr.16/01/2008 Willem A, Buelens M, Jonghe ID (2007) Impact of organizational structure on nurses‟ job satisfaction: A questionnaire survey International Journal of Nursing Studies., 44: 1011-1020 B UNPUBLICED THESES Bui Thi Hien, 2010 Factors influencing job satisfaction of employee – a study of Joint Stock Company investment and development and traffic construction of 208 Charles G Andrews, 2003 comparative analysis of management and employee job satisfaction and policy perceptions (doctoral thesis) University of north Texas Duong Cong Vi, 2013 factors influencing job satisfaction of employees working at the people committee‟s binh gia district, lang son province (master‟s thesis) Faculty of the Graduate Program of the College of Business and Accountancy Central Philippine University, Philippines in colemployeesation with Thai Nguyen University, Vietnam Le Quang Thach (2012) Factors influencing job satisfaction of workers in joint stock company industrial wood Truong Thanh (master‟s thesis) Nha Trang university Nezaam luddy, 2005 Job satisfaction amongst employees at a public health institution in the western cape (mini-thesis) Faculty of Economic and Management Science, University of the Western Cape 100 APPENDICES Descriptive Statistics Natural of work N Minimum Maximum 367 1.00 5.00 current job is challenge Mean 3.5259 Std Deviation 74200 your choice in current job 367 1.00 5.00 3.4441 89718 your skills in current job 367 1.00 5.00 3.7084 70479 your job is convenient 367 1.00 5.00 3.7657 68920 your current is appropriate 367 2.00 5.00 3.8638 63845 current job is challenge 367 1.00 5.00 3.7411 75460 Mean 3.4986 Std Deviation 83919 Valid N (listwise) 367 Mean : 3.674 Descriptive Statistics Salary 2.Salary from company is clear and fair N Minimum Maximum 367 1.00 5.00 3.Salary was paid in full and on time 367 1.00 5.00 3.8501 72194 4.Bonus policy is fair and satisfactory 367 1.00 5.00 3.5150 84877 5.The company allowance is reasonable 367 1.00 5.00 3.6567 68700 Valid N (listwise) 367 Mean: 3.630 101 Descriptive Statistics Opportunity for advancement 1.Your skills can meet the job N Minimum Maximum 367 1.00 5.00 Mean 3.7466 Std Deviation 67231 requirements 2.You have the opportunity to be 367 1.00 5.00 3.5777 78500 367 1.00 5.00 3.6213 81374 367 1.00 5.00 3.2398 90067 367 30 5.00 3.2842 87567 367 2.00 5.00 3.8147 62594 trained and to improve knowledge 3.Company give a chance for you to be trained and improve knowledge 4.You have a lot of chance of advancement when you work at here 5.Company has a fair policy to train employees 6.The company gives the process, specific instructions for every employee Valid N (listwise) 367 Mean: 3.5470 102 Descriptive Statistics Supervisors 1.Supervisor cares about you N Minimum Maximum 367 1.00 5.00 Mean 3.6730 Std Deviation 69887 2.Supervisor listen to your opinions 367 1.00 5.00 3.6376 74070 3.Supervisor gives good suggestions 367 1.00 5.00 3.7847 64443 4.You easily communicate and 367 1.00 5.00 3.7929 69789 367 1.00 5.00 3.6485 70837 6.Supervisor iscapabilities 367 1.00 5.00 3.8065 69200 Valid N (listwise) 367 Mean: 3.723 Mean 4.0163 Std Deviation 43073 interface with your supervisor 5.you receive equally treatment from supervisor Descriptive Statistics Co-workers 1.Co-worker is willing to help you N Minimum Maximum 367 2.00 5.00 2.Co-worker is friendly 367 2.00 5.00 4.0518 44970 3.You can learn from your co- 367 2.00 5.00 4.0218 52746 367 2.00 5.00 3.9591 60143 workers 4.Co-worker coordinates with you well Valid N (listwise) 367 Mean: 4.012 103 Descriptive Statistics Working condition N Minimum Maximum 367 1.00 5.00 1.Personal protect equipment was Mean 3.9183 Std Deviation 67659 provided 2.Workplace is sate 367 1.00 5.00 3.8501 68703 3.Workplace is clear and convenient 367 1.00 5.00 3.6076 82565 4.You are satisfy with the work-time 367 2.00 5.00 3.9319 49394 Valid N (listwise) 367 Mean: 3.826 Descriptive Statistics Financial reward 2.Trade union has a good policy 3.Welfare of company is clear and N Minimum Maximum 367 1.00 5.00 Mean 3.8474 Std Deviation 64752 367 1.00 5.00 3.7684 63010 367 1.00 5.00 3.7738 62775 adequate 4.Welfare policy of the company expressed the consideration of company to employees Valid N (listwise) 367 Mean: 3.796 104 QUESTIONNAIRE This questionnaire is designed to collect data for the purpose of completing the doctor thesis All the information will be kept confidently Please, kindly fill in the questions bellows: Part I: Personal information of the respondents 1.Full name: ……………………………… Age: Marital status: - Gender:  Male  Female  18- 25  26- 35  36- 45  45- 60  Single  Married Working areas: Work position:  Worker  Office employee  Manager Length of employment:  less than years  6-10  11-15  Over 16 years Educational level:  Graduate or higher  Vocational/ college education  High school  Primary school Coefficients salary:… Coefficient positions…… Allowance:………….………(đ) - Income per month (million VND):):  Below mil  5.1 to mil  3.1 to mil  Over mil 105 Part II: Evaluation Please read the following statements and check () in the blank that best indicates the extent of your agreement or disagreement Strongly disagree Disagree Moderate Agree Strongly agree Natural of work You understand clearly current job      Your current job is simple or easy      Your current job is creative      Your current job is challenge      You may decide to work some issues in their abilities      You can use a lot of different skills at work      The work that you are doing matches with your capabilities      The work that you are doing is appropriate      Salary The salary that you get from TISCO commensurate with the your capacity and contribution      The salary that you get from TISCO is clear and fair      The salary that you get from TISCO was paid in full and on time      Bonus policy is fair and satisfactory      The company allowance is reasonable      Opportunity for advancement The skills that you was trained can meet the job requirements You may have the opportunity to be trained and to improve knowledge           Company always give a chance for you to be trained and improve knowledge      You may have a lot of chance of advancement when you work at here      Company has a fair policy to train employees      106 The company gives the process, specific instructions for every employee Supervisor      Supervisor cares about you      Supervisor listen to your opinions      Supervisor gives good suggestions      You easily communicate and interface with your supervisor      You receive equally treatment from supervisor      Supervisor is capable of executive      Co-worker Co-worker is willing to help you      Co-worker is friendly and generous      You may learn experiences from your co-workers      Co-worker coordinates with you well      Your co-worker is reliable      Working condition Personal protect equipment that was provided to you is adequate      Workplace is sate      Workplace is clear and convenient      You satisfied with the work-time      Financial Reward Companies implements all of insurances for employees      Trade union always cares and support you when you face with some problems Welfare of company is clear and adequate      Welfare policy of the company expressed the consideration of company to employees Job satisfaction of employees      You satisfied with current job      You satisfied with current salary           107 You satisfied with current opportunity for advancement      You satisfied with current supervisor      You satisfied withco-worker      You satisfied with current working condition      You satisfied with current financial reward      You totally satisfied with current job      Thank you very much for your great cooperation! ... no other motivating factors can work Security or Safety needs: These are the needs to be free of physical danger and of the fear of losing a job, property, food or shelter It also includes protection... affiliation-motivation undermines a manager's objectivity, because of their need to be liked, and that this affects a manager's decision-making capability A strong“n-pow” authority-motivation will produce a determined... Rewards/Work Outcomes: This relationship is called Instrumentality (I) The instrumentality is the perception of an employee of the probability that performance will lead to organizational rewards or