The role of ethics institutionalization in influencing quality of work life and job satisfaction a study in vietnamese petroleum industry

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Pham Nhu Huynh THE ROLE OF ETHICS INSTITUTIONALIZATION IN INFLUENCING QUALITY OF WORK LIFE AND JOB SATISFACTION A STUDY IN VIETNAMESE PETROLEUM INDUSTRY MASTER OF BUSINESS (Honours) Ho Chi Minh City – Year 2017 UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Pham Nhu Huynh THE ROLE OF ETHICS INSTITUTIONALIZATION IN INFLUENCING QUALITY OF WORK LIFE AND JOB SATISFACTION A STUDY IN VIETNAMESE PETROLEUM INDUSTRY ID: 22130032 MASTER OF BUSINESS (Honours) SUPERVISOR: DR NGUYEN THI NGUYET QUE Ho Chi Minh City – Year 2017 Acknowledgement I would like to express my sincere thankfulness to my supervisor, Dr Nguyen Thi Nguyet Que, who made me believe in myself and gave me the possibility to complete the thesis Her guidance helped me in all the time of research and writing this thesis I am sure that this thesis would not have been possible without her support I would like to express my gratitude to all staffs in ISB who supported necessary materials and helped submit my papers My sincere thanks also go to friends and colleagues who participated in the pilot study that led to the development of the final survey questionnaire and their support over the time when I was busy to conduct the research Especially, I would like to give my special thanks my family for supporting me spiritually throughout my life Pham Nhu Huynh February 2017 i Abstract Purpose – This research aims to explore the role of ethics institutionalization in influencing quality of work life and job satisfaction – A study in Vietnamese Petroleum Industry Methodoldy/Sample – A total of 280 questionnaires were distributed out at many oil and gas companies in Vietnam As the method is directly interviewing combining with online surveying, all of respondents who working at petroleum companies (e.g., staffs, team leaders, line managers and top managers), thus, data collecting also was primary sources The hypothesized relationships were tested using structure modeling Findings – This research found that a positive relationship between implicit ethics institutionalization and quality of work life The results also indicate that implicit ethics institutionalization and quality of work life have positive impacts on the job satisfaction of employees Key words – Ethics institutionalization, quality of work life, job satisfaction ii Contents Acknowledgement i Abstract ii Contents iii List of figures v List of tables vi List of abbreviations vii CHAPTER INTRODUCTION 1.1 Research background 1.2 Research problem 1.3 Research objectives 1.4 Research scope 1.5 Research significance 1.6 Research structure CHAPTER LITERATURE REVIEW 2.1 Job satisfaction 2.2 Quality of work life 10 2.3 Ethics institutionalization and Quality of work life 14 2.4 Ethics institutionalization & Job satisfaction 17 2.5 Research model and hypothesis 19 CHAPTER 3.1 RESEARCH METHODOLOGY 20 The research design 20 3.1.1 Pilot study 20 3.1.2 Main survey method 21 3.2 Measurement scale building 23 3.3 Sample size and sample method 26 3.4 Data analysis method 27 CHAPTER DATA ANALYSIS AND RESULTS 30 4.1 Data collection 30 4.2 Respondents’ demographic 30 4.3 Reliability analysis 32 4.4 Exploratory factor analysis (EFA) 34 4.5 Confirmatory factor analysis (CFA) 35 4.5.1 Model fit 35 iii 4.5.2 Reliability and validity check 38 4.6 Structure equation modeling (SEM) 40 4.7 Summary 43 CHAPTER CONCLUSION 44 5.1 Conclusions and discuss of the findings 44 5.2 Managerial implications 46 5.3 Limitations and future research 48 REFERENCES 49 APPENDICES 55 Appendix – Guidelines for in-depth interview 55 Appendix – Questionnaire (English version) 59 Appendix – Questionnaire (Vietnamese version) 63 Appendix – Frequencies Table 67 Appendix – Reliability results 69 Appendix – EFA results 73 Appendix – CFA results 75 Appendix – SEM results 77 iv List of figures Figure 2.1 – Conceptual model -19 Figure 3.1 – Research process 22 Figure 4.1 – Confirmatory factor analysis model -37 Figure 4.2 – SEM of research model 41 Figure 4.3 – Final research model -42 v List of tables Table 3.1 – Measurement scale 24 Table 3.2 – Key indices 29 Table 4.1 – Sources of data collection 30 Table 4.2 – Description of sample -31 Table 4.3 – Reliability test results -32 Table 4.4 – The list of deleted items 33 Table 4.5 – KMO and Bartlett's Test 34 Table 4.6 – Pattern Matrix 34 Table 4.7 – Standardized Regression Weights 36 Table 4.8 – Confirmatory factor analysis results -38 Table 4.9 – Construct correlations, AVE & CR 39 Table 4.10 – Fitness of conceptualized model 40 Table 4.11 – Final results of hypotheses testing result 42 Table 4.12 – Final results of relationship checking of model’s constructs 43 Table 4.13 – Modified scales -43 vi List of abbreviations No Abbreviation Meaning AVE Average Variance Extracted CFA Confirmatory factor analysis CR Composite Reliability EEI Explicit ethics institutionalization EFA Exploratory factor analysis GDP Gross domestic product KNOC Korean National Oil Corporation IEI Implicit ethics institutionalization JS Job satisfaction 10 PetroVietnam Vietnam Nation Oil and Gas Group 11 PVD-DD PetroVietnam Drilling Division 12 PVEP POC PetroVietnam Domestic Exploration Production Operating Company Limited 13 PVD TECH Petroleum Trading & Drilling Technical Services Company 14 QWL Quality of work life 15 SEM Structural equation modeling vii CHAPTER 1.1 INTRODUCTION Research background Each organization has its own assets which contains two main components – labor and capital Capital is so important to the achievement of the business, while labor is the vital factor for creating profits to it The labor does everything daily and the whole existing time of the organization The reality of working life today is that employees are frequently trying to control their work and personal lives In the context of integration into the world economy, along with the introduction of many domestic petroleum companies and foreign petroleum companies have made the competition attract high-quality human resources to be more intense Therefore, the vital importance which leaders should perform are to retain current employees because the stability of personnel will help organization save time, costs of recruitment, training According to Tett and Meyet (1993), job satisfaction is negatively associated with turnover intention Job satisfaction was associated with decreased intentions to leave a company (Hom & Griffeth, as cited in Valentine et al., 2011; Jaramillo, Mulki & Solomon 2006) Thus, besides the ways to improve business efficiency, management efficiency, cost savings, etc the methods to improve the job satisfaction of employees are the concern of all organization The job is considered an important part of human life since the majority of their lives is devoted to the organization Many people believe that the work represents their value in society Therefore, the quality of life will depend on the quality of work life which they have been at the workplaces Improving the quality of work life will contribute to bring good quality of life for each individual Quality of work life including the life aspects related to the work such as wages, working hours, work environment, benefits, career prospects, the human relationship, the balance between work and life These aspects contribute to the satisfaction and motivation of employees According to Efraty, Sirgy and Claiborne (1991), high quality of work life results in an increase in job satisfaction and performance of employees, and at the same time, cause a decrease in both alienation and turnover intention From that, employees are willing to contribute to an C-Nội dung khảo sát [4] Đng ý; [5] Hoàn toàn đồng ý [1] I THỂ CHẾ HOÁ ĐẠO ĐỨC HÀM Ý Lãnh đạo cấp cao xây dựng văn hố trực cho cơng ty Bên cạnh việc tuân thủ pháp luật, lãnh đạo cấp cao tin hành vi có đạo đức yếu tố quan trọng cho thành công công ty Trong công ty, nhân viên có ý thức trách nhiệm bảo vệ & trì uy tín đạo đức Lãnh đạo cấp cao nhận phần trách nhiệm việc định trái đạo đức & không tuân thủ quy định pháp luật nhân viên Có giao tiếp cởi mở cấp cấp trao đổi, thảo luận tính khó xử & trường hợp có xung đột đạo đức Một số nhân viên công ty trao quyền phép chất vấn họ thành cơng việc đạt mục tiêu mà công ty đề Trong cơng ty, khơng có sách khen thưởng định mang tính đạo đức Cơng ty có hệ thống giá trị chia sẻ am hiểu yếu tố cấu thành hành vi phù hợp Lãnh đạo cấp cao tin công ty giúp cải thiện chất lượng sống nhân viên phúc lợi chung xã hội 64 [2] [3] [4] Hoàn toàn đồng ý [3] Không ý kiến; Đồng ý [2] Không đồng ý; Khơng ý kiến [1] Hồn tồn khơng đồng ý; Khơng đồng ý biểu việc đánh dấu  vào tương ứng: Hồn tồn khơng đồng ý Anh/chị vui lòng cho biết mức độ đồng ý phát [5] II 10 11 THỂ CHẾ HOÁ ĐẠO ĐỨC TƯỜNG MINH Công ty không thực kiểm tra chuẩn mực đạo đức cách thường xuyên Lãnh đạo cấp cao đánh giá chương trình đào tạo đạo đức cách thường xun Cơng ty khơng có nhiều người cấp cao/cấp 12 quản lý chịu trách nhiệm cho chương trình tuân thủ đạo đức 13 14 Lãnh đạo cao không tham gia vào chương trình đào tạo đạo đức Cơng ty khơng có chương trình đào tạo để truyền đạt cách hiệu chuẩn mực & nguyên tắc đạo đức Cơng ty khơng có hội đồng chun trách đạo 15 đức để xử lý vấn đề đạo đức phát sinh công ty Để ngăn chặn hành vi sai trái cơng ty, cơng ty có 16 chương trình đào tạo nhằm tạo văn hoá ứng xử chuyên nghiệp hiệu III CHẤT LƯỢNG CUỘC SỐNG TRONG CƠNG VIỆC 17 Tơi cảm thấy an tồn nơi làm việc 18 Cơng việc mang lại nhiều lợi ích tốt cho sức khoẻ tơi 19 Tơi ln cố gắng giữ gìn & trì sức khoẻ tốt 20 Tơi hài lịng mức thu nhập 21 22 23 24 25 26 Tôi cảm thấy công việc bảo đảm ổn định cho sống Với cơng việc tại, tơi trang trải cho sống gia đình Tơi có đồng nghiệp tốt cơng ty Ngồi cơng việc, tơi có đủ thời gian để tận hưởng sống Tôi cảm thấy đánh giá cao công việc Trong công việc, người tôn trọng 65 27 28 29 30 31 32 Tôi cảm thấy công việc giúp khám phá tiềm thân Tôi nhận khả chun gia cơng việc mà tơi làm Tơi ln học hỏi điều để giúp cho công việc tốt Công việc giúp nâng cao kỹ nghề nghiệp thân Công việc tơi địi hỏi nhiều sáng tạo Cơng việc giúp tơi phát triển sáng tạo bên ngồi cơng việc IV SỰ HÀI LỊNG TRONG CƠNG VIỆC 33 Nói chung, tơi hài lịng với cơng việc 34 Tơi thường nghĩ việc từ bỏ công việc 35 36 37 Nói chung, tơi hài lịng với loại cơng việc phụ trách Đa số người hài lịng cơng việc Những người làm cơng việc thường có ý định bỏ việc Trân trọng cám ơn anh/chị nhiều! (Google link: https://goo.gl/forms/QzUnpgWuTvhDiKFJ) 66 Appendix – Frequencies Table Statistics How long Full time Valid Gender Married Age Education Position 240 240 240 240 240 240 240 0 0 0 Mean 1.95 1.03 1.48 1.69 2.24 3.32 1.49 Median 2.00 1.00 1.00 2.00 2.00 3.00 1.00 0.210 0.156 0.500 0.464 0.858 0.475 0.818 Minimum 1 1 Maximum 2 2 4 469 246 354 405 538 796 358 25 2.00 1.00 1.00 1.00 2.00 3.00 1.00 50 2.00 1.00 1.00 2.00 2.00 3.00 1.00 75 2.00 1.00 2.00 2.00 3.00 4.00 2.00 N Missing Std Deviation Sum Percentiles How long Frequency Less months Valid More months Total Percent Valid Percent Cumulative Percent 11 4.6 4.6 4.6 229 95.4 95.4 100.0 240 100.0 100.0 Full time Frequency Yes Valid No Total Percent Valid Percent Cumulative Percent 234 97.5 97.5 97.5 2.5 2.5 100.0 240 100.0 100.0 Gender Frequency Valid Percent Valid Percent Cumulative Percent Male 126 52.5 52.5 52.5 Female 114 47.5 47.5 100.0 Total 240 100.0 100.0 67 Married Frequency Valid Percent Valid Percent Cumulative Percent Single 75 31.3 31.3 31.3 Maried 165 68.8 68.8 100.0 Total 240 100.0 100.0 Age Frequency Valid Percent Valid Percent Cumulative Percent