Determinants of organizational pride of staffs in telecommunic ation companies in Vietnam

MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HOCHIMINH CITY - Đặng Minh Hải DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN TELECOMMUNICATION COMPANIES IN VIETNAM MASTER THESIS Ho Chi Minh City, 2011 MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HOCHIMINH CITY - Đặng Minh Hải DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN TELECOMMUNICATION COMPANIES IN VIETNAM Major: Business Administration Code: 60.34.05 MASTER THESIS Supervisor: Nguyễn Thị Mai Trang Ho Chi Minh City, 2011 i   ACKNOWLEDMENTS After completing this dissertation, I would like to thank people who have been helping me while I was working on it Firstly, from the bottom of my heart, I would like to thank Dr Nguyen Thi Mai Trang, who has been very patient with me In during working time, I often went to go for business trip and interrupted the guidance of her but she was not only to be not angry but also sympathized with me If there was not her toleration I could not finish this dissertation Secondly, I would like to thank Dr Nguyen Dinh Tho, HCMC University of Economics and Dr Tran Kim Dung, although they were not my direct guide but they had given me many wonderful advices for my dissertation Thirdly, I would like to thank Dr Tran Ha Minh Quan, he is my head teacher, whenever I have seen the difficulties he always encourages and supports me Fourthly, I would like to thank all of my colleagues in EVN Telecom and my wonderful friends in FPT, and VTC They have supported me to collect data Especially, I would like to thank an American friend that his name is Jered who has helped me to find the research materials and edited mistakes in writing English for me Beside I also would like to thank Mr Lai The Hung, he is CEO of EVN Telecom Transmission center and to be my boss Finally, I would like to thank my supportive wife and daughter They have given me support, love and encouragement while I was working on this dissertation Without them, I would not have completed my dissertation     ii   Last word, I again thank all of the people whom I just mentioned above, and I would like to try to make all my thanks, my gratitude in a way of helping others whenever I can Ho Chi Minh City, 28 August, 2011 Dang Minh Hai     iii   ABSTRACT Objectives: Studies continue to show that the role of job satisfaction in managing effective work relationship Beside job satisfaction factor, pride in the organization (organizational pride) is also an important factor affecting organizational success This study was designed to examine determinants affecting job satisfaction, also organizational pride because job satisfaction is one in three factors effects on pride in the organization Staffs are working in the Telecommunication companies in Vietnam to be subject of this study Methodology: These are 209 staffs from three Telecommunication companies in Vietnam including EVN Telecom, FPT Telecom and VTC Telecom were interviewed through the questionnaire table Multiple regression analysis was used to identify relationship between independent variables (satisfaction with nature of work, satisfaction with coworkers, satisfaction with promotion, satisfaction with supervisor and satisfaction with working environment) and the dependent variable (organizational pride) Results: The results of the study reveal that satisfaction with supervisor affects most organizational pride level of staffs, the next is satisfaction with nature of work and the last factor is satisfaction with working environment Conclusion: This study discusses and give some solutions to improve human resources policy, attract and retain good staffs…all solutions with the highest target are building the pride of staffs in Telcos in Vietnam     iv   TABLE OF CONTENTS ACKNOWLEDGEMENTS i ABSTRACT iii TABLE OF CONTENTS iv LIST OF FIGURES vi LIST OF TABLES vii LIST OF ABBREVIATIONS viii Chapter 1: INTRODUCTION 1.1Background 1.2 Overview of Human resources in Telecommunication industry in Vietnam 1.3 Problem statement and rationales 1.4 Research objectives 1.5 Scope 1.6 Research structure Chapter 2: LITERATURE REVIEW 2.1 Organizational pride 2.2 Determinants of organizational pride 11 2.3 Theoretical model 14 Chapter 3: RESEARCH METHODOLOGY 15 3.1 Research methodology 15 3.2 Developing research methodology 16 3.3 Population and sample 20 Chapter 4: DATA ANALYSIS 22 4.1 Sample characteristics 22 4.2 Assessment of scale reliability of components 24 4.3 Exploratory factor analysis (EFA) 26 4.4 The new hypothesis 30 4.5 Regression 31 4.6 Hypotheses testing result 34 4.7 Descriptive and ANOVA of individual characteristic factors 35     v   4.8 Descriptive statistic of variables 38 4.8.1 Organizational pride levels among three Telcos in Vietnam 39 4.8.2 Descriptive statistic of independent variables 40 4.8.3 Descriptive statistic of dependent variables 40 4.9 Results 41 Chapter 5: RECOMMENDATIONS 45 5.1 Discussion 45 5.2 Managerial implications 48 5.2.1 Satisfaction with supervisor 49 5.2.2 Satisfaction with nature of work 49 5.2.3 Satisfaction with working environment 50 CONCLUSION 52 Research limitation 52 Future research 53 REFERENCES 54 APPENDICES: A: Vietnamese version questionnaire 57 B: English version questionnaire 59 C: Coding of variables 61 D: Total variance explained table 62 E: Descriptive statistic of independents 63 F: Histogram and scatter plot of regression standardized residual 64 G: Coding of variables of the new factors 65     vi   LIST OF FIGURES Figure 2.1: The theoretical model 14 Figure 3.1: The research process 15 Figure 4.1: Adjusted measurement model 30 Figure 4.2: Revised model 34     vii   LIST OF TABLES Table 3.1: Coding of data 20 Table 4.1: Sample characteristics 22 Table 4.2: Reliability statistic and item total statistic of components 25 Table 4.3: KMO and Bartlett’s test 27 Table 4.4: Rotated component matrix 28 Table 4.5: Coding new factors 31 Table 4.6: Summary of model 31 Table 4.7: Coefficients of independent variables 32 Table 4.8 Results of hypotheses 34 Table 4.9 Descriptive and ANOVA of age 35 Table 4.10 Descriptive and ANOVA of working experience 36 Table 4.11 Descriptive and ANOVA of gross monthly income 36 Table 4.12 Descriptive and ANOVA of marital status 37 Table 4.13 Descriptive and ANOVA of educational level 38 Table 4.14: Level of organizational pride among three Telcos in VN 39 Table 4.15: Means of new factors 40 Table 4.16: Descriptive statistic of dependent variables 41     viii   LIST OF ABBREVIATIONS H Hypothesis SPSS Statistical package of social science TelcosTelecommunication companies EFA Exploratory factor analysis Wo Nature of work Su Supervisor Co Coworkers En Environment Pr Promotion Pri Pride Sig Observed significance level     51   pride, in other word, increasing satisfaction level of staffs about supervisor, nature of work, and environment then increasing the organizational pride of them As present research, the results are dissatisfaction with supervisor of staffs, satisfaction with nature of work, and satisfaction with environment that is popular status in Telcos in Vietnam now, especially there is dissatisfaction of staffs with supervisor Besides, results from descriptive statistic are low satisfaction with promotion, and coworkers Moreover, results from ANOVA test also showed that there are not significant different levels of age, experience, marital status, educational level, and monthly gross income with organizational pride In addition, this chapter also discusses results which research finds out At the same time, some conditions and requests which the research brings out above as restructure human resources according their really abilities, setting up assignment plan for each supervisor position also hastening the equitization process, establishing clearly job description and instructions for working in details that all will improve human resources policy and attract as well as retain good staffs for pure Telcos Moreover, the 5S program and security system are also introduced to apply in workplace     52   CONCLUSION There are many researches in the past about determinants on job satisfaction, but this is the first research about determinants on job satisfaction effects to organizational pride of three Telcos (Telecom companies) in Vietnam The present research had used data from 209 questionnaires collected of staffs in three Telcos and divided scales (dimensions) with dependent variables at first After doing analysis by SPSS version 17.0 and EFA method, we have new factors with new names Then the research find out the positive affect of factors to organizational pride level by regression method They are satisfaction with supervisor, satisfaction with nature of work, and satisfaction with environment And satisfaction with supervisor has affected to organizational pride level most Besides, the research also shows that there are not significant different organizational pride levels with age, marital status, experience, education level, and monthly gross income Thence the research discusses and give some solutions to improve human resources policy, attract and retain good staffs…all solutions with the highest target are building the pride of staffs in Telcos in Vietnam Those solutions are practical and urgent for leaders of three Telcos as well as government concern Research limitation The first limitation was samples which writer collected to use data The research was based on asking 209 staffs of three Telcos in Vietnam, in that there are 126 staffs of EVN Telecom, 44 staffs of VTC Telecom, and 39 staffs of FPT Telecom     53   That is not balance in number of staffs asked between Telcos and that is a small number of staffs who are working for Telcos in Vietnam So, the results could not present exactly for all Telcos Future research There are many problems which have not been solved in present research; they need to explain in future researches examples such as evaluating also investigating the close relationship between job satisfaction and behavior employee with organizational pride is one aspect in all of behaviors Identifying the determinants on satisfaction with other factors as promotion, income, pressure in work…     54   REFERENCES Aldag and Brief(1978), “Examination of Alternative Models of Job Satisfaction”, Human relations, New York, Vol.31, No 1, p 91 Arnett, D.B., Laverie, D.A., & McLane, C (2002, April) Using job satisfaction and pride as internal- marketing tools Cornell Hotel and Restaurant Administration Quarterly, 87-96 At Your Request: Room Service Dining (n.d.) (CD) Avon, CT: Sodexho Health Care Services Brayfield, A.H and Rothe, H.F (1951), “An index of job satisfaction”, Journal of Applied Psychology, Vol 35, pp 307-11 Brown and Peterson (1993), “The effect of effort on sales performance and job satisfaction”, Journal of Marketing, Vol.58 (April), pp 70-80 Benkhoff, B (1997), “Disentangling organizational commitment”, Personnel Review 26:114131 Boyt, T., Lusch, R., F., and Naylor, G., 2001,”The Role of Professionalism in Determining Job Satisfaction in Professional Services: A Study of Marketing Researchers”, Journal of Service Research, 3(4):321-330 Christen et al (2005), “Job satisfaction, Job performance, and Effort: A Reexamination Using Agency Theory”, Journal of Marketing, Vol.70 (January), pp 137-150 Currivan, D.B (1999), “The Causal Order of Job Satisfaction and Organizational Commitment in Models of Employee Turnover”, Human Resource Management Review 9(4):495-524 David Brown (1999), Plugging the internal brain drain, Canadian HR Reporter Douglas B Currivan (1999): Human Resource Management Review, The causal order of job satisfaction and organizational commitment in models of employee turnover, Elsevier Science Inc, USA, Vol 9, Number 4, Pages 479-493 Gaertner, S (1999), “Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models”, Human Resource Management Review 9(4):479493 Hoang Trong, Chu M Ngoc (2005), Analysis research data with SPSS, Statistic publisher Iverson, R.D and Roy, P (1994), “A causal model of behavioral commitment: evidence from a study of Australian blue- collar employees”, Journal of management, Vol.20, pp 15-41     55   James L Price (1997): International Journal of Manpower , Handbook of organizational measurement, MCB University Press, Iowa USA, Vol 18, Number 4/5/6, Pages 305558 Jessa McIntosh, Consultant, Stone + Company (2010), Linking Organizational Pride to Purpose Published in Employment Relation Today (summer 2010) Kalleberg et al (1996), “Is bigger better? Organization size and job rewards”, American Sociology Review, Vol.61, pp 47-66 Likert scale, Wikipedia, available at http://en.Wikipedia.org/wiki/Likert_scale , updated: July 2007 Lok, P and J Crawford (1999) “The relationship between commitment and organizational culture, subcultures, leadership styles, job satisfaction in organizational change and development “Leadership and Organizational Development Journal , 20(7):365-373 Lusch and Serpkenci (1990), “Personal differences, Job tension, Job outcomes, and Store performance: A study of retail store managers”, Journal of Marketing, Vol.54 (January), pp 85-101 Minnesota Satisfaction Questionnaire, The free dictionary by Farlex, available at http://www.thefreedictionary.com/minnesota satisfaction questionnaire , updated: 02 July 2007 Meyer,J.P and Allen N.J.(1990) “The Measurement and Antecedents of Affective, Continuance and Normantive Commitment to the Organization.” Journal of Occupational Psychology 63:1-18 Meyer,J.P and L Herscovitch(2001).” Commitment in the Workplace Toward a General Model.” Human Resources Management 11:299-326 Mooreetsi Thobega, Grey Miller (2002), Relationship of supervision with job satisfaction and Retention of High School Agriculture Teacher’s, Iowa State University Mowday, R.T., Steers, R.M., and Porter L.W., "The measurement of organizational commitment", Journal of Vocational Behavior, (14), 1979, pp 224-247 Price, J.L (1997), Handbook of organizational measurement, International Journal of Manpower Penley, L.E and Hawkins, B (1985), “Studying interpersonal communication in organization: a leadership application”, Academy of Management Journal, Vol.28, pp 309-26 Richard A Murray (1999), Job satisfaction of Professional and Paraprofessional Library Staff at the University of North Carolina at Chapel Hill, A Master’s paper for the Master of Science in Library Science, Chapel Hill, Carolina     56   Richard B Freeman (1977), Job satisfaction as an economic variable, National Bureau of Economic Research and Harvard University Satisfaction, The free dictionary by Farlex, available http://www.thefreedictionary.com/satisfaction, updated: 02 July 2007 at Saziye Gazioglu, Aysit Tansel (2002), Job satisfaction in Britain: individual and Job Related Factors, Economic Research Center, Middle East Technical University Schwepker J and Charles H (2001), Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the sales force, Journal of Business Research Smith P.C Kendal L.M and Hulin C.L (1969), Measurement of satisfaction in work and retirement, Ran Mc Nally, Chicago, IL Smither, R.D (1994), The Psychology of Work and Human Performance (2nd ed.), New York: Harper Collins College Publishers Tran K.Dung (2005), Needs, Satisfaction of staffs and attachment level of organization, Ministry of Education and Training, Economics University Tran K.Dung, Morris Abraham (2005), The measurement of organizational commitment and job satisfaction in a Vietnamese context, University of Economics and University of Technology USA Society for human resource management (SHRM), Understanding the factors that make work gratifying, A survey report by the SHRM (2009) VCCI (2007), Cam kết WTO Chuyển phát Viễn thông, VCCI, Vietnam Xuân Danh (2006), Việt nam thức trở thành thành viên thứ 150 WTO, available at http://vietbao.vn/Kinh-te/Viet-Nam-chinh-thuc-tro-thanh-thanh-vien-thu-150-cuaWTO/45214898/87/, accessed 20 October 2010     57   APPENDIX A: VIETNAMESE VERSION OF QUESTIONNAIRE Để giúp cho Ban lãnh đạo đề sách nhân phù hợp, chúng tơi trân trọng mời Anh/Chị điền vào phiếu điều tra đây, khơng có câu trả lời hay sai, tất câu trả lời có giá trị ý kiến Anh/Chị giữ bí mật tuyệt đối Vui lòng đánh dấu chéo vào số câu tương ứng với mức độ đồng ý Anh/Chị mức độ sau: Hoàn toàn phản đối Phản đối Hơi phản đối Phân vân Hơi đồng ý Đồng ý Hồn tồn đồng ý Cảm ơn đóng góp Anh/Chị 10 11 12 13 14 15 16 17 18 Cơng việc cơng ty có nhiều thách thức Công việc công ty thực thú vị Công việc cho phép sử dụng tốt lực cá nhân Công việc cho phép thực phương pháp làm việc riêng Cấp động viên phát triển nghiệp Khi gặp vấn đề công việc, cấp sẵn sàng chia sẻ Cấp thường hỏi thăm tơi chuyện gia đình Khi tơi có câu hỏi, cấp ln sẵn sàng cho câu trả lời tốt Cấp cho biết chất lượng cơng việc tơi hồn thành Cấp cho biết điểm mạnh điểu yếu cách làm việc Cấp trao đổi với thông tin hội đào tạo, thăng tiến Cấp ln lắng nghe tơi nói Đồng nghiệp thân thiện Tôi đồng nghiệp phối hợp làm việc ăn ý Đồng nghiệp thường xuyên giúp đỡ lẫn để làm việc tốt Đồng nghiệp người thoải mái, dễ chịu Công việc công ty không thường xun phải làm ngồi Áp lực cơng việc công ty không cao     1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 6 6 6 6 6 6 6 6 6 7 7 7 7 7 7 7 7 7 58   19 20 21 22 23 24 25 26 27 28 29 30 Công ty nơi làm việc an toàn Trang thiết bị làm việc công ty đầu tư cho nhân viên sử dụng tốt Nếu tơi làm việc tốt, tơi có hội thăng tiến Chính sách thăng tiến cơng ty cơng Tơi có nhiều hội để phát triển nghề nghiệp Tơi hãnh diện làm việc cho cơng ty Tơi nói với bạn bè cơng ty tốt để làm việc Với tôi, lựa chọn làm việc cho công ty hồn tồn đắn Tơi tự hào nói với người cơng ty tuyệt vời Tơi tìm thấy niềm thích thú thực từ công việc công ty Tôi cảm thấy thực thỏa mãn với công việc công ty Tôi cảm thấy hăng hái, say mê với công việc công ty 1 1 1 1 1 1 2 2 2 2 2 2 3 3 3 3 3 3 4 4 4 4 4 4 5 5 5 5 5 5 Xin cho biết đơi nét thân Anh/Chị: 1- Giời tính: 1.Nam: 2.Nữ: 2- Tuổi đời Anh/Chị thuộc nhóm nào? Dưới 25: 2.Từ 25 đến 34: 3- Tình trạng hôn nhân: 3.Từ 35 đến 44: 1.Độc thân: 2.Đã kết hơn: 4- Trình độ học vấn, chun mơn: 1.Cơng nhân: đẳng: 4.Đại học: 4.Từ 45 đến 55: 2.Trung cấp: 3.Cao 5.Trên đại học: 5- Kinh nghiệm làm việc: 1.Dưới năm: 2.Từ tới năm: 3.Từ tới 10 năm: 4.Trên 10 năm: 6- Thu nhập trung bình hàng tháng: Tư 2.5 tới triệu: Từ triệu tới triệu: Xin trân trọng cảm ơn!     Trên triệu: 6 6 6 6 6 6 7 7 7 7 7 7 59   APPENDIX B: ENGLISH VERSION OF QUESTIONNAIRE In order to establish an effectively personnel policy as well as improve satisfaction level of staffs in Telecommunication field, we are appreciate very much for your cooperation in answering the question as follows Please send your answers at present or to email: minhhaievntel@enet.vn Please note that there are no answer is right or wrong All answers are valid and will be kept the secret Please tick off the number you choose corresponding to your feeling comfortable: Strongly disagree Disagree Slightly disagree Undecided Slightly agree Agree Strongly agree Thank you for your contribution 10 11 12 13 My work is challenging My work is pretty interesting Th work enables me to use my individual ability The work enables me to practice my working method self My supervisor encourages me to develop my career If I have a problem, my supervisor is willing to listen My supervisor asks about my family When I ask a question, my supervisor gives me an answer My supervisor lets me know about the quality of my work My supervisor lets me know which areas of my performance are weak My supervisor gives me information on training opportunities My supervisors takes the time to listen to what I have to say My coworkers are friendly     1 1 1 1 1 1 2 2 2 2 2 2 3 3 3 3 3 3 4 4 4 4 4 4 5 5 5 5 5 5 6 6 6 6 6 6 7 7 7 7 7 7 60   14 15 16 17 18 19 20 21 22 23 24 25 26 27 The corporation between me and my coworkers is very good My coworkers often support together My coworkers are at ease and freely My work often not needs to overtime My pressure in work is not very high My workplace is very secure The equiptments for work are good If I perform well, I will have opportunity for promotion Promotional policy of the company is very fair I have may opportunities for advancement I am proud to be working for this company I talk up this company to my friends as a great company to work for For me this the best of all possible organization for which to work I am proud to tell others that this the best company 1 1 1 1 1 1 1 2 2 2 2 2 2 2 3 3 3 3 3 3 3 4 4 4 4 4 4 4 Personal information: 1- Age: upwards below 25 2- Sex: Male 25-34 35-44 from 45 Female 3- Marital status: Alone 4- Education level: High school university and upwards Married Intermediate level college 5- Experience working: =10 years 6- Gross monthly income: = 10 million VND 7,5 million – VND 10 million     5 5 5 5 5 5 5 6 6 6 6 6 6 6 7 7 7 7 7 7 7 61   APPENDIX C: CODING OF VARIABLES No 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 Dimension and Variables Coded Wo1 My work is challenging Wo2 My work is pretty interesting Th work enables me to use my individual ability The work enables me to practice my working method self My supervisor encourages me to develop my career If I have a problem, my supervisor is willing to listen Wo4 Su1 Su2 Su3 My supervisor asks about my family When I ask a question, my supervisor does his/her best to get me an answer My supervisor lets me know about the quality of my work My supervisor lets me know which areas of my performance are weak My supervisor gives me information on training opportunities My supervisors takes the time to listen to what I have to say Su4 Su5 Su6 Su7 Su8 Co1 My coworkers are friendly The corporation between me and my coworkers is very good Co2 Co3 My coworkers often support together Co4 My coworkers are at ease and freely En1 My work often not needs to overtime En2 My pressure in work is not very high En3 My workplace is very secure En4 The equipments for work are good If I perform well, I will have opportunity for promotion Promotional policy of the company is very fair I have may opportunities for advancement I am proud to be working for this company I talk up this company to my friends as a great company to work for For me this the best of all possible organization for which to work I am proud to tell others that this the best company     Wo3 Pr1 Pr2 Pr3 Pri1 Pri2 Pri3 Pri4 62   APPENDIX D: TOTAL VARIANCE EXPLAINED TABLE Total Variance Explained Initial Eigenvalues Component Total % of Variance Rotation Sums of Squared Loadings Cumulative % Total % of Variance Cumulative % 7.359 31.994 31.994 4.116 17.894 17.894 2.213 9.622 41.615 3.253 14.145 32.038 1.911 8.308 49.923 2.275 9.892 41.930 1.304 5.671 55.594 2.265 9.848 51.778 1.280 5.563 61.157 1.970 8.567 60.345 1.079 4.691 65.849 1.266 5.503 65.849 916 3.982 69.831 792 3.445 73.276 744 3.235 76.511 10 656 2.850 79.362 11 632 2.747 82.109 12 548 2.381 84.489 13 492 2.140 86.629 14 484 2.105 88.734 15 439 1.909 90.643 16 387 1.684 92.327 17 343 1.490 93.816 18 318 1.381 95.198 19 265 1.151 96.349 20 247 1.072 97.421 21 222 967 98.387 22 194 845 99.232 23 177 768 100.000 Extraction Method: Principal Component Analysis     63   APPENDIX E: DESCRIPTIVE STATISTIC OF INDEPENDENT Descriptive Statistics N Minimum Maximum Sum Mean Std Deviation Variance Wo1 209 935 4.47 1.718 2.952 Wo2 209 925 4.43 1.492 2.226 Wo3 209 962 4.60 1.547 2.394 Wo4 209 916 4.38 1.678 2.814 Su1 209 988 4.73 1.658 2.747 Su2 209 1000 4.78 1.683 2.833 Su3 209 879 4.21 1.614 2.607 Su4 209 1036 4.96 1.381 1.907 Su5 209 975 4.67 1.388 1.926 Su6 209 914 4.37 1.564 2.447 Su7 209 845 4.04 1.653 2.734 Su8 209 952 4.56 1.578 2.489 Co1 209 1152 5.51 1.397 1.953 Co2 209 1052 5.03 1.452 2.109 Co3 209 1127 5.39 1.333 1.778 Co4 209 1117 5.34 1.357 1.842 En1 209 902 4.32 1.958 3.832 En2 209 893 4.27 1.672 2.795 En3 209 1052 5.03 1.485 2.206 En4 209 1000 4.78 1.521 2.314 Pr1 209 704 3.37 916 840 Pr2 209 707 3.38 1.018 1.035 Pr3 209 722 3.45 1.047 1.095 Valid N (listwise) 209     64   APPENDIX F: HISTOGRAM AND SCATTER PLOT OF REGRESSION STANDARDIZED RESIDUAL     65   APPENDIX G: CODING OF VARIABLES OF THE NEW FACTORS Su1 My supervisor encourages me to develop my career Su2 When I have problem in my work, my supervisor is willing to share Su3 My supervisor often asks about my family Su4 When I ask a question, my supervisor dose his best to get me an answer Su5 My supervisor lets me know about the quality of my work Su6 My supervisor let me know which areas of my performance are weak Su7 My supervisor gives me information on training opportunities Co1 My coworkers are very friendly Co2 My coworkers and I cooperate to work well Co3 My coworkers often to support together for doing better Co4 My coworkers are at ease and freely Wo1 My work has many challenges Wo2 My work is interesting Wo3 The work enables me to use my individual ability Wo4 The work enables me to practice my working method self Pr1 If I work well I have opportunity to advance Pr2 Advantage policy of the company is fair Pr3 I have a lot of opportunities to develop my carrier En2 The working pressure is not high En3 The company is the safety place for working En4 Office equipment and working tools are invested well