1ddfde42-971e-4d8a-ac33-4a6bf662b108

1 SIGNIFICANT OF RESEARCH The purpose of this study is to investigate factors affecting job satisfaction of telecom engineers in Ho Chi Minh City and also to examine differences in job satisfaction based on demographic variables such as gender, age, degree and years of working Data was collected by mailing to all telecom engineers who work at Mobiphone, Vinaphone, S-Fone, Nokia-Siemens, Huawei, Ericsson and other companies of the information industry in Ho Chi Minh City The process of research will include two main steps: the pilot research and the main research The pilot research will be qualitative by making deep interview with ten senior engineers in order to check the content, meaning of words using in the measurement scales and create the main questionnaire that would be used in the main research Then the main research is quantitative with 244 via email to get data The Cronbach’s Alpha is used to measure reliability, the Exploratory Factor Analysis attempts to indentify underlying variables and regression analysis is used to test the research model and hypotheses The results confirm that firstly, telecom engineers in Ho Chi Minh City were generally satisfied with their jobs Secondly, no significant differences in job satisfaction were found in some aspects of gender, age, degree, years of working and types of business Finally, factors such as income, training and promotion, supervisor, co-workers, job characteristics, working condition and benefits are positively related to job satisfaction of telecom engineers.Of the six impacting factors, income is the most influential in job satisfaction of these engineers This study also provides some explanations to the question why some telecom engineers are more satisfied with their jobs than others Thereby, this study will contribute to improving the quality of their work lives MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY PHAN THANH TUNG FACTORS IMPACT JOB SATISFACTION OF TELECOM ENGINEERS IN HO CHI MINH CITY MAJOR: BUSINESS ADMINISTRATION MAJOR CODE: 60.34.05 MASTER OF BUSINESS ADMINISTRATION THESIS SUPERVISOR: DR DINH CONG KHAI HO CHI MINH CITY - 2011 MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY PHAN THANH TUNG FACTORS IMPACT JOB SATISFACTION OF TELECOM ENGINEERS IN HO CHI MINH CITY MAJOR: BUSINESS ADMINISTRATION MAJOR CODE: 60.34.05 MASTER OF BUSINESS ADMINISTRATION THESIS SUPERVISOR: DR DINH CONG KHAI HO CHI MINH CITY - 2011 ACKOWLEDGEMENT I would like to express my special thanks and gratitude to my supervisor, Dinh Cong Khai, for his keen interest and guidance which lead to the pursuit of this research His suggestions, encouragement and understanding are greatly appreciated I would like to thank many of my colleagues at Mobiphone Company, Vinaphone Company, S-Fone Company, Nokia-Siemens Company, Huawei Company, Ericsson Company and other companies of the industry who helped me during the collection of the data I would like to express my sincere gratitude to all of my teachers at Faculty of Business Administration, University of Economics Ho Chi Minh City for their teachings and guidance during my MBA course I would like to especially express my thanks to all of my classmates, my friends for their support and encouragement Ho Chi Minh City, 2011-12-02 Phan Thanh Tung ABSTRACT The purpose of this study is to investigate factors affecting job satisfaction of telecom engineers in Ho Chi Minh City and also to examine differences in job satisfaction based on demographic variables such as gender, age, degree and years of working Data was collected by mailing to all telecom engineers who work at Mobiphone, Vinaphone, S-Fone, Nokia-Siemens, Huawei, Ericsson and other companies of the information industry in Ho Chi Minh City The process of research will include two main steps: the pilot research and the main research The pilot research will be qualitative by making deep interview with ten senior engineers in order to check the content, meaning of words using in the measurement scales and create the main questionnaire that would be used in the main research Then the main research is quantitative with 244 via email to get data The Cronbach’s Alpha is used to measure reliability, the Exploratory Factor Analysis attempts to indentify underlying variables and regression analysis is used to test the research model and hypotheses The results confirm that firstly, telecom engineers in Ho Chi Minh City were generally satisfied with their jobs Secondly, no significant differences in job satisfaction were found in some aspects of gender, age, degree, years of working and types of business Finally, factors such as income, training and promotion, supervisor, co-workers, job characteristics, working condition and benefits are positively related to job satisfaction of telecom engineers.Of the six impacting factors, income is the most influential in job satisfaction of these engineers This study also provides some explanations to the question why some telecom engineers are more satisfied with their jobs than others Thereby, this study will contribute to improving the quality of their work lives Key words: income, promotion, supervisor, co-workers, job characteristics, working condition and benefit, job satisfaction ii CONTENT ACKOWLEDGEMENT i ABSTRACT ii CONTENT iii List of Tables v List of Figures vi CHAPTER 1: INTRODUCTION 1.1 Background 1.2 Research questions 1.3 Research objectives 1.4 Research methodology 1.5 Scope of the research 1.6 Research structure CHAPTER 2: LITERATURE REVIEW 2.1 Job satisfaction definitions 2.2 Determinants of job satisfaction 2.3 Related documentation and researches on job satisfaction in IT sector 12 2.4 Measurement of job satisfaction 18 2.5 Theoretical model and hypotheses 19 CHAPTER 3: RESEARCH METHODOLOGY AND RESEARCH MODEL 22 3.1 Research process 22 3.2 Main research 25 CHAPTER 4: RESEARCH RESULT AND FINDING 27 4.1 Descriptive statistics of sample 27 4.2 The construct measurement scale 28 iii 4.3 Verification the different level of satisfaction in personal characteristics 35 4.4 Hypotheses assessment 36 CHAPTER 5: RESULTS AND RECOMMENDATIONS 37 5.1 Results 37 5.2 Recommendations 37 5.3 Limitations of this study and recommendations for future research 39 REFERENCES 41 APENDIX 1: Data analysis 43 APENDIX 2: The original questions 47 iv List of Tables Table 4.1: Demographic Statistics of the Respondents ………………………… 27 Table 4.2: Cronbach’s Alpha ………………………………………………… …28 Table 4.3: Factor Analysis …………………………………………………… …29 Table 4.4: Rotated Component Matrixa ……………………………………… …30 Table 4.5: Mean, Standard Deviation and Correlation Coefficient …………… 32 Table 4.6: Summary output of Regression Analysis ………………………… …33 Table 4.7: Summary output of Regression Analysis after remove two factors… 34 Table 4.8: Personal characteristics and job satisfaction ………………………….35 Table 4.9: Conclusion about the hypotheses …………………………………… 36 v List of Figures Figure 3.1: The Research Process ……………………………………………… 22 Figure 4-1: Result of multiple linear regression …………………………………36 vi CHAPTER 1: INTRODUCTION 1.1 Background According to the Information Technology (IT) Retention Report prepared by Predictive Systems (Http://www.predictive.com), the cost of losing a trained employee to a competitor is at least $200,000 In order to maintain competitive advantage, it is critical that organizations increase their efforts to retain their IT employees Previous evidence suggests that people change their jobs for several reasons that are not always related to compensation For example, a survey of young engineers in EE Times Salary and Opinion Survey found that most engineers who changed their jobs are dissatisfied with their previous career development (Http://www.eetimes.com/salarysurvey/1999) They would rather take a pay cut to work for an interesting and career enabling position Thus, overall job satisfaction of IT professionals is a significant issue to be studied in order to better understand the retention and development of IT professionals within the firm Employees with higher job satisfaction care about the quality of their work, more commit to the organization, have higher retention rates and are more productive (Irvine and Evans, 1995; McMurtrey, 2002; McNeese, 1997) In contrast, low job satisfaction can lead to poor job performance, higher employee turnover and low employee morale The information and communication technology industry is growing worldwide, penetrating all sectors and services Therefore, organizations are formulating different formulas and mechanisms to provide a competitive and challenging working environment to attract the best human resources around the globe Vietnam's telecom market was worth $10 billion USD in 2010 Its teledensity is at 81.41 per 100 people, meaning that Vietnam's telecom industry is expected to grow Between 2005 and 2010, the country's telecom sector grew 47.8 percent each year In the last years, Vietnam’s mobile phone market has boomed, exceeding the economy’s 8% average growth rate It is predicted by Wireless Asia that Vietnam will have 80 million mobile users by 2011, growing at a rate of 270% from 2007’ level The International Telecommunication Union has also named REFERENCES - Trần Kim Dung (2005), “Đo lường mức độ thỏa mãn công việc điều kiện Việt Nam”, Tạp chí Phát triển Khoa học Cơng nghệ - Chau Van Toan (2009), “Các nhân tố ảnh hưởng đến thỏa mãn cơng việc nhân viên khối văn phịng Tp.HCM” - Artz, B, 2008, “Firm Size, Performance Pay and Job Satisfaction”, Labour, Vol 2, Issue 2, pp 315-343 - Chiu, R K (1998), “Relationships among role conflicts, role satisfactions, and life satisfaction: Evidence from Hong Kong”, Social Behavior and Personality, 26, 409-414 - Christen, C.T 2005, “The restructuring and reengineering of AT & T: Analysis of a public relations crisis using organisational theory” (Available on line at www Sciencedirect.com) - Chwe, S S (1978), “A comparative study of job satisfaction: catalogers and reference librarians in university libraries”, The Journal of Academic Librarianship, 4(3), 139-143 - Crossman, Abou-zaki (2003), “Job satisfaction and employee Performance of Lebanese banking staff”, Journal of Managerial Psychology, Vol 18 No 4, 2003 - Darwish A Yousef, (1998), “Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment”, International Journal of Manpower, 19 (3), 184-194 - DeMeuse, K P (1985), “A compendium of frequently used measures in industrial/organizational psychology”, The Industrial-Organizational Psychologist, 23, 53-59 - DeSantis, V.S & S.L Durst (1996), “Comparing Job Satisfaction among Public and Private Sector Employees,” American Review of Public Administration 26(3): 327-43 - Ghazzawi, I (2008) “Job Satisfaction among Information Technology Professionals in the U.S”, Journal of American Academy of Business, Cambridge 13 (1) Retrieved October 13, 2009 - Graham & Messner(1998), “Principals and job satisfaction”, The International Journal of Educational Management, 12(5), 196-202 - Greenberg, J & Baron, R A (1997), “Behaviour in organizations: Understanding and managing the Human side of work, Prentice-Hall, New Jersey” - Hackman, J R & Oldham, G R (1975), “Development of the job diagnostic survey”, Journal of Applied Psychology, 60, 159-170 - Hoppock, R (1935), “Job Satisfaction”, New York: Harper - Johns, G (1996), “Organizational behavior: Understanding and managing life at work“, Kansas City: Harper Collins College Publishers - Judge & Ilies, R (2004), “Affect and job satisfaction: A study of their relationship at work and at home”, Journal of Applied Psychology, 4, 661673 41 - Kreitner, R., & Kinicki, A (2001), “Organizational behavior” New York: Mc Graw-Hill Inc - Locke (1976), “The nature and causes of job satisfaction”, Handbook of industrial and organizational psychology, Chicago: Rand McNally - Lofquist, L & Dawis, R (1991), “Essentials of person environment correspondence counseling”, Minneapolis, University of Minnesota Press - Martin, U., & Schinke, S P (1998), “Organizational and individual factors influencing job satisfaction and burnout of mental health workers”, Social Work in Health Care, 28, (2), 51-62 - Raghavan, V V., Sakaguchi, T., Mahaney, R C (2008), “An Empirical Investigation of Stress Factors in Information Technology Professionals” Information Resources Management Journal, 4(2) Retrieved October 13, 2009 from ProQuest - Ramsey, R.D (1997), “Employee morale: Does it matter anymore? “, Supervision, 58(9), 6-8 - Robbins, S P., Judge, T A (2009), “Organizational Behavior”, D Parker (Ed.), Attitudes and Job Satisfaction (pp 72-93), Upper Saddle River, NJ: Pearson Prentice Hall - Schultz, D (1982), “Psychology and Industry Today”, New York: MacMillian Company - Siegal, L & Lane, I (1982), “Personnel and organizational psychology” , Homewood, IL: Richard D Irwin, Inc - Smith, P C., Kendall, L M., & Hulin, C L (1969), “The measurement of satisfaction in work and retirement”, Chicago: Rand McNally - Tang, T L P., & Talpade, M (1999), “Sex differences in satisfaction with pay and co-workers: Faculty and staff at a public institution of higher education”, Public Personnel Management, 28, 345-364 - Ting, Y (1997), “Determinants of job satisfaction of federal government employees”, Public Personnel Management, 26(3), 313-334 - Vitell, S J., Davis, D L (1990), “The Relationship among Ethics and Job Satisfaction: An Empirical Investigation”, Journal of Business Ethics, 9, 489494 Retrieved October 13, 2009 from ProQuest - Vroom, V H (1964), “Work and motivation”, New York: Wiley - Wech, B.A (2002), “Trust context: Effect on organizational citizenship behavior, supervisory fairness, and job satisfaction beyond the influence of leader-member exchange”, Business and Society, 41(3), 353-360 - Weiss, D J., Dawis, R V., England, G W., & Lofquist, L H (1967), “Manual for the “Minnesota Satisfaction Questionnaire”, Minneapolis, MN: The University of Minnesota Press - Young, D J (1998), “Teacher morale and efficacy in rural Western Australia”, Paper presented to the Australian Association for Research in Education, 1998, Annual Conference, Adelaide 42 APENDIX 1: Data analysis Income My current salary is suitable to my ability and contribution to the company I receive worthy rewards for my performance Bonuses and allowances of the company at reasonable Salary, bonus, benefit in the company are fairly equal distribution The company usually holds adequate training of skills for staff to perform their job well The company enables me to study to improve knowledge and skills to work The training program in the company is relatively good Those who have high ability on the job have the same opportunities for promotion Scale Mean if Item Deleted 11.5306 Scale Variance if Item Deleted 5.980 Squared Corrected Item- Multiple Total Correlation Correlation 701 645 Cronbach's Alpha if Item Deleted 874 11.6653 5.437 758 610 854 11.6286 5.792 708 558 872 11.5959 5.152 852 766 816 Training and promotion Scale Mean if Scale Variance if Corrected ItemSquared Item Deleted Item Deleted Total Correlation Multiple Correlation 10.5510 6.560 610 412 Cronbach's Alpha if Item Deleted 765 10.6694 6.517 690 489 728 10.8408 6.602 593 359 774 10.6612 6.807 604 375 767 Supervisors Scale Variance if Corrected ItemSquared Cronbach's Item Deleted Total Correlation Multiple Alpha if Item Correlation Deleted 7.5592 2.387 599 361 761 Scale Mean if Item Deleted I have no difficulty in communication with superior Superiors always encourage, promote, and support me when needed Superiors are willing to defend me in front of others when necessary 7.5755 2.483 673 459 675 7.4122 2.629 635 419 716 Scale Mean if Item Deleted My colleagues always support me when necessary My colleagues are friendly, close and harmonious My colleagues are dedicated, and committed to complete the good work My colleagues are reliable 10.3918 Co-workers Scale Variance if Corrected ItemSquared Cronbach's Item Deleted Total Correlation Multiple Alpha if Item Correlation Deleted 6.682 560 344 810 10.6939 6.582 553 327 814 10.3714 5.587 759 736 716 10.3347 5.912 707 712 743 43 Scale Mean if Item Deleted Job characteristics Scale Variance if Corrected ItemSquared Item Deleted Total Correlation Multiple Correlation Cronbach's Alpha if Item Deleted I used many different skills on the job I always understand my current work My job has many important with the company 11.3918 5.198 700 642 823 11.4694 5.037 717 642 816 11.4367 5.222 694 629 825 I can decide a number of important jobs within my ability 11.4367 5.272 708 636 820 Scale Mean if Item Deleted Start time and end time at the company are consistent I am provided all the equipment and tools for the job Workplace is safe and comfortable Cronbach's Alpha if Item Deleted 7.5184 2.792 562 316 521 7.5510 2.609 477 243 626 7.5429 2.782 469 234 632 Scale Mean if Item Deleted The company is always in full compliance with the policies of social insurance and health insurance The company has always been to create conditions for my vacation, sick leave when required Other benefits of the company (such as housing assistance, buying shares of company with favorable price and so on) Working conditions Scale Variance if Corrected ItemSquared Item Deleted Total Correlation Multiple Correlation 7.8204 Benefits Scale Variance if Corrected ItemSquared Cronbach's Item Deleted Total Correlation Multiple Alpha if Item Correlation Deleted 1.861 722 536 714 7.8735 1.947 693 506 744 8.0531 1.813 629 397 814 44 Communalities Initial 1.000 Extraction 702 1.000 728 1.000 695 1.000 837 1.000 678 1.000 740 1.000 589 1.000 649 1.000 632 1.000 569 1.000 562 1.000 561 1.000 547 1.000 707 1.000 696 1.000 725 1.000 652 1.000 640 1.000 730 1.000 748 1.000 523 1.000 602 The company is always in full compliance with the policies of social insurance and health insurance 1.000 776 The company has always been to create conditions for my vacation, sick leave when required 1.000 801 Other benefits of the company (such as housing assistance, buying shares of company with favorable price and so on) 1.000 708 My current salary is suitable to my ability and contribution to the company I receive worthy rewards for my performance Bonuses and allowances of the company at reasonable Salary, bonus, benefit in the company are fairly equal distribution The company usually holds adequate training of skills for staff to perform their job well The company enables me to study to improve knowledge and skills to work The training program in the company is relatively good Those who have high ability on the job have the same opportunities for promotion I have no difficulty in communication with superior Superiors always encourage, promote, and support me when needed Superiors are willing to defend me in front of others when necessary My colleagues always support me when necessary My colleagues are friendly, close and harmonious My colleagues are dedicated, and committed to complete the good work My colleagues are reliable I used many different skills on the job I always understand my current work My job has many important with the company I can decide a number of important jobs within my ability Start time and end time at the company are consistent I am provided all the equipment and tools for the job Workplace is safe and comfortable 45 Total Variance Explained Extraction Sums of Squared Rotation Sums of Squared Loadings Loadings Initial Eigenvalues % of Cumulative Variance % Total % of Cumulative Variance % Cumulative Variance % Component Total 9.185 36.739 36.739 9.185 36.739 36.739 3.719 14.876 14.876 2.159 8.634 45.373 2.159 8.634 45.373 3.247 12.990 27.866 1.716 6.863 52.236 1.716 6.863 52.236 2.901 11.605 39.471 1.372 5.490 57.726 1.372 5.490 57.726 2.563 10.252 49.723 1.233 4.931 62.657 1.233 4.931 62.657 2.359 9.434 59.157 1.134 4.535 67.192 1.134 4.535 67.192 2.009 8.035 67.192 1.000 4.000 71.192 848 3.390 74.582 652 2.608 77.190 10 620 2.481 79.671 11 589 2.357 82.028 12 534 2.137 84.165 13 515 2.058 86.223 14 482 1.928 88.151 15 458 1.833 89.984 16 400 1.600 91.584 17 380 1.521 93.105 18 344 1.378 94.483 19 326 1.305 95.788 20 253 1.010 96.798 21 221 886 97.684 22 192 769 98.453 23 161 643 99.096 24 122 490 99.586 25 103 414 100.000 Extraction Method: Principal Component Analysis 46 Total % of APENDIX 2: The original questions 47 48 49 50 51 52 53 54 55