The factors influence the motivated employees at amber clm resource jsc company

Amber CLM resource., JSC is an enterprise operating in the field of multimetal mining, having main factory located in PhaMueng Ward, Bolikhan District, Bolikhamxay Province, Lao People’s Democratic Republic. Because it is a Vietnamese legal entities but implementing a multimetal ore mining project in Laos, the project has to use a lot of employees from many different countries and labor force also ranges from expert level, senior management, to unskilled labor. Because of the above reasons, managers have to even more promptly grasp the thoughts and aspirations of the staff, thereby having the right solutions to motivate employees’ work motivation. To be able to do this, managers needs to know which factors affect employees’ motivation, while no research or report has been done at this enterprise. Research model is created to study the factors influencing employees’ motivation of at Amber CLM resource., JSC company. The proposed model includes 01 dependent variable as work motivation and 08 independent variables included: (1)Communication; (2)Teamwork; (3)Initiative working; (4)Time management; (5)Selfcontrol; (6)Training; (7)Recognition; (8)BenefitIncome. Based on Chapter I theory and qualitative research results, the scale for 08 independent variables and

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHẠM XUÂN NGHỊ THE FACTORS INFLUENCE THE MOTIVATED EMPLOYEES AT AMBER CLM RESOURCE., JSC COMPANY NHỮNG YẾU TỐ TÁC ĐỘNG ĐẾN ĐỘNG LỰC LÀM VIỆC CỦA NHÂN VIÊN TẠI CÔNG TY CỔ PHẦN TÀI NGUYÊN AMBER CLM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI – 2020 ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHẠM XUÂN NGHỊ THE FACTORS INFLUENCE THE MOTIVATED EMPLOYEES AT AMBER CLM RESOURCE., JSC COMPANY NHỮNG YẾU TỐ TÁC ĐỘNG ĐẾN ĐỘNG LỰC LÀM VIỆC CỦA NHÂN VIÊN TẠI CÔNG TY CỔ PHẦN TÀI NGUYÊN AMBER CLM Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS.TS HỒNG ĐÌNH PHI HÀ NỘI - 2020 DECLARATION The author confirms that the outcome of the research in the thesis is the result of the author’s independent works during studing and researching period time and it is not yet published in other’s research and article The other’s research results and documentations (extraction, table, figure, formula, and other documents) used in the thesis are cited properly and the permission (if required) is given The author is responsible in front of the Thesis Assessment Committee and the laws for above-mentioned declaration Date………………………… ACKNOWLEDGEMENT I would like to show my great gratitude to Associate professor HOANG DINH PHI, my supervisor and who gave me profound support during the conduct of this reseach Without his greatly enthusiast guidance, the author could never have completed the thesis on my own My grateful thanks are also extended to the employees working in Company departments have provided to me much necessary and invaluable data and documents for the research I beloved HSB’s staff and friends supports and encouragements during our years of studying in HSB are also deeply acknowledged with unspeakable gratitude My success today could never be achieved without the presence of them Last but not least, the author would like to thanks my friends who has supported me with strong encouragements during my studying period Thank you Hanoi, Nov 2020 The Author TABLE OF CONTENT DECLARATION i ACKNOWLEDGEMENT .ii INTRODUCTION CHAPTER I: BASIC THEORIES ON EMPLOYEE MOTIVATION 1.1 CONCEPTS OF MOTIVATION EMPLOYEES 1.2 THE ROLE OF EMPLOYEE MOTIVATION 1.3 FACTORS INFLUENCE MOTIVATION OF EMPLOYEES 1.3.1 The factors theory or Herzberg’s motivation-hygiene theory (1959) 1.3.2 The 3-Needs Theory of David Clarence McClelland (1985) 10 1.3.3 Maslow’s Hierarchy of Needs (1943) 11 1.3.4 Expectancy Theory Vroom (1964) 14 1.3.5 Alderfer’s ERG Theory (1972) 14 1.3.6 The Equity Theory of Adams (1963) 15 1.3.7 Motivation through the design of work by Hackman & Oldman (1976) 15 1.3.8 Self-efficacy of Albert Bandura (1997) 16 1.3.9 Z Theory 16 1.4 FRAMEWORK FOR ANANLYSIS OF FACTORS THAT INFLUENCING MOTIVATION OF EMPLOYEES 17 CHAPTER II 22 2.1 THE BASIS OF PROPOSAL MODEL 22 2.2 PROPOSAL ON HYPOTHESIS AND MODEL 23 2.3 RESEARCH PROCESS 26 2.4 RESEARCH PERFORMANCE 26 2.4.1 QUALITATIVE RESEARCH 26 2.4.2 QUANTITATIVE RESEARCH 27 2.4.3 DATA ANALYSIS METHOD 29 CHAPTER III: RESULTS - DISCUSSIONS AND PROPOSAL ON SOLUTIONS 33 3.1 INTRODUCE ABOUT THE COMPANY 33 3.1.1 LABOR FORCE OVERVIEW 33 3.1.2 SITUATION OF SOME IMPACT FACTORS 33 3.2 DESCRIBED SAMPLES 35 3.3 STATISTICS TESTS 35 3.3.1 RELIABILITY SCALE TEST (CRONBACH’S ALPHA) 35 3.3.2 EXPLORATORY FACTOR ANALYSIS TEST 39 3.3.3 PEARSON CORRELATION ANALYSIS 42 3.3.4 REGRESSION TEST 44 3.3.5 SEEKING THE ASSUMPTION VIOLATIONS OF LINEAR REGRESSION46 3.3.6 TESTING THE DIFFERENCE OF VARIABLES 48 3.4 RESEARCH RESULTS DISCUSSION 52 3.4.1 COMPARE RESEARCH RESULTS WITH THE REALITY IN ENTERPRISE 52 3.5 PROPOSAL ON SOLUTIONS 53 3.5.1 Benefit (Income) 53 3.5.2 Training 54 3.5.3 Teamwork 54 3.5.4 Communication 55 3.5.5 Recognition 55 CONCLUSION, LIMITATION AND IMPLICATION 56 Conclusions 56 Limitations, Further research directions 57 REFERENCES 58 APENDIX 1A 61 APENDIX 1B 62 APENDIX 1C 64 APENDIX 1D 67 APENDIX 1E 69 APENDIX 03 ……………………………………………………………………………… 97 INTRODUCTION RATIONALE Nowadays, human resources are considered as the deciding factor for the success or failure of an enterprise An enterprise might have the modern infrastructure, modern technology, abd great financial potential, but without the labor force working effectively, it will be very difficult for that enterprise to survive and compete with other enterprise In order to manage human resources effectively, the first thing that managers must consider human resource as the central factor of development, creating conditions to fully promoted the potential of the employees This is possible if and only when managers understand what motivates employees to work So far, there are many theories and research models in working motivation of employees Nevertheless, due to the difference in research subjects, research spaces, research time, research results are also different Therefore, there are certain difficulties if managers use these research to apply to their own enterprise because each enterprise has a different specificity, different culture, different mission, different vision The managers will exactly offer solutions to motivate working motivation of employees if there are research results of those factors affect to working motivation of employees in their own enterprises Amber CLM resource., JSC is an enterprise operating in the field of multi-metal mining, having main factory located in PhaMueng Ward, Bolykham District, Bolykhansai Province, Lao People’s Democratic Republic Because it is a Vietnamese legal entities but implementing a multi-metal ore mining project in Laos, the project has to use a lot of employees from many different countries and labor force also ranges from expert level, senior management, to unskilled labor How are the reality issues in the enterprise Or are there any solutions to motivate employees in working? Because of the above reasons, managers have to even more promptly grasp the thoughts and aspirations of the staff, thereby having the right solutions to motivate working motivation of employees To be able to this, managers need to know which factors affect motivation of employees, while no research or report has been done at this enterprise That is the reason the author chose topic “Factors influence the working motivation of employees at AMBER CLM resource., Joint Stock Company” REVIEW OF PREVIOUS RESEACHES In the world as well as in Vietnam, there are many research projects on Working motivation of employees One widely acknowledged research is the Kovach research (1987), which was conducted with one thousand employees and supervisors in the US industry He gave 10 factors that effect on motivation of employees were: Interesting work, recognition of achievement, Feeling an individual role in work, job securities, high salary range, high promotion and career development opportunities, Good working conditions, The concern of superiors and subordinates, Skillful criticism, The mutual help of superiors and employees The results of this study have been verified in various fields in many countries around the world and Vietnam such as Wislei (1997), lslam & lsmail (2008), Bui Minh Thu & L.N Doan Khoi (2014), D.V Khanh and N.Thi Th Dan (2015), Le T.Thanh Mai (2015), Nguyen Luu Phuong (2016) On the other hand in “The Impact of Training on Firm Performance” of authors Thang, N N & Quang T (2011) shows that training has a significant effect on the change in sales of manufacturing companies (b = 0.32, p < 0.05), Research and Practice in Human Resource Management, 19(1), 11-24 Other researches were carried out based on the two-factor theory of Herzberg (1959) such as Barzoki, Attafar & Jannati’s research (2012) which was conducted to explore factors influencing employee motivation at Saipa Group’s complex in Golpayegan city, Iran This research gave seven factors that influence employee’s motivation: high salary range and bonus, individual life, working conditions, superior relationship, co-worker relationship, company policy, job securities In Viet Nam, a research also based on Herzberg’s theory is the research of Pham Thi Minh Ly (2015) which is conducted to explore the factors affecting employee motivation in small and medium enterprises in SaiGon and has found four factors: Teamwork, Empower, Nature of Tasks, Managers Recent researches by Taguchi (2015) and Khan (2014) on working motivation have discovered new factors The research of Taguchi (2015) exploring the factors that shape the motivation of workers in Japan This research had indicated factors that effect on the employee’ motivation of Japanese workers was: Staffs evaluation, company goals, promotion, income, relationships inside organization, work characteristics, workplace conditions, organizational structure, balancing life and work The research of Khan (2014) using quantitative methods Surveying objects were the workers in Pakistan Research results have concluded those factors are: Financial rewards, non-financial rewards and social responsibility influence employees’ motivation AIMS OF RESEARCH The research project aims to identify factors influence motivation of employees' at Amber CLM resource JSC, thereby giving out management implications (recommendations) to increase working motivation for employees, specifically are: - Determine the factors affecting the employees' motivation at Amber CLM resource JSC company - Evaluate the impact of each factor on employee's motivation at Amber CLM resource JSC company - Test the differences in the influence of these factors on employee's Working motivation by characteristics such as Nationality, Age, Income - Giving recommendations to the BOM to increase working motivation for employees at Amber CLM resource JSC OBJECTS OF RESEARCH Objects of research: The factors that influence motivation of employees at Amber CLM resource JSC SCOPE OF RESEARCH Scope of research: All officers and employees at the main factory in Phamueng Ward, Bolykham District, Bolykhansai Province, Lao People’s Democratic Republic, Amber CLM resource JSC company, from February 2019 to May 2019 RESEARCH METHODOLOGY This research is done by a combination of qualitative research methods and quantitative research methods 6.1 QUALITATIVE RESEARCH Qualitative research is done by interviewing and group discussing techniques to amend and supplement the factors affecting the working motivation of the proposed research model, and adjust the scale to be appropriate for the reality at Amber CLM resource JSC company 6.2 QUATITATIVE RESEARCH Quantitative research is done by collecting data through direct surveys using prepared questionnaires Collected data will be processed using SPSS statistical software The scales are tested by Cronbach's Alpha coefficients and exploratory factor analysis (EFA) The theoretical model is tested by linear regression analysis, thereby determining the impact of the factors affecting employee's Working motivation at Amber CLM resource JSC company Finally, “One way Anova test” was performed to compare differences in factors affecting Working motivation of different groups of employees with different characteristics 6.3 PROPOSAL ON HYPOTHESIS AND MODEL On the basis of analyzing the factors influencing Working motivation at article 2.2, the authors suggest this research model of factors influencing Working motivation of employees at Amber CLM Resource., Jsc as follow: Communication Teamwork Initiative working Time management Motivation Self-control Training Recognition Benefit Source: Proposal of the author - The hypothesis for this research model - H1: Communication have positive influence to Motivation - H2: Teamwork have positive influence to Motivation - H3: Initiative working have positive influence to Motivation - H4: Time management have positive influence to Motivation - H5: Self-control have positive influence to Motivation - H6: Training have positive influence to Motivation - H7: Recognition have positive influence to Motivation - H8: Benefit have positive influence to Motivation In summary: In this section, the author has pointed out the concepts, related theories, synthesized the presentation of domestic and international researches Through synthesis analysis, the author proposes a research model of factors influencing working motivation of Amber CLM resource., JSC including 08 factors as follow: (1) Communication; (2) 5./ Motivation variable Case Processing Summary N Cases Valid Excluded % 195 100.0 0 195 100.0 a Total a Listwise deletion based on all variables in the procedure Reliability Statistics Cronbach’s Alpha Based on Standardized Items Cronbach’s Alpha 949 N of Items 951 Item Statistics Mean MO2 MO3 MO4 Std Deviation 3.01 3.05 3.98 N 815 860 776 195 195 195 Summary Item Statistics Mean Item Means 3.347 Minimum Maximum 3.005 3.985 Range 979 Maximum / Minimum Variance N of Items 1.326 305 Item-Total Statistics Scale Mean if Item Deleted MO2 MO3 MO4 7.04 6.99 6.06 Scale Variance if Item Deleted Corrected ItemTotal Correlation 2.416 2.515 2.538 939 809 938 EXPLORATORY FACTOR ANALYSIS 1st Independent variable 83 Squared Multiple Correlation 971 655 971 Cronbach’s Alpha if Item Deleted 889 912 893 KMO and Bartlett’s Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett’s Test of Sphericity 666 Approx Chi-Square 3853.749 df 300 Sig .000 Total Variance Explained Component Extraction Sums of Squared Rotation Sums of Squared Loadings Loadings Initial Eigenvalues % of Cumulative % of Cumulative Total Variance % Total 5.088 20.353 20.353 5.088 4.190 16.761 37.114 2.862 11.449 2.566 Variance % Total 20.353 20.353 3.574 14.294 14.294 4.190 16.761 37.114 3.094 12.377 26.672 48.564 2.862 11.449 48.564 2.821 11.286 37.957 10.265 58.829 2.566 10.265 58.829 2.756 11.024 48.981 2.242 8.969 67.798 2.242 8.969 67.798 2.572 10.289 59.271 1.427 5.707 73.504 1.427 5.707 73.504 2.545 10.181 69.451 1.194 4.775 78.279 1.194 4.775 78.279 2.207 8.828 78.279 922 3.687 81.966 807 3.227 85.193 10 606 2.423 87.616 11 438 1.751 89.367 12 347 1.389 90.756 dimension0 13 328 1.310 92.066 14 306 1.222 93.289 15 277 1.109 94.398 16 257 1.029 95.427 17 240 962 96.389 18 198 793 97.182 19 158 632 97.814 20 128 510 98.324 21 126 502 98.826 22 098 393 99.219 23 084 335 99.555 24 064 255 99.810 25 048 190 100.000 Extraction Method: Principal Component Analysis 84 % of Cumulative Variance % Rotated Component Matrix a Component INI3 794 INI2 786 MT2 752 INI1 734 MT1 721 MT3 711 CO4 860 CO1 858 CO2 851 CO3 777 TR2 909 TR1 882 TR3 878 BE3 957 BE4 950 BE2 932 RCN2 932 RCN1 910 RCN3 905 SC2 853 SC1 817 SC3 804 TW2 863 TW3 764 TW1 743 Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization a Rotation converged in iterations 85 EXPLORATORY FACTOR ANALYSIS 2nd KMO and Bartlett’s Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett’s Test of Sphericity 691 Approx Chi-Square 3153.490 df 231 Sig .000 Total Variance Explained Component Extraction Sums of Squared Rotation Sums of Squared Loadings Loadings % of Cumulative % of Cumulative Variance % Total Variance % Initial Eigenvalues % of Cumulative Total Variance % Total 4.309 19.586 19.586 4.309 19.586 19.586 3.047 13.850 13.850 4.068 18.492 38.078 4.068 18.492 38.078 2.746 12.483 26.333 2.824 12.839 50.916 2.824 12.839 50.916 2.573 11.694 38.026 2.348 10.672 61.589 2.348 10.672 61.589 2.555 11.613 49.640 2.041 9.279 70.868 2.041 9.279 70.868 2.544 11.562 61.202 1.254 5.700 76.567 1.254 5.700 76.567 2.355 10.707 71.909 1.191 5.412 81.979 1.191 5.412 81.979 2.216 10.070 81.979 620 2.818 84.797 510 2.318 87.115 10 440 2.000 89.116 11 346 1.574 90.690 12 314 1.426 92.116 13 285 1.296 93.412 14 276 1.256 94.668 15 241 1.094 95.762 16 218 991 96.753 17 179 812 97.564 18 154 700 98.264 19 126 574 98.838 20 118 536 99.374 21 074 338 99.712 22 063 288 100.000 dimension0 Extraction Method: Principal Component Analysis 86 Rotated Component Matrixa Component CO4 869 CO1 866 CO2 841 CO3 769 BE3 959 BE4 955 BE2 931 RCN2 933 RCN1 911 RCN3 906 TR2 912 TR3 895 TR1 866 INI2 905 INI3 895 INI1 848 SC2 893 SC1 856 SC3 833 TW2 877 TW3 791 TW1 Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization .749 a Rotation converged in iterations Dependent variable KMO and Bartlett’s Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett’s Test of Sphericity 705 Approx Chi-Square 883.124 Df Sig .000 Total Variance Explained Component Initial Eigenvalues Total dimension0 % of Variance Extraction Sums of Squared Loadings Cumulative % 2.734 91.150 91.150 251 8.360 99.509 015 491 100.000 87 Total 2.734 % of Variance 91.150 Cumulative % 91.150 KMO and Bartlett’s Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett’s Test of Sphericity 705 Approx Chi-Square 883.124 Df Extraction Method: Principal Component Analysis Component Matrix a Component MO2 978 MO4 976 MO3 908 Extraction Method: Principal Component Analysis a components extracted PEARSON TEST Matrix Correlations F_MO F_MO Pearson F_CO 501 ** F_TW 462 ** F_INI 332 ** F_SC 109 F_TR * 198 ** F_RCN 130 F_BE * 561** Correlation Sig (2tailed) N F_CO Pearson 195 501 000 000 000 001 004 000 000 195 195 195 195 195 195 195 ** ** 065 000 052 015 000 000 000 000 000 000 195 195 195 195 195 195 ** 031 033 072 113 000 010 000 000 000 195 195 195 195 195 ** 051 021 066 001 001 001 003 195 195 195 195 ** 479 196 Correlation F_TW Sig (2tailed) 000 N 195 195 ** ** Pearson 462 479 305 Correlation F_INI Sig (2tailed) 000 000 N 195 195 195 ** ** ** Pearson 332 196 305 231 Correlation Sig (2tailed) 000 001 000 N 195 195 195 88 195 F_SC 109 065 031 231** Sig (2tailed) 000 000 000 001 N 195 195 195 195 195 ** Pearson 465** 140 008 000 002 002 195 195 195 * 045 003 003 Correlation F_TR ** 000 033 051 Sig (2tailed) 001 000 012 000 000 N 195 195 195 195 195 195 195 195 * 002 Pearson 198 465 178 Correlation F_RCN Pearson 130 052 072 021 140 178 Sig (2tailed) 000 000 000 000 000 003 N 195 195 195 195 195 195 195 195 561** 015 113 066 008 045 002 Sig (2tailed) 000 000 000 000 000 000 000 N 195 195 195 195 195 195 195 Correlation F_BE Pearson 001 Correlation 195 ** Correlation is significant at the 0.01 level (2-tailed) * Correlation is significant at the 0.05 level (2-tailed) REGRESSON TEST Model Summaryb Adjusted R Std Error of Square the Estimate a 01 897 805 798 34996 a Predictors: (Constant), F_BE, F_RCN, F_CO, F_SC, F_INI, F_TR, F_TW b Dependent Variable: F_MO Model R DurbinWatson 1.856 R Square ANOVAb Model Sum of Squares Df Mean Square Regression 94.839 13.548 Residual 22.903 187 122 117.741 194 Total F Sig 110.622 000a a Predictors: (Constant), F_BE, F_RCN, F_CO, F_SC, F_INI, F_TR, F_TW b Dependent Variable: F_MO Coefficientsa Model Unstandardized Coefficients Standardized Coefficients 89 t Sig Collinearity Statistics B Std Error (Constant) 391 150 F_CO 195 027 F_TW 228 F_SC Beta Tolerance VIF 2.599 010 272 7.312 000 754 1.326 027 330 8.568 000 702 1.424 138 026 191 5.405 000 837 1.194 F_INI -.201 026 -.292 -7.729 000 726 1.377 F_TR 229 023 362 9.809 000 763 1.311 F_RCN 113 031 121 3.680 000 957 1.045 F_BE 344 019 596 18.191 000 969 1.032 a Dependent Variable: F_MO 90 91 92 ONE WAY ANOVA TEST 1./ NATIONALITY Descriptives F_MO 95% Confidence Interval for N Mean Std Std Deviation Error Mean Lower Bound Upper Bound Minimum Maximum 1.00 143 3.3263 82172 06872 3.1905 3.4622 1.33 5.00 2.00 3.0741 59577 19859 2.6161 3.5320 2.33 4.00 3.00 3.6667 1.15470 66667 7982 6.5351 2.33 4.33 4.00 40 3.4583 61643 09747 3.2612 3.6555 2.33 4.33 Total 195 3.3470 77905 05579 3.2370 3.4570 1.33 5.00 Test of Homogeneity of Variances F_MO Levene Statistic 1.123 df1 df2 Sig 191 341 ANOVA F_MO Sum of Squares Between Groups df Mean Square 1.534 511 Within Groups 116.208 191 608 Total 117.741 194 93 F Sig .840 473 2./ AGES Descriptives F_MO 95% Confidence Interval for N Mean Std Std Deviation Error Mean Lower Bound Upper Bound Minimum Maximum 1.00 98 3.2415 78178 07897 3.0848 3.3982 1.33 5.00 2.00 27 3.5556 74536 14344 3.2607 3.8504 2.33 5.00 3.00 32 3.5521 71145 12577 3.2956 3.8086 2.33 4.67 4.00 38 3.2982 81572 13233 3.0301 3.5664 1.33 4.33 Total 195 3.3470 77905 05579 3.2370 3.4570 1.33 5.00 Test of Homogeneity of Variances F_MO Levene Statistic 025 df1 df2 Sig 191 995 ANOVA F_MO Sum of Squares Between Groups df Mean Square 3.701 1.234 Within Groups 114.040 191 597 Total 117.741 194 94 F 2.066 Sig .106 3./ BENEFIT (INCOME) Descriptives F_MO 95% Confidence Interval for N Mean Std Std Deviation Error Mean Lower Bound Upper Bound Minimum Maximum 1.00 42 3.2302 94134 14525 2.9368 3.5235 1.33 5.00 2.00 50 3.2400 73166 10347 3.0321 3.4479 2.33 5.00 3.00 82 3.4634 74029 08175 3.3008 3.6261 1.33 5.00 4.00 21 3.3810 65222 14233 3.0841 3.6778 2.33 4.33 Total 195 3.3470 77905 05579 3.2370 3.4570 1.33 5.00 Test of Homogeneity of Variances F_MO Levene Statistic 2.487 df1 df2 Sig 191 062 ANOVA F_MO Sum of Squares Between Groups df Mean Square 2.281 760 Within Groups 115.460 191 605 Total 117.741 194 95 F 1.258 Sig .290 96 APENDIX 03 - MEANS Descriptive Statistics N Minimum Maximum Mean Std Deviation CO1 195 3.09 1.279 CO2 195 3.09 1.273 CO3 195 3.06 1.236 CO4 195 3.01 1.233 TW1 195 2.75 1.310 TW2 195 2.61 1.265 TW3 195 2.96 1.377 SC1 195 2.55 1.193 SC2 195 2.36 1.199 SC3 195 2.58 1.259 MT1 195 2.32 1.265 MT2 195 2.25 1.252 MT3 195 2.34 1.243 MT4 195 2.33 1.390 INI1 195 2.26 1.222 INI2 195 2.20 1.250 INI3 195 2.26 1.226 INI4 195 2.14 1.252 TR1 195 2.31 1.369 TR2 195 2.23 1.355 TR3 195 2.22 1.291 TR4 195 2.14 1.276 RCN1 195 2.81 932 RCN2 195 2.83 878 RCN3 195 2.87 904 BE1 195 2.75 1.197 BE2 195 2.85 1.417 BE3 195 2.90 1.425 BE4 195 2.92 1.408 MO1 195 2.99 840 MO2 195 3.01 815 MO3 195 3.05 860 MO4 195 3.98 776 Valid N (listwise) 195 97 ... implications (recommendations) to increase working motivation for employees, specifically are: - Determine the factors affecting the employees' motivation at Amber CLM resource JSC company - Evaluate... XUÂN NGHỊ THE FACTORS INFLUENCE THE MOTIVATED EMPLOYEES AT AMBER CLM RESOURCE. , JSC COMPANY NHỮNG YẾU TỐ TÁC ĐỘNG ĐẾN ĐỘNG LỰC LÀM VIỆC CỦA NHÂN VIÊN TẠI CÔNG TY CỔ PHẦN TÀI NGUYÊN AMBER CLM Chuyên... that motivation Therefore, motivating workers is the use of policies and management measures so that they affect employees and make them motivated at work, making them more satisfied with their