Research about job satisfaction at coca cola vietnam

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) THE WORK – RELATED EXPECTANCIES, ROLE INNOVATION, PROCEDURAL JUSTICE, AND SOCIAL SUPPORT AFFECTING ON EMPLOYEE JOB SATISFACTION STUDENT’S FULL NAME :LE VAN DONG STUDENT ID :CGS00018244 INTAKE :MAY 2014 ADVISOR’S NAME & TITLE :DR NGUYEN THE KHAI (DBA) Ho Chi Minh City, August 2015 Advisor’s Assessment - Advisor’s signature Page of 53 ACKNOWLEDGEMENTS I wish to acknowledge the help of several individuals because without their assistance, guidance, and understanding this research would not have been possible Firstly, I am very grateful to my advisor DBA Khai Nguyen His patience, time, and commitment, in addition to his constant encouragement, effort, constructive comments, support, and individualized attention were a major source of inspiration Thank you for trusting in me The other members of my committee were also great assets I wish to give my sincerest and deepest gratitude to my family and all of my sweet friends for their encouragement, and great support Page of 53 Contents ABSTRACT Chapter 1: INTRODUCTION Introduction of COCA-COLA Company background Vision and mission Vision Mission Current strategic objectives 11 Organizational structure 12 Leadership 12 Culture 13 Research problem statement of the study 15 Contribute of the study 15 Statement of purpose and the Question of the study 16 Chapter 2: LITTERATURE REVIEW 16 Job satisfaction 17 Work – Related Expectancies 21 Role innovation 22 Procedural Justice 23 Social support 24 The relationship between work – related expectancies and job satisfaction 27 The relationship between role innovation and job satisfaction 27 The relationship between procedural justice and job satisfaction 28 The relationship between social support and job satisfaction 29 Chapter 3: RESEARCH MODEL AND HYPOTHESES 30 Research model 31 Dependent Variables: 31 Independent Variables: 31 Constructs 31 Data Colection 32 Procedure for Data Collection and Analyze 32 Measures of Constructs 33 Page of 53 Job satisfaction questionnaire 33 Work – related expectancies 33 Role innovation 34 Procedural justice 35 Social support 36 Chapter : RESULTS 38 Cronbach‘s Alpha 38 Descriptive statistics 39 Hypotheses testing 39 Hypothesis (H1) 40 Hypothesis (H2) 41 Hypothesis (H3) 41 Hypothesis (H4) 41 Chapter 5: CONCLUSIONS 42 Discussion 42 Contributions 43 Limitations 44 APPENDIX A 47 Page of 53 LIST OF FIGURE AND TABLE Figure Logo of Coca Cola Figure Coca Cola can 11 Figure 3: Organizational structure 12 Figure Mr Vamsi Mohan - General Director of Coca-Cola Vietnam and Cambodia 12 Figure Coca Cola‘s values 13 Figure 6: Hypothesized Research Model 31 Table 1: Cronbach's Alpha- Internal consistency 38 Table 2: Cronbach‘s Alpha of Construct 38 Table 3: Descriptive statistics 39 Table 4: R Square 40 Table 5: Coefficients value of the model 40 Page of 53 ABSTRACT This study tested that the impact of work – related expectancies, role innovation, procedural justice, and social support on employee job satisfaction I hypothesized the positive relationship related to job satisfaction of employee The result of 286 data was collected form managerial and non- managerial employees of COCA-COLA Corporation in Viet Nam Result: The results supported the hypothesis that work – related expectancies, procedural justice have significant relationship with employee‘s job satisfaction Conclusion: The findings in this study would help managers to formulate strategies that involved work factors such as distributive and procedural justice to improve the management of human resource development These strategies would help in influencing positive behaviors among employees, and hence achieve effectiveness and high productivity in the organization Therefore, it was worth the effort for the organization to train and educate their managers on the impact of perceptions of organizational justice on the motivation and commitment of their employees Keywords: Job satisfaction, work – related expectancies, role innovation, procedural justice, social support Page of 53 Chapter 1: INTRODUCTION Introduction of COCA-COLA As you know, Coca-Cola is one of the most favorable drinks all over the world, its own brand-name costs about $80 billion In 1960, Coca-Cola was the first time introduced in Vietnam After that, Coca-Cola Indochina Pte Company was established officially in Vietnam on August 1995 Company background Figure Logo of Coca Cola The Coca-Cola Company is headquartered in Atlanta, Georgia in United States Coca-Cola was invented in 1886 by John Pemberton who was Georgia pharmacist Muhtar Kent who was born in 1952 in New York, United States is currently the Chairman and Chief Executive Officer (CEO) and stick with the operation of The Coca-Cola Company The Coca-Cola Company establishes its firm in the worldwide areas and currently sells its products to over 200 countries The firm operations are divided into several geographies which are Eurasia and Africa, Europe, Latin American, North American and Pacific The Coca-Cola Company is a beverage company which produces more than 3000 beverage products The Coca-Cola Company is also a manufacturer, distributor, bottler, and marketer of non-alcoholic beverage concentrates and syrups Under the implementation of the Coca-Cola system, the Coca-Cola Company has to cooperate with over 300 bottling partners worldwide The company produces the products such as waters, juices and juice drinks, teas, coffees, sports drinks and energy drinks The company has four of the world‘s top Page of 53 five nonalcoholic sparkling beverage brands which are Coca-Cola, Diet Coke, Sprite and Fanta In 1960, Coca cola was the first time introduced in Vietnam After that, Coca-Cola Indochina Pte Company was established officially in Vietnam on August 1995 Since then, Coca-Cola has some locations in Vietnam, which were united as one Beverage Company called Coca-Cola Vietnam with the head office located in Thu Duc District, Ho Chi Minh City Vision and mission In the strategic management model, clear vision and mission statements are very important for alternative strategies to be formulated and implemented A clear business vision will help the firm build a comprehensive mission statement and a clear mission is needed before alternative strategies can be formulated and implemented So developing a good vision and mission is essential for any firm and a big company like Coca Cola is not an exception Vision The vision 2020 is a great direction for Coca cola‘s development in beverage industry The company is aware of what they need to in present and in the future They concern not only in their profit or productivity but also in people This can support them to develop in both quantity and quality  People: Be a great place to work where people are inspired to be the best they can Attract, engage and retain the best talent by knowledge, inspiration of passion, recruiting, developing and advancing women, achieve true diversity  Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs  Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value  Planet: Have responsibility to society by helping build and support sustainable communities Page of 53  Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities  Productivity: Be a highly effective, lean and fast-moving organization; manage people, time and money for the greatest effectiveness Mission Cola need a clear mission before setting up alternative strategies to be formulated and implemented Mission will be analyzed based on nine main factors which are customers, products, markets, technology, concern for survival growthprofitability, philosophy, self-concept, concern for public image and employee ―Our Roadmap starts with our mission, which is enduring It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions.‖  To refresh the world  To inspire moments of optimism and happiness  To create value and make a difference ― Above are three main factors that is inspiration for doing with Coke‘s mission from current to the future, at least to 2020 with company‘s expectation of serving people best  Customers: For Coca cola, customers are the ones who need to be appreciated and offered the most quality products and the best of serving from Coca cola The company serves the diversity of customers including their agencies, distributors and all the Coca cola users in a large scale  Products: Coca cola towards to bring the safety and quality products which ensure about the natural alcohol levels, colorings and carbon dioxide level…Diversity in kind of drinks is also a criteria of Coca cola products  Market: Expand the market of Coca Cola; gain the aimed point of sales Coca cola expand their consumption investment They increase to participate and serve in local, provide more outlets and to many specific shoppers Page of 53 From the analysis, the Cronbach Alpha of all variables was above 0.814 and it can be concluded that the instrument have good reliability for further research Descriptive statistics The descriptive statistics can be used to determine measures of central tendency (mean), measures of dispersion (range, standard deviation, variance, minimum and maximum) Descriptive Statistics Std N Minimum Maximum Mean Deviation WRE 286 1.44 5.00 3.6033 53599 SST 286 1.00 5.00 3.8182 53320 PRJ 286 1.00 5.00 3.6014 62800 RI 286 1.00 5.00 3.7675 48830 JS 286 1.33 5.00 3.5152 59380 Valid N (listwise) 286 Table 3: Descriptive statistics Hypotheses testing With the proposed model research, we found that the relationship of four (04) hypotheses have positive relationships with the dependent hypothesis Job Satisfaction According the theory of hypotheses which are supported, they have to meet all three (03) requirements below:  R square is value: greater than  Unstandardized coefficients beta: the same sign with hypothesis  P value (Sig) is value: less than 0.05 Page 39 of 53 Model Summary Mode R l R 626a Adjusted R Std Error of Square Square 392 the Estimate 383 46641 a Predictors: (Constant), RI, WRE, PRJ, SST Table 4: R Square Coefficientsa Model Unstandardized Standardized Coefficients Coefficients B Std Error (Constant) 777 280 WRE 171 058 SST 011 PRJ RI Beta t Sig 2.780 006 154 2.970 003 066 010 172 864 493 050 522 9.918 000 080 072 066 1.117 265 Dependent Variable: JS Table 5: Coefficients value of the model Hypothesis (H1) Hypothesis H1 proposed a positive relationship between work – related expectancies and job satisfaction The results of regression analysis in Table support this hypothesis work – related expectancies was positively associated with job satisfaction  R2 = 0.392 >0  Coefficient β = 0.154 => the same direction with model  P value (Sig) is 0.003: less than 0.05  Therefore, this hypothesis was supported Page 40 of 53 Hypothesis (H2) Hypothesis H2 proposed a positive relationship between role innovation and job satisfaction The results of regression analysis in Table wasn‘t supported this hypothesis Role innovation was not positively associated with job satisfaction  R2 = 0.392 >0  Coefficient β = 0.66 => the same direction with model  P value (Sig) is 0.265 higher than 0.05  The hypothesis H2 was not supported Hypothesis (H3) Hypothesis H3 proposed a positive relationship between procedural justice and job satisfaction The results of regression analysis in Table wasn‘t supported this hypothesis Procedural justice was positively associated with job satisfaction  R2 = 0.392 >0  Coefficient β = 0.522 => the same direction with model  P value (Sig) is 0.000 less than 0.05  The hypothesis H3 was supported Hypothesis (H4) Hypothesis H4 proposed a positive relationship between social support and job satisfaction The results of regression analysis in Table wasn‘t supported this hypothesis Social support was not positively associated with job satisfaction  R2 = 0.392 >0  Coefficient β = 0.01 => the same direction with model  P value (Sig) is 0.864 higher than 0.05  The hypothesis H4 was not supported Page 41 of 53 Chapter 5: CONCLUSIONS Discussion This chapter highlights the findings from the empirical analyses in the Chapter IV This study conducted to analyze the levels of the relationship and influence to Job Satisfaction by four hypothesis: Satisfaction with Social support, Procedural Justice, Work – Related Expectancies, and Role innovation of employees at Coca-Cola Vietnam In general, based on the result testing of the model we can assess the hypothesis H1 and H3 are supported from the result It mean that positive associations observed between the work- related expectancies and procedural justice on employees‘ job satisfaction in Coca-Cola Vietnam The hypothesis H2 and H4 can‘t supported from the testing result It mean that we can‘t see the positive relationship between role innovation and social support on job satisfaction from the observers of Coca- Cola Analysis of scientific literature showed strong link between work- related expectancies and their job satisfaction Every person has different sets of goals and can be motivated if he/she believes in positive correlation between efforts and performance; desirable reward, which will satisfy an important need and if desire to satisfy the need is strong enough to make the effort worthwhile The empirical procedural justice is positively relationship on job satisfaction in Coca-Cola We can easy to understand that Coca- Cola is a famous international company All employees hope they can show high performance and get a fair promotion in this environment The results did not found support for the effects of social support on job satisfaction Maybe unreasonable, but in Coca-Cola where a good environment was built to support the satisfaction of the employees Social support is one of the factors to make good environment We can see it is in the work- related expectancies Page 42 of 53 Role innovation did not support from the result Maybe the innovation requirement to much at one position make the difficult for almost employees High pressure on the employees if the manager require too much innovative compare to the last persons As the Maslow‘s hierarchy we saw the innovation is usually happen on the higher level in the hierarchy It is suitable because almost people of the survey are the engineer and worker Their need are about the physical and safety Some employees have the need about the innovation and respect Another reason is the employees‘ answer aren‘t showed the corresponding the questions Because of they don‘t care too much about the survey As we know employees innovation have role important play in the development of any companies It is determine the future and development of the each companies However from the result we saw that the innovation factor is not a part of satisfaction in Coca-Cola employee That is big problem and affected to the development The HR should investigate more about the problem Contributions This dissertation offers several important contributions Firstly, Coca- Cola Vietnam can use these results to shape the employees satisfaction to the organization In addition, the finding of this study also can help the organization in planning and developing the strategies to enhance the employees competence by increasing the satisfaction Second, from two hypotheses are supported from the result Those are work- related expectancies and procedural justice Coca- Cola should their system and make commitment to build an open environment to make the satisfaction and promote employees Employees were more satisfied when they felt they were rewarded fairly for the work they have done by making sure these rewards were for genuine contributions to the organization and consistent with the reward policies They can not only recruit good employees, but also retain talent to collaborate with the company Finally, Coca-Cola improve the policy to promote the role innovation of their employees Page 43 of 53 Limitations This study has several limitations First, Since the present study was limited to participants employed in Coca-Cola Vietnam , The survey did on participants employed in Coca-Cola Vietnam, the sample concentrated on a specific department and does not represent the random sampling procedure at all factory of Coca-Cola Vietnam Future research efforts should focus on obtaining a larger and more representative sample of employees to determine whether general results apply to a larger population sample size The second, short time when collecting sample that made , the result of survey can be affected by the context and the situation of Coca-Cola at the time of survey Finally, the major limitation in this study is the non-experiences of myself who the first research design, which means that caution should be used in drawing conclusions about the causal nature of the relationships examined here REFERENCES E.J Lumley, M Coetzee, R Tladinyane &N Ferreira Exploring the job satisfaction and organizational commitment of employees in the information technology environment Southern African Business Review Volume 15 Number 2011 Ashford, S J., & Black, J S (1996) Proactivity during organizational entry: The role of desire for control Journal of Applied Psychology, 81, 199-214 Maughan C 2012 Organizational Innovation: A review of the literature CRC-REP Working Paper CW001.Ninti One Limited, Alice Springs Cohen, I B 1994 Interactions: Some Contacts Between the Natural Sciences and the Social Sciences, MIT Press, Cambridge, Massachusetts Page 44 of 53 Jackson, D J 2011 What is an Innovation Ecosystem?, available at:http://www.erc-assoc.org/docs/innovation_ecosystem.pdf Berlin, Jeffrey Paul, "Social support and facet satisfaction across cultures" 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DeCotiis, T A (1983) Organizational determinants of job stress Organiza- tional Behavior and Human Performance, 32, 160 –177 , J.L., Debra, M., & Paarl berg, L (2006) Motivating Employees in a New Governance Era: The Performance Paradigm Revisited Public Administration Review 66(4) Raffety, B D., Smith, R E., & Ptacek, J T (1997) Facilitating and debilitating trait anxiety, situational anxiety, and coping with an anticipated stressor: A process analysis Journal of Personality and Social Psychology, 72, 892– 906 Schriesheim, C., & Tsui, A N.(1980), ―Development and Validation of a Short Satisfaction Instrument for Use in Survey Feedback Interventions,‖ Paper represented at the Western Academy of Management Meeting Page 46 of 53 APPENDIX A THE SURVEY Dear my colleagues, My name‘s Le Van Dong I‘m a student of International MBA program I am undertaking a research project on employees‘ commitments towards the Coca-Cola Before you begin, please take a few minutes to read the reason why I invite you to participate in and what I will with the information you provide You will fill out a short questionnaire Your answers will not be released to anyone and will remain anonymous Your name will not be written on the questionnaire or be kept in any other records All responses you provide for this study will remain confidential When the results of the study are reported, you will not be identified by name or any other informations that could be used to infer your identity I would like to express my personal gratitude to you for your great contribution For any inquiries, kindly contact me as below: Name : Le Van Dong Email: ledong8819@gmail.com Thank you very much Instructions for completing the survey Each question have options rating scale from 1-5 Please mark the cycle (O) on the sentences for your choice Example: Strongly Somewhat Disagree Disagree Neither Agree nor Somewhat Agree Disagree Strongly Agree Page 47 of 53 Work – Related Expectancies Response are obtained on a 5- point scale where 1= definitely not part of my job, 2= Definitely part of my job, 3= and Neutral , 4= Somewhat true of my job, 5= extremely true of my job No Items It is more likely that I will be given a 5 5 5 5 pay raise or promotion at the company if I finish a large amount of work It is more likely that I will be given a pay raise or promotion at the company if I high-quality work Getting work done quickly at the company increases my chances for a pay raise or promotion Getting work done on time is rewarded with high pay at the company Completing my work on time gets me greater approval from my immediate supervisor at the company My immediate supervisor at the company gives me more recognition when I get a lot of work done If I get my job done on time, I have more influence with my immediate supervisor at the company My immediate supervisor at the company pays added attention to the Page 48 of 53 opinions of the best workers When I finish my job on time, my job is more secure at the company Social support Reponses are obtained on a point Likert – type scale where 5=very much, 4= somewhat, 3= a little, 2=not at all, 1=don‘t have too much person No Items 10 How much does each of these people go out of their way to things to make your work life easier for you A Your immediate supervisor B Other people at work C Your wife (husband), friends and relatives 11 How easy is it to talk with each of the following people? A Your immediate supervisor B Other people at work C Your wife (husband), friends and relatives 12 How much can each of these people be relied on when things get tough at work? A Your immediate supervisor B Other people at work Page 49 of 53 C Your wife (husband), friends and relatives 13 How much is each of the following people willing to listen to your personal problem? A Your immediate supervisor B Other people at work C Your wife (husband), friends and relatives Procedural justice Responses are obtained on a 5- point Likert – type scale where 1= very unfair, 2= Unfair, 3= Neutral, 4= Fair and = very fair No Items 14 How fair are the procedures used to 5 5 communicate performance feedback? 15 How fair are the procedures used to determine pay raises? 16 How fair are the procedures used to evaluate performance? 17 How fair are the procedures used to determine promotions? Page 50 of 53 Role innovation Responses are obtained on a 5- point Likert – type scale where 1= I the job much the same as other people have done it, 2= I the job a few the same as other people have done it , 3= I the job somewhat differently than others have done it, 4= I the job very differently than others have done it , 5= I the job completely differently than others have done it (if the respondent is the first person to the job, he or she is instructed to use a ―Not applicable‖ response.) No Items 18 Setting work targets/ objectives 19 Deciding the methods used to 5 or 23 Developing innovative ways of achieve work targets/objectives 20 Deciding the order in which different parts of the job are done 21 Choosing whom you deal in order to carry out your work duties 22 Initiating new procedures information systems accomplishing targets/objectives Page 51 of 53 Job satisfaction Response are obtained on a point Likert scale where 1=strongly disagree, 2= Somewhat Disagree , 3= Neither Agree nor Disagree, 4= Somewhat Agree and 5=strongly agree No Items 24 How satisfied are you with the 5 5 5 nature of the work you perform? 25 How satisfied are you with the person who supervises you superior? 26 How satisfied are you with your relations with others in the organization with whom you work? 27 How satisfied are you with the pay you receive for your job? 28 How satisfied are you with the opportunities which exist in this organization for advancement or promotion? 29 Considering everything, how satisfied are you with your current job situation? Page 52 of 53 General information about yourself  (1) Male  (2) Female  (1) 24 – 29  (2) 30 – 35  (3) 36 – 40  (4) 41 – 46  (5) 47 – 60 30 Gender 31 Age 32 Education  (1) High school  (2) College  (4) Master  (5) Ph.D  (3) Bachelor 33 Your position  (1) Manager (has subordinates)  (2) Staff (no subordinate) 34 How long have you been working for Coca-Cola Vietnam (Working Experience) …………year(s)…………month(s) THANK YOU VERY MUCH FOR YOUR KIND ASSISTANCE! Page 53 of 53 ... innovation and job satisfaction  The relationship between procedural justice and job satisfaction  The relationship between social support and job satisfaction Job satisfaction a literature... the job indicate job satisfaction Negative and unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006) Job satisfaction is the collection of feeling and beliefs that... dislike their job That's why job satisfaction and job dissatisfaction can appear in any given work situation Job satisfaction represents a combination of positive or negative feelings that workers