Factors affecting on the job behaviors at kirby southeast asia co ltd

RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING ON-THE-JOB BEHAVIORS AT KIRBY SOUTHEAST ASIA Co.,Ltd STUDENT’S FULL NAME : DO THI HA VAN STUDENT ID : CGS00018265 INTAKE : MAY 2014 AVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) Ho Chi Minh City, August 2015 RESEARCH PROJECT 2015 ADVISOR’S ASSESSMENT ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) DO THI HA VAN RESEARCH PROJECT 2015 ACKNOWLEDGEMENTS During this whole educational and rewarding experience, I have been extremely blessed to receive so much help and support of many, without whom it would not have been possible Above all, I would like to send the most sincere thanks, impart valuable knowledge to the students during the period of study at school I would like to express my sincere appreciation and gratitude to my supervisor, professor Dr Khai Nguyen for his guidance, who enthusiastically guide me perform this thesis I am very thankful to his in valuable advices and they remain as a source of inspiration for my intellectual endeavors Grateful appreciation is also extended to to all lecturers of the join master program for giving me this unique opportunity to be a part of the wonderful experiences and their valuable assistance during the course of my study Last but not least, I thank my parents, my lovely family: especially my husband and daughter, for their unconditional love and support, without whom none of this would have been possible With best regards Ho Chi Minh City, August 2015 DO THI HA VAN RESEARCH PROJECT 2015 CONTENTS ABSTRACT CHAPTER I THE INTRODUCTION OF KIRBY SOUTHEAST ASIA Co., Ltd COMPANY PROFILE: • VISION 11 • MISSION 12 • VALUES 12 • MILESTONES & ACHIEVEMENTS .12 • NETWORK: 14 • QUALITY POLICY: 14 • PRODUCTS & SERVICES: 15 The structure of organization and management of the company: 18 Life at KIRBY: 19 Moti vation of The Research: 20 Purpose of The Research: 21 Research Problem Statement: .21 Scope and objects of The Research: .23 Significance of The Research: .23 Limitations of The Research: 23 CHAPTER II: LITERATURE REVIEW .24 Job control, Cognitive demand and Production responsibility: 24 Supervisory- Related Commitment: 25 Fairness Perception of an Organizational Policy: 27 Goal and Process Clarity: 27 On-the-Job Behaviors: 29 CHAPTER III: RES EARCH MODEL AND HYPOTHES ES 32 Research Model: 32 Hypotheses: 33 2.1 Job Characteristics (Job Demands and Decision Latitude; Supervisory Support): 33 DO THI HA VAN RESEARCH PROJECT 2015 a Definition: 33 b Measures of construct of Job control, Cognitive Demand and Production responsibility: 34 2.2 Organization Commitment (Supervisor – related commitment): .35 a Definition: 35 b Measures of construct of Supervisor-related commitment: 37 2.3 Organization Justice (Fairness Perception of an Organizational Policy): 37 a Definition: 37 b Measures of construct of Fairness perception of an organizational policy: 39 2.4 Job Roles (Goal and Process Clarity): 40 a Definition 40 b Measures of construct of Goal and Process Clarity: 41 2.5 Workplace Behaviors (On-the-Job Behavior): .42 a Definition 42 b Measures of construct of On-the-Job Behavior: .44 Research Participants: 45 Data Collection Procedure: 45 CHARPTER IV: ANALYSIS AND RESULTS .46 The characteristics of survey: 46 Cronbach’s Alpha: 48 Descriptive Statistic: .51 Hypothesis Testing: 52 CHARPTER V: DISCUSSION AND CONCLUSIONS .55 Summary of the results: 55 Discussion and recommendations: 56 Limitations and suggestions for future research: 57 REFERENCES 58 APPENDIX 666 Appendix 1: QUESTIONNAIR 66 DO THI HA VAN RESEARCH PROJECT 2015 LIST OF TABLE Table 1: Data collection process 45 Table : Characteristics of the survey 47 Table : Cronbach’s Alpha – Internal Consistency 48 Table : Reliability Test for employees of Kirby – Job control, Cognitive demand & Production responsibility 49 Table : Reliability Test for employees of Kirby - Fairness in Skill-Based Pay 49 Table : Reliability Test of Kirby - Fairness Perceptions of an Organization Policy 49 Table : Reliability Test for employees of Kirby - Goal and Process clarity 50 Table : Reliability Test for employees of Kirby - On-the-Job Behavior 50 Table : Reliability Statistic of Cronbach’s Alpha 50 Table 10 : Descriptive Statistics of Job control, Cognitive demand & Production responsibility 51 Table 11: Descriptive Statistics of Supervisor-related Commitment 51 Table 12 : Descriptive Statistics of Fairness Perceptions of an Organizational Policy 51 Table 13 : Descriptive Statistics of Goal and Process Clarity 51 Table 14 : Descriptive Statistics of On-the-Job Behavior 52 Table 15 : The relationship of four (04) hypotheses 53 Table 16 : Hypothesis Statistic 54 DO THI HA VAN RESEARCH PROJECT 2015 LIST OF FIGURE Figure Kirby edge Figure 2: Kirby Southeast Asia Co.,Ltd 10 Figure 3: The awards of Kirby 13 Figure 4: The Quality Management Systems of Kirby Southeast Asia 15 Figure : The organizational structure of Kirby Southeast Asia 18 Figure : The expectancy model of motivation 31 Figure : Hypothesized Research Model 32 DO THI HA VAN RESEARCH PROJECT 2015 ABSTRACT The topic of graduation thesis "Factors affecting On-the-job behaviors at Kirby Southeast Asia Co.,Ltd.”, was conducted to understading the relationship between the behavior aspects of the company and the associated level with the organization's staff The research also proposes a theoretical model concerning the relationship between on the job behaviors factors linked to the organization of staff It was developed based on theory and on-the-Job behaviors model of Lehman and Simpson (1992), including 4factors: Job control, cognitive demand and production responsibility; Supervisor – related commitment; Fairness perceptions of an organizational policy; Goal and process Clarity Research methods used to test the hypotheses, it is the quantitative methods, with the survey questionnaire to collect the comments and samples n = 268 The scale was evaluated through Cronbach's alpha and factor analysis, to test the reliability and validity, research hypotheses were tested through analysis of Pearson correlation coefficient and multiple linear regression DO THI HA VAN RESEARCH PROJECT 2015 CHAPTER I THE INTRODUCTION OF KIRBY SOUTHEAST ASIA Co., Ltd Company’s English name: Kirby Southeast Asia Company Limited Company’s Vietnamese name: Cơng Ty TNHH Kirby •ơng Nam Á Address: 7th Floor, SPT Building 199 Dien Bien Phu Street, Ward 15, Binh Thanh District, Ho Chi Minh City Telephone number: +84 5422 1155 +84 5446 9469 Website: http://kirby.vn Company type: Limited Liability Company Kirby is a wholly owned 100% subsidiary of foreigner Authorized capital: 19.059.497.000 Vnd Company product lines: Steel Fabricator / Cut and Bend Plant COMPANY PROFILE: As a member with 100% subsidiary of Kuwait-based Kirby construction system wholly owned by Alghanim Industries, a multinational corporation with operating presence in 40 countries and territories around the world, Kirby India and Southeast Asia is known as a designer, manufacturer and supplier of top-rated pre-engineered steel buildings (PEB) in Australia, Southeast Asia and Africa Kirby Southeast Asia’s products include industrial buildings, warehouses, supermarkets, commercial buildings, offices, schools, hangars, factories, stadiums, hospitals, building complexes and highrise buildings Kirby Building Systems, established in 1976, is a global leader in the design and manufacturing of Pre-Engineered Steel Buildings and Steel Structures, offering customers a wide range of customized, cost-effective steel building solutions Kirby’s DO THI HA VAN RESEARCH PROJECT 2015 global spread extends across the World with production capacity exceeding 400,000 MT annually, operations across 70 countries and workforce of 4,000 people Figure Kirby edge Our size allows us to partner with contractors on complex projects and meet their schedule requirements Our facilities include the latest equipment and support, complete blast and sophisticated paint operations We have over million square feet of enclosed production space and sufficient assembly yard space, across multiple locations, to easily handle even the most complex projects We are proud to say that we have delivered the world’s largest PEB building Our engineering department uses the latest versions of internationally-renowned industry standard 3D and 2D software and is well-versed with international, British, American, European and other standards Our engineering team has decades of design and detailing experience and and will be able to assist you in design and subsequent fabrication of the components as per your requirement Our plants are equipped with the latest steel processing equipment, capable of handling some of the largest section sizes available Kirby is IS0 9001 certified and implements strict Quality Assurance and Quality Control systems The standard DO THI HA VAN RESEARCH PROJECT 2015 • Hahn, M (2007) Factors determining organisational commitment Retrieved from the internet from: http://www.en.articlesgratuits.com/factors-determining- organizational-commitment- id1531.php • Kanter, R M (1968) Commitment and social organization: A study of commitment mechanisms in utopian communities American Sociological Review, 33, 499–517 DO THI HA VAN 65 RESEARCH PROJECT 2015 APPENDIX APENDIX 1: QUESTIONNAIR Dear my colleagues! My name is HaVan I am engaged research project "Analysis of factors affecting On-theJob Behavior at Kirby Southeast Asia Co.,Ltd." I should be grateful if you take a moment to answer all the questions by ticking off the items [•] in the blanks Please be assured that your answers to this survey are completely confidential and results of the survey would be studied in order to improve the project We wish to express our appreciation of your valuable opinions Looking forward to your cooperation For any inquiries, kindly contact me as below: - Hand phone: 12345678 - E-mail: dienthang.van@gmail.com Thank you very much! I GOAL AND PROCESS: Please add bookmarkin the appropriate box to the number that your opinion matchesbest.To indicate the degree of certainty about each of the questions with answers ranging from “Very uncertain” to “Very certain” Goal clarity items: No Items Very Uncertain Certain Reasonable Very uncertain DO THI HA VAN certain certain 66 RESEARCH PROJECT Your duties and o o o o o o o o o o o o o o o o o o o o o responsibilities The goals and objectives for your job How your work relates to the overall objectives of your 2015 work unit The expected results of your work What aspects of your work will lead to a positive o o o o evaluation Process clarity items: No Items Very Uncertain Certain Reasonable Very uncertain certain o o o o o o o o o o How to divide your time among the tasks required of certain your job How to schedule my work day DO THI HA VAN 67 RESEARCH PROJECT How to determine the appropriate procedures for o o o o o o o o o o 2015 o each work task The procedures you use to your job are correct and o o proper 10 Considering all your work tasks, how certain are you o o that you know the best ways to these tasks II JOB CONTROL, COGNITIVE DEMAND & PRODUCTION RESPONSIBILITY: Please add bookmarkin the appropriate box to the number that your opinion matchesbest.To indicate the degree of certainty about each of the questions with answers ranging from “Not at all”to “A great deal” Timing control items: No Items Not at all Just a A moderate Quite a A great little 11 Do you decide on the order in amount lot deal o o o o o o o o o o which you things? 12 Do you decide when to start a piece of work? DO THI HA VAN 68 RESEARCH PROJECT 13 Do you decide when to finish a 2015 o o o o o o o o o o piece of work? 14 Do you set your own pace of work? Method control items: No Items Not at all Just a A moderate Quite a A great little amount lot deal o o o o o o o o o o 17 Do you plan your own work? o o o o o 18 Can you control the quality of o o o o o o o o o o o o o o o 15 Can you control how much you produce? 16 Can you vary how you your work? what you produce? 19 Can you decide how to go about getting your job done? 20 Can you choose the methods to use in carrying out your work? DO THI HA VAN 69 RESEARCH PROJECT 2015 Monotoring demand items: No Items Not at all Just a A moderate Quite a A great little 21 Does your work need your amount lot deal o o o o o o o o o o o o o o o o o o o o undivided attention? 22 Do you have to keep track of more than one process at once? 23 Do you have to concentrate all the time to watch for things going wrong? 24 Do you have to react quickly to prevent problems arising? Problem-solving demand items: No Items Not at all Just a A moderate Quite a A great little amount lot deal o o o o o o o o o o 25 Do you have to solve problems which have no obvious correct answer? 26 Do the prolems you deal with require a thorough knowledge DO THI HA VAN 70 RESEARCH PROJECT 2015 of the production process in your area? 27 Do you come across problems in your job you have not met o o o o o before? Production responsibilitiy items: No Items Not at all Just a A moderate Quite a A great little 28 Could a lapse of attention cause amount lot deal o o o o o o o o o o o o o o o o o o o o a costly loss of output? 29 Could an error on your part cause expensive damage to equipment or machinery? 30 Could your alertness prevent a costly loss of output? 31 If you failed to notice a problem, would it result in a costly loss of production? III SUPERVISOR-RELATED COMMITMENT: Please add bookmarkin the appropriate box to the number that your opinion matchesbest.To indicate the degree of certainty about each of the questions with answers ranging from “Strongly disagree” to “Strongly agree” DO THI HA VAN 71 RESEARCH PROJECT 2015 Supervisor-related identification items: No Items Neither Strongly Disagree a agree or disagree disagree little Agree little strongly o o o o o o o o o o o o o o o o o o o o o o o o o Agree a Agree little strongly 32 When someone criticizes your supervisor, it feels like a Agree a personal insult 33 When I talk about my supervisor, I usually say “we” rather than “they” 34 My supervisor’s successes are my successes 35 When someone praises my supervisor, it feels like a personal compliment 36 I feel a sense of “ownership” for my supervisor Supervisor-related internalization items: No Items Neither Strongly Disagree a agree or disagree disagree little DO THI HA VAN 72 RESEARCH PROJECT 37 If the values yoursupervisor 2015 of were o o o o o o o o o o o o o o o o o o different, you would not be as attached to your supervisor 38 Your attachment to your supervisor is primarily based on the similarity of your values and those represented by your supervisor 39 Since starting this job, your personal values and those of your supervisor have become more similar 40 The reason I prefer your supervisor to others is because of what he or she o o stands for, that is, his or her values IV FAIRNESS PERCEPTION OF AN ORGANIZATIONAL POLICY: Please add bookmarkin the appropriate box to the number that your opinion matchesbest.To indicate the degree of certainty about each of the questions with answers ranging from “Strongly disagree” to “Strongly agree” DO THI HA VAN 73 RESEARCH PROJECT 2015 Supervisor-related identification items: No Items disagree a little Neither agree or disagree o o o o o o o o o o o o o o o o o o o o o Strongly Disagree Agree a Agree little strongly 41 Paying faculty members for having babie is not fair to nonchildbearing faculty member (R) 42 Every parent deserves the right to paid leave when a child is born 43 It is everyone’s, including non-parents, responsibility to provide for children, and a parental leave policy helps to accomplish this task 44 It is not [the organization’s] reponsibility to provide paid o o time off to new parents (R ) 45 Having a child is a strain on parents, and they deserve the o o aid of parental leave DO THI HA VAN 74 RESEARCH PROJECT 2015 46 Children are necessary part of society snd it is the responsibility of large institutions o o o o o o o o o o o o o o o o o o o o like [organisation] to help in the effort 47 Those who choose not to have children should subsidize those who choose to have children under a parental leave program 48 In the past, employees have borne children without the benefit of special leave, and therefore it is not fair to offer parental leave to new parents (R) 49 Having a baby is a personal choice and provisions for that event should be made by the family, rather than by employer (R ) DO THI HA VAN 75 RESEARCH PROJECT V 2015 ON-THE-JOB BEHAVIORS: Please add bookmarkin the appropriate box to the number that your opinion matchesbest.To indicate the degree of certainty about each of the questions with answers ranging from “Never” to “Very often”with statement “In the past twelve months, how often have you…?” Positive work behaviors: No Items Never Rarely Occasionaly Sometimes Often o o o o o work o o o o o Made attempts to change o o o o o o o o o o o o o o o 50 Done more work than required 51 Volunteered to overtime 52 work conditions 53 Negotiated with supervisors to improve job 54 Tried to think of ways to the job better Psychological withdrawal behaviors: No Items Never DO THI HA VAN Rarely Occasionaly Sometimes Often 76 RESEARCH PROJECT 2015 55 Thought of being absent o o o o o 56 Chatted o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o o with co-workers about nonwork topics 57 Left work situation for unnecessary reasons 58 Daydreamed 59 Spent work time on personal matters 60 Put less effort into the job than should have 61 Thought of leaving current job 62 Let others you work Physical withdrawal behaviors: No Items 63 Left work early without permission DO THI HA VAN Never Rarely Occasionaly Sometimes Often o o o o o 77 RESEARCH PROJECT 64 Taken longer lunch or rest o o o o o o o o o o o o o o o break than allowed 65 Taken supplies or equipment 2015 without permission 66 Fallen asleep at work Antagonistic work behaviors: No Items Never Rarely Occasionaly Sometimes Often o o o o o 68 Filed formal complaints o o o o o 69 Argued with co-workers o o o o o 70 Disobeyed supervisor’s o o o o o 71 Spread rumors or gossip o o o o o 67 Reported others for breaking rules or policies instructions about co-workers DO THI HA VAN 78 RESEARCH PROJECT VI 2015 GENERAL INFORMATION ABOUT YOURS ELF: o Male o Female o 24 – 29 o 30 – 35 o 36 – 40 o 41 – 46 o 72 Gender 73 Age 47 – 60 74 Education o High school oCollege o Bachelor o Master o Ph.D o Other 75 Your position ă Officer/ staff ă Supervisor ă Manager ă Senior Manager 76.How long have you been working for Kirby Southeast Asia Co., Ltd ? Đ ă Under years ă From to 10 years Đ ă From 11 to 20 years ă Above 20 years - THANK YOU FOR YOUR ANSWERS! DO THI HA VAN 79 ... ABSTRACT The topic of graduation thesis "Factors affecting On- the- job behaviors at Kirby Southeast Asia Co. ,Ltd. ”, was conducted to understading the relationship between the behavior aspects of the company... and the associated level with the organization's staff The research also proposes a theoretical model concerning the relationship between on the job behaviors factors linked to the organization... to on the job behavior on attitudes linked to the organization's employees by the following points: - The research results identify the elements on the job behavior affecting the cohesion of the