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ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - NGUYỄN VĂN PHÚ FACTORS INFLUENCING ORGANIZATIONAL COMMITMENT AT COMMERCIAL JOINT STOCK BANK FOR INVESMENT AND DEVELOPMENT OF VIETNAM – SO GIAO DICH BRANCH CÁC YẾU TỐ ẢNH HƢỞNG TỚI SỰ GẮN BÓ CỦA NHÂN VIÊN VỚI TỔ CHỨC TẠI NGÂN HÀNG TMCP ĐẦU TƢ VÀ PHÁT TRIỂN VIỆT NAM – CHI NHÁNH SỞ GIAO DỊCH LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2018 ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - NGUYỄN VĂN PHÚ FACTORS INFLUENCING ORGANIZATIONAL COMMITMENT AT COMMERCIAL JOINT STOCK BANK FOR INVESMENT AND DEVELOPMENT OF VIETNAM – SO GIAO DICH BRANCH CÁC YẾU TỐ ẢNH HƢỞNG TỚI SỰ GẮN BÓ CỦA NHÂN VIÊN VỚI TỔ CHỨC TẠI NGÂN HÀNG TMCP ĐẦU TƢ VÀ PHÁT TRIỂN VIỆT NAM – CHI NHÁNH SỞ GIAO DỊCH Chuyên ngành: Quản trị kinh doanh Mã số: 60 34 01 02 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƢỜI HƢỚNG DẪN KHOA HỌC: TS TRẦN HUY PHƢƠNG Hà Nội - 2018 DECLARATION The author confirms that the research outcome in the thesis is the result of author‟s independent work during study and research period and it is not yet published in other‟s research and article The other‟s research result and documentation (extraction, table, figure, formula and other document) 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, Hanoi School of Business, and the laws for above-mentioned declaration Hanoi, date of …… / …… /…… Nguyen Van Phu ACKNOWLEDGEMENT I hereby certify that I am the sole author of this thesis and no part of this thesis has been published or submitted for publication I certify that, my thesis does not violate anyone‟s copyright Additionally, all ideas, quotations, or material from the work of other people included in my thesis, published or otherwise, are fully acknowledged with the standard of references I declare that this is a true copy of my thesis The content of this thesis has been approved by the committee of Vietnam National University, Hanoi – Hanoi School of Business (HSB) This thesis has not been submitted for a higher degree to any other University or Institution In order to finish this project successfully, I have received many helps, supports and guidance from many people who I would like to thank sincerely First of all, I would like to thank all the professors of MBA program, especially TS Tran Huy Phuong – my supervisor Then I would like to thank deeply the respondents who allowed me to gather enough data for this research Finally, I would like to express my thanks to my family, my colleges and my fellow friends who created convenient conditions and give me encouragement and understanding for me to complete this degree I sincerely thank you! Hanoi, date of …… / …… /…… Nguyen Van Phu CONTENTS ABBREVIATION i LIST OF FIGURES ii LIST OF TABLES iii INTRODUCTION 1 Rationale Aims of research Objects of research Scope of research Research methodology Thesis structure CHAPTER I THEORETICAL BACKGROUND ON ORGANIZATIONAL COMMITMENT 1.1 Definition and role of Organizational commitment 1.1.1 Definition 1.1.2 Role of organizational commitment 1.2 Overview of organizational commitment models 11 1.3 Framework for research theory 15 1.3.1 Research model 18 1.3.2 Leadership style 20 1.3.3 Training and Development 22 1.3.4 Salary 23 1.3.5 Working environment and colleagues 25 1.3.6 Job Features 26 CHAPTER II ASSESSING THE SITUATION OF ORGANIZATIONAL COMMITMENT IN COMMERCIAL JOINT STOCK BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM – SOGIAODICH I BRANCH 28 2.1 Introduction of the Commercial Joint Stock Bank for Investment and Development of Vietnam, Sogiaodich branch 28 2.1.1 Introduction of the Commercial Joint Stock Bank for Investment and Development of Vietnam 28 2.1.2 Introduction about Sogiaodich Branch 30 2.1.3 Organizational Structure 31 2.1.3.1 Structure 31 2.1.3.2 Situation of Workforce in BIDV SGD1 32 2.2 Survey results 35 2.2.1 Research sample description 35 2.2.2 Survey results of demographic characteristics 35 2.2.2.1 Gender 35 2.2.2.2 Ages 35 2.2.2.3 Working experience 36 2.2.2.4 Working position 37 2.2.2.5 Educational background 37 2.2.3 Descriptive Statistics 38 2.2.3.1 Descriptive Statistics of independent variables 38 2.2.3.2 Descriptive Statistics of dependent variables 39 2.2.4 Reliability and validity of the scales 40 2.2.4.1 Reliability of the scales 40 2.2.4.2 Validity of the scales 46 2.2.5 Regression analysis 48 2.2.5.1 Results of Regression analysis on Affective Commitment 50 2.2.5.2 Results of Regression analysis on Continuance Commitment 52 2.2.5.3 Results of Regression analysis on Normative Commiment 55 2.2.5.4 Results of Regression analysis on Organizational Commitment 58 CHAPTER III PROPOSAL ON SOLUTIONS TO ENHANCE ORGANIZATIONAL COMMITMENT OF THE STAFF AT COMMERCIAL JOINT STOCK BANK FOR INVESTMENT AND DEVELOPMENT OF VIETNAM – SOGIAODICH I BRANCH 62 3.1 Summary and discussion of research results 62 3.2 Solutions proposal 69 3.2.1 Solutions on Salary 70 3.2.2 Solutions on Working environment 71 3.2.3 Solutions on other factors 72 CONCLUSION, LIMITATION AND IMPLICATION 74 Conclusions 74 Limitations 74 Implications 74 REFERENCE 75 APPENDIX 82 APPENDIX QUESTIONAIRE IN ENGLISH 82 APPENDIX QUESTIONAIRE IN VIETNAMESE 85 ABBREVIATION BIDV SGD1 Joint Stock Commercial Bank for Investment and Development of Vietnam, Sogiaodich1 Branch EFA Exploratory Factor Analysis i LIST OF FIGURES Figure I.1: Research model of Mowday et al (1982); Iverson & Buttigieg (1999); Buchanan (1974) and Steers (1977) _ 12 Figure I.2: Angle & Perry Research Model 1981; Glisson & Durick 1988: Morris & Sherman 1981; Morrow & McElroy 1987; Mottaz 1988; Steers 1977 12 Figure I.3: Research model of (Poon, 2004, Koh, Goh, 1995); (Hackman & Oldman 1980); Vroom 1964; Sarminah, 2006) _ 13 Figure I.4: Model study by Poon (2004), Koh, Goh (1995); Hackman & Oldman (1980); Vroom (1964); Sarminah (2006) and Mowday et al (1982), Iverson & Buttigieg (1999), Buchanan (1974) and Steers (1977) 14 Figure I.5: Model of research by Colbert et al (2000) 14 Figure I.6: Research model _ 18 ii LIST OF TABLES Table II.1: Gender survey result 35 Table II.2: Ages survey result _ 36 Table II.3: Working experience survey result _ 36 Table II.4: Working position survey result _ 37 Table II.5: Educational background survey result 37 Table II.6: Mean and standard deviation of independent variables _ 38 Table II.7: Mean and standard deviation of dependent variables 39 Table II.8: Cronbach‟s Alpha of Leadership style 41 Table II.9: Cronbach‟s Alpha of Training and development 41 Table II.10: Cronbach‟s Alpha of Salary _ 42 Table II.11: Cronbach‟s Alpha of Working environment and Colleagues _ 43 Table II.12: Cronbach‟s Alpha of Job Features 43 Table II.13: Cronbach‟s Alpha of Affective Commitment _ 44 Table II.14: Cronbach‟s Alpha of Continuance Commitment _ 44 Table II.15: Cronbach‟s Alpha of Normative Commitment 45 Table II.16: Cronbach‟s Alpha of Organizational Commitment _ 45 Table II.17: KMO and Bartlett's Test of independent variables _ 46 Table II.18: Rotated Component Matrix of independent variables _ 47 Table II.19: KMO and Bartlett's Test of dependent variables _ 48 Table II.20: Rotated Component Matrix of dependent variables _ 48 Table II.21: Correlation matrix of independent variables and AC _ 50 Table II.22: Regression analysis of AC 51 Table II.23: Correlation matrix of independent variables and CC 53 Table II.24: Regression analysis of CC 54 Table II.25: Correlation matrix of independent variables and NC _ 56 Table II.26: Regression analysis of NC 57 Table II.27: Correlation matrix of independent variables and OC _ 59 Table II.28: Regression analysis of OC 60 iii CONCLUSION, LIMITATION AND IMPLICATION Conclusions In general, research results indicate that three factors affecting Organizational Commitment are Salary, Working environment and Colleagues and Job Features This result show how important each factor is, which is conducive to the implemence of appropriate and timely HR policiesto maintain good staff This research, up to some point, is applied for other branchs BIDV or other banks to Hanoi, thanks to the similarity in bank structure and business environment Limitations The first limitation of the research is about sample selection and sample size The main survey was conducted in just one branch of BIDV and the sample size is small, which might not represent the overall BIDV‟s branch It is only applied for employees in BIDV SGD1 so there is no evidence to conclude that the results can be applied for other banks in Hanoi Organizational Commitment is affected by many different factors In this research, because the author only proposes five factors, the results might not reflect all aspects of Organizational Commitment According to research results, both Leadership Style and Training and Development have no impact on Organizational Commitment despite the fact that they considerably affect Organizational Commitment Small sample size might be the main reason of it Implications This research was conducted only within BIDV SGD1 Further research should expand on subject and scope of research such as examining organizational commitment of bankers in Hanoi Further studies should also investigate and analyse a wider range of factors affecting organizational commitment, not just those in this study In addition, other authors who intend to research on this topic can examine the influences of organizational commitment on the business performance of the bank 74 REFERENCE A.Senthamil Raja, Dr P Palanichamy (2014), 'Leadership styles and its impact onOrganizational Commitment', The Journal of Commerce Vol 3, No Aaron Cohen (2007), 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Human Resource Management Review 13, pp 423-438 Nguyễn Văn Thắng, (2015), Một số lý thuyết đương đại Quản trị Kinh doanh (ứng dụng nghiên cứu Nhà xuất Đại học Kinh tế Quốc dân 10 Trần Kim Dung, Nguyễn Ngọc Lan Vy, (2011), 'Thang đo động viên nhân viên', Tạp chí Phát triển Kinh tế số 244 11 Võ Quốc Hưng Cao Hào Thi, (2010), 'Các yếu tố ảnh hưởng tới dự định nghỉ việc công chức – viên chức nhà nước', Tạp chí Phát triển KH&CN, Tập 13, Số Q1 81 APPENDIX APPENDIX QUESTIONAIRE IN ENGLISH Dear Sirs/Madams! Sincerely invite you to participate in the survey on“FACTORS INFLUENCING ORGANIZATIONAL COMMITMENT AT COMMERCIAL JOINT STOCK BANK FOR INVESMENT AND DEVELOPMENT OF VIETNAM – SOGIAODICH BRANCH” For research purpose, all answers and all information you provide will be kept strictly confidential and will not be allowed to use for any other purposes.Therefore, I hope you take the time to respond fully and accurately to this interview Please circle the selection box for each of the following statements with the following point scale convention: 1: Strong disagree; 2: Disagree;3: Neutral; 4: Agree; 5: Strong agree PART I: FACTORS AFFECTING ORGANIZATIONAL COMMITMENT Leadership style Scale My direct manager is always looking for new opportunities for our department My direct manager leads others by action, not words My direct manager develops the spirit and attitude of teamwork for her/his staff My direct manager behaves in a way that thoughtfully understands my personal needs 5 5 Training and development I am supported on time and costs to improve my skills Scale I am oriented and trained in the right skills for my job Organization always creates promotion opportunities 82 and personal development Salary Scale My efforts paid off I can live totally on the salary from this organization 5 10 I know well salary policy, welfare and allowance 11 I get bonuses and raise my salary when I fulfill my assignment Working environment and colleagues 12 At work, I have necessary facilities to work smoothly 13 At work My organization provides a clean and independent working environment 14 Colleagues are always happy and friendly with me 15 My colleagues always coordinate well together to complete the work assigned Scale 5 5 Job features Scale 16 The work suites for my capacity and qualifications 17 I feel that my work is very interesting 18 Working time is reasonable Affective commitment Scale 19 I really find that I belong to this organization 20 I have a liking for this organization 21 This organization has a lot of meaning for me Continuance commitment 22 23 24 If I decide to leave the organization at this moment, my life will be turbulent I find that I have too few options to consider leaving this organization I have put too much effort into this organization to leave 83 Scale 5 Normative commitment 25 26 Scale I find myself obligated to maintain a job with my current organization Although leaving the organization is good for me, I find it wrong to leave 27 This organization deserves my loyalty 5 Organizational Scale 28 I‟m proud of working in this organization 29 I intend to stay with this organization for a long time 5 30 I will stay at this organization although there are other places willing to pay higher salary PART II PERSONAL INFORMATION Please provide some personal information as follow: Gender: Male Female Age: < 30 From 30 to less than 40 From 40 to less than 50 50 and above Working experience: < 01 year From to less than years From3to less than 5years 5 years and above Working place: Customer relationship department Transaction department Risk-control department Internal department External department Educational background: High shool Intermadiate College Bacherlor of art Master Sincerely thank you and wish you health, success! 84 APPENDIX QUESTIONAIRE IN VIETNAMESE Kính chào anh/chị! Trân trọng kính mời anh/chị tham gia vào khảo sát “Các yếu tố ảnh hưởng tới gắn bó nhân viên với tổ chức Ngân hàng TMCP Đầu tư Phát triển Việt Nam – Chi nhánh Sở giao dịch 1” trongkhuôn khổ luận văn thạc sĩ chuyên ngành Quản trị kinh doanh Khoa Quản trị kinh doanh - Đại học Quốc gia Hà Nội Với mục đích nghiên cứu tất câu trả lời thơng tin anh/chịcung cấp giữ bí mật tuyệt đối, khơng sử dụng vào mục đích khácngồi mục đích nghiên cứu khoa học Vì vậy, mong anh/chị giành thời gianđể trả lời cách đầy đủ xác vào vấn Anh/chị trả lời cách khoanh trịn vào lựa chọn phát biểusau với quy ước điểm thang đo sau: 1: Hoàn toàn không đồng ý; 2: Không đồng ý;3: Không ý kiến; 4: Đồng ý; 5: Hoàn toàn đồng ý PHẦN I: CÁC YẾU TỐ ẢNH HƢỞNG ĐẾN SỰ GẮN BÓ CỦA NHÂN VIÊN Phong cách lãnh đạo Mức độ đồng ý Cán quản lý trực tiếp tơi ln tìm kiếm hội cho phịng ban/ tổ chức Cán quản lý trực tiếp dẫn dắt người khác hành động khơng phải lời nói Cán quản lý trực tiếp phát triển tinh thần thái độ làm việc nhóm cho nhân viên Cán quản lý trực tiếp cư xử theo cách suy nghĩ thấu đáo nhu cầu cá nhân 5 5 Đào tạo phát triển Tôi hỗ trợ thời gian chi phí học nâng cao trình độ tay nghề 85 Mức độ đồng ý Tôi định hướng huấn luyện kỹ phù hợp với công việc đảm nhận Tổ chức tạo nhiều hội thăng tiến thuận lợi, phát triển cá nhân cho 5 Lƣơng 10 11 Mức độ đồng ý Tơi trả lương xứng đáng với cơng sức bỏ Tơi sống hồn tồn dựa vào mức lương từ tổ chức Tôi biết rõ sách lương thưởng, phúc lợi, trợ cấp Tơi nhận tiền thưởng tăng lương hoàn thành tốt công việc giao 5 5 Môi trƣờng làm việc đồng nghiệp 12 13 Tại nơi làm việc, tơi có thiết bị công cụ cần thiết để làm việc thuận lợi Tại nơi làm việc, tổ chức cung cấp Môi trường làm việc độc lập lành 14 Các đồng nghiệp vui vẻ, thân thiện với 15 Đồng nghiệp phối hợp tốt với để hồn thành cơng việc giao Mức độ đồng ý 5 5 Đặc điểm công việc 16 Mức độ đồng ý Công việc phù hợp với lực trình độ chuyên 17 Tơi cảm thấy cơng việc làm thú vị 18 Thời gian làm việc hợp lý môn Cam kết dựa cảm xúc Mức độ đồng ý 19 Tôi thực thấy thuộc tổ chức 20 Tơi có tình cảm với tổ chức 86 21 Tổ chức có nhiều ý nghĩa cá nhân Cam kết dựa tính tốn 22 23 24 26 Nếu định rời khỏi tổ chức vào thời điểm sống tơi gặp nhiều xáo trộn Tơi thấy có q lựa chọn để cân nhắc rời khỏi tổ chức Bởi nỗ lực nhiều cho tổ chức nên lại 5 5 Tơi thấy có nghĩa vụ để trì công việc với tổ chức Mặc dù việc rời bỏ tổ chức có lợi cho tôi thấy việc rời lúc sai 5 Cam kết tổ chức Mức độ đồng ý Tơi u thích tự hào làm việc tổ chức 29 Tơi có ý định lại lâu dài tổ chức 30 Mức độ đồng ý 27 Tổ chức xứng đáng với lịng trung thành tơi 28 Mức độ đồng ý Cam kết dựa chuẩn mực 25 Tôi lại làm việc tổ chức có nơi khác sẵn sàng trả mức lương cao 5 PHẦN II THÔNG TIN CÁ NHÂN Xin anh/chị vui lịng cho biết thơng tin cá nhân sau (đánh dấu “x” vào ô anh/chị muốn lựa chọn): Giới tính: Nam Nữ Tuổi: < 30 tuổi Từ 30 đến 40 tuổi Từ 40 đến 50 tuổi Từ 50 tuổi trở lên 87 Thời gian công tác: < 01 năm Từ đến năm Từ đến năm Từ năm trở lên Bộ phận làm việc: Khối quản lý Khách hàng Khối quản lý rủi ro Khối tác nghiệp Khối quản lý nội Khối trực thuộc Trình độ học vấn: THPT Trung cấp Cao đẳng Đại học Sau đại học Xin chân thành cảm ơn, chúc anh/chị nhiều sức khỏe, hạnh phúc thành đạt! 88 ... DEVELOPMENT OF VIETNAM – SO GIAO DICH BRANCH CÁC YẾU TỐ ẢNH HƢỞNG TỚI SỰ GẮN BÓ CỦA NHÂN VIÊN VỚI TỔ CHỨC TẠI NGÂN HÀNG TMCP ĐẦU TƢ VÀ PHÁT TRIỂN VIỆT NAM – CHI NHÁNH SỞ GIAO DỊCH Chuyên ngành:... TRỊ VÀ KINH DOANH - NGUYỄN VĂN PHÚ FACTORS INFLUENCING ORGANIZATIONAL COMMITMENT AT COMMERCIAL JOINT STOCK BANK FOR INVESMENT AND DEVELOPMENT OF VIETNAM – SO GIAO DICH BRANCH CÁC YẾU TỐ
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