Human resource management employee motivation at technology transfer center environmental resource data

Lunghwa Universityof Scienceand Technology Department of Business Administration Thesis for a Master’s Degree Human Resource Management Employee motivation at Technology Transfer Center & Environmental Resource Data Researcher : Tran Doan Kien Supervisor : AssocProf Tsung Cheng Wang Supervisor : Assoc Prof Nguyen Ngoc Thang January 2018 Lunghwa University of Science and Technology Approval Certificate of Master's Degree Examination Board This is to certify that the Master’s Degree Examinations Board has approved the thesis Human Resource Management - Employee motivation at Technology Transfer Center & EnvironmentalResource Datapublished by Mr Tran Doan Kien in the Master Program of Graduate School of Department of Business Administration Master’s Degree Examination Board Board Members： Advisors： Chair： Date： ABSTRACT Thesis Title: Employee motivation at Department of Information Technology and Environmental Resource Data Pages：90 University：Lunghwa University of Science and Technology Graduate School：Department of Business Administration Date：January, 2018 Degree：Master Keywords:Employee motivation, Employee’ satisfaction Every state or private organization wants to be successful and have desire to get constant progress The current era is highly competitive and organizations regardless of size, type, technology or market focus are facing employee retention challenges To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations Human resource or employees of any organization are the most central part so they need to be influenced and persuaded towards tasks fulfillment The focus of this study is to analyze the satisfaction on employees’ motivation at DINTE The study has two sub-objectives; firstly the factors that influent motivation of employees is to be determined Secondly the relationship of employee motivation and satisfaction is to be examined The following conclusions are drawn: - By theoretical research we have built the factors that influence the motivation of DINTE employees, including: Working Environment, Salary and Bonus, Suitable competency, Job Design and Employee development From definitions and related research studies, a total of 37 specific aspects (observational variables) have been used to measure the satisfaction of the above factors - Through the verification of the reliability of the factors as well as the scale mentioned above, the subject has used the Cronbach's Alpha coefficient After running Cronbach’s Alpha, the remaining observations are 31 observed variables which are statically reliability have included in the EFA factor analysis The EFA result has identified five motivational factors with 19 variables and the general satisfaction factor with variable All of them included in the linear regression analysis: Work Environment, Salary and i bonus, Suitable competency, Job design, employee development The author also used regression to discover the relationship between the five factors of DINTE’s employee motivation with their satisfaction, which is the biggest effect to DINTE’s employee satisfaction, is Salary and bonus, following are Employee development, Job design and Working Environment Follow these findings, solutions have been provided to improve the employee motivation policies at DINTE as below: - Improving Working environment factor - Improving Salary and bonus factor - Improving Suitable competency factor - Improving Job design factor - Improving employee development factor ACKNOWLEDGEMENT ii Foremost, I would like to express our sincere thanks to the professors from EMBA program from Viet Nam National University – International School, who have helped us open the door to the treasure of precious knowledge in many aspects such as: HR, marketing, business… in the last two years My completion of this Thesis could not been accomplished without the great guideline and support from my tutors Despite her tight schedule, she managed to spend time with me, helped me to finish the thesis and gave me the most valuable advice I also would like to thank my colleagues at DINTE who supported me during the data collection process, thanks to my classmate who encouraged me until today Finally is my great love to my family Their encouragement has motivated me to keep going forward to reach further Thank you! Author Tran Doan Kien ABBREVIATION iii DINTE: Department of Information Technology and Environmental Resource Data SPSS: Statistical Package for the Social Sciences EFA: Exploratory Factor Analysis KMO:Kaiser-Meyer-Olkin Measure of Sampling Adequacy LIST OF TABLES iv Table Herzberg’s two factors theory Table DINTE overview 23 Table Cronbach's Alpha test 1st time 27 Table Cronbach's Alpha test 2nd time 29 Table KMO test result Error! Bookmark not defined Table Varimax rotation result .32 Table Model Summaryb .35 Table ANOVA test .35 Table Pearson correlation Error! Bookmark not defined Table 10 Co linearity Error! Bookmark not defined Table 11 Regression Stansardized Residual 37 Table 12 Regression Result 38 Table 13 Result of hypothesis testing Error! Bookmark not defined Table 14 Assessment of Environment working factor resultError! Bookmark not defined Table 15 Assessment of Salary and bonus factor resultError! Bookmark not defined Table 16 Assessment of Suitable competency factor resultError! Bookmark not defined Table 17 Assessment of Job design factor result Error! Bookmark not defined Table 18 Assessment of Employee development factor resultError! Bookmark not defined Table 19 General assessment of satisfaction about motivation factors resultError! Bookmark not LIST OF FIGURES Figure 1: Research process 15 Figure Gender overview .24 Figure Qualification over view at DINTE 25 Figure Working years of employees at DINTE 25 Figure Average income by month at DINTE .26 TABLE OF CONTENT v ABSTRACT i ABBREVIATION iii CHAPTER 1- INTRODUCTION 1.1Urgency of the topic 1.2 Research objectives 1.3 Structure of the research CHAPTER 2-THEORETICAL BACKGROUND 2.1 Theories of employee motivation 2.1.1 Theory of needs model- Abraham Maslow 2.1.2 Intrinsic and extrinsic motivation 2.2 The concept of motivation and motivating 2.3 Two factors affect employee motivation 2.4 Equity theory 2.5 Some related studies 2.6 Research model 10 2.6.1 Working environment 10 2.6.2 Salary, bonus 10 2.6.3 Suitable competency 11 2.6.4 Job design 12 2.6.5 Employee development 12 CHAPTER METHODOLOGY 15 3.1 Research process 15 3.2 Data sources 16 3.3 Research design 16 3.4 Sample size 17 3.5 Questionnaire development and scale coding 17 3.6 Data analysis 20 CHAPTER FINDING AND ANALYSIS 22 4.1 DINTE overview 22 4.2 Employees’ satisfaction about motivational factors at DINTE 24 4.2.1 Sample characteristics 24 4.2.2 Scale reliability tests and validity assessment 26 Cronbach’s Alpha 26 vi Exploratory Factor Analysis-EFA 30 4.3 Regression 34 4.4 Employee motivation’s assessment of DINTE’s employee 39 4.4.1 Assessment of Environment working factor 39 4.4.2 Assessment of Salary and bonus factor 41 4.4.3 Assessment of Suitable competency factor 42 4.4.4 Assessment of Job design factor 43 4.4.5 Assessment of Employee development factor 44 4.5.6 General assessment of satisfaction about motivation factor at DINTE 45 CHAPTER RECOMMENDATION 46 5.1 Improving the working environment factors 46 5.2 Improving the salary and bonus factor 47 5.3 Improving the Suitable competency factor 48 5.4 Improving the Job design factor 48 5.5 Improving the Employee development factor 49 CONCLUSION 51 REFERENCES 53 APPENDIX 54 Appendix 1: Questionnaire 54 Appendix 2: FREQUENCY 58 Appendix 3: Regression linear 79 vii CHAPTER 1- INTRODUCTION 1.1 Urgency of the topic There are manydifferentsinterpretations of the public sector In practice, the term "public sector" isoftenunderstood to mean "state sector" Accordingly, the state sectoris the social sector in which the state plays a decisiverole This termisoftenused to distinguishitfrom "privatesector" or "non-state sector", whichis the privatesector'sproduct and service sector Humanresource management in the public sectorisresponsible for planning, recruiting, training, training and development of personnel, deployment, inspection, supervision The public sectorisvery important to the success of the nation in general, public organizations in particular In practice, public sectorhumanresource management still faces many challenges, with the biggest challenge not beinglack of capital or technical expertise but how to manage humanresources effective force Beingaware of the importance of Humanresources, many businesses are nowlooking for ways to maximizetheirresources to support the growth of the organization To effectively manage that important resource, the first thing to understandemployee, recognizing staff as the central element of development Employee motivation has been always important part that guarantees great working performance of every individual in an organisation Department of Information Technology and Environmental Resource Data (DINTE) is a public organization with young, good and dynamic resources At present, DINTE has policies such as: working environment policy, compensation and welfare policy, job arrangement Directors at DINTE realize the importance of employee motivation at their working place They understand that a motivated workforce means a highly productive staff, all of which will help DINTE achieve the goals They would like to know if their employee feel satisfied with those policies, if they are motivated to work harder and more effectively Because of above reason, I would like to choose the topic: “Employee motivation forDepartment of Information Technology and Environmental Resource Data” Employee development Cronbach's Alpha ,805 Scale Mean if Scale Variance Item Deleted if Item Deleted PT1 PT2 PT3 PT4 PT5 PT6 17,85 17,97 18,01 18,12 18,07 17,85 N of Items Corrected Item-Total Correlation 10,348 7,769 7,870 7,506 7,725 9,028 ,191 ,686 ,684 ,765 ,689 ,382 Cronbach's Alpha if Item Deleted ,842 ,745 ,747 ,726 ,744 ,816 EFA analysis Kaiser-Meyer-Olkin Measure of Sampling Adequacy, Approx, Chi-Square Bartlett's Test of Sphericity df Sig, ,859 2078,182 465 ,000 Component Total 10 11 12 13 14 15 16 17 18 19 20 21 22 23 10,813 3,675 1,997 1,755 1,567 1,183 1,018 ,914 ,787 ,711 ,663 ,622 ,549 ,521 ,483 ,443 ,417 ,367 ,325 ,305 ,269 ,254 ,244 Initial Eigenvalues Cumulative % of % Variance 34,880 34,880 11,856 46,736 6,442 53,178 5,663 58,841 5,056 63,897 3,816 67,713 3,282 70,996 2,948 73,944 2,540 76,484 2,294 78,778 2,139 80,916 2,008 82,924 1,770 84,694 1,681 86,376 1,559 87,935 1,428 89,362 1,345 90,707 1,184 91,891 1,047 92,939 ,985 93,923 ,869 94,793 ,819 95,612 ,787 96,398 Extraction Sums of Squared Loadings Total Cumulative % of % Variance 10,813 34,880 34,880 3,675 11,856 46,736 1,997 6,442 53,178 1,755 5,663 58,841 1,567 5,056 63,897 1,183 3,816 67,713 1,018 3,282 70,996 Rotation Sums of Squared Loadings Total Cumulative % of % Variance 5,110 16,483 16,483 4,599 14,835 31,318 3,462 11,167 42,485 2,990 9,644 52,129 2,871 9,262 61,391 1,793 5,783 67,174 1,185 3,821 70,996 24 25 26 27 28 29 30 31 ,209 ,182 ,169 ,150 ,131 ,116 ,109 ,050 ,674 ,586 ,544 ,485 ,424 ,375 ,352 ,162 97,072 97,658 98,203 98,688 99,112 99,486 99,838 100,000 Extraction Method: Principal Component Rotated Component Matrix a MT4 MT6 MT10 MT7 PT6 MT11 MT1 MT2 LT4 LT1 ,900 ,889 ,823 ,738 ,675 ,619 ,594 ,581 ,758 ,702 Component LT9 LT3 LT6 LT10 LT7 PT2 PT4 PT5 PT3 HT1 HT2 HT4 BT3 BT5 BT4 BT2 BT1 BT6 LT2 MT8 MT5 ,692 ,633 ,624 ,602 ,565 ,802 ,779 ,730 ,701 ,768 ,745 ,659 ,638 ,833 ,710 ,640 ,613 ,573 Extraction Method: Principal Component Analysis, Rotation Method: Varimax with Kaiser Normalization, Rotation converged in 14 iterations ,707 ,575 ,732 2nd time EFA Kaiser-Meyer-Olkin Measure of Sampling Adequacy, Approx, Chi-Square Bartlett's Test of Sphericity Component Total 10 11 12 13 14 15 10,482 3,654 1,992 1,751 1,546 1,172 1,006 ,899 ,711 ,668 ,646 ,551 ,528 ,510 ,446 Initial Eigenvalues Cumulative % of % Variance 34,941 34,941 12,180 47,122 6,639 53,761 5,835 59,596 5,152 64,748 3,905 68,654 3,354 72,007 2,998 75,005 2,371 77,376 2,226 79,602 2,154 81,755 1,838 83,593 1,759 85,352 1,701 87,053 1,485 88,538 df Sig, ,859 2013,851 435 ,000 Extraction Sums of Squared Loadings Total Cumulative % of % Variance 10,482 34,941 34,941 3,654 12,180 47,122 1,992 6,639 53,761 1,751 5,835 59,596 1,546 5,152 64,748 1,172 3,905 68,654 1,006 3,354 72,007 Rotation Sums of Squared Loadings Total Cumulative % of % Variance 5,098 16,994 16,994 4,519 15,064 32,058 3,418 11,395 43,453 2,947 9,824 53,277 2,781 9,269 62,546 1,690 5,633 68,179 1,148 3,828 72,007 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 ,433 ,412 ,356 ,306 ,270 ,258 ,252 ,211 ,183 ,169 ,158 ,150 ,120 ,110 ,050 1,442 1,374 1,188 1,021 ,899 ,861 ,840 ,704 ,610 ,563 ,527 ,500 ,400 ,365 ,168 89,980 91,355 92,542 93,563 94,462 95,323 96,163 96,867 97,476 98,039 98,567 99,067 99,467 99,832 100,000 Rotated Component Matrix a MT4 MT6 MT10 MT7 PT6 MT11 MT1 ,900 ,889 ,823 ,741 ,678 ,623 ,593 Component MT2 LT4 LT1 LT9 LT6 LT3 LT10 LT2 LT7 PT2 PT4 PT3 PT5 HT1 HT2 HT4 BT3 BT5 BT4 BT2 BT1 BT6 MT5 ,583 ,763 ,701 ,690 ,625 ,613 ,609 ,589 ,575 ,573 ,813 ,784 ,716 ,715 ,769 ,749 ,663 ,636 ,832 ,707 ,648 ,617 ,727 ,747 Extraction Method: Principal Component Analysis, Rotation Method: Varimax with Kaiser Normalization, a, Rotation converged in 13 iterations 3rd time Component Total 10 11 12 13 14 15 16 17 18 10,198 3,584 1,984 1,748 1,534 1,018 ,954 ,895 ,687 ,660 ,643 ,530 ,523 ,465 ,445 ,429 ,411 ,313 Kaiser-Meyer-Olkin Measure of Sampling Adequacy, ,854 Approx, Chi-Square 1948,479 Bartlett's Test of Sphericitydf 406 Sig, ,000 Initial Eigenvalues Extraction Sums of Squared Loadings Cumulative Total Cumulative % of % of % % Variance Variance 35,167 35,167 10,198 35,167 35,167 12,360 47,527 3,584 12,360 47,527 6,842 54,369 1,984 6,842 54,369 6,027 60,396 1,748 6,027 60,396 5,291 65,687 1,534 5,291 65,687 3,512 69,198 1,018 3,512 69,198 3,291 72,489 3,087 75,576 2,368 77,944 2,275 80,219 2,218 82,437 1,826 84,263 1,804 86,067 1,603 87,671 1,535 89,206 1,480 90,686 1,416 92,102 1,078 93,180 Rotation Sums of Squared Loadings Total Cumulative % of % Variance 5,097 17,575 17,575 4,653 16,043 33,618 3,300 11,379 44,997 3,048 10,511 55,508 2,783 9,595 65,103 1,188 4,095 69,198 19 20 21 22 23 24 25 26 27 28 29 ng ,287 ,990 94,171 ,268 ,923 95,094 ,257 ,886 95,980 ,212 ,731 96,711 ,184 ,633 97,344 ,170 ,585 97,929 ,162 ,559 98,488 ,151 ,520 99,008 ,128 ,440 99,448 ,110 ,378 99,826 ,050 ,174 100,000 Extraction Method: Principal Component Analysis, Component MT4 ,903 MT6 ,888 MT10 ,813 MT7 ,731 PT6 ,675 MT11 ,640 MT1 ,600 MT2 ,591 LT4 ,764 LT9 ,747 LT6 ,714 LT1 ,701 LT10 LT7 LT3 PT2 PT4 PT5 PT3 HT1 BT3 HT2 HT4 BT5 BT2 BT4 BT1 BT6 MT5 ,632 ,601 ,588 ,806 ,775 ,750 ,689 ,771 ,716 ,689 ,654 ,828 ,718 ,635 ,526 ,689 Extraction Method: Principal Component Analysis, Rotation Method: Varimax with Kaiser Normalization, a, Rotation converged in 10 iterations, 4th time KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy, Approx, Chi-Square Bartlett's TestofSphericity Component Total 10 11 12 13 14 9,944 3,571 1,965 1,691 1,442 ,980 ,897 ,801 ,687 ,660 ,602 ,523 ,471 ,464 Initial Eigenvalues Cumulative % of % Variance 35,514 35,514 12,752 48,267 7,016 55,283 6,040 61,323 5,148 66,471 3,500 69,972 3,203 73,174 2,861 76,035 2,452 78,487 2,356 80,844 2,150 82,994 1,869 84,863 1,683 86,547 1,658 88,205 ,860 1871,963 df 378 Sig, ,000 Extraction Sums of Squared Loadings Total Cumulative % of % Variance 9,944 35,514 35,514 3,571 12,752 48,267 1,965 7,016 55,283 1,691 6,040 61,323 1,442 5,148 66,471 Rotation Sums of Squared Loadings Total Cumulative % of % Variance 5,029 17,962 17,962 4,468 15,959 33,921 3,303 11,798 45,718 3,035 10,840 56,558 2,776 9,913 66,471 15 16 17 18 19 20 21 22 23 24 25 26 27 28 ,440 ,426 ,395 ,287 ,273 ,265 ,227 ,203 ,170 ,168 ,154 ,131 ,110 ,053 1,573 1,521 1,411 1,026 ,974 ,947 ,811 ,725 ,608 ,600 ,551 ,467 ,393 ,189 89,777 91,299 92,710 93,736 94,710 95,657 96,467 97,192 97,800 98,400 98,950 99,418 99,811 100,000 MT4 MT6 MT10 MT7 PT6 MT11 MT1 MT2 LT4 Component ,896 ,885 ,820 ,729 ,681 ,626 ,607 ,583 ,756 LT9 LT6 LT1 LT7 LT10 LT3 MT5 PT2 PT4 PT5 PT3 HT1 HT2 BT3 HT4 BT5 BT4 BT2 BT1 ,716 ,700 ,681 ,652 ,598 ,518 ,808 ,781 ,765 ,693 ,786 ,725 ,699 ,660 ,838 ,704 ,701 ,568 Extraction Method: Principal Component Analysis, Rotation Method: Varimax with Kaiser Normalization, a, Rotation converged in iterations Appendix 3: Regression linear Pearson correlation HL HL MT LT Pearson Correlation Sig, (2-tailed) N Pearson Correlation Sig, (2-tailed) MT LT N Pearson Correlation PT HT BT ,482** ,667** ,604** ,510** ,443** ,000 ,000 ,000 ,000 ,000 101 101 101 101 101 101 ,482** ,431** ,496** ,147 ,315** ,143 ,001 101 ,000 101 ,000 101 101 101 101 ,667** ,431** ,569** ,554** ,593** ,000 101 ,000 101 101 ,000 101 ,000 101 ,000 101 ,604** ,496** ,569** ,340** ,464** ,000 101 ,000 101 ,000 ,001 101 ,000 101 ,297** ,000 N Pearson Correlation Sig, (2tailed) PT Sig, (2-tailed) HT BT N Pearson Correlation Sig, (2tailed) N Pearson Correlation Sig, (2-tailed) N 101 101 ,510** ,147 ,554** ,340** ,000 101 ,143 101 ,000 101 ,001 101 101 101 ,443** ,315** ,593** ,464** ,297** ,000 ,001 ,000 ,000 ,003 101 101 101 101 101 ,003 101 ... Employee motivation at Technology Transfer Center & EnvironmentalResource Datapublished by Mr Tran Doan Kien in the Master Program of Graduate School of Department of Business Administration Master’s... Master’s Degree Examination Board Board Members： Advisors： Chair： Date： ABSTRACT Thesis Title: Employee motivation at Department of Information Technology and Environmental Resource Data Pages：90 University：Lunghwa... Science and Technology Graduate School：Department of Business Administration Date：January, 2018 Degree：Master Keywords :Employee motivation, Employee? ?? satisfaction Every state or private organization