Factors influencing the job satisfaction of teachers in lac hong university

MEIHO UNIVERSITY Graduate Institute of Business and Management MASTERS THESIS Factors Influencing the Job Satisfaction of Teachers in Lac Hong University In partial fulfillment of the requirements for the degree of Masters of Business Administration Advisor: Dr Wei-Shuo Lo Co-advisor: Dr Nguyen Trung Truc Graduate Student: Nguyen Thi Lan Thanh December, 2010 ACKNOWLEDGMENTS First of all, I would like to thank the HCM City University of Industry and Meiho Institute of Technology Special thanks to Dr Ta Xuan Te, Rector of HCM City University of Industry and Dr Prof Shan Da Liu, President of Meiho Institute of Technology, Taiwan I wish to express my profound gratitude to my supervisor Dr Lo, Wei-Shuo and Dr Nguyyen Trung Truc for their sound advice and whole-hearted guidance for the development and completion of this study I am further indebted to the cooperation of leaders and workers in Cao Cap Brick-Tile join stock company I am also grateful to my Vietnamese professors and my classmates in EMBA for their valuable suggestions when I was at a loss Finally, a special thank to my loving and supportive husband who constantly encouraged me to follow my dreams, thank you for being you; to my daughter who endured many uneventful days while I studied far from home; to my parents and parents-in-law who helped me to look after my daughter when I was not at home; to all of my family members who have been encouraging me along the way I dedicate this thesis to you for being my foundation I love you all I Factors Influencing the Job Satisfaction of Teachers in Lac Hong University ABSTRACT Job satisfaction is one of the most widely discussed issues in organizational behavior, personnel and human resource management and organizational management As teaching does require a great deal of thoroughness and commitment, so in teaching it is more important to help mental commitment and loyalty than physical presence The purpose of this research topic is to identify the most important factors affecting job satisfaction of university Lac Hong teachers A survey of all university teachers in Hong Lac questionnaire survey was through the adjustment of some experts Data collected selective treatment for best results The study concluded that the superior element to directly influence job satisfaction of teachers and a number of other factor co-workers, welfare regime, and the working environment in addition, elements of salary, bonuses also affect their job satisfaction Keywords: Lac Hong University’s Teachers, Job Satisfaction, Factors II Factors Influencing the Job Satisfaction of Teachers in Lac Hong University Contents ACKNOWLEDGMENTS I ABSTRACT II Contents III Tables V Figures VI Chapter1 Introduction 1.1 Background and Motivation 1.1.1 Name of school and logo 1.1.2 History of Lac Hong University 1.1.3 Mission and duties of Lac Hong University 1.1.4 Vision of Lac Hong University until 2017 1.2 Purpose of the Study 1.3 Scope and Limitations of the Study Chapter Literature Review 2.1 Job Satisfaction and Job Motivation 2.1.1 Definition of job satisfaction 2.1.2 Job satisfaction and job motivation 2.2 Theories of Job Satisfaction 2.2.1 Maslow’s theory 2.2.2 Clayton Alderfer’s theory 2.2.3 Herzberg’s theory 2.2.4 Affect theory 2.2.5 Dispositional theory 2.3 Related Studies on Human Needs 10 2.3.1 Theory of hierarchy needs (Abraham Maslow) 10 2.3.2 McClelland’s theory 12 2.3.3 Expectations theory (Victor Vroom) 13 2.4Related Studies on Human Needs 15 2.4.1 Two factors theory (F Hertzberg) 15 III 2.4.2 Theory X – Y (Mc Gregor) 16 2.5 Summary 18 Chapter Research Methodology 22 3.1 Research Design 22 3.2 Research Methodology 22 3.2.1 Determining sample size 23 3.2.2 Quantitative research 23 3.2.3 Studying 24 3.2.4 Survey 27 3.3 Summary 30 Chapter Research Results and Analysis 31 4.1 Descriptive Data Statistics 31 4.1.1 Research data sample 31 4.1.2 Description of quantitative variables 31 4.2 Analyzing Factors for Job Descriptive Index JDI (Job Descriptive Index) 34 4.2.1 Regression analysis on the impact of components JDI to Lac Hong University teachers’ satisfaction in work 39 4.2.2 The Level of Job Satisfaction of the Lac Hong University Teachers about Their Teaching and Schools 43 4.2.3 Analysis of the Effects of the Qualitative Variables on the Job satisfaction of the Lac Hong University Teachers 44 Chapter Conclusions and Recommendations 50 5.1 Conclusions 50 5.2 Recommendations 51 5.2.1 Recommendations from the findings 51 5.2.2 Recommendations from the theory 52 5.3 Limitations of the Study 54 5.4 Suggestions for Further Study 54 Reference 55 Appendix Questionnaires in Vietnamese 58 Appendix Questionnaires in English 63 IV Tables Table 2-1 Hygiene and Motivating Factors of Dual Factor Theory 16 Table 3-1 Origin Scale Used in the Construction of the Questionnaire 24 Table 4-1 The Characteristics of the Samples 31 Table 4-2 The Result of Quantitative Variable Descriptive 33 Table 4-3 Reliability of the Questionnaire .34 Table 4-4 Model of Regression Showing the Impact of Components JDI to Teachers’ Satisfaction in Work 39 Table 4-5 Model of Regression Showing the Impact of Components JDI to Lac Hong University Teachers’ Satisfaction in Work 41 Table 4-6 The Mean of the Factors 43 Table 4-7 The Effects of Gender on the Job Satisfaction of the Lac Hong University teachers 44 Table 4-8 The Effects of Position of Professional Qualification on the Job Satisfaction of the Lac Hong University Teachers .45 Table 4-9 The Effects of Position of Age on the Job Satisfaction of the Lac Hong University Teachers 47 Table 4-10 The Effects of Time of Teaching on the Job Satisfaction of the Lac Hong University Teachers 48 Table 4-11 The Effects of Salary on the Job Satisfaction of the Lac Hong University Teachers 49 V Figures Figure2-1 Maslow’s Hierarchy of Needs .10 Figure 2-2 Research Framework 20 VI Factors Influencing the Job Satisfaction of Teachers in Lac Hong University Chapter1 Introduction Through this work, the researcher would like to point out some factors affecting the job satisfaction of the teachers who are teaching at Lac Hong University then suggest a couple of recommendations for Lac Hong’s Board of Management in managing the teaching staff as well as enhancing their cementation toward their second home In this chapter displays: (1) Background and motivation; (2) Research purposes, and (3) Research scope and limitation 1.1 Background and Motivation Human resources management nowadays has caused lots of difficulties for the managers In fact, the more the employees satisfy with their job, the more motivation they put into their job and on the contrary, once the employees don’t satisfy with their job, a negative attitude will appear In short, job satisfaction and motivation is very necessary for a teacher because they help in forming the reasons for working A teacher, who satisfies with his career, plays an important role in encouraging the development of the society This also affects the prestige as well as the quality of an educational organization The adjustment in teacher’s job satisfaction helps a lot in building the comfort as motivation of students in their study Once the teachers don’t satisfy with their job, they tend to be more aggressive and stressful and these feelings will negatively influences the students learning process and study results The term “job satisfaction” simply means a level at which the employees feel good about their job Job satisfaction concerns in the feeling and state of one employee toward his/her job’s requirements (Shamima Tasnim, 2006) The positive or negative attitude relates closely with the job satisfaction in general (D Fisher, 2000) Job satisfaction was defined by Locke (1976), “The result of the state of happy or positive feeling concluded from the job judgment as well as experience of a person” The influent scope of job satisfaction, which was considered as the most famous theory, belongs to Edwin A Locke (1976) The main premises of this theory are that job satisfaction is defined by the difference between what we want and what we have in our job In addition, labor force moves from one to another in the labor market affects a great deal in Besides, the impacts of variables to job satisfaction of Lac Hong University’s teachers to schools such as: gender, age, professional qualification, teaching time and average income per month are also highly mentioned Research results showed that the factors affecting Lac Hong University’s teachers’ satisfaction in work are leadership, training opportunities and promotion, salary, benefit, work, coworker and teaching environment However, there are factors affecting the job satisfaction of Lac Hong University’s teachers in schools through exploring factor analysis and multiple regressions They are leadership, coworker, benefit and environment All these factors have influence on the job satisfaction of Lac Hong University’s teachers in schools Therefore, leaders should pay more attention to these factors to meet and satisfy their needs for them happier at work, increased engagement of more teachers for special schools are good teachers Chapter is the last part of the contents of the thesis, which presents some conclusions, recommendations, and the limitations of the thesis and suggestions for the further study 5.2 Recommendations 5.2.1 Recommendations from the findings The result study shows that, superior is the factor that can influence extra hygiene's and motivators However, this is only true if their physiological needs are gratified at the acceptable level In Maslow's conditions, the higher level can only become the motivator when the next lower level is satisfied The results of the study was officially presented superior is the factor that has most effect on job satsfaction of the Lac Hong University teachers Although money, ability to meet the needs (McShane & Von Glinow, 2003), but they are not satisfied, they are a fundamental part of this relationship Money is a strong links to the implementation needs to exist because it allows us to buy food to feed them and can buy a shelter Therefore, could explain that low-income people tend to see significant value for money than those with high incomes Besides, some people find a sign of respect in the currency Besides, some other shows that money is personal and its achievements related to demand growth Therefore, the superior element is huge interest, but money can not be completely ignored that should be interested 51 The after that recommendation from the result is that to keep qualified Lac Hong University’s teachers, direct supervisors, mainly Dean and Subject Leaders should be those with high need for socialize power 5.2.2 Recommendations from the theory Applying Herzberg's theory to real-world put into practice; let's begin with the hygiene issues (Syptak, 1999) Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create a teaching environment in which teacher or satisfaction and motivation are even potential 5.2.2.1 Superior The role of leaders is extremely difficult To decrease dissatisfaction with the leadership you need is the respect of all teachers and to that you have decided wisely, correctly and efficiently You need to understand the characteristics and needs of each teacher to the best possible response you can To become a good leader requires leadership skills and ability to handle matters wisely You need to have fairness at work for all teachers and proper attention to material life as well as their spirits 5.2.2.2 Salary For employees or workers, wages can be influential factors and the motivation to satisfy their jobs Salary is not the motivation for teachers But they want to be compensated with the capacity and level of their expertise Thus, they can see their accomplishments have been trying to promote the effort and see other people's respect for her Therefore, you should have a worthy salary and reasonable for each capability of each teacher 5.2.2.3 School and administrative policies If an organization's policy is unclear, unreasonable or unnecessary risk of frustration for teachers that teachers are forced to follow policies that are unreasonable Therefore, you should ensure your policies are fair and reasonable to all teachers, to reduce their discontent Besides, before you want to offer a new policy, you should gather the opinions of some teachers first, then you make the written policy, besides, they follow the guidelines and policies apply the new policy slowly So, they have time to adapt to new policies and they will easily become more acceptable 52 5.2.2.4 Colleagues relations Relationships with colleagues are important job satisfaction Therefore, you should have a salary for teachers time to rest as they reasonably can chat during breaks, during lunch break on everything they like to share teaching experience, teacher exchange curriculum or they can even talk about their families that may make them less stressful as well as a driving force in work Therefore, a leader you should create a better unity between the teachers and the closer relations between their colleagues Dismiss individuals who lack a sense of relations and colleagues intend to separate internal 5.2.2.5 Working conditions Working environment has great influence in the work of teachers It can show their pride in the work they are doing New equipment and modernization will affect the mental state of their work such a large room containing sufficient number of students, a modern computer with multiple functions, a table or a beautiful chair that will make them more excitement in their teaching Especially, if you can give them a quiet space, comfortable, airy, clean the rest of time will make them less stressful, more comfortable and mental performance after the break will be increased many times 5.2.2.6 Recognition A sincere compliment you when they have achieved that is also a great joy for them because the capacity and their efforts were recognized and you see it Also, you can publicly praise their first collective of organizations for his outstanding work completed besides, you can give them a certificate of merit or reward that you feel fit and they deserve it Moreover, you can set the program to workers in the formal annual periodical Make sure you get their respect because you recognize the efforts that they put out to devote to you 5.2.2.7 Responsibility Teachers of Lac Hong University will have more motivation to a good job than if you handed them their right to decide their work They will be responsible for the work that the assigned school Since then, they will grow up in their work When a teacher has completed the work they are assigned You should try to work more challenging and 53 more meaningful and gives them powers to tackle that job and maybe they will gradually improve and grow their further through the process of settling the full ordeal 5.2.2.8 Promotion and training When a teacher has successfully completed its work or to promote a good teacher you should consider them a higher position in order to motivate them more engrossed in their work Also, you can create conditions for them to continue higher education, improve their professional qualifications by supporting one another or the entire cost of education if you see fit Moreover, you can give them the opportunity to study abroad, learning the techniques of modern, advanced technology and then on again for dedicating your organization 5.3 Limitations of the Study Research by subject teachers surveyed in a short time scale Lac Hong University should be a general research capacity is not high A large weakness is the study’s small sample size, which could have influenced the study's findings, thereby limiting their generalization 5.4 Suggestions for Further Study We also suggest future research continue the same pattern with a larger sample volumes in the longer period can bring a relatively more answers It will be important to prevent discontent and make strategic management Since then, may increase job satisfaction To further research can be done in the following areas: ” Surveys at other universities such as public universities, private universities, and other centers and compared them with each other to determine the factors affecting job satisfaction of Lac Hong University’s teachers ” Add some new variables may affect the job satisfaction of teachers 54 Reference Alderfer, C (1969) An Empirical Test of a New Theory of Human Needs Organizational Behavior and Human Performance, vol 4, pp 142 - 175 Bootzin, R., Loftus, E., Zajonc, R., Hall, E (1983) Psychology Today: An Introduction New York: Random House Fifth Edition Herzberg, F (1966) Work and the Nature of Man Cleveland: World Publishing Co Maslow, A (1968) Toward a Psychology of Being (2nd ed.) 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