Cân bằng công việc cuộc sống của nhân viên trụ sở chính agribank​

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHÙNG NGUYỄN MINH TÂM CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK WORK-LIFE BALANCE OF AGRIBANK HEAD OFFICE STAFF LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2020 ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHÙNG NGUYỄN MINH TÂM CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK WORK-LIFE BALANCE OF AGRIBANK HEAD OFFICE STAFF Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS TRẦN HUY PHƯƠNG HÀ NỘI - 2020 DECLARATION The author confirms that the thesis's research outcomes result from the author's independent work during the study and research period, and it is not yet published in other's research and article The other's research results and documentation (extraction, table, figure, formula, and another document) used in the thesis are correctly cited, and permission (if required) is given The author is responsible for the Thesis Assessment Committee, Hanoi School of Business and Management, and the laws for the declaration mentioned above CONTENT INTRODUCTION 1 Rationale Research problem, research objective, and research question Scope of the study 4 Significance .4 Structure of the thesis statements CHAPTER 1: LITERATURE REVIEW AND THEORETICAL MODEL 1.1 Introduction 1.2 Work-life balance concept 1.2.1 Work-life balance definitions .6 1.2.2 Work-life balance benefits 1.2.3 Work-life balance measurement 1.2.4 Factors influencing work-life balance .9 1.3 Related empirical evidences 12 1.4 Overview of Vietnamese banking system and Agribank .14 1.4.1 Overview of Vietnamese banking system .14 1.4.2 Overview of Agribank .16 1.5 Research model and research hypothesis 16 1.5 Conclusion 19 CHAPTER 2: RESEARCH METHODOLOGY 20 2.1 Research methodology .20 2.2 Research design process 22 2.2 Questionnaire design 22 2.2.2 Sample 25 2.2.3 Pilot study 26 2.2.4 Data analysis .26 2.3 Conclusion 28 CHAPTER 3: DATA ANALYSIS AND FINDING 30 3.1 Introduction .30 3.2 Frequency analysis 30 3.3 Descriptive statistics 34 3.4 Reliability test 40 3.5 Explanatory factor analysis .42 3.6 Independent sample t-test 46 3.7 One-way ANOVA 48 3.8 Linear regression 49 CHAPTER 4: DISUCSSION .51 4.1 Summary of key findings 51 4.2 Discussion 52 4.3 Recommendation 54 CONCLUSION 57 REFERENCES .58 APPENDIX I: SURVEY OF QUESTIONNAIRE LIST OF FIGURES Figure 1: The benefits of work-life balance to the firms and the employees .8 Figure 2: Proposed research model 18 Figure 3: The research onion 20 Figure 4: Deductive approach applied in the study 21 Figure 5: Linear regression equation 28 Figure 6: Gender profile of the respondents 30 Figure 7: Age profile of the respondents 31 Figure 8: Education profile of the respondents 31 Figure 9: Marital status profile of the respondents 32 Figure 10: Job position profile of the respondents .32 Figure 11: Time of working profile of the respondents 33 Figure 12: Having children profile of the respondents 34 LIST OF TABLES Table 1: Overview of number of Agribank‟s employees and their salary Table 2: Domestic credit provided by financial sector (% of GDP) 15 Table 3: The format of the first section of the questionnaire .23 Table 4: The format of the second section of the questionnaire 23 Table 5: Descriptive statistics 34 Table 6: Reliability test for work-life balance factor 40 Table 7: Reliability test for organizational support factor 40 Table 8: Reliability test for flexible working arrangement factor 41 Table 9: Reliability test for technology advancement factor 41 Table 10: Reliability test for job stress factor 42 Table 11: Reliability test for communication factor 42 Table 12: KMO and Bartlett‟s test for work-life balance‟s items .42 Table 13: Total variance explained for work-life balance‟s items .43 Table 14: Component matrix for work-life balance‟s items 43 Table 15: KMO and Bartlett‟s test for other items 43 Table 16: Total variance explained for work-life balance‟s items .44 Table 17: Component matrix for work-life balance‟s items 45 Table 18: Independent sample t-test for gender variable 46 Table 19: Independent sample t-test for education variable 46 Table 20: Independent sample t-test for marital status variable 47 Table 21: Independent sample t-test for job position variable 47 Table 22: Independent sample t-test for having children variable .48 Table 23: One-way ANOVA for age and time of working for the bank variable 48 Table 24: Linear regression 49 Table 25: Hypothesis test 52 INTRODUCTION Rationale Ever since the economic renovation, Vietnam is turned from one of the poorest countries to lower middle income country (The World Bank, 2018) Vietnam is also official member of World Trade Organization with many trade agreements are signed with both of developed and emerging countries In this context, many Vietnamese firms are in the transformation process from old working style with heavily mono-state management into modern ones Today, the companies in Vietnam are doing business in intensive competitive environment where the winning scenario is obtained through the investment and the application into advanced technologies, innovative products, high service quality, and more customer-focus Consequently, the firms today put a lot more requirements to their employees such as higher processing time and competencies (Poulose and Sudarsan, 2014) Even that, the employees need to spend more time in the offices in order to fulfil the jobs and therefore they not have sufficient times for their family The term of work-life balance is delivered in this context and it is the result of inter-relations between personal life, societal life, and organization life at individual level Work-life balance is important aspect in the modern workplace (Brough et al., 2014) In academic sciences, organizational researchers provide respective assessment towards the employees‟ psychological items in the workplace and the assessment is based on the evidences of work outcomes but non-work demands (Burke and Cooper, 2008) Recent empirical evidences indicate the importance of work-life balance with respective construction and measurement regarding to this studied topic (Greenhaus and Allen, 2011; Brough and O‟Driscoll, 2010) However, a concern is highlighted since there are lack of empirical evidences to propose specific measures for work-life balances (Brough et al., 2014) Research problem, research objective, and research question Agribank has highest number of employees compared to other banks in Vietnam banking system The bank has 36,682 employees in 2017 and this number is expected up to 38,149 in 2018 Average salary of an Agribank‟s employee in non-managerial role is about VND22.03 million in 2017 and it is expected increasing to VND22.89 million in 2018 In the contrast, average salary for a managerial position in Agribank is reduced in 2018, from VND65.2 million in 2017 With such reduction of average monthly salary in managerial group, the first problem is highlighted as higher turnover intention may happened in the coming years Table 1: Overview of number of Agribank’s employees and their salary Job role Nonmanagerial Managerial Source: CafeF (2018) The second problem related to this studied topic is that turnover rate is very high in Vietnam Faro Recruitment (2017) reports that current job turnover rate in the country is more than 10% and nearly 50% of unemployed people age 15 to 24 years old Talent Net (2016) publishes a report about remuneration survey in Vietnam during 2016 and banking is among top industries which are facing salary decrease rate of more than 6% Other while, high-tech, manufacturing, and life sciences and chemicals are the industries with salary increase rate more than 9% (Talent Net, 2016) According to Talent Net (2016), Vietnam has high staff turnover rate which is about 8.4% in which banking industry has staff turnover rate higher than the country‟s average and it is stood at 8.8% The main reason of high turnover rate in Vietnam banking system is the expansion of banking business recently and there are many joint-stock commercial banks in the market The competition among the banks are not only by products and services but also by human resource quality whether smaller banks are able to attract experienced and talent employees from larger banks The third problem is highlighted as the lack of concentration about work-life balance for the employees in Vietnam In fact, work-life balance is critical factor in human resource management (Poelmans and Caligiuri, 2008; Billing et al., 2014) Work-life balance is even more important in the industries where the employees have to work for long hours, shift duties, and to deal with the customers‟ issues (Wong and Ko, 2009) Empirical evidences from previous researchers confirm the positive relation between worklife balance and employee turnover intention (Blomme et al., 2010; Chiang et al., 2010; Yamamoto and Matsuura, 2012) In Vietnam, work-life balance is considered as attentive that work-life balance is negatively affected by flexible working arrangement Technology advancement affects positively and significantly on work-life balance in this study This result is similar to the empirical evidence provided by Al-Saidi (2015) whether work-life balance is influenced positively by technology advancement in both hardware and software perspectives However, Kumarasamy et al (2015) obtain the result of which this factor affects negatively on work-life balance Job stress effects positively and significantly on work-life balance in this study Anand et al (2016) identify that job stress and work-life balance of the employees are both correlated each other and beta value is positive and significant Similar finding is revealed by Aamir and Hira (2011) Communication effects positively and significantly on work-life balance in this study According to Joseph et al (2012), face to face communication contributes in increasing employee work-life balance to a large extent Another discussion is developed given to the findings from descriptive statistics It is recapped that there are items with mean values less than 2.50 or these items receive the respondent‟s disagreement The first item is Agribank Head Office is not willing to help the employees if they need a special favor in daily life It is critical issue since this finding reveals that internal cooperation between the employers and the employees is not good In fact, when an employee faces up with the issues in daily life, he and she should be received the support from the employers It can be explained by the fact that the employees in Agribank Head Office not want to share their personal problems They are likely to hide their issues rather than publishing these issues to the public The second item is Agribank Head Office does not allow the employees work at home on family problems Another issue is collected from low mean value of this item Generally, when the employees have family problems, they should be stayed at home to resolve the issues However, Agribank Head Office does not support such demand and it can be explained by the lack of formal policies to address this issue It is also highlighted that the formal policies are not put into place because of there are no evidence to prove that the employees have real problems and there is possibility of lazy employees who want to stay at home Currently, Agribank Head Office establishes a policy in which an employee can take leave for a maximum of 12 days and when the number of days for leaving from the office is more than 12, they are not receive salary for these days Most of the employees in Agribank Head Office not want to have lower salary so that they not want to get off 53 The third item is the employees of Agribank Head Office believe that flexible work option suit them because they not tend to make the employees feel disconnected from the workplace Low mean value indicates that the employees in Agribank Head Office prefers to have flexible working arrangement In other words, they confirms that flexible working arrangement is suitable and it does not make employees feel disconnected from the workplace The last item is the managers of Agribank Head Office not provide feedback to staff concerns on work-life balance This finding is explained by the fact that the employees in Agribank Head Office not want to share their personal problems so that their managers cannot provide the feedbacks to address their concerns on work-life balance Moreover, the employees are fear of their managers provide negative judgment on their working attitude, leading to the lack of communication 4.3 Recommendation There are some recommendations to be proposed as below: The first recommendation is given to organizational support factor Organizational support includes supervisor support and co-worker support The bank should establish a formal discussion mechanism in which the employees are encouraged to share their personal issues to their co-worker and their managers in order to seek for the supports This recommendation is related to corporate culture in which the employees are freely to share their stories with worry-free to post-impacts The managers in Agribank may want to provide a credit to the employees who achieve target performance and support other employees Another recommendation is developed to improve flexible working arrangement in Agribank Currently, the employees in Agribank are working under fixed working hours and working days The time of working is from 8am to 5pm with hour spent for lunch time However, the bank should adopt flexible working arrangement in which the employees who can accomplish assigned tasks early can leave the offices before 5pm The most importance in modern working environment today is the productivity and the working output rather than controlling working hours Therefore, the managers of Agribank should change their management style from strict working principle to flexible ones The bank should pay more attention to non-financial indicators and recognize the potential of the business through the corporate governance system of that enterprise, including human resource management Therefore, setting up a human resource management framework towards harmonizing and integrating work - life is not only a way 54 to retain and recruit talents, but also helps businesses increase attractiveness in the eyes of partners and leaders private In addition, many policy businesses not work on weekends / after work hours, or flexibly time and work space (can handle work at home) for employees during the period of raising children, support for voluntary health insurance for employees and relatives is also being applied by many domestic enterprises Accompanying it is the application of advanced personnel management policies, employee performance scoring, and a compensation mechanism to encourage employees to improve efficiency; create promotion opportunities for employees Sustainable development is increasingly concerned in the world, from governments, to the business community, the people The sustainability of an enterprise, including sustainable human resources policies, is the most important factor in attracting domestic and foreign investment capital, because sustainable development will help businesses survive In the longer term, it helps to reduce risks in the investment process The researcher would like to propose the recommendations to address the impact of technology advancement Technology advancement has more and more effect to modern working environment The employees in Agribank are able to use the computers and specific software to finish assigned tasks However, the bank is still the position of lack of use modern software with cloud-based standards Therefore, a recommendation is given to the Information Technology Division of the bank and cloud-based software such as Office 365 should be utilized The benefit of using these software is that it allows the employees to work at home when they have family problems and they can answer all emails through their mobile phone Moreover, another recommendation is prepared regarding to the role of job stress It is denoted that job stress is phenomenon in workplace today To reduce job stress of the employees, Agribank should provide a training to both the managers and the employees The training for the managers is about how to assign appropriate tasks to the employees based on their weaknesses and strengths The training for the employees is about how to manage the workload by prioritizing jobs from highest to lowest Moreover, the bank should develop a policy in which the employees are able to relax after specific working intervals For example, the employees are allowed to get a coffee in the pantry of the bank In addition, the bank should apply specific incentive for the employees who are frequently working under stress situation In the trend of deeper integration, Vietnamese banks like Agribank are increasingly approaching the world‟s advanced governance practices, but building a balanced / harmonious working environment for employees is important part 55 Agribank should develop or establish a gym, yoga class, café book, cafeteria in the office so the employees can relax and interact with each other; Office designs aim to help employees interact more Communication should be improved in Agribank The bank should establish a forum in which the employees can provide their thoughts about current issues in the bank‟s working environment All issues should be captured and analyzed by respective units The managers of Agribank should be trained in term of how to communicate with their staffs and how to resolve the issues in professional ways Agribank needs research crossing levels, such as individual, work group, and organizational, and subareas within levels (e.g co-workers and managers within the work group level) Regarding levels of analysis gaps, some levels have been overlooked more than others For example, while there is clear documentation of the business outcomes associated with the reduction of work–family stress, such as decreased absenteeism and turnover and increased organizational commitment; few studies have been designed to actually assess the organizational level outcomes and cost-benefits associated with the implementation/adoption of work–family policies Thus, a key issue that is critical to the integration of work–family policies into mainstream organizational policies and practices is the ability to document the beneficial effects on firm performance 56 CONCLUSION Work-life balance is important context in human resource management in modern companies Agribank is one of largest banks in Vietnam with high labor forces and complicated human resource structure The employees in Agribank are now working in high competition environment and the workload is increasing over the time while they are still taking care to their family and personal life In this context, how to manage work-life balance becomes important task of the bank Based on this argument, this study is developed with the objective of determining the factors affecting work-life balance of Agribank‟s employees as well as proposing managerial recommendations to effectively manage human resources in the way of maintaining the balance between personal life and working in Agribank This study has some limitations The first limitation is perceived as only 55.1% of variance of work-life balance factor explained by organizational support, flexible working arrangement, technology advancement, job stress, and communication It means that there are other factors which can explain for the change of work-life balance of the employees in Agribank Head Office However, these factors are not revealed in this study Other limitation is highlighted from the process of collecting primary data As noted in the first chapter, the researcher collects primary data from the questionnaire given to 300 employees who are working in Head Office of Agribank The questionnaire is developed and sent to the employees with self-administrator approach In this context, the researcher concerns the quality of the employees‟ answers since they may provide the answers not closed to what they are actually thinking Given to the limitations of the study above, future studies should be developed with the addition of other factors besides organizational support, flexible working arrangement, technology advancement, job stress, and communication More factors in future research models may help to increase % of work-life balance‟s variance explained by the factors Future studies should be developed with mixed research method in which both questionnaire and in-depth interview are carried out The questionnaire allows future researchers to collect the data to quantify the effects of chosen factors to work-life balance 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Routledge Wong, P-Y., Bandar, N F A., and Saili, J (2017) Workplace factors and work-life balance among employees in selected services sector International Journal of Business and Society, 18(4), pp.677-684 Wong, S C., and Ko, A (2009) Exploratory study of understanding hotel employees‟ perception on work–life balance issues International Journal of Hospitality Management, 28(2), pp.195-203 Wu, L., Rusyidi, B., Claiborne, N., and Mccarthy, M L (2013) Relationships between work-life balance and job-related factors among child welfare workers Children and Youth Services Review, 35(9), pp.1447-1454 Yamamoto, I., and Matsuura, T (2012) Effect of work-life balance practices on firm productivity: Evidence from Japanese firm-level panel data Online Retrieved from [http://www.jpc-net.jp/] 62 APPENDIX I: SURVEY OF QUESTIONNAIRE Dear Sir/Madam, I am a student of a university in Vietnam My thesis‟ topic is about work-life balance of Agribank Head Office staffs given to the fact that the more balance between works and life of the staffs, the more productivity at work is generated To that, I need your evaluation towards the factors affecting work-life balance of the employee These factors are organizational support, flexible working arrangement, technology advancement, job stress, and communication I commit that all your personal information will not be disclosed and the data achieved from your assessment will be used only in the thesis If you have further concern, please contact me via email: minhtamphung@gmail.com Part I: Demographic Information Gender Age Education Level Marital Status Job Position Level Time of Working for Agribank Having Children(s) or not Part II: Evaluation of factors affecting work-life balance of Agribank Head Office staffs Please choose the best point given to following scale: – Strongly Disagree, – Disagree, – Neutral, – Agree, – Strongly agree Factor Work-life balance Factor Organizational support Flexible working arrangement Factor Technology advancement Job stress Communication ... HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - PHÙNG NGUYỄN MINH TÂM CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK WORK-LIFE BALANCE OF AGRIBANK HEAD OFFICE STAFF Chuyên