MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT OVERALL JOB SATISFACTION at Tuong An Vegetable Oil Corporation (TAC) STUDENT’S FULL NAME : DAO MAI THAO STUDENT ID : CGS00019380 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) AUGUST, 2016 STUDENT ID : CGS00019380 ADVISOR’S ASSESSMENT ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ADVISOR’S SIGNATURE ………………………………………………………………………………………………………… (July 2016) ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… ………………………………………………………………………………………………………… NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS First of all, I am very grateful to my advisor DBA Khai Nguyen for his supervision, and constant guidance in this report Thank you for all suggestions have been received from many of my lecturer and classmate during research progress In addition, we also would like to say thanks to all my class mates, team members, colleagues who provided information, sharing and comments for our group presentation during this fantastic course Once again, I thank very much to all Dao Mai Thao Student CONTENTS PART ONE ABSTRACT INTRODUCTION About Tuong An Company 2 Organization structure and Corporate culture Research problem statement 10 Research objective 10 Research scope 10 Significance of research 11 Limitation of research 11 PART TWO LITERATURE REVIEW 12 Definition of Constructs 12 Overall Job Satisfaction 12 Work Control 13 Satisfaction with Work Schedule Flexiblity 15 Developmental Experiences 16 Satisfaction with My Supervisor 17 Theories of Overall Job Satisfaction 17 Hypotheses 25 Research model 26 PART THREE METHODS 26 Data collection 26 Design template scale 26 Data collection progress 32 Data analysis 33 PART FOUR PART FIVE RESULTS 33 Cronbach’s Alpha 33 Cronbach’s Alpha standard applied 33 Cronbach’s Alpha of constructs 34 Statistics information 35 Descriptive statistics 35 Correlation statistics 36 Hypotheses testing 37 Hypothesis proposed (H1) 37 Hypothesis proposed (H2) 38 Hypothesis proposed (H3) 38 Hypothesis proposed (H4) 39 CONCLUSIONS 40 Discussion 40 Limitation of research 41 REFERENCES 41 43 APPENDIX Appendix 1: Survey 43 Appendix 2: Presentation 50 FIGURE & TABLE FIGURE Figure Maslow's hierarchy of needs 18 Figure Alderfer’s ERG theory 19 Figure Hackman and Oldham's Job Characteristics 22 Figure Vroom’s Expectancy Theory of Motivation 25 Figure Research model of Job Satisfaction 26 Table Overall Job Satisfaction Scale 27 Table Work Control Table Satisfaction With Work Schedule Flexibility Scale 29 Table Developmental Experiences Scale 30 Table Satisfaction with My Supervisor Scale 31 Table Time table for data collection progress 32 Table Cronbach’s Alpha - Internal Consistency 33 Table Cronbach’s Alpha of Job Satisfaction 34 Table Cronbach’s Alpha of Work Control 34 Table 10 Cronbach’s Alpha of Satisfaction with Work Schedule 34 Table 11 Cronbach’s Alpha of Developmental Experiences 35 Table 12 Cronbach’s Alpha of Satisfaction with My Supervisor 35 Table 13 Descriptive statistics 35 Table 14 Correlation statistics 36 Table 15 Model summary of H1 37 Table 16 Coefficients of H1 37 Table 17 Model summary of H2 38 Table 18 Coefficients of H2 38 Table 19 Model summary of H3 39 Table 20 Coefficients of H3 39 Table 21 Model summary of H4 40 Table 22 Coefficients of H4 40 TABLE Business Research Methods P a g e / 54 ABSTRACT The purpose of this research is to explore the factors influencing job satisfaction at TuongAn Company Currently, there are many companies in Vietnam, especially manufacturing companies are very focused on the satisfaction of the employees, for the purpose of keeping and attracting labor resources are lacking Data was collected through the use of standardized questionnaires Questionnaires were given personally to 350 managerial and non-managerial employees in TuongAn company; there were 273 questionnaires returning, in which completely responses were used for the statistical analysis The result of these surveys shall be statistically analyzed by software SPSS (copyright of IBM) Hypotheses used this research includes five constructs: one dependent construct (Overall Job Satisfaction) and four independent constructs (Work Control, Satisfaction with Work Schedule Flexibility, Developmental Experiences, Satisfaction with My Supervisor) I hope results of this research will help managers of TuongAn have some reference angle in human resource management to improve and increase our quality resource based on job satisfaction of employees as well as you should have perception clearly that job satisfaction of employees will impact to working effective Key words in this research: Overall Job Satisfaction, Work Control, Satisfaction with Work Schedule Flexibility, Developmental Experiences, Satisfaction with My Supervisor Business Research Methods P a g e / 54 PART ONE: INTRODUCTION About Tuong An Company 1.1 History TuongAn is a Vietnamese publicly quoted company engaged in the production and marketing of processed vegetable oils and fats The company was incorporated in November 1977, and has its registered headquarters primarily located in Ho Chi Minh City, Vietnam The company is traded on the Vietnam Stock exchange under the ticker symbol “TAC” The company offers a wide range of vegetable oils and fats, which include cooking oil, soya bean oil, groundnut oil, Van Tho oil, sesame oil, Vio oil, season oil, shortening and margarine These products are offered in 64 cities and provinces nationwide through its distribution network with more 200 distributors and agents Its main customers include supermarkets, restaurants, and nursery schools The company has oil factories located in Ho Chi Minh City, Vinh City, and in Phu My Industrial Park, Vung Tau Province, which is the biggest oil factory in Vietnam with a production capacity of 600 tons per day It distributes its products to various countries in Asia, the Middle East, and Easten Europe The company is one of the first Vietnamese firms that has been granted a quality certification of ISO 9001 and ISO 9001: 2000 for its quality management system A typical number of titles the company achieved in 2014: - The Industrial and Commercial Merit excellent emulation flag - Award Vietnam high quality products by consumers vote Business Research Methods P a g e / 54 - Award "Vietnam goods preferred by consumers" - Vio extra oil was awarded the top 100 best-services for families and children - Season Oil was awarded gold products for public health 1.2 Scope business  Manufacturing, trading, importing and exporting products processed from vegetable and animal oils, fats, oilseeds and nata de coco  Manufacturing and trading packages Business Research Methods P a g e / 54  Trading, exporting and importing of machinery, equipments, materials for vegetable oil processing and production  Leasing premises and workshops  Manufacturing and trading spices used for food processing industry and sauces (production is not carried out at head office)  Manufacturing and trading instant food products (noodles, rice vermicelli, noodle soup, dry pancake and instant soup)  Agent in trading and on consignment  Entertainment center services (it does not operate at head office)  Cultural activities (organizing meetings and cultural exchange relations)  Accommodation business (constructing buildings for trading or for leasing) 1.3 Development strategy and investment During orientation, TAC set the strategic objectives as follows:  Development of the North (Vietnam): at present, in the northern market, TAC are experiencing strong competition from rivals on price, and brand Market development company North is seen as an important direction to improve investment efficiency, maximum power extraction machinery has a new investment Besides expanding export markets, creating a strong foothold for enterprises solve employment for laborers, accelerated depreciation for reinvestment, increase production, revenue and profit Business Research Methods P a g e 40 / 54 Coefficientsa Standardized Unstandardized Coefficients Model B (Constant) POS Coefficients Std Error 2.274 253 341 068 Beta t 292 Sig 8.977 000 5.020 000 a Dependent Variable: OJS (Table 18: Coefficients of H4) From results: Model summary of H4 and Coefficient of H4, we have:  R square is 085: greater than  Unstandardized coefficients beta is 292 : the same sign with hypothesis  P value (Sig) is 0.000: less than 0.05 We can conclude that the hypothesis H4 is supported PART FIVE: CONCLUSIONS Discussion Human resource has an important role in the development of every company therefore attracting skilled and qualified employees is a very difficult task This research conducted to analyze the levels of the relationship and influence to Overall Job Satisfaction by four hypotheses: Work Control, Satisfaction with My Supervisor, Developmental Experiences, and Satisfaction with Work Schedule Flexibility of employees at TAC  We can assess three hypotheses Work Control, Satisfaction with My Supervisor, Developmental Experiences and Satisfaction with Work Schedule Flexibility have positive relationship and influence to Overall Job Satisfaction This thing Business Research Methods P a g e 41 / 54 also is easy to understand and perfectly match with practical context of human resource management at TAC In thinking of top managers, Job Satisfaction is very important with their employees Limitation of research This research will have some limitation:  The samples is very small (n = 273)  Only focus related contents at TuongAn and also can’t be generalized for oil industry at Vietnam  The surveys conducted in slightly short time  The survey respondents are more qualified and different perceptions about Job Satisfaction as well as the contents of survey shall be more grammatical errors because of English - Vietnamese translation progress, it may cause confusion for the reader when they answer REFENRENCES Robbins, Stephen P (2002) Organizational Behavior 10th Pearson Efere P (2005) Motivation and Job Satisfaction Trans-Atlantic College, London Gary Dessler (2013) Human Resource Management 13th McGraw-Hill/Irwin William G Zikmund (2013) Business Research Methods 13th McGraw-Hill/Irwin Maslow A H (1943) Theory of Human Motivation Psychological Review, 370-396 Kreitner R & Kinicki A (2007) Organizational Behavior 7th McGraw-Hill/Irwin Business Research Methods P a g e 42 / 54 Dail L Fields (2002) Taking the measure of work: a guide to validated scales for organizational research and diagnosis Regent University Thomas S Bateman, Scott A Snell (2013) Management - Leading & Collaborating in a Competitive World 10th McGraw/Hill Tang T L, Ibrahim A H, West W B (2002) “Effects of war-related stress on the satisfaction of human needs: The United States and the Middle East” International Journal of Management Theory and Practices (1): 35-53 Cianci R et al (2003) “Maslow's hierarchy of needs: Does it apply in a collectivist culture” Journal of Applied Management and Entrepreneurship (2): 143-161 Kenrick D T, Griskevicius V, Neuberg S L, Schaller M (2010) “Renovating the pyramid of needs: Contemporary extensions built upon ancient foundations” Perspectives on Psychological Science (3): 157-163 C.A Arnolds and C Boshoff (2002) “Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory” The International Journal of Human Resource Management Harrell, Adrian M, Stahl, Michael J (1981) “A behavioral decision theory approach for measuring McClelland's trichotomy of needs” Journal of Applied Psychology, Vol 66 (2), 242-247 Robert J House and Lawrence A Wigdor (2006) “Herzberg's dual-factor theory of job satisfaction and motivation: A review of the evidence and a criticism” Personnel Psychology, Vol 20 (4), 369-390 Business Research Methods P a g e 43 / 54 King, Nathan (1970) “Clarification and evaluation of the two-factor theory of job satisfaction” Psychological Bulletin, Vol 74 (1), 18-31 Management (2014) Retrieval from http://management.about.com/ Management of Forbes (2014) Retrieval from http://www.forbes.com/management/ Basic management models and theories associated with motivation and leadership and be able to apply them to practical situations and problems (2014) Retrieval from http://www.healthknowledge.org.uk/public-health-textbook/organisationmanagement/5c-management-change/basic-management-models Historical and contemporary theories of management (2014) Retrieval from http://managementhelp.org/management/theories.htm APPENDIX Appendix 1: Survey JOB SATISFACTION SURVEY AT TUONGAN (TAC) INTRODUCTION Dear Sir / Madam, I'm Dao Mai Thao, student of MBA collaboration program between OUM and HUTECH at Vietnam Now, I have research about “Job Satisfaction” at TuongAn to finish my thesis I need your help and welcome your comments in this survey Please take a few your minutes to tick the circle in the box number of these questionnaires and feedback to me as soon possible follow contact information: Business Research Methods P a g e 44 / 54 Full name : Dao Mai Thao Cell phone : 0983 525 051 Email : thaodm@cautre.vn There are not any foreseeable risks associated with this research and your answers will be considered top secret data INSTRUCTION ON HOW TO TICK Choose: Cancel: Re-choose: SURVEY No Where = completely unsatisfaction and = completely satisfaction Questionnaires All in all, how satisfied are you with the person in your work group? 5 5 5 All in all, how satisfied are you with your supervisor? All in all, how satisfied are you with your job? All field are you in all, how satisfied are you with this organization, compared to most? Considering your skills and the effort you put into your work, how satisfied are you with your pay? How satisfied you feel with the progress you have made in this organization up to now Business Research Methods P a g e 45 / 54 How satisfied you feel with your chance for getting ahead in this organization in the future? Work Control It was developed by Dwyer and Ganster (1991), describes the extent to which workers perceive they have control over numerous aspects of their work environment.These aspects include control over the variety of tasks performed, the order of task performance, the pace of tasks, task scheduling, task procedures, and arrangement of the Very much Much A moderate amount Questionnaires Little No Very little physical layout/environment, included 10 items and used the 5-point Likert-type How much control you have over the variety of methods yon I use in completing your work? 5 5 How much can you choose among a variety of tasks or project, to do? How much control you have personally over the quality of your work? 10 How much can you generally predict the amount of work you win have to on any 11 given day? How much control you personally have over how much work you get done? 12 Business Research Methods P a g e 46 / 54 How much control you have over how quickly or slowly you but to work? 13 5 5 How much control you have over the scheduling and duration of your rest breaks? 14 How much control you have over when you come to work and leave? 15 How much control you have over when you take vacation or days off? 16 How much are you able to predict what the results of decisions y** make on the job will 17 be? Satisfaction With Work Schedule Flexibility This measure, developed by Rothausen (1994), it measures the extent to which an employee feels he or she has flexibility in scheduling work, in doing part-time or flextime work, and in balancing work and family responsibilities, included items and Strongly agree Neither agree nor disagree Slightly disagree Questionnaires Moderately disagree No Strongly disagree used the 5-point Likert-type The extent to which management 18 accommodates family responsibility 5 needs without any negative The opportunity 10 perform your job consequences 19 well and yet be able (O perform homerelated duties adequately Business Research Methods P a g e 47 / 54 The ease of getting time off for family 20 as needed 5 The opportunity to part-time or 21 flextime work without being penalized The amount of flexibility in work 22 scheduling Developmental Experiences It was developed by Wayne, Shore and Liden (1997), describes the formal and informal developmental experiences a job affords employees The measure focuses on the extent to which an organization makes discretionary investments in formal and training and Strongly agree Moderately agree Slightly disagree Moderately disagree Strongly disagree development of an employee, included items and used the 5-point Likert-type No Questionnaires 23 (Possible), I have often been given additional challenging assignments 24 (Possible) I have often been assigned projects that have enabled me to develop and strengthen new skills 5 25 Besides formal training and development opportunities, to what extent have your managers helped to develop your skills by providing you with challenging job assignments? Business Research Methods 26 Company’s policy on training and development, to what extent have your managers made a substantial investment in you by providing formal training and development opportunities? P a g e 48 / 54 Satisfaction with My Supervisor It was developed by Scarpello and Vandenberg (1987), describes an employee’s satisfaction with his or her immediate supervisor, included 10 items and used the 5-point 27 28 29 30 31 Agree Slightly agree Slightly disagree Questionnaires Disagree No Strongly disagree Likert-type The way my supervisor listens when I have something important 10 say 5 5 The way my supervisor sets clear work goals The way my supervisor treats me when I make a mistake My supervisor’s fairness in appraising my job performance The way my supervisor is consistent in his/her behavior toward subordinates Business Research Methods P a g e 49 / 54 The way my supervisor helps me to get the job 32 done 5 5 The way my supervisor gives me credit for my 33 ideas The way my supervisor gives me clear 34 instruction The way my supervisor informs me about work 35 changes ahead of lime The way my supervisor follows through lo get 36 problems solved PLEASE TELL ME JUST A BIT ABOUT YOURSELF… Gender  Male  Female  24 – 29  30 – 35  41 – 46  47 – 60 Age  36 – 40 Education  High school  College  Bachelor  Master  PhD  Other  Officer  Engineer  Supervisor  Clerk  Assistant  Director Your position Business Research Methods P a g e 50 / 54 How long have you been working at Vingroup (working experience)?  Under months  months - year  - year  – years  – years  Over years THANK YOU FOR YOUR SUPPORT AND CO-OPERATION! Appendix 2: Presentation Business Research Methods P a g e 51 / 54 Business Research Methods P a g e 52 / 54 Business Research Methods P a g e 53 / 54 Business Research Methods P a g e 54 / 54 [...]... Abraham and Hansson (1996), job satisfaction correlated negatively with both jobrelated tension and control problems Job satisfaction correlated positively with jobrelated well-being, satisfaction with rate of pay, perceived job competence, and perceived job control (Norman et al., 1995; Wright & Cordery, 1999) Rice, Gentile, and McFarlin (1991) found that facet importance moderated the relationship... to Job Satisfaction below:  H1: There is a positive relationship between Work Control and Job Satisfaction  H2: There is a positive relationship between Satisfaction with Work Schedule Flexibility and Job Satisfaction  H3: There is a positive relationship between Developmental Experiences and Job Satisfaction  H4: There is a positive relationship between Satisfaction with My Supervisor and Job Satisfaction. .. real estate has too many changes but not yet have any researches finding about job satisfaction of employees at these companies Managers at TAC realized Job Satisfaction of employees is important factor for Vingroup develop sustainably their human resource to help organization to operate more efficient, produce quality of products and services, build brand awareness, customer trust and loyalty… 4 Research. .. limitation because it only focuses related contents at TAC and also can be not generalized for this industry Business Research Methods P a g e 12 / 54 PART TWO: LITERATURE REVIEW 1 Definition of Constructs 1.1 Overall Job Satisfaction Job satisfaction is generally defined as "an interesting state or positive feelings experienced by the evaluation of a job or job" (Locke, 1976: 1304) Overall, job satisfaction. .. can be defined as a comprehensive achievement of internal, external and personal job satisfaction Job satisfaction reflects the degree to which a person's wants, needs or expectations are met at work (Cranny, Smith & Stone, 1992) More specifically, job satisfaction represents the level of satisfaction with one's job, coworkers, supervision, advertising opportunities, pay scales, tempo, and organizational... and Warr, 1981) They both satisfaction and dissatisfaction are viewed as a function of the relationship between what people want from a job and what we perceive to receive from work Assessment of cognitive labor and emotional reactions to develop job skills over time (Hausknecht et al, 2011; Weiss & Cropanzano, 1996), may lead to an increase or decrease in job satisfaction Interestingly, although job. .. & Plantenga (2008) stated that if there are flexible work arrangements in fact it will enhance the fit between paid work and some other activities and it will be reflected in job satisfaction of employees This study argued that, to identify job preparations and the factors that can influence job satisfaction is related to different labor market fields The study also mentioned arrangement for flexibility... Business Research Methods P a g e 26 / 54 4 Research model Satisfaction with My Schedule Flexibility Work Control ID - H1 ID - H2 + Developmental Experiences ID - H3 + + Satisfaction with My Supervisor ID - H4 + Job Satisfaction DV Figure 5: Research model of Job Satisfaction PART THREE: METHODS 1 Data collection 1.1 Design template scale Overall Job Satisfaction It was developed by TayLor and Browers... to Job Satisfaction Hackman and Oldham (1974) have developed models to determine how to design jobs so that employees can be motivated to work from their inside as well as job satisfaction and create the best performance To build the design of work like that, according to two researchers, work have to use many different skills, the employee must understand the business from start to finish and work... importance Hackman and Oldham’s job characteristics theory proposes that high motivation is related to experiencing three psychological states whilst working: - Meaningfulness of work: that labor has meaning to you, something that you can relate to, and does not occur just as a set of movements to be repeated - Responsibility: that you have been given the opportunity to be a success or failure at your job