RESEARCH PROJECT RESEARCH PROJECT (BMBR5103) (BMBR5103) RESEARCH ABOUT DEVIANT BEHAVIOR RESEARCH ABOUT DEVIANT BEHAVIOR AT VINAMILK AT VINAMILK STUDENT’S FULL NAME STUDENT’S FULL NAME STUDENT ID : LE QUOC VIET : LE QUOC VIET : CGS00018266 STUDENT ID INTAKE INTAKE ADVISOR’S NAME & TITLE : CGSVN00018266 : MAY 2014 MAY 2014THE KHAI (DBA) : DR :NGUYEN ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) August, 2015 ADVISOR’S ASSESSMENT …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… ADVISOR’S SIGNATURE …………………………………………………………………………………… …………………………………………………………………………………… NGUYEN THE KHAI (DBA) CONTENT FIGURE & TABLE ACKNOWLEDGEMENT ABSTRACT CHAPTER I: INTRODUCTION II Significance of the study III Objectives of the study IV Research questions V Introduction of Vinamilk Company Description Development History 10 Organizational structure of Vinamilk Corporation 13 CHAPTER II: LITTERATURE REVIEW 19 I Work – family conflict 19 II Role conflict and ambiguity 20 III Work tension 21 IV Job overload 21 V Deviant behavior 22 VI The relationship between work – family conflict and deviant behavior 23 VII The relationship between role conflict and ambiguity and deviant behavior 24 VIII The relationship between work tension and deviant behavior 25 IX The relationship between job overload and deviant behavior 26 CHAPTER III: RESEARCH MODEL AND HYPOTHESES 27 I Research model 27 Dependent Variables: 27 Independent Variables: 27 II Constructs 27 III Research Hypotheses: 28 IV Instruments 30 V Research Participants 32 VI Procedure for Data Collection and Analyze 32 CHAPTER IV: RESULTS AND FINDINGS 33 I Reliability statistics (Cronbach’s Alpha) 33 II Descriptive analysis 34 III Correlation statistic 35 IV Hypothesis Testing Result 35 CHAPTER 5: CONCLUSION 38 I Summary of the results 38 II Discussion and recommendation 38 Discussion 38 Recommendation 39 III Limitations 41 REFERENCES 42 APPENDIX A: SURVEY 47 APPENDIX B: PRESENTATION 56 BUSINESS RESEARCH METHODS FIGURE & TABLE FIGURE Figure 1: Business philosophy 12 Figure 2: Workforce indicators of Vinamilk and subsidiaries 16 Figure 3: Percentage rate of Management levels/Total labors 17 Figure 4: Chart of total number of labours base on gender and ages 17 Figure 5: Statistics on labour relations and fluctuation in the period 18 Figure 6: Proposed Research Model 27 TABLE Table 1: Reliability statistics 34 Table 2: Descriptive statistics 34 Table 3: Correlations 35 Table 4: Model Summary 35 Table 5: Anova 36 Table 6: Coefficientsa 36 Table 7: Hypothesis statistics 38 LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS ACKNOWLEDGEMENT I would like to thank Dr NGUYEN THE KHAI (DBA) for the continuous help that has provided me through out this research paper I would also like to thank all everyone that I selected for my questionnaire analysis Lastly, I would like to thank OUM, HUTECH and all my friend in Class K14C – MBAOUM0514 Surely, this will be helping us in many of our future projects Student: LE QUOC VIET LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS ABSTRACT The study was set out to investigate the effect of the job overload; work tension; role conflict and ambiguity and work – family conflict on Vinamilk employee deviant behavior The effects of deviant behavior that have been examined under this study was collected through the use of standardized questionnaires Questionnaires were given personally to 300 managerial and non - managerial employees in all over 24 subordinate units of Vinamilk; there were 279 questionnaires returning, in which 269 completely responses were used for the statistical analysis The collected data were computed and analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis The collected data were computed and analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis Conclusion: Job Overload management will minimize the collision of work and family The study indicated some improvements regarding Job overload management, work tension; role conflict and ambiguity and work – family conflict on Vinamilk employee deviant behavior so that it can mutually beneficial for organization and employees Keywords: the job overload; work tension; role conflict and ambiquity; work – family conflict and deviant behavior LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS CHAPTER I: INTRODUCTION Vinamilk is the biggest dairy corporation in Vietnam, with its headquarter located at No 10, Tan Trao Street, Tan Phu Ward, District 7, Ho Chi Minh City The company has 24 subordinate units and satellite office with up to 5,400 staff and employees in total.(Source: https://www.vinamilk.com.vn) After almost 40 years of development with policies for applying new technologies, facilitating innovation and creativity, Vinamilk has become an economic bright spot on the landscape of Vietnam joining the WTO Vinamilk is now one of the leading corporations in all aspects, significantly contributing to the development of the country and its people Vinamilk’s strong and successful development over almost 40 years is the outcome of devotion and contribution of all members of the company under the outstanding leadership and direction of our key personnel who are not only talented, courageous but also wholehearted for the company’s achievements As one of the leading companies in Vietnam, Vinamilk is highly aware of its influence to the community and the sustainable development of the society Vinamilk understand that the success of a business is reflected in not only its financial performance in each annual report but also, and more importantly, in the prominent and sustainable values that it could bring to people This study explored work – family conflict; role conflict and ambiquity; work tension scale and job overload on Vinamilk employee deviant behavior LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS I Motivation of the study Practical economic and social life of Vietnam in recent years shows that, in terms of the market economy is always the tough competition, the management of human resources in each organization had a meaning it's extremely important decisions to the existence and development of the organization In the enterprise management of human resources within the functions of the administrator The administrator role set out guidelines and policies oriented nature for the development of enterprises, so administrators are being a visionary, with qualifications high Who made the policy line that the other administrator is the executive staff, the result of work well or not depends very much on the capacity of staff.Management of human resources contribute to solving the social and economic aspects of the labor problem It is a problem of the whole society, of all economic activity With its current scale, Vinamilk is the workplace of approximately 5,400 employees from various fields and industries who work in different conditions (offices, manufacturing factories, farms, etc.) Vinamilk desire is to create a cultural and civilized working environment for our employees To this end, we have always been consistent with and encouraged Vinamilk employees to follow the principles of respectful and equal treatment to each other, regardless of their genders, regions and religions Vinamilk’s strategic approach to human resource management and employee deviant behavior: LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS  The long-term development strategy of Vinamilk is to achieve the target revenue of USD billion and become one of the 50 biggest dairy companies in the world in the period of 2012-2017 Within this period, there are important areas that create the driving forces to help Vinamilk achieve its mission:  Developing strategic human resource management  Maintaining and managing activities towards sustainable development  Planning and implementing Knowledge, Innovation, and Change management  Assets investment plan: To achieve the target revenue of USD billion in the period of 2012-2017 To maintain dividend payments to shareholders with an annual dividend rate of at least 30% on par value  Corporate governance: To be an enterprise with accredited professional management and structure To be an enterprise where the working environment enables employees to make out their best capabilities and contribution to the common goals, thus being one of the best working places for employees  Vinamilk clearly aware of the importance of staff development in terms of creating a positive and efficient working environment A significant part of our budget is thus allocated for annual staff training programs, both internally and externally Our desire is to create the best opportunities and conditions for our staff to improve their knowledge and personal development and in turn, contribute to the development of the company and community LE QUOC VIET - CGSVN00018266 Page BUSINESS RESEARCH METHODS 22 Bruck, C S., Allen, T D., & Spector, P E (2002) The relation between work–family conflict and job satisfaction: A finer-grained analysis Journal of Vocational Behavior, 60(3), 336-353 23 Greenhaus, J H., Parasuraman, S., & Collins, K M (2001) Career involvement and family involvement as moderators of relationships between work–family conflict and withdrawal from a profession Journal of Occupational Health Psychology, 6(2), 91-100 24 Hobfoll, S E (1989) Conservation of resources: A new attempt at conceptualizing stress American Psychologist, 44(3), 513-524 25 Ferguson, M., Carlson, D., Hunter, E M., & Whitten, D (2012) A twostudy examination of work–family conflict, production deviance and gender Journal of Vocational Behavior, 81, 245–258 26 Darrat, M., Amyx, D., & Bennett, R (2010) An investigation into the effects of work–family conflict and job satisfaction on salesperson deviance Journal of Personal Selling & Sales Management, 3(3), 239-251 27 Dirks, K T., & McLean Parks, J (2003) Conflicting stories: The state of the science of conflict In J Greenberg (Ed.), Organizational behavior: The state of the science (2nd ed., pp 283–324) Mahwah, NJ: Lawrence Erlbaum 28 Gallagher, V.C., K.J Harris and M Valle, 2008 Understanding the use of intimidation as a response to job tension: Career implications for the global leader Int J Career Deve., 13: 648-666 LE QUOC VIET - CGSVN00018266 Page 45 BUSINESS RESEARCH METHODS 29 Coverman, S., 1989 Role overload, role conflict and stress: Addressing the consequences of multiple role demands Soc Forces, 4: 965-982 30 Bacharach, S., P Bamberger and S Conley, 1990 Work processes, role conflict and role overload: The case of nurses and engineers in public sector Work Occupations, 17: 199-288 31 Lee, K., & Allen, N.J (2002) Organizational citizenship behavior and workplace deviance: The role of affect and cognitions Journal of Applied Psychology, 87(1), 131-142 32 Gary (1991) Balancing work and family A literature and resourcereview Family relations 348-353 33 Beutell, & Greenhaus (1985) Sourses and conflict between work andfamily roles Accadmy of management review 10, 76-88 34 Gutek, Searle, & Klepa, & (1991) Retionals verses gender roleexplanation for work family conflict journal of applied phycology, 76 ,560-568 35 Bennett, & Robinson (1995) Work place deviance as a employeebehavior 36 Roland E Kidwell, J., & Martin, C L (n.d.) The Prevalence (and Ambiguity) of Deviant Behavior at Work 37 Cropanzano, & Baron (1991) Injustice and organizational conflict: Themoderating role of Power restoration International Journal of ConflictManagement 38 Roland E Kidwell, J., & Martin, C L (n.d.) The Prevalence (andAmbiguity) of Deviant Behavior at Work LE QUOC VIET - CGSVN00018266 Page 46 BUSINESS RESEARCH METHODS APPENDIX A: SURVEY KEY FACTORS AFFECTING DEVIANT BEHAVIOR WORKPLACE QUESTIONNAIRE I’m Le Quoc Viet, currently learning programs Master of Business Administration - MBA I am doing research key factors affecting deviant behavior workplace Your opinion as a professional is highly valued and important to our understanding in the workplace We will maintain strict confidentiality and anonymity in our research Thank you for participating! Full name: Le Quoc Viet Cell phone: 0908 419629 Email: viet24h@gmail.com Directions: Please read the situations described below and select the number that shows the degree to which you personally feel acceptable I THE SURVEY Job Overload:  Responses for items to are obtained on a 5-point Likert-type scale where = rarely, = occasionally, = sometimes, = fairly often, and = very often Please rate how often you experience following situations by placing a check mark in the appropriate: LE QUOC VIET - CGSVN00018266 Page 47 Very often Fairly often How often does your job require you to work very fast? How often does your job require you to work very hard? How often does your job leave you with little time to get things done? How often is there a great deal to be done? Sometimes Questionnaires Occasionally No Rarely BUSINESS RESEARCH METHODS 5 5  Responses for items to 11 are obtained on a 5-point Likert-type scale where = hardly any, = a little, = some, = a lot, and = a great deal Please rate how often you experience following situations by placing a check 10 11 LE QUOC VIET - CGSVN00018266 A great deal A lot How much slowdown in the workload you experience? How much time you have to think and contemplate? How much workload you have? What quantity of work others expect you to do? How much time you have to all your work? How many projects, assignments, or tasks you have? How many lulls between heavy workload periods you have? Some Questionnaires A little No Hardly any mark in the appropriate: 5 5 5 Page 48 BUSINESS RESEARCH METHODS Work Tension:  Responses are obtained using a 5-point Likert-type scale where = strongly disagree and = strongly agree Please rate how often you experience following situations by placing a check Agree Strongly Agree Neutral Disagree Strongly Disagree mark in the appropriate: No Questionnaires 12 My job tends to directly affect my health 13 I work under a great deal of tensions 14 I have felt fidgety or nervous as a result of my job 15 If I had a different job, my health would probably improve 16 Problems associated with my job have kept me awake at night 17 I have felt nervous before attending meetings in the company 18 I often “take my job home with me” in the sense that I think about it when doing other things Role Conflict and Ambiguity:  Responses are scored on a - point Likert - type scale where = strongly disagree and = strongly agree LE QUOC VIET - CGSVN00018266 Page 49 BUSINESS RESEARCH METHODS Please rate how often you experience following situations by placing a check mark in the appropriate: Questionnaires 19 My authority matches the responsibilities assigned to me (R) 20 I don’t know expected of me 21 My responsibilities clearly defined (R) 22 I feel certain about how much authority I have (R) 23 I know what responsibilities are (R) 24 I have clear planned goals and objectives for my job (R) 25 The planned goals and objectives are not clear 26 I don’t know how I will be evaluated for a raise or promotion 27 In know what is expected of me (R) 28 Explanations are clear of what has to be done (R) 29 My boss makes it clear how he will evaluate my performance (R) what is are my LE QUOC VIET - CGSVN00018266 Strongly agree No Strongly Disagree Somewhat Agree  Role ambiguity items: Items dennoted with (R) are reverse Page 50 BUSINESS RESEARCH METHODS Strongly agree Questionnaires Strongly Disagree No Somewhat Agree  Rolt conflict items: I often get myself involved 30 in situations in which there are conflicting requirements There are unreasonable for better 31 pressures performance I am often asked to 32 things that are against my better judgment I receive an assignment 33 without adequate resources and materials to execute it I have to buck a rule or 34 policy in order to carry out an assignment I receive incompatible 35 requests from (wo or more people I have to things that 36 should be done differently under different conditions Work - Family Conflict:  Responses are obtained using a 5-point Likert-type scale where = strongly disagree and = strongly agree Please rate how often you experience following situations by placing a check mark in the appropriate: LE QUOC VIET - CGSVN00018266 Page 51 Agree Strongly Agree Neutral Disagree Strongly Disagree BUSINESS RESEARCH METHODS No Questionnaires 37 My work schedule often conflicts with my family life 38 After work, I come home too tired to some of the things I’d like to 39 On the job, I have so much work that it takes away from my other interests 40 My family dislikes how often I am preoccupied with my work while I’m at home 41 Because my work is demanding at times I am irritable at home 42 The demands of my job make it difficult to be relaxed all the time at home 43 My work takes up time that I’d like to spend with my family 44 My job makes it difficult to be the kind of spouse or parent that I’d like to be LE QUOC VIET - CGSVN00018266 Page 52 BUSINESS RESEARCH METHODS Deviant Behaviors:  Responses are obtained using a 5-point Likert-type scale where = never, = one to three times, = four to ten times, = eleven to twenty times, and = more than twenty times Please rate how often you experience following situations by placing a check mark in the appropriate: Questionnaires Four to ten times Eleven to twenty times More than twenty times 45 Made an ethnic, racial, or religious slur against a co-worker 46 Swore at a co-worker 47 Refused to talk to a co-worker 48 Gossiped about my supervisor 49 Made an obscene comment or gesture at a co-worker 50 Teased a co-worker in front of other employees LE QUOC VIET - CGSVN00018266 Never No One to three times  Interpersonal deviance items: Page 53 BUSINESS RESEARCH METHODS Questionnaires Four to ten times Eleven to twenty times More than twenty times 51 Intentionally arrived late for work 52 Called in sick when I was not really ill 53 Took undeserved breaks to avoid work 54 Made unauthorized organizational property 55 Left work early without permission 56 Lied about the number of hours I worked 57 Worked on a personal matter on the job instead of working for my employer 58 Purposely ignored supervior’s instructions Never No One to three times  Organizational deviance items: use of my II BACKGROUND Please tick on the options that apply: Gender: □ Female □ Male □ Single □ Married without children Age: ……………… Marital Status: □ Married with children LE QUOC VIET - CGSVN00018266 Page 54 BUSINESS RESEARCH METHODS Do you currently: □ Live with your family? □ Live far away from your family? Job level: □ Entry level □ Experienced (Non-manager) □ Team leader/Supervisor □ Manager - THANK YOU! LE QUOC VIET - CGSVN00018266 Page 55 BUSINESS RESEARCH METHODS APPENDIX B: PRESENTATION TITTLE BUSINESS RESEARCH METHODS Lecturer: Dr Nguyen The Khai (DBA) Research Project RESEARCH ABOUT DEVIANT BEHAVIOR AT VINAMILK STUDENT : LE QUOC VIET CLASS : K14C – MBAOUM0514 COMPANY INTRODUCTION DEVIANT BEHAVIORS Source: https://www.vinamilk.com.vn/ LE QUOC VIET - CGSVN00018266 Page 56 BUSINESS RESEARCH METHODS RESEARCH MODEL CRONBACH’S ALPHA SUMMARY Variable Job Overload (JO) Work Tension (WT) Role Conflict and Ambiguity (RCA) Work - Family Conflict (WFC) Deviant Behaviors (DB) Type Independent Variable Independent Variable Independent Variable Independent Variable Dependent Variable Cronbach’s No of items Consider 0.897 11 Good 0.847 Good 0.880 18 Good 0.799 Acceptable 0.760 14 Acceptable Alpha The Cronbach Alpha of all variables was above 0.760 and it can be concluded that the instrument is reliable LE QUOC VIET - CGSVN00018266 Page 57 BUSINESS RESEARCH METHODS HYPOTHESES TESTING Variable’s name Type R Square Beta H- Job Overload (JO) 0.117 Sig -0.19 0.836 Result Not Supported H- 0.117 -0.17 0.842 Work Tension (WT) Not Supported Role Conflict and Ambiguity (RCA) H+ 0.117 0.143 0.047 Supported Work - Family Conflict (WFC) H+ 0.117 0.339 0.000 Supported Rule: - Value of R square: greater than - Unstandardized coefficients beta: the same sign with hypothesis - Value of Sig ≤ 0.05 DISCUSSION  Conclusions - A large number of respondent somewhat reflects to be involved in deviant behavior to avoid job overload as mean of avoidance work family conflict all the above findings show that there is a significant relationship of job stress with work family conflict and deviant behavior This study has found that job overload is most significant factor lead towards work family conflict and deviant behavior Vinamilk should in corporate work load management and overload management initiative as part of their operating strategies LE QUOC VIET - CGSVN00018266 - Due to excessive pressure of quality control mechanism of Vinamilk resulting job overload of employees affected in deviant behavior - Vinamilk should not only focus on financial performance of the firm but the non financial performance should be considered while designing products quality control strategy Adequate breaks and overload management techniques should be deployed due to unnatural demands of the job - Job Overload management will minimize the collision of work and family The study indicated some improvements regarding Job overload management, work tension; role conflict and ambiguity and work – family conflict on Vinamilk employee deviant behavior so that it can mutually beneficial for organization and employees Page 58 BUSINESS RESEARCH METHODS LE QUOC VIET - CGSVN00018266 Page 59 [...]... negative deviant behaviors including workplace deviance (Bennett & Robinson, 2003), counterproductive behavior, antisocial behavior (Giacolone & Greenberg, 1997), destructive behaviors, retaliatory behaviors, and organizational incivility (Golparvar & Karami, 2010) Generally, deviant behavior is defined as an intentional employee behavior that is harmful to the legitimate interests of an organization...  (3) Work tension scale  (4) Job overload  (5) Deviant behavior  (6) The relationship between work – family conflict and deviant behavior?  (7) The relationship between role conflict and ambiguity and deviant behavior?  (8) The relationship between work tension scale and deviant behavior?  (9) The relationship between job overload and deviant behavior? I Work – family conflict This measure, developed... describe two categories of deviant employee behaviors The two categories are interpersonal deviance and organizational deviance Interpersonal deviant behaviors inflict harm upon other individuals and include such actions as making an ethnic or racial slur against a co-worker or making an obscene gesture at a coworker Organizational deviance includes behaviors that are directed at the organization itself... of Vinamilk employee deviant behavior IV Research questions Basically this study was proposed as a limitation study where data was collected through work – family conflict; role conflict and ambiguity; work tension scale and job overload on Vinamilk employee deviant behavior and questionnaire The Research questions are as follows: - How are the work – family conflict on Vinamilk employee deviant behavior? ... to all employees Statistics on labour relations and fluctuation in the period (Vinamilk and its subsidiaries): Figure 5: Statistics on labour relations and fluctuation in the period Source: Sustainable Development Report 2014 of Vinamilk LE QUOC VIET - CGSVN00018266 Page 18 BUSINESS RESEARCH METHODS CHAPTER II: LITTERATURE REVIEW This chapter presents the body of organizational literature containing... on Vinamilk employee deviant behavior? - How are the work tension scale on Vinamilk employee deviant behavior? - How are the job overload on Vinamilk employee deviant behavior? V Introduction of Vinamilk 1 Company Description VIETNAM DAIRY PRODUCTS JOINT STOCK COMPANY STOCK CODE: VNM  Company name: Công ty Cổ phần Sữa Việt Nam  English name: Vietnam Dairy Products Joint Stock Company  Abbreviated... Laczo, 2006) Researchers recognized two categories of deviant behaviors, which are individually oriented deviant behaviors (e.g., acting rudely toward others) and organizationally oriented deviant behaviors (e.g., taking property without permission, intentionally doing low quality work and so on) Theoretically, deviance has often been recognized as a reaction to frustration/failure of organizational stressor... It is therefore hypothesized that:  Hypothesis 3: Role Conflict and Ambiguity negatively impacts Vinamilk employee deviant behavior Employee Deviant Behavior is related to Work – Family Conflict Work– family conflict is “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respects, that is participation in the work (family) role... is deviant behaviors (Appelbaum et al, 2007) Negative deviant workplace behavior includes behaviors such as absenteeism, withdrawal, withholding effort at work, sexual harassment, unethical decision making, not following the manager’s instructions, intentionally slowing down the work cycle, arriving late to work, vandalism, rumor spreading and corporate sabotage (Robinson & Bennett, 1995) Different researchers... BUSINESS RESEARCH METHODS  Organisation and management structure of Vinamilk: Source: Annual report 2014 of Vinamilk Personnel Structure  Sustainable Development Report 2014, Total number of Vinamilk s employees in 2014 was over 5,500 people from different occupations, ages, and qualifications Vinamilk always maintains our view point of respect and equal treatment for employees, no discrimination on ... relationship between work tension and deviant behavior One of the very interesting categories of behaviors in workplaces is deviant behaviors (Appelbaum et al, 2007) Negative deviant workplace behavior. .. vinamilk@ vinamilk.com.vn  Website: http://www .vinamilk. com.vn/  Business registration certificate and tax code: 0300588569 Vinamilk is the biggest dairy corporation in Vietnam At present, Vinamilk. .. (5) Deviant behavior  (6) The relationship between work – family conflict and deviant behavior?  (7) The relationship between role conflict and ambiguity and deviant behavior?  (8) The relationship