RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING TO THE JOB SATISFACTION OF STAFFS AT VINASOY CORPORATION STUDENT’S FULL NAME STUDENT ID INTAKE : VO THI THANH THUY : CGS00018263 : MAY 2014 ADVISOR’S NAME & TITLE : DR NGUYEN THE KHAI (DBA) Ho Chi Minh City, August 2015 Advisor’s assessment ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… ……………………………………………………………………………………… Advisor’s signature ACKNOWLEDGEMENT To complete this paper, I have to send my special thanks to Nguyen The Khai, DBA who has shown our class every step of how to a research and run SPSS software Moreover, he had even personally gone through and give valuable advised on our paper to every individual in class Without such detail instructions and advise, we are unable to complete this paper of Business Research Methods I would also like to thanks employees of Vinasoy, whom had help to complete the questionnaires which is essential for me to conduct further on the research Lastly, I would like to thanks my family for supporting me during my MBA program and also my classmate whom have shared their knowledge and time to learn together in order to complete all assignments especially this paper Contents Abtract Chapter1: INTRODUCTION Introduction of Vynasoy .8 1.1 Introduction Main product of Vinasoy Milestones: .8 Outstanding Achievement Vinasoy: .9 1.2 Research Problem Statement 12 1.3 Purpose Of Research 12 1.4 Scope Of Study .13 1.5 Significance of Research 13 1.6 Limitation Of Research 13 Chapter – LITERATURE REVIEW 15 2.1 Definition Of Con struct 15 2.1.1 Job Sactisfaction 15 2.1.2 Perceived Ability- Job fit 15 2.1.3 Supportive and non controlling suppervision 16 2.1.4 Pairness in skill- Based Pay 18 2.1.5 Goal and Process clarity 20 2.2 Conceptual research Model .24 2.3 Summary Of HyPotheses 24 Chapter – RESEARCH METHODOLOGY .24 3.1 Data Collection 25 3.2 Measure of Earch Construct 25 3.2.1 Job Satisfaction 25 3.2.2 Perceived Ability- Job fit 26 3.2.3 Supportive and non controlling suppervision .27 3.2.4 Pairness in skill- Based Pay .28 3.2.5 Goal and Process clarity .29 3 Data Analysis 30 Chapter – RESEARCH FINDINGS AND ANALYSIS 31 4.1 Data Analysi s 31 4.2 Reliability Satistics 31 4.3 Descriptive Statistics 33 4.4 Hypothesis Testing Result 34 Chapter – DISCUSSION AND RECOMMENDATIONS .36 5.1 Discussion 36 5.2 Managerial Implication 37 5.3 Limitations And Recommendations For Fruture Research .37 Refeference .38 Appendix - Survey Questionnaire .40 LIST OF TABLE Table 1: Measurement of Job Satisfactio 25 Table 2: Measurement of Perceived Ability- Job fit 26 Table 3: Measurement of Supportive and non controlling suppervisionSupportive supervision : 27 Table 4: Measurement of Pairness in skill- Based Pay .29 Table 5: Measurement of Goal and Process clarity 30 Table 6: Cronbach's Alpha- Internal consistency .31 Table 7: Cronbach's Alpha of Construct Job Satisfaction 32 Table 8: Cronbach's Alpha of Construct Perceived Ability- Job fit 32 Table 9: Cronbach's Alpha of Construct Supportive and non controlling suppervision 32 Table 10: Cronbach's Alpha of Construct Pairness in skill- Based Pay 33 Table 11: Cronbach's Alpha of Goal and Process clarity 33 Table 12: Descriptive Statistics 33 Abtract The objective of this study is to discuss the factors affecting job satisfaction of employees in companies Vinasoy Analysis of this study whether or not there is a correlation between Perceived Ability- Job fit, Supportive and non controlling suppervision, Pairness in skillBased Pay, Goal and Process clarity with Job satisfaction of employees, related to the employee's leave job in the company Data were collected through questionnaires from staff of departments This study focuses on the staff of Vinasoy and just focus on the job satisfaction of employees The results showed an improvement in assigning appropriate tasks, strengthen the support of their superiors, Pairness in skill- Based Pay, Goal and Process clarity to obtain satisfaction at work and commitment of staff working for the company The results of this study have significant value for the Vinasoy‟s Human Resources Department to improve their policies to retain talents Keywords: Job satisfaction, Perceived Ability- Job fit, Supportive and non controlling suppervision, Pairness in skill- Based Pay, Goal and Process clarity Chapter1: INTRODUCTION Introduction of Vynasoy 1.1 Introduction In 1997, VinaSoy establishment called dairy plant TX In 2003, VinaSoy change business strategy towards specializing in the manufacture and supply of products processed from soybeans On 16/05/2005, the company officially renamed Vietnam soy milk and use the brand name is VinaSoy VinaSoy Company is one of the members of the General Quang Ngai Sugar Joint Stock Company Scope of Activities of VinaSoy is specialized in manufacturing, supplying products of soy milk Main product of Vinasoy - Soymilk Fami (box paper & paper bag) - Black sesame soy milk VinaSoy (box paper) Milestones: The event marked "exit" is on Christmas day 2001, Fami soya milk products are the United States Department of Agriculture selected as the exclusive soymilk provides "school milk program in Vietnam " The event is "a lifeline" to the factory continued to operate and open the way forward I n 2003, dairy plants Changchun became the first Vietnam Enterprise specializing in soymilk and pioneering products to enter the market as Fami soya milk And dated 05.16.2005, brand personality Vinasoy with "natural, innovative, dedicated" milk factory was born and officially changed Changchun Co Soy Milk Vietnam - VinaSoy This is the first step on the road to becoming "a leader" in Vietnam soya milk sector In 2008, an event that marked the development of the production line poured VinaSoy TBA TBA 22 and 23 with a capacity of 20-24 thousand boxes / hour (capacity of the largest series of Tetra Pak) makes a breakthrough capacity and product quality In 2012 Vinasoy now complete building systems brand portfolio and brand positioning The biggest achievement is Vinasoy achieve Fami soya milk brand has captured the feelings of consumers, and is currently leading the soy milk market paper box with nearly 80% market share of the output Outstanding Achievement Vinasoy: Since the transition to sustainable development phase to date, the Company soymilk Vietnam has gradually asserted -Vinasoy reputation through product quality standards and consumer trust Typical prizes and certificates of merit were awarded a row in the last years as the golden imprint encouraging collective companies increasingly have to make further efforts to deserve the trust of consumers • 2015 • TOP 10 BEST BUSINESS GOODWILL VIETNAM • HIGH QUALITY VIETNAM GOODS BY CONSUMERS POLLS • BK POSITIVE CONTRIBUTION TO THE DEVELOPMENT OF HUMAN RESOURCES VIETNAM • 2014 • HIGH QUALITY VIETNAM GOODS BY CONSUMERS POLLS • TOP 10 VIETNAM PRESTIGE BRANDS • VIETNAM SERVICE PRODUCTS credit • ETHICS GLOBAL ICONS • TOP 20 "GOLDEN BRAND FOOD VIETNAM" • 2013 • TOP 10 BRANDS ACHIEVE VinaSoy VIETNAM PRESTIGE 2013 • VinaSoy achieved title VIETNAM HIGH QUALITY PRODUCTS 2013 • Fami soya milk DAT HOT TOP 10 MARKS TIẾNG VIETNAM • SOY MILK FOOD FAMI DAT SAFETY CERTIFICATION 2013 • SOY MILK FOOD VinaSoy DAT SAFETY CERTIFICATION 2013 • SOY MILK certified FAMI TOP 20 ASEAN KNOWN BRANDS OF 2013 • 2012 • Soy milk FAMI PRODUCTS ACHIEVE TOP 20 GOLDEN TIME INTEGRATION • CERTIFICATES TOP 100 NCC RELIABILITY • FOOD SAFETY CERTIFICATION VinaSoy • FOOD SAFETY CERTIFICATION FAMI • VinaSoy achieved title VIETNAM HIGH QUALITY PRODUCTS 2012 • SOY MILK FAMI DAT AWARD FOR SUSTAINABLE BRANDS 100 2012 • 2011 • Fami soya milk DAT HOT TOP 50 MARKS TIẾNG VIETNAM 10 From the analysis, the Cronbach‟s Alpha of construct Supportive and non controlling suppervision is ,905 suggesting that the items have excellent reliability for further research d Construct: Pairness in skill- Based Pay Reliability Statistics Table 10: Cronbach's Alpha of Construct Pairness in skill- Based Pay Reliability Statistics Cronbach's Alpha N of Items ,847 From the analysis, the Cronbach‟s Alpha of construct Pairness in skill- Based Pay is 847 suggesting that the items have good reliability for further research e Construct: Goal and Process clarity Reliability Statistics Table 11: Cronbach's Alpha of Goal and Process clarity ReliabilityStatistics Cronbach's Alpha N of Items ,899 10 From the analysis, the Cronbach‟s Alpha of construct Goal and Process clarity is 899, suggesting that the items have good reliability for further research 4.3 Descriptive Statistics Table 12: Descriptive Statistics Descriptive Statistics Minim N um Maxi mum 33 Mean Std Deviation JS 270 2,17 5,00 3,7352 ,48747 PA 270 1,42 5,00 3,5976 ,54035 SC 270 1,42 5,00 3,5976 ,54035 PS 270 1,25 5,00 3,8940 ,64300 GP 270 1,30 5,00 3,6854 ,58716 Valid N 270 (listwise) 4.4 Hypothesis Testing Result My model suggests that relationship between Perceived Ability- Job fit, Supportive and non controlling suppervision, Pairness in skill- Based Pay, Goal and Process clarity with Job satisfaction Hypotheses testing With the proposed model research, we found that the relationship of four (04) hypotheses have positive relationships with the dependent hypothesis Job Satisfaction According the theory of hypotheses which are supported, they have to meet all three (03) requirements below: • R square is value: greater than • Unstandardized coefficients beta: the same sign with hypothesis • P value (Sig) is value: less than 0.05 Model Summary Std Error Mo del R R ,314a Square ,098 Adjusted of R Square the Estimate ,090 ,46511 a Predictors: (Constant), GP, PS, SC, PA 34 Coefficientsa Standardiz Unstandardized ed Coefficients Coefficients Std Model B (Constant) Error Beta t 13,93 Sig 2,649 ,190 SC ,167 ,086 ,185 1,934 ,044 PS ,096 ,057 ,127 1,671 ,096 GP ,030 ,085 ,037 ,256 ,000 PA 0,215 ,076 ,028 1,732 ,032 ,000 a Dependent Variable: JS Hypothesis (H1) Hypothesis H1 proposed a positive relationship between Perceived AbilityJob fit and job satisfaction The results of regression analysis in Table support this hypothesis Perceived Ability- Job fit was positively associated with job satisfaction • R2 = 0.98 >0 • Coefficient P = 0,185 => the same direction with model • P value (Sig) is 0.044: less than 0.05 O Therefore, this hypothesis was supported Hypothesis (H2) Hypothesis H2 proposed a positive relationship between Supportive and non controlling suppervision and job satisfaction The results of regression analysis in Table wasn‟t supported this hypothesis Role innovation was not positively associated with job satisfaction • R2 = 0.98>0 35 • Coefficient P = 0.127=> the same direction with model • P value (Sig) is 0.096 higher than 0.05 ^ The hypothesis H2 was not supported Hypothesis (H3) Hypothesis H3 proposed a positive relationship between Pairness in skill- Based Pay and job satisfaction The results of regression analysis in Table wast supported this hypothesis Pairness in skill- Based Pay was positively associated with job satisfaction • R2 = 0.98 >0 • Coefficient P = 0.37 => the same direction with model • P value (Sig) is 0.000 less than 0.05 ^ The hypothesis H3 was supported Hypothesis (H4) Hypothesis H4 proposed a positive relationship between Goal and Process clarity and job satisfaction The results of regression analysis in Table wasn supported this hypothesis Social support was ot positively associated with job satisfaction • R2 = 0.98 >0 • Coefficient P = 0.028 => the same direction with model • P value (Sig) is 0.032 less than 0.05 ^ The hypothesis H4 was supported Chapter – DISCUSSION AND RECOMMENDATIONS 5.1 Discussion Analysis of this study whether or not there is a correlation between Perceived Ability- Job fit, Supportive and non controlling suppervision, Pairness in skillBased Pay, Goal and Process clarity with Job satisfaction of employees, related to the employee's leave job in the Vinasoy company 36 + Work division suitable capability and professional qualifications of the staff to achieve high efficiency at work + Enhanced support from superiors and avoid excessive control, to staff the initiative, developing the capabilities, reduce stress + Develop a policy to pay compensation, justice, reflect properly the capacity of staff + Clearly set up the job descriptions and duties in order to help employees perform the job and be more committed to the company 5.2 Managerial Implication The results of this research have provided some useful insights implications to the management of the company It has revealed the various factors and their affect or influence on the construct of organizationa Job satisfaction Given the increasing of staff turnover, policy makers may use the salient points highlighted in this research in order to formulate the organizational practices and policies aimed at retaining talents In this research, hypothesis H3 was not supported due to some possible reasons as some of the questionnaires might have been fill in wrongly or the questionnaires were not design good enough to measure the construct or Employee did not find that Pairness in skill- Based Pay as important to affect the Job satisfaction or the indirect relationship between Pairness in skill- Based Pay with Job satisfaction through turnover intention was found to be insignificant 5.3 Limitations And Recommendations For Fruture Research When the survey was carried out in a short time and also of the respondents (n = 270) is not of great significance This study is a survey of internal employees 37 Vinasoy Therefore, outcomes and results may not apply to other companies in similar businesses Research efforts in the future should focus on obtaining a larger sample and more representative of the employees to determine whether the results apply to aggregate a larger sample size of the population As short as bargain perform sample collection, the results of the survey may be influenced by the context and situation of Vinasoy in the survey Refeference Maughan C 2012 Organizational Innovation: A review of the literature CRCREP Working Paper CW001.Ninti One Limited, Alice Springs Cohen, I B 1994 Interactions: Some Contacts Between the Natural Sciences and the Social Sciences, MIT Press, Cambridge, Massachusetts Boe, T.A 2002, Gaining and/or maintaining Employee Trust within Service Organizations Research Paper, The Graduate School University of Wisconsin-Stout Clark, M C., Payne, R L (1997) The Nature and structure of Workers‟ Trust in Management Journal of Organizational Behavior, Vol, 18, pp 205-224 Borgen, S O (2001) Identification as a Trust-Generating Mechanism in Cooperatives Annals of Public and Cooperative Economics, Vol 72, No 2, pp 209-228 Mollering, G., Bachman, R., Lee, S H.(2004) Understanding organizational trust - foundations, constellations, and issues of operationalization Journal of Managerial Psychology, Vol 19 No 6, pp 556-570 Mayer, R Gavin, M B (2005) Trust in Management and Performance: Who minds the shop while the employees watch the boss? Academy of Management Journal, Vol 48, no, 5, pp 874888 Goodyear Publishing 38 Agim, I (1994) Political patronage, merit principles, and the genesis of merit Unpublished doctoral dissertation, Virginia Polytechnic Institute and State University, Blacksburg, VA Deci, E (1975) Intrinsic motivation New York: Plenum Galbraith, J (1973) Designing complex organizations Reading: AddisonWesley Golembiewski, R T (1989) Toward a positive and practical public management Administration and Society, 21 (2), 200-228 Gore, A (1993) The Gore report on reinventing government New York: Random House Jenkins, G., Ledford, G., Gutpa, N., & Doty, D (1992) Skill-based pay: Practices, payoffs, and prospects Scottsdale, AZ: American Compensation Association Kanter, R (1983) The change masters: Innovation and entrepreneurship in the American corporation New York: Touchstone Klein, J A (1984) Why supervisors resist employee involvement Harvard Business Review, 62 (3), 87-95 Lawler, E (1986) High involvement management: Participative strategies for improving organizational performance San Francisco: Jossey-Bass Lawler, E (1990) Strategic pay: Aligning organizational strategies and pay systems San Francisco: Jossey-Bass Lawler, E (1992) The ultimate advantage: Creating the high involvement organization San Francisco: Jossey-Bass Lawler, E (1995) The new pay: A strategic approach Los Angeles: University of Southern California Center for Effective Organizations Lawler, E & Ledford, G (1984) Skill based pay Los Angeles: University of Southern California Center for Effective Organizations Lawler, E., Mohrman, S., & Ledford, G (1992) Employee involvement and total quality management San Francisco: Jossey-Bass Ledford, G., Lawler, E., and Mohrman, S (1995) Reward innovations in Fortune 1000 companies Los Angeles: University of Southern California Center for Effective Organizations 39 Appendix - Survey Questionnaire SURVEY OF JOB SACTISFACTION, 2015VINASOY I am Vo Thi Thanh Thuy, currently learning programs Master of Business Administration - MBA I am doing research key factors affecting Frustration with work Your opinion as a professional is highly valued and important to our understanding about Frustration with work We will maintain strict confidentiality and anonymity in our research Thank you for participating! Please answer the following questions by circling the number in the table below indicating the level of agreement to the questions Thank you! Perceived Ability- Job fit Responses are obtained on a 5-point Likert-type scale where 1= strongly disagree and 5= strongly agree Please rate how often you experience following situations by placing a check mark in the appropriate: No Item I feel that my work utilizes my full abilities I feel competent and fully able to handle my job My job gives me a chance to the thing I feel best I feel that my job and I are well matched 40 5 5 5 I feel I have adequate preparation for the job I now hold Supportive and non controlling suppervision Responses are obtained using a 7-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: Supportive supervision : Items denoted with ( R ) are reverse scored No Item 6 7 7 7 My supervisior help me solve work-related problems My supervisor encourages me to develop new skills My supervisor keeps informed about how employees think and feel about things My supervisor encourages employees to participate in important decision 10 My supervisor 41 praises good work 11 My supervisor encourages employees to speak up when they disagree with 5 7 a decision 12 My supervisor refuses to explain his or her actions 13 My supervisor rewards for me good performance Non- controlling supervision 14 My supervisor always seems to be around checking on 7 my work 15 My supervisor tells me what shall be done and how it shall be done 16 My never chance supervisor give to me a make 42 important decisions on my own 17 My supervisor leaves it up to me to decide how to go about doing my job Pairness in skill- Based Pay Responses are scored on a - 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: No Item 18 Supervisors a good job of certifying employees for skill- 7 7 based pay raise 19 The skill –based pay certifications are a fair test of employee ability to perform a task 20 If an employee really knows how to perform the tasks that make up a skill level, the employee will be 43 able to pass the certification test for that skill level 21 The skill-based pay plan is fair to most employees Goal and Process clarity Responses are obtained using a 6-point Likert-type scale where = very uncertain and = very certain Please rate how often you experience following situations by placing a check mark in the appropriate: Goal clarity No Item 22 My duties and 6 6 6 responsibilities 23 The goals and objectives for my job 24 How my work relates to the overall objectives of my work unit 25 The expected results of my work 26 What aspects of my work will lead to a positive evaluation 44 Process Clarity No Item 27 How to divide my time a mong the 6 6 5 tasks required of my job 28 How to schedule my work day 29 How to detemine the appropriate procedures for each work task 30 The procedures I used to my job are correct and proper 31 Considering your work all tasks, how certain are you that you know the best ways to these tasks Job Satisfaction: Responses are obtained using a 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: 45 No Item 32 How satisfied are you with the nature of the 5 5 5 work you perform? 33 How satisfied are you with the person who supervises you superior? 34 How satisfied are you with your relations with others in the organization with whom you work? 35 How satisfied are you with the pay you receive for your job? 36 How satisfied are you with which the opportunities exist in this organization for advancement or promotion? 37 Considering everything, how satisfied are you with your current job situation? 38 Gender: □ Female □ Male 39 Age: ……………… 46 40 Marital Status: □ Single □ Married without children □ Married with children 41 Do you currently: □ Live with your family? □ Live far away from your family? 42 Job level: □ Entry level □ Experienced manager) □ Team leader/Supervisor □ Manager THANK YOU VERY MUCH FOR YOUR KIND ASSISTANCE! 47 (Non- [...]... aware that there is dissatisfaction on the job for several groups of people who have stopped working therefore urgent issue now is to find out the level of satisfaction of the staff and workers are working in Vinasoy to know which employees have job satisfaction or not, these factors make employees satisfied That is the reason for choosing the theme: "Research on the job satisfaction of employees in Vinasoy" ... in the organization At the same time, gave the determining factor for satisfaction: salary, bonus, working conditions, job task identified vangevich and Matteson (1999), satisfaction at work is the attitude of people about their work, it is the result of accepting the job and the most appropriate level between individuals and organizations Frederick Herzberg (1959) shows two groups of factors relating... Process clarity are factors influencing Job Satisfaction, summarized in the hypotheses listed below:  Hypotheses 1: Perceived Ability- Job fit is positively related to Job Satisfaction  Hypotheses 2: Supportive and non controlling suppervision is positively related to Job Satisfaction  Hypotheses 3: Pairness in skill- Based Pay is positively related to Job Satisfaction  Hypotheses 4: Goal and Process... satisfaction of employees in the company, which may provide some measures relating to raising the level of employee satisfaction at Vinasoy 12 With the results of research, management and HR department of Vinasoy can mean valuable to improve their policies to enhance job satisfaction of employees in the company 1.4 Scope Of Study This study was conducted on all 350 employees of Vinasoy office blocks,... Purpose Of Research The purpose of this study was to examine the relationship between original Perceived Job Ability- fit, Supportive and non controlling suppervision, print Pairness skill- Based Pay, Goal and Process clarity related to the satisfaction of employees in companies Vinasoy Hopefully with the findings of the study could provide experimental evidence in the aspect of factors affecting job satisfaction. .. the abilities of a person and the demands of a job, or the desires of a person and the attributes of a job" (Sekiguchi, 2004) Ability- Job fit and Job Satisfaction 15 The ability job- fit model demonstrates that work performance, personal satisfaction and outcomes are enhanced when the employee and work environment are in perfect synch Synchronization is a process that includes not just education and experience,... suggests that relationship between Perceived Ability- Job fit, Supportive and non controlling suppervision, Pairness in skill- Based Pay, Goal and Process clarity with Job satisfaction Hypotheses testing With the proposed model research, we found that the relationship of four (04) hypotheses have positive relationships with the dependent hypothesis Job Satisfaction According the theory of hypotheses which... effort to sort out the influence of goals on employee job satisfaction and work motivation necessitates a firmer understanding of an employee‟s work context, job characteristics, and job attitudes These factors, he believes, provide considerable insight into the overall structure and content of organizational goals, as well as the likelihood employees will demonstrate goal commitment A complete test of. .. most of the questions blank and can not be used for further study Future studies should explore the relationship between job satisfaction and business performance of the company, which is a limitation of this study 14 Chapter 2 – LITERATURE REVIEW 2.1 Definition Of Con struct 2.1.1 Job Sactisfaction Vroom (1964) defined that employee satisfaction is a state that employees have a clear mandate to work... 4.2 Reliability Satistics a Main Construct – Job Satisfaction 31 Table 2: Cronbach's Alpha of Construct Job Satisfaction Reliability Statistics Cronbach's Alpha N of Items 813 6 From the analysis, the Cronbach‟s alpha of the main construct Job Satisfaction is 0.813, suggesting that the item has good reliability for further research b Construct: Perceived Ability- Job fit Reliability Statistics Table ... related to the satisfaction of employees in companies Vinasoy Hopefully with the findings of the study could provide experimental evidence in the aspect of factors affecting job satisfaction of. .. is to find out the level of satisfaction of the staff and workers are working in Vinasoy to know which employees have job satisfaction or not, these factors make employees satisfied That is the. .. conducted to have an understanding of the factors that affect job satisfaction in the organization In order for the management of the company to have a clearer view on issues that affect the employees'