RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING TO JOB SATISFACTION OF EMPLOYEES IN VPBANK STUDENT’S FULL NAME : TRAN QUOC HUNG STUDENT ID : CGS00018556 INTAKE : SEPTEMBER, 2014 ADVISOR’S NAME & TITLE : ASSOC PROF DR PHAN DINH NGUYEN December, 2015 Advisor’s assessment Advisor’s signature Thank you I would like to thank the teachers from HUTECH and OBM has taught me to convey to you the knowledge foundation newspaper for making this thesis I would like to thank Dr Nguyen Phan was enthusiastic guidance and direction so I could finish this essays I also would like to thank all friends, former colleagues and those who helped me answer a questionnaire survey as a source of data for analysis and the research results of this essays Thesis Summary The theme uses quantitative research methods to determine job satisfaction of VPBank staff block in Ho Chi Minh City and the factors affecting this satisfaction The data used in this study were collected from questionnaires sent to the VPBank staff block in HCMC From the theory of job satisfaction and the practical research of the researchers in this matter the scale factors of job satisfaction has been built with five level Likert scale Linear regression models were built originally with the dependent variable is the job satisfaction of employees and seven independent variables include: satisfaction for income, education promotion, superiors, Colleagues, job characteristics, working conditions and company benefits Results of regression analysis showed that six factors that affect statistical significant job satisfaction of office workers in the city Of these three factors influence the satisfaction of income, job characteristics and superior and three major factors that influence the satisfaction for the promotion of training, and basic welfare benefits plus Category CHAPTER 1: INTRODUCTION 1.1 Question 1.2 Research objectives 10 1.3 Object and scope of research 10 1.4 Research Methods 11 1.5 Meaning topics 11 1.6 The structure of the thesis 12 CHAPTER 2: THEORETICAL FOUNDATIONS 14 2.1 Introduction 14 2.2 The theory of job satisfaction 14 2.2.1 Concept 14 2.2.2 The theory of job satisfaction 15 2.2.2.1 The theory of Maslow's needs hierarchy (1943) 15 2.2.2.2 Theoretical achievements of McClelland (1988) 16 2.2.2.3 Vroom's expectancy theory (1964) 17 2.2.2.4 Equity theory of Adam (1963) 18 2.2.2.5 The causes of job satisfaction 19 2.3 The research related to job satisfaction 20 2.4 Model research and evaluation index factors of job satisfaction 23 2.4.1 Definition of factors: 24 2.4.2 Research model 27 2.4.3 Index evaluation factors of job satisfaction 27 2.5 Summary 29 CHAPTER 3: RESEARCH METHOD 30 3.1 Designed research 31 3.1.1 The scale 31 3.1.2 Sampling 32 3.1.2.1 Overall 32 3.1.2.2 Sampling method 33 3.1.2.3 Sample Size 34 3.1.3 Tools to collect information – questionnaire: 35 3.1.4 The process of collecting information 36 3.2 Technical analysis of statistical data 37 3.2.1 Check the reliability of the scale 37 3.2.2 Correlation coefficients and linear regression analysis 38 CHAPTER 4: RESULTS OF RESEARCH 39 4.1 Eliminate the answer sheet mismatch, cleaning and coding data 39 4.1.1 Eliminate the answer sheet mismatch 39 4.1.2 Cleaning data 39 4.1.3 Data encryptation 40 4.2 Description Sample 40 4.2.1 Structural characteristics of the sample 40 4.2.2 Job satisfaction of sample 44 4.3 Analysis of the reliability and relevance of the scale 45 4.3.1 Cronbach's alpha coefficients 45 4.3.1.1 The scale of each factor of job satisfaction 46 4.3.1.2 Scale general job satisfaction 48 4.4 Accreditation job satisfaction of the overall figure 49 4.4.1 The overall job satisfaction of office workers in the HCMC 49 4.4.2 Job satisfaction between men and women 49 4.4.3 Job satisfaction with age 50 4.4.4 Job satisfaction over time work 52 4.4.5 Job satisfaction by level, title and type of enterprise 52 4.5 Linear Regression Analysis 52 4.5.1.1 A correlation matrix between variables 54 4.5.1.2 Construction of linear regression equation 55 4.5.1.3 Review the relevance of the model and test hypotheses 56 4.5.1.4 Explain the importance of the variables in the model 57 4.5.1.5 Detect a violation of assumptions required in linear regression 58 4.6 Summary of Result of research: 59 CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 61 5.1 Conclusion on job satisfaction 61 5.2 Recommendations for the use of labor 63 5.2.1 Income 63 5.2.2 Job Characteristics 65 5.2.3 Superior 65 5.2.4 Advance training 67 5.2.5 Welfare/Benefit 68 5.2.6 Other Note 69 5.3 Limitations of this study and recommendations for future research 70 References 72 CHAPTER 1: INTRODUCTION 1.1 Question Along with the development of Vietnam's economy in recent years, the demand for human resources is also increasing Enterprises are increasingly focused than the issue of building human resources, especially recruiting the right person for their company However, chose the right people you need is not enough, they must also know how to keep their staff especially the core staff, hold a key role in the company With the shortage of human resources "capable" today, good staff retention becomes a problem is the best business owners care The stability of the staff will help businesses save time and costs (recruitment, training, etc.), reduction of errors (caused by new employees while not familiar with the new work), create trust and solidarity within the enterprise Since then staff will see now is the ideal place for them to promote their capabilities as well as long-term commitment to the business Finally, most importantly, this stability will help businesses operate more efficiently, creating the trust of customers for quality products and services businesses So how to build a stable staff for your company? Many domestic and foreign studies that need to create job satisfaction for employees Once you have the job satisfaction, employees will be motivated to work harder, which in turn leads to efficiency and higher work efficiency This is also something that business owners wish to achieve from their staff This study was conducted to find out the purpose, reviews the current state of the job satisfaction of office workers in the VPBank, and find out the factors affecting this satisfaction With data obtained from the survey and through processing, statistical data analysis, this study provides hope for the enterprise managers greater insight into the factors that may bring job satisfaction for employees Thus helping them with orientation and policies pertinent to employers, to retain appropriate staff that managers wish them long-term commitment to the company 1.2 Research objectives This study was conducted aimed at identifying the factors that influence job satisfaction of office workers in VPBank with the following basic objectives: - First, find out the overall job satisfaction and satisfaction on each factor, aspects of job satisfaction of office workers in VPBank - Second, building and testing each element scales affect the job satisfaction scale and general work satisfaction - Third, compare job satisfaction among office staff differ in gender, age, working time, education, job placement and type of business they are working - Fourth, determine the strength of the factors affecting job satisfaction of office workers in VPBank 1.3 Object and scope of research Study subjects as job satisfaction and factors affecting job satisfaction of employees By gathering information from those who were given a survey by questionnaire to determine job satisfaction of employees in each job factors as gratification for income, training promotion, superiors, colleagues, job 10 work (job characteristics), salary increases shall visit work year (income), creating opportunities for them to be trained promotion, etc 5.3 Limitations of this study and recommendations for future research Study on job satisfaction of office workers in VPBank, the largest economic center in the country with a sample size of 200 is quite small However, due to limitations on resources and manpower, this study can only achieve such a number of samples Therefore, a need for studies with larger sample size for this topic because the larger the sample size the precision of higher studies In addition, the expansion of limited geographical scope to the whole territory of Vietnam also needed, including office workers in other major cities such as Hanoi, Hai Phong, Da Nang and Can Tho needs covered included in the survey This study is limited by the object's office staff and geographical scope is HCMC but we can still use the results of this study to document the research on public satisfaction the later in Vietnam in general, as well as job satisfaction in each domain, industry, different types of enterprises As the name of the subject, this study aims to study the job satisfaction of staff general office block Therefore, a need for research on job satisfaction of employees of specific industries such as banking personnel, logistics personnel, etc research and job satisfaction of employees of state sector, private enterprises or enterprises with foreign investment As mentioned in the question of this study, the ultimate goal of business is to make your employees work efficiently and long-term commitment to the company Creating job satisfaction for employees is probably just one of the ways to achieve this and only research on job satisfaction is not enough There should be research on the factors affecting the efficiency of work (job performance) of employees as well as the factors affecting quit intention (intention to quit) Meanwhile, these factors are built in the 70 original model can be plays an important role in the relationship differently correlated with two factors, while simultaneously satisfying the job will be considered as a factor affecting work performance and intentions to quit job of staff 71 References Vietnamese Nguyen Thi Canh (2007), Curriculum Methods and methodology of economic science research, Publisher National University HCMC Tran Kim Dung (2005), Measure for job satisfaction in terms of Vietnam, Journal of Science and Technology, Vietnam National University HCMC Hoang Trong & Chu Ngoc Nguyen Mong (2005) Data Analysis with SPSS Research, Publishing Statistics English Alam, S.M Ikhtiar & Kamal, Mostafa (2006), Job Satisfaction of Female Workers in Different Garments Factories print Dhaka City: An Intertemporal Comparison, Daffodil International University of Business and Economics Journal, Vol 1, No 1, 2006 Artz, Benjamin (2008) and Fringe Benefit and Job satisfaction, University of Wisconsin - 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(2005), Job Satisfaction Amongst Employees at a Public Health Institution in the Western Cape, University of Western Cape, South Africa 24 MacCallum, RC, Widaman, KF, Zhang, S., & Hong S (1999) Sample size print factor analysis Psychological Methods 25 Maslow, A.H (1943), A Theory of Human Motivation, Psychological Review 26 Pattanayak, B (2005), Human Resource Management, Third Edition, PHI Learning Pvt Ltd, India 27 Robbins, Stephen P (2002), Organizational Behavior, Pearson Education International, 10th Edition 28 Schjoedt, Leon (2005), Examining the Causes of job satisfaction for small business executives: A test of the situational, dispositional, job satisfaction and interactional models, College of Business, Illinois State University 29 Schmidt, S (2007), The Relationship Between Workplace Training and Overall Satisfaction with Job Satisfaction, Human Resource Development Quarterly, Vol 18, No 4, Winter 2007 © Wiley Periodicals, Inc 30 Scott, T et al (1960), Minnesota Vocational 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Satisfaction questionaire, The University of Minnesota Press 38 Wesley, JR & Muthuswamy, PR (2008), Work Role as determinants of job satisfaction Characteristics: An Empirical Analysis, XIMB Journal of Management 39 Worrell, TG (2004), School psychologist's job satisfaction: Ten years later, Virginia Polytechnic Institute and State University 40 http://en.wikipedia.org/wiki/Job_satisfaction 75 Questionaire: 0.0 Full Name: …………………………………… 0.1 Gender: Male  Female  0.2 Year of Birth: just write out the Year: …………… Ex: 1980 0.3 Time started working in current company: just write out Month and Year: …………… Ex: 10/2011 0.4 Academic level  High school and lower  College  University  After University 0.5 Job position  Director  Deputy head  Team leader  Operation Staff 0.6 Type of business 76  Government owned - corporation  Joint stock company  Limited Liability Company  Private Enterprise  Foreign Company  Joint Venture  Other 1.1 My current salary is in line with capacity and my contribution to the company Completely disagree      Completely agree 1.2 I get bonuses satisfactory from my work efficiency Completely disagree      Completely agree 1.3 The company benefits at a reasonable level Completely disagree      Completely agree 1.4 Salary, bonus and benefits at the company are distributed quite fair Completely disagree      Completely agree 77 2.1 I was training company sufficient skills to perform their job well Completely disagree      Completely agree 2.2 Company are creating conditions for me learning to enhance their knowledge and skills to work Completely disagree      Completely agree 2.3 The current training program at the company's relatively good Completely disagree      Completely agree 2.4 The company has always trained promotion opportunities for qualified persons Completely disagree      Completely agree 3.1 I have no difficulty in communicating and exchanging with superiors Completely disagree      Completely agree 3.2 Superiors are always encouraged to support me when necessary Completely disagree      Completely agree 78 3.3 Superior really interest me Completely disagree      Completely agree 3.4 Superiors are always recognized my contribution to the company Completely disagree      Completely agree 3.5 Superior willing to defend me in front of others when necessary Completely disagree      Completely agree 3.6 My superior is the capable person Completely disagree      Completely agree 3.7 I was deciding how to the job and its duties Completely disagree      Completely agree 3.8 My superior equal treatment with subordinates Completely disagree      Completely agree 4.1 My colleagues always support, for advice when I needed 79 Completely disagree      Completely agree 4.2 My colleagues are friendly, approachable and sociable Completely disagree      Completely agree 4.3 My colleagues are dedicated, committed to complete the good work Completely disagree      Completely agree     Completely agree 4.4 My colleagues are reliable Completely disagree  5.1 I used many different skills at work Completely disagree      Completely agree 5.2 I was always aware of the work I am doing Completely disagree      Completely agree 5.3 My work has a certain importance for the operation of the company Completely disagree      Completely agree 80 5.4 I get to decide some issue work lies in its capacity Completely disagree      Completely agree 5.5 I get feedback and input from superiors about his job performance Completely disagree      Completely agree 5.6 I was doing the job matching capacities and my strengths Completely disagree      Completely agree 6.1 Start and end time of the current work in the company is reasonable Completely disagree      Completely agree     Completely agree 6.2 I'm not overtime too much Completely disagree  6.3 I offered the full range of vehicles, machinery and equipment for the job Completely disagree      Completely agree 6.4 Current workplace safety assurance and comfort Completely disagree      Completely agree 81 6.5 I not spend much time traveling from home to work and return Completely disagree      Completely agree 7.1 The company always fully complied with policies on social insurance and health insurance Completely disagree      Completely agree 7.2 Companies are creating conditions for me to take leave, sick leave when required Completely disagree      Completely agree 7.3 Every year companies are organized for staff travel, resort Completely disagree      Completely agree 7.4 The company guards the legitimate rights of employees Completely disagree      Completely agree 7.5 I not worry about losing their jobs at the present company Completely disagree      Completely agree 82 7.6 The other benefits of the company (such as support to buy houses, the right to purchase shares of the company for a discount, to be a dividend ) is good Completely disagree      Completely agree 8.1 Overall, I am satisfied with the current income Completely disagree      Completely agree 8.2 Overall, I am satisfied with the training and opportunities for promotion of the company Completely disagree      Completely agree 8.3 Overall, I am satisfied with my superiors Completely disagree      Completely agree 8.4 Overall, I am satisfied with my colleagues Completely disagree      Completely agree 8.5 Overall, I am satisfied with the characteristics and nature of the current work Completely disagree      Completely agree 83 8.6 Overall, I am satisfied with the working conditions at the company Completely disagree      Completely agree 8.7 Overall, I am satisfied with the welfare/benefit of the company Completely disagree      Completely agree 8.8 In general, I am satisfied with my current job Completely disagree      Completely agree 84 [...]... evaluation index of Job Working conditions The evaluation index of Job Benefit Information about the satisfaction of each factor General assessment of the Satisfaction of income level of job satisfaction Satisfaction of advance 5-level Likert training Satisfaction of Superior Satisfaction of Colleagues Satisfaction of Job Characteristics Satisfaction of Working conditions Satisfaction of Benefit 3.1.2 Sampling... basis as in, we can summarize original research model as follows: Income Training and promotion Superior Job satisfaction Colleagues Job Characteristics Working conditions Benefit Linear regression models originally 2.4.3 Index evaluation factors of job satisfaction From the definitions of the factors of job satisfaction above, the evaluation index for each element is built as Table below Factors Index... Academic level Rank Job position Rank Type of business Identification Information on satisfaction detailing every aspect of the job Detailed assessment of the The evaluation index of level of satisfaction in income every aspect of the job The evaluation index of 5-level Likert advance training 31 The evaluation index of Superior The evaluation index of Colleagues The evaluation index of Job Characteristics... that job satisfaction is the satisfaction of an individual for his or her job One of the first definition of job satisfaction and are cited as possible regardless of the definition of Robert Hoppock The author said that the measure of job satisfaction by two ways: (a) measuring job satisfaction in general and (b) measuring job satisfaction in various aspects related to work He also said that job satisfaction. .. affect job satisfaction as well as coefficients of these factors in linear regression equation 11 1.5 Meaning topics The topic has some meaning after: First, the findings will give the reader get an overview of job satisfaction in the factors, different aspects and the overall job satisfaction of staff office block in HCMC The study will also compare job satisfaction divided by gender, age, education, job. .. current job Private social insurance payments, health insurance and other types of insurance that the company paid for employee benefits were provided to the company should not be included in income factors Training and promotion: Training is the process of learning the skills necessary to perform a specific job Promotion is moving to the position or job is more important in a company Training in this... researchers are testing is that factors in JDI reflect job satisfaction of employees, either in this country or in another country, either in the field or in other fields This also tells us that the job satisfaction of employees is likely to depend on five factors is the satisfaction of income, promotion, superiors, peers and the nature of work It is also the foundation for building a research model... creativity, independence, values faith, recognition, responsibility, security, social status, the supervision of their superiors, working conditions, etc We can see the JDI and MSQ indicators and benchmarks job satisfaction of employees is used extensively in the study of job satisfaction Luddy (2005) used indicators job description JDI to learn the job satisfaction of employees in the public health institute... The doctrine concerning job satisfaction above was later researchers consider the application and to conduct research and testing to determine the factors that really affect the satisfaction of work of the employees Here we take a look at some of this research Researchers Smith, Kendall and Hulin (1969) of Cornell University has developed a job description Index (JDI) to assess the level of job satisfaction. .. of employees (with sample number was 203), he said that future studies need to be done further to confirm this relationship A notable characteristic of this study of Luddy he tried divide the factors affecting job satisfaction into two groups of factors The first group is the personal factors including race, gender, education level, seniority, age and marital status Group second factor he called institutional ... working - Fourth, determine the strength of the factors affecting job satisfaction of office workers in VPBank 1.3 Object and scope of research Study subjects as job satisfaction and factors affecting. .. factors affecting job satisfaction of employees By gathering information from those who were given a survey by questionnaire to determine job satisfaction of employees in each job factors as gratification... benchmarks job satisfaction of employees is used extensively in the study of job satisfaction Luddy (2005) used indicators job description JDI to learn the job satisfaction of employees in the public