MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAM  RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT ORGANIZATIONAL COMMITMENT AT PV ENGINEERING STUDENT’S FULL NAME: NGUYEN KHAC CHUONG STUDENT ID: CGS00019364 INTAKE: MARCH 2015 ADVISOR’S NAME & TITLE: NGUYEN THE KHAI (DBA) ADVISOR’S ASSESSMENT …………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… .……………………………………………………………………………………………………………… ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) TABLE OF CONTENTS TABLE OF CONTENTS LIST OF FIGURES LIST OF TABLES ABBREVIATIONS ABSTRACT CHAPTER I - INTRODUCTION 1.1 Company Introduction 1.2 Research problem statement 12 1.3 Research Objectives 13 1.4 Research scope 13 1.5 Significance of research 13 CHAPTER LITERATURE REVIEW 15 2.1 Organizational Commitment 15 2.2 Perceived Organizational Support 17 2.3 Work – Related expectancies 18 2.4 Empowerment at Work Scale 20 2.5 Perceived Person – Organization Fit 21 CHAPTER 3: RESEACH MODEL AND HYPOTHESES 24 3.1 Research Model 24 3.1.1 Dependent Variables: 24 3.1.2 Independent Variables: .24 3.1.3 Constructs .24 3.2 Research Hypotheses 25 3.3 Instruments 27 3.4 Research Participants 31 3.5 Procedure for Data Collection and Analyze 32 CHAPTER IV: ANALYSIS AND RESULTS 34 Cronbach’s Alpha of constructs 34 4.2 Reliability Analysis 36 Business Research Methods 4.3 Descriptive Analysis 37 4.4 Correlation of all variables statistics 37 4.5 Hypotheses Testing 39 CHAPTER V: CONCLUSION 43 5.1 Summary and Discussion: 43 5.2 Management Implications: 43 5.3 Limitations and Further Research Recommendation: 45 REFERENCES 47 APPENDIX 49 APPENDIX 2: PRESENTATION 54 NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods LIST OF FIGURES Figure 1: PVE management organization………………………………………….11 Figure 2: Shareholders Structure ………………………………………………… 12 Figure 3: Proposed Research Model of Organizational Commitment in PVE ……27 NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods LIST OF TABLES Table 1: Cronbach’s Alpha Internal consistencty………………………………….34 Table 2: Cronbach’s Alpha of Organizational Commitment………………… …34 Table 3: Cronbach's Alpha of Perceived organizational Support……… ……… 35 Table 4: Cronbach's Alpha of Work-Related Expectancies……………… …… 35 Table 5: Cronbach's Alpha of Empowerment at Work Scale…………… …… 36 Table 6: Cronbach's Alpha of Perceived Person-Organization Fit……………… 36 Table 7: Summary of Cronbach's Alpha of the variables…………………… … 37 Table 8: Descriptive statistics…………………………… ………………………38 Table 9: Summary of correlations of all variables……… ……………………….39 Table 10: Model summary of H1……………………………………… ……… 40 Table 11: Coefficients of H1………………………………… ……………….….40 Table 12: Model summary of H2 ……………………………………………… 41 Table 13: Coefficients of H2………… ………………………………………… 41 Table 14: Model Summary of H3… …………………………………………… 42 Table 15: Coefficients of H3…… ………………………………………….…….42 Table 16: Model Summary of H4…… ….……………………………………… 43 Table 17: Coefficients of H4………… ………………………………………… 44 NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods ABBREVIATIONS PVE PV Engineering HRM Human Resource Management HRMS Human Resource Management System HRC Hot Rolled Coil SPSS Statistical Packages for the Social Science OC Organizational Commitment POS Perceived Organizational Support WR Work – Related Expectancies EW Empowerment at Work Scale POF Perceived Person – Organization Fit NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods ABSTRACT In the perspective of company culture in Vietnam, employee’s turnover reflects the completeness of the company’s policies, the culture of management, and the tendency of success or failure of organization’s overall business strategy, especially in big company with a large scale of employees like PV Engineering company (PVE) PVE recent reports indicate that employees in this group have tendency to leave the company after specific time in service There could be several significant reasons affecting organizational commitment of PVE employees This research project focuses on examining and approaching whether items in terms of Empowerment at Work Scale, Perceived Organizational Support, Perceived Person – Organization fit and Work-Related Expectancies will have any influence on the organizational commitment of PVE employees Questionnaires were delivered to 340 employees in different background of educational degrees, years of service, gender, years of age as well as work positions All of these employees mostly worked in Head quarter of PVE in Ho Chi Minh city 263 samples were returned and put into further researched and analyzed practices The reliability analysis, descriptive analysis, and hypothesis testing were statically measured in the study with the support of SPSS software Results showed that in the four participating independent structure with structural test depends, then all four structural support for the dependent variable The staff felt when Evoking organizations and are empowered in functional tasks, organized to support and meet the expectations related to work longer, the commitment displayed staff their organizations NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods CHAPTER I - INTRODUCTION 1.1 Company Introduction About PV Engineering Joint Stock Company Investment Consulting and Design Petroleum was founded from the equitization of State-owned Enterprises Company Construction Investment Consulting Petroleum (PVICC) • Day 10/04/1998: PVICCC, is a member of the Petroleum Corporation of Vietnam (PVN) • On 02/27/2002: Renamed transaction PVICCC Company Investment Consulting & Design Oil and Gas and the abbreviated name of PetroVietnam Engineering Company (PV Engineering) • On 03/26/2004: Transform into JSC Investment Consulting and Design PetroVietnam (PV ENGINEERING JSC) with a total charter capital of VND25 billion and to date raised 11/08/2009 80 billion For over 10 years, the leadership and all employees PV Engineering not strive, strive to complete projects in the field of consulting, design and project management; construction and installation and inspection surveys, a significant contribution to the development of Vietnam Oil and Gas Group + Activities consulting, design and project management: a series of key projects such as DK sector: Project development planning Binh Thuan gas industry; Project planning gas supply system Southern; Pipeline project Phu My - Ho Chi Minh City; Project pipeline PM - Ca Mau; Combination Gas - Electricity Ca Mau; Offshore Pipelines Dawn - White Tiger, etc Currently, the Company is implementing the feasibility study report and development projects: Project pipeline Black Lion / Golden Lion - Dawn; Project Development Planning of Vietnam Oil and Gas sector for 2006-2015, with a vision to 2025; gaslift system design for drilling rigs; NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods engaged in design works in Nhon Trach power plant, Dinh Vu polyester plant, factory Bio-ethanol fuel + Construction and installation activities: participation in construction of oil and gas projects, such as oil refinery Dung Quat Oil Refinery No 1; Polypropylene production plant - Dung Quat; Gas pipeline and the PM3-Ca Mau station; CNG Phu My plant; Liquefied petroleum gas plant in Dong Nai; Gas processing plant Dinh Co GPP; LPG depots Hai Phong; Hanoi LPG filling stations; Dinh compressor stations; Nam Con Son Condensate Project; Phu My Fertilizer Plant; In addition, the company also participated in the construction and maintenance of oil and gas as fixed rig repair Vietsovpetro, repairing corrosion-resistant pneumatic, fuel depots, and so the pressure equipment + Conducting sá and verification: Besides, PV Engineering is also involved in other activities such as surveying and engineering services, nondestructive testing, quality testing project: Project Ring Road - south of HCMC, gas pipeline project B52OMon, refinery - Long Son, East-West gas pipeline South PVE VISION TO 2025 Becoming one of the leading companies in Vietnam in the field of investment consulting, design and provide full service or partial EPC projects in oil and gas sector MISSION PVE Provide products and services of high quality with competitive prices and friendly environment to meet the needs, desires of the customer, which in turn brings higher profit margins, stable for the neck east and created environmental and professional challenges for staff CORE VALUES Sharing knowledge NGUYEN KHAC CHUONG CGS00019364 Page Business Research Methods CHAPTER V: CONCLUSION 5.1 Summary and Discussion: We can assess four hypotheses Organizational Commitment with Perceived Organizational Support, Work – Related Expectancies,Empowerment at Work Scale,Perceived Person – Organization Fit have positive relationship and influence to Organizational Commitment This thing also is easy to understand and perfectly match with practical context of human resource management at PVE As a leading enterprise in the field of design consultancy specializing in oil and gas coming to Vietnam, the policy to employees, organizational structure, management style, corporate culture of PVE always built up to guide the workers In thinking of the Board of Directors, then the employees associated with the organization is a leading concern for their employees Fields of design consultancy specializing in oil and gas industry in Vietnam has always had too much pressure and the changes due to competition with foreign companies and the impact of oil prices, the macroeconomic policy of the state as economic , inflation, exchange rate, liquidity, legal, and numerous other factors such as population, urbanization rate Therefore, employees always seem to feel their ability inconsistent with the development of work per day 5.2 Management Implications: As above analysis results, we can conclude that Perceived organizational support, Work - Related Expectancies, Empowerment at Work Scale, and Perceived Person – Organization Fit had taken significant influence on the organizational commitment of PVE employees Therefore, the following recommendations will focus on deployment the solutions of developing the relationship among the four constructs and Organization Commitment NGUYEN KHAC CHUONG CGS00019364 Page 43 Business Research Methods First, the job, workers need the support of the company to enable them to complete the work and development Therefore, PVE should focus on reviewing and amending the policies and procedures on the management system of human resources Job analysis and job descriptions of individual standards as well as conformity of the process should be developed and put into place to make clear guidelines and comprehensive training for each level of work also needs to be provided within the organization Second, the expectations related work is also very concerned workers, companies PVE should have programs, advanced training, wage policies, clear and bonus increases, the regime for relatives of the workers, while the workers' expectations are met, they will commitment with companies Third, the results also show that empowerment at work Scale loss significantly affects organizational commitment The more meaningful work with a personal staff, the better he / she the job and the children he / she stay with the company Therefore, it is recommended that management should be based on PVE foundation location delegated individual / her work in response to his / her interest "Yes people Put into place" is an ethical sense to any manager Finally, his Building Awareness - Organization Fit also makes a great influence on organizational commitment as the analysis results The values and personality that a personal battle with the values and personality of an organization, better personal commitment that will reassure the organization Therefore, it is recommended that the first PVE culture needs to build his own company and making reference to the selection of human resources to recruit someone that shows / her characteristics that can consistent with the company's culture Company culture should be better communicated and trained in the organization to ensure that individuals in the PVE is in the same page and the same understanding The NGUYEN KHAC CHUONG CGS00019364 Page 44 Business Research Methods activities aimed at strengthening cultural and implemented should also be held regularly to suit every individual in the company In conclusion, gradually improve the commitment of staff to PVE, it is necessary that top managers need to be aware of the importance of developing and maintaining their workforce And then, focused review and amend policies and procedures HRMS, job analysis and create job descriptions need to be done Moreover, choosing the right people with the company culture and put them into the right positions as well as the solution can reduce the current status of sales of PVE 5.3 Limitations and Further Research Recommendation: Limitation of research This research will have some limitation: The time is limited Most of employees of PVE have to concentrate on their daily work Fulfilment the questionnaire seemed not to be their priority To fulfil the survey, they have to spend their break or free time The survey doer had to spend a lot of time for explaining and convincing them joining in the survey  The samples is very small (n = 263)  Only focus related contents at PVE and also can’t be generalized for other companies  The surveys conducted in slightly short time Vietnam joined the WTO, and TTP, such experience, working in the real estate industry is very important This experience is reflected in the understanding of international law, business skills, negotiation skills and working knowledge of the culture of the countries in the world PVE should strengthen nguc recruitment specialist team, experienced staff and trained Besides, PVE should strengthen foreign language training to develop overseas services, to create efficient working environments as well as shared dynamic, NGUYEN KHAC CHUONG CGS00019364 Page 45 Business Research Methods strengthening and development work experience for employees Vietnam This will contribute to the cohesion of employees with PVE; affect the competitive advantage of the efficiency of employees and help PVE sustainable development NGUYEN KHAC CHUONG CGS00019364 Page 46 Business Research Methods REFERENCES - Dail L Fields (2002) Taking the Measure of Work – A Guide to Validated Scales for Organizational research and Diagnosis Sage Publications, Inc - Johnason, P (2009) HRM in changing organizational contexts In D G Collings & G Wood (Eds.), Human resource management: A critical approach (pp 19-37) London: Routledge - Collings, D G., & Wood, G (2009) Human resource management: A critical approach In D G Collings & G Wood (Eds.), Human resource management: A critical approach (pp 1-16) London: Routledge - Paauwe, J., & Boon, C (2009) Strategic HRM: A critical review In D G Collings & G Wood (Eds.), Human resource management: A critical approach (pp 38-54) London: Routledge - Edwin A Locke (1996), “Motivation through conscious goal setting” Applied & Preventive Psychology 5:117-124 (1996) Cambridge University Press - Dianel M Cable and Timothy A Judge (1995), The Role of Person-Organization Fit in Organizational Selection Decision, Cornell University ILR School - Henry P Sims, JR and Andrew D Szilagyi (1996), Antecedents of Work Related Expectancies, Academy of Management University of Houston - House, R J., H J Shapiro, and M A Wabba "Expectancy Theory as a Predictor of Work Behavior and Attitude: A Re-evaluation of Empirical Evidence," Decision Sciences, Vol (1974), 481-506 - Lawler, E E III Pay and Organizational Effectiveness: A Psychological View (New York: McGraw-Hill, 1971) - Lawler, E E III Motivation in Worii Organizations (Belmont, Calif.: Wadsworth Publishing, 1973) - PV Engineering Annual Report – Fiscal Year 2015-2016 - Shareholders structure (May 2016) retrieved from http://finance.vietstock.vn/PVE - Introduction, History of PVE (May 2016), Retrieved from http://www.pve.vn - http://www.moit.gov.vn - https://en.wikipedia.org/wiki/SWOT_analysis - https://en.wikipedia.org/wiki/Organizational_commitment NGUYEN KHAC CHUONG CGS00019364 Page 47 Business Research Methods - Esra Alniaçik et al / Procedia - Social and Behavioral Sciences 99 ( 2013 ) 274 – 281 NGUYEN KHAC CHUONG CGS00019364 Page 48 Business Research Methods APPENDIX QUESTIONNAIRE Dear Mr / Ms, My name is Nguyen Khac Chuong I’m a student of MBA Collaboration Program at Open University Malaysia and Ho Chi Minh City University of Technology Currently, I am doing a research for my thesis with the topic “Organizational commitment at PV Engineering” I would appreciate you a few minutes to participate into this survey If you need any information related to this questionnaire, would you please call me at my mobile number 84.919.607.999 or contact with me through my email at chuongnk@pve.vn Thank you for your cooperation! ORGANIZATIONAL COMMITMENT Please indicate the degree of your agreement or disagreement with each statement by circling one of the five alternatives below each statement I am willing to put in a great deal of effort beyond that normally expected in order to help this organization be successful I talk up this organization to my friends as a great organization to work for I would accept almost any types of job assignment in order to keep working for this organization I find that my values and the organization’s values are very similar I am proud to tell others that I am part of this organization NGUYEN KHAC CHUONG CGS00019364 5 5 Page 49 Business Research Methods This organization really inspires the very best in me in the way of job performance I am extremely glad that chose this organization to work for over others I was considering at the time I joined I really care about the fate of this organization 5 PERCEIVED ORGANIZATIONAL SUPPORT Please assess the level of an employee’s perception with Perceived organizational Support on each of the following statements by circling the numbers through where = Strongly disagree, = Moderately disagree, = Slightly disagree, = Neither agree nor disagree and = Strongly agree Please circle only one number that is most suitable with your response The organization values my contribution to its well- being 10 My some extra efforts are always appreciated by the organization 5 11 My complaints are always solved by the organization 12 The organization really cares about my well-being 13 The organization always knows my jobs that I my best 14 The organization cares about my general satisfaction at work 15 The organization always shows to concern for me 16 The organization takes pride in my accomplishments at work 5 WORK - RELATED EXPECTANCIES NGUYEN KHAC CHUONG CGS00019364 Page 50 Business Research Methods Please give your most suitable response to each of the following statements by circling the numbers through where 1= definitely not true of my job, 2= probably not true of my job, 3=Probably true of my job, = Very probably true of my job, 5= extremely true of my job Pay/promotion expectancy items 17 It is more likely that I will l be given a pay raise or promotion at HSG if I finish a large amount of work 18 It is more likely that I will be given a pay raise or promotion at HSG if I high-quality work 19 Getting work done quickly at HSG increases my chances for a pay raise or promotion 20 Getting word done on time is rewarded with high pay at HSG 5 5 Approval/recognition/influence expectancy items 21 Completing my work on time gets me greater approval from my immediate supervisor at HSG 22 My immediate supervisor at HSG gives me more recognition when I get a lot of work done 23 If I get my job done on time, I have more influence with my immediate supervisor at HSG 24 My immediate supervisor at HSG pays added attention to the opinions of the best workers 25 When I finish my job on time, my job is more secure at HSG 26 Overall, how fairly were you treated by the supervisor who rated your performance? 5 5 5 EMPOWERMENT AT WORK SCALE NGUYEN KHAC CHUONG CGS00019364 Page 51 Business Research Methods Please indicate how much you agree or disagree with each of following statements using the numbers through where = Strongly Disagree, = Disagree, = Neutral, = Agree and = Strongly Agree Please circle only one number that is most suitable with your response Statement – Meaning items 27 The work I is very important to me 28 My job activities are personally meaningful to me 29 The work I is meaningful to me – Competence items 30 I am confident about my ability to my job 31 I am self-assured about my capabilities to perform my work activities 32 I have mastered the skills necessary for my job – Self - determination items 33 I have significant autonomy in determining how I my job 34 I can decide on my own how to go about doing my work 35 I have considerable opportunity for independence and freedom in how I my job – Impact items 36 My impact on what happens in my department is large PERCEIVED PERSON-ORGANIZATION FITPlease assess the level of an employee’s perception of your fit with your organization on each of the following statements by circling the numbers through where = not at all, = Only a little, = Some, = A lot and = Completely Please circle only one number that is most suitable with your response NGUYEN KHAC CHUONG CGS00019364 Page 52 Business Research Methods 37 To what degree you feel your values “match” or fit this organization and the current employees in this organization? 38 My values match those of the current employees in this organization 39 Do you think the values and “personality” of this organization reflect your own values and personality? 5 PERSONAL INFORMATION Gender :  Male  Female Age:  < 25  25-30  31- 40  > 40  High school  Colleges Degree  Bachelor Degree  Master Degree Academic degree:  Doctoral Degree Working experience Working position  < years  5-10 years  11-20 years  > 20 years  Officer/ staff  Deputy manager  Manger  Senior manager You have successfully done the questionnaire Thank you very much! NGUYEN KHAC CHUONG CGS00019364 Page 53 Business Research Methods APPENDIX 2: PRESENTATION MBA COLLABORATION PROGRAM BETWEEN HUTECH AND OUM BUSINESS RESEARCH METHODS Lecturer: Nguyen The Khai (DBA) Research Project ORGANIZATIONAL COMMITMENT AT Lecturer: Nguyen The Khai (DBA) PV ENGINEERING Student: Nguyen Khac Chuong Class: MBAOUM0315-K17C PETRO VIETNAM ENGINEERING NGUYEN KHAC CHUONG CGS00019364 Page 54 Business Research Methods Research Model Perceived Organizational Support (IV1) Work-Related Expectancies (IV2) Empowerment at Work Scale (IV3) + + Perceived PersonOrganization Fit (IV4) + + Organizational Commitment (DV) Scale of constructs No Type Name Author Dependent Organizational Mowday, Steers and Variable Commitment Porter 1979 and 1982 (DV) Independent Eisenberger, Perceived Variable Hungtington, Organizational Support (IV1) Hutchinson and Sowa Independent Work – Related Eisenberger, Fasolo, Variable Expectancies and David-Lamastro (IV2) Independent Empowerment at Work Variable Spreitzer Scale (IV3) Independent Perceived Person – Variable Cable and Judge Organization Fit (IV4) NGUYEN KHAC CHUONG CGS00019364 Year Items 1982 1986 1990 10 1995 10 1996 Page 55 Business Research Methods Cronbach’s Alpha summary No Type Variable / Construct Items Dependent Variable Organizational (DV) Commitment (OC) Independent Perceived Organizational Variable (IV1) Support Independent Work – Related Variable (IV2) Expectancies Independent Empowerment at Work Variable (IV3) Scale Independent Variable (IV4) Perceived Person – Organization Fit Cronbach’s Reliable Alpha 0.902 Very Good 0.843 Good 10 0.847 Good 10 0.893 Good 0.814 Good Hypotheses Testing Result No Type Variable / Construct R square Beta Sig Assessment IV1, H+ Perceived Organizational Support 216 465 000 Support IV2, H+ Work – Related Expectancies 076 276 000 Support IV3, H+ Empowerment at Work Scale 064 254 000 Support IV4, H+ Perceived Person – Organization Fit 020 143 021 Support  Value of R square: greater than  Standardized coefficients beta: the same sign with hypothesis  Value of Sig: less than 0.05 NGUYEN KHAC CHUONG CGS00019364 Page 56 Business Research Methods Conclusions As on the analysis results, we can conclude that all four independent variables were significantly affected the organization's commitment to employee PVE Therefore, the following recommendations will focus on implementing solutions to develop the relationship between the three structures and organizational commitment Firstly, the support of the work is very important, in order to create conditions for individuals to complete the task PVE so closely interested employees to facilitate their development Second, the results suggest that the expectations of the employee concerned was also a factor affecting the cohesion of employees, PVE should explore thoughts and aspirations of workers work outside factors and income Third, the results also showed that the workers wanted to have the right and responsibility in their work, PVE should review the processes and assigning powers and responsibilities for each position Finally, but not least, the awareness of the employees fit with the company as they were very interested factors , PVE need to build a culture of their own companies, organizing activities to strengthen and implement cultural and regularly be organized to suit every individual in the company, so workers will stick more with the company NGUYEN KHAC CHUONG CGS00019364 Page 57 [...]... Perceived Organizational Support + H1 Work – related Expectancies + H2 Empowerment at Work Scale + H3 Organizational Commitment + H4 Perceived Person – Organization fit Figure 3: Proposed Research Model of Organizational Commitment in PVE Engineering 3.1.1 Dependent Variables: - Organizational Commitment (OC) 3.1.2 Independent Variables: - Perceived Organizational Support (POS) - Work – Related Expectancies... Business Research Methods CHAPTER 2 LITERATURE REVIEW 2.1 Organizational Commitment According to the business dictionary, organizational commitment is defined as the strength of feeling of responsibility that an employee has towards to mission of the organization In organizational behavior and industrial and organizational psychology, organizational commitment is the individual’s psychological attachment... previous researches of organizational commitment Meyer and Allen’s research indicated that there are three "mind sets" which can characterize an employee's commitment to the organization: Firstly, Affective Commitment is defined as the employee's positive emotional attachment to the organization Meyer and Allen pegged Affective Commitment as 1 Source: https://en.wikipedia.org/wiki /Organizational_ commitment. .. higher in organizations that value loyalty and systematically communicate the fact to employees with rewards, incentives and other strategies Normative commitment in employees is also high where employees regularly see visible examples of the employer being committed to employee well-being An employee with greater organizational commitment has a greater chance of contributing to organizational success... explanation for organizational cynicism Organizational cynicism is related to job satisfaction; it is an attitude toward an organization reflecting one's beliefs about his or her experience as part of the organization Just as Perceived Organizational Support explains employees’ feelings of value, meaning, identity, etc., it explains employees' feelings of discouragement and distance from their organization... environment that was missing, when an organization satisfies individual needs, and/or when an individual has the abilities required to meet organizational demands (Kristof,1996) Value congruence is an important form of fit because organizational values are fundamental components of organizational culture that affect employees’ attitudes and behaviors (Chatman, 1989) Person-organization fit can be operationalized... includes 340 employees of PVE Contents of this research are only including factors influencing to organizational commitment at PV Engineering; it does not have intention of re-structuring, changing and replacing the employees 1.5 Significance of research This research will help CEO, Directors; managers understand and are more aware of the importance of Organizational commitment That is the most important... strategic human resource management, it is critical to examine and analyze the diversified relationships of organizational commitment among PVE workforce NGUYEN KHAC CHUONG CGS00019364 Page 12 Business Research Methods 1.3 Research Objectives The purpose of this research is to examine and approach whether items in terms of Perceived Organizational Supoort, Work – Related expectancies, Empowerment at. .. model of commitment is an exemplary of this work According to Meyer and Allen's (1991) three-component model of commitment was created to argue that commitment has three different components that correspond with different psychological states Meyer and Allen created this model for two reasons: "aid in the interpretation of existing research" and "to serve as a framework for future research Their research. .. attachment to the organization Many studies was initially aimed at finding ways to improve how employees feel about their work and helping them become more committed to the organization Organizational commitment predicts work variables such as job performance, turnover and organizational citizenship behavior1 Alot of scientists have developed various definitions of organizational commitment, and there