RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT JOB SATISFACTION AT VINAMILK STUDENT’S FULL NAME : DUONG TRAN TRUNG HIEU STUDENT ID : CGS00019893 INTAKE : SEPTEMBER 2015 ADVISOR’S NAME & TITLE : NGUYEN THE KHAI (DBA) MARCH 2017 aad ADVISOR’S ASSESSMENT ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ………………………………………………………………………… ……………………………………… ADVISOR’S SIGNATURE (March 2017) NGUYEN THE KHAI (DBA) ACKNOWLEDGMENTS In my search for knowledge and experience in life, I am reminded more and more just how lucky I have been This paper in particular and my degree in general would not have been possible if not for the reassurance and help I got along the way I would like to express my sincere gratitude to Nguyen The Khai (DBA) for his helpful guidance throughout the course of this thesis He showed me that learning any subject is possible With the attitude he possesses as an instructor, students cannot lose I will always be reminded of that Besides this, I also send many thanks to the board of managers and all employees of Vinamilk for their precious time and efforts to collect data for this thesis I also would like to thank my fellow classmates for unselfishly sharing useful information and references to help successfully finish this thesis Duong Tran Trung Hieu Student CONTENTS ABSTRACT PART ONE: INTRODUCTION I VINAMILK INTRODUCION 01 01 History 01 Principal business activities 03 Development Stategy 04 Vision, Mission, Core Values, Business Philosophy and Quality 05 Policy Corporate Governance 07 Contact 09 Distribution Channels 09 Employees 10 II ABOUT RESEARCH 11 Research problem statement 11 Research objective 12 Research question 13 Research scope 14 Significances of Research 14 Limitation of research 14 PART TWO: LITERATURE REVIEW 15 I DEFINITION OF CONTRUCTS 15 Job Satisfaction 15 Satisfaction with My Supervisor 17 Work-Related Expectancies 17 Person - Organization Fit 19 Satisfaction with work schedule flexibility 20 II THEORIES 21 Affect theory 21 Dispositional approach 22 Equity theory 22 Discrepancy theory 23 Two - factor theory (motivator-hygiene theory) 24 Job characteristics model 25 III INFLUENCING FACTORS 25 Environmental factors 25 Individual factors 28 Hypotheses 34 Research model 34 PART THREE: METHODS 35 I Data collection 35 Job Satisfaction 35 Satisfaction with My Supervisor 36 Person - Organization Fit Scale 36 Work-Related Expectancies 37 Satisfaction with work schedule flexibility 38 II Data collection progress 39 PART FOUR: RESULTS 41 I Cronbach’s Alpha 41 Cronbach’s Alpha standard applied 41 Cronbach’s Alpha contructs 41 II Statistics information 44 Descriptive statistics 44 Correlation statistics 45 III Hypotheses testing 45 PART FIVE: CONCLUSION 48 REFERENCES 49 APPENDIX A 51 APPENDIX B 57 FIGURE & TABLE FIGURE Figure 01: Ms Mai Kieu Lien – Chairwoman Chief Excutive Officer 01 Figure 02: Model of Development Strategy 04 Figure 03: Vinamilk Organization structure 07 Figure 04: Vinamilk Leadership 08 Figure 05: Vinamilk Distribution Channels 09 Figure 06: Strengths and Weaknesses of Expectancy Theory 19 Figure 07: Research model of Job Satisfaction 34 Table 01: Job Satisfaction 35 Table 02: Satisfaction with My Supervisor 36 Table 03: Person - Organization Fit Scale 37 Table 04: Work-Related Expectancies 38 Table 05: Satisfaction with work schedule flexibility 39 Table 06: Time table for data collection progress 40 Table 07: Cronbach’s Alpha – Internal Consistency 41 Table 08: Cronbach’s Alpha of Job Satisfaction 41 Table 09: Cronbach’s Alpha of Satisfaction with My supervisor 42 Table 10: Cronbach’s Alpha of Work - Related expectancies 42 Table 11: Cronbach’s Alpha of Person - Organization Fit Scale 42 Table 12: Cronbach’s Alpha of Satisfaction with work schedule flexibility 43 Table 13: Summary Cronbach’s Alpha 43 Table 14: Descriptive Statistics 44 Table 15: Correlation Statistics 45 Table 16: Model Summary 46 Table 17: Coefficients 46 Table 18: Summary Hypotheses Testing 47 TABLE ABSTRACT The purpose of this research is to determine the relationship between variables in the model such as Work-Related Expectancies, Satisfaction with My supervisor, Person-Organization Fit Scale and Satisfaction with work schedule flexibility with Overall Job Satisfaction The research result was conducted in Vinamilk with 470 employees And SPSS software version 22 (copyright of IBM) is a tool that is used to analysis data in this research The collected data were analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis The research showed that there are four factors influencing overall job satisfaction are Work-Related Expectancies, Satisfaction with My supervisor, Person-Organization Fit Scale and Satisfaction with work schedule flexibility Moreover, the research provides some recommendations implications for managers to raise the level of satisfaction with work of the employees PART ONE: INTRODUCTION I VINAMILK INTRODUCTION Figure 1: Ms Mai Kieu Lien – Chairwoman Chief Excutive Officer (Source: Vinamilk Annual Report 2015) History Subsidy period (from 1976 to 1986) 1976 Vinamilk was founded under the name of Southern Coffee-Dairy Company, a subsidiary of the Food General Directorate and had two factories in operation, namely Thong Nhat Dairy Factory and Truong Tho Dairy Factory 1978 The Company was transferred to the Ministry of Food Industry and the Company was renamed United Enterprises of Milk Coffee Cookies and Candies I The Company had more factories: + Bich Chi Powder Factory, + Lubico Cake Factory + Bien Hoa Coffee Factory Innovate period (from 1986 to 2003) Duong Tran Trung Hieu (ID: CGS00019893) Page of 60 1991 The “white revolution” started the development of fresh milk The first time we launched UHT milk products and yoghurt to the Vietnam market 1992 The United Enterprises of Milk Coffee Cookies and Candies I was formally renamed Vietnam Dairy Company and came under the direct management of the Ministry of Light Industry In the expansion plan to meet the market demand in the North, the Company built the Hanoi Dairy Factory On October 7th 1994, the sales office was opened and responsible for sales activities in the North provinces 1996 Binh Dinh Dairy Joint Venture Enterprise was founded as the result of our Joint Venture with Quy Nhon Frozen Joint Stock Company Ha Noi Dairy Factory came into operation In May 1996, Da Nang sales office was opened and responsible for sales activities in the Central provinces 1998 Can Tho sales office was opened in order to develop sales activities in the Mekong delta provinces Since 2000, Can Tho Dairy Factory was inaugurated and put into operation in the Mekong Delta Equitization period (From 2003 to nowaday) 2003 The Company was formally transformed into a Joint Stock Company in November 2003 and renamed as Vietnam Dairy Products Joint Stock Co., to reflect its change in legal status 2004 Acquired Saigon Milk Joint Stock Company and increased share capital of the Company to VND1,590 billion 2005 Bought our Joint Venture partner’s remaining equity in Binh Dinh Dairy Products Company Ltd and inaugurated Nghe An Dairy Factory on 30 June 2005 Duong Tran Trung Hieu (ID: CGS00019893) Page of 60 the theory of hypotheses which are supported, they have to meet all three (03) requirements below: - R square is value: greater than - Standardized coefficients beta: the same sign with hypothesis - P value (Sig) is value: less than 0.05 Model Summary Model R Change Statistics Std R Adjusted Error of R F Square R Square the Square df1 df2 Change Estimate Change 740a 547 541 40159 547 82.568 273 Sig F Change Durbin Watson 000 1.899 a Predictors: (Constant), SWF, WRE, POS, SWS b Dependent Variable: JS (Table 16: Model Summary) Coefficients Model Unstandardized Coefficients Standardized Coefficients Beta t Sig 1.346 180 B Std Error (Constant) 353 262 SWS 564 043 621 13.220 000 WRE 159 051 144 3.124 002 POS 055 062 040 899 369 SWF 086 043 088 1.990 048 a Dependent Variable: JS (Table 17: Coefficients) Duong Tran Trung Hieu (ID: CGS00019893) Page 46 of 60 Summary Hypothesis Testing No Type IV1, H+ IV2, H+ IV3, H- IV4, H+ R Variable / Construct Satisfaction with My Supervisor Work - Related expectancies Person - Organization Fit Scale Satisfaction with work schedule flexibility square Beta Sig Assessment SMS 0.574 0.621 0.000 Support WRE 0.574 0.144 0.002 Support POS 0.574 0.040 0.369 SWF 0.574 0.088 0.048 Not support Support (Table 18: Summary Hypotheses Testing) Duong Tran Trung Hieu (ID: CGS00019893) Page 47 of 60 PART FIVE: CONCLUSION Based on the analysis results, we can conclude that three independent variables (Satisfaction with My Supervisor, Work - Related expectancies, Satisfaction with work schedule flexibility) were significantly influence to Job Satisfaction to Vinamilk employees And Vinamilk can use these results, combined with the actual situation of company to build a strategy to associate effective employees Beside this, the hypothesis Person - Organization Fit Scale has less influence to Job Satisfaction Nowadays, Vinamilk directly interview candidates to assess person-organization fit When become official employees, they are often influenced by factors such as: competition between employees, salary, pay bonus, loyalty, individual performance, long term employment security Therefore, employees always seem their ability not align with the working development every day However, Vinamilk need offer solutions to help employess improve more It were developed to reflect fit between an employee’s knowledge, skills, and abilities and his or her job requirements; congruence between employee needs and organizational systems and structures; agreement between an employee’s value orientations and the perceived values orientation of the organization; and perceived match between an employee’s personality and the organization’s personality or image Duong Tran Trung Hieu (ID: CGS00019893) Page 48 of 60 REFERENCES Abele, A E., Spurk, D., & Volmer, J (2011) The Construct of Career Success: Measurement Issues and an Empirical Example Journal for Labour Market Research, 43, 196–306 doi:10.1007/s12651-010-0034-6 Abele, A E., & Spurk, D (2009) The longitudinal impact of self-efficacy and career goals on objective and subjective career success Journal of Vocational Behavior, 74, 53–62 doi:10.1016/j.jvb.2008.10.005 Aryee, S., Chay, Y W and Chew, J (1994) An Investigation of the Predictors and Outcomes of Career Commitment in Three Career Stages, Journal of Vocational Behavior, 44, 1-16 Baruch, Y (2006) Career 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&Lawrence, B S (Eds.), Handbook of Career Theory (pp 232-251) Cambridge: Cambridge University press Duong Tran Trung Hieu (ID: CGS00019893) Page 49 of 60 Bremner, B., Robello, K., Schiller, Z., & Weber, J (1991) The Age of onsolidation Business Week, 86–94 Boudreau, J W., Boswell, W R., & Judge, T A (2001) Effects of personality on executive career success in the United States and Europe Journal of Vocational Behavior, 58, 53–81 Chan, D (1998) The conceptualization and analysis of change over time: An integrative approach incorporating longitudinal mean and covariance structures analysis (LMACS) and multiple indicator latent growth modeling (MLGM) 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 Vinamilk Annual Report – Fiscal Year 2015-2016 Duong Tran Trung Hieu (ID: CGS00019893) Page 50 of 60 APPENDIX A QUESTIONNAIRE JOB SATISFACTION SURVEY AT VINAMILK Dear Mr./ Ms, My name is Duong Tran Trung Hieu; I’m a student of MBA Collaboration Program at Open University Malaysia and Ho Chi Minh University of Technology Currently, I am doing a research for my thesis with the topic “Job Satisfaction in Vinamilk” I would appreciate you a few minutes to participate into the survey If you need any information related to this questionnaire would you please call me at my mobile phone number 0933.477.490 or contact with me through my email at duongtrantrunghieu1990@gmail.com Thank you for you cooperation! A JOB SATISFACTION There is five level as below, please make a circle around the number that you choose: - Level 1: completely satisfied - Level 2: most satisfied - Level 3: neither satisfied or dissatisfied - Level 4: somewhat dissatisfied - Level 5: completely dissatisfied No Questionnaires All in all, how satisfied are you with the persons in your work group? Duong Tran Trung Hieu (ID: CGS00019893) Level Page 51 of 60 All in all, how satisfied are you with your supervisor? All in all, how satisfied are you with your job? 5 5 5 All in all, how satisfied are you with this organization, compared to most? Considering your skills and the effort you put into your work, how satisfied are you with your pay? How satisfied you feel with the progress you have made in this organization up to now? How satisfied you feel with your chance for getting ahead in this organization in the future? B SATISFACTION WITH MY SUPERVISOR There is five level as below, please make a circle around the number that you choose: - Level 1: very dissatisfied - Level 2: a little bit dissatisfied - Level 3: moderately satisfied - Level 4: well satisfied - Level 5: very satisfied Questionnaires No The way my supervisor listens when I have something Level important to say The way my supervisor sets clear work goals My supervisor’s fairness in appraising my job performance 5 The way my supervisor is consistent in his/her behavior toward subordinates My supervisor’s backing me up with other management Duong Tran Trung Hieu (ID: CGS00019893) Page 52 of 60 The frequency with which I get a pat on the back for doing a 5 good job The amount of time I get to learn a task before I don’t moved to another task The way my job responsibilities are clearly defined C WORK – RELATED EXPECTANCIES There is five level as below, please make a circle around the number that you choose: - Level 1: definitely not part of my job - Level 2: probably not true of my job - Level 3: probably true of my job - Level 4: very probably true of my job - Level 5: extremely true of my job Questionnaires No Level Pay/promotion expectancy items It is more likely that I will l be given a pay raise or promotion at Vinamilk if I finish a large amount of work 5 5 It is more likely that I will be given a pay raise or promotion at Vinamilk if I high-quality work Getting work done quickly at Vinamilk increases my chances for a pay raise or promotion Getting word done on time is rewarded with high pay at Vinamilk Approval/recognition/influence expectancy items Completing my work on time gets me greater approval from Duong Tran Trung Hieu (ID: CGS00019893) Page 53 of 60 my immediate supervisor at Vinamilk My immediate supervisor at Vinamilk gives me more recognition when I get a lot of work done 5 5 If I get my job done on time, I have more influence with my immediate supervisor at Vinamilk My immediate supervisor at Vinamilk pays added attention to the opinions of the best workers When I finish my job on time, my job is more secure at Vinamilk D PERSON – ORGANIZATION FIT SCALE There is five level as below, please make a circle around the number that you choose: - Level 1: not true at all - Level 2: it is not true - Level 3: uncertain - Level 4: it is true - Level 5: definitely true Questionnaires No Level This organization pays on the basis of individual performance This organization has a profit or gain sharing plan 5 5 This organization makes promotions based mostly on individual performance This organization encourages competition employees Duong Tran Trung Hieu (ID: CGS00019893) between Page 54 of 60 This organization encourages and rewardsLoyally Teamwork and cooperation are valued and rewarded here 5 When the organization has a good year it pays bonuses to the employees E SATISFACTION WITH WORK SCHEDULE FLEXIBILITY There is five level as below, please make a circle around the number that you choose: - Level 1: very dissatisfied - Level 2: it is not true - Level 3: uncertain - Level 4: it is true - Level 5: definitely true Questionnaires No The extent to which management accommodates family responsibility needs without any negative consequences The opportunity to perform your job well and yet be able o perform home-related duties adequately The ease of getting time off for family as needed The opportunity to part-time or flextime work without being penalized The amount of flexibility in work scheduling Duong Tran Trung Hieu (ID: CGS00019893) Level 5 5 Page 55 of 60 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 – 10 years 11 – 20 years > 20 years Officer/staff Deputy manager Manager Senior manager YOU HAVE SUCCESSFULLY DONE THE QUESTIONNAIRE THANK YOU SO MUCH! Duong Tran Trung Hieu (ID: CGS00019893) Page 56 of 60 APPENDIX B: PRESENTASION Duong Tran Trung Hieu (ID: CGS00019893) Page 57 of 60 Duong Tran Trung Hieu (ID: CGS00019893) Page 58 of 60 Duong Tran Trung Hieu (ID: CGS00019893) Page 59 of 60 Duong Tran Trung Hieu (ID: CGS00019893) Page 60 of 60 ... Figure 07: Research model of Job Satisfaction 34 Table 01: Job Satisfaction 35 Table 02: Satisfaction with My Supervisor 36 Table 03: Person - Organization Fit Scale 37 Table 04: Work-Related Expectancies... How are the impacts of Satisfaction with my supervisor on Vinamilk employee Job Satisfaction?  How are the impacts of Work-Related Expectancies on Vinamilk employee Job Satisfaction?  How are... impacts of Person - Organization Fit Scale on Vinamilk employee Job Satisfaction?  How are the impacts of Satisfaction with work schedule flexibility on Vinamilk employee Job Satisfaction? Duong Tran