Luận án tiến sĩ kinh tế quản lý - Nghiên cứu mức độ hài lòng của nhân viên tại Công ty Cổ phần Gang thép Thái Nguyên

SATISFACTION LEVEL OF EMPLOYEES IN THAI NGUYEN IRON AND STEEL JOINT STOCK CORPORATION A DISSERTATION PAPER Presented to the Faculty of the Graduate Program of the College of Business and Accountancy Central Philippine University, Philippines In Collaboration with Thai Nguyen University, Vietnam By NGUYEN THI LAN HUONG DECEMBER 2016 i ACKNOWLEDGEMENT In order to complete this thesis, I would like to specially express my sincere thank to Assoc. Dr Hoang Thi Thu, who has been giving me a great support and guidance my during my study as well as the thesis accomplishing process. I thank the lecturing employee of the CPU and TUEBA, whose tutelage over the more three years provided me with the necessary background skills to undertake and complete this study. I extend sincere appreciation to the managers and employees in Thai Nguyen Iron and Steel Joint Stock Corporation.

To my Co-worker without whose interest and co-operation I could not have produced this study. I wish to thank them for supporting this initiative and affording me their time and sharing their experiences. A special thank is giving for my husband and my children who have stay behind me, encourage and support me during my master programs. Their invaluable supports and patience throughout this journey has been unreal and is appreciated from the bottom of my heart.

Thai Nguyen, December 2016 Nguyen Thi Lan Huong ii TABLE OF CONTENTS LIST OF TABLES. v LIST OF FIGURES. Background and rationale of the study. The operational definitions.

Significance of the study. Scope of the study. 17 REVIEW OF RELATED LITERATURE AND STUDIES. Defining job satisfaction.

Importance of job satisfaction of employees and its relationship with job performance. Measuring job satisfaction. Empirical related studies. 20 Job satisfaction statistics.

Population, sample size and sampling technique. Data gathering procedures. Data processing and data analysis. 37 DATA PRESENTATION, ANALYSIS AND INTERPRETATION .1 Thai Nguyen Iron and Steel Joint Stock Corporation introduction .3 Business Situation of TISCO.

Situation of human resources of TISCO .1 The structure of human resources .1 Structure by sex workers .2 Employees structure by age group .3 Employees structure by level .4 Employees structure according to the nature of work .2 Salaries, bonuses and Welfare of employees .3 Working condition of employee .4 Opportunity for advancement.3 Evaluating the results of the employee satisfaction of TISCO .1 General information about respondents.1 Descriptive statistics of employees .2 Descriptive statistics of Influecing factors .3 Test for reliability by Cronbach Alpha .4 Exploratory Factor Analysis EFA .6 Regression analysis and hypothesis testing .2 Multiple linear regression analysis. Difference of job satisfaction follow individual characteristics test .1 Difference of job satisfaction follow “sex” .2 Difference of job satisfaction follow “Age groups”.3 Difference of satisfaction follow “marital status”.4 Difference of satisfaction follow “education”. 85 SUMMARY, CONCLUSION AND RECOMMENDATION .1 Summary of Findings .1 Results of multiple regression analysis for general employees (n = 367) .2 Results of multiple regression analysis for direct employees (n = 290) .3 Results of multiple regression analysis for indirect employees (n =77) .4 Mean score of Job Satisfaction of employees. Results of Independent t-test and One-Way Anova analysis to examine difference in satisfaction according to individual characteristics.

100 v LIST OF TABLES Table 3. 1 Sample of member in TISCO Thai Nguyen. 2 The 5- Likert scale. 4 Sample of member in TISCO Thai Nguyen by kind employees.

5 Cronbach alpha coefficient scale. 1 Balance company audit results. 2 Report on business results of the Company .3 Structure by sex .4 Employees structure by age group. 5 Employees structure by level.6 Descriptive Statistics of general employees.

7 Descriptive Statistics of Indirect employees. 8 Descriptive Statistics of direct employees .9 Descriptive statistics of “Supervisors”factor. 10 Descriptive statistics of “Co-worker” factor. 11 Descriptive statistics of “Working conditions” factor.

12 Descriptive statistics of “Financial reward” factor. 13 Descriptive statistics of “Opportunity for advancement” factor. 14 Descriptive statistics of “Salary” factor. 15 Descriptive statistics of “Nature of work” factor.

16 Cronbach Alpha of Nature of work. 17 Cronbach‟s alpha of salary. 18 Cronbach‟s alpha of Opportunity for advancement. 19 Cronbach‟s alpha of Supervisors.

20 Cronbach Alpha of Co-workers. 21 Cronbach Alpha of Working conditions. 22 Cronbach Alpha of Financial reward. 23 Cronbach Alpha of Satisfactions.

24 The result of EFA test for factors influencing job satisfaction of employees. 25 The result of EFA retest for factors influencing job satisfaction of employees. 26 EFA test for influencing job satisfaction factors. 27 EFA test for influencing job satisfaction factors.

29 Descriptive Statistics of general employees. 30 Job satisfaction of Indirect employees. 31 Descriptive Statistics of direct employees. 32 Descriptive Statistics of “Nature of work” factor.

33 Descriptive Statistics of “Supervisors” factor. 34 Descriptive Statistics of “Co-worker” factor. 35 Descriptive Statistics of “Working conditions” factor. 36 Descriptive Statistics of “Financial reward” factor.

37 Descriptive Statistics of “Opportunity for advancement” factor. 38 Descriptive Statistics of “Salary” factor. 39 Regression model of general employees. 40 Regression model of direct employees.

41 Regression model of indirect employeess. 42 Results of One-Way Anova test of “sex”. 43 Results of One-Way Anova test of “Age groups”. 44 Result of Bonferroni test of “Age groups”.

45 Results of One-Way Anova test of “marital status”. 46 Results of One-Way Anova test of “education”. 47 Result of Bonferroni test of “education”. 1 Coefficients three multiple regression.

86 vii LIST OF FIGURES Figure 1. 1 Abraham Maslow‟s need hierarchy theory. 2 Maslow‟s hierarchy of needs and application in the workplace. 3 Herzberg‟s two factors theory.

4 Summarizing the need theories. 1 Measure job satisfaction by faces. 1 Organizations Structure Diagram of TISCO. 2 Research framwork: Adjusted model.

70 viii ABSTRACT Studies on job satisfaction have been conducted and applied including both theoretical and practical aspects. In context of needing to improving quality of work performance in manufacturing enterprises, surveying on employee‟s job satisfaction has been done in previous researches. However, there have not been separate studies on employee‟s satisfaction at administrative area toward their job (direct-employee) as well as employee‟s satisfaction production area toward their job (indirect-employee). Based on the literature of general job satisfaction of employee with different sectors, this study systematically investigates some factors and their effects on the job satisfaction among employee in TISCO.

Besides the components of employee‟s job satisfaction, this study investigates the factors of employees affecting the opinions about their satisfaction. Result revealed that mean score of Job Satisfactions of employees included: Mean score of job satisfaction of direct employee: ( = 3.550); Mean score of job satisfaction of indirect employees: ( = 4.398); Mean score of job satisfaction of general employees: ( = 3. Results of regression analysis indicated that Working condition was best predictor of job satisfication of direct employees (β = .172); Advancement was best predictor of job satisfication of indirect employees (β = .213) and Working condition was best predictor of job satisfication of general employees (β‟=0. The results of this study will provide basis knowledge and necessary information for employee and manager.

These findings suggest that they should develop a plan to increase job satisfaction for employee by focusing on important factors (working condition for direct employee, and Opportunity for indirect employees). The theoretical and practical implications are discussed based on the findings. This study intends to make a contribution to improve job satisfaction of employees with their job at TISCO. This can be considered as a reference for other manufacturing enterprises in the efforts to increase employee‟s job satisfaction with other sectors.

Background and rationale of the study There are many factors influencing human resource management, of which job satisfaction is the most important issue among many factors of human resource management that every manager needs to give much attention. The term “job satisfaction” is derived from the humanities, psychology and sociology. In the field of psychology, it is a state where an employee has an emotional perception of his situation and reacts with feelings of pleasure or pain. In sociology, it is considered a variable in different categories related to how each employee evaluates and thinks about his work (Sypniewska, 2013).

Job satisfaction can be defined as an individual‟s total feeling about their job and the attitudes they have towards various aspects or facets of their job, as well as an attitude and perception that could consequently influence the degree of fit between the individual and the organization (R. For a few decades, many researchers have been carried out about job satisfaction and its components. Many researchers and administrators have noticed the importance of job satisfaction on a variety of organizational variables. In particular, it was know that dissatisfied employees are likely to leave their jobs (E.

Lumley, et al, 2011). Job satisfaction among employees is an indicator of organizational effectiveness (R. the study conducted by Harter et al. (2002) found positive and substantive correlations between employee satisfaction-engagement and the business unit outcomes of productivity, profit, employee turnover, employee accidents, and customer satisfaction.

Freeman, (2005) shows that businesses that excel in employee satisfaction issues reduce turnover by 50% from the norms, increase customer satisfaction to an average of 95 % and lower employee cost by 12%. Added to that, Job satisfaction plays an important role for an employee in doing their job performance. Research examining the relationship between job satisfaction and job performance has been conducted since at least as early as 1945 (Davar, 2012). The idea that job satisfaction leads to better performance is supported by Vroom's.

The study relating to the relationship between job satisfaction and job performance has now become a research tradition in industrial-organizational psychology Vroom's (1964). 2 In worldwide, job satisfaction was conducted on many areas and those results were different. Nolan et al. (1998) found that the vast majority of respondents (85%) considered that their work was interesting.

Regarding job satisfaction and morale, 35% of respondents considered that their job satisfaction had decreased in the last year and 69% felt that overall morale had fallen. Price (2002) indicated that over half of the respondents (58%) were generally satisfied with their job. They identified that highest satisfaction was related to co- workers and extrinsic rewards and that most dissatisfaction was with the amount of control and responsibility they had and with professional opportunities. Using the same scale, Wang (2002) found that workforces were more dissatisfied than satisfied and were mostly dissatisfied with salary and job promotion.

In Vietnam, CareerBuilder (2008) showed that dissatisfaction is growing among the workers: 25% of employees were bored with their job, 60% of respondents were intending to leave their current job to go to a different berth in the next two years. Another study indicated that the respondents ranked their job satisfaction at the moderate level (Vu Thi Kim Trinh, 2013). Duong Cong Vi (2013) revealed that the level of satisfaction among workforces was at lower and middle range of good level. This finding is accordant with Le Quang Thach‟s research (2012).

Thus, job satisfaction affects to most of aspects of a factory or company. It is not only influences to the management resource management, employee productivity, product quality but also changes the customer satisfaction. In worldwide and Vietnam, there have been some studies were conducted but results from those studies were different. Especially in Vietnam, the degree of job satisfaction of employee was still low.

Hence, the we would like to conduct this research to determine factors influencing job satisfaction of employees and explain the relationship existing among them.