ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- VŨ THIỆN NHƯỢNG FACTORS INFLUENCING THE EMPLOYEE’S LOYALTY AT ANSV COMPANY LTD, CÁC YẾU TỐ ẢNH HƯỞNG ĐẾN LÒNG TRUNG THÀNH CỦA NHÂN VIÊN TẠI CÔNG TY TRÁCH NHIỆM HỮU HẠN THIẾT BỊ VIỄN THÔNG ANSV LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2019 TIEU LUAN MOI download : skknchat@gmail.com ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- VŨ THIỆN NHƯỢNG FACTORS INFLUENCING THE EMPLOYEE’S LOYALTY AT ANSV COMPANY LTD, CÁC YẾU TỐ ẢNH HƯỞNG ĐẾN LÒNG TRUNG THÀNH CỦA NHÂN VIÊN TẠI CÔNG TY TRÁCH NHIỆM HỮU HẠN THIẾT BỊ VIỄN THÔNG ANSV Chuyên ngành: Quản trị kinh doanh Mã số: 60 34 01 02 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS. TRẦN HUY PHƯƠNG HÀ NỘI - 2019 TIEU LUAN MOI download : skknchat@gmail.com WARNING Dear Teacher, My name is Vu Thien Nhuong, Master's Degree, Course 15 - Specialization in Business Administration - Hanoi National University. I pledge the thesis "Factors influencing employee’s loyalty at ANSV Co., Ltd" is my own research work. Relevant theoretical bases and citations in the dissertation contain references, sources and sources The data, results in the thesis are directly collected, statistics and processed by me Hanoi, July 3rd, 2019 Student Vu Thien Nhuong i TIEU LUAN MOI download : skknchat@gmail.com THANK YOU First of all, I would like to express my deep gratitude to Dr.
Tran Huy Phuong, who wholeheartedly guided and assisted me during the process of implementing this graduation thesis. I sincerely thank Teachers and Teachers of Hanoi National University for conveying valuable knowledge to me during my time at the school. I would also like to thank all of you and your colleagues who have been working at ANSV Co., Ltd, who helped me answer the survey questionnaire as a data source for analyze and produce research results of this graduate thesis I would like to express my gratitude to the Family and Friends for helping me and encouraging me, to help me complete this thesis. In the process of implementation, despite the utmost efforts to complete the thesis, exchange and absorb the comments of teachers and friends, consult many documents but also inevitable errors.
We hope to receive valuable information from your teachers and readers. I wish you all teachers and students a lot of health and happiness! Sincerely thank. Hanoi, July 3rd, 2019 Student Vu Thien Nhuong ii TIEU LUAN MOI download : skknchat@gmail.com TABLE OF CONTENT LIST OF TABLE. i LIST OF FIGURE.
iii LIST OF DIAGRAM .1 CHAPTER 1: THEORETICAL BASIS OF THE LOYALTY OF STAFF AND RESEARCH MODEL .1 The concept of loyalty. What is loyalty?. Some thesis about loyalty. Expression of loyalty, measurement of loyalty [12].
The role and benefits of loyalty to the organization [9]. Factors affecting loyalty. Salary and benefits. Interest in work.
Recruitment of personnel. Support of the organization. Training and developing [11]. Theories aimed at understanding the factors affecting employee loyalty.
Maslow's hierarchy of needs. Two-factor theory by F. Expected theory of Victor H.17 iii TIEU LUAN MOI download : skknchat@gmail. Theory of fairness.
Some previous research on employee loyalty .26 Summary of chapter 1 .27 CHAPTER 2: CURRENT STATUS OF EMPLOYEE’S LOYALTY AT ANSV. General overview of ANSV Co. The process of formation and development of the Company. Organizational structure of the Company.
Some main business results of the Company. Current status of loyalty analysis at ANSV Co.1 Create loyalty for employees through Rewards and recognition .2 Creating loyalty for employees through Income .3 Creating loyalty for employees through the Work Environment .4 Creating loyalty for employees through Colleagues Relationship .5 Creating loyalty for employees through Training and promotion opportunities 39 2.6 Create loyalty for employees through Relationship with superiors .5 Design quantitative research .1 Methods of information collection and sample size .2 Methods of data analysis .6 Design qualitative research. Description of the scale. Overall assessment of employee loyalty status at ANSV.
Limited and causes .9 Linear regression analysis. Regression model for component variables.50 iv TIEU LUAN MOI download : skknchat@gmail. Regression model with the participation of qualitative variables .61 CHAPTER 3: SUGGESTING SOLUTIONS TO MAINTAIN AND IMPROVE THE LOYALTY OF STAFF AT THE ANSV COMPANY .1 Research sample information .2 Evaluate the reliability of the scale .1 Cronbach’s Apha inspection for component scales. Testing the differences according to personal characteristics to employee loyalty .3 Differences in education level .4 Differences in seniority.
For Compensation factors. For Leadership factor. For work nature elements .7 Contribution of the topic .8 Limitations of the topic and the next research direction .89 Summary of chapter 3 .91 LIST OF REFERENCES .92 APPENDIX v TIEU LUAN MOI download : skknchat@gmail.com LIST OF TABLE Table 1Motivating and maintaining elements of F.17 Table 2 Extracting business results from 2016 to 2018 .31 Table 3 Scale of working environment components .35 Table 4 Component scale Training and promotion .36 Table 5 Scale of Leadership component .36 Table 6 Scale of Colleagues components .37 Table 7 Scale of components Nature of work .38 Table 8 Employee Loyalty Scale .38 Table 9 Scale content .49 Table 10 Structure of survey sample by gender .62 Table 11 Structure of survey sample by educational level .63 Table 12 Structure of survey samples by age .64 Table 13 Structure of survey samples according to working seniority .65 Table 14 Structure of survey sample by job position.66 Table 15 Structure of survey samples by average income per month .67 Table 16 Cronbach’s Alpha coefficient of the Salary scale .68 Table 17 Cronbach Alpha coefficient of the working environment scale .69 Table 18 Cronbach alpha coefficient of scale Working environment after Env4 type .69 Table 19 Cronbach alpha coefficient of scale Working environment after Env3 type .69 Table 20 Cronbach’s Alpha coefficient of Training and promotion scale.70 Table 21 Cronbach Alpha coefficient of Leadership scale .70 Table 22 Cronbach’s Alpha coefficient of Colleague scale .71 Table 23 Cronbach's coefficient Alpha of the scale of work nature .71 Table 24 Cronbach Alpha coefficient of Loyalty scale .72 Table 25 EFA results measure employee satisfaction .74 Table 26 EFA results scale of employee satisfaction after removing Pro5 observed variable .75 Table 27 Results of EFA scale of employee satisfaction level after removing i TIEU LUAN MOI download : skknchat@gmail.ltd observed variable Pro4, Pay1 .76 Table 28 Results of EFA scale of employee satisfaction level after removing observed variable Cow5, Pay2, Sup5, Sup6, Pro6, Wor2 .76 Table 29 Testing by KMO and Bartlett's method .77 Table 30 Results EFA loyalty scale .78 Table 31 Testing by KMO and Bartlett's method .78 Table 32 Regression results using the Enter method .51 Table 33 Evaluation of conformity of the model .52 Table 34 Model conformity test table .52 Table 35 Spearman test .55 Table 36 Durbin Watson statistics .56 Table 37 Regression model with the participation of qualitative variables .78 Table 38 Testing the level of loyalty between men and women Independent Samples Test .79 Table 39 Table of verification of loyalty level by age Test of Homogeneity of Variances .80 Table 40 Table of verification of loyalty level by cultural level .81 Table 41 Table of verification of loyalty level by working seniority .ltd TIEU LUAN MOI download : skknchat@gmail.ltd LIST OF FIGURE Figure 1Calibration model in research of Turkyilmaz, Akman, Coskunozkan and Pastuszak (2011) .20 Figure 2Calibration model in Mehta's study, Singh, Bhakar & Sinha (2010) .22 Figure 3 Calibration model in the study of Ahmad Ismail Al-Ma’ani (2016) .22 Figure 4 Correction model in Ajami's study (1998) .23 Figure 5 Calibration model in research by Kumar & Skekhar (2012) .23 Figure 6 Calibration model in the study of Athar Waqas et al (2017) .24 Figure 7 Calibration model in Ketbi's research (2006) .24 Figure 8 Calibration model in the study of Nguyen Thi Thu Hang and Nguyen Khanh Trang (2016) .25 Figure 9 Calibration model in research by Nguyen Thi Thu Hang and Nguyen Khanh Trang (2016), Tran Kim Dung (2005).26 Figure 10 Research Model .26 Figure 11 Research process .32 Figure 12 Scale of remuneration components.35 Figure 13 Structure of survey sample by educational level .63 Figure 14 Structure of survey samples by age .64 Figure 15 Structure of survey samples according to working seniority .65 Figure 16 Structure of survey sample by job position .66 Figure 17 Structure of survey sample by average income / month .67 Figure 18 Scatter chart between residuals and predicted values .53 Figure 19 Frequency chart of standardized residuals.55 Figure 20 Q-Q Plot frequency chart of standardized residuals .55 Figure 21 P-P Plot frequency chart of standardized residuals .ltd TIEU LUAN MOI download : skknchat@gmail.ltd LIST OF DIAGRAM Diagram 1 The organizational structure of the company .30 Diagram 2 Research Process .40 Diagram 3 Process of data analysis with SPSS.ltd TIEU LUAN MOI download : skknchat@gmail. The urgency of the topic Every human resource is always an invaluable asset of any organization from state management to private enterprises, from a small locality to a large country.
The integration leads to the rise of enterprises of all economic types that have made the labor market rapidly formed. One sign that is easy to see is the increasing mobility of enterprises among enterprises. The situation of highly qualified and qualified employees often moves to high-wage places, better remuneration now not only happens in sectors such as banking, telecommunications, information technology ,. which is becoming a common problem, hurting most businesses.
A successful and efficient business always thanks to the contribution of good and loyal staff. Therefore, to attract and maintain the human resources of managers to implement human resource planning, change the salary, bonus policy, social welfare, etc. and also ANSV Co. must be an exception.
However, managers are still unable to avoid the departure of employees. According to the wage labor report of ANSV Co., the total number of unemployed workers in 2018 is 78, of which professional and skilled employees account for 25% of the total number of employees who leave, within the first 6 months of 2018 this figure accounted for about 35%. So what is the reason why employees of ANSV Co., Ltd are no longer attached to the enterprise? What factors affect employee loyalty to the company? Is the company's salary, bonus, social welfare, working environment, corporate culture, leadership style,. influencing their departure and leaders really care to the rights of workers? Because of this concern, I chose the topic "Factors influencing the employee’s loyalty at ANSV Co." to conduct research on employee loyalty to ANSV Co., Ltd, with the desire to contribute a small part in completing policies to attract, maintain and develop the human resources of the company.
Overview of research situation Studies of employee loyalty issues are seen on many perspectives and other names. Research related to this issue mainly refers to factors affecting employee (LUAN.ltd 1 TIEU LUAN MOI download : skknchat@gmail.ltd loyalty, solutions to maintain and enhance employee loyalty to the organization. Some typical research projects such as: 2. Situation of research abroad In Aon Consulting's research is done annually on a national scale such as the Commitment @ work study in the US since 1997, in Canada since 1999, in the UK since 2000 and in Australia since 2002 shows that The close relationship between employee satisfaction and their attachment to the organization.
Aon Consulting applied terrific theory to demand Maslow on the condition of the modern economy and said that to enhance employee engagement with the organization, needs to satisfy the needs of employees: In the United States, employee satisfaction needs are categorized by: salary and welfare, change management, training and development, organizational culture and development path, balancing life.