404351 (OUM OPEN UNIVERSITY MALAYSIA RESEARCH PROJECT (BMBRS5103) THE FACTORS IMPACT ON JOB SATISFACTION : ON SEMICONDUCTOR VIET NAM CASE STUDY STUDENT’S FULL NAME : NGUYEN ANH HOANG STUDENT ID : CGSVN00015844 INTAKE : SEPTEMBER 2013 ADVISOR’S NAME & TITLE : DBA.NGUYEN THE KHAI HUTECH LIBRARY 4-G4AIG January 2015 Advisor’s Assessment Advisor’s signature Page 1 of 54 ACKNOWLEDGEMENTS _The research required help and cooperation of many individuals. It is a matter of great satisfaction that the researcher could finish the work in due time with keen sense of duty, sincerely and urgency. But at this juncture, it is the pious duty to express his feelings of gratitude to those who have helped me, co-operated me and motivated during preparation of research work. _I wish to acknowledge the help of several individuals because without their assistance, guidance, and understanding this research would not have been possible.
Firstly, I am fortunate enough to have an opportunity to work under the guidance of DBA. I am very grateful to my advisor. His patience, time, and commitment, in addition to his constant encouragement, effort, constructive comments, support, and individualized attention were a major source of inspiration. _Thanks to the board of managers and all employees of On Semiconductor Viet Nam Corporation for their precious comments and helps to collect data for this thesis.
_I cannot dream about this thesis without the strong support of classmates MBAOUMO0913. _I feel a sense of gratitude to my father for his inspiration and unflinching moral support and to my mother for her blessing. It gives me great pleasure to acknowledge my mother for her extensive morale support in the course of research. _I wish to give my sincerest and deepest gratitude to my family and all of my sweet friends for their encouragement, and great support.
AVIV Page 2 of 54 TABLE OF CONTENTS LIST OF FIGURES AND TABLE 5 ABSTRACT 6 Chapter 1: INTRODUCTION 7 1.1 Motivation of the study and Importance of Sactifaction.2 — Significance of the study. - HH1 TH Tàn êm re 9 13 Purpose of the study.- sàng HH HH ghe nga 10 1.4 Question of the study. HH HH HH HH nghe 10 1.1 Introduction ofON SEMICONDUCTOR.-- - th Tàn HH nh HH tư ke 10 1.3 Mission and vision. HH HH HH HH HH TH nhe 11 1.4 Company cuÌfuIre.
24T TH SH TT BH 4H tà nh tờ 12 1.- sành HH nành Tà nai 12 1.6 Time Management For Work:.- HH HH nhe he rereree 13 1. Employees our ÁSS€:.- ST Họ HH Chọn HH Tà ngờ tư 14 1. Compensation and benefÏts.- -- Án cà HH HH HH HH nghiêm 14 1.- - HH HH HH nghe eee 16 1n. 16 Chaptcr 2: LITTERATURE REVIEW 17 2.
Ăn nh nh nh erere 17 2.2 Work— Related Expectancies. sac HH HH hy nàng n1iee 21 2.6 The relationship between work — related expectancies and job satisfaction.7‘ The relationship between Developmental Experiences and job satisfaction.8 The relafionship between Role Justiceand job satisfaction.9 The relationship between supervisory support and job satisfaction. 26 Chapter 3: RESEARCH MODEL AND HYPOTHESES 26 3.-o-- Sen nnHHnH« HH H404 16 ng 2? 3. Ăn HH HH HH 1008780 re 27 Page 3 of 56 3.
sc SH HH TH HH TH HH 1 nhe 27 K5. HH HH Hà TH TH HH HH name 28 3.-Ă LH Hàn HH nhưng, 28 3.- án HH HH HH ng Hư 30 3.5 Scope of the h. HH HH HH net 31 Chapter 4: RESULTS AND EINDINGS 32 4. nen HH ghe 33 42 Compare Reliability Statistics Table of Model Research with standard literature.
HH HH nghe nee 35 4.Ặ HH HH re.5 Hypothesis Testing Result: nh .1 Hypothesis 1 Testing ResuÌt:. - cà HH ng HH.2 Hypothesis 2 Testing ResuiÌ. - -- SH TH TT TH TH Tàn Tung nàng hờ 38 4.3 Hypothesis 3 Tes(ing Resullt.- - - nh nhan ng ngưng 39 4. Hypothesis 4 Testing ÑesuÏt.
TH Hi HH Bi 39 Chapter 5: DISCUSSION 40 5.1 Main Findings and Implications for Research.ăs⁄ Sen nỈnHHỊnHnHH H14 H1 403 E14 p8 nAeA tra 42 53.3 Area offurther Research.----- các c4 “4n ng Hành gang 43 3. SH HH HH HH 011 04061213136 43 KT. 47 REFERENCES 48 APPENDIX A 50 Page 4 of 56 LIST OF FIGURES AND TABLE Table 1: Introduction Company - Source: www.com ----------------------------- 11 Table 2: The KPI Bonouns 15 Table 3: Research Model 27 Table 4: Reliability statistics 34 Table 5: Reliability statics standard literature 34 Table 6: Descriptive statistics 35 Table 7: Correlations 36 Table 8: Model Summary 37 Table 9: Coefficients a 37 Table 10: Coefficients a (H1) 37 Table 11: Coefficients a (H2) 38 Table 12: Coefficients a (H3) 39 Table 13: Coefficients a (H4) 39 Page 5 of 54 ABSTRACT This study examined the factors impact on Job Satisfaction at On Semiconductor Viet Nam. Data was collected through the use of standardized questionnaires.
Questionnaires were given personally to 350 employees in On Semiconductor; there were 309 questionnaires returning, in which 309 completely responses were used for the statistical analysis. The collected data were computed and analyzed through factor analysis, Cronbach’s alpha, descriptive statistics, correlation, and multiple regression analysis. Result: The results supported the hypothesis that work — related expectancies, Role Justice, and supervisory support have significant relationship with employee’s job satisfaction. Conclusion: The findings in this study would help managers of On Semiconductor to put forward strategies that improve employee’s Job Sactifaction through 4 factors in key words.
Keywords: Job satisfaction, Work — related Expectancies, Developmental Experiences, Role Justice, Supervisory Support. Page 6 of 54 Chapter 1: INTRODUCTION The main responsibity of management is to guide the employees and to observe their work. Developing countries have a huge natural and human resources but due to improper management, economic progress is less. Management is a group activity of human strength and material things.
Managers are not the administrator but agents of changes. The work of management is to maintain good condition so that employees can work together to achieve common goal with efficiency. Now- a-days, there is no sector in which services of employees are not taken. When their work is so important, their Job Satisfaction is also very important point to be considered.
Therefore, the researcher wants to look inside the Job Satisfaction level of employees of On Semiconductor. On Semiconductor occupies a key place in the Viet Nam economy in terms of employment and investment. Over the years, On Semiconductor have grown both in number and size and spread to most of the vital sectors of the economy. They were conceived as powerful tools in the process of economic development.
On Semiconductors are expected to fulfill the social as well as economic obligation to ensure all round development of the economy. But un- fortunately, due to many reasons most of the time many On Semiconductor are not able to fulfill the promises for which On Semiconductor have been established. 11 Motivation of the study and Importance of Satisfaction In any organization, 5Ms are very important, i. Men, Machine, Money, Method and Materials.
When organization is using excellent machine, material and has good potential market, using good methods but doesn‘t have well trained, prompt, and qualified men power. Then, its business will not thrive. Nowadays every organization is giving importance to their men power (human resource). If organization is having good, clever and trained human resource, then chances of the organization failure are decrease, without good human resource all resources cannot be operated effectively.
Andrew Carnegie defines the importance of men power in organization so, if people are very important in management, their behaviour is also getting more important in organization. “—"4 7 RROD NESE EAE MEO Nee a te pm An Mn SRE HT RE RE Page 7 of $4 In today‘s scenario management cannot ignore the human behaviour. Management must consider, their needs, their expectations from organisation. If workers satisfied with the organisation, they work effectively.
If organisation is fail to create job satisfaction it may be suffer many problem from employees like regularly absent on job venue, they may change the job anywhere, negative publicity of organization, improper work etc. For the success of any organization job satisfaction is of vital importance. The employees who are satisfied are the biggest assets to an organization where as the dissatisfied employees are the biggest liabilities. The organization cannot where as the dissatisfied employees are the biggest liabilities, the organization cannot achieve its goals and targets unless its workforce who constitutes the organization is satisfied with its job.
Job satisfaction plays an important role for the happiness and prosperity of the individuals and the organization that has employed them. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity, the quantity and quality of output per hour worked, seems to be a by product of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent.
However, studies dating back to Herzberg's (1957) have shown at least low - correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Improved job satisfaction in the work place will reduce social problems. The creative aspect of achieving satisfaction will reduce if not overcome boredom and monotony in work, physical strain and mental stress. The benefits to an organization will also include a lower absenteeism rate and lower staff turn- over.
These translate into lower losses, less late-coming, fewer grievances and more effective cost control. Satisfied team members are generally more committed to the work place success than those who do not find job satisfaction. Page 8 of 54 A satisfied team member is more likely to perform well cheerfuliy than other employees. Harter, Schmidt and Hayes studied on the job satisfaction sentiments and employee engagement.
The researchers found positive and substantive correlations between employee satisfaction engagement and the business unit outcomes of productivity, profit, employee turnover, employee accidents, and customer satisfaction Rajgopal studied the relationship between satisfaction and productivity of textile mills workers belonging to high and low productive mills. The results showed high productive mill workers compared to their counterparts in low productive mills to be significantly more satisfied with five of the seven aspect excluding job and coworkers. From those above analysic, job satisfaction is very importance for organization. Therefore, they were motivation for researcher to conduct this research 1.2 Significance of the study Each and every research may be useful for someone.
This study will be helpful in many ways. This study will be helpful to the educators to know about the Job Satisfaction of the On Semiconductor’s employees. Board of managers can identify the Job Satisfaction of employees through this research. The study will be helpful to the On Semiconductor for the improvement of their employees.
In the age of Globalization, Privatization and Liberalization. The study would help to improve the efficiency and working skills of the all employees of the On Semiconductor. The study will be helpful to increase the knowledge and will give proper guideline to the researcher who is interested to make additions to the subject of commerce and psychology. Educated society will know about the situation of employees of On Semiconductor and their Job Satisfaction.
13 Purpose of the study The purpose of the current study are to investigate the impact of Work — Related Expectancies, Developmental Experiences, Role Justice, and Supervisory Support of On Semiconductor employee’s job satisfaction.4 Question of the study This study addresses some points follow: _How are the impact of Work — Related Expectancies on On Semiconductor employee job satisfaction? _How are the impact of Developmental Experiences on On Semiconductor employee job satisfaction? _How are the impact of Role Justice on On Semiconductor employee job satisfaction?