Investigating the job satisfaction at Phuc Dat Company Assignment Number: One Weight: 75% Assignment Length: Student Name: Le Tan Dat Email: letandat2ocd@bolton.uk Intake: Student ID: 2124760 Supervisor: Shanthi Rajan Date of Submission: May 2023 Declaration I, Le Tan Dat, affirm that my research work entitled "Investigating the job satisfaction at Phuc Dat Company" is original and has not been plagiarized. This topic is the outcome of my sincere effort to conduct research during my academic program at Bolton University. While writing this article, I cited and referred to various sources with proper attribution under the supervision of my teacher, Shanthi Rajan. In the event of any issue, I take full responsibility for my work.
Ho Chi Minh city, May 1st 2023 Declared by Le Tan Dat 1 Acknowledgment I am grateful for the significant support, direction, and encouragement that I have received from my teachers and friends during the course of this research project. I wish to extend my sincere appreciation to my supervisor, Mrs. Shanthi Rajan, for her insightful advice, constructive feedback, and constant availability to assist me with shaping and refining my study. Additionally, I want to express my thanks to all of the teachers in the foreign language department whose lectures over the past four years have provided me with the necessary knowledge and skills to complete this paper.
Author Le Tan Dat Abstract The purpose of this dissertation is to examine job satisfaction at Phuc Dat Company, a real estate firm located in Vietnam. The study investigates various factors that impact employee job satisfaction, including pay and benefits, job characteristics, relationships at work, recognition, work environment, and opportunities for growth and development. The study employs a mono-method research design that utilizes quantitative surveys, and the collected data is analyzed using statistical techniques such as regression analysis and thematic analysis. The study's results offer insight into the level of job satisfaction among Phuc Dat Company employees, as well as the factors that either enhance or diminish their satisfaction.
The study concludes by providing recommendations to the company on how to improve employee job satisfaction, which can lead to increased productivity and a more positive organizational culture. 2 Table of content Table of content. 3 List of Table. 5 List of Figures .1 THE BACKGROUND OF THE RESEARCH .2 THE OVERVIEW OF PHUC DAT COMPANY .5 THE STRUCTURE OF THE DISSERTATION.
8 Chapter 2: Literature review:. Descriptive of Satisfactiontion:. Identifying factors through related studies. Factors affecting job satisfaction.
Relationship at work. Pays and Benefits. Opportunities for growth and development. 16 CHAPTER 3: RESEARCH METHODOLOGY.
Method of Analysis. 23 CHAPTER 4: Finding & Analysis. Descriptive statistics of the samples. 29 CHAPTER 5: Conclusion & Recommendation.
Summary of the results. 47 4 List of table Table 1. 34 5 List of Figures Figure 1: .THE BACKGROUND OF THE RESEARCH Many previous investigations have indicated the important role of job satisfaction in enhancing employee motivation, productivity, and well-being (Judge et al. In the real estate sector, job satisfaction has been shown to afect productivity and retention, making it crucial for companies to understand the factors that contribute to it.
However, despite its strong reputation, little is known about the satisfaction level at work and the factors that impact it among employees at Phuc Dat Company, a real estate firm in Vietnam. To address this gap, this investigation aims to investigate the level of job satisfaction and identify the factors that contribute to it among Phuc Dat Company employees, using a mono- method approach involving focus groups and surveys. The data collected will be analyzed using statistical analysis methods to derive insights into the factors that influence job satisfaction in the real estate industry. The study's findings could offer valuable visions into the causes that impact job satisfaction among real estate employees and assist Phuc Dat Company in devising tactics to increase worker job satisfaction and prooductivity.
Furthermore, this research could contribute to the existing literature on job satisfaction and offer guidance for other organizations seeking to enhance job satisfaction among their employees.THE OVERVIEW OF PHUC DAT COMPANY Phuc Dat Company was established in 2006, after many years of participating in the real estate market, so far the company has achieved many achievements in projects in the real estate sector such as Phuc Dat connect building, Phuc Dat gold city, Phuc Dat Urban, Phuc Dat commercial house area, Phuc Dat adjacent townhouse, … and many other projects in the future, more importantly, the company always considers human resources as a key factor to develop the company. The company always offers attractive support policies and benefits when recruiting personnel. However, real estate is a field that requires many standards and creativity, so the company is interested in human resource development on a yearly, quarterly, and monthly basis through recruitment and training plans based on human resource strategy: Recruiting - hiring - keeping - developing human resources With the vision: "Projects and products are born that leave an impression and inculcate trust with customers. With a team of dynamic and creative staff, responsibility, and reputation, the company is constantly growing, affirming its leading position in the fields of business activities." Job satisfaction is closely linked to human resource management, as it plays a vital role in employee motivation, retention, and productivity.
According to Herzberg's Two-Factor Theory, job satisfaction is determined by both hygiene factors, such as salary, benefits, and working conditions, and motivators, such as recognition, achievement, and career advancement (Alshmemri et al. Human resource management is responsible for 7 providing employees with adequate hygiene factors, which can prevent job dissatisfaction, as well as providing opportunities for motivators, which can enhance job satisfaction. 122 L Street, TTHC, Nhi Dong 2 Quarter, Di An Ward, Di An City, Binh Duong Province Hotline: 0274.888 SDT : 0329 66 25 25 Mail: phucdat207@gmail.com Web: phucdat.vn Picture 1: Logo of Phuc Dat Company 1.Research Objectives: To identify the factors that contribute to job satisfaction at Phuc Dat Company. To determine the level of job satisfaction among employees at Phuc Dat Company.
To provide recommendations for improving job satisfaction at Phuc Dat Company.Research Questions: What are the factors that contribute to job satisfaction at Phuc Dat Company? What is the level of job satisfaction among employees at Phuc Dat Company? What recommendations can be made to improve job satisfaction at Phuc Dat Company? 1.THE STRUCTURE OF THE DISSERTATION The following dissertation is structured into five chapters, each with a specific focus on the research topic. Each chapter presents different contents as follows: Chapter 1: Introduction 8 Chapter 2: Literature Review Chapter 3: Methodology Chapter 4: Findings and Analysis Chapter 5: Conclusions and Recommendations 9 CHAPTER 2: LITERATURE REVIEW: Happiness at work is a significant aspect that may impact organizational productivity, interest, and dedication, eventually resulting in improved employee performance. Job satisfaction can affect the amount of productivity, energy, and dedication that individuals have to one‘s jobs. An unhappy job could result in staff emotional exhaustion, disenchantment, and a reduction in the standard of work created.
As a result, it is essential that we look into the relationship between employee output and job satisfaction with the goal of boosting employee productivity. Therefore, the relationship between employee productivity and job satisfaction is very important, when employees are happy and show their joy being at the workplace, they can improve their performance. This investigation is expected to figure out what factors affect job satisfaction. Phuc Dat company can establish a better working environment that improves employee job satisfaction, while always enhancing employee performance and overall growth of the organization.
Descriptive of Satisfactiontion: Job satisfaction is a multidimensional and intricate notion that concerns an individual's feelings and perceptions regarding their job. It encompasses a range of attitudes, from extreme happiness to dissatisfaction, including feelings towards colleagues, superiors, subordinates, compensation, and type of work, as noted by (George et al. The significance of job satisfaction in promoting employee well-being, motivation, and productivity is well-established in the literature, as it has been found to have a direct link to personal happiness and work performance, as well as to the achievement of other goals (Kaliski, 2007). However, the specific relationship between motivation and job happiness is still unclear, and job happiness is more of an attitude or psychological state that can be linked to a subjective sense of achievement, whether quantitative or qualitative, as pointed out by (Mullins, 2005).
Identifying factors through related studies Study on job satisfaction has showed extensively in various industries, including real estate. Studies have shown that job satisfaction is a important element in the success of an association, as it can influence employee engagement, productivity, and turnover rates. Kaur's study in 2012 used a questionnaire survey to assess the relative importance of various factors in job happiness. The study used mean values to rank the factors, with lower values indicating greater importance.
The results showed that work environment and relationships with colleagues were ranked as the second and fifth most important factors, respectively, out of a total of 12. This study highlights the significance of the work surroundings and interactions with coworkers in shaping job satisfaction. A positive work environment is crucial for enhancing job satisfaction, while a negative one can lead to dissatisfaction, stress, and high turnover rates. Various factors such as the physical environment, organizational culture, connections with colleagues and supervisors, self-rule, and workload can all affect job satisfaction.
For instance, poorly lit or noisy workspaces, negative or toxic organizational cultures, conflicts, and poor communication with colleagues and supervisors can all result in 10 dissatisfaction and decreased motivation. Conversely, a positive work environment that values employee well-being, fosters a positive culture, provides autonomy and control over work, and offers reasonable workloads can lead to higher job satisfaction. When employees feel supported, valued, and connected to their colleagues and supervisors, they are more likely to enjoy their work and remain engaged. It is necessary for companies to prioritize creating a positive environment at work and nurturing positive relationships between employees and supervisors to enhance job satisfaction.
In turn, this can lead to increased motivation and commitment among employees, which can benefit organizational outcomes. Barbara's study in 2014 identified work environment, opportunities for growth and development, recognition, relationship with coworkers and superiors, and job characteristics as crucial factors contributing to job pleasure. A positive work environment that fosters healthy relationships among coworkers and superiors is essential for enhancing job satisfaction. Moreover, recognition of employees' efforts and contributions promotes a sense of value plus belonging, leads to increased job satisfaction and commitment to the organization.
Opportunities for growth and development are crucial for employee engagement and commitment, especially among female respondents in specialist and administrator positions. Finally, job characteristics such as independence, task variety, and importance also contribute to job satisfaction. Job characteristics, such as the nature of work, level of autonomy, and variety of tasks, were found to be ranked as the second least important factor influencing job satisfaction. However, different industries may have varying importance on factors such as autonomy, job security, compensation, organizational culture, and leadership style.
Kalleberg's research in 1977 suggests that the factors that contribute to job satisfaction can differ between industries, depending on work values and rewards. Understanding industry-specific job satisfaction factors is crucial as it can vary from one industry to another. Therefore, the author wants to investigate by selecting the second least important factor that impacts job satisfaction. Growth and development opportunities were found to be the third least important factor in determining job satisfaction in terms of the mean value.
However, Glisson and James' study in 2002 showed that job satisfaction factors in healthcare organizations were different from other industries, with autonomy, social support, and feedback being important factors. So this factor is chosen by the author to study.