RESEARCH PROJECT (BMBR5103) JOB SATISFACTION AT FUMAKILLA VIETNAM COMPANY STUDENT’S FULL NAME : CAO THI XUAN STUDENT ID : CGSVN00015814 INTAKE : MARCH 2015 ADVISOR’S NAME & TITLE : DR. KHAI NGUYEN Ho Chi Minh City, July 2016 ADVISOR’S ASSESSMENT .………………………………………………………………………………………………………… NGUYEN THE KHAI (DBA) ACKNOWLEDGMENT Firstly, I would like to express my sincere gratitude to my advisor NGUYEN THE KHAI (DBA) for his support to my research, for his patience, motivation, and immense knowledge. His guidance helped me during the time of research and writing of this thesis. Besides my advisor, I would like to thank my classmate, friends who gave me valuable ideas, comments, shared information and knowledge, supported me to complete this research.
My sincere thanks also go to Fumakilla Vietnam Company and my colleagues that provided me an opportunity to conduct the survey. Without this support it would not be possible to conduct this research. Finally, I must express my very profound gratitude to my parents, my husband and my son for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis. This accomplishment would not have been possible without them.
Cao Thi Xuan CONTENTS ABSTRACT 1 CHAPTER I INTRODUCTION 2 I About Fumakilla Vietnam 2 1 Company Overview 2 2 Products 3 3 Philosophy, Mission and Principles 4 4 Contact 6 II Organization structure 6 III Research problem statement 7 IV Research objective 7 V Research scope 8 CHAPTER II LITERATURE REVIEW 9 I Definition of Constructs 9 1 Overall Job Satisfaction 9 2 Pay Satisfaction 10 3 Satisfaction with My Supervisor 10 4 Work Control 10 5 Justice in Performance Appraisal 11 II Argument for the relationship among the constructs 11 1 X theory and Y theory 11 2 Maslow’s theory 14 3 Alderfer’s ERG theory 16 4 McClelland’s theory 18 5 Herzberg’s two-factor theory 19 III Hypotheses 21 IV Research model 22 CHAPTER III RESEARCH METHODOLOGY 23 I Data collection 23 1 Design template scale 23 2 Data collection progress 29 II Data analysis 30 CHAPTER IV RESULTS 31 I Cronbach’s Alpha 31 1 Cronbach’s Alpha standard applied 31 2 Cronbach’s Alpha of constructs 32 II Statistics information 33 1 Descriptive statistics 33 2 Correlation statistics 34 III Hypotheses testing 35 CHAPTER V CONCLUSIONS 38 I Discussion 38 II Limitation of research 38 III Recommendation 39 REFERENCES 40 APPENDIX 43 Appendix 1: Survey 43 Appendix 2: Presentation 50 FIGURE & TABLE FIGURE Figure 1 Maslow's hierarchy of needs 15 Figure 2 Alderfer’s ERG theory 17 Figure 3 McClelland’s theory 18 Figure 4 Herzberg’s two-factor theory 20 Figure 5 Hackman and Oldham's Job Characteristics 22 TABLE Table 1 Pay Satisfaction 24 Table 2 Satisfaction with My Supervisor 25 Table 3 Work Control 26 Table 4 Justice in Performance Appraisal 27 Table 5 Job Satisfaction 28 Table 6 Time table 29 Table 7 Cronbach’s Alpha - Internal Consistency 31 Table 8 Cronbach’s Alpha of Pay Satisfaction 32 Table 9 Cronbach’s Alpha of Satisfaction with My Supervisor 32 Table 10 Cronbach’s Alpha of Work Control 32 Table 11 Cronbach’s Alpha of Justice in Performance Appraisal 33 Table 12 Cronbach’s Alpha of Job Satisfaction 33 Table 13 Descriptive statistics 34 Table 14 Correlation statistics 35 Table 15 Model summary 36 Table 16 Coefficients 36 Business Research Methods (BMBR5103) P a g e 1 / 53 ABSTRACT The purpose of this research aims to find the factors influence to the Job Satisfaction of employees working at Fumakilla Vietnam Company. The result identifies constructs affect to Job Satisfaction, such as: Pay Satisfaction, Satisfaction with My Supervisor, Work Control and Justice in Performance Appraisal and result also point out the relationship of these constructs to Job Satisfaction. This research was conducted by quantitative method with source data is surveys carried out at Fumakilla Vietnam Company to collect information of employees about job satisfaction. The result of this research will help Board of Directors have some reference information to improve Human Resource management system, motivate employees in company, create an effective work environment and optimize human resource benefit for Fumakilla Vietnam Company.
Key words: Job Satisfaction, Pay Satisfaction, Satisfaction with My Supervisor, Work Control, Justice in Performance Appraisal, Fumakilla Vietnam. Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 2 / 53 CHAPTER I: INTRODUCTION I. About Fumakilla Vietnam 1. Company Overview Fumakilla Vietnam Company is originated by Technopia Vietnam Pte.
manufactures and markets household pesticides and insecticides. The company is based in Bien Hoa, Vietnam. As of July 30, 2009, Technopia Vietnam Pte. operates as a subsidiary of Texchem Resources Bhd.
In 2012, Technopia Vietnam Pte.,Ltd was transferred to Fumakilla Japan Group under new company name Fumakilla Vietnam Pte. Fumakilla Asia Group of Companies: - Fumakilla Asia Sdn Bhn - Fumakilla Malaysia Berhad - Fumakilla Vietnam Pte., Ltd - Fumakilla Thailand Ltd - Myanmar Texcorp Limited Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 3 / 53 2. Products Manufactures household pesticides and insecticides products under JUMBO VAPE brand, such as: Mosquito coils Aerosol insecticide Liquid vaporizer Mat vaporizer Market included Vietnam market under JUMBO VAPE brand and export to Korea, Malaysia, Thailand, Indonesia, Myanmar, Haiti, Madagascar, and Cambodia. Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 4 / 53 3.
Philosophy, Missions and Principles Fumakilla Group Management Philosophy Protect people’s lives. Protect people’s living. Protect the environment that nurtures people. We are committed to creating a society in which people around the world can live securely and comfortably.
Mission Fumakilla Group will challenge any hardship in a joyful and positive way with passion and aim to be “an inspirational company that earns the respect of people around the world.” Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 5 / 53 Principles Five Values 1. Value our shareholders We are committed to sound management aiming at stable, long-term growth and make every effort to improve our corporate value. We also disclose information on corporate activities in a prompt and accurate manner to enhance management transparency. Value users of our products In order to ensure comfortable and secure living, we see things from the users’ standpoint, make every effort to create new values and deliver high-quality products.
Value our customers We contribute to improving the sales of our customers by not only delivering our products but also making proposals for sales promotion and providing product information. Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 6 / 53 4. Value our suppliers We respect our suppliers as equal partners, build trustful relations and aim at mutual development. We also comply with laws, rules and regulations in the procurement of products and services and conduct fair trade.
Value our employees We make every effort to improve the working environment, respect the personality and individuality of each of our employees and evaluate their competence and accomplishments fairly. Contact Legal name: FUMAKILLA VIETNAM PTE., LTD Address of Factory: No. 7, Road 15A, Bien Hoa Industrial Zone II, Bien Hoa City, Dong Nai Province, Vietnam Tel: +84 613836499 Fax: +84 613836498 II. Organization structure Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 7 / 53 III.
Research problem statement Over 22 years in household insecticide products but until 2014, JUMBO VAPE brand has become No.1 in Vietnam insecticide products market. It is a progress improving continuously of Fumakilla Vietnam Company. And Fumakilla Vietnam Company realizes that Human Resource is a key that contributes to company success. Thus, company is aggressively developing and growing human resource, especially from the selection of right people and find the way how to keep talent employees, retain talents, especially how to retain keys people who plays a key role in the company.
Nowadays, as the competition labour resource, recruitment and retention good people are becoming big issue not only for Fumakilla Vietnam but also for almost enterprises Acknowledge of this problem, Board of Director of Fumakilla Vietnam Company realized that need to define the factors affect to Job Satisfaction of employees. Based on that, Fumakilla Vietnam will have a reasonable human resource strategy to effort to effectiveness operation of company to maintain the No.1 position in Vietnam and extend to other countries.Research objectives This purpose of this research is way to find the factors influence to the Job Satisfaction of employees working at Fumakilla Vietnam Company. My research will focus 3 main factors: Firstly: search related information and define Job Satisfaction Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 8 / 53 Secondly: design research model and test related factors and influence to construct Job Satisfaction. Thirdly: discussing and proposing recommendation to improve the effectiveness at Fumakilla Vietnam Company.
Research scope The scope of research is for the entire employees at Fumakilla Vietnam, includes: General Manager, Senior Managers, managers, subordinate and employees working at Fumakilla Vietnam, it does not include: General Directors, Deputy General Director and employees are under probation period or in maturity leave. The survey scope is within 350 employees of Fumakilla Vietnam. Contents of this research are only including factors influencing to Job Satisfaction at Fumakilla Vietnam, it does not have intention of re-structuring, changing and replacing the employees. This survey was conducted from 15 June to 15 July 2016.
Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 9 / 53 CHAPTER II: LITERATURE REVIEW I. Definition of Constructs: 1. Overall Job Satisfaction: This measure was developed by Taylor and Bowers (1974) as part of a survey of organizations questionnaire. The measure assesses job satisfaction by combining employee responses to single items that describe the degree of employee satisfaction with the work, co-workers, supervision, promotion opportunities, pay, progress, and the organization to assess overall job satisfaction.
It includes 7 items. The concept of job satisfaction has been developed in many ways by many different researchers and practitioners. One of the most widely used definitions in organizational research is that of Locke (1976), who defines job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences”. Others have defined it as simply how content an individual is with his or her job; whether he or she likes the job or not.
It is assessed at both the global level or at the facet level. A more recent definition of the concept of job satisfaction is from Hulin and Judge (2003), who have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive (evaluative), affective (or emotional), and behavioral components. Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Cao Thi Xuan (ID: 15814) Business Research Methods (BMBR5103) P a g e 10 / 53 2.
Pay Satisfaction It was developed by Heneman and Schwab (1985). It uses four subscales to measure satisfaction with pay level, amount of last raise, benefits, and pay structure/administration. The subscales can also be combined into a composite measure for overall pay satisfaction. It includes 18 items.
Satisfaction with My Supervisor This measure was developed by Scarpello and Vandenberg (1987), describes an employee’s satisfaction with his or her immediate supervisor. It includes 18 items. Supervisor always affect the employees, subordinates. The impact is reflected in the treatment, support, reward, motivate, encourage and support.
Satisfaction with their supervisor is increasing, the working efficiency of organizations increasing. Work Control This measure, developed by Dwyer and Ganster (1991), describes the extent to which workers perceive they have control over numerous aspects of their work environment. These aspects include control over the variety of tasks performed, the order of task performance, the pace of tasks, task scheduling, task procedures, and arrangement of the physical layout/environment. It includes 22 items.