1 SIGNIFICANT OF RESEARCH The purpose of this study is to investigate factors affecting job satisfaction of telecom engineers in Ho Chi Minh City and also to examine differences in job satisfaction based on demographic variables such as gender, age, degree and years of working. Data was collected by mailing to all telecom engineers who work at Mobiphone, Vinaphone, S-Fone, Nokia-Siemens, Huawei, Ericsson and other companies of the information industry in Ho Chi Minh City. The process of research will include two main steps: the pilot research and the main research. The pilot research will be qualitative by making deep interview with ten senior engineers in order to check the content, meaning of words using in the measurement scales and create the main questionnaire that would be used in the main research.
Then the main research is quantitative with 244 via email to get data. The Cronbach’s Alpha is used to measure reliability, the Exploratory Factor Analysis attempts to indentify underlying variables and regression analysis is used to test the research model and hypotheses. The results confirm that firstly, telecom engineers in Ho Chi Minh City were generally satisfied with their jobs. Secondly, no significant differences in job satisfaction were found in some aspects of gender, age, degree, years of working and types of business.
Finally, factors such as income, training and promotion, supervisor, co-workers, job characteristics, working condition and benefits are positively related to job satisfaction of telecom engineers.Of the six impacting factors, income is the most influential in job satisfaction of these engineers. This study also provides some explanations to the question why some telecom engineers are more satisfied with their jobs than others. Thereby, this study will contribute to improving the quality of their work lives. TIEU LUAN MOI download : skknchat@gmail.com MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY PHAN THANH TUNG FACTORS IMPACT JOB SATISFACTION OF TELECOM ENGINEERS IN HO CHI MINH CITY MAJOR: BUSINESS ADMINISTRATION MAJOR CODE: 60.05 MASTER OF BUSINESS ADMINISTRATION THESIS SUPERVISOR: DR.
DINH CONG KHAI HO CHI MINH CITY - 2011 TIEU LUAN MOI download : skknchat@gmail.com MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY PHAN THANH TUNG FACTORS IMPACT JOB SATISFACTION OF TELECOM ENGINEERS IN HO CHI MINH CITY MAJOR: BUSINESS ADMINISTRATION MAJOR CODE: 60.05 MASTER OF BUSINESS ADMINISTRATION THESIS SUPERVISOR: DR. DINH CONG KHAI HO CHI MINH CITY - 2011 TIEU LUAN MOI download : skknchat@gmail.com 1 ACKOWLEDGEMENT I would like to express my special thanks and gratitude to my supervisor, Dinh Cong Khai, for his keen interest and guidance which lead to the pursuit of this research. His suggestions, encouragement and understanding are greatly appreciated. I would like to thank many of my colleagues at Mobiphone Company, Vinaphone Company, S-Fone Company, Nokia-Siemens Company, Huawei Company, Ericsson Company and other companies of the industry who helped me during the collection of the data.
I would like to express my sincere gratitude to all of my teachers at Faculty of Business Administration, University of Economics Ho Chi Minh City for their teachings and guidance during my MBA course. I would like to especially express my thanks to all of my classmates, my friends for their support and encouragement. Ho Chi Minh City, 2011-12-02 Phan Thanh Tung TIEU LUAN MOI download : skknchat@gmail.com 2 ABSTRACT The purpose of this study is to investigate factors affecting job satisfaction of telecom engineers in Ho Chi Minh City and also to examine differences in job satisfaction based on demographic variables such as gender, age, degree and years of working. Data was collected by mailing to all telecom engineers who work at Mobiphone, Vinaphone, S-Fone, Nokia-Siemens, Huawei, Ericsson and other companies of the information industry in Ho Chi Minh City.
The process of research will include two main steps: the pilot research and the main research. The pilot research will be qualitative by making deep interview with ten senior engineers in order to check the content, meaning of words using in the measurement scales and create the main questionnaire that would be used in the main research. Then the main research is quantitative with 244 via email to get data. The Cronbach’s Alpha is used to measure reliability, the Exploratory Factor Analysis attempts to indentify underlying variables and regression analysis is used to test the research model and hypotheses.
The results confirm that firstly, telecom engineers in Ho Chi Minh City were generally satisfied with their jobs. Secondly, no significant differences in job satisfaction were found in some aspects of gender, age, degree, years of working and types of business. Finally, factors such as income, training and promotion, supervisor, co-workers, job characteristics, working condition and benefits are positively related to job satisfaction of telecom engineers.Of the six impacting factors, income is the most influential in job satisfaction of these engineers. This study also provides some explanations to the question why some telecom engineers are more satisfied with their jobs than others.
Thereby, this study will contribute to improving the quality of their work lives. Key words: income, promotion, supervisor, co-workers, job characteristics, working condition and benefit, job satisfaction. ii TIEU LUAN MOI download : skknchat@gmail.com 3 CONTENT ACKOWLEDGEMENT. iii List of Tables.
v List of Figures. vi CHAPTER 1: INTRODUCTION .5 Scope of the research. 4 CHAPTER 2: LITERATURE REVIEW .1 Job satisfaction definitions .2 Determinants of job satisfaction.3 Related documentation and researches on job satisfaction in IT sector .4 Measurement of job satisfaction .5 Theoretical model and hypotheses. 19 CHAPTER 3: RESEARCH METHODOLOGY AND RESEARCH MODEL.
25 CHAPTER 4: RESEARCH RESULT AND FINDING .1 Descriptive statistics of sample .2 The construct measurement scale. 28 iii TIEU LUAN MOI download : skknchat@gmail.3 Verification the different level of satisfaction in personal characteristics. 36 CHAPTER 5: RESULTS AND RECOMMENDATIONS .3 Limitations of this study and recommendations for future research. 41 APENDIX 1: Data analysis.
43 APENDIX 2: The original questions. 47 iv TIEU LUAN MOI download : skknchat@gmail.com 4 List of Tables Table 4.1: Demographic Statistics of the Respondents ………………………….4: Rotated Component Matrixa ……………………………………….5: Mean, Standard Deviation and Correlation Coefficient …………….6: Summary output of Regression Analysis ………………………….7: Summary output of Regression Analysis after remove two factors….8: Personal characteristics and job satisfaction ………………………….9: Conclusion about the hypotheses …………………………………….36 v TIEU LUAN MOI download : skknchat@gmail.com 5 List of Figures Figure 3.1: The Research Process ……………………………………………….22 Figure 4-1: Result of multiple linear regression …………………………………36 vi TIEU LUAN MOI download : skknchat@gmail.com 1 CHAPTER 1: INTRODUCTION 1.1 Background According to the Information Technology (IT) Retention Report prepared by Predictive Systems (Http://www.com), the cost of losing a trained employee to a competitor is at least $200,000. In order to maintain competitive advantage, it is critical that organizations increase their efforts to retain their IT employees. Previous evidence suggests that people change their jobs for several reasons that are not always related to compensation.
For example, a survey of young engineers in EE Times Salary and Opinion Survey found that most engineers who changed their jobs are dissatisfied with their previous career development (Http://www. They would rather take a pay cut to work for an interesting and career enabling position. Thus, overall job satisfaction of IT professionals is a significant issue to be studied in order to better understand the retention and development of IT professionals within the firm. Employees with higher job satisfaction care about the quality of their work, more commit to the organization, have higher retention rates and are more productive (Irvine and Evans, 1995; McMurtrey, 2002; McNeese, 1997).
In contrast, low job satisfaction can lead to poor job performance, higher employee turnover and low employee morale. The information and communication technology industry is growing worldwide, penetrating all sectors and services. Therefore, organizations are formulating different formulas and mechanisms to provide a competitive and challenging working environment to attract the best human resources around the globe. Vietnam's telecom market was worth $10 billion USD in 2010.
Its teledensity is at 81.41 per 100 people, meaning that Vietnam's telecom industry is expected to grow. Between 2005 and 2010, the country's telecom sector grew 47.8 percent each year. In the last 3 years, Vietnam’s mobile phone market has boomed, exceeding the economy’s 8% average growth rate. It is predicted by Wireless Asia that Vietnam will have 80 million mobile users by 2011, growing at a rate of 270% from 2007’ level.
The International Telecommunication Union has also named TIEU LUAN MOI download : skknchat@gmail.com Vietnam as the world's second fastest growing telecom market after China. 60 percent of Viet Nam’s population is under 30 years old, and this group has a high literacy rate of 96 percent. These factors have contributed Vietnam being included among the world's top 20 destinations for software outsourcing and information technology services. Even with the rapid growth in the Information and Technology Industry (ICT) sector, Vietnam still faces some serious challenges.
These struggles are highlighted below: Vietnam's IT industry is hardware-focused, largely due to widespread software piracy, and the lack of effective intellectual property protection in the country. The Business Software Alliance puts Vietnam's software piracy rate last year at 90 percent. According to experts, Vietnamese companies gain greater awareness of the need for security. The market needs to be educated on the importance of security and availability.
The sense of technical discipline is not as good as it should be. Human resources and management skills still remains a big problem. Human resource training in the country is weak, both in quantity and quality, and far below what is required by Western standards. Human resource development should be established to help IT workers master new technology and conduct research and development activities.
Viet Nam, unlike much of the Southeast Asia countries has good access to venture capital but capitalization of many IT companies in Vietnam is limited. It is important to note that employers in this tight labor market have been suffering from high turnover rates and difficulties in employee recruitment, retention, and retraining. Furthermore, the global competition has led to a case of “brain drain”, whereby countries are losing their most skilled professionals to other countries. In that context, the brain drain scenario has been significant in the IT sector in Viet Nam, whereby the majority of skilled employees have been seeking jobs abroad aiming for higher pay and more opportunities for training and development.
So telecom companies could address working conditions, attract candidates, provide incentives for long term employment for effective engineers, and enhance organizational effectiveness. For this reason, it is necessary to conduct research related to telecom engineers’ job satisfaction in Ho Chi Minh City such as the impact of income, training and 2 TIEU LUAN MOI download : skknchat@gmail.com promotion, working condition, job characteristic, supervisor, co-workers and benefits on telecom engineer’s job satisfaction to provide evidence of the relationship between these factors. In summary, companies are concentrating on how to improve their training quality to catch up with the labor market demand. In Viet Nam, there are not many researches on job satisfaction in IT industry, especially in telecom industry about engineers’ quality and other related factors such as income, promotion, working condition, supervisor, job characteristics, colleagues and benefits.
Meanwhile, this study will provide basic information about telecom engineers’ job satisfaction, which can be very useful for building strategies to stimulate engineer’s working effectiveness.2 Research questions Question 1: What factors impact telecom engineer’ job satisfaction? Question 2: Are there differences in job satisfaction in groups with different personal characteristics such as gender, age, degrees and years of working of the respondents? 1.3 Research objectives Base on the research questions, this study was implemented to identify the store image drivers of consumer loyalty to achieve the following objectives Explores the impact of factors such as income, supervisor, co-workers, training and promotion, job characteristics, working conditions, benefits on job satisfaction.