There are significant relationship between working condition and the employee’s
job satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is β = 0.172; β = 0.105; β = 0.206 (corresponding to).
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.754; Mean = 4.101; Mean = 3.826 (corresponding to)
(Appendix I, II, III)
So, mean score of satisfaction about this factor is higher than gerenal job satisfaction
of general employees in this company. This is also the best predictor of job satisfaction of
both general employeesand indirect employeess. Consequently, the corporation shoud focus
on this factor. This result is consistent with results of qualitative research of the author. When
researcher asked employees that “Which is your attention in your work”, almost employee
said that they concern about working condition, safety equipment, insurance. The criteria
about “ Clearn and comfortable work place” have the lowest mean score (3.6076) (appendix
I). Because of characteristics of wood industry, the employee have to work in working
conditions which have much noise, dust, obsolete machine, so, that have more influence to
employee‟s health. So, the corporation should improve working condition, such as: investing
more modern machines that can reduce dust, good safety equipment
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equal.
The results of Levene test showed that p value = 0.417 (> 0.05), so , H0 is accepted
that variance of 2 groups is equal. It means that variance of job satisfaction are not difference
between male and female.
Table 4. 42 Results of One-Way Anova test of “sex”
Independent Samples Test
Levene's Test for Equality of
Variances t-test for Equality of Means
F Sig. t df
Sig.
(2-tailed)
Mean
Difference
Std. Error
Difference
95%
Confidence
Interval of the
Difference
Lower Upper
JS Equal
variances
assumed
.660 .417 -.107 365 .915 -.00615 .05772 -.1196 .1073
Equal
variances
not assumed
-.106 338.6 .916 -.00615 .05795 -.1201 .1078
ANOVA
JS
Sum of
Squares df
Mean
Square F Sig.
Between
Groups
.003 1 .003 .011 .915
Within Groups 109.908 365 .301
Total 109.911 366
81
Results of One-Way Anova test (in the table) showed that “sex” have p value = 0.915
(>0.05), so, there are no difference between male and female in job satisfaction. So , H0 is
accepted.
4.5.2 Difference of job satisfaction follow “Age groups”.
The results of Levene test showed that p value = 0.000 (>0.05), so , H0 is rejected that
variance of 2 groups is equal. It means that variance of job satisfaction are difference
between different age groups.
Table 4. 43 Results of One-Way Anova test of “Age groups”
JS
Levene
Statistic df1 df2 Sig.
6.706 3 363 .000
ANOVA
JS
Sum of
Squares df
Mean
Square F Sig.
Between
Groups
2.996 3 .999 3.391 .018
Within Groups 106.915 363 .295
Total 109.911 366
Results of One-Way Anova test (in the table) showed that “age groups” have p value =
0.018 (< 0.05), so, there are difference between different age groups.
Next, Bonferroni test on Post Hoc was performed to determinate specific difference.
Results of Bonferroni test showed that there are significant difference between 26-35 group
and 36-45 group in job satisfaction (p = 0.009).
Table 4. 44 Result of Bonferroni test of “Age groups”
Multiple Comparisons
Bonferroni
(I) AGE (J) AGE
Mean
Difference (I-J)
Std.
Error Sig.
95% Confidence
Interval
Lower
Bound
Upper
Bound
18-25 26-35 .07420 .31598 1.000 -.9124 .7640
36-45 .13200 .31732 1.000 -.7098 .9738
46-60 .00317 .31998 1.000 -.8457 .8520
26-35 18-25 .07420 .31598 1.000 -.7640 .9124
36-45 .20620
*
.06466 .009 .0347 .3777
46-60 .07737 .07663 1.000 -.1259 .2806
82
.36-45 18-25 -.13200 .31732 1.000 -.9738 .7098
26-35 -.20620
*
.06466 .009 -.3777 -.0347
46-60 -.12883 .08201 .702 -.3464 .0887
46-60 18-25 -.00317 .31998 1.000 -.8520 .8457
26-35 -.07737 .07663 1.000 -.2806 .1259
36-45 .12883 .08201 .702 -.0887 .3464
*. The mean difference is significant at the 0.05 level.
4.5.3 Difference of satisfaction follow “marital status”.
The results of Levene test showed that p value = 0.417 (>0.05), so , H0 is accepted
that variance of 2 groups is equal. It means that variance of job satisfaction are not difference
between married and single.
Table 4. 45 Results of One-Way Anova test of “marital status”
Independent Samples Test
Levene's Test for Equality of
Variances t-test for Equality of Means
F Sig. t df
Sig.
(2-tailed)
Mean
Differenc
e
Std. Error
Difference
95% Confidence
Interval of the
Difference
Lower Upper
JS Equal variances
assumed
.012 .914 -.205 365 .838 -.01575 .07694 -.1670 .1355
Equal variances
not assumed
-.201 84.0 .841 -.01575 .07848 -.1718 .1403
ANOVA
JS
Sum of
Squares df
Mean
Square F Sig.
Between
Groups
.013 1 .013 .042 .838
Within Groups 109.899 365 .301
Total 109.911 366
Results of One-Way Anova test (in the table)showed that “marital status” have p value
= 0.915 (>0.05), so, there are no difference between married and single in job satisfaction.
4.5.4 Difference of satisfaction follow “education”.
The results of Levene test showed that p value = 0.000 (>0.05), so , H0 is rejected that
variance of 2 groups is equal. It means that variance of job satisfaction are difference
between different education groups
83
Table 4. 46 Results of One-Way Anova test of “education”
Test of Homogeneity of Variances
JS
Levene
Statistic df1 df2 Sig.
6.499 3 363 .000
ANOVA
JS
Sum of
Squares df
Mean
Square F Sig.
Between
Groups
2.890 3 .963 3.268 .021
Within Groups 107.021 363 .295
Total 109.911 366
Results of One-Way Anova test (in the table)showed that “age groups” have p value =
0.021 (< 0.05), so, there are difference between different education groups.
Next, Bonferroni test on Post Hoc was performed to determinate specific difference.
Results of Bonferroni test showed that there are significant difference between “graduated and
postgraduated” group and “technical worker” group in job satisfaction.
Table 4. 47 Result of Bonferroni test of “education”
Multiple Comparisons
Bonferroni
(I)
EDUCATION
(J) EDUCATION
Mean
Difference
(I-J) Std. Error Sig.
95% Confidence
Interval
Lower
Bound
Upper
Bound
graduated and
postgraduated
Unskilled worker -.26421 .13451 .302 -.6210 .0926
Colleage -.14199 .07257 .307 -.3345 .0505
Technical worker -.17792 .06965 .046 -.3627 .0068
Unskilled
worker
graduated and postgraduated .26421 .13451 .302 -.0926 .6210
Colleage .12222 .14118 1.000 -.2523 .4967
Technical worker .08629 .13970 1.000 -.2843 .4569
Colleage graduated and postgraduated .14199 .07257 .307 -.0505 .3345
Unskilled worker -.12222 .14118 1.000 -.4967 .2523
Technical worker -.03593 .08178 1.000 -.2529 .1810
Technical
worker
graduated and postgraduated .17792 .06965 .046 -.0068 .3627
Unskilled worker -.08629 .13970 1.000 -.4569 .2843
84
Multiple Comparisons
Bonferroni
(I)
EDUCATION
(J) EDUCATION
Mean
Difference
(I-J) Std. Error Sig.
95% Confidence
Interval
Lower
Bound
Upper
Bound
graduated and
postgraduated
Unskilled worker -.26421 .13451 .302 -.6210 .0926
Colleage -.14199 .07257 .307 -.3345 .0505
Technical worker -.17792 .06965 .046 -.3627 .0068
Unskilled
worker
graduated and postgraduated .26421 .13451 .302 -.0926 .6210
Colleage .12222 .14118 1.000 -.2523 .4967
Technical worker .08629 .13970 1.000 -.2843 .4569
Colleage graduated and postgraduated .14199 .07257 .307 -.0505 .3345
Unskilled worker -.12222 .14118 1.000 -.4967 .2523
Technical worker -.03593 .08178 1.000 -.2529 .1810
Technical
worker
graduated and postgraduated .17792 .06965 .046 -.0068 .3627
Unskilled worker -.08629 .13970 1.000 -.4569 .2843
Colleage .03593 .08178 1.000 -.1810 .2529
85
CHARTER V
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary of Findings
5.1.1 Results of multiple regression analysis for general employees (n = 367)
The multiple regression analysisdeterminated that job satisfication of general
employees at Thai Nguyen Iron and Steel Corporation include 7 factors: Opportunity for
advancement β = .118; Financial reward: β = .101; Supervisors: β =.144; Working conditions:
β =.206; Co-worker β = .162; Salary: β =.143; Nature of work β =.147.
JS = 0.118*OFA+ 0.101* FR + 0.144* SU + 0.206* WC+ 0.162* CoW + 0.143* SA + 0.147* NW
So: Working condition was best predictor of job satisfication of general employees.
Working condition (β‟=0. 206)
5.1.2 Results of multiple regression analysis for direct employees (n = 290)
The multiple regression analysisdeterminated that job satisfication of direct
employees at Thai Nguyen Iron and Steel Corporation include 7 factors: Opportunity for
advancement β = .131; Financial reward: β = .140; Supervisors: β = .144; Working condition:
β =.172; Co-workers β = .107; Salary: β = .167; Nature of work β = .150
JS = 0.131*OFA + 0.140*FR + 0.144*SU + 0. 172*WC + 0.107*CoW + 0.167*SA + 0.150*NW
So: Working condition was best predictor of job satisfication of direct employees .
Working condition β = .172
5.1.3 Results of multiple regression analysis for indirect employees (n =77)
The multiple regression analysisdeterminated that job satisfication of indirect
employeessat Thai Nguyen Iron and Steel Corporation include 7 factors: Opportunity for
advancement β = .213; Financial reward: β = .175; Supervisors: β = .106; Working condition:
β =.105; Co-workers β = .129; Salary: β = .201; Nature of work β =.171.
JS = 0. 213*OFA + 0.175*FR + 0.106*SU + 0.105 *WC + 0.129*CoW + 0.201*SA + 0.171*NW
So: Opportunity for advancement was best predictor of job satisfication of indirect
employees. Opportunity for advancement β = .213
86
Table 5. 1 Coefficients three multiple regression
Factors
General employee Direct employee Indirect employees
β Rank β Rank β Rank
Opportunity for
advancement
0.118 6 0.131 6 0.213 1
Financial
Reward
0.101 7 0.140 5 0.175 3
Supervisors 0.144 4 0.144 4 0.106 6
Working
condition
0.206 1 0.172 1 0.105 7
Co-workers 0.162 2 0107 7 0.129 5
Salary 0.143 5 0.167 2 0.201 2
Natural of work 0.147 3 0.150 3 0.171 4
Result of regression so that seven hypotheses are rejected. So there are significant
relationship between employee‟s perceptions of components of job like nature of work,
salary, supervisors, co-worker, opportunity for advancement, working condition, financial
reward and the employee‟s job satisfaction in TISCO.
5.1.4 Mean score of Job Satisfaction of employees
- Mean score of job satisfaction of direct employees: 3.550
- Mean score of job satisfaction of indirect employeess: 4.398
- Mean score of job satisfaction of general employees: 3.728
So: Mean score of job satisfaction of indirect employees are higher than direct employees.
5.1.5. Results of Independent t-test and One-Way Anova analysis to examine difference in
satisfaction according to individual characteristics
- According to gender: There are not a difference between male and female employees
in job satisfaction.
- According to marital status: There are not a difference between married and single
employees in job satisfaction.
- According to age group: There are a difference in job satisfaction at different age
groups.
- According to education level: There are a difference in job satisfaction at different
education. Results of Bonferroni analysis showed that there are significant difference
between “graduated and after graduated”group and “technical worker” group in job
satisfaction.
87
5.2. Conclusions
The findings showed in previous part have many theoretical and practical
implications. This section summarizes all these implications.
Firstly, the findings of this study are different from the previous studies about job
satisfaction among employees. The research determined the job satisfaction level in both
direct-employees and indirect-employees.
Secondly, this dissertation develops a model and empirically tests their applicability in
delivery of pass grassroots level. This study has tested the scales about the job satisfaction and
components of job. It points out that there are 7 components when considering a job. To be
compared with the previous studies, the factors and impact levels on the satisfaction of
employees have some differences. Thus, we can conclude that the comment by employees is
different due to different sectors.
Thirdly, this study objects to understand how employee satisfaction with their job in
TISCO is determined. Even when the satisfaction of employees is medium level and high,
some other aspects of job which are scored low or workers are not satisfied.
Fourthly, the research also shows that whether or not the differences in the satisfaction
of employee according to their personal characteristics. The concern about the relationship
between employee‟s perceptions of components of job like nature of work, salary,
supervisors, co-worker, opportunity for advancement, working condition, financial reward
and the employee‟s job satisfaction in TISCO. We also need to learn about the influence of
these factors as an important part in the future improving the satisfaction of the employees.
This trend requires the operational capacity of administrator and manager in TISCO and
worker knowledge.
Fifthly, and finally, this thesis supply helpful information for TISCO can based on to
set up the polices and plans so as to enhance the satisfaction of the employee about their job.
Although. The latter approach generally takes the form of employee‟s satisfaction surveys or
other relevant survey data measuring quality of job or work performance by worker. Thus, the
findings from the survey at TISCO have practical significance when the TISCO has made
reform for a long time.
5.3 Recommendation
Mean score of job satisfaction of general employeesis 3.728, that is moderate.So, the
corporation should perform many solutions to increase job satisfaction of employees. Mean
score of job satisfaction of direct employeesis 3.550 and mean score of job satisfaction of
direct employeesis 4.398. So, the corporation should focus to increase job satisfaction of
88
direct employeesbecause their job satisfaction is low. Specially, in the factors that influence
on job satisfaction, the administrator should be focus on solute “working conditions” factors
of employees group first, after that solute “Advancement” of indirect employeess. Because
there are two factors that is best predictors of job satisfaction of those groups.
If the employees have job satisfaction, they will work more effectively and more
long-term commitment to the corporation. The results of multiple regression analysis of
employees and indirect employeessshowed seven factors are together influence to job
satisfaction that include: Satisfaction of salary, nature of work, Co-workers, Supervisors,
Financial reward, working conditions, advancement and traning opportunity, job performance
evaluation. So, in this part, there are some specific solution to increase job satisfaction for
both employees and indirect employees of Thai Nguyen Iron and Steel Corporation:
(1) “Working condition” factor
There are significant relationship between working condition and the employee’s
job satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is β = 0.172; β = 0.105; β = 0.206 (corresponding to).
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.754; Mean = 4.101; Mean = 3.826 (corresponding to)
(Appendix I, II, III)
So, mean score of satisfaction about this factor is higher than gerenal job satisfaction
of general employees in this company. This is also the best predictor of job satisfaction of
both general employeesand indirect employeess. Consequently, the corporation shoud focus
on this factor. This result is consistent with results of qualitative research of the author. When
researcher asked employees that “Which is your attention in your work”, almost employee
said that they concern about working condition, safety equipment, insurance. The criteria
about “ Clearn and comfortable work place” have the lowest mean score (3.6076) (appendix
I). Because of characteristics of wood industry, the employee have to work in working
conditions which have much noise, dust, obsolete machine, so, that have more influence to
employee‟s health. So, the corporation should improve working condition, such as: investing
more modern machines that can reduce dust, good safety equipment. The corporation also
should pay attention to safety work palace, theguideline to use machines, fire protection
equipments to prevent conflagration. The corporation should concern about work time,
overtime restriction, 8 hours working to help employee both work on time and care their
family. If, the company can satisfy good working condition, they can improve satisfaction and
long-term commitment.
89
(2) “Co-workers” factor
There are significant relationship between co-worker and the employee’s job
satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.107; β = 0.129; β = 0.162 (corresponding to)
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.993; Mean = 4.080; Mean = 4.012 (corresponding to)
(Appendix I, II, III)
So, mean score of satisfaction about this factor is higher than gerenal job satisfaction
of general employees in this company . This is the 7
th
effective predictor of satisfaction of
direct employeesand the 5
th
effective predictor of satisfaction of indirect employeess. The
criteria “Your Co-workers well coordinate in work” have the low mean score (Appendix I).
So, the company should help employees to improve their relationshiop by regularly perform
overtime activities such as: fitness, sport, cultural festival, travelto employees have
opportunity exchanging, being open and friendly, then, employees can more understand their
Co-workers and can well coordinate with their Co-workers in work. In addition, the duty
assignation must be clear, explicit, public to avoid internal disunity in the corporation.
(3) “Nature of work” factor (β=0.147).
There are significant relationship between nature of work and the employee’s job
satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.150; β = 0.171; β = 0.147(corresponding to).
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.561; Mean = 3.924; Mean = 3,674 (corresponding to)
(Appendix I, II, III)
So, mean score of satisfaction about this factor is lower than gerenal job satisfaction of
general employees in this company but is still moderate level. This is the 3rd effective
predictor of job satisfaction of direct employeesand the 4
th
effective predictor of job
satisfaction of indirect employeess. The criteria “Your work is creative” have mean score
3.5259 and “Your work have many challenges ” have lowest mean score 3.4441(Appendix I) .
So these two criteria should be further improved compared with the other criteria of the nature
of work factor. The criteria “Your work have many challenges ” have mean score 3.4441.
Consequently, to resolve this issue, administrators of company should help employees have
more understanding about their work by introducing common and special activities of
company and relation of each department and responsibilities of each department. So that,
90
the employees can imagine and do their job well. If the employees clearly understand about
their work, they will be more satisfied. In addition, the recruitment division of the company
also should study and explore capacity as well as a strength of each employee to assign the
appropriate work. This helps employees can prove all their potential in working position.
Therefore, posting recruitment must clearly describe the position as well as the necessary
skills for that position.
(4) “Supervisors” factors
There are significant relationship between supervisors and the employee’s job
satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.144; β = 0.106; β = 0. 144 (corresponding to).
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.663; Mean = 3.952; Mean = 3.723 (corresponding to)
(Appendix I, II, III)
The mean score of satisfaction about this factor is similar to gerenal job satisfaction of
general employees in this company. This is the 4th effective predictor of job satisfaction of
direct employeesand the 6
th
effective predictor of job satisfaction of indirect employeess. The
results of descriptive statistics showed that, the satisfaction level about “Supervisors” factors
is moderate. So, Supervisors need listening opinion of employees as well as enabling workers
to easily communicate and exchange more and more. Thus, the Supervisors need create good
relationship with employees, and giving them the closeness in the communication and
exchanging. This can be done around the time outside working hours as the meeting, parties,
or it can be done within the hour as the time slot. Along with concerning, the Supervisors
must deal fairly with general employees, respect competent person, encourage them to
participate in the creation of jobs, and proposed good plan.
(5) “Salary” factor
There are significant relationship between salary and the employee’s job
satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.167; β = 0.201; β = 0.143. (corresponding to)
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.537; Mean = 3.980; Mean = 3.630 (corresponding to)
(Appendix I, II, III)
So, mean score of satisfaction about this factor is lower than gerenal job satisfaction
of general employees in this company but is still moderate level. This is the 2nd effective
91
predictor of job satisfaction of both direct employeesand indirect employeess. About salary,
the important issue, which the administrators of company have todo, is making fair
distribution in salary and to create good salary policy. Because this is a factor which have the
lowest mean score 3.4986. The company need to reference, compare the salary of employees
in their company with a salary of employees in other companies in same industrial zone,
appreciate position, ability, and role of each employee, to determinate appropriate salary for
each employee and ensure fair distribution of income. In addition, the company seeks to make
employees aware that their salary are fairly paid. To do this, the company should provide job
descriptions for each specific position to help employees find the position, role and their
contribution to the company. Thus, the employees will feel that their salary are fairly paid.
(6) “Opportunity for advancement” factor
There are significant relationship between opportunity for advancement and the
employee’s job satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.131; β = 0. 213; β = 0.118 (corresponding to).
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.444; Mean = 3.937; Mean = 3.5470 (corresponding to)
(Appendix I, II, III)
The mean score of satisfaction about this factor is lower than gerenal job satisfaction
of general employees in this company. This is the 6th effective predictor of job satisfaction
of direct employeesand the best effective predictor of job satisfaction of indirect employeess.
The criteria “You have many Opportunity for advancement when you work in this company ”
have the lowest mean score 3.2398 (Appendix I). Almost employees is unskilled employees,
so, to do the job, the employees are required to undergo training, the training process can be
done by the management employee, team Supervisorss or workers who had longtime work.
Therefore, the company will have to focus on the process of training for new workers i and
even longtime employeess to enhance the knowledge and skills of wood industry to be
suitable with the development of the company and the demands from the society. The training
not only focus on skills training, work processes but also should include training in
management skills, communication skills, problem solving, ... to better equip employees skills
both technical and life skills. The company should regularly organize training courses short-
term or long-term about knowledge of wood industry knowledge, in addition to organize the
presentations about the knowledge of life skills to help workers complete tasks and equip
them with the necessat knowledge for advancement. Almost employees is unskilled
employees, so they are little interested in advancement. The most of indirect employeessand
92
manager are more interested in advancement. Therefore, the company should have a clear and
justice advancement policy for general employees. They will see that: if they well done and
have good capacity, the company will facilitate for advancement, arrangement for head and
manager must be based on the capacity of each individual.
(7) “Financial reward” factor
There are significant relationship between financial reward and the employee’s job
satisfaction in TISCO.
The predictive ability of this factor to direct employees , indirect employees and
general employees is: β = 0.140; β = 0.175; β = 0.101 (corresponding to)
Mean score of job satisfaction in this factor of direct employees , indirect employees
and general employees is: Mean = 3.712; Mean = 4,113; Mean = 3.796 (corresponding to)
(Appendix I, II, III)
The mean score of satisfaction about this factor is higher than gerenal job satisfaction
of general employees in this company. The criteria “The Financial reward policy of
company express concerning to employees ” have the lowest mean score 3.773. Thus, the
company should concern Financial reward policy to express thoughtful attention to
employees. Full compliance policies on social insurance, health insurance, unemployment
insurance, implement regimes for employees such as maternity Financial rewards, holiday.
Trade Union should pay more attention to employees as: Happy wedding, visited ailments,
accidents, condolences to families funeral workers, ... One thing to note is that for the meal of
employees should be improved health of employees. Financial rewards policy is an important
factor in protecting the rights of employees, better Financial reward policy will contribute to
improving the employee‟s job satisfaction, when employees feel their rights is ensured,they
will increase the level of satisfaction and more engaged with the company.
93
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100
APPENDICES
Descriptive Statistics
Natural of work
N Minimum Maximum Mean
Std.
Deviation
3. current job is challenge 367 1.00 5.00 3.5259 .74200
4. your choice in current job 367 1.00 5.00 3.4441 .89718
5. your skills in current job 367 1.00 5.00 3.7084 .70479
6. your job is convenient 367 1.00 5.00 3.7657 .68920
7. your current is appropriate 367 2.00 5.00 3.8638 .63845
8. current job is challenge 367 1.00 5.00 3.7411 .75460
Valid N (listwise) 367
Mean : 3.674
Descriptive Statistics
Salary
N Minimum Maximum Mean
Std.
Deviation
2.Salary from company is clear and
fair
367 1.00 5.00 3.4986 .83919
3.Salary was paid in full and on time 367 1.00 5.00 3.8501 .72194
4.Bonus policy is fair and satisfactory 367 1.00 5.00 3.5150 .84877
5.The company allowance is
reasonable
367 1.00 5.00 3.6567 .68700
Valid N (listwise) 367
Mean: 3.630
101
Descriptive Statistics
Opportunity for advancement
N Minimum Maximum Mean
Std.
Deviation
1.Your skills can meet the job
requirements
367 1.00 5.00 3.7466 .67231
2.You have the opportunity to be
trained and to improve knowledge
367 1.00 5.00 3.5777 .78500
3.Company give a chance for you to
be trained and improve knowledge
367 1.00 5.00 3.6213 .81374
4.You have a lot of chance of
advancement when you work at here
367 1.00 5.00 3.2398 .90067
5.Company has a fair policy to train
employees
367 .30 5.00 3.2842 .87567
6.The company gives the process,
specific instructions for every
employee
367 2.00 5.00 3.8147 .62594
Valid N (listwise) 367
Mean: 3.5470
102
Descriptive Statistics
Supervisors
N Minimum Maximum Mean
Std.
Deviation
1.Supervisor cares about you 367 1.00 5.00 3.6730 .69887
2.Supervisor listen to your opinions 367 1.00 5.00 3.6376 .74070
3.Supervisor gives good suggestions 367 1.00 5.00 3.7847 .64443
4.You easily communicate and
interface with your supervisor
367 1.00 5.00 3.7929 .69789
5.you receive equally treatment from
supervisor
367 1.00 5.00 3.6485 .70837
6.Supervisor iscapabilities 367 1.00 5.00 3.8065 .69200
Valid N (listwise) 367
Mean: 3.723
Descriptive Statistics
Co-workers
N Minimum Maximum Mean
Std.
Deviation
1.Co-worker is willing to help you 367 2.00 5.00 4.0163 .43073
2.Co-worker is friendly 367 2.00 5.00 4.0518 .44970
3.You can learn from your co-
workers
367 2.00 5.00 4.0218 .52746
4.Co-worker coordinates with you
well
367 2.00 5.00 3.9591 .60143
Valid N (listwise) 367
Mean: 4.012
103
Descriptive Statistics
Working condition
N Minimum Maximum Mean
Std.
Deviation
1.Personal protect equipment was
provided
367 1.00 5.00 3.9183 .67659
2.Workplace is sate 367 1.00 5.00 3.8501 .68703
3.Workplace is clear and convenient 367 1.00 5.00 3.6076 .82565
4.You are satisfy with the work-time 367 2.00 5.00 3.9319 .49394
Valid N (listwise) 367
Mean: 3.826
Descriptive Statistics
Financial reward
N Minimum Maximum Mean
Std.
Deviation
2.Trade union has a good policy 367 1.00 5.00 3.8474 .64752
3.Welfare of company is clear and
adequate
367 1.00 5.00 3.7684 .63010
4.Welfare policy of the company
expressed the consideration of
company to employees
367 1.00 5.00 3.7738 .62775
Valid N (listwise) 367
Mean: 3.796
104
QUESTIONNAIRE
This questionnaire is designed to collect data for the purpose of completing the
doctor thesis. All the information will be kept confidently. Please, kindly fill in the
questions bellows:
Part I: Personal information of the respondents
1.Full name: - Gender: Male Female
2. Age: 18- 25 26- 35
36- 45 45- 60
3. Marital status: Single Married
4. Working areas: ......................................................................................................
5. Work position:
Worker Office employee Manager
6. Length of employment:
less than 5 years 6-10
11-15 Over 16 years
7. . Educational level:
Graduate or higher Vocational/ college education
High school Primary school
8. Coefficients salary: Coefficient positions.. Allowance:.(đ)
- Income per month (million VND):):
Below 3 mil 5.1 to 8 mil
3.1 to 5 mil Over 8 mil
105
Part II: Evaluation
Please read the following statements and check () in the blank that best indicates
the extent of your agreement or disagreement
1 2 3 4 5
Strongly disagree Disagree Moderate Agree Strongly agree
Natural of work 1 2 3 4 5
1. You understand clearly current job.
2. Your current job is simple or easy
3. Your current job is creative
4. Your current job is challenge.
5. You may decide to work some issues in their abilities
6. You can use a lot of different skills at work.
7. The work that you are doing matches with your
capabilities
8. The work that you are doing is appropriate
Salary 1 2 3 4 5
1 The salary that you get from TISCO commensurate with
the your capacity and contribution
2. The salary that you get from TISCO is clear and fair
3. The salary that you get from TISCO was paid in full and
on time
4. Bonus policy is fair and satisfactory
5. The company allowance is reasonable
Opportunity for advancement 1 2 3 4 5
1. The skills that you was trained can meet the job
requirements
2. You may have the opportunity to be trained and to
improve knowledge
3. Company always give a chance for you to be trained and
improve knowledge
4. You may have a lot of chance of advancement when you
work at here
5. Company has a fair policy to train employees
106
6. The company gives the process, specific instructions for
every employee
Supervisor 1 2 3 4 5
1. Supervisor cares about you
2. Supervisor listen to your opinions
3. Supervisor gives good suggestions
4. You easily communicate and interface with your
supervisor
5. You receive equally treatment from supervisor
6. Supervisor is capable of executive
Co-worker 1 2 3 4 5
1. Co-worker is willing to help you
2. Co-worker is friendly and generous
3. You may learn experiences from your co-workers
4. Co-worker coordinates with you well
5. Your co-worker is reliable
Working condition 1 2 3 4 5
1. Personal protect equipment that was provided to you is
adequate
2. Workplace is sate
3. Workplace is clear and convenient
4. You satisfied with the work-time
Financial Reward 1 2 3 4 5
1. Companies implements all of insurances for employees
2. Trade union always cares and support you when you
face with some problems
3. Welfare of company is clear and adequate
4. Welfare policy of the company expressed the
consideration of company to employees
Job satisfaction of employees 1 2 3 4 5
1. You satisfied with current job
2. You satisfied with current salary
107
3. You satisfied with current opportunity for advancement
4. You satisfied with current supervisor
5. You satisfied withco-worker
6 You satisfied with current working condition
7. You satisfied with current financial reward
8. You totally satisfied with current job
Thank you very much for your great cooperation!