Determinants of organizational pride of staffs in telecommunic ation companies in vietnam

MINISTRY OF EDUCATION AND TRAININGUNIVERSITY OF ECONOMICS HOCHIMINH CITY ---Đặng Minh Hải DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN TELECOMMUNICATION COMPANIES IN VIETNAM Major:

MINISTRY OF EDUCATION AND TRAINING

UNIVERSITY OF ECONOMICS HOCHIMINH CITY

-Đặng Minh Hải

DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN

TELECOMMUNICATION COMPANIES IN VIETNAM

MASTER THESIS

Ho Chi Minh City, 2011

MINISTRY OF EDUCATION AND TRAINING

UNIVERSITY OF ECONOMICS HOCHIMINH CITY

-Đặng Minh Hải

DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN

TELECOMMUNICATION COMPANIES IN VIETNAM

Major: Business Administration

Code: 60.34.05

MASTER THESIS

Supervisor: Nguyễn Thị Mai Trang

Ho Chi Minh City, 2011

Secondly, I would like to thank Dr Nguyen Dinh Tho, HCMCUniversity of Economics and Dr Tran Kim Dung, although theywere not my direct guide but they had given me many wonderfuladvices for my dissertation.

Thirdly, I would like to thank Dr Tran Ha Minh Quan, he is myhead teacher, whenever I have seen the difficulties he alwaysencourages and supports me

Fourthly, I would like to thank all of my colleagues in EVNTelecom and my wonderful friends in FPT, and VTC They havesupported me to collect data Especially, I would like to thank anAmerican friend that his name is Jered who has helped me tofind the research materials and edited mistakes in writingEnglish for me Beside I also would like to thank Mr Lai The Hung,

he is CEO of EVN Telecom Transmission center and to be my boss

Finally, I would like to thank my supportive wife and daughter.They have given me support, love and encouragement while Iwas working on this dissertation Without them, I would not havecompleted my dissertation

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Last word, I again thank all of the people whom I just mentionedabove, and I would like to try to make all my thanks, mygratitude in a way of helping others whenever I can

Ho Chi Minh City, 28 August,

2011 Dang Minh Hai

ABSTRACT

Objectives: Studies continue to show that the role of job

satisfaction in managing effective work relationship Beside jobsatisfaction factor, pride in the organization (organizational pride)

is also an important factor affecting organizational success Thisstudy was designed to examine determinants affecting jobsatisfaction, also organizational pride because job satisfaction isone in three factors effects on pride in the organization Staffsare working in the Telecommunication companies in Vietnam to

be subject of this study

Telecommunication companies in Vietnam including EVN Telecom,FPT Telecom and VTC Telecom were interviewed through thequestionnaire table Multiple regression analysis was used toidentify relationship between independent variables (satisfactionwith nature of work, satisfaction with coworkers, satisfaction withpromotion, satisfaction with supervisor and satisfaction withworking environment) and the dependent variable (organizationalpride)

Results: The results of the study reveal that satisfaction with

supervisor affects most organizational pride level of staffs, thenext is satisfaction with nature of work and the last factor issatisfaction with working environment

Conclusion: This study discusses and give some solutions to

improve human resources policy, attract and retain good staffs…all solutions with the highest target are building the pride ofstaffs in Telcos in Vietnam

TABLE OF CONTENTS

ACKNOWLEDGEMENTS i

ABSTRACT iii

TABLE OF CONTENTS iv

LIST OF FIGURES vi

LIST OF TABLES vii

LIST OF ABBREVIATIONS viii

Chapter 1: INTRODUCTION 1

1.1 Background 1 1.2 Overview of Human resources in Telecommunication industry in Vietnam 2

1.3 Problem statement and rationales 4 1.4 Research objectives 5 1.5 Scope 5 1.6 Research structure 6 Chapter 2: LITERATURE REVIEW 7

2.1 Organizational pride 8 2.2 Determinants of organizational pride 11 2.3 Theoretical model 14 Chapter 3: RESEARCH METHODOLOGY 15

3.1 Research methodology

15

3.2 Developing research methodology

16

3.3 Population and sample

20

Chapter 4: DATA ANALYSIS 22

4.6 Hypotheses testing result34

4.7 Descriptive and ANOVA of individual characteristic factors

Research limitation 52

Future research 53

REFERENCES 54

APPENDICES: A: Vietnamese version questionnaire 57

B: English version questionnaire 59

C: Coding of variables 61

D: Total variance explained table 62

E: Descriptive statistic of independents 63

F: Histogram and scatter plot of regression standardized residual 64

G: Coding of variables of the new factors 65

LIST OF FIGURES

Figure 2.1: The theoretical model 14

Figure 3.1: The research process 15

Figure 4.1: Adjusted measurement model 30

Figure 4.2: Revised model 34

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LIST OF TABLES

Table 3.1: Coding of data 20

Table 4.1: Sample characteristics 22

Table 4.2: Reliability statistic and item total statistic of components 25

Table 4.3: KMO and Bartlett’s test 27

Table 4.4: Rotated component matrix 28

Table 4.5: Coding new factors 31

Table 4.6: Summary of model 31

Table 4.7: Coefficients of independent variables 32

Table 4.8 Results of hypotheses 34

Table 4.9 Descriptive and ANOVA of age 35

Table 4.10 Descriptive and ANOVA of working experience 36

Table 4.11 Descriptive and ANOVA of gross monthly income 36

Table 4.12 Descriptive and ANOVA of marital status 37

Table 4.13 Descriptive and ANOVA of educational level 38

Table 4.14: Level of organizational pride among three Telcos in VN 39

Table 4.15: Means of new factors 40

Table 4.16: Descriptive statistic of dependent variables 41

vii i

organizational commitment, this research indicates that which

determinants affect positively on general satisfaction it alsoaffects positively on organizational commitment in Viet Nam Inaddition, I also have approached the research about the Jobsatisfaction, Job performance, and effort (Christen et al., 2006),this article attempts to clarify ambiguities in the literature aboutthe relationship among effort, Job performance, and Jobsatisfaction It finds a negative, direct effect of effort and apositive, direct effect of job performance on job satisfaction

Indeed, employees who are satisfied with their jobs are morelikely to stay with their employer (USA – A survey report by theSociety for Human Resource Management 2009) According tothese studies, we can see the evidences indicate the relationshipbetween job satisfaction factor with employee behavior But thereare a lot of factors affect employee behavior, one in these isorganizational pride, if we can build pride in the organization wecan keep the good employees (Arnett et al., 2002)

However, in Viet Nam, there is almost not official study about theorganizational pride Viet Nam became a member of WTO in 2007,

we have confirmed to open

the national market for many fields, one in that istelecommunication field The presence of many foreign companies

in Viet Nam in this field and consequence of the global financialcrisis in 2008 have created a high pressure on employee policy

of Viet Nam Telcos because Telecommunication field is the hightechnology sector so an enterprise does business in it needs tocreate an appropriate human resource policy because ofmaintaining and developing employees are a first priority foreach company in this field Telecommunication companies inVietnam try to attract employees of other competitor to be anelement in recruitment strategy, concurrently they attempts tokeep and maintain their employees Within the limitation ofresources, the Telecommunication companies (Telcos) need tobuild pride in the organization, if they can do that they willcreate a stable employee policy with a low cost

The effects of three factors on pride in the organization wereexamined as Job satisfaction, evaluation of managers, andorganization performance (Arnett et al., 2002) This research wasonly designed to examine the relationship between Jobsatisfaction and organizational pride also it indicates thedeterminants effect on them

1.2 Overview of Human resources in

Telecommunication industry in Vietnam

Starting at 1993 with the appearance of VinaPhone, VietnamTelecommunication field has been growing stably During 3 yearsfrom 2003, Vietnam reached the average growing rate was 40%,

it was third after China and India According to the statistic, untilthe end of 2005, the number of people used telecommunicationservices to occupy only 10% per total of Vietnam’s population

It means that,

Vietnam Telecommunication market still has been a largepotential market for the local telecommunication companies andforeign telecommunication companies.

Vietnam officially became a WTO’s member at 11 January 2007

To become a WTO’s member, Vietnam had passed 15 hardnegotiation rounds within 11 years with the Vietnam’s WTOcommitments (Xuân Danh, 2006) This document shows a lot ofcommitments of Vietnam government about goods andservices, and Telecommunication field is one in those At theearly of 2007, there were six mobile providers in Vietnamincludes 3 providers using GSM technology, the rest of providersusing CDMA technology Addition to having 4 providers supplied fixphone service as VNPT, SPT, EVN Telecom and Viettel with many

telecommunication services (VCCI, 2007) Vietnam governmenthas done the telecommunication commitments step by step Theyhave opened the telecommunication market for foreign investors

Telecommunication market There are more many Telecomcompanies to be established as VTC Telecom, CMC Telecom andseveral of Join-stock companies between foreign investors andlocal companies as Hanoi Telecom, Gtel The competition betweentelecommunication companies rise fast, almost Telecom

telecommunication services to compete together Because theprice of telecommunication services has been adjusted downconstantly, however, the business expenditure has been risingbeside the influence of global financial crisis on business activities,

so Telecommunication companies in Vietnam have been facingwith challenges and difficulties much

Vietnam telecommunication field are lacking high skill employees

to work seriously, at present, the Telecommunication companies

in Vietnam often are supported from the foreign telecomcompanies to operate their telecom systems To enhance thecompetition ability of Telecommunication companies in Vietnam,the boards of director of these companies need to have anappropriate recruitment and keeping policies How to recruitgood staffs? ; How to keep good staffs? ; How to enhance thepride of staffs with low expenditure? These questions will beanswered if the managers in Telecommunication companies inVietnam have the knowledge about employee behavior, inside,they can see the terms as Job satisfaction and Organizationalpride This study has been done to help the managers inTelecommunication companies in Vietnam to answer thesequestions above

1.3 Problem statement and Rationales

The results support the proposition that job satisfaction effectspride positively, as evidenced by a [beta] of 41 Employees whowere the most satisfied with their jobs exhibited the most pride

in their organizations Therefore, we suggest that job satisfactioninfluences employee behavior Second, it affects positiveemployee behavior indirectly by encouraging, pride in theorganization, which, in turn, encourages positive employeebehavior (Arnett, Laverie, & McLane, 2002) At Telcos in Viet Nam,building pride on the organization is important mission, especially

in this time when the world economic has just undergone thefinancial crisis The rate of turnover increases

In an effort “Building pride on the organization” to enhanceorganizational pride of employees, there is a need to have deepunderstanding about organizational

pride, determinants effect on Pride Beside it, if employees havebeen satisfied they will exhibit the most pride on theirorganization Understanding these factors are critical forrecommendation for the board of directors in Viet Nam Telcos.

However until recently, there have been a very limited number

of studies on Organizational pride in Viet Nam No academicresearch has explored the key factors affecting pride on theTelcos in Viet Nam

1.4 Research objectives

The overall objective of this study is to examine the effect of fivedeterminants on organizational pride of employees in the VietNam Telecommunication companies, specifically:

1 The impact of satisfaction with nature of work on organizationalpride

2 The impact of satisfaction with supervisor on organizational pride

3 The impact of satisfaction with coworkers on organizational pride

4 The impact of satisfaction with promotion on organizational pride

5 The impact of satisfaction with working environment onorganizational pride

1.5 Scope

This research focuses on examine key factors affectingorganization pride and when the employees feel satisfy they willexhibit their pride on the organization Telecommunication filedwith 3 enterprises including EVN Telecom, FPT Telecom and VTCTelecom had been chosen for this study EVN Telecom is anemerging company, before October, 2010 it is a state – ownedcompany but now it has been equitized with 40% of shares belong

to government, for the rest is held

by individuals FPT Telecom is a stock hold company and VTCTelecom is a company belongs to Viet Nam Ministry of Informationand communications.

1.6 Research structure

The thesis is organized in five chapters Chapter 1 presents theresearch background, the problem statement, rationales,objectives, scope and framework of the research Chapter 2consists of a comprehensive literature review of studies in thepast Based on this literature review a theoretical model isdeveloped, a list of hypotheses is proposed Chapter 3 explainsthe research methodology Data analysis and discussion arepresented in Chapter 4 Chapter 5 summaries the analyticalfindings and draws conclusion

CHAPTER 2: LITERATURE REVIEW

There is an extensive body of research in organizationalpsychology that considers the role of job satisfaction inmanaging effective work relationship Similarly, job satisfaction is

a widely studied construct in marketing research on sales force(Brown & Peterson, 1993), retail store managers (Lusch &Serpkenci, 1990), and services workers (Boyt, Lusch, & Naylor,2001) Beside Job satisfaction factor, Pride in the organization(organizational pride) is also an important factor affectingorganizational success (Jessa, 2010) The effects of threefactors on pride in the organization were examined includingjob satisfaction, evaluation of managers, and organizationalperformance (Arnett, Laverie, & McLane, 2002) The resultssupport the proposition that job satisfaction effects pridepositively, as evidenced by a beta of 41 Employees who werethe most satisfied with their jobs exhibited the most pride intheir organization (Arnett, Laverie, & McLane, 2002)

This chapter will give definition of job satisfaction in terms ofglobal satisfaction as well as dimension satisfaction This chapteralso mentions with theory about Maslow’s hierarchy of needs, theresearch model of Tran Kim Dung (2005) about needs, employeesatisfaction and organizational commitment in the companies inViet Nam Besides, this chapter will focuses on a new factorwhich effecting on employee’s behavior is Organizational pride,concurrently this research confirms that job satisfaction effectingpride positively Employees who were the most satisfied withtheir jobs exhibited the most pride in their organizations (Arnett

et al., 2002) Three Viet Nam Telcos are EVN Telecom, FPTTelecom, and VTC Telecom had been chosen to this study

Employees are expected to conform to company's guidelines andstill push the envelope of innovation If they can't, they are heldstagnant in positions that may frustrate both the employee andtheir seniors Changing these principles can be challenging andwill have to include: Understanding the advantages of culturaldiversity, and Recognizing and appreciating differentcommunication styles.

Discovering the flexibility of behaviors and communications inrelationship to increased production, but there are a lot of factorsaffect employee behavior, one in these is organizational pride (anemotional commitment that stems from respect that employeeshave towards the organization and work; a faith that employeescan collective handle challenges and are accountable forsuccess; a glue that encourages people to deliver more thanexpectations), if we can build pride in the organization we cankeep the good employees (Arnett et al., 2002) In addition, thereare three factors affect Pride in the organization were examined

as Job satisfaction, evaluation of managers, and organizationperformance (Arnett et al., 2002) but in this scope of the thesis,

I only study the influence between Job satisfaction andOrganizational Pride

Job satisfaction can be defined in terms of: global satisfactionand dimension satisfaction.

Global satisfaction: is the feeling of satisfying with something ingeneral as satisfaction in life, in work, in sexual intimacy…Global satisfaction approaches simply asks if the worker issatisfied overall, and it suggests that workers can be dissatisfiedwith facets of the job and still be satisfied with the job ingeneral (Smither, 1994)

Dimension satisfaction: Satisfaction is an example of properdimension The different dimensions are part of a more generalconcept Dimension job satisfaction is included within thedomain of affective orientation towards employment by theorganization (Smither, 1994)

There are extensive publications on job satisfaction and it isone of the most widely discussed issues in the field oforganizational researches over the last four decades Jobsatisfaction is “positive affective orientation towards employment

by the organization” (Price 1997, p.487) Job satisfaction has beendefined and measured both as a global construct, and as aconcept with multiple dimensions or facets Various dimensions, orfacets, of satisfaction are commonly distinguished Nature ofwork, supervision, pay, promotion, and coworkers are widelyused dimensions (these particular dimensions come from theresearch by Smith et al., (1969)) Both approaches areappropriate ways to measure satisfaction Using facets of jobsatisfaction would, however, help managers learn more aboutthe strengths and weaknesses of the organization’s operation,which are appreciated most or least by its employees The multi-dimensional approach has been applied in the research ofSchwepker et al., (1969)

Job satisfaction in this paper: a cluster of evaluative feelings aboutthe job, satisfactory level of staffs working at Telecommunicationcompanies in Vietnam And this research measured satisfactionboth globally and dimensionally In global satisfaction, thisresearch uses the overall job satisfaction or job satisfaction and

in dimension satisfaction, this research uses many componentswhich will be mention as below

Moreover, according to research’s findings of Aldag & Brief(1978), Mark Mendenhall et al., (1995) and Thomas (1981),overall job satisfaction is a linear function of satisfaction withvarious job facets and tentative empirical support was found forthe belief that an operational measure of overall job satisfactioncan be developed by combining satisfaction with specific jobfacets

To attach special importance to encouraging staffs is as satisfyingneeds of staffs These needs are from Maslow’s hierarchy ofneeds, it is often depicted as a pyramid consisting of fivelevels: the four lower levers (which Maslow called “deficiencyneeds” or “D-needs”) are grouped together as being associatedwith physiological needs, while the top level is termed growthneeds associated with psychological needs

According to Smith et al., (1969), dimensions as nature ofwork, supervision, promotion, and coworkers were chosen.Besides, dimensions as pay was chosen by research of (Crossman

& Bassem, 2003) Especially it is the research model of Tran KimDung (2005) with 7 aspects expecting 5 aspects are mentionedabove having two more aspects as benefits and environment

So, job satisfaction is a dependent variable and depends onmany explainable variables as well as components of satisfactionwith nature of work, satisfaction

with prestige and brand name, satisfaction with supervisor,satisfaction with coworkers, satisfaction with job security,satisfaction with pressure, satisfaction with training opportunity,satisfaction with promotion, and satisfaction with salary and socialwelfares…However, in this research I only mention on 5

Telecommunication companies in Viet nam, because othercommon dimensions as benefits, training opportunities, jobsecurity were researched and the effect of these dimensions tojob satisfaction was obvious, also this time almost companiesface with effect on global financial crisis, especially thecompanies in telecommunication field, the board of directors ofthese companies want to find the way to increase the commitment

of staff with the lowest cost

2.2Determinants of Organizational pride

 Satisfaction with Nature of work

As we mentioned above, there are three factors affect Pride inthe organization, and one in three was Job satisfaction (Arnett etal., 2002) also Job satisfaction has been defined and measuredboth as a global construct, and as a concept with multipledimensions or facets Various dimensions, or facets, ofsatisfaction are commonly distinguished with Nature of work,Supervisor, Coworkers, Promotion, and working environment werefive particular dimensions come from the research by Smith et al.,(1969)

Satisfaction with nature of work means enjoyment of the actualtasks themselves This variable is relating the challenge in work,the opportunity for using individual ability, and feeling enjoyable

in work This facet is from many needs of Maslow’s hierarchy ofneeds The highest layer is self-actualization as self-

fulfillment Satisfaction with nature of work also shows fromesteem needs as respect from others, and shows from belongingand love needs as communicative.

Hypothesis H1: Satisfaction with nature of work positively

impacts on organizational pride

 Satisfaction with Supervisor

Satisfaction with supervisor means fairness and competence atmanagerial tasks by one’s supervisor This variable relates toleadership, direct supervisor, believing the leading manner Ifenterprise was believed and has well-leadership the jobsatisfaction was more This dimension was from the need of thethird layer of Maslow’s hierarchy of needs (belonging and loveneeds)

This dimension was very importance because if staffs weresatisfied with all other facets but they were not believed by theirsupervisors or didn’t have good relationship with their supervisors,they would be dispirited and could leave from this company

Hypothesis H2: Satisfaction with supervisor positively impacts

on organizational pride

 Satisfaction with Coworkers

Satisfaction with coworkers means perceived competence andpleasantness of one’s colleagues That relates behavior tocolleague This dimension was also from the need of the thirdlayer of Maslow’s hierarchy of needs (belonging and love needs).Staffs need to feel a sense of belonging and acceptance whichcome from friendship, coworkers who are the friends who staffscould share experience

together On the other hand, the competitive of coworkers wasthe power to encourage improving skill and development.

Hypothesis H3: Satisfaction with coworkers positively impacts on

organizational pride

 Satisfaction with Promotion

Satisfaction with promotion means opportunities and fairness of promotion Promotional opportunity is defined as the movementbetween different status levels within an organization The

employees like promotional opportunity, this dimension was also from the need of the top layer of Maslow’s hierarchy of needs (self-actualization)

Staffs also need to find self-fulfillment and realize one’s potential.According to traditional culture of Vietnam, staffs haveexpectation to promote because of not only increasing salary butalso satisfying honor demand So, this dimension also affected tojob satisfaction of staffs of Viet Nam Telcos

Hypothesis H4: Satisfaction with promotion positively impacts

on organizational pride

 Satisfaction with Working environment

Satisfaction with working environment means security of workincludes environment for work duty or clean, equipment for workgood or bad relates of staffs in the workplace, while doing work.This dimension was also from the need of the second layer ofMaslow’s hierarchy of needs (safety needs)

H1 Satisfaction with nature of Work

H2Satisfaction with supervisor

H3

Organizational pride Satisfaction with coworkers

H4 Satisfaction with promotion

H 5 Satisfaction with working

environment

Hypothesis H5: Satisfaction with working environment positively

impacts on organizational pride

So, the general framework as follow:

Overall job satisfaction = f (Nature of work, Supervisor,Coworkers, Promotion, and Working environment)

Figure 2.1: The theoretical model

Study objective: Determinants on employee satisfaction in

EVN Telecom, FPT, and VTC

Design the questionnaires

Collect data

Process data

Analyze data

Report the results

CHAPTER 3: RESEARCH METHODOLOGY

In the chapter 2, the research gave the general model with 5factors: satisfaction with nature of work, satisfaction withsupervisor, satisfaction with coworkers, satisfaction withpromotion and satisfaction with environment Chapter 3 wasresearch methodology with the workflow of the research; themethods were used in developing the questionnaire, in datacollection and in data processing the sampling

3.1Research methodology

The research included five periods after having study objective:design the questionnaires, collect data, process data, analysisdata and report the results Figure 3.1 shows the workflow of theresearch

Figure 3.1: The research process

3.2Developing research methodology

Firstly, adjustable variables were designed by qualitative analysis for the research, based on previous studies and

discussed to expert

The questionnaire was used for the purpose of measuring, it wastherefore very important To endure the measure ability of thescales as well as the reliability of them were not extremelyessential but to decide the success of failure of the study

The outline of questionnaire was designed:

Original questionnaire – Adjusted – Questionnaires for research

A few of the questions for measuring job satisfaction level

as well as its components are adapted from Minnesota

Satisfaction Questionnaire

Organizational Pride

Research wanted to know how people feel about organization in general which they are doing in the telecom company

The first set of four questions was used to collect data about

organizational pride which adapted from Mowday & Stress (1979); Kalleberg et al., (1996)

(1) I am proud to be working for this company

(2) I talk up this company to my friends as great organization towork for

(3) For me this is the best of all possible companies for which towork

(4) I am proud to talk with people this is the greatest company

Satisfaction with Nature of work

Satisfaction with nature of work was adapted from Schletzer

(1965); Brayfield & Rothe (1951); Minnesota Satisfaction

Questionnaire (short form)

(1) My work has many challenges

(2) My work is interesting

(3) The work enables me to use my individual ability

(4) The work enables me to practice my working method self

Satisfaction with Supervisor

Satisfaction with supervisor was measured by eight following

items was adapted from the research of Penley & Hawkins (1985).

(1) My supervisor encourages me to develop my career

(2) When I have problem in my work, my supervisor is willing to share

(3) My supervisor often asks about my family

(4) When I ask a question, my supervisor dose his best to get me ananswer

(5) My supervisor lets me know about the quality of my work

(6) My supervisor let me know which areas of my performance are weak

(7) My supervisor gives me information on training opportunities.(8) If I have a problem, my supervisor is willing to listen

Satisfaction with Coworkers

Satisfaction with coworkers was measured by four following itemswas adapted from Minnesota Satisfaction Questionnaire (short form)

(1) My coworkers are very friendly

(2) My coworkers and I cooperate to work well

(3) My coworkers often to support together for doing better

(4) My coworkers are at ease and freely

Satisfaction with Environment

Satisfaction with environment was measured by four following items was adapted from Minnesota Satisfaction Questionnaire (short form)

(1) I do not often need to work over time

(2) The working pressure is not high

(3) The company is the safety place for working

(4) Office equipment and working tools are invested well

Satisfaction with Promotion

Satisfaction with promotion was measured by 3 three followingitems was adapted from the research of Iverson & Roy (1994);Minnesota Satisfaction Questionnaire (short form)

(1) If I work well I have opportunity to advance

(2) Advantage policy of the company is fair

(3) I have a lot of opportunities to develop

my carrier The final adjusted questionnaire

includes two parts:

 Part 1: consists of 6 variables as

follow: Organizational pride: 4 item

scale Satisfaction with nature of

work: 4 item scale Satisfaction with

supervisor: 8 item scale Satisfaction

with coworkers: 4 item scale

Satisfaction with environment: 4 item

scale Satisfaction with promotion: 3

item scale

Questionnaires were made up scale ranging (Likert-type) that is from (1) strongly disagree to (7) strongly agree as following:

(1) Strongly disagree, (2) Disagree, (3) Slightly disagree, (4) Undecided, (5) Slightly agree, (6) Agree, (7) Strongly agree

(Appendix A and B for Vietnamese and English version of the

questionnaires were delivered to interview direct to and collecteddirectly from 250 staff in 3 Telcos (EVNT, VTC, and FPT) The missing 41 surveys from the 250 surveys delivered would be

explained by some reasons as follow:

 As the constraint of the study’s deadline, they could not finishand send back the questionnaire to researcher on time (theresearcher delivered the questionnaire directly to each staff andwait to collect it around 1 hour)

 Some staff refused to fulfill the survey because it’s quitesensitive and they afraid of being known by their supervisor

After the questionnaires were completed (delivered and collected),item responses would be summed to create a score for groupitems (scales) to processing data, which included: encoding thedata, inputting the data, and adjusting the data

Coding of variables as following:

Table 3.1: Coding the data

observed variables

Coded

1 Organizational pride 4 Pri1, Pri2, Pri3, Pri4

2 Satisfaction with nature of

work

4 Wo1, Wo2, Wo3, Wo4

3 Satisfaction with supervisor 8 Su1, Su2, Su3,Su4, Su5, Su6,

Su7, Su8

4 Satisfaction with coworkers 4 Co1, Co2, Co3, Co4

5 Satisfaction with environment 4 En1, En2, En3, En4

6 Satisfaction with promotion 3 Pr1, Pr2, Pr3

(See Appendix C for details coding variables)

Then, statistic analysis with SPSS software (17.0) (ComputeStatistic Package for Social Science – version 17.0) was used toanalysis data as assessment of scale reliability of each variable,descriptive statistic analysis, ANNOVA test, EFA (Exploratoryfactor analysis) and multiple regression method to find outmain elements which affected strongly to organizational pride inthree Telco in Vietnam

At last, the results from regression model about determinants onorganizational pride of three Telcos in Vietnam were reported

3.3Population and sample

The research was based on asking 209 staffs in that there are

127 staffs of EVN Telecom, 44 staffs of VTC Telecom, and 39staffs of FPT Telecom The sample was collected in favorableanswers of staffs

Sample target of the present study was 189 based on the rulethat number of responds should be equal number of questionsmultiplied by from five to ten (Total number of questions inthe study’s questionnaire is 27) The present

research had 209 adjectives, larger than 189, so the research wasapproved about number of samples.

Summary

In this chapter, research methodology with 5 steps was given.Moreover, research design was developing with 6 variables (01dependent variable as organizational pride and 5 independentvariables as satisfaction with nature of work, satisfaction withsupervisor, satisfaction with coworkers, satisfaction withenvironment, and satisfaction with promotion Then this chapteralso provided developing the questionnaire, in data collection and

in data processing and the sampling, and the next chapter to beanalysis the collected data

CHAPTER 4: RESULTS & DISCUSSION

This chapter presented the process of analyzing the collecteddata through the questionnaires and details about themeasurement model and results from the measurement model,discussed the result of data processing The statistic analysis bySPSS software (17.0) was used to analysis data withfrequencies of respondents, assessment of scale reliability ofeach variable, EFA (Exploratory factor analysis) and multipleregression method to find out main elements which affectedstrongly to organizational pride in three Telcos in Vietnam.Besides, this chapter also presented Descriptive statistic analysis,ANNOVA test of characteristic to analysis

4.1 Sample characteristics

Details of sample were in below tables:

Table 4.1: Sample characteristics

Characteristics Content Frequenc

university 152 72.7 over university 13 6.2

5 Working experience

under 3 years 82 39.2 from 3 to 5 years 73 34.9 from 6 to 10 years 38 18.2 over 10 years 16 7.7

6 Monthly gross

income

from 2.5 to under 4 millions VND

from 4 to 6 million VND 87 41.6 over 6 million VND 26 12.4

As the result of above table, ratio of the age from 25 years old to

34 years old was 64.6%, was the most popular age in Telcos Thisage was rather young and 10% was from 35 to 44 years old Thatage seem too successful in life in business

The ratio 55.5% of the respondents was female and 44.5% wasmale, we often think that in the telecom companies the number ofmale is higher than the number of female because Telecom is thehigh technical field so now there are more female join into thetechnical fields to be popular tendency

Respondents, who were married, were 56.5% in total samples,and respondents, who were alone, were 43.5% Almost staffs inTelcos wanted to be stable, so, they stabilized in family that wasnaturally

Besides, the ration of staffs have university, was 72.7% They hadhigh education level, but what qualifications they got andexperience or professional degree counted for more thanqualifications The ratio 11% of samples had college level, andratio of samples which had under college level was 7.7%, highschool is 2.4%

with the ratio of staffs have over university is 6.2% identifies thatthe tendency to get higher education level.

Further, the ratio of staffs, who had experienced less than 3 years,was 39.2% and from 3 to 5 years in the Telcos, was 34.9% , andstaffs who had been working for Telcos more than 10 years justonly 7.7% And the ratio of staffs who had been working forTelcos from 6 to 10 years is 18.2% This result shows thatTelecom industry is a new sector

Furthermore, the popular gross income per month of them wasfrom 2.5 VND

2.500.000 to VND 4.000.000 with 45.9% (group 1), this result isappropriate with the real case telecom industry is a new sectorwith there are a lot of young staffs The gross income per month

of them from 4 to 6 million VND has the ratio is 41.6% is similarwith the group 1, and the group has gross income per month over

6 million VND often is leader

It’s proved that staffs in three Telcos were fairly stable on maritalstatus and high education level, and almost had mediumexperience with popular average income per year was from1,800USD to 2,400USD and 2,400USD to 3,600USD

4.2Assessment of scale reliability of components

After collecting, encoding the data as Table No 3.1, andinputting data from samples, the research used SPSSAnalyze\Scale\Reliability Analysis to measure of internalconsistency of construct items in the definition of reliability

Cronbach’s alpha was used to measure how well a set of 27observing variables measured 6 scales The value of Cronbach’salpha for acceptance reliability is

0.65 In some research which value was exploratory in thenature, the value of below 0.7 would also accepted, theCronbach’s alpha of the 6 scales ranged from 0.666 to 0.882 Inthat, organizational pride was dependent variable (Pri) andother were independent variables.

Table 4.2: Reliability statistic and item – total statistic of components

The scale of Organizational Pride, Nature of work,

Corrected Item- Total Correlation

Cronbach's Alpha if Item Deleted

4.3Exploratory factor analysis (EFA)

EFA is a quantity analysis method It was used for reducing andinterdependent multi-variables set to a set of variable (namely offactors)

Thence they became more significant and filled with almostinformation of initial set The extraction method of the researchwas Principal Component Analysis and rotation method wasVarimax with Kaiser Normalization to sum up data beforeregression

The research tested 5 independent variables with 23 items Therotated component matrix table presented values of factorloadings with extraction method as Principal Component Analysisand rotation method as Varimax with Kaiser Normalization Theywere sorted by size and suppressed absolute values less than0.30 (See Appendix D for Rotated Component Matrix tables whichhad factor loading equal or smaller than 0.5)

These below table showed the final results of the test Afterputting piece by piece out the factor loading that had smallestvalue first According to the result, factor analysis concluded 6factors These were 6 new variables in spite of 5 old variables.

Table 4.3: KMO and Bartlett’s Test.

Kaiser-Meyer-Olkin Measure of

Sampling Adequacy.

.840

Bartlett's Test of Sphericity Approx Chi-Square

df Sig.

2214.999 253 000

KMO was used to measure the appropriate of the EFA In theresult, KMO was 0.840 KMO was usually 0.5≤ KMO ≤1, EFA wasaccepted So, this EFA was accepted And the Bartlett’s test hadexamined Ho: the correlation of the research variables equal 0 ingeneral The significant ≤0.05, the research variables will havecorrelated in the general In the results, sig ≤0.05, so, weaccepted the result

The final Rotated Component Matrix table also presented values

of factor loadings with Etraction Method as Principal componentAnalysis and Rotation Method as Varimax with KeiserNormalization They also sorted by size and suppressed absolutevalues less than 0.5

And in the below table, all of retain factor loadings which weremore than 0.5(excepting one item has factor loading was lessthan 0.5 as Su8) were had significant as the sample size was

209 All items of 6 factors from the EFA