The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of Human Resources Development in Danang City

The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of Human Resources Development in Danang City

Thesis Title

The Interrelationship between Job Satisfaction and Job Performance - A Case of Staffs Educating from Project of

Human Resources Development in Danang City

Advisor: Shih-Chien Chien Co- Advisor: Nguyen Phuc Nguyen Studentᾼs Name: Nguyen Thanh Quang

Student ID: 11752311 Class: SD_MBA1

2012 Thesis Proposal

1 Introduction

1.1 Research Background

O Job satisfaction plays an important role in managing human resource strategies of organizations It can be said that the importance of effective managing human resources strategies greatly depend on how well employees are being satisfied in that organization

O According to Lumley et al (2011) cited in Spector (1997) that job satisfaction influences peopleᾼs attitude toward their job and various aspects of their job

O Ellickson and Logsdon (2001) quoted from Spector (1997) indicated that the result of dissatisfied workers show an increased propensity for counterproductive behaviors, including withdrawal, burnout, and workplace aggression

O Besides, Saari and Judge (2004) cited the results of some studies from Hackett and Guion (1985), Hulin, Roznowski, and Hachiya (1985) and Kohler and Mathieu (1993) shown that dissatisfied employees are more likely to quit their jobs or be absent than satisfied employees

O Furthermore, Morrison (2008) mentioned that the results of job satisfaction are better performance, reduction in withdrawal and counter-productive behaviors

O Therefore job satisfaction involves the affect and emotions of employees; it influences the well-being of organization with regard to job productivity, employee turnover, absenteeism and life satisfaction (Lumley et al., 2011; Sempane, Rieger, & Roodt , 2002; Spector , 2008)

O A satisfied employee will create a pleasant atmosphere in organisation and attain high level performance through efficiency Employees seem to be motivated to do grater effort when they feel pleasure and highly satisfaction in their job The total organization efficiency and performance employees depend on how well individual employee shows their effective performance in the organisation Thus, employee effort is one

of an important factor that necessity for determining an individual performance (Pushpakumari, M D 2008)

O To date, research on job satisfaction and job performance had particular interested due to the inconsistent finding the literature with regard to the factors affecting job satisfaction and job performance Especially, regarding to the relationship between job performance and job satisfaction (cited in Kim, H., Knight, D.K., & Crutsinger, C (2009 p550)

O There are many theories are measured by job satisfaction Such as:

O Two-factor theory (motivator-hygiene theory)

O Job characteristics model

O For job performance, a job performance model of motivation

is employed

O The study tries to identify the factors, which are effect on job satisfaction of employees that educated from the Project of Human Resources Development in Danang city It is also discover the interrelationship between job satisfaction and job performance

O The job characteristics model developed by Hackman and Oldman (1975) is now considered the most popular model studying on job characteristics which could assess the extent of overall job characteristics that affects employeeᾼ attitudes like job satisfaction and quality of work performance

O This study tries to use job characteristics model as a ascendant variables to influence job satisfaction for the case of the Project

of Human Resources Development in Danang city

in the country and abroad In 2004, project sponsoring students

to study abroad by the city's budget (known as Project 47) was implemented Then, Project for training 100 masters, doctors at foreign universities (known as Project 393) was founded in

2006 Finally, Projects 47 and 393 has been unified in 2010 as

Project of human resources development

1.2.2 Objectives of Project

O The main objectives of Project Human Resources Development are to create good managers and excellent experts in many fields for serving economic-social development of the city in the time of industrialization and modernization and especially in the period of

technology, law, administration, construction - urban management,

health, pedagogy The expensive fees scholarship for every year: 3 - 3.5 millions USD

1.2.3 Results of Project

O The total number students joining Project (updated until 6/2012) are

428 (Undergraduates: 332; Postgraduates: 80 Masters; 18: Doctors) After many years education, 159 persons had graduated and are working at Departments belong to Danang government

1.Introduction

1.3 Research Motivation

O I wonder why I am interested in this problem and what are benefits bring to me The first thing what I concern is a raising concern about brain drain from public sectors to enterprises, especially moving to foreign-invested enterprises or going to abroad for working It can be said that effective use and retaining talent is one of the priority policies of Danang city it will require a study on job satisfaction and job performance of these staffs

O Secondly, there are a stronger requirement of customer orientation for public government services, so the government need to produce a higher service performance

O From above study, the research can offer a clear path to set up

an effective policies and maintain a good level of service quality for people in the future

1.4 Research Purposes

O 1 Is there a relationship between job characteristics (namely, Skill Variety, Task Identity, Task significance, Autonomy, Feedback) and job satisfaction?

O 2 The control variables (namely Gender, Educational level, Country training, Occupational class, Experience, Tenure, Age, Marital status, Salary) play a moderator to affect job satisfaction and job performance

O 3 Is there a relationship between job satisfaction and job Performance?

2.Literature Reviews

O According to Johari, Mit, and Yahya (2009) cited Morgeson et al (2006) stated that the earliest version of job characteristics dimensions was developed by Turner and Lawence which are two dimensions dealing with others and friendship opportunities However, it was omitted because there was not related to the job characteristics

O The job characteristics model developed by Hackman and Oldman (1975) is now considered the most popular model studying on job characteristics

O According to Rungtusanatham and Anderson (1996, p.358) quoted from Hackman and Oldham (1980) defined the Job Characteristics Model is ᾿ a formal theory of the impact of job enrichment on job

2.Literature Reviews

2.Literature Reviews

O The Job Characteristics Model considers that the motivation to work is a function of three critical psychological states which are Experienced

Meaningfulness of the work, Experienced Responsibility for outcomes

of the work and Knowledge of the Actual Results of the Work Activities (cited in Thakor and Joshi, 2005; Rungtusanatham and Anderson, 1996)

O Furthermore, the three critical psychological states above are affecting

to several personal and work outcomes It is determined by five job characteristics (namely, Skill Variety, Task Identity, Task significance, Autonomy, Feedback) by Thakor and Joshi (2005) that cited in Hackman and Oldham (1980)

O Skill Variety, Task Identity, Task significance are define three variables affecting to Experienced Meaningfulness of the work; while autonomy

is directly influencing to Experienced Responsibility for outcomes of the work and feedback as directly affecting Knowledge of the Actual Results of the Work Activities (cited in Rungtusanatham and Anderson,

2.Literature Reviews

Research Framework

2.Literature Reviews

2.5 Job Satisfaction and Job Performance

The study of the relationship between job satisfaction and job performance is one of the most venerable research traditions in industrial-organizational psychology It has been studied for decades and the earliest studies considered the potential linkage between employee attitudes and performance was of the Hawthorne studies in the 1930s and the human relations movement Following the human relations movement, Brayfied and Crockett (1955) published a narrative review of the job satisfaction ᾶ job performance relationship.

There were several other influential narrative reviews that have been published since the Brayfied and Crockett review which are Herzberg et al., 1957; Locke, 1970; Schwab & Cummings, 1970; Vroom, 1964 These reviews differed greatly in their orientation, perceptions or optimism when they regarding the relationship

2.Literature Reviews

2.6 Job Characteristics and Job Satisfaction

O According to Jubdi, Samah, and Saad (2007) found that there is a relationship between job characteristics and motivation, satisfaction, effectiveness, their stated that job characteristics contribute to motivation, satisfaction and effectiveness

O Moreover, four job characteristics (namely, task significance, task variety, task identity and feedback as significant positive predictors of job satisfaction by Hadi and Adil (2010) that cited

in Hunter (2006)

O Besides, Hadi and Adil (2010) found in their study that the model comprising of job characteristics was statistically significant in predicting job satisfaction Their also concluded that skill variety and task identity were significant and positive predictors of job satisfaction

2.Literature Reviews

O According to Suman and Srivastava (2009, p.143) cited in Brown and Peterson (1993) showed that greater amount of feedback, variety, autonomy and other positive job characteristics are associated with greater job satisfaction

O Further studies also indicated that there is a strong positive relationship between job characteristics and job satisfaction (Loher et al., 1985; Thomas et al., 2004)

3.Research Methods

3.1 Research design

O Using non-probability sampling design for the purpose of the study, it is considered to be appropriate rather than the data in our research because of social research is often conducted in situations where a researcher cannot select the kinds of probability samples used in large-scale social surveys

O for said study will be obtained with help of survey instrument The appropriate tool to determine and assess attitude data is pre-determined instrument based Questions In this study, the author has identified different variables and studied their relationship to depend variables of job satisfaction and job performance Quantitative approach is an appropriate strategy

to study

Rungtusanatham, M., & Anderson, J C (1996) Renn, R W., &

Vandenberg, R J (1995) Suman, S & Srivastava, A.

K (2009)

- Variety job

- Opportunity to complete

- Job infulence on others

Skill variety is described as the degree to which a job requires as variety of different activities in carrying out the work, which involve the use of a number of different skills and talents of the employees

Skill variety Experienced

meaningfulness

Rungtusanatham, M., & Anderson, J C (1996) Renn, R W., &

Vandenberg, R J (1995) Suman, S & Srivastava, A.

K (2009))

- Opportunitiy to work

on many - Interesting projects

Task identity is the degree

to which the job requires completion of a whole and identifiable piece of work

Task Identity

Rungtusanatham, M., & Anderson, J C (1996) Renn, R W., &

Vandenberg, R J (1995) Suman, S & Srivastava, A.

- Influence on organization

- Relate to the business mission

Task Significant

LR support Variables

Operation Definition Factor

Construct

3.2 Operation Definition for each construct

Rungtusanatham, M., & Anderson, J C (1996) Renn, R W., &

Vandenberg, R J (1995) Suman, S & Srivastava, A.

K (2009)

- Sef-directed flexbility

- Independently action

- Use many technology

It is the degree to which the job provides substantial freedom, independence, and judgment to the individual in scheduling the work and in determining the procedures

to be used in carrying it out

Autonomy Experienced

Responsibilities for

outcomes of the work

Rungtusanatham, M., & Anderson, J C (1996) Renn, R W., &

Vandenberg, R J (1995) Suman, S & Srivastava, A.

K (2009)

- Feedback from

my co-workers

- Feedback by itself

Feedback is the degree to which the employee receives clear information about his or her performance

Feedback Understand the

outcomes of the work

LR support Variables

Operation Definition Factor

Construct

3.2 Operation Definition for each construct

Pushpakumari,

M D (2008)

- Ellickson, M C.,

& Logsdon, K (2001)

Job Satisfaction

- Sonnentag, S., & Frese, M (2002)

- Khan*, A H., Nawaz, M M., Aleem, M., & and Hamed, W (2012)

Accomplishment of work-related tasks or skills by an employee or trainee, it may refer to specific skills or to overall performance Job Performance

LR support Variables

Operation Definition Factor

Construct

3.2 Operation Definition for each construct

3.Research Methods

3.3 Methodology

3.3.1 Descriptive Statistics

3.3.2 Reliability and Validity of the questionnaires

3.3.3 The Pearson Product Moment Correlation Coefficient

3.3.4 Analysis of Variance (ANOVA)

3.3.5 Moderating effect (control variables) on Job Satisfaction

and Job Performance

3.3.6 Multiple Regression Equation

3.Research Methods

3.4 Sample and procedure plan

Question Design/Theoretical Basis

O We design Demographic characteristics questionnaires that is related to Control variables

O We design Job Characteristics Scale questionnaires For the form of the scale, many items were constructed The items of the scale cover five dimension related to job characteristics (Skill variety, task identity, task significant, autonomy and feedback) Each item is to be rate on 7-point scale (1 = Strongly disagree, 2 = Disagree, 3 = Slightly Disagree, 4 = Undecided, 5 = Slightly Agree, 6 = Agree, 7 = Strongly Agree)

3.Research Methods

Surveys

O For the purpose of analyzing the research problem, a total number of about 159 staffs who educating from the Project of Human Resources Development of Danang city were selected from 30 agencies belong to Danang government for analyzing the purpose of the research