Determinants of Job Satisfaction for Staff at The University of Danang

Determinants of Job Satisfaction for Staff at The University of Danang

Advisor: Show-Hui Huang Co-Advisor: Nguyen Phuc Nguyen

Determinants of Job Satisfaction for

Staff at The University of Danang

CONTENTS

1 Background

INTRODUCTION

Ministry of Education and Training

The University of Danang

Scientific and Training Council

Board of Directors Offices and Functional

Departments

The Colleges, Universities, Campus

of UD in Kon Tum and Faculty of

Medicine and Pharmacy

Training and Research Centers

The English Language Institute

 Offices and Functional Departments

 The Administration Department

 The Personnel Department

 The Planning and Finance Department

 The Equipment Management Department

 The Academic Affair Training

 The Postgraduate Studies Department

 The Educational Quality Assurance Department

 Offices and Functional Departments (cont)

 The Inspection and Competition Legislation Department

 The Students Affair Department

 The Science Technology and Environment Department

 The International Cooperation Department

 The Construction Project Management Department

 Centers of Software Development, Information Resources,

Continuous Education

 The English Language Institute

2 Statement of the Problem

 Importance of job satisfaction

 Importance of job satisfaction at The University of Danang

 Any problem related to motivation & job satisfaction at the

University of Danang

 The University of Danang is developing and seeking a foothold

in the Central and Western Highlands

 To promote the development of the organization

2 Statement of the Problem (cont’d)

 Need to get some research data for the director of UD to improve job satisfaction at the UD in the future

 Create employee engagement for organizations

 Be the foundation for the organization to increase staff’s loyalty for the University of Danang

That’s the reason why research of staff’ s job satisfaction is worth of studying.

3 Research Purpose

 Discussion major theories about work motivation

 Identify variable that may affect staffs’ job satisfaction

 Knowing what are the needs for the civil servants to enhance staff’s job satisfaction

 Provide recommendations to the Board of Management to

improve staff’s job satisfaction

LITERATURE REVIEW

Definition of Motivation

High motivation causes high job satisfaction whereas low motivation leads to low job satisfaction ( Mehmet D Karslıa & Hale skenderb, 2009)

Motivation is the set of processes that arouse, direct, and maintain

human behaviour towards attaining some goal (Greenberg & Baron, 2003)

Motivation is a term used to refer to the efforts both inside and

outside of a human effect arouse enthusiasm and persistence to

pursue a way of action identified (Nguyen & Nguyen, 2007)

LITERATURE REVIEW

Self-actualization

Esteem

Affiliation

Security

Physiological

Frustration–Regression Satisfaction–Progression

Growth needs

Relatedness needs

Existence needs

LITERATURE REVIEW

According to Aldefer (1969), people have three basic needs:

LITERATURE REVIEW

LITERATURE REVIEW

 Herzberg’s theory based on Maslow's hierarchy of needs

However, in Herzberg’s theory there is a close combination

between satisfaction and dissatisfaction (Hellrigrl, Jackson,

Slcum, 2005)

 Herzberg’s motivations also includes self-actualization, esteem and affiliation of Maslow’s hierarchy of needs.

 Herzberg’s hygiene factors also includes security and

physiological in Maslow’s hierarchy of needs.

RESEARCH METHODOLOGY

1 Research Model

Demographic features

Gender

Age

Seniority

Work Category

Salary

Motivators

Hygiene Factors

Achievement Recognition Responsibility Work itself Personal growth

Working condition Pay and security Company policy

Job Satisfaction

RESEARCH METHODOLOGY

2 Data Analysis

analysis

questionnaire reliability

and Pearson Correlation to analyze

the relationships between variables

RESEARCH METHODOLOGY

2 Quantitative method

 Using questionnaire survey

 Likert measure (5 point scale)

 Target population:

 The number of staffs at Offices and Functional, Centers and Institute of the University of Danang: 300 people

 Random sampling: the staff is divided into 4 groups according

to their work characteristics About 30 to 40 staff are randomly selected from each group

SIGNIFICANCE OF RESEARCH

motivating staffs’ job satisfaction

promote working efficiency.

STRUCTURE OF THESIS

Chapter I Introduction: Background, Statement of the

Problem, Research Methodology

Chapter II Literature Reviews: Definition, Theories.

Chapter III Research Methodology: Definition, Research

Model

Chapter IV Data Analysis and Result

Chapter V Conclusions and Recommendations

Agenda, Customer service module 2, The internal customer, LC Notebook Tab II Customer Service

Steven H Appelbaum, et al, 2005, A case study analysis of the impact of Satisfaction and Organizational

Citizenship on Productivity

Kathleen A Lane RN et al, 2010, A study of nurse factulty job satisfaction in community colleges in Florida, Teaching anh Learning in Nursing.

Chuck Willian,

Frederick Herzberg, “One More Time: How Do You Motivate Employees?”

Harvard Business Review, January–February 1968.

Nguyen, Diem, 2004, Scientific Information, An Giang University

Le, Statistics Publisher, 2007, Administrators.

Shawn K.Yearta et al, 1995, Journal of Occupational and Organizational Psychology.

Iskenderb, H & Karslı, M D., 2009, To Examine the effect of the motivation provided by the administration

on the job satisfaction of teachers and their institutional commitment, Procedia Social and Behavioral

Sciences , 2252-2257

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