HỌC VIỆN NGÂN HÀNG BÁO CÁO TỔNG KẾT ĐỀ TÀI THAM DỰ CUỘC THI “SINH VIÊN NGHIÊN CỨU KHOA HỌC” CẤP HỌC VIỆN NGÂN HÀNG NĂM HỌC 2023-2024 TÊN ĐỀ TÀI: THE IMPACT OF CORPORATE SOCIAL RESPONS
Research Background
Corporate social responsibility (CSR) involves the voluntary integration of social and environmental considerations into daily business operations and stakeholder relationships (Jindrichovska et al., 2018) In the digital age, consumers actively share insights on how products and services impact the environment, health, and community well-being, alongside evaluating the quality of offerings from businesses (Baldacchino et al., 2017; Suryanto et al., 2017) Companies are increasingly recognizing their obligation to balance economic goals with social and environmental responsibilities, which is reflected in ethical practices such as minimizing environmental harm, respecting human rights, fostering work-life balance, and supporting local communities financially and non-financially (Asemah et al., 2013; Apoga & Solovjova, 2017) Embracing CSR can yield significant benefits, including attracting talent, enhancing brand reputation, fostering innovation, and boosting revenue through increased consumer loyalty In Vietnam's hotel industry, emerging companies often prioritize product and service delivery but must also focus on CSR during their growth phases by engaging in volunteerism and supporting charitable causes Understanding the positive societal impact of their contributions can empower these businesses to influence their communities positively (Savina, 2016; Akhmetshin et al., 2018).
Company background
Established in 1994 in Dien Bien Phu city, Muong Thanh Hotel Group is the largest private hotel system in Indochina, boasting 60 hotels and over 12,000 rooms The group creates jobs for more than 10,000 workers and contributes significantly to the national budget, amounting to thousands of billions of VND annually Throughout its brand development journey, Muong Thanh Group has received numerous prestigious awards both domestically and internationally, including two notable records.
Muong Thanh Hotel Group, recognized as the largest hotel chain in Indochina in 2017 and 2019, and named Southeast Asia's Large Private Hotelier Brand in 2019, stands out as a leading private hotel chain in the region The group leverages social responsibility initiatives to boost its image, reputation, and competitiveness within the hospitality industry A notable example of their commitment to corporate social responsibility was showcased during the hotel opening event in Da Nang in September 2019.
On February 2, 2013, the Muong Thanh Group's Board of Directors established the Muong Thanh Humanitarian Fund to enhance corporate social responsibility (CSR) initiatives The fund aims to combat hunger and reduce poverty in border regions while promoting health and education in rural areas Additionally, it focuses on gratitude activities, addressing environmental issues, and providing relief during natural disasters.
Muong Thanh has achieved remarkable success through a collective commitment to continuous improvement and development, aiming to deliver sustainable benefits to both the country and the Vietnamese people.
Research Significance
Today, corporate social responsibility is seen as a strategic approach to enhance a company's competitiveness and reputation in the economy (Nguyen et al., 2021) Tran
Research in 2022 highlights the significant impact of Corporate Social Responsibility (CSR) strategies on sustainable economic development, particularly in areas such as risk management, cost reduction, access to capital, human resource management, and customer relations In times of economic crisis, where trust in businesses is diminished, CSR compels companies to adopt greater social and environmental accountability, ultimately influencing the nation's future on economic, social, and environmental fronts (Cherian et al., 2019) Furthermore, a study by Manrique and Ballester (2017) examines the correlation between environmental performance and economic outcomes, emphasizing that key CSR initiatives, like pollution reduction through enhanced waste management efficiency, can lead to increased compliance costs while minimizing future liabilities.
Research by Stawiski and Deal (2010) indicates that employees who are positively impacted by corporate social responsibility (CSR) initiatives demonstrate greater loyalty and productivity This heightened commitment and performance not only benefits the employees but also enhances the organization's overall future performance (Eriandani, 2020) Consequently, prioritizing CSR is essential for companies aiming for long-term success while fostering a more inclusive and sustainable economy.
Corporate Social Responsibility (CSR) significantly impacts the hotel industry by enhancing its competitive advantage through a commitment to social and environmental concerns According to Cech, Jindrichovska, and Neubauer (2018), integrating socially and environmentally meaningful projects is essential for CSR to benefit companies effectively.
Incorporating Corporate Social Responsibility (CSR) into business strategies offers a competitive advantage, as highlighted by research from Punitha and Rasdi (2013), which indicates that CSR is increasingly integral to the development strategies of hotels While the benefits of CSR may not be immediate, effective implementation fosters a positive company image, which is essential for success in the hospitality industry Companies that prioritize social responsibility are likely to enhance their reputation and positively influence customer perceptions (Sharma et al.).
2024) Green based activities will be an added advantage for hotels to achieve superior financial and market performance in ensuring balance between development and environmental sustainability ( Holmes & Dodds, 2016)
CSR combines four dimensions: "Economic CSR", "Legal CSR", "Ethical CSR" and
Philanthropic Corporate Social Responsibility (CSR) significantly impacts the Quality of Work Life (QWL) by enhancing employee perceptions and overall job satisfaction Research by Monkevicius (2014) highlights that employees, as key stakeholders, benefit from CSR activities, which can lead to improved job performance and workforce management The study underscores the connection between employee productivity and well-being, emphasizing that happiness is crucial to the QWL concept By fostering trust and satisfaction within the organization, businesses can effectively demonstrate their commitment to the health—psychological, spiritual, and physical—of their employees through social responsibility initiatives (Bauman & Skitka, 2012).
Research indicates that Corporate Social Responsibility (CSR) offers a competitive edge for businesses While much of the existing literature has focused on CSR's effects on companies, managers, and consumers, there is a notable gap in studies examining its impact on employee well-being This research paper aims to fill that gap by exploring the scientific effects of CSR on the welfare of employees within hotel chains in Vietnam.
Research Questions
Based on the research aim and objectives that set out above, it is important to generate the primary research questions:
How corporate social responsibility impacts employee social well-being?
From the research primary question, the secondary questions can be generated, which including:
Firstly: What is the impact of legal social responsibility on the quality of employees' working lives?
Secondly: What is the impact of economic social responsibility on the quality of employees' working life?
Thirdly: What is the impact of ethical social responsibility on the quality of employees' working lives?
Fourthly: What is the impact of philanthropic social responsibility on the quality of employees' working lives?
Finally: What is the impact of the quality of employees' working life on their job satisfaction?
Scope and Access
This study investigates the influence of social responsibility on employee welfare specifically within the Muong Thanh hotel chain in Thanh Hoa, Vietnam It examines how various social responsibility factors affect employee well-being while focusing solely on the perceptions of the hotel's employees regarding the positive and negative impacts of corporate social responsibility Due to limitations in distance, time, and costs, the research does not include data from higher management levels, such as the Board of Directors The findings can serve as valuable insights for the Board, offering employee perspectives that may inform strategies to enhance employee well-being.
The data collection for this study involved surveying 300 employees from the Muong Thanh hotel chain in Thanh Hoa Due to geographical constraints, direct interactions with each respondent were challenging; therefore, questionnaires were distributed to department managers, who then shared them with their respective team members The primary objective of this initiative is to foster an optimal workplace environment for employees while positioning the organization as one of Vietnam's largest To ensure the reliability and accuracy of the gathered information, it is crucial to identify the individual responsible for collecting responses For any inquiries or issues, please reach out to this contact person.
• Name: Do Hoai Phuong and Nguyen Phuong Thao
LITERATURE REVIEW
Theoretical background
Job satisfaction refers to the fulfillment of employees' needs and expectations in the workplace (Dagli, 2023) Research indicates that job satisfaction plays a crucial role in influencing job performance, customer satisfaction, employee retention, absenteeism, and overall commitment to the organization (Lee et al., 2012; Raub & Blunschi).
Raub and Blunschi (2013) investigated how employee perceptions of Corporate Social Responsibility (CSR) initiatives affect work outcomes, specifically focusing on service workers' attitudes and behaviors Their findings revealed that positive perceptions of CSR significantly enhance job satisfaction, increase engagement in helping behaviors, and encourage employees to voice their personal initiatives Key factors influencing employee satisfaction include the work environment, benefits, recognition of achievements, opportunities for career development, and a healthy work-life balance (Monkevicius).
Employee performance is closely linked to job satisfaction, as satisfied employees are more likely to exert greater effort, leading to increased output and overall work efficiency (Dagli, 2023) Job satisfaction is essential for organizational success, affecting key areas such as work performance, customer satisfaction, attendance, and employee turnover (Adrian & Anggiani, 2020) A higher level of job satisfaction can directly enhance a company's profitability, particularly in service-oriented businesses where human resources are vital assets The quality of services in these sectors depends significantly on employee job satisfaction Furthermore, implementing Corporate Social Responsibility (CSR) initiatives can improve employees' perceptions of their workplace, thereby positively influencing their job satisfaction levels (Adrian & Anggiani, 2020).
1.1.2 Corporate social responsibility a Legal corporate social responsibility
Legal CSR refers to a business's social responsibility to operate within the legal and regulatory framework of the countries and regions in which it operates (Punitha & Rasdi,
In 2013, it was emphasized that businesses must operate legally, adhering to government regulations for societal benefit (Donohue, 2023) The legal framework safeguards economic actors while promoting the organization’s interests (Shum & Yam, 2011) Established laws educate stakeholders on acceptable behaviors without compromise, and legal responsibilities encompass environmental regulations, which significantly influence national legislation Companies must align their operations with these standards to avoid penalties and legal repercussions (Smith & Perks, 2012) This legal framework indirectly encourages managers to engage in Corporate Social Responsibility (CSR) activities to remain compliant Legal CSR is categorized into two types: legally mandatory CSR, which includes compliance with environmental, labor, and human rights laws (Wirba, 2023), and voluntary CSR, which encompasses practices like fair trade and community development initiatives (Dash, 2023).
Ethical corporate social responsibility (CSR) emphasizes that organizations must operate fairly and ethically, prioritizing societal and environmental impacts over mere financial gains (Stobierski, 2021; Yakovleva & Riano, 2020) This approach challenges businesses to address social and environmental issues while fostering trust among employees through ethical practices Ethical marketing issues arise when companies fail to disclose product risks or engage in deceptive practices (Windsor, 2022) CSR represents a commitment to long-term economic growth that enhances the quality of life for workers and communities while building workforce confidence (Iglesias et al., 2020; Nawaz et al., 2021; Shair et al., 2021) Businesses fulfill their ethical responsibilities by treating stakeholders—employees, suppliers, customers, and the environment—fairly, such as by offering a living wage or ensuring the ethical sourcing of materials (Asemah et al., 2023) While governments regulate CSR, the extent of corporate adjustments often varies by location.
Philanthropic Corporate Social Responsibility (CSR) refers to the actions taken by companies to allocate financial resources or other assets to address social and environmental challenges (Punitha & Rasdi, 2013) This form of charity focuses on enhancing human welfare and fostering goodwill through active involvement in humanitarian initiatives or volunteer efforts (Tamplin, 2024).
Corporate social responsibility (CSR) initiatives gain public recognition primarily through voluntary communication, as noted in 2011 While developed nations often mandate charitable responsibility through legal frameworks, it remains a moral expectation in developing countries Corporate philanthropy encompasses various contributions, including financial investments, product donations, and employee volunteer programs, all aimed at supporting social causes (Tamplin, 2024) Philanthropic efforts can significantly impact areas such as social welfare, health, and education, with examples including sponsorship of community events and the establishment of corporate foundations (Palmer, 2023) For multinational corporations (MNCs), CSR activities are crucial due to their heightened visibility and increased media attention, fostering greater community engagement (Sánchez et al., 2017).
In 2010, it was emphasized that social issues receive significant media attention in developing countries By engaging in philanthropic efforts, companies can bolster their reputation as socially responsible businesses that align with community and social norms.
Corporate social responsibility (CSR) in economics emphasizes the dual obligation of companies to generate profits while benefiting society (Palmer, 2023) Businesses must provide returns to shareholders and create jobs, all while offering valuable products and services (Punitha & Rasdi, 2013) Research by Yu et al (2018) indicates that sustainable social and economic practices enhance employee trust in the organization Economic responsibility involves making financial choices rooted in a commitment to positive societal impact (Punitha & Rasdi, 2013) By prioritizing economic activities that foster trust, companies can improve operational efficiency (Tran, 2022) Ultimately, the goal is to maximize profits while creating long-term value and ensuring a positive influence on stakeholders and the environment (Punitha & Rasdi, 2013).
2013) Some examples of economic CSR: Invest in local communities by supporting economic development initiatives, manage finances responsibly, transparently, and have a long-term growth strategy
1.1.3: Quality of work life ( QwL )
The quality of working life refers to various factors influencing an individual's work experience, including salary, rewards, economic benefits, work environment, organizational culture, and both interpersonal and organizational relationships.
Quality of work life (QWL) is defined as the fulfillment of employees' needs derived from their participation in the workplace and their daily task achievements (Lee, Back & Chan, 2015) Managing QWL is essential for companies to ensure employees are motivated to complete their work Research in Vietnam identifies three critical worker needs: survival, belonging, and knowledge (Nguyen et al., 2014; Lee et al., 2015; Rastogi et al., 2017) High QWL positively influences both individuals and organizations, as satisfied employees demonstrate increased productivity, creativity, and loyalty, ultimately enhancing company performance (Monkevicius, 2014) To foster innovation, businesses are encouraged to involve employees in decision-making processes that impact their work environment (Monkevicius, 2014) Furthermore, corporate social responsibility (CSR) initiatives can significantly enhance employee QWL by addressing their emotional, psychological, physical, and attitudinal needs (Kwon et al., 2017) For instance, CSR practices that focus on employees' physical health, such as competitive salaries, alongside their psychological and mental well-being, contribute to a better overall quality of life for employees.
Hypotheses development
1.2.1 Corporate Social Responsibility and Quality of Work Life
Quality of work life is the relationship between employees and their work environment, impacting 4 aspects of CSR such as legal, ethical, philanthropic, and economic (Kwon et al., 2017)
1.2.1.1 Legal Corporate Social Responsibility and Quality of Work Life
Legal CSR is crucial for businesses as it emphasizes compliance with labor laws, environmental regulations, and workplace safety, ultimately enhancing employee well-being and quality of work life (QWL) (Tran, 2022; Murtaza et al., 2021) Companies that prioritize legal CSR create safe working environments and fair compensation, fostering positive work experiences (Woo et al., 2017) Furthermore, effective legal CSR implementation often requires government involvement in establishing frameworks and policies, which strengthens the connection between workplace quality and social responsibility (Yegon et al., 2015) Research indicates that when employees perceive their organizations as compliant with labor laws, they develop greater trust and loyalty, leading to reduced legal disputes and financial stability (Woo et al., 2017; Pattitoni, 2022) Ultimately, prioritizing legal CSR is not only an ethical obligation but also a strategic business move that enhances employee satisfaction and organizational success.
H1: Legal Corporate Social Responsibility has a positive influence on Quality of Work Life
1.2.1.2 Ethical Corporate Social Responsibility and Quality of Work Life
Businesses that prioritize employee rights and engage in ethical practices demonstrate a commitment to social responsibility, as highlighted by Onyekwelu et al (2024) They often implement occupational safety training and encourage participation in leadership development programs, fostering a supportive work environment (Kim et al., 2017) According to Connelly et al (2011), these ethical CSR initiatives signal a genuine concern for employee well-being, enhancing their quality of life at work This commitment not only creates a positive societal image but also provides a competitive edge and increases profitability (Mahmood & Humphrey, 2013) Furthermore, ethical responsibilities within organizations significantly enhance employee trust, indicating that CSR efforts positively influence workers' confidence in their employers (Palacios-Florencio et al., 2018; Sun et al., 2021) A study by Youn, Lee, and Lee (2018) in the casino industry further confirms that corporate ethical responsibility is positively correlated with employee trust in the organization.
H2: Ethical Corporate Social Responsibility has a positive influence on Quality of Work Life
1.2.1.3 Philanthropic Corporate Social Responsibility and Quality of Work Life
Corporate Social Responsibility (CSR) and philanthropy can work together to drive positive social change by leveraging business resources and expertise to support charitable causes Companies can enhance employee morale and foster teamwork through initiatives such as donating books, clothes, and food to underprivileged students, as well as volunteering at social welfare centers Additionally, there is a societal expectation for corporations to act as good citizens, which includes contributing to philanthropic efforts that benefit communities and improving employees' working conditions and quality of life through their time and skills.
Employee awareness of ethical standards and charitable initiatives can enhance pride and motivation, leading to improved morale and teamwork in the workplace (Asemah et al., 2013) Research by Gürlek and Tuna (2019) highlighted that philanthropic responsibility significantly boosts hotel employees' loyalty and trust in their organizations Additionally, Lu et al (2020) found that corporate social responsibility (CSR) initiatives positively influence employees' trust, demonstrating the importance of charitable efforts in fostering a supportive work environment.
H3: Philanthropic Corporate Social Responsibility has a positive influence on Quality of Work Life
1.2.1.4 Economic Corporate Social Responsibility and Quality of Work Life
Corporate social responsibility (CSR) initiatives focus on generating economic benefits for local communities by funding projects that enhance the regional economy and create jobs (Arndt et al., 2015) By engaging in areas such as social welfare, health, and education, businesses can significantly improve the quality of life for individuals Quality of Work Life (QWL) plays a crucial role in employee performance; when employees' needs and expectations are met, they are more likely to fulfill their commitments to the organization (Thakur & Sharma, 2019; Tarigan et al., 2021) Companies that prioritize economic CSR are better positioned for long-term sustainability, effectively manage business risks, and promote worker safety, which in turn enhances employees' awareness of their workplace quality (Arsic et al., 2017) A strong emphasis on ethical labor practices, fair wages, and employee well-being fosters a positive work environment, leading to increased morale, motivation, and loyalty among employees (Uysal, 2017) This results in higher productivity, improved decision-making, and reduced absenteeism and turnover, ultimately strengthening the company's economic standing and enabling further investments in employee well-being and competitive compensation packages (Hammoud & Osborne, 2017).
H4: Economic Corporate Social Responsibility has a positive influence on Quality of Work Life
1.2.2 Quality of Work Life and Job satisfaction
Quality of Work Life (QWL) and job satisfaction are interconnected concepts that significantly influence both employees and employers The work experience directly affects employees' psychological well-being and overall QWL, highlighting the importance of mental health and working conditions in the workplace A positive work environment, supportive relationships with colleagues, and a healthy work-life balance enhance job satisfaction High job satisfaction correlates with good QWL, leading to increased productivity, creativity, and loyalty among satisfied employees, while also reducing stress and turnover rates Research indicates that leadership style impacts QWL, job satisfaction, organizational commitment, and employee burnout QWL encompasses fair compensation, safe working conditions, growth opportunities, and positive social interactions, while job satisfaction reflects an individual's contentment with their role Ultimately, a positive QWL directly contributes to higher job satisfaction.
H5 Quality of Work Life has a positive influence on Job satisfaction
Research Model
This study establishes a model illustrating the structural relationships between corporate social responsibility variables and employee well-being, as depicted in Figure 1.
DATA AND METHODOLOGY
Research Philosophy
A research philosophy forms the essential foundation for conducting research, rooted in concepts of reality and knowledge (Ramsberg, 2018) It encompasses ontology, epistemology, and axiology, and includes various types such as Positivism, Pragmatism, Interpretivism, Realism, and Postmodernism This article focuses on the Positivism method, which emphasizes cause-and-effect relationships and utilizes quantitative data for reliable evidence (Johnson, 2011) Positivism is characterized by a structured research process that aims to minimize errors through established rules This approach is particularly suitable for studying the corporate social responsibility (CSR) practices of Muong Thanh hotel, aiming to assess their impact on employee welfare and provide actionable recommendations However, the limitations of positivism arise from its exclusion of unobservable phenomena, such as emotions and beliefs, which are crucial in understanding human behavior and may lead to an incomplete analysis of social science issues (Meridian University, 2023).
Research Approach
In research methodology, scholars primarily identify two approaches: inductive and deductive The inductive approach begins with observations, leading to the formulation of new hypotheses and the collection of data to establish a new theory, emphasizing the concept of "discovery" (Vu, 2023) Conversely, the deductive approach focuses on examining and validating existing theories by identifying pre-existing hypotheses, gathering relevant evidence, and drawing conclusions, with "confirmation" of established hypotheses being its core element (Vu, 2023).
The abductive approach is utilized to derive the best conclusions from available information when experimental phenomena are observed This method often begins with an unexpected finding and alternates between induction and deduction to arrive at the most plausible explanation.
This research paper adopts a deductive approach, focusing on uncovering existing information from prior studies conducted by other researchers Hypotheses will be formulated based on established theories, and the survey questions will draw from specific past research papers, aiming to test these hypotheses by transitioning from theoretical concepts to specific applications.
Research Strategy
In terms of research strategy, the survey form will be used in this study to gather data
The questionnaire will be carefully prepared and printed for distribution by a representative across different business divisions This method allows the representative to leverage their workplace proximity to efficiently distribute the questionnaire, overcoming the geographical limitations that prevent the researcher from meeting all potential participants in person Additionally, this approach is time-saving, as respondents can take their time to thoughtfully consider their answers, leading to more accurate and reliable information.
Time horizon
According to the ONION theory by Saunders et al (2007), time horizons are essential for researchers to establish and visualize their research timeline Saunders identifies two main types of time horizons: longitudinal and cross-sectional Cross-sectional research allows researchers to collect data from a large number of participants at a single point in time, observing variables without intervention (Thomas, 2020) In contrast, longitudinal studies track changes over an extended period, focusing on a smaller group of subjects repeatedly This study employs a cross-sectional time horizon, gathering insights from various respondents regarding hotel social responsibility issues This approach is cost-effective and time-efficient, enabling researchers to quickly collect data that can serve as a foundation for further studies (Wang & Cheng, 2020) Furthermore, cross-sectional research is valuable for both descriptive and analytical objectives.
Sampling method and Limitation
The sampling method involves selecting individual members or subsets from a population to conduct statistical analysis and estimate the population's characteristics A crucial aspect of this method is ensuring that the sample accurately represents the entire population, which enhances the validity of the findings.
Probability and non-probability sampling techniques are the two main categories of sampling methods, with this study employing cluster sampling, a probability technique that organizes the population into groups or clusters (Simkus, 2022) Specifically, the Muong Thanh hotel will be divided into departments, such as customer care and human resources, ensuring each department reflects the population's characteristics and has an equal selection chance Cluster sampling offers advantages like efficient resource allocation and faster data collection compared to methods like simple random sampling (Gaille, 2018) It is particularly useful for large populations where a complete member list is unavailable or impractical to study (Singh, 2022) However, this method may also lead to higher sampling errors compared to other techniques (Singh, 2022).
In 2022, it was noted that forming clusters from a biased perspective can lead to inaccurate inferences about the entire population (Singh, 2022) Given the geographical distance that prevents researchers from reaching all potential respondents, cluster sampling emerges as the most suitable method This approach simplifies the distribution of questionnaires, allowing for easier access to all members within one or two specific departments rather than attempting to reach individuals across various departments.
Sample size and location
The determination of sample size and location for a business study is influenced by the business's location and the researcher's ability to reach potential respondents Understanding the population, sampling error, and confidence level is crucial in accurately establishing the appropriate sample size.
Due to time and budget limitations, the research was conducted exclusively in Thanh Hoa, restricting its scope to this city The study utilized offline surveys through printed questionnaires However, considering Thanh Hoa's rapid economic growth as a prominent coastal tourist destination in Vietnam, new and modern perspectives may help mitigate these limitations.
The study will encompass all patrons of Muong Thanh Hotels in Thanh Hoa, creating a comprehensive population frame that includes client details such as name, age, and gender According to Muong Thanh Group (2022), the hotel experiences a significant annual patronage To ensure the accuracy and reliability of the results, a sample error of 0.05 will be maintained, indicating that 95% of the findings will be correct Consequently, the researcher aims to interview 300 respondents who meet the specified criteria to achieve precise and dependable study outcomes.
Variables
The study's 300 employees who worked at the Muong Thanh Hotel in Thanh Hoa served as survey subjects
Saunders, Lewis, and Thornhill (2012) list the following as some major categories of variables:
An independent variable (IV) is one that is altered or modified in order to determine how it affects a dependent variable
Dependent (DV): Variable that changes as a result of adjustments made to other variables; the observed effect or the outcome of adjusting another variable
The following variables are included in this study:
Variables Types Items Measurement Sources
Legal CSR Independent 3 Rating (Likert
Punitha and Rasdi (2013); Donohue (2023); Shum and Yam (2011); Smith and Perks (2012); Vishwanath et al (2019); Wirba (2023); Dash
Ethical CSR Independent 2 Rating (Likert
Stobierski (2021); Yakovleva and Riano (2020); Windsor (2022); Iglesias et al (2020); Nawaz et al (2021); Shair et al (2021); Asemah el at (2023)
Palmer (2023); Punitha and Rasdi (2013); Yu et al (2018); A Malik et al (2019); Tran (2022)
Tamplin (2024); Smith and Grosbois (2011); Palmer (2023); Sánchez et al (2017); Wood (2010)
Fonceca and Francis (2023); Lee, Back and Chan (2015); Nguyen, Nguyen and Tran (2014); Lee, Back and Chan (2015); Rastogi, Rangnekar and Rastogi (2017); Monkevicius (2014); Kwon et al
Dagli (2023); Lee et al (2012; Raub and Blunschi (2013); Monkevicius (2014); Adrian and Anggiani (2020)
Descriptive Analytics
Descriptive analytics, as highlighted by Kanade (2023), is a vital aspect of data analysis that focuses on interpreting data to uncover patterns, trends, and relationships This approach enhances the presentation of data, making it more relevant and understandable for researchers Key statistical measures that effectively represent data include the mean, median, quartile, maximum, minimum, range, variance, and standard deviation (MacMillan et al., 2020) Understanding these metrics is crucial; for instance, the mean is calculated by summing all values and dividing by the number of entries (Chaudhari, 2022), while the median represents the midpoint of a data set arranged in order Additionally, quartiles divide sorted data into four equal parts, providing further insights into data distribution (Turney, 2020).
In data analysis, key statistical measures include minimum, maximum, range, standard deviation, and variance The minimum value is the smallest number in a dataset, identified as the first value when sorted in ascending order (Taylor, 2018) Conversely, the maximum represents the largest unique integer in the dataset, which may appear more than once (Taylor, 2018) The range illustrates the distribution of data from the lowest to the highest value, serving as a simple metric of variability (Bhandari, 2023) Standard deviation measures the average variability within the dataset, indicating how much individual scores deviate from the mean; a higher standard deviation reflects greater volatility (Bhandari, 2023) Lastly, variance, calculated as the square of the standard deviation, provides a measurement that is significantly larger than the dataset's typical values (Bhandari, 2023).
Regression/ Data processing
The Likert scale is a popular rating system designed to assess individuals' beliefs, attitudes, and behaviors It typically begins with a question followed by five to seven response options, where negative responses are positioned at the top and positive responses at the bottom, with a neutral option in the middle Each response is assigned a score ranging from 1 to 5 or 1 to 7, allowing for a quantitative analysis of the responses (Bhandari & Nikoloupoulou, 2023).
The Likert scale is a user-friendly tool that allows respondents to express their interests by ranking them, facilitating nuanced feedback without the need for a definitive yes or no answer (Johnson, 2023) This method enables participants to convey their opinions even when they lack a strong viewpoint, simplifying the analysis of survey data Additionally, incorporating anonymous features, such as not requiring personal information, enhances respondents' comfort and safety, leading to larger sample sizes and significant time savings in data collection.
The wording of survey questions can lead to misunderstandings among respondents, ultimately affecting the accuracy of the measurement Additionally, social bias may cause individuals to shy away from extreme responses, introducing further bias into decision-making (Johnson, 2023) Furthermore, an excessive number of Likert-scale questions can result in participant boredom and disengagement.
Structural equation modeling (SEM) is a multivariate statistical analysis technique used to investigate structural correlations derived from hypotheses Researchers prefer SEM as it allows for the assessment of associated dependencies and complexities within a single analysis (Fan et al., 2016).
The ANOVA model is an essential statistical method that extends the t-test for comparing the mean values of three or more independent groups (Jones et al., 2023).
ANOVA focuses solely on a single observed dependent variable, while the SEM framework utilizes two main methodologies: structured-means-modeling (SMM) and multiple-indicator-multiple-cause (MIMIC) Unlike ANOVA, which lacks the capability for confirmatory factor analysis in developing measurement models, SMM and MIMIC allow for the direct integration of manipulation checks within the model.
Outer loading is a crucial metric used to assess the reliability of the relationships among items within latent variables (Hair et al., 2016) A higher outer loading value indicates a more dependable association between these components, with a recommended threshold of above 0.7 for optimal reliability.
Cronbach's alpha measures the reliability of latent variables by evaluating the consistency of item associations, assuming they are equal Unlike outer loading, it focuses solely on the relationships between latent variables (Collins, 2007).
● Composite reliability: this is an alternative coefficient for Cronbach’ alpha to complement the disadvantages of Cronbach’ alpha (Netemeyer, Sharma &
Bearden, 2003) Composite reliability also needs to be greater than 0.7 (Brunner
● AVE (average variance extracted): measure the convergence value, also called unidirectional measurement of items in the same latent variables AVE must be greater than 0.5
Discriminant validity assesses whether latent variables in a model are distinct from one another In Structural Equation Modeling using Partial Least Squares (SEM-PLS), this is measured through the HTMT coefficient, which calculates the average of all correlations among the variables (Hubley, 2014).
R2 is a key indicator of the explanatory power of the variables within a model, with values ranging from 0 to 1 A value closer to 0 suggests a lack of correlation among the variables, while a value approaching 1 indicates a strong relationship between them (Taylor, 2023).
The path coefficient quantifies the strength of relationships between variables in an equation, with values ranging from -1 to 1 A path coefficient is considered significant when the P-value is less than 0.05, indicating a meaningful relationship between the variables.
Collinearity refers to the condition where explanatory variables are highly correlated with one another To assess collinearity, it is essential to examine the Variance Inflation Factor (VIF); a VIF value greater than 5 indicates a potential issue, while a VIF below 5 is considered acceptable (Wilcox, 2022).
RESEARCH RESULT
Descriptive analytics
The demographic analysis of employees in the Muong Thanh and Thanh Hoa hotel chains revealed that 50.7% of the 300 participants were female, with 152 women responding to the questionnaire In comparison, 46.3% of the respondents were male, totaling 139 men Additionally, 3% of the participants identified as belonging to another gender, with 9 individuals in this category.
Table 3.1: Gender of employees in Muong Thanh hotel chain, Thanh Hoa
Source: The author (2024) Figure 3.2: Gender of employees in Muong Thanh hotel chain, Thanh Hoa (%)
The study surveyed 300 workers across different age groups, with the largest representation being individuals under 23 years old, totaling 134 participants and comprising 44.7% of the sample Additionally, there were 87 participants aged over 39, while the remaining 79 participants fell into other age categories.
Male Female Others people, accounting for 26.3% of the total, the age group with the lowest percentage of participants was 24-38 years old in table 3.2
Table 3.2: Age of employees in Muong Thanh hotel chain, Thanh Hoa
Source: The author (2024) Figure 3.3: Age of employees in Muong Thanh hotel chain, Thanh Hoa
Table 3.3 reveals that among the participants, 197 held current college degrees, representing the highest participation rate at 65.67% In contrast, the Other group had the lowest participation with only 15 individuals Additionally, intermediate degree holders numbered 62, accounting for 20.67%, while postgraduate participants totaled 26, making up 8.7% of the total.
≤ 23 years old 24 - 38 years old ≥ 39 years old
Table 3.3: Education level of employees in Muong Thanh hotel chain, Thanh Hoa
Source: The author (2024) Figure 3.4: Education level of employees in Muong Thanh hotel chain, Thanh Hoa
3.1.1.4 Working time at the employee's hotel
The working time of employees in the Muong Thanh hotel chain reveals significant demographic insights Among the 122 survey respondents, 40.67% have less than one year of experience, while 21.67% have worked for 1-5 years Additionally, 59 participants fall within the 6-10 year range, indicating a diverse workforce with varying levels of experience.
Intermediate degree College degree Postgraduate Other at the hotel for more than 10 years, which is in the range of 18% The above results are shown in table 3.4 below:
Table 3.4: Working time at the employee's hotel in Muong Thanh hotel chain, Thanh
Figure 3.5: Working time at the employee's hotel in Muong Thanh hotel chain, Thanh
3.1.1.5 Average monthly income of employees
According to Table 3.5, the average monthly income of respondents varies significantly, with 88 individuals earning between VND 1,600,000 and 4,800,000, representing 29.33% of the total A total of 70 participants fall within the income range of VND 4,800,000 to 8,000,000, accounting for 23.3% The highest income bracket, with earnings of VND 8,000,000 or more, includes 142 participants, making up 47.37% of the respondents.
Table 3.5: Average monthly income of employees in Muong Thanh hotel chain, Thanh
Figure 3.6: Average monthly income of employees in Muong Thanh hotel chain,
There are 4 main factors affecting the quality of workplace life of employees in the Muong Thanh hotel chains
The first independent variable is Legal CSR with items such as L-CSR1, L-CSR2, L- CSR3, and L-CSR4
Table 3.6: Legal corporate social responsibility
The descriptive analysis of the independent variable, as shown in Table 3.6, reveals that the Mean values range from approximately 3.743 to 3.820, indicating that participants predominantly selected neutral (3) and agree (4) responses The Median results further confirm that most survey participants leaned towards the Agree option (4) The observed minimum and maximum values for each item are 1 and 5, respectively The Standard Deviation ranges from 0.960 to 1.028, suggesting low volatility and that the mean values are relatively stable Notably, the highest Skewness value recorded is -0.526 (L-CSR3), while the lowest is -0.633.
The analysis of CSR2 indicates a negative skewness, with the data leaning predominantly to the left Additionally, the kurtosis values reveal that HRMC2 has the highest kurtosis at 0.294, while HRMC1 exhibits the lowest kurtosis at -0.012.
It can be seen that E-CSR1, E-CSR2, E-CSR3, and E-CSR4 are items in the second independent variable ethical social responsibility factor
Table 3.7: Ethical corporate social responsibility
The analysis of the Mean values from Table 3.7 reveals that employees from the Muong Thanh hotel chain predominantly exhibit neutral to agreeable sentiments, with Mean scores ranging from 3.793 to 3.907 The Ethical CSR variable shows a minimum value of 1 and a maximum of 5, indicating a diverse range of responses The Standard Deviation, ranging from 0.912 to 0.929, suggests minimal variation among the responses Additionally, kurtosis values indicate a peak at 0.009 for E-CSR1, tapering to -0.183 for E-CSR2 Notably, all skewness values are negative, indicating a rightward bias in the data, with E-CSR2 at -0.504 and E-CSR1 at -0.503.
The Philanthropic CSR independent variable consists of 3 items, P-CSR1, P-CSR2 and P-CSR3
Table 3.8: Philanthropic corporate social responsibility
The analysis of the independent variable presented in Table 3.8 reveals that the mean values of the three items range from approximately 3.687 (P-CSR1) to 3.900 (P-CSR1), with standard deviations of 1.100 (P-CSR3) and 0.969 (P-CSR2) Notably, all items share a median value of 4 The distribution of the composite data exhibits negative skewness, varying from -1.024 to -0.495, indicating a general tendency for the data to skew to the right Additionally, kurtosis analysis shows values ranging from a minimum of -0.050 to a maximum of 0.529.
There are three items in the Economic CSR variable including E-CSR1, E-CSR2, E-CSR3 and E-CSR4
Table 3.9: Economic corporate social responsibility
EC-CSR1 EC-CSR2 EC-CSR3
Table 3.9 presents the statistical analysis of four items, revealing a Mean value range of 3.650 to 3.840, with a consistent Median value of 4 across all items The maximum and minimum values recorded are 5 and 1, respectively Notably, the skewness values indicate a negative distribution, with the highest skewness at -0.557 and the lowest at -0.719 Additionally, the kurtosis values range from a maximum of 0.321 to a minimum of -0.196.
The intermediate factor variable is Quality of Work Life with items such as QWL1,QWL2 and QWL3
Table 3.10: Quality of Work Life
Table 3.10 indicates that the median values for EC-CSR1, EC-CSR2, and EC-CSR3 are consistently 3 and 4 The mean values range from 3.663 for EC-CSR3 to 3.977 for EC-CSR1 The standard deviation shows minimal variation, fluctuating between 0.922 and 1.063 The skewness values suggest that most data points lean to the left, indicated by negative values, while kurtosis ranges from a high of 0.785 to a low of -0.045 Additionally, the Quality of Work Life variable exhibits minimum and maximum values for items 1 and 5, respectively.
It can be seen that JS1 and JS2 are items in the dependent variable Job satisfaction factor
The analysis of the Mean values for employee job satisfaction at Muong Thanh hotel chain, ranging from 3.840 to 3.863, indicates a tendency towards neutrality and agreement (3.4) Job satisfaction scores vary from a minimum of 1 to a maximum of 5, with a Standard Deviation between 1.087 and 1.101, reflecting minimal variation The kurtosis values range from a maximum of 0.172 for JS1 to a minimum of -0.332 for JS2, while the skewness values are all negative, suggesting a leftward bias in the data, with JS1 at -0.821 and JS2 at -0.661.
Outer loadings
The outer loading value in a PLS-SEM model represents the correlation coefficient between an observed variable and an underlying variable According to Hair et al (2014), items with outer loadings of 0.7 or higher are significant contributors to the variables, while those with values between 0.5 and 0.7 require careful consideration for retention or removal The results of this analysis are presented in Table 3.12.
E-CSR EC-CSR JS L-CSR P-CSR QWL
Internal Consistency Reliability
Table 3.13: Construct reliability and validity
Cronbach’s alpha is a key metric for assessing internal consistency, reflecting how closely related a set of items is within a group and serving as an indicator of scale reliability A Cronbach's alpha value of 0.7 or higher signifies high reliability of the variables (Cho & Kim, 2014; Hair et al., 2011; Huma, Muslim & Ahmed, 2024) As demonstrated in Table 3.14, the Cronbach's alpha indices for variables such as P-CSR, E-CSR, EC-CSR, L-CSR, JS, and QWL indicate strong internal consistency, confirming their acceptance as reliable measures.
Cronbach's alpha is a key indicator of internal consistency reliability, aligning with the thresholds set for aggregate reliability (rhoc) as noted by Hair et al (2021) As illustrated in Table 3.15, all variable values exceed 0.7, confirming their acceptability.
Average variance extracted (AVE) is a measure of the amount of variance that is captured by a construct in relation to the amount of variance due to measurement error (Kumar & Singh,
A study by Cheung et al (2023) indicates that an Average Variance Extracted (AVE) value of 0.5 or higher signifies that a latent variable accounts for more than half of the variance in its observed variables, indicating good convergence The results presented in Table 3.16 show that all AVE indices for the variables exceed 0.5, confirming the acceptance of these variables.
Table 3.16: Average variance extracted (AVE)
Discriminant Validity
Discriminant validity, a subtype of construct validity, assesses how effectively a test measures its intended concept It is based on the principle that variables should exhibit stronger relationships with their own factor than with others (Nikolopoulou, 2023) According to Ebrahimi et al (2019), values below 0.9 indicate that the variables can still be utilized in the model As shown in Table 3.17, the values ranged from 0.256 to 0.871, confirming that the variables remain applicable for continued use.
E-CSR EC-CSR JS L-CSR P-CSR QWL
Coefficient of determination (R-square)
R- square is understood as " a measure used in statistics and it tells us the fit of the research model with the meaning of factors (also known as variables)" (Frost, 2017) In fact, there is no standard for exactly how much R-squared is adjusted for the new model to meet the requirements, this index if it is closer to 1, the model is more significant, the closer it is to 0, this is weaker the model (Jurman et al., 2021) From the results of table 3.18, the R-square of JS and QWL are 10% and 25%, respectively, which is a bit weak but still acceptable
Path Coefficient
Path coefficients represent the regression coefficients in a path model, illustrating the impact relationships between latent variables In Table 3.19, four out of five relationships show a P-value below 0.05, signifying statistical significance, while one relationship did not meet this expectation.
Collinearity
Collinearity refers to a significant correlation between independent variables in a linear regression model Research shows that a Variance Inflation Factor (VIF) value below 2 indicates misalignment According to the data presented in Table 3.20, all VIF values for the variables are below 2, confirming that this model does not exhibit linear multicollinearity.
DISCUSSION OF FINDINGS
The relationship between Legal Corporate Social Responsibility and
Hypothesis 1 (H1): Legal Corporate Social Responsibility will positively impact on Quality of Work Life
The analysis presented in Table 4.1 confirms Hypothesis 1, revealing that legal corporate social responsibility positively influences the quality of employees' working lives The data analysis demonstrated a statistically significant relationship between these variables, with β = 0.155 and a P-value of 0.027, which is below the 0.05 threshold These findings align with the author's initial hypothesis and corroborate previous research.
Research indicates a strong positive correlation between legal corporate social responsibility (CSR) and employee well-being, often referred to as quality of work life (QWL) (Murtaza et al., 2021) When companies adhere to fair labor practices, environmental standards, and workplace safety, employees experience increased trust, engagement, and loyalty (Tran, 2022) Legal CSR initiatives foster a safe and equitable work environment, reducing stress and enhancing focus, ultimately improving overall work quality However, Yegon et al (2015) note that many enterprises may lack the core competencies to implement effective legal CSR programs, highlighting the importance of government involvement in establishing CSR frameworks that positively impact workplace quality Evidence suggests that organizations prioritizing legal CSR—by complying with labor laws and ensuring safe work conditions—create a foundation for a positive employee experience (Woo et al., 2017) Furthermore, legal CSR enhances employee trust in the organization, as demonstrated by Su and Swanson (2019), who found that factors affecting workplace quality lead to increased employee trust and engagement in the hospitality sector Jones et al (2019) also propose that businesses can build worker trust by fully adhering to government regulations Thus, implementing legal CSR significantly enhances the quality of life in the workplace for employees.
Legal social responsibility (L-CSR) plays a crucial role in enhancing the quality of working life for employees in the hospitality sector In the competitive landscape of the tourism industry, compliance with legal standards is essential for Muong Thanh and Thanh Hoa hotel chains to strengthen their market position, as evidenced by an outer loading of 0.850 Adhering to legal regulations and policies not only fosters a positive workplace environment but also enhances competitiveness within the broader hospitality industry Additionally, with an outer loading of 0.755, it is vital for these hotels to honor their industry commitments, including safety, labor, tax regulations, and information security, to ensure compliance and promote a sustainable business model.
The relationship between Ethical Corporate Social Responsibility and
Hypothesis 2 (H2) Ethical Corporate Social Responsibility will positively impact on Quality of Work Life
The analysis of the data presented in Table 4.1 reveals a significant relationship between ethical corporate social responsibility and workplace quality of life, indicated by β = 0.347 and p = 0.000 (p < 0.05) This supports the author's original hypothesis regarding the positive impact of ethical practices on employee well-being.
Numerous studies indicate that ethical corporate social responsibility (CSR) significantly enhances workplace quality of life Research by Onyekwulu et al (2024) highlights that businesses prioritizing workers' rights, offering benefits, and maintaining transparency foster a socially responsible environment Such a positive work atmosphere increases employee engagement and morale, as ethical practices like fair treatment, safety training, work-life balance initiatives, and leadership mentoring contribute to reduced stress and a supportive culture (Kim et al., 2017) Furthermore, a strong ethical reputation attracts and retains talent, leading to higher employee satisfaction and quality of life (Puteh et al., 2020) According to Connelly et al (2011), ethical CSR activities signal a commitment to improving workplace life, allowing employees to recognize the moral values upheld by their organization Additionally, Youn, Lee, and Lee (2018) found a positive correlation between employee trust and a company's ethical responsibility within the casino industry Thardsatien (2015) also asserts that overall company policies and business ethics, particularly CSR, play a crucial role in enhancing workplace quality of life.
Research indicates that ethical social responsibility significantly enhances the quality of working life in Muong Thanh and Thanh Hoa hotel chains The findings suggest that adhering to professional standards is crucial, with an outer loading value of 0.909, indicating the importance of compliance (E-CSR2) Additionally, establishing a comprehensive code of conduct, which has an outer loading factor of 0.883 (E-CSR1), is essential for these hotel chains Meeting ethical social responsibilities not only improves employee satisfaction but also bolsters the chains' reputation, attracts customers, and aids in employee retention, ultimately enhancing their competitiveness within the industry.
The relationship between Philanthropic Corporate Social Responsibility
Hypothesis 3 (H3) Philanthropic Corporate Social Responsibility will positively impact on Quality of Work Life
Table 4.1 reveals that philanthropic corporate social responsibility (CSR) has a statistically significant impact on the quality of working life (QWL), with values β = -0.126 and P = 0.047, indicating P < 0.05 However, the negative path coefficient of -0.126 suggests that philanthropic CSR adversely affects QWL, contradicting the author's initial hypothesis.
Numerous studies indicate that philanthropic corporate social responsibility (CSR) positively impacts the quality of work life (QWL) Research by Gürlek and Tuna (2019) highlights that organizational philanthropic responsibility enhances QWL, employee trust, and commitment within the hospitality industry Similarly, Lu et al (2020) found that a company's philanthropic efforts significantly influence employee trust Philanthropic responsibility encompasses societal expectations for organizations to act as good citizens, which includes supporting community programs and dedicating employee expertise to charitable causes, ultimately improving their quality of work life (Asemah et al., 2013) When employees recognize their organization's responsible practices, it fosters pride, boosts morale, and strengthens teamwork, leading to enhanced QWL (Asemah et al., 2013) Additionally, corporate charitable initiatives encourage employees to invest more time and energy in their work (Asemah et al., 2013).
This study reveals that corporate charitable social responsibility (CSR) negatively affects the management of Muong Thanh and Thanh Hoa hotel chains, based on employee income data from the Muong Thanh hotel chain in Thanh Hoa While the findings may be objective, they may lack precision Most research indicates that philanthropic CSR positively influences quality of work life (QWL) When executed effectively, CSR can enhance employee morale, foster teamwork, and improve workplace quality A strong focus on charity work can elevate employees' awareness, pride, and trust in the business, ultimately enhancing workplace life The author argues that charity is crucial for business development, suggesting that Muong Thanh and Thanh Hoa hotel chains should prioritize this aspect to boost competitiveness and improve overall management and economic performance.
Research indicates that while charitable social responsibility (CSR) is statistically significant, it adversely affects the quality of working life at Muong Thanh and Thanh Hoa hotel chains The study highlights the need for Muong Thanh Hotel to enhance its charity efforts, given the high outer loadings of 0.878 and 0.819 related to their charity activities and community contributions However, excessive focus on charity can detract from essential employee initiatives such as training and workplace improvements, ultimately harming employee well-being Neglecting basic needs like a comfortable work environment and mental health support further diminishes workplace quality To achieve sustainable growth, Muong Thanh and Thanh Hoa hotels must strike a balance between charitable efforts and enhancing employee quality of life, ensuring that CSR initiatives do not compromise employee benefits By prioritizing employee welfare, the hotels can strengthen their reputation and brand, fostering future development.
The relationship between Economic Corporate Social Responsibility and
Hypothesis 4 (H4) Economic Corporate Social Responsibility will positively impact Quality of Work Life
Table 4.1 indicates that the values of β = 0.164 and P = 0.053, which is greater than 0.05, demonstrate that the economic corporate social responsibility (CSR) variable does not have a statistically significant relationship with the quality of workplace life This finding contradicts the initial hypothesis that proposed a positive impact of Economic CSR on Quality of Work Life.
Numerous studies have indicated that socio-economic responsibility significantly influences workplace quality of life The World Business Council for Sustainable Development (WBCSD) defines corporate social responsibility (CSR) as a business's commitment to fostering a sustainable economy alongside employees, their families, and the community to enhance overall quality of life Research by Arsic et al (2017) suggests that prioritizing economic social responsibility leads to sustainable business practices, effective risk management, and improved worker safety, which in turn enhances employees' awareness of their workplace quality Kim et al (2018) highlight that external CSR initiatives positively impact employees' quality of work life (QWL), while a lack of social responsibility can diminish work value and lower QWL Adequate salaries and benefits are essential for employee comfort Furthermore, Kim et al hypothesize a positive correlation between Economic CSR and workers' QWL Renouard and Ezvan (2018) found that economic responsibility significantly affects both the quality of working life and employee trust in the organization, with employee satisfaction playing a crucial role in fostering organizational trust through improved QWL.
Effective Corporate Social Responsibility (CSR) should prioritize long-term economic sustainability for the company This approach guarantees continued support for programs and initiatives that enhance employee well-being and improve the quality of working life.
The analysis of this study reveals that economic social responsibility (CSR) does not significantly impact the management of Muong Thanh and Thanh Hoa hotel chains, despite a sample size of 300 hotel employees, which may be insufficient to draw definitive conclusions about the influence of Economic CSR on quality of work life (QWL) Nevertheless, existing literature generally supports the notion that Economic CSR positively affects QWL A strong commitment to economic CSR can enhance employee satisfaction and loyalty within these hotel chains, while also fostering a positive working environment Employees who benefit from competitive compensation and benefits tend to exhibit higher morale, motivation, and loyalty Therefore, despite the unexpected research findings, it is crucial for Muong Thanh and Thanh Hoa hotel chains to focus on improving their economic CSR initiatives to enhance overall QWL.
The relationship between Quality of Work Life and Job satisfaction
Hypothesis 5 (H5) Quality of Work Life will positively impact Job satisfaction
The analysis reveals that the quality of work life (QWL) significantly influences job satisfaction, with a β value of 0.316 and a P value of 0.000, which is less than the 0.05 threshold This strong statistical significance indicates a positive relationship between QWL and job satisfaction, supported by a path coefficient of 0.208 These findings align with the initial hypothesis presented in Table 4.1.
Numerous reputable studies have demonstrated that workplace quality of life (QWL) significantly influences employee job satisfaction The interconnectedness of QWL and job satisfaction is crucial for both employees and employers Understanding that the work experience directly impacts employees' psychological well-being and overall satisfaction is essential for fostering a positive work environment.
Research indicates a significant positive relationship between quality of work life (QWL) and job satisfaction, suggesting that improved work conditions enhance employee morale and satisfaction (Kermansaravi et al., 2015) Factors such as favorable job environments, supportive colleague relationships, and work-life balance contribute to higher job satisfaction levels Additionally, QWL influences various employee behaviors, including engagement and organizational identity Job satisfaction encompasses an individual's perceptions and attitudes towards their profession, shaped by the work environment, organizational systems, and sociocultural factors (Yaghoubinia et al., 2015) Furthermore, Balasundaram (2010) found that QWL correlates with satisfaction regarding wages, working hours, and conditions, demonstrating a strong positive link between job satisfaction and various work attributes.
The study highlights that the quality of working life significantly influences employee satisfaction at the Muong Thanh hotel chain in Thanh Hoa, evidenced by an outer loading of 0.876 for the provision of facilities that meet employees' knowledge needs This indicates that the hotel is effectively catering to its staff's educational requirements, contributing to their overall satisfaction Additionally, with an outer loading of 0.794 for facilitating employee communication, the hotel chain can enhance its work-life balance through initiatives like team-building activities and social events Ultimately, investing in employee satisfaction is crucial for improving the hotel's economic performance and attracting customers, making it essential for Muong Thanh to focus on these areas.