Factors contributing to a happy work environment for the young generation

Group c Normal: 20 responsesGroup D Important: 50 responses Group E Very important: 16 responses The percentage of each group in the total number of responses: Quy đôi điêm tù’ các nhóm:

ĐẠI HỌC KINH TÉ THÀNH PHÓ HÒ CHÍ MINH

FACTORS CONTRIBUTING TO A HAPPY WORK ENVIRONMENT FOR THE YOUNG GENERATION

Thuộc nhóm chuyên ngành: Ọuân trị nguồn nhân lục

This research focuses on a theoretical model to identify the factors constituting a happy work environment among the younger generation The aim of this study is to explore these factors to primarily serve senior management, HR managers, and policy-makers with a holistic view of the younger generation, in order to devise training strategics, effective business operations, and bring value to stakeholders The research was conducted using both qualitative and quantitative methods, with data

collected through direct interviews using a survey questionnaire (n=200) The data was processed using Google Sheet for descriptive statistics and IBM SPSS 20 software forCronbach's Alpha reliability testing, exploratory factor analysis (EFA) to validate the model, and regression analysis to test research hypotheses The research results contribute to supporting businesses by proposing directions for further human resourcedevelopment, improving suitable work environments, fostering more positive interactions with the younger generation to attract and retain talent, aiming towardssustainable development for both businesses and society

1.4.3 Research data scope 9

3.2.4 The growth of the organization or the quality of its products 15

4.1.1.1 Having appropriate communication channels 19

4.1.1.2 Leaders play a primary role in establishing a healthy organization.214.1.1.3 There is a committee to oversee policies for an organization with a

4.1.1.4 Caring about community development and environmental

4.1.1.5 Effective leadership organization 244.1.1.6 The organization has a good quality health assessment 254.1.1.7 There is support from the organization's resources 274.1.1.8 Employees receive good attention to their personal and family

4.1.1.9 All levels of employees are involved in health improvement

activities 29

4.1.1.10 Promoting the development of ethics and character within the

4.1.2.1 There is a reward program for outstanding employees 31

4.1.2.2 The organization have plans for recovery (position, benefits) for

4.1.2.3 There is a policy to protect workers according to labor laws 344.1.2.4 Having clear and achievable organizational health policies 35

4.1.3.1 Qualified and concerned about improving employee health 36

4.1.3.2 There are no jobs that are likely to have a negative impact on health 37

4.1.3.4 Managers show a high level of concern for employees 404.1.3.5 There arc a low number of sick leave cases due to work-related

4.1.4.1 There is high labor productivity (production or distribution) 45

4.1.4.3 Having a reputable brand in the market 47

4.3.3 The third exploratory factor analysis (EFA) 62

4.4 Testing the model before multiple regression 654.4.1 The estimated results of the factors influencing the happy working

4.4.4 Test for normal distribution of residuals 67

5.2.2.2 Reinstating Position and Benefits for Employees Facing Health

5.2.2.3 Clear and Achievable Organizational Health Policy 785.2.3 Mental and Physical Health Recommendations 795.2.3.1 No job that not have a negative impact on health 79

TABLE OF MODELS

Model 1 Happy Workplace Environment 11Model 2 Happy Workplace Environment for the Younger Generation 12

TABLE OF TABLES

Table 3 KMO and Bartlett’s Test for Exploratory Factor Analysis (EFA) Initial Run 50 Table 4 Total Variance Explained for Exploratory Factor Analysis (EFA) Initial Run53 Table 5 Factor Loading Matrix for Exploratory Factor Analysis (EFA) Initial Run 55 Table 6 KMO and Bartlett's Test for Exploratory Factor Analysis (EFA) Second Run56

Table 7 Total Variance Explained for Exploratory Factor Analysis (EFA) Second Run58

Table 8 Factor Loading Matrix for Exploratory Factor Analysis (EFA) Second Run 60 Table 9 KMO and Bartlett's Test for Exploratory Factor Analysis (EFA) Third Run 61Table 10 Total Variance Explained for Exploratory Factor Analysis (EFA) Third Run62

Table 11 Factor Loading Matrix for Exploratory Factor Analysis (EFA) Third Run 63

TABLE OF CHARTS

Chart 1 The importance level of a company having appropriate boat media channels

Charl 2 The importance level of a company having leaders who play a key role in

establishing a healthy organization for the happiness of the younger generation 20 Chart 3 The importance level of a company having a committee to oversee policies

for a healthy workplace environment for the happiness of the younger generation 21Charl 4 The importance level of a company's concern for community development

and environmental protection for the happiness of the younger generation 22

Chart 5 The importance level of a company having effective leadership structures for

Charl 6 The importance level of a company having quality organizational health

assessment for the happiness of the younger generation 25

Chart 7 The importance level ofa company having resource support from the

organization for the happiness of the younger generation 26Chart 8 The importance of a company being a place where employees receive good care for their personal and family needs for the happiness of the younger generation 27 Chart 9 The importance of a company being a place where employees at all levels

participate in health-improvement activities for the happiness of the younger

Chart 10 The importance level of a company promoting the development of ethics andvalues within the organization for the happiness of the younger generation 29Chart 11 Employee Recognition Program Availability 30Chart 12 Availability of Recovery Plans (position, benefits) for Employees with

Chart 13 Availability of Labor Law Compliance Policies 33Chart 14 Availability of Clear and Achievable Health Organization Policies 34Chart 15 Adequacy and Attention to Employee Health Improvement 35Chart 16 Absence of Jobs Prone to Adversely Affect Health 36Chart 17 Availability of a Safe Working Environment 38Chart 18 Level of Managerial Concern for Subordinates 39Chart 19 Low Incidence of Sick Leave Due to Occupational Injuries or Illness 40Chart 20 Low Incidence of Occupational Accidents, Illnesses, and Fatalities 41

Chart 22 High Labor Productivity (Production or Distribution) 44

Chart 24 Strong Brand Reputation in the Markel 46

Chart 26 Scatterplot for Testing the Normal Distribution of Residuals 69

1 INTRODUCTION

1.1 Reasons of research

Human resources are an extremely valuable asset for businesses; however, the demand forboth material and spiritual value provided by personnel to businesses is also immense The intense competition among businesses in the same industry and the high turnover rate among employees pose a challenge to leaders According to a report by Anphabe, over 62% of young employees changed jobs within their first year of employment, and some even changed jobs several times within a year This figure reflects a much lower level of attachment, commitment, and loyalty to companies among the younger generation compared to previous generations One major explanation for this phenomenon is that thework environment does not meet the expectations of the younger generation Each generation has its own characteristics, advantages, and challenges, and the phenomenon

of job hopping among the younger generation needs to be recognized, understood, andaddressed by managers in order to formulate appropriate policies and strategics to retain and attract potential talent Furthermore, the younger generation is seen as a rich source of labor and crucial for the current and future development of the national economy The synthesis of factors contributing to long-term commitment and high-quality work is the essence of corporate happiness It can be seen that this is a topic of interest to academiccircles, but the common point of previous studies is to provide a broad overview without delving deeply into the nature and significance of corporate happiness Which factors create a happy work environment for the younger generation, and what are the managerialimplications of this issue? What are the consequences if businesses do not address thisissue, and what conflicts will arise, affecting the ability of the business to survive and thrive? To provide a detailed perspective and objective assessment of the issue, the authors have chosen the topic: ’’Factors contributing to a happy work environment for the younger generation” for their research, with the hope that the results will help managers and administrators of companies develop appropriate and effective humanresource strategies for the younger generation

1.2 Objectives of the study

- Identifying Factors Contributing to a Happy Work Environment: This study aims toidentify the factors that contribute to a happy work environment among the younger generation By doing so, it seeks to provide insights into methods that can assist businesses not only in retaining employees amidst the trend of continuous job hoppingamong young professionals but also in enhancing productivity and job satisfaction amongtheir workforce Furthermore, it aims to help young individuals find workplaces and

positions that align with their preferences more easily, thereby fostering a sense of happiness in their work life

- Measuring the Factors that Contribute to a Happy Work Environment among theYounger Generation: This research endeavors to measure the factors that play a role increating a happy work environment for the younger generation By quantifying these factors, the study aims to offer practical recommendations for businesses to address the challenges posed by high turnover rates among young employees Additionally, it aims topropose strategies that not only increase employee retention but also boost productivity and job satisfaction Ultimately, the research seeks to empower young professionals tofind fulfilling and suitable employment opportunities more effortlessly, thereby enhancingtheir overall happiness in the workplace

1.3 Research question

- What is a happy work environment?

- How docs the younger generation perceive a happy work environment?

- How docs the work environment impact the feelings of happiness and satisfaction

at work for the younger generation?

1.4 Research subjects and scopes

1.4.1 Research subjects

- The younger generation, also known as Generation z, encompasses individuals born between the years 1997 and 2010

1.4.2 Research time

- From June 2023 to August 2023

1.4.3 Research data scope

- Ho Chi Minh City, Thua Thien Hue Province

1.5 Research Methodology

The research conducted by the group utilized two research methods: literature review method and survey method using questionnaires, with data processed using quantitative analysis methods

2 Literature review

2.1 Work environment

From the various research articles on the work environment, its concept, and impact,below arc some articles that the group used to synthesize the concept of the workenvironment Based on these research articles, the group synthesized the concept of thework environment as follows: The work environment is the organizational, cultural, andphysical environment in which a group of employees or an individual carries out their work It includes factors such as office space, equipment, work processes, relationships between employees and managers, along with the values and altitudes existing within theorganization The work environment can influence work performance, employeesatisfaction, and personal development A positive work environment typically fosters conditions conducive to creativity, collaboration, and enhanced employee morale

2.2 Happiness in the working place.

Happiness detennines the development status of a business; a happy enterprise will sustainably thrive, and conversely, sustainable business growth must be accompanied by happiness Numerous studies have highlighted the importance of happiness in businesses Subjective happiness involves scientific analysis of how individuals evaluate their livesboth currently and over the long term, such as over the past year These evaluations

include people's emotional reactions to events, their moods, and the assessments they form about satisfaction and contentment in life, as well as areas like marriage and work (Diener et al., 2003) In 2018, Sandilya & Shahnawaz pointed out that the concept of employee happiness is a multidimensional concept influenced by contextual and cultural factors (Sandilya & Shahnawaz, 2018) Happiness refers to personal experiences that bring value (Bandura, 1986) Most definitions of employee happiness mention positive feelings such as satisfaction and contentment with life Workplace happiness is defined asthe positive feeling when employees can maximize their performance and bring satisfaction to themselves (Agustien & Soeling, 2020) In research, employee happiness is defined as the overall quality of employees' experiences and activities in the workplaceand is divided into two aspects: hedonic happiness and cudaimonic happiness (Ballesteros-Leiva et al., 2017; Huta, 2016) Hedonic happiness views human happiness

as leaning towards enjoyment, including achieving goals and values in various areas (Diener et al., 1998) Eudaimonic happiness considers true human happiness, which isrecognizing and realizing one's own potential (Ryan & Deci, 2001) Happiness statusincludes enjoyable welfare-related activities related to work, positive emotions, and satisfaction and contentment in life (Montano et al., 2017) Happiness status is an active state involving positive influence and high stimulation (Turner et al., 2002) Happiness status is understood as the mere presence of positively categorized items, also being another term for mental health according to WHO (Topp et al., 2015) Cantor et al.(1991), Carver and Scheier (1990), Cojocaru et al (2012) argue that occupational happiness perception is primarily the frequent experience of positive emotional states (such as satisfaction, interest, care, liking ) rather than negative emotions (boredom,sadness, anxiety ) According to Bagheri et al (2012), the perception of occupational happiness is essentially job satisfaction, the harmony between workers' perceptions of their needs and what they receive from their jobs Gangwani, Alhalwani, and Sheikh(2020) concluded in their study that no single factor can create happiness in the workplace They found that the work environment, family and living conditions, geneticfactors and personality, social interactions, organizational factors, leadership/supervisionbehavior or attitudes, and emotional well-being and health are contributing factors toworkplace happiness Wesarat, Sharif, and Majid (2015) define workplace happiness as

employee satisfaction, individuals who are satisfied with both their job and their persona]life According to this perspective, satisfied workers are individuals who feel good about their persona] circumstances and therefore are content with their jobs According to Vccnhovcn (2006), ’happiness’ is a term synonymous with well-being and the quality of life of an individual He identifies four aspects of life that a person can strive for toachieve happiness: the ability to support environmental life, the ability to supportindividual life, the utility of life, and life satisfaction Building upon these studies, the author group proposes a more comprehensive and holistic definition of happiness in theworkplace as follows: Workplace happiness is a collection of frequent experiences of employees' positive feelings Workplace happiness is multidimensional, shaped by various objective and subjective factors such as the work environment, family and living conditions, genetic factors and personality, social interactions, organizational factors, leadership/supervision behavior or attitudes, mental well-being, and emotional health Additionally, workplace happiness also aims towards productivity, work performance, andemployee satisfaction.

2.3 Young generation

The current younger generation is a concept describing a group of young people living and operating in the present time However, there is no specific and accurate definition of the current younger generation as it may change over time and vary in culture from country to country

Some characteristics of the current younger generation include:

Firstly, the current younger generation has grown up in a rapidly developing digitaltechnology environment They often have natural access to and use of information,technology skills, and communication This promotes digitalization and the development

of online platforms, influencing how they work, learn, and communicate

Secondly, the current younger generation tends to have a high awareness of social and

environmental issues They are concerned about building a fair, diverse, and sustainable society

Thirdly, the cun-ent younger generation tends to seek meaningful and values-aligned jobs They often seek personal development, advancement opportunities, and flexible workenvironments They also have the ability to integrate work and personal life more flexibly.

Fourthly, the current younger generation has widespread access to information and social media platforms They often use social networks, messaging apps, and online platforms tointeract and connect with others This can influence how they build relationships and

communicate in their daily lives

3 Research methods

3.1 Inherited research model

Human Resources

Creation

Physical &

Mental Health

The research model inherited from the study "The development of happy workplaceindex” published in the International Journal of Business and Management Studies by Thummakul, D., Kacodumkocng, K., Prascrtsin, u., Sinjindawong, s., & Makmcc, p (2012) includes four main factors that impact the happy workplace environment:

1 Environment and Atmosphere

2 Human Resource Management

3 Physical and Mental Health

4 Organizational Growth or Quality of Organizational Products (Healthy OrganizationCreation Process)

Based on that, the author team proposes the research model as follows:

Hl

3.2 Hypothesis research:

3.2.1 Work Environment and Atmosphere

The work environment plays a crucial role in creating a happy and productive workspace The atmosphere within the work environment can significantly impact the mood, health, and satisfaction of employees A good work environment should be designed to becomfortable and conducive, with emphasis on natural light, open spaces, and harmoniousdecor The air quality in the workspace needs to be maintained clean and fresh, as it canaffect the health of employees Polluted, humid, or overly dry air can lead to health issuessuch as eye irritation, headaches, or difficulty breathing, affecting concentration and workperformance Not only physically but also mentally, the atmosphere in the workplaceneeds to be carefully managed A positive work environment typically involves respect and support among colleagues Effective communication, teamwork spirit, and collaboration play a crucial role in building a happy work environment Positive vibes and encouragement can also have a positive impact on people's mood and work spirit

Encouragement, praise, and sharing successes help create an energetic and joyful workenvironment.

Hypothesis Hl: A comfortable work environment and healthy atmosphere are factors that contribute to the happiness of the younger generation in their work.

3.2.2 Human resource management

Human resource management plays a crucial and indispensable role in creating a happy and sustainable work environment Caring for, respecting, and developing humanresources not only increases productivity but also fosters a workspace filled with positive emotions An intelligent human resource manager listens and understands the needs of employees It involves not only assigning tasks and supervising but also creatingopportunities for personal development and career advancement for each individual Building training plans, providing support for advancement, and offering opportunities forlearning are essential factors that help employees feel valued and grow

Fairness and transparency in human resource management also play a crucial role increating a happy work environment Clearly defined evaluation standards, opportunitiesfor advancement based on merit and genuine contributions help eliminate inequality and foster trust between employees and management Moreover, an insightful human resourcemanager should know how to create a diverse and stimulating work environment Encouraging diversity in opinions, skills, and problem-solving approaches enhancescreativity and cultivates a rich workspace

Hypothesis H2: Rigorous and respectful human resource management is a factor that contributes to the happiness of the younger generation in the w orkplace.

3.2.3 Physical and mental health

Physical and mental health of employees play a vital and indispensable role in creating a happy and successful work environment The balance between physical and mental healthhas a significant impact on productivity, team morale, and positive interactions in the workplace Physical health is essential to ensure that employees are able to fulfill theirtasks and actively engage in daily work The work environment should provide adequate

natural light, comfortable and clean spaces, as well as encourage physical activities andmaintaining health Health support policies such as regular medical care, fitness programs, and healthy eating also significantly contribute to maintaining employees’physical health Moreover, positive work attitudes and mental health arc equally crucial

A work environment that provides opportunities for personal development and genuinerecognition can foster a positive work spirit Managers need to listen, support, andencourage employees, making them feel valued and genuinely contributing to the organization Understanding and flexibility in management also help reduce stress and pressure, creating conditions for better advancement and contribution

Hypothesis H3: The work environment that facilitates employees to maintain both physical and mental health is a factor that contributes to making the younger generation feel happy in their work.

3.2.4 The growth of the organization or the quality of its products

The growth of an organization and the quality of its products are two crucial factors that shape the success and reputation of a company A balanced combination of growth and quality plays a significant role in creating a happy and successful work environment.Organizational growth is an ongoing goal to achieve It demonstrates the ability to adapt

to changing environments and create value for customers and shareholders Growth can

be manifested through expanding markets, developing new products and sendees, enhancing customer relationships, and expanding distribution systems However, growthshould not be pursued at the expense of ensuring product quality and customer satisfaction Product quality is a criterion for assessing the true success of an organization High-quality products not only meet the needs and desires of customers but also reflectthe diligence and dedication of the organization in the production and supply process.Product quality contributes to building the reputation and trust of customers and alsocreates differentiation and competitiveness in the market

Hypothesis H4: Overall company growth and product growth are factors that contribute to the happiness of the younger generation in their workplace.

3.3 Research sample selection

The sample in the group's study was selected using a non-probability method(convenience sampling) due to time constraints and geographical limitations

3.4 Size of the study sample

The method of data analysis used in the study is Exploratory Factor Analysis (EFA) and multiple regression, requiring a sufficiently large sample size According to Hair et al.(2006), the minimum sample size for using EFA is 5 0, preferably 100, with anobservation/variable ratio of 5:1 (with a simple measurement variable being a singlequestion in the survey) For a study with 24 measurement questions and 1 dependentvariable, the authors collected 200 samples

3.5 Scale Explanation

Part

Question

Question coding

Evaluating the importance level of the following

factors in creating a happy work environment

Having appropriate communication channels MTI

Leaders play a central role in establishing a

Effective leadership within the organization MT5

Having a good quality assessment of

organizational health MT6

A place where employees receive good care for

their personal and family needs MTS

/X place where workers at all levels arc involved in

health-enhancing activities MT9

Promoting the development of ethics and virtues

Having policies to protect workers in accordance

Having clear and achievable organizational health

Physical and

mental health.

Adequate facilities and concern for improving

Managers show a high level of concern for their

Table 1 Scale Explanation

The above method was used to validate the scale and model fit of the research This process was conducted by surveying individuals aged from 1997 to 2010 with a questionnaire on an online survey form Data was collected from July 20th to July 31st,

2023, with 200 responses used as the dataset for the study The main analytical techniques employed were exploratory factor analysis (EFA) and multiple regression using SPSS 20 software

4 Research results

4.1 Descriptive statistics

4.1.1 Work Environment and Atmosphere

4.1.1.1 Having appropriate communication channels

80 60

40

20

0

There is an appropriate communication channel

A Very B It is not c Normal D E Very important important Important important

the happiness of the younger generation

The number of responses in each group:

Group A (Very unimportant): 4 responsesGroup B (Unimportant): 17 responses

Group c (Normal): 20 responses

Group D (Important): 50 responses

Group E (Very important): 16 responses

The percentage of each group in the total number of responses:

Quy đôi điêm tù’ các nhóm:

Nhóm A: Rất không quan trọng: 1 diêm

Nhóm B: Không quan trọng: 2 điêm

Nhóm C: Bỉnh thường: 3 điêm

Nhóm D: Quan trọng: 4 điểm

Nhóm E: Rất quan trọng: 5 điêm

The overall weighted average score is calculated as follows:

Overall weighted average score = (4 X 1 + 17x2 + 20x3 + 50x4+16x 5)/ 200 = 3.05

Based on the statistics above, it can be observed that:

- There is a large number of responses falling into Group D (Important) and Group c (Normal), accounting for over 35% of the total responses

- Group A (Not important) and Group E (Very important) have lower total responses, comprising about 10% of the total responses

- The overall weighted average score is 3.05, indicating that the average evaluation level

of all groups slightly leans towards importance

4.1.1.2 Leaders play a primary role in establishing a healthy organization.

establishing a healthy organization for the happiness of the younger generation

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2 X 1 + 0x2 + 26x3 + 90x4 + 82x5)/ 200 = 4.09

Based on the statistics above, it can be observed that:

There is a large number of responses falling into Group D (Important) and Group E (Very Important), accounting for over 85% of the total responses

Group c (Normal) also has a significant number of responses, accounting forapproximately 12.75% of the total responses.

Group A (Not important) and Group B (Unimportant) have fewer responses, accountingfor approximately 0.98% of the total responses

The weighted average total score is 4.09, indicating that the overall assessment tends tolean towards "Important”

4.1.1.3 There is a committee to oversee policies for an organization with a healthy work

environment.

125

100 75 50 25

0

There is a committee to control policies for an organization with

A Very B It is not c Normal D E Very important important Important important

Chart 3 The importance level of a company having a committee to oversee policies for a healthy workplace environment for the happiness of the younger generation

Percentage of responses in each group:

Weighted average total score = (2 X 1 + 2x2 + 30x3 + 118 X 4 + 48 X 5) / 200 = 3.51

Based on the statistics above, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 74% of the total responses

Group c (Normal) also has a significant number of responses, accounting forapproximately 13.39% of the total responses

Group A (Not important) and Group B (Unimportant) have lower numbers of responses,accounting for approximately 1.78% of the total responses

The weighted average total score is 3.51, indicating that the average assessment of all groups leans slightly towards "Important"

4.1.1.4 Caring about community development and environmental protection.

There is interest in community development and environmental

A Very c Normal D Important E Very

environmental protection for the happiness of the younger generation

Percentage of each group in the total responses:

Group A: 0.89%

Group B: 0.00%

Group C: 13.39%

Group D: 44.64%

Group E: 30.36%

Weighted average total score:

Weighted average total score = (2 X 1 + 0 X 2 + 30 X 3 + 100 X 4 + 68 X 5) / 200 = 3.8Based on the statistics above, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 75% of the total responses

Group c (Normal) also has a significant number of responses, accounting for about 13.39% of the total responses

Group A (Not important) and Group B (Unimportant) have lower total responses,accounting for about 0.89% of the total responses

The weighted average total score is 3.8, indicating that the average evaluation of all groups slightly leans towards "Important”

4.1.1.5 Effective leadership organization

Effective leadership organization

100

A Very c Normal D Important E Very

Chart 5 The importance level of a company having effective leadership structures for the

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2 X 1 + 0 X 2 + 22 X 3 + 90 X 4 + 86 X 5) / 200 = 4.27

Based on the above statistics, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 88% of the total responses

Group c (Normal) also has a significant number of responses, accounting forapproximately 9.82% of the total responses

Groups A (Not important) and B (Unimportant) have lower total responses, accountingfor about 0.89% of the total responses

The weighted average total score is 4.27, indicating that the average evaluation of all groups is slightly skewed towards "Very important"

4.1.1.6 The organization has a good quality health assessment.

100

75 50 25 0

Have good quality assessment of good organization

A Very B It is not c Normal D E Very

assessment for the happiness of the younger generation

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2 X 1+2x2 +30 x3 + 100x4 + 66x5)/ 200 = 3.77

Based on the above statistics, it can be observed that:

There is a large number of responses belonging to Group D (Important) and Group E(Very important), accounting for over 77% of the total responses

Group c (Normal) also has a significant number of responses, accounting for about 13.39% of the total responses

Group A (Not important) and Group B (Unimportant) have lower total responses, accounting for about 1.78% of the total responses.

The weighted average total score is 3.77, indicating that the average assessment of all groups slightly leans towards "Important"

4.1.1.7 There is support from the organization’ s resources.

100

75

50 25 0

There is resource support from the organization

A Very B It is not c Normal D

E Very important

Chart 7 The importance level of a company having resource support from the

organization for the happiness ofthe younger generation

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2x1 + 6x2 + 28 x3 + 96x4 + 68x5)/ 200 = 3.95

Based on the above statistics, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (VeryImportant), accounting for over 73% of the total responses

Group c (Normal) also has a significant number of responses, accounting for about 12.39% ofthe total responses

Group A (Not important) and Group B (Unimportant) have fewer responses, accountingfor approximately 3.57% of the total responses

The weighted average total score is 3.95, indicating that the average rating of all groupsslightly leans towards "Important"

4.1.1.8 Employees receive good attention to their personal and family needs.

100 75 50 25

0

Where employees receive good attention to their individuals and

A Very B It is not c Normal D E Very important important Important important

for their personal and family needs for the happiness of the younger generation

Percentage of each group in the total responses:

Group A: 1.79%

Group B: 0.89%

Group C: 10.71%

Group D: 41.07%

Group E: 35.71%

Weighted average total score:

Weighted average total score = (4 X 1 + 2x2 + 24x3 + 92 x4 + 78x5)/ 200 = 3.96

Based on the statistics above, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 76% of the total responses

Group c (Normal) also has a significant number of responses, accounting for about 10.71% ofthe total responses

Groups A (Not important) and B (Unimportant) have lower total responses, accountingfor about 2.68% of the total responses

The weighted average total score is 3.96, indicating that the average evaluation of all groups slightly leans towards "Important"

4.1.1.9 All levels of employees are involved in health improvement activities.

100

75

50 25

0

Where workers at all levels are allowed to participate in health

A Very B It is not c Normal D E Very important important Important important

Chart 9 The importance of a company being a place where employees at all levels

participate in health-improvement activities for the happiness of the younger generation

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2 X 1 + 2 X 2 + 3 8 X 3 + 90 X 4 + 68 X 5) / 200 = 3.85

Based on the above statistics, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 70% of the total responses

Group c (Normal) also has a significant number of responses, accounting for approximately 16.96% of the total responses

Group A (Not important) and Group B (Unimportant) have fewer responses, accountingfor approximately 1.78% of the total responses

The weighted average total score is 3.85, indicating that the average assessment of all groups slightly leans towards "Important"

4.1.1.10 Promoting the development of ethics and character within the organization.

Promote the development of morality and quality in the

values within the organization for the happiness of the younger generation

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (2 X 1 + 0x2 + 20x3 + 94x4 + 84x5)/200 = 4.09

Based on the statistics above, it can be observed that:

There is a large number of responses falling into Group D (Important) and Group E (Veryimportant), accounting for over 90% of the total responses

Group c (Normal) also has a significant number of responses, accounting forapproximately 8.93% of the total responses

Group A (Not important) has an insignificant number of responses, and Group B(Unimportant) has no responses.

The weighted average total score is 4.09, indicating that the average assessment of all groups lies in the "Important” range

4.1.2 Human Resource Management

4.1.2.1 There is a reward program for outstanding employees.

There is a reward program for excellent employees

A Very B It is not c Normal D E Very important important Important important

Chart 11 Employee Recognition Program Availability

Percentage of each group in the total responses:

Weighted average total score:

Weighted average total score = (4 X 1 + 4x2 + 14x3 + 96x4 + 82x5)/ 200 = 3.84

Based on the statistics above, it can be observed that:

There is a large number of responses in Group D (Important) and Group E (VeryImportant), accounting for over 79% of the total responses.

Group c (Normal) also has a significant number of responses, accounting for about 7.14% of the total responses

Group A (Not important) and Group B (Unimportant) have fewer responses, accountingfor about 3.57% of the total responses

The weighted average total score is 3.84, indicating that the average evaluation of all groups lies in the "Important" category

4.1.2.2 The organization have plans for recovery (position, benefits) for employees with

health issues

Have a recovery plan (position, benefit) for employees with

A Very c Normal D Important E Very

Group D: 48.21%

Group E: 31.25%

Weighted average score:

Weighted average score = (2 X 1 + 0 X 2 + 30 X 3 + 98 X 4 + 70 X 5) / 200 = 3.95

Based on the above statistics, it can be observed that:

- There is a significant number of responses in Group D (Important) and Group E (Veryimportant), accounting for over 79% of the total responses

- Group c (Normal) also has a considerable number of responses, accounting for about 13.39% ofthe total responses

- Group A (Not important) has an insignificant number of responses, and Group B(Unimportant) has no responses

- The weighted average score is 3.95, indicating that the average assessment of all groupsfalls into the "Normal" category

4.1.2.3 There is a policy to protect workers according to labor laws.

There are policies to protect workers under the Labor Law

Chart 13 Availability of Labor Law Compliance Policies

The percentage of responses for each group is as follows:

- Group A: 0.89%

- Group B: 0.89%

- Group C: 6.25%

- Group D: 28.57%

- Group E: 63.04%

The weighted average total score is calculated as follows:

Total weighted average score = (2 X 1 + 2x2 + 14x3 + 64x4 + 118x 5)/ 200 = 4.14

Based on the statistics above, it can be observed that:

- There is a large number of responses falling into Group E (Very important), accountingfor over 63% of the total responses

- Group D (Important) also has a significant number of responses, comprising about 28.57% of the total responses

- Group c (Normal) also has a considerable number of responses, accounting for about 6.25% of the total responses

- Group A (Very unimportant) and Group B (Unimportant) have negligible responses

The weighted average total score is 4.14, indicating that the average assessment level of all groups lies in the "Important” category

4.1.2.4 Having clear and achievable organizational health policies.

100

There is a clear and obvious health organization policy

A Very B It is not c Normal D E Very important important Important important

Chart 14 Availability of Clear and Achievable Health Organization Policies

Percentage of responses in each group:

Average total score (weighted average):

Average total score = (2 X 1 + 2x2 + 32x3 + 74x4 + 90x 5)/ 200 = 4.25

Based on the above statistics, it can be observed that:

There is a large number of responses in Group E (Very important), accounting for over 40% of the total responses

Group D (Important) also has a significant number of responses, accounting forapproximately 33.04% of the total responses

Group c (Normal) also has a considerable number of responses, accounting for about 14.29% ofthe total responses

Group A (Not important) and Group B (Unimportant) do not have a significant number of responses.

The average total score is 4.25, indicating that the average assessment of all groups lies at the "Important" level

4.1.3 Physical and Mental Health

4.1.3.1 Qualified and concerned about improving employee health

75

50 25

Percentage of responses for each group:

Overall weighted average score:

Overall weighted average score = (2x 1 + 0x2 + 22x3 + 102 x4 + 74x5)/ 200 = 3.85

Based on the above statistics, it can be observed that:

There is a significant number of responses in Group D (Important), accounting for over 45% of the total responses

Group E (Very important) also has a considerable number of responses, accounting forapproximately 33.04% of the total responses

Group c (Normal) also has a significant number of responses, accounting for about 9.82% of the total responses

Group A (Very unimportant) has negligible responses

Group B (Unimportant) has no responses

The overall weighted average score is 3.85, indicating that the average evaluation of all groups lies in the "Important" range, but close to the "Normal" level

4.I.3.2 Thcre are no jobs that are likely to have a negative impact on health.

There is no job that can adversely affect health

Chart 16 Absence of Jobs Prone to Adversely Affect Health

Percentage of responses in each group:

Group A: 0.89%

Group B: 0.89%

Group C: 12.50%

Group D: 45.54%

Group E: 33.04%

Weighted average total score:

Weighted average total score = (2 X 1 + 2x2 + 28 x3 + 102 x4 + 66 x 5)/ 200 = 3.87

Based on the statistics above, it can be observed that:

There is a large number of responses in Group D (Important), accounting for over 45% of the total responses

Group E (Very Important) also has a significant number of responses, comprising approximately 33.04% of the total responses

Group c (Normal) also has a considerable number of responses, accounting for about 12.50% of the total responses

Groups A (Very Unimportant) and B (Unimportant) have negligible responses

The weighted average total score is 3.87, indicating that the average assessment of all groups lies in the "Important" range, but close to the "Normal" range

4.1.3.3 Having a safe working environment

125

100 75

50 25

0 There is a safe working environment

A Very c Normal D Important E Very

Chait 17 Availability of a Safe Working Environment

Percentage of responses for each group:

Weighted average total score:

Weighted average total score = (2 X 1 + 0x2 + 14x3 + 60x4 + 124 X 5)/ 200 = 4.34

Based on the above statistics, it can be observed that:

There is a large number of responses in Group E (Very important), accounting for over 66% of the total responses

Group D (Important) also has a significant number of responses, accounting for approximately 26.79% of the total responses

Group c (Average) also has a considerable number of responses, accounting forapproximately 6.25% of the total responses

Group A (Very unimportant) and Group B (Unimportant) have negligible numbers of responses

The weighted average total score is 4.34, indicating that the average evaluation of all groups is at the "Very important" level, approaching the "Important" level