ANALYSIS OF JOB SATISFACTION LEVEL AT DELTA CIVIL CONSTRUCTION AND INDUSTRIES PUBLIC COMPANY LIMITED

ANALYSIS OF JOB SATISFACTION LEVEL AT DELTA CIVIL CONSTRUCTION AND INDUSTRIES PUBLIC COMPANY LIMITED A RESEARCH PAPER PRESENTED TO THE FACULTY OF THE GRADUATE SCHOOL SOUTHERN LUZON STAT

ANALYSIS OF JOB SATISFACTION LEVEL AT DELTA CIVIL CONSTRUCTION AND INDUSTRIES PUBLIC COMPANY LIMITED

A RESEARCH PAPER PRESENTED TO THE FACULTY

OF THE GRADUATE SCHOOL SOUTHERN LUZON STATE UNIVERSITY, LUCBAN, QUEZON, PHILIPPINESIN

COLLABORATION WITH THAI NGUYEN UNIVERSITY, SOCIALIST REPUBLIC

OF VIETNAM

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE DOCTOR OF BUSINESS ADMINISTRATION

(DO THUY DUNG - LINDA)

APRIL, 2013

INTRODUCTION

The researcher has aimed to study different factors behind job satisfaction and use Delta Civil Construction & Industries Public Company Limited (DCI) as a case study The company is facing a problem about high turnover of employee1 This has led to the management’s concern on labor productivity as it takes sometime for the company to train these workers to achieve their expected level of performance on the job The causes for labor turnover may result from many reasons both from employees themselves and the organization From organizational perspective, employee turnover can represent a significant cost in terms of lost recruiting, training, socialization investments, disruption and replacement costs, and a variety of indirect costs

1.1 Objectives of the Research Study

The major objective of the study is to find out different factors behind job satisfaction of employees in Delta Civil Construction & Industries Public Co., Ltd The following specific objectives will be considered:

♦ To study employees’ job satisfaction level in the company

♦ To study the different factors that affect to job satisfaction of employees in the company

♦ To give some useful recommendations to improve employee’s satisfaction in the company

♦ Scope of the Research Study

The study focuses on studying different factors that have impact on employee's job satisfaction level The main focus of the present study is managerial practice for Human Resource Management

1.2 Methodology for the Research Study

1.3 The Expected Contributions of the Research Study

This study is expected to contribute the following:

♦ Knowledge and understanding of the factors, which affect the employee's job satisfaction level of the company,

♦ An understanding of a priority of the significant factors which affect employee's job satisfaction level of the company, and

♦ Knowledge of employee's job satisfaction and result of the research study can be used in the continuous improvement process of management, especially in Human Resource Management, in order to reduce the employee turnover rate and other outputs, which may be caused from employee's satisfaction

Organization of the Research Study

Chappter 2: LITERATURE REVIEW Chapter 2 brings some definitions about levels of job satisfaction and factors affecting levels of job satisfaction and defines six factors affecting job satisfaction of labors in companies including: nature of work, salary, colleagues, leaders, training and promotion opportunities and working environment This chapter presents resuts of some previous research in and out of country; builds research model and give hypothesis of research model There are six hypothesis correlating with six factors affecting job satisfaction

of labors in companies

Research model

Research model is built based on theory basic of job satisfaction Research results of some authors in and out of country define factors affecting job satisfaction of labors according to individual characteristics

Individual characteristics are considered including: age, gender, learning status, number of working year, departments

Research model and hypothesis are presented in graph 2.1:

Graph 2.1: Research model

Nature of work

Salary

Colleagues

Levels of job satisfaction

Leaders

Training and promotion opportunities

Working environment

HYPOTHESIS FOR RESEARCH MODEL

Hypothesis for research model are built based on evaluating factors affecting job satisfaction of labors in companies In the model of this research, there are six elements affecting job satisfaction of labors in companies including: nature of work, salary, colleagues, leaders, training and promotion opportunities, working environment

Hypothesis for research models are supposed as following:

H1: Whether nature of work is well evaluated or not correlate the same direction with levels of job satisfaction of labors

H2: Whether salary policy is well evaluated or not correlate the same direction with job satisfaction of labors

H3: Whether colleagues relationship is well evaluated or not correlate the same direction with levels of job satisfaction of labors

H4: Whether relationship with leaders is well evaluated or not correlate the same direction with levels of job satisfaction of labors

H5: Whether training and promotion opporturnities are well evaluated

or not correlate the same direction with levels of job satisfaction of labors H6: Whether working environment is well evaluated or not correlate the same direction with levels of job satisfaction of labors

This chapter will present research methods which are carried out to build and evaluate scale of measuring research concepts and check previous theory sample, including:

Graph 3.1: Research process

Conclusion

3.2 Official research

3.2.1 Designing by questions

All observing variables in parts also use measurement scales Likert 5 levels with the first choice means “totally disagree with the statement” and the the fifth choice means “ totally agree with the statement” The contents of observing variables in parts are adjusted so as to fit with characteristics in Delta Civil Construction and Industries Public Company Limited

3.2.2 Expression and coding scales

As presented in the chapter 3, researching model has six factors affecting job satisfaction of labors in Delta Civil Construction and Industries Public Company Limited

company)

Total number of collected questionnaires is 178

After testing , there are unacceptable 12 tables which are excluded ( mainly because of lack of answering information)

Thus, the total of questionnaire tables for analyzing and processing is 166 questionaire tables with full answers choices

Data Structure:

4.2 FACTORS ANALYSIS

4.2.1 Results of factors analysis

Factor analysis is used only when the coefficient KMO Olkin) has the value of 0.5 or higher (Othman & Owen, 2000), the variable ratio transmission (factor loading) is fewer than 0.4 will be suitable Eigenvalue stop (variance represents the award explained by each factor) is greater than 1 and the total variance extracted (Cumulative Extraction Sums of Squared Loadings%) greater than 50% (Gerbing & Anderson, 1988)

(Kaiser-Meyer-4.2.2 Regression analysis

The analysis is done by the Enter method The variables are taken at the

same time to select based on the selection criteria variables significant at <0.05

level Results of regression analysis as follows:

Factors Names of variables

Coefficient Cronbach’s Alpha 0.881 0.840 0.827 0.725

Initial Eigenvalues % of variance 6.822 2.612 1.508 1.223

Table 4.14: Model summary of method Enter

Changeable statistic

adjustment

Standard variable of estimation

R2 changr

r đổi

F thay

df2 Signific ance F change

Coeffici ent Durbin- Watson

1 626 392 377 .60088 392 25.947 4 16 000 1.872

a Prediction: (constant), work, salry, collegues, leaders

b Dependent variable: satisfying

Table 4.15: The regression results using the method Enter

Standard coefficient

Non- standar

Statistics multicollinearity

leader 181 077 223 2.338 021 414 2.418

salary 257 058 320 4.445 000 730 1.369

1

job 035 083 041 417 677 389 2.571

a Independent variables: satisfying

I have adjusted R2 = 0377 However, with the results we found that the variable "work" is not statistically significant (significance level due.> 0.05) in the variables should be excluded from the model The regression results after the variable type as follows: Bảng 4.17: Model summary of using method Enter

after removing variables

on

R2 change đổi

1 .626a 391 .380 .59935 391 34.715 3 162 000 1.878

a Prediction: (constant), salary, colleague, leader

b Independent variables: satisfying

Tabled 4.16: Results of using the method Enter after removing variables

Non- standard ecoficient

Standard ecoficient

Statistics multicollinearity

Mô hình

B

Độ lệch chuẩn

Beta

t

Signific anvce

Toleran

ce

Nhân tử phóng đại phương sai (VIF)

leaders and wages In these variables no multicollinearity phenomenon (due to all the VIF values of these variables are less than 2)

The regression equation showing the relationship between the level of job satisfaction factors with colleagues, leadership, salaries are expressed through the following equation:

Job satisfaction = 3.523 + 0.188 * colleagues + 0.197* leaders + 0.268* salary

The regression results show that only 3 of the 4 elements of the model that affect the level of job satisfaction of employees at JSC Manufacturing Engineering Long An is: colleagues, leaders , salary In which sectors "salary" means the most important for satisfaction level of employees in work (the largest coefficient), followed by the last leader and colleague

No No GT Contents Results

1 H1 Whether the nature of work is well evaluated or not

correlate the same direction with job satisfaction of labors

Unacceptable

2 H2 Whether the salary policy is well evaluated or not

correlate the same direction with job satisfaction of labors

Acceptable

P=0.000

3 H3 Whether the relationship with colleagues is well

evaluated or not correlate the same direction with job satisfaction of labors

Acceptable

P=0.004

4 H4 Whether the relationship with leaders is well evaluated

or not correlate the same direction with job satisfaction

Because surveyed genders have two variables: women and men, using Independent t-test to draw a conclusion whether women or men have higher levels of job satisfaction

Table 4.17: Results of Independent t-test Statistics according

to groups of genders

Giới

Statistical error

Average standard deviation

1 163 3.5307 .76567 05997 satisfaction

Table 4.18: Results of Independent t-test compare levels of job satisfaction

according to genders

Testing equality of variance

Reliability 95% Level

of signific ance

Level of significa nce

average differen

ce

Standard deviatio

n differen ce The

4.1.1 Testing the impact of different levels of age toward job satisfaction of

employees in Delta Civil Construction and Industries Public Company Limited

Because  “age” in the  research has 4 variables, we use  One‐Way ANOVA test. 

Table 4.19: One-Way ANOVA Results compare levels of job satisfaction

according to the age

Among groups 471 3 157 267 849

In the same group 95.132 162 587

Table 4.21 shows that between the groups with significance level = 0849 (>

0:05), so we conclude there is no difference between age groups in the

satisfaction level of the employees work in Long An Engineering and

Manufacturing Joint Stock Company

Testing differences in “ qualifications” toward job satisfaction of

employees in Delta Civil Construction and Industries Public Company Limited

Table 4.22 shows that between the groups with significance level = 0.313

(> 0:05), so we conclude there is no difference between groups with different

education levels of satisfaction in the work of the employees in Delta Civil

Construction and Industries Public Company Limited

Inspection of the different impacts of "seniority" toward levels of job

satisfaction of the employees in Delta Civil Construction and Industries Public

Company Limited

Table 4.21: Results of One-Way ANOVA compare levels of job

satisfaction according to “ seniority”

Among groups 2.164 3 721 1.251 293

In the same group 93.438 162 577

Inspection of the different impacts of "departments" toward levels of job

satisfaction of the employees in Delta  Civil  Construction  and  Industries 

Public Company Limited

Table 4.22: Results of One-Way ANOVA compare levels of job

satisfaction according to departments

Levels of significance.

Among groups 1.688 2 844 1.465 234

In the same group 93.915 163 576

Table 4.24 shows that between the groups with significance level =

0.234 (> 0.05), so we conclude there is no difference between the parts of the

level of job satisfaction of employees in Long An Engineering and

Manufacturing JSC

4.5 Statistical results on levels of satisfaction levels of satisfaction in general and groups of factors

4.5.1 General satisfaction

Table 4.23: Results Descriptive statistics overall satisfaction level

coefficineent

satisfying 166 1.00 5.00 3.5226 05908 colleagues 166 1.40 5.00 3.7120 05638 leaders 166 1.17 5.00 3.4378 05322 salary 166 1.00 4.25 2.4834 06144 Acceptable

observations

166

According to the table 4.25, the satisfaction level of the whole company is 3.5226 Satisfaction with co-workers is 3,712 elements (higher overall satisfaction level) Meanwhile, the level of satisfaction with the leadership factor and lower wage levels are generally satisfied, except for the satisfaction factor is very low wages (only 2.4834)

4.5.2 Satisfaction in each group element

4.8.2.1 Levels of satisfaction factor according to group "colleagues"

Table 4.24: Results of research according to levels of satisfaction

factor according to group "colleagues"

Statistic Statistics Statistics Statistics Standard

The cumulative percentage

Table 4.26: Results Descriptive statistics of the satisfaction level of

the "colleagues 4"

Frequenc

percentage of valid observations

The cumulative percentage

Table 4.27:.Results of descriptive statistics of the satisfaction level of

Table 4.28: Results of statistics describing satisfaction of component “

leadership”

Frequenc

percentage of valid observations

The cumulative percentage

Composition "Leadership 4": "Employees are treated fairly, regardless." The average value of this question is 3.4940 (lower than the average value of the elements "colleague" is 3.7120) Up to 47% of those surveyed have the satisfaction level from 1-3 (ie, 47% of those surveyed said that elements from very low levels average), with 53% of those surveyed have the satisfaction level from 4-5 (ie, 53% of those surveyed said that this factor levels from fair very good)

Table 4.29: Results Descriptive statistics of the satisfaction level of "2

colleagues."

Frequenc

percentage of valid observations

The cumulative percentage

satisfaction level from 4-5 (ie 71.7% of those surveyed said that this factor levels from fair to very good

CHAPTER 5: CONCLUSIONS 

The purpose of this chapter is to summarize the main results and conclusions from the study This chapter consists of four parts: (1) A summary of the study, (2) Summary of research findings, (3) A number of Delta Civil Construction and Industries Public Company Limited., (4) Limitations of the study and suggest directions for further

5.1 A summary of the study

The research has launched a number of definitions of the authors: Vroom (1964); Dormann and Zapf (2001); Locke (1976); Quinn and Staines (1979), Weiss (1967) on the job satisfaction of employees, then make the comparisions between the meanings

5.2 Summary of research findings

On scale systems: The results of the measurement models showed that,

after addings and adjustments based on qualitative research and some of the results of the previous studies and foreign authors, the scales achived reliability and value allowed

The main purpose of the study: the factors that affect the level of job

satisfaction of employees in companies are colleagues, leaders and wages

5.3 Some solutions to increase levels of job satisfaction of working staff

in delta civil construction and industries public company limited

From the results obtained from the model study, we propose a number of the following recommendations to the Board of Directors of Delta Civil Construction and Industries Public Company Limited