Factors impact employer attractiveness among IT engineers in ho chi minh city

The result confirms that Interest value, Social value, Economic factors, Development value, and Application value have positive impacts on Employer Attractiveness among IT engineers in H

LE TIEN THANH

FACTORS IMPACT EMPLOYER ATTRACTIVENESS AMONG IT ENGINEERS IN HO CHI MINH CITY

MASTER OF BUSINESS ADMINISTRATION THESIS

HO CHI MINH CITY- 2011

MASTER OF BUSINESS ADMINISTRATION THESIS

SUPERVISOR: DR HO TIEN DUNG MSc TA THI BICH THUY

HO CHI MINH CITY- 2011

I would like to extend my sincere thanks to Professor Nguyen Dinh Tho, Dr Tran

Ha Minh Quan, Dr Nguyen Thi Mai Trang, members of the proposal examination committee, for their valuable comments and feedbacks

I would like to express my sincere gratitude to all of my teachers at Faculty of Business Administration and Postgraduate Faculty, University of Economics Ho Chi Minh City for their teaching and guidance during my MBA course

Finally, I would like to specially express my thanks to my wife, my family, all of

my classmates and my friends and for their support and encouragement

Ho Chi Minh City, 10th December 2011

Le Tien Thanh

Abstract

Master Thesis in Business Administration, Summer 2011

Economics University Ho Chi Minh City

Attracting and selecting the right types of employees, especially high quality resources have always been a challenge for organization But recruiting qualified applicants may become increasingly difficult over the next 15 years as demographic and economic factors are expected to create a “war for talent” A recent global survey from McKinsey in 2006 revealed that managers ranked “finding talented people” as the single most important managerial preoccupation for the rest of the century Therefore, talented and skilled person will become rare and precious in the labor market Thus, knowing what these candidates value in an organization and what attracts them to a company is an important prerequisite for successful recruitment activities

Both qualitative and quantitative approaches were considered in this research First, the qualitative research is conducted through making in-depth interview with eight managers of IT/Telecommunication companies to check the content and meanings

of words using in the measurement scales Then the main research is quantitative with 258 engineers who currently work in IT sector The Cronbach’s alpha is used

to measure reliability, the Exploratory Factor Analysis attempts to identify underlying variables and regression analysis is used to test the research model and hypotheses

The result confirms that Interest value, Social value, Economic factors, Development value, and Application value have positive impacts on Employer Attractiveness among IT engineers in Ho Chi Minh City Therefore, the benefit of this study will help IT companies to prioritize these critical factors when they want

to enhance their attraction and attract talented IT engineers

Key words: Employer Attractiveness, interest value, social value, development

value, economic value

Contents Page

CHAPTER 1: INTRODUCTION 1

1.1 The problem statement 1

1.2 Research questions 3

1.3 Research objectives 3

1.4 Research methodology 3

1.5 Scope and delimitations of the study 4

1.6 Structure of the study 4

CHAPTER 2: REVIEW OF RELEVANT LITERATURE 6

2.1 Concepts 6

2.1.1 Job choice and uncertainty 6

2.1.2 Job choice determinants 7

2.1.3 Employer knowledge 7

2.1.4 Instrumental and Symbolic attributes 9

2.1.5 Employer Attractiveness from employee perspective 10

2.2 Research Model 11

2.2.1 Variables and Hypotheses 11

2.2.2 Research model 12

CHAPTER 3: RESEARCH METHODOLOGY 13

3.1 Research process 13

3.2 The pilot research 14

3.3 The main research 14

3.3.1 The scales 15

3.3.2 The questionnaire 18

3.3.3 Measurement 18

3.3.4 Data collection 18

3.3.5 Population and sampling 19

CHAPTER 4: RESULTS AND DISCUSSION OF THE FINDINGS 20

4.1 Descriptive statistics 20

4.2 Cronbach’s Alpha Analysis 24

4.3 EFA Analysis 27

4.4 Correlation analysis 31

4.5 Regression analysis 31

CHAPTER 5: CONCLUSIONS AND IMPLICATIONS 37

5.1 Conclusions of the research 37

5.2 Implications of the research 37

5.3 Limitations and suggestion for further researches 38

REFERENCES 40

APPENDIX 1 i

LIST OF TABLES & FIGURES

Table 4.1: Demographic statistics of the respondents 21

Table 4.2: Descriptive statistics 22

Table 4.3: Cronbach’s Alpha of all variables 25

Table 4.4: Cronbach’s Alpha of Employer Attractiveness after removing variable V53 26

Table 4.5: KMO and Bartlett’s Test 27

Table 4.6: Total Variance Explained 28

Table 4.7: Rotated Component Matrix 29

Table 4.8: The final measurement scale 30

Table 4.9: Mean, Standard Deviation and Correlation Coefficient 31

Table 4.10: Regression analysis on data of 258 responses 33

Table 4.11: Results 36

CHAPTER 1: INTRODUCTION 1.1 The problem statement

Organizations have always been concerned with attracting and selecting the right types of employees, Schneider (1987) Yet, recruiting qualified applicants may become increasingly difficult over the next 15 years as demographic and economic factors are expected to create a “war for talent”, Axelrod et al (2001) Two recent global surveys from McKinsey Quarterly strongly support this view While the first,

in 2006, found that managers ranked “finding talented people” as the single most important managerial preoccupation for the rest of the century, the second, in 2007, revealed that nearly half of the respondents expect intensifying competition for talent to have a major effect on their companies over the next five years, Guthridge, Komm & Lawson (2008) Therefore, talented and skilled person will become rare and precious in the labor market Consequently, knowing what these candidates value in an organization and what attracts them to a company is an important prerequisite for successful recruitment activities

Due to the above mentioned cause, it has become increasingly important for organizations to make themselves stand out from their competitors so that they are seen as attractive employers for prospective applicants Undoubtedly, this is a challenge because jobs and organizations within the same industry are often very similar, Maurer, Howe, & Lee (1992); Taylor & Collins (2000); Thomas & Wise (1999) According to Barber (1998), early recruitment stages are characterized by

an extensive search and screening, the gathering of rudimentary information about multiple opportunities, and little or no personal contact between the parties involved

Considering the importance of applicants’ early impressions of organizations as employers, research by Barber (1998); Cable & Graham (2000); Cable & Turban (2001); Highhouse & Hoffman (2001); Rynes (1991); Lievens, Highhouse, (2003); Lievens at al (2005) were exploring the content or basis of these impressions As in

Lievens, Highhouse (2003), organizational attraction was influenced by applicants' perceptions of job and organizational characteristics such as pay, opportunities for advancement, location, career programs, or organizational structure (Cable & Graham, 2000; Highhouse, Zickar, Thorsteinson, Stierwalt, & Slaughter, 1999; Honeycutt & Rosen, 1997; Lievens, Decaesteker, Coetsier, & Geirnaert, 2001; Turban & Keon, 1993)

Besides that, in the early stages of the recruitment process, prospective applicants ascribed traits to organizations (Slaughter, Zickar, Highhouse, Mohr, Steinbrenner,

& O'Connor, 2001) For example, people referred to some employing organizations

as trendy, whereas other employing organizations were seen as prestigious These studies also discovered that these trait inferences about organizations were related to the image of organizations as employers, with applicants being more attracted to employing organizations having traits similar to their own personality For a better refinement from employee perspective, Berthon, Ewing and Hah (2005) suggest five items of Interest value, Social value, Economic value, Development value and Application value to evaluate how an organization is attractive as an employer to potential employees

Vietnam is now one of the 10 most attractive global services locations in the world (A.T Kearney, 2009) and the IT (Information Technology) industry is estimated to grow at a compound annual growth rate of 16% over the period of 2011-2015 With around 10,000 licensed firms to provide services, with around 2000,000 resources (Ministry of Information and Communication, 2011)

On May 2011, German-based Bosch Group, a leading global supplier of IT services, opened a center focusing on embedded software and mechanical engineering services in Ho Chi Minh City This US$4.5-million center, located at the Saigon High-tech Park in District 9, is expected to employ around 500 local engineers by

2015

This recently setup, together with the rising presence of other big IT names like HP, Aricent, Sigma Designs, Texas Instruments, and Simax Global Services in Vietnam lead to competition with local entrepreneurs in terms of human resources

Although many researches in the field of employer attractiveness have been conducted so far, few researches are available in the local context, especially for IT industry For this reason, it is necessary to conduct research on factors impacting employer attractiveness among IT engineers in Ho Chi Minh City, especially with factors such as Interest, Social, Development, Economic, Application From this study, companies can make suitable plans in order to enhance themselves and become more attractive to qualified candidates

1.4 Research methodology

The purpose of this research is to identify the factors impacting employer attractiveness among IT engineers in Ho Chi Minh City by using the EFA method, hence both pilot research and quantitative research are considered

The pilot research is conducted by making an in-depth interview with eight managers of four IT companies in Ho Chi Minh City in order to get their ideas about employer attractiveness factors and meaning of words using in the questionnaires The questionnaire is adapted from the literature as well as the comments gathered from the interviews

In the next step, the sample is collected by sending questionnaires to the relevant people in the industry, who currently working in information technology companies An internet based form is also published in Google Docs and share via social networking site of Facebook for additional respondent coverage Individuals are asked to indicate the extent of agreement or disagreement with the questionnaire items concerning employer attractiveness on a five-point Likert-type scale ranging from 1 (strongly disagree) to 5 (strongly agree)

After collecting data, the measurement scales will be verified by using the Cronbach’s alpha ratio and the Exploratory Factor Analysis (EFA) is used to refine the measurement scales Finally, the hypotheses are tested by using regression analysis

1.5 Scope and delimitations of the study

This research is conducted in Ho Chi Minh City The research subject is the IT engineers in multiple IT companies such as IBM, HP, CSC, GCS, Harvey Nash, TMA Solutions and other companies of the industry The results of similar studies

in other populations may differ, and thus the results should not be over generalized Further, the study used a self-report measure via questionnaire and may have a self-reporting bias Also, questionnaires do not offer the opportunity to probe deeply into feelings or opinions, nor can items be clarified if there is any confusion as to what an item is intended to mean

Moreover, other factors not considered in this study may have influences on the respondents that are more important for employer attractiveness measurements For example, word of mouth, corporate social responsibility (CSR) may have substantial or significant impacts on employer attractiveness

1.6 Structure of the study

The structure of this study includes 5 chapters Chapter 1 presents information about the problem statement, research question, research objectives, research

methodology and scope of the study Chapter 2 discusses concepts of terms and literature review of Employer Attractiveness, after that research model is developed Chapter 3 explains research methodology and research model that are used in the study Chapter 4 analyzes the result and discussion of the findings And finally, conclusions and implications are presented in Chapter 5

CHAPTER 2: REVIEW OF RELEVANT LITERATURE

This chapter is to focus on introducing the literature review in order to establish a research model There are two parts The first section will introduce some key concepts about Employer Attractiveness; and the second section will consider variable, suggest the research model and the hypotheses about the impact of major factors on Employer Attractiveness among IT engineers in Ho Chi Minh City

2.1 Concepts

Lievens, Van Hoye, & Schreurs (2005) defined Employer Attractiveness as organizational attractiveness as applicants’ willingness to pursue jobs and to accept job offers in an organization

This concept has been broadly discussed in the areas of vocational behavior (Soutar

& Clarke 1983), management (Gatewood et al 1993), applied psychology (Jurgensen 1978; Collins & Stevens 2002), communication (Bergstrom et al 2002) and marketing (Ambler & Barrow 1996; Gilly & Wolfinbarger 1998; Ambler 2000; Ewing et al 2002) It has also become an increasingly ‘hot topic’ in the contemporary business press (see, for example, Sherry 2000; Lloyd 2002; Ritson 2002), and ‘Best Employer’ status is something that more and more organizations are striving for

2.1.1 Job choice and uncertainty

At early stages of the recruitment process it is difficult for potential applicants to visualize exactly what it would be like to be an employee of a firm (Turban, 2001) For starters, a workplace is more difficult to evaluate than a specific product Not only is it less tangible, potential applicants also face limited opportunities to visually inspect organizations, not to mention gain firsthand working experience at that particular workplace “In particular for inexperienced job seekers it is difficult to compare available job options on the basis of the true attributes of the job and company, as many attributes are unknown or unknowable” (Collins

and Stevens, 2002) Therefore as mentioned above, applicants are likely to interpret information about the firm as providing “signals” about what it would be like to work in the firm (Backhaus et al 2002)

2.1.2 Job choice determinants

A variety of previous research has looked at different sets of factors important to individuals when evaluating jobs Thomas and Wise (1999) argue that information

importance to job seekers’ decision making than other organizational factors Lievens and Highhouse (2003) support this notion by informing that organizational attraction is influenced by applicants’ perceptions of job and organizational characteristics such as pay, opportunities for advancement, location, career programs, or organizational structure However they argue that although potential applicant’s initial attraction to organizations can be partially explained on the basis

of these attributes, they are probably less useful for organizations in terms of differentiating themselves from their competitors in the early stages (Lievens and Highhouse 2003)

2.1.3 Employer knowledge

Cable and Turban (2001) defined employer knowledge as a job seeker’s memories and associations regarding an organization as a (potential) employer Thus, employer knowledge provides applicants with a template to categorize, store, and recall employer-related information Consistent with conceptualizations of brand image (see Aaker, 1991; Keller, 1993), Cable and Turban (2001) differentiate between three broad dimensions of employer knowledge: employer familiarity, employer image, and employer reputation These dimensions are posited to influence applicants’ attraction to an organization as a place to work

The first dimension is employer familiarity or the level of awareness that a job seeker has of an organization (Cable & Turban, 2001; Collins & Stevens, 2002) Generally, previous studies in the recruitment field have demonstrated that an

organization’s overall familiarity is related to applicants’ perceptions of a company’s attractiveness as an employer, with more familiar organizations being perceived as more attractive (Cable & Graham, 2000; Gatewood, Gowan, & Lautenschlager, 1993; Turban, 2001)

Employer image pertains to the content of the beliefs that applicants have about the organization as an employer (Cable & Turban, 2001; Highhouse et al., 1999)

Specifically, Cable and Turban (2001) argue that potential applicants hold beliefs about objective aspects of the organization (employer information), varying from factual or historical aspects of organizations to organizational procedures and policies Examples of employer information are size, location, level of centralization, geographical dispersion career or organizational structure (Cable & Graham, 2000; Highhouse et al., 1999; Lievens et al., 2001) Additionally, Cable and Turban (2001) posit that potential applicants have some knowledge about the attributes of a specific job at the organization to which they might consider applying (job information) Examples of job information are pay, benefits, type of work to be performed or advancement opportunities

The third dimension in Cable and Turban’s (2001) framework of employer knowledge refers to employer reputation or the public evaluation of an organization Although employer reputation is often cast in economic terms (Fombrun & Shanley, 1990), some recent studies provide an interesting new trait-oriented perspective to employer reputation (Lievens & Highhouse, 2003; Slaughter, Zickar, Highhouse, & Mohr, 2004) In particular, these studies reveal that potential applicants reliably and meaningfully ascribe traits to organizations For example, people refer to some employing organizations as trendy, whereas other employing organizations are seen

as prestigious

2.1.4 Instrumental and Symbolic attributes

Adding a new marketing-based angle to the study of the attractiveness of organizations in the early stages of the recruitment process, Lievens and Highhouse (2003) used the instrumental-symbolic framework to study employees associate with both instrumental functions and symbolic meanings to a company Here, instrumental attributes are defined as describing the job or organization in terms of objective, concrete and factual attributes that the job or organization either possesses or not (Lievens and Highhouse 2003) Examples of instrumental attributes are pay, location, opportunities for advancement, career programs Much traditional recruitment research has found empirical support for the importance of instrumental job and organizational characteristics as determinants of applicants’ attraction to the firms: organizational characteristics (e.g., Cable and Graham, 2000; Turban, 2001; Turban and Greening, 1997; Turban and Keon, 1993), and job characteristics (e.g., Barber and Roehling, 1993; Bretz and Judge, 1994; Turban et al., 1993)

Symbolic attributes are linked to people’s need to maintain their self-identity, enhance their self-image, or express themselves According to Backhaus and Tikoo (2004), in the context of recruitment, symbolic benefits are related to how potential applicants will be attracted to a firm based on the extent to which they believe that the firm possesses the desired employee related attributes and the relative importance they place on those attributes

By drawing on this instrumental-symbolic framework, Lievens and Lighthouse, (2003) found that the symbolic meaning prospective employees associate with the employing organizations was given a more important role in applicant’s attractiveness to an organization than job and organizational attributes Although their study was limited to companies within the same industry, their findings suggest that applicants overall are more attracted to employing organizations which traits are similar to their own personality and values This corresponds with the context of social identity theory, in which scholars such as Ashforth and Mael,

(1989) and Dutton et al (1994) believe that the organization in which people work

is one of the most important determinants of their self-concept as well as social identity As such the individual’s identification with the organization requires an idea of an organization with some distinct features the individual can identify with Moreover, Lievens and Highhouse (2003) discover that trait inferences (e.g innovativeness) about Belgian banks account for incremental variance over and above job and organizational attributes in predicting a bank’s perceived attractiveness as an employer

2.1.5 Employer Attractiveness from employee perspective

Refining Cable and Turban’s concept of Employer Knowledge (2001) and Lievens and Highhouse’s instrumental and symbolic framework (2003), Berthon, Ewing, Hah (2005) suggest a way to both identify and operationalize the components of employer attractiveness from the perspective of potential employees The five factors are: Interest value, Social value, Economic value, Development value, and Application value

Interest value assesses the extent to which an individual is attracted to an employer that provides an exciting work environment, novel work practices and that makes use of its employee’s creativity to produce high quality, innovative products and services

Social value assesses the extent to which an individual is attracted to an employer that provides a working environment that is fun, happy, provides good collegial relationships and a team atmosphere Thus this value represents an organization’s working environment

Economic value assesses the extent to which an individual is attracted to an employer that provides above-average salary, compensation package, job security and promotional opportunities

Development value assesses the extent to which an individual is attracted to an employer that provides recognition, self-worth and confidence, coupled with a career-enhancing experience and a springboard to future employment

Finally Application value assesses the extent to which an individual is attracted to

an employer that provides an opportunity for the employee to apply what they have learned and to teach others, in an environment that is both customer orientated and humanitarian

2.2 Research Model

This study empirically examines the factors impacting Employer Attractiveness among IT engineers in Ho Chi Minh City from the perspective of potential employees

2.2.1 Variables and Hypotheses

2.2.1.1 The dependent variable

In this research, the dependent variable is Employer Attractiveness In the literature review, the concept is defined as applicants’ willingness to pursue jobs and to accept job offers in an organization, Lievens, Van Hoye, & Schreurs (2005)

2.2.1.2 Independent variables and hypotheses

Independent variables represent the treatments or conditions that the researcher has either direct or indirect control over to test their effects on a particular outcome In this research, the dependent variables include factors as mentioned in the literature review which are Interest, Social, Development, Economic and Application

From the definition of the factors of Employer Attractiveness and related research, the author accepts a total of 25 indicators (Dimensions/ Observed variables) component to measure And following hypotheses are formulated to test the affect

to Employer Attractiveness:

H1: Interest value has a positive impact on Employer Attractiveness among IT engineers in Ho Chi Minh City

H2: Social value has a positive impact on Employer Attractiveness among IT

engineers in Ho Chi Minh City

H3: Economic value has a positive impact on Employer Attractiveness among IT

engineers in Ho Chi Minh City

H4: Development value has a positive impact on Employer Attractiveness among

IT engineers in Ho Chi Minh City

H5: Application value has a positive impact on Employer Attractiveness among IT engineers in Ho Chi Minh City

2.2.2 Research model

In order to evaluate factors impact on Employer Attractiveness among IT engineers

in Ho Chi Minh City, this study proposes a research model would be presented as bellow:

H5 H4

H3 H2

11

CHAPTER 3: RESEARCH METHODOLOGY

This chapter highlights how the research problem was explored, with specific reference made to how the participants were selected and the procedure followed to gather the data

Furthermore, the measuring instruments to gather the data and its ensuing psychometric properties are discussed The chapter concludes with the statistical techniques utilized for the data analysis

3.1 Research process

measurement variables

THE PILOT SURVEY USING THE

INITIAL MEASUREMENT SCALES

(Qualitative research: n =8)

THE MAIN RESEARCH USING THE

MAIN MEASUREMENT SCALES

(Quantitative: n=258)

Reliability analysis, Exploratory Factor Analysis, linear regression analysis

WRITING REPORT

The main 24 measurement variables

Figure 3.1: The research process

3.2 The pilot research

The pilot research is undertaken with in-depth interviews with questions adapted from literature The interviewees are selected with intention to cover a range of possible viewpoints, whose are project managers with the aim of modifying and refining the scale items

The procedure for qualitative research is: (1) Personal contacts were made firstly through telephone calls and e-mails (2) After having the acceptance from them, the interview will be conducted in an open-ended questions, thus the interviewees can answer as they will (3) After the interview, e-mails and informal meeting were used for solving unclear information which was collected during the interview

Based on adaption from the literature and the field visits, in the Vietnamese context, interviewees all agree that Interest, Social, Economic, Development and Application are factors that impact Employer Attractiveness

The pilot survey results would help to create the main questionnaire that would be used in the main research From the result, the experts are all understood the content and the meaning of each statement of the measurement scales But in the Social construct, there’s no difference between a fun working environments versus a happy working environment from local culture perspective Therefore, the initial measurement scales were reduced to 24 measurements in the main research

3.3 The main research

The main research is conducted by quantitative method with 258 IT engineers in Ho Chi Minh City through email and via link shared on social network

The collected data from the main research was analyzed by using SPSS 19.0 software on Windows (Descriptive Statistics, Reliability analysis, Correlation analysis, Exploratory Factor Analysis (EFA), the multi-linear regression analysis) The reason was to verify the measurement model, research model and test the hypotheses

3.3.1 The scales

The measuring scales use the five-point Likert scales with the anchors from strongly disagree (1) to strongly agree (5) The items evaluated the following attributes: Interest (5 items), Social (4 items), Economic (5 items), Development (5 items), Application (3 items) and Employer Attractiveness (4 items) Those items are adapted from the literature review and listed in the following table:

Table 3.1: The Measuring Scales

and services V12 I believe company X is an innovative employer –

novel work practices/forward thinking V13 The company X both values and makes use of my

creativity V14 I believe company X produces high quality products

and services V15 I believe company X would be an exciting working

environment to work for

have a good relationship with my colleagues

have a good relationship with my superiors

supportive and encouraging

V24 I believe it would be a fun company to work in

opportunities

V33 I believe company X would offer an above average

basic salary

compensation package

V35 I believe company X would provide me hands on

inter-department experience

employment V42 I believe I would feel good about myself as a result of

working for this company V43 I believe I would feel more self-confident as a result of

working for this company V44 I believe I would gain career-enhancing experience

recognizes and appreciates their employees

opportunity to teach others what I have learned V52 I believe I would have the opportunity to apply what I

was learned from institution at company X

gives back to society V55 I believe I would feel accepted as well as a sense of

belongingness at company X Overall

Employer

Attractiveness

employment

3.3.2 The questionnaire

The questionnaire is divided into two major parts: the first part identifies the respondents’ perception of the factors The second part collects data regarding the overall employer attractiveness The questionnaire in Vietnamese was presented in Appendix 1

3.3.3 Measurement

With respect to the type of scales used to measure the items in the study, the point Likert scales, anchored by (1) strongly disagree and (5) strongly agree, are used to measure hypotheses This approach would simplify data entry and interpretation, as higher scores mean higher ratings Respondents would be required

five-to choose the number on the five-point Likert scales five-to indicate their opinion on each statement

3.3.4 Data collection

The questionnaires, originally in English are translated into Vietnamese to conduct the survey To ensure the consistency of the questionnaire between English version and Vietnamese version, three experts was asked to back-translate the Vietnamese version questionnaire to English version By comparing the back-translated English version with the original English version questionnaire, most items share the same meaning For those discrepant items, further refinement was conducted and second round back-translation was conducted to make the final Vietnamese version questionnaires consistent with the original English version

The target of this study was IT engineers whose work mainly performed via computer and internet The author uses the key informant method for collecting information by posting a survey on Google docs then email and send request via social network of Facebook to relevant respondents About three hundred and fifty survey questionnaires are sent to IT engineers in Ho Chi Minh City In total, two hundred fifty eight questionnaires are acceptable

3.3.5 Population and sampling

The empirical research intends to investigate and explore the factors impacting Employer Attractiveness among IT engineers in Ho Chi Minh City The sampling covered major companies of the industry in this city, including but not limited to leading name such as: CSC (Computer Science Corporation), IBM, GCS (Global Cyber Soft), FPT, KMS Technology, TMA Solutions and Harvey Nash For factor analysis, sample size will depend on the number of variables which are included in the factor analysis Gorsuch et al (1983) said the number of samples equals 5 times the number of variables While Hoang Trong and Chu Nguyen Mong Ngoc et al (2005) said that the rate is 4 or 5 In this subject, there are 25 observed variables, so

the number of samples is 24 x 5 = 120 Thus, the number of samples 258 is

acceptable for this research

CHAPTER 4: RESULTS AND DISCUSSION OF THE FINDINGS

This chapter demonstrates the results of the analysis of the collected data, following the methodology outlined in the chapter 3 The aim of this chapter is to show the results as they relate to the hypotheses of the study, which are tested using multiple regression analysis The data is then examined for reliability and validity in terms of the scales used in the paper The collected data was tested by Reliability analysis (Delete low-item total correlation item <0.30) and items made Cronback alpha

<0.60), Exploratory Factor Analysis (EFA) (Deleted items with low loading factor

< 0.50) The hypotheses were tested by the multi-linear regression

4.1 Descriptive statistics

There are 350 questionnaires sent to IT engineers After collecting the responses, these questionnaires are checked The analyses reported in this chapter have been conducted on the final sample of 258 acceptable responses Thus the useable response rate to the research interview is 73.7% percent

As can be seen from Table 4.1, the majority of our respondents are male (66.7 %), and 33.3 % of them are female On the other hand, the majority of respondents were

so experienced (66.3%), as ranked in the range of over 3 years

Majority of the respondents are in the range of 25-35 year old, this is typical in the

IT industry as it’s rather a young industry Most of the workforce has just joined for less than 10 years

In this study, the sample was targeted to the leading companies in Ho Chi Minh City For that reason, of the education level, most of the respondents (89.2%) has completed the bachelor degree and above And of the main job type of the sample is

on technical (66.3%)

Table 4.1: Demographic statistics of the respondents