Determinants of organizational pride of staffs in telecommunic ation companies in vietnam

Multiple regression analysis was used to identify relationship between independent variables satisfaction with nature of work, satisfaction with coworkers, satisfaction with promotion, s

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Đặng Minh Hải

DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN

TELECOMMUNICATION COMPANIES IN VIETNAM

MASTER THESIS

Ho Chi Minh City, 2011

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Đặng Minh Hải

DETERMINANTS OF ORGANIZATIONAL PRIDE OF STAFFS IN TELECOMMUNICATION COMPANIES IN VIETNAM

Major: Business Administration

Code: 60.34.05

MASTER THESIS

Supervisor: Nguyễn Thị Mai Trang

Ho Chi Minh City, 2011

Secondly, I would like to thank Dr Nguyen Dinh Tho, HCMC University of Economics and Dr Tran Kim Dung, although they were not my direct guide but they had given me many wonderful advices for my dissertation

Thirdly, I would like to thank Dr Tran Ha Minh Quan, he is my head teacher, whenever I have seen the difficulties he always encourages and supports me Fourthly, I would like to thank all of my colleagues in EVN Telecom and my wonderful friends in FPT, and VTC They have supported me to collect data Especially, I would like to thank an American friend that his name is Jered who has helped me to find the research materials and edited mistakes in writing English for me Beside I also would like to thank Mr Lai The Hung, he is CEO of EVN Telecom Transmission center and to be my boss

Finally, I would like to thank my supportive wife and daughter They have given

me support, love and encouragement while I was working on this dissertation Without them, I would not have completed my dissertation

Last word, I again thank all of the people whom I just mentioned above, and I would like to try to make all my thanks, my gratitude in a way of helping others whenever I can

Ho Chi Minh City, 28 August, 2011 Dang Minh Hai

ABSTRACT

Objectives: Studies continue to show that the role of job satisfaction in managing effective work relationship Beside job satisfaction factor, pride in the organization (organizational pride) is also an important factor affecting organizational success This study was designed to examine determinants affecting job satisfaction, also organizational pride because job satisfaction is one

in three factors effects on pride in the organization Staffs are working in the Telecommunication companies in Vietnam to be subject of this study

Methodology: These are 209 staffs from three Telecommunication companies in

Vietnam including EVN Telecom, FPT Telecom and VTC Telecom were interviewed through the questionnaire table Multiple regression analysis was used to identify relationship between independent variables (satisfaction with nature of work, satisfaction with coworkers, satisfaction with promotion, satisfaction with supervisor and satisfaction with working environment) and the dependent variable (organizational pride)

Results: The results of the study reveal that satisfaction with supervisor affects

most organizational pride level of staffs, the next is satisfaction with nature of work and the last factor is satisfaction with working environment

Conclusion: This study discusses and give some solutions to improve human

resources policy, attract and retain good staffs…all solutions with the highest target are building the pride of staffs in Telcos in Vietnam

TABLE OF CONTENTS

ACKNOWLEDGEMENTS i

ABSTRACT iii

TABLE OF CONTENTS iv

LIST OF FIGURES vi

LIST OF TABLES vii

LIST OF ABBREVIATIONS viii

Chapter 1: INTRODUCTION 1

1.1Background 1

1.2 Overview of Human resources in Telecommunication industry in Vietnam 2

1.3 Problem statement and rationales 4

1.4 Research objectives 5

1.5 Scope 5

1.6 Research structure 6

Chapter 2: LITERATURE REVIEW 7

2.1 Organizational pride 8

2.2 Determinants of organizational pride 11

2.3 Theoretical model 14

Chapter 3: RESEARCH METHODOLOGY 15

3.1 Research methodology 15

3.2 Developing research methodology 16

3.3 Population and sample 20

Chapter 4: DATA ANALYSIS 22

4.1 Sample characteristics 22

4.2 Assessment of scale reliability of components 24

4.3 Exploratory factor analysis (EFA) 26

4.4 The new hypothesis 30 4.5 Regression 31

4.6 Hypotheses testing result 34

4.7 Descriptive and ANOVA of individual characteristic factors 35

4.8 Descriptive statistic of variables 38

4.8.1 Organizational pride levels among three Telcos in Vietnam 39

4.8.2 Descriptive statistic of independent variables 40

4.8.3 Descriptive statistic of dependent variables 40

4.9 Results 41

Chapter 5: RECOMMENDATIONS 45

5.1 Discussion 45

5.2 Managerial implications 48

5.2.1 Satisfaction with supervisor 49

5.2.2 Satisfaction with nature of work 49

5.2.3 Satisfaction with working environment 50

CONCLUSION 52

Research limitation 52

Future research 53

REFERENCES 54

APPENDICES: A: Vietnamese version questionnaire 57

B: English version questionnaire 59

C: Coding of variables 61

D: Total variance explained table 62

E: Descriptive statistic of independents 63

F: Histogram and scatter plot of regression standardized residual 64

G: Coding of variables of the new factors 65

LIST OF FIGURES

Figure 2.1: The theoretical model 14

Figure 3.1: The research process 15

Figure 4.1: Adjusted measurement model 30

Figure 4.2: Revised model 34

LIST OF TABLES

Table 3.1: Coding of data 20

Table 4.1: Sample characteristics 22

Table 4.2: Reliability statistic and item total statistic of components 25

Table 4.3: KMO and Bartlett’s test 27

Table 4.4: Rotated component matrix 28

Table 4.5: Coding new factors 31

Table 4.6: Summary of model 31

Table 4.7: Coefficients of independent variables 32

Table 4.8 Results of hypotheses 34

Table 4.9 Descriptive and ANOVA of age 35

Table 4.10 Descriptive and ANOVA of working experience 36

Table 4.11 Descriptive and ANOVA of gross monthly income 36

Table 4.12 Descriptive and ANOVA of marital status 37

Table 4.13 Descriptive and ANOVA of educational level 38

Table 4.14: Level of organizational pride among three Telcos in VN 39

Table 4.15: Means of new factors 40

Table 4.16: Descriptive statistic of dependent variables 41

CHAPTER 1: INTRODUCTION

1.1 Background

Encouraging and motivating employee is a big problem so the board of director of each company always think about to find out the best way to do that, and almost the researchers in the world often focus on needs satisfaction (Mendenhall, 1995)

In Viet Nam, there are many researchers have been studied this problem (Tran Kim Dung, 2005): The subject as needs, employee satisfaction and organizational

commitment, this research indicates that which determinants affect positively on

general satisfaction it also affects positively on organizational commitment in Viet Nam In addition, I also have approached the research about the Job satisfaction, Job performance, and effort (Christen et al., 2006), this article attempts to clarify ambiguities in the literature about the relationship among effort, Job performance, and Job satisfaction It finds a negative, direct effect of effort and a positive, direct effect of job performance on job satisfaction

Indeed, employees who are satisfied with their jobs are more likely to stay with their employer (USA – A survey report by the Society for Human Resource Management 2009) According to these studies, we can see the evidences indicate the relationship between job satisfaction factor with employee behavior But there are a lot of factors affect employee behavior, one in these is organizational pride, if we can build pride in the organization we can keep the good employees (Arnett et al., 2002)

However, in Viet Nam, there is almost not official study about the organizational pride Viet Nam became a member of WTO in 2007, we have confirmed to open

the national market for many fields, one in that is telecommunication field The presence of many foreign companies in Viet Nam in this field and consequence of the global financial crisis in 2008 have created a high pressure on employee policy of Viet Nam Telcos because Telecommunication field is the high technology sector so an enterprise does business in it needs to create an appropriate human resource policy because of maintaining and developing employees are a first priority for each company in this field Telecommunication companies in Vietnam try to attract employees of other competitor to be an element in recruitment strategy, concurrently they attempts to keep and maintain their employees Within the limitation of resources, the Telecommunication companies (Telcos) need to build pride in the organization, if they can do that they will create a stable employee policy with a low cost

The effects of three factors on pride in the organization were examined as Job satisfaction, evaluation of managers, and organization performance (Arnett et al., 2002) This research was only designed to examine the relationship between Job satisfaction and organizational pride also it indicates the determinants effect on them

1.2 Overview of Human resources in Telecommunication industry in Vietnam

Starting at 1993 with the appearance of VinaPhone, Vietnam Telecommunication field has been growing stably During 3 years from 2003, Vietnam reached the average growing rate was 40%, it was third after China and India According to the statistic, until the end of 2005, the number of people used telecommunication services to occupy only 10% per total of Vietnam’s population It means that,

Vietnam Telecommunication market still has been a large potential market for the local telecommunication companies and foreign telecommunication companies

Vietnam officially became a WTO’s member at 11 January 2007 To become a WTO’s member, Vietnam had passed 15 hard negotiation rounds within 11 years with the Vietnam’s WTO commitments (Xuân Danh, 2006) This document shows

a lot of commitments of Vietnam government about goods and services, and Telecommunication field is one in those At the early of 2007, there were six mobile providers in Vietnam includes 3 providers using GSM technology, the rest

of providers using CDMA technology Addition to having 4 providers supplied fix phone service as VNPT, SPT, EVN Telecom and Viettel with many companies supplied internet service and added telecommunication services (VCCI, 2007) Vietnam government has done the telecommunication commitments step by step They have opened the telecommunication market for foreign investors This performance has created the boom in Vietnam Telecommunication market There are more many Telecom companies to be established as VTC Telecom, CMC Telecom and several of Join-stock companies between foreign investors and local companies as Hanoi Telecom, Gtel The competition between telecommunication companies rise fast, almost Telecom companies use the way decreasing the price

of telecommunication services to compete together Because the price of telecommunication services has been adjusted down constantly, however, the business expenditure has been rising beside the influence of global financial crisis

on business activities, so Telecommunication companies in Vietnam have been facing with challenges and difficulties much

Vietnam telecommunication field are lacking high skill employees to work seriously, at present, the Telecommunication companies in Vietnam often are supported from the foreign telecom companies to operate their telecom systems

To enhance the competition ability of Telecommunication companies in Vietnam, the boards of director of these companies need to have an appropriate recruitment and keeping policies How to recruit good staffs? ; How to keep good staffs? ; How to enhance the pride of staffs with low expenditure? These questions will be answered if the managers in Telecommunication companies in Vietnam have the knowledge about employee behavior, inside, they can see the terms as Job satisfaction and Organizational pride This study has been done to help the managers in Telecommunication companies in Vietnam to answer these questions above

1.3 Problem statement and Rationales

The results support the proposition that job satisfaction effects pride positively, as evidenced by a [beta] of 41 Employees who were the most satisfied with their jobs exhibited the most pride in their organizations Therefore, we suggest that job satisfaction influences employee behavior Second, it affects positive employee behavior indirectly by encouraging, pride in the organization, which, in turn, encourages positive employee behavior (Arnett, Laverie, & McLane, 2002)

At Telcos in Viet Nam, building pride on the organization is important mission, especially in this time when the world economic has just undergone the financial crisis The rate of turnover increases

In an effort “Building pride on the organization” to enhance organizational pride

of employees, there is a need to have deep understanding about organizational

pride, determinants effect on Pride Beside it, if employees have been satisfied they will exhibit the most pride on their organization Understanding these factors are critical for recommendation for the board of directors in Viet Nam Telcos However until recently, there have been a very limited number of studies on Organizational pride in Viet Nam No academic research has explored the key factors affecting pride on the Telcos in Viet Nam

1.4 Research objectives

The overall objective of this study is to examine the effect of five determinants

on organizational pride of employees in the Viet Nam Telecommunication companies, specifically:

1 The impact of satisfaction with nature of work on organizational pride

2 The impact of satisfaction with supervisor on organizational pride

3 The impact of satisfaction with coworkers on organizational pride

4 The impact of satisfaction with promotion on organizational pride

5 The impact of satisfaction with working environment on organizational pride

1.5 Scope

This research focuses on examine key factors affecting organization pride and when the employees feel satisfy they will exhibit their pride on the organization Telecommunication filed with 3 enterprises including EVN Telecom, FPT Telecom and VTC Telecom had been chosen for this study EVN Telecom is an emerging company, before October, 2010 it is a state – owned company but now

it has been equitized with 40% of shares belong to government, for the rest is held

by individuals FPT Telecom is a stock hold company and VTC Telecom is a company belongs to Viet Nam Ministry of Information and communications

1.6 Research structure

The thesis is organized in five chapters Chapter 1 presents the research background, the problem statement, rationales, objectives, scope and framework

of the research Chapter 2 consists of a comprehensive literature review of studies

in the past Based on this literature review a theoretical model is developed, a list

of hypotheses is proposed Chapter 3 explains the research methodology Data analysis and discussion are presented in Chapter 4 Chapter 5 summaries the analytical findings and draws conclusion

CHAPTER 2: LITERATURE REVIEW

There is an extensive body of research in organizational psychology that considers the role of job satisfaction in managing effective work relationship Similarly, job satisfaction is a widely studied construct in marketing research on sales force (Brown & Peterson, 1993), retail store managers (Lusch & Serpkenci, 1990), and services workers (Boyt, Lusch, & Naylor, 2001) Beside Job satisfaction factor, Pride in the organization (organizational pride) is also an important factor affecting organizational success (Jessa, 2010) The effects of three factors on pride in the organization were examined including job satisfaction, evaluation of managers, and organizational performance (Arnett, Laverie, & McLane, 2002) The results support the proposition that job satisfaction effects pride positively, as evidenced by a beta of 41 Employees who were the most satisfied with their jobs exhibited the most pride in their organization (Arnett, Laverie, & McLane, 2002)

This chapter will give definition of job satisfaction in terms of global satisfaction

as well as dimension satisfaction This chapter also mentions with theory about Maslow’s hierarchy of needs, the research model of Tran Kim Dung (2005) about needs, employee satisfaction and organizational commitment in the companies in Viet Nam Besides, this chapter will focuses on a new factor which effecting on employee’s behavior is Organizational pride, concurrently this research confirms that job satisfaction effecting pride positively Employees who were the most satisfied with their jobs exhibited the most pride in their organizations (Arnett et al., 2002) Three Viet Nam Telcos are EVN Telecom, FPT Telecom, and VTC Telecom had been chosen to this study

2.1 Organizational Pride

Before we mention on the Organizational Pride, we concern about Employee Behavior Today's cultural melting pot brings with it a level of diversity that has never before existed Each person brings with them a certain skill set and their own way to process and communicate ideas This brings great opportunities for your businesses and challenges for your employees who must navigate through the unique differences each person brings

Employees are expected to conform to company's guidelines and still push the envelope of innovation If they can't, they are held stagnant in positions that may frustrate both the employee and their seniors Changing these principles can be challenging and will have to include: Understanding the advantages of cultural diversity, and Recognizing and appreciating different communication styles Discovering the flexibility of behaviors and communications in relationship to increased production, but there are a lot of factors affect employee behavior, one

in these is organizational pride (an emotional commitment that stems from respect that employees have towards the organization and work; a faith that employees can collective handle challenges and are accountable for success; a glue that encourages people to deliver more than expectations), if we can build pride in the organization we can keep the good employees (Arnett et al., 2002) In addition, there are three factors affect Pride in the organization were examined as Job satisfaction, evaluation of managers, and organization performance (Arnett et al., 2002) but in this scope of the thesis, I only study the influence between Job satisfaction and Organizational Pride

Job satisfaction can be defined in terms of: global satisfaction and dimension satisfaction

Global satisfaction: is the feeling of satisfying with something in general as satisfaction in life, in work, in sexual intimacy…Global satisfaction approaches simply asks if the worker is satisfied overall, and it suggests that workers can be dissatisfied with facets of the job and still be satisfied with the job in general (Smither, 1994)

Dimension satisfaction: Satisfaction is an example of proper dimension The different dimensions are part of a more general concept Dimension job satisfaction is included within the domain of affective orientation towards employment by the organization (Smither, 1994)

There are extensive publications on job satisfaction and it is one of the most widely discussed issues in the field of organizational researches over the last four decades Job satisfaction is “positive affective orientation towards employment by the organization” (Price 1997, p.487) Job satisfaction has been defined and measured both as a global construct, and as a concept with multiple dimensions or facets Various dimensions, or facets, of satisfaction are commonly distinguished Nature of work, supervision, pay, promotion, and coworkers are widely used dimensions (these particular dimensions come from the research by Smith et al., (1969)) Both approaches are appropriate ways to measure satisfaction Using facets of job satisfaction would, however, help managers learn more about the strengths and weaknesses of the organization’s operation, which are appreciated most or least by its employees The multi-dimensional approach has been applied

in the research of Schwepker et al., (1969)

Job satisfaction in this paper: a cluster of evaluative feelings about the job, satisfactory level of staffs working at Telecommunication companies in Vietnam And this research measured satisfaction both globally and dimensionally In global satisfaction, this research uses the overall job satisfaction or job satisfaction and in dimension satisfaction, this research uses many components which will be mention as below

Moreover, according to research’s findings of Aldag & Brief (1978), Mark Mendenhall et al., (1995) and Thomas (1981), overall job satisfaction is a linear function of satisfaction with various job facets and tentative empirical support was found for the belief that an operational measure of overall job satisfaction can be developed by combining satisfaction with specific job facets

To attach special importance to encouraging staffs is as satisfying needs of staffs These needs are from Maslow’s hierarchy of needs, it is often depicted as a pyramid consisting of five levels: the four lower levers (which Maslow called

“deficiency needs” or “D-needs”) are grouped together as being associated with physiological needs, while the top level is termed growth needs associated with psychological needs

According to Smith et al., (1969), dimensions as nature of work, supervision, promotion, and coworkers were chosen Besides, dimensions as pay was chosen

by research of (Crossman & Bassem, 2003) Especially it is the research model of Tran Kim Dung (2005) with 7 aspects expecting 5 aspects are mentioned above having two more aspects as benefits and environment

So, job satisfaction is a dependent variable and depends on many explainable variables as well as components of satisfaction with nature of work, satisfaction

with prestige and brand name, satisfaction with supervisor, satisfaction with coworkers, satisfaction with job security, satisfaction with pressure, satisfaction with training opportunity, satisfaction with promotion, and satisfaction with salary and social welfares…However, in this research I only mention on 5 aspects to explain job satisfaction and pride in Telecommunication companies in Viet nam, because other common dimensions as benefits, training opportunities, job security were researched and the effect of these dimensions to job satisfaction was obvious, also this time almost companies face with effect on global financial crisis, especially the companies in telecommunication field, the board of directors

of these companies want to find the way to increase the commitment of staff with the lowest cost

2.2 Determinants of Organizational pride

 Satisfaction with Nature of work

As we mentioned above, there are three factors affect Pride in the organization, and one in three was Job satisfaction (Arnett et al., 2002) also Job satisfaction has been defined and measured both as a global construct, and as a concept with multiple dimensions or facets Various dimensions, or facets, of satisfaction are commonly distinguished with Nature of work, Supervisor, Coworkers, Promotion, and working environment were five particular dimensions come from the research

by Smith et al., (1969)

Satisfaction with nature of work means enjoyment of the actual tasks themselves This variable is relating the challenge in work, the opportunity for using individual ability, and feeling enjoyable in work This facet is from many needs of Maslow’s hierarchy of needs The highest layer is self-actualization as self-

fulfillment Satisfaction with nature of work also shows from esteem needs as respect from others, and shows from belonging and love needs as communicative

Hypothesis H1: Satisfaction with nature of work positively impacts on

organizational pride

 Satisfaction with Supervisor

Satisfaction with supervisor means fairness and competence at managerial tasks

by one’s supervisor This variable relates to leadership, direct supervisor, believing the leading manner If enterprise was believed and has well-leadership the job satisfaction was more This dimension was from the need of the third layer

of Maslow’s hierarchy of needs (belonging and love needs)

This dimension was very importance because if staffs were satisfied with all other facets but they were not believed by their supervisors or didn’t have good relationship with their supervisors, they would be dispirited and could leave from this company

Hypothesis H2: Satisfaction with supervisor positively impacts on organizational

pride

 Satisfaction with Coworkers

Satisfaction with coworkers means perceived competence and pleasantness of one’s colleagues That relates behavior to colleague This dimension was also from the need of the third layer of Maslow’s hierarchy of needs (belonging and love needs)

Staffs need to feel a sense of belonging and acceptance which come from friendship, coworkers who are the friends who staffs could share experience

together On the other hand, the competitive of coworkers was the power to encourage improving skill and development

Hypothesis H3: Satisfaction with coworkers positively impacts on organizational pride

 Satisfaction with Promotion

Satisfaction with promotion means opportunities and fairness of promotion

Promotional opportunity is defined as the movement between different status levels within an organization The employees like promotional opportunity, this dimension was also from the need of the top layer of Maslow’s hierarchy of needs (self-actualization)

Staffs also need to find self-fulfillment and realize one’s potential According to traditional culture of Vietnam, staffs have expectation to promote because of not only increasing salary but also satisfying honor demand So, this dimension also affected to job satisfaction of staffs of Viet Nam Telcos

Hypothesis H4: Satisfaction with promotion positively impacts on organizational

pride

 Satisfaction with Working environment

Satisfaction with working environment means security of work includes

environment for work duty or clean, equipment for work good or bad relates of staffs in the workplace, while doing work This dimension was also from the need

of the second layer of Maslow’s hierarchy of needs (safety needs)

Hypothesis H5: Satisfaction with working environment positively impacts on organizational pride

2.3 Theoretical model

In this paper, the research extended areas that affect strongly to job satisfaction of staffs in Viet Nam Telcos Components of job in this field that were nature of work (Murray, 1999), supervisor (Murray, 1999), coworkers (Murray, 1999), promotion (Murray, 1999), and working environment (Tran Kim Dung, 2005) Besides, individual characteristics were also examined Individual characteristics included: age, gender, marital status, and education level, work experience, and gross monthly income

So, the general framework as follow:

Overall job satisfaction = f (Nature of work, Supervisor, Coworkers, Promotion, and Working environment)

Figure 2.1: The theoretical model

Satisfaction with nature of Work

Satisfaction with supervisor

Satisfaction with coworkers

Satisfaction with promotion

Organizational pride

Satisfaction with working environment

H 5

CHAPTER 3: RESEARCH METHODOLOGY

In the chapter 2, the research gave the general model with 5 factors: satisfaction with nature of work, satisfaction with supervisor, satisfaction with coworkers, satisfaction with promotion and satisfaction with environment Chapter 3 was research methodology with the workflow of the research; the methods were used

in developing the questionnaire, in data collection and in data processing the sampling

3.1 Research methodology

The research included five periods after having study objective: design the questionnaires, collect data, process data, analysis data and report the results Figure 3.1 shows the workflow of the research

Figure 3.1: The research process

3.2 Developing research methodology

Firstly, adjustable variables were designed by qualitative analysis for the research, based on previous studies and discussed to expert

The questionnaire was used for the purpose of measuring, it was therefore very important To endure the measure ability of the scales as well as the reliability of them were not extremely essential but to decide the success of failure of the study

The outline of questionnaire was designed:

Original questionnaire – Adjusted – Questionnaires for research

A few of the questions for measuring job satisfaction level as well as its components are adapted from Minnesota Satisfaction Questionnaire

(1) I am proud to be working for this company

(2) I talk up this company to my friends as great organization to work for

(3) For me this is the best of all possible companies for which to work

(4) I am proud to talk with people this is the greatest company

Satisfaction with Nature of work

Satisfaction with nature of work was adapted from Schletzer (1965); Brayfield & Rothe (1951); Minnesota Satisfaction Questionnaire (short form)

(1) My work has many challenges

(2) My work is interesting

(3) The work enables me to use my individual ability

(4) The work enables me to practice my working method self

Satisfaction with Supervisor

Satisfaction with supervisor was measured by eight following items was adapted from the research of Penley & Hawkins (1985)

(1) My supervisor encourages me to develop my career

(2) When I have problem in my work, my supervisor is willing to share

(3) My supervisor often asks about my family

(4) When I ask a question, my supervisor dose his best to get me an answer

(5) My supervisor lets me know about the quality of my work

(6) My supervisor let me know which areas of my performance are weak

(7) My supervisor gives me information on training opportunities

(8) If I have a problem, my supervisor is willing to listen

Satisfaction with Coworkers

Satisfaction with coworkers was measured by four following items was adapted from Minnesota Satisfaction Questionnaire (short form)

(1) My coworkers are very friendly

(2) My coworkers and I cooperate to work well

(3) My coworkers often to support together for doing better

(4) My coworkers are at ease and freely

Satisfaction with Environment

Satisfaction with environment was measured by four following items was adapted from Minnesota Satisfaction Questionnaire (short form)

(1) I do not often need to work over time

(2) The working pressure is not high

(3) The company is the safety place for working

(4) Office equipment and working tools are invested well

Satisfaction with Promotion

Satisfaction with promotion was measured by 3 three following items was adapted from the research of Iverson & Roy (1994); Minnesota Satisfaction Questionnaire (short form)

(1) If I work well I have opportunity to advance

(2) Advantage policy of the company is fair

(3) I have a lot of opportunities to develop my carrier

The final adjusted questionnaire includes two parts:

 Part 1: consists of 6 variables as follow:

Organizational pride: 4 item scale

Satisfaction with nature of work: 4 item scale

Satisfaction with supervisor: 8 item scale

Satisfaction with coworkers: 4 item scale

Satisfaction with environment: 4 item scale

Satisfaction with promotion: 3 item scale

Questionnaires were made up scale ranging (Likert-type) that is from (1) strongly disagree to (7) strongly agree as following:

(1) Strongly disagree, (2) Disagree, (3) Slightly disagree, (4) Undecided, (5) Slightly agree, (6) Agree, (7) Strongly agree

(Appendix A and B for Vietnamese and English version of the questionnaire)

Secondly, official research was practiced by quantitative analysis; 250 questionnaires were delivered to interview direct to and collected directly from

250 staff in 3 Telcos (EVNT, VTC, and FPT) The missing 41 surveys from the

250 surveys delivered would be explained by some reasons as follow:

 As the constraint of the study’s deadline, they could not finish and send back the questionnaire to researcher on time (the researcher delivered the questionnaire directly to each staff and wait to collect it around 1 hour)

 Some staff refused to fulfill the survey because it’s quite sensitive and they afraid of being known by their supervisor

After the questionnaires were completed (delivered and collected), item responses would be summed to create a score for group items (scales) to processing data, which included: encoding the data, inputting the data, and adjusting the data

Coding of variables as following:

Table 3.1: Coding the data

1 Organizational pride 4 Pri1, Pri2, Pri3, Pri4

2 Satisfaction with nature of work 4 Wo1, Wo2, Wo3, Wo4

3 Satisfaction with supervisor 8 Su1, Su2, Su3,Su4, Su5, Su6, Su7, Su8

4 Satisfaction with coworkers 4 Co1, Co2, Co3, Co4

5 Satisfaction with environment 4 En1, En2, En3, En4

6 Satisfaction with promotion 3 Pr1, Pr2, Pr3

(See Appendix C for details coding variables)

Then, statistic analysis with SPSS software (17.0) (Compute Statistic Package for Social Science – version 17.0) was used to analysis data as assessment of scale reliability of each variable, descriptive statistic analysis, ANNOVA test, EFA (Exploratory factor analysis) and multiple regression method to find out main elements which affected strongly to organizational pride in three Telco in Vietnam

At last, the results from regression model about determinants on organizational pride of three Telcos in Vietnam were reported

3.3 Population and sample

The research was based on asking 209 staffs in that there are 127 staffs of EVN Telecom, 44 staffs of VTC Telecom, and 39 staffs of FPT Telecom The sample was collected in favorable answers of staffs

Sample target of the present study was 189 based on the rule that number of responds should be equal number of questions multiplied by from five to ten (Total number of questions in the study’s questionnaire is 27) The present

research had 209 adjectives, larger than 189, so the research was approved about number of samples

Summary

In this chapter, research methodology with 5 steps was given Moreover, research design was developing with 6 variables (01 dependent variable as organizational pride and 5 independent variables as satisfaction with nature of work, satisfaction with supervisor, satisfaction with coworkers, satisfaction with environment, and satisfaction with promotion Then this chapter also provided developing the questionnaire, in data collection and in data processing and the sampling, and the next chapter to be analysis the collected data

CHAPTER 4: RESULTS & DISCUSSION

This chapter presented the process of analyzing the collected data through the questionnaires and details about the measurement model and results from the measurement model, discussed the result of data processing The statistic analysis

by SPSS software (17.0) was used to analysis data with frequencies of respondents, assessment of scale reliability of each variable, EFA (Exploratory factor analysis) and multiple regression method to find out main elements which affected strongly to organizational pride in three Telcos in Vietnam Besides, this chapter also presented Descriptive statistic analysis, ANNOVA test of characteristic to analysis

4.1 Sample characteristics

Details of sample were in below tables:

Table 4.1: Sample characteristics

1 Age

under 25 49 23.4 from 25 to 34 135 64.6 from 35 to 44 21 10.0 from 45 to 55 4 1.9

university 152 72.7 over university 13 6.2

5 Working experience

under 3 years 82 39.2 from 3 to 5 years 73 34.9 from 6 to 10 years 38 18.2 over 10 years 16 7.7

6 Monthly gross income

from 2.5 to under 4 millions VND

96 45.9

from 4 to 6 million VND 87 41.6 over 6 million VND 26 12.4

As the result of above table, ratio of the age from 25 years old to 34 years old was 64.6%, was the most popular age in Telcos This age was rather young and 10% was from 35 to 44 years old That age seem too successful in life in business

The ratio 55.5% of the respondents was female and 44.5% was male, we often think that in the telecom companies the number of male is higher than the number

of female because Telecom is the high technical field so now there are more female join into the technical fields to be popular tendency

Respondents, who were married, were 56.5% in total samples, and respondents, who were alone, were 43.5% Almost staffs in Telcos wanted to be stable, so, they stabilized in family that was naturally

Besides, the ration of staffs have university, was 72.7% They had high education level, but what qualifications they got and experience or professional degree counted for more than qualifications The ratio 11% of samples had college level, and ratio of samples which had under college level was 7.7%, high school is 2.4%

with the ratio of staffs have over university is 6.2% identifies that the tendency to get higher education level

Further, the ratio of staffs, who had experienced less than 3 years, was 39.2% and from 3 to 5 years in the Telcos, was 34.9% , and staffs who had been working for Telcos more than 10 years just only 7.7% And the ratio of staffs who had been working for Telcos from 6 to 10 years is 18.2% This result shows that Telecom industry is a new sector

Furthermore, the popular gross income per month of them was from 2.5 VND 2.500.000 to VND 4.000.000 with 45.9% (group 1), this result is appropriate with the real case telecom industry is a new sector with there are a lot of young staffs The gross income per month of them from 4 to 6 million VND has the ratio is 41.6% is similar with the group 1, and the group has gross income per month over

6 million VND often is leader

It’s proved that staffs in three Telcos were fairly stable on marital status and high education level, and almost had medium experience with popular average income per year was from 1,800USD to 2,400USD and 2,400USD to 3,600USD

4.2 Assessment of scale reliability of components

After collecting, encoding the data as Table No 3.1, and inputting data from samples, the research used SPSS Analyze\Scale\Reliability Analysis to measure

of internal consistency of construct items in the definition of reliability

Cronbach’s alpha was used to measure how well a set of 27 observing variables measured 6 scales The value of Cronbach’s alpha for acceptance reliability is

0.65 In some research which value was exploratory in the nature, the value of below 0.7 would also accepted, the Cronbach’s alpha of the 6 scales ranged from 0.666 to 0.882 In that, organizational pride was dependent variable (Pri) and other were independent variables

Table 4.2: Reliability statistic and item – total statistic of components

The scale of Organizational Pride, Nature of work, Supervisor, Working environment, Promotion and Coworkers

4.3 Exploratory factor analysis (EFA)

EFA is a quantity analysis method It was used for reducing and interdependent multi-variables set to a set of variable (namely of factors)

Thence they became more significant and filled with almost information of initial set The extraction method of the research was Principal Component Analysis and rotation method was Varimax with Kaiser Normalization to sum up data before regression

The research tested 5 independent variables with 23 items The rotated component matrix table presented values of factor loadings with extraction method as Principal Component Analysis and rotation method as Varimax with Kaiser Normalization They were sorted by size and suppressed absolute values less than 0.30 (See Appendix D for Rotated Component Matrix tables which had factor loading equal or smaller than 0.5)

These below table showed the final results of the test After putting piece by piece out the factor loading that had smallest value first According to the result, factor analysis concluded 6 factors These were 6 new variables in spite of 5 old variables

Table 4.3: KMO and Bartlett’s Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy

The final Rotated Component Matrix table also presented values of factor loadings with Etraction Method as Principal component Analysis and Rotation Method as Varimax with Keiser Normalization They also sorted by size and suppressed absolute values less than 0.5

And in the below table, all of retain factor loadings which were more than 0.5(excepting one item has factor loading was less than 0.5 as Su8) were had significant as the sample size was 209 All items of 6 factors from the EFA