What factors affect to workers performance at SAMCO

In my research and Barabankaran Kaveri 2013 with 7 elements of job stress affect work efficiency, they are: 1 The uncertainty about the responsibilities and powers, 2 Uncertainty of the

Besides, I would like to thank all the classmates of the MBA course-OUM K19A for their continuous striving and efforts in research, learning and building harmonious relationships during the past time Special thanks to OUM-HUTECH for teaming up together to build this program, which offered me an opportunity to access and expand knowledge of the most advanced business administration of the world

Once again, please accept my sincere thanks./

I assure master thesis “What factors affect to worker’s performances at SAMCO”the end results of the learning process, independent scientific research and serious The data in the thesis is collected from actual, trustworthy, honest and objective source and hasnever been published in any other projects./

Ho Chi Minh City, December 2016

Student

Nguyen Cao Phu

ADVISOR’S ASSESSMENT

Advisor’s signature

DR BUI PHI HUNG

TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION 8

1.1 Abstract of the subject 8

1.2 Research objectives 9

1.3 Research Question 10

1.4 Object and scope of study 10

1.5 Research into methodology 10

1.6 Practical significance of the thesis 10

1.7 Structural dissertation 11

CHAPTER 2: LITERURE REVIEW 12

2.1 The stress at work 12

2.1.1 The concept of tension 12

2.1.2 The concept stress at work 12

2.2 Measuring stress at work 13

2.3 Results work 14

2.4 The relationship between stress at work and the results of work 15

2.5 Some studies have associated 16

2.6 Proposed research model 17

CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD 25

3.1 Research Process 25

3.2 Research Methodology 25

3.2.1 Qualitative research 25

3.2.2 Quantitative research 31

CHAPTER 4:RESULTS, FINDINGS AND PRESENTATION OF DATA 37

4.1 Overview of SAMCO 37

4.1.1 Introduction of SAMCO 37

4.1.2 Field work 37

4.1.3 Some financial indicators 38

4.2 Description sample 38

4.3 The statistical tests 38

4.3.1 Cronbach's Alpha Accreditation 38

4.3.2 Exploring factor analysis (EFA) 41

4.4 Regression Analysis 46

4.5 Detects a violation of assumptions required in linear regression 49

4.5.1 Accreditation phenomenon of residual variance change 49

4.5.2 Inspection of the normal distribution of the surplus 50

4.5.3 Inspection of linear relationship 51

4.5.4 Inspection of the independence of error 52

4.6 Accreditation difference of qualitative variables 52

4.6.1 Gender 52

4.6.2 On the qualifications, age and income 53

4.7 DISCUSSION OF FINDINGS 57

CHAPTER 5: ANALYSIS RESULTS DISCUSSION 58

5.1 INVESTIGATE ANALYSIS 58

5.2 THE STATISTICAL TEST 59

5.2.1 Cronbach's Alpha Accreditation 59

5.2.2 Exploring factor analysis (EFA) 60

5.3 REGRESSION ANALYSIS 61

5.3.1 Multiple regression analysis 61

5.3.2 Detects a violation of assumptions required in linear regression 64

5.3.3 Inspection of linear relationship 65

5.3.4 Inspection of the independence of error 65

5.4 Accreditation difference of qualitative variables 66

5.4.1 Gender 66

5.4.2 On the qualifications, age and income 66

5.5 Discuss findings 68

CHAPTER 6: RECOMMENDATIONS AND CONCLUSION 72

6.1 Summarize findings 72

6.2 Suggestions and proposals 73

6.2.1 Recommended, general recommendations for businesses 73

6.2.2 Proposals and recommendations specific to each enterprise 77

6.3 These contributions, limitations of the study and research the next 80

6.3.1 The contribution of the study 80

6.3.2 The limitations of the study and research followed 81

REFERENCES 82

APPENDICES 86

THE QUESTION 86

CHAPTER 1: INTRODUCTION

1.1 Abstract of the subject

The employees are always valuable asset and greatest giftin a business It is the work efficiency that employees bring help businesses survive and sustainable its development Therefore, the study of issues affecting work efficiency of the employees are always

a subject matter for organizations both domestically and globally The stress at work is one

of the factors that greatly affect the workers and their working efficiency The world, according to statistics from the International Labour Organization (ILO) in 2012 said that about 20% of the world population was under excessive stress at work And in Vietnam, according to research, the average percentage of people under stress at work in the country

is more than 52%, especially in the industrial sector, in the factories, 71% of workers have tremendous stress Rescission has impacted manufacturing, assembly and repair of automobiles as these sectors require skilled workers and lack of the skills has lead to stress

in the jobs

Our country is in the process of industrialization and modernization There is abundant human resources in the industry of assembly and repair of automobiles This sector has become one of the important sectors in the country and in general the Corporation of Transport Engineering Saigon - Limited, one of the Corporation that holds sectoral task mechanic, with the Government planning in one of the four corporations that takes over pivotal development of the automobile industry in Vietnam The effects of the recession the global economy has faced in the recent years has caused difficulties for businesses in manufacturing, assembly and repair of automobiles Along with the adjustment of business strategies, the quality of human resources, effective work of the employees

Several studies worldwide have demonstrated a relationship between stress at work and the results of the employee performance at work Research by Ali et al (2013) discovered the 8 elements of work stress and its effects on the work outcomes: (1) Pressure overload of work and time, (2) The non-compliance between level of training and work,

(3) the relationship between work and family, (4) relations with colleagues, (5) Lack of administrative support, (6) occupational Risks, (7) the relationship with customers, (8) The general stress factors According to the research by Karunanithy and Ponnampalam (2013) with 5 elements in work stress effects on work outcomes include: (1) Overload at work, (2) The pressure of time, (3 ) the uncertainty about the role, (4) Conflict of roles, (5) responsibility In my research and Barabankaran Kaveri (2013) with 7 elements of job stress affect work efficiency, they are: (1) The uncertainty about the responsibilities and powers, (2) Uncertainty of the work, (3) the volume of work overload, (4) Calendar working unreasonable, (5) Lack of support from the company, (6) working environment pollution, toxic, ( 7) an imbalance between work and life

The stress at work is increasingly intriguing researchers worldwide for analysis and further research on it as well.As this influences many aspects of life, including work and efficiency of workers In Vietnam a similar study was doneand according to the study, stress at work has its impact on workers in various industries According to Tran Thi Thanh Tam (2011) on the impact of stress on the satisfaction of faculty and staff management block of City Economics University Ho Chi Minh City, the Thuy Duong Thi Luu (2013) studied that the stress of work and the results of the work of the sales staff in the city In Ho Chi Minh however, to date there is no research on the effects of stress on the job

“What factors affect to worker’s performances at SAMCO” a member of the proposed research with the desire to help for businesses manufacturing, assembly and repair of automobiles in SAMCO better understand the effects of stress factors in the work results of employees work - the source of their greatest assets, thereby helping businesses with reasonable policies to help workers reduce the harmful effects of stress at work causes

to improve productivity and work efficiency of the enterprise

1.2 Research objectives

This study aims to achieve the following objectives:

(1) Identify the components of the stress at work

(2) Determine the impact of the components of stress at work and the results of it on the employees

(3) To propose a number of recommendations designed to help businesses manufacturing, assembly and repair of automobiles in SAMCO factors and minimize negative impact of stress on the job for employees and to help them achieve the best performance

1.3 Research Question

(1) What is the components of the stress at work?

(2) The degree of the impact of these components on the job stress results in a worker's work like?

(3) Solutions according to research, which should be take to reduce stress and improve productivity for workers at SAMCO?

1.4 Object and scope of study

- Research Subjects: The factors causing stress at work of workers and the impact of these factors resulted in a worker's work at SAMCO

- Scope of the study: The study in 12 companies manufacturing, assembly and repair

of automobiles under SAMCO Statistical data of the last 3 years (2012-2014) and data collected by the author in 2015

- Subjects were surveyed: the workers are working in the business of production, assembly and repair of automobiles under SAMCO

1.5 Research into methodology

Research into methodology of the research is the hybrid method, combining the method of qualitative research and quantitative research Qualitative research for detection, additional scale Quantitative research to collect, analyze survey data, reaffirmed components as well as the value and reliability of the scale components of the stress at work, the scale of work and test results of theoretical model

1.6 Practical significance of the thesis

- Theoretically: Adding the evidence in practice of Vietnam on the factors causing stress at work which affect the results of the laborers working in enterprises

- At a practical level: The findings help businesses and entrepreneurs in general manufacturing, assembly and repair of automobiles in a particular way The more the

awareness of these impact and factors causing stress at work will affect work results of workers, thereby improving the working conditions of workers in order to achieve the highest efficiency in work

1.7 Structural dissertation

The structure of the thesis is divided into six chapters, including:

CHAPTER 1: INTRODUCTION STUDY

CHAPTER 2: LITERURE REVIEW

CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD

CHAPTER 4: RESULTS, FINDINGS AND PRESENTATION OF DATA

CHAPTER 5: DISCUSSION OF ANALYSIS

CHAPTER 6: RECOMMENDATIONS AND CONCLUSION

CHAPTER 2: LITERURE REVIEW

2.1 The stress at work

2.1.1 The concept of tension

Hans Selye was the first scientist to mention the concept of stress in 1936 He said that stress is produced when a material object or person must resist the impact from the force, the pressure to try to maintain its original state According to him, the tension as a biological reaction when people, animals or creatures affected by environmental stimulation It is a common phenomenon in society and have become an indispensable part of everyday life Lazarus and Launier (1978) affirmed stress itself does not exist in each of us, also it does not exist in the environment, that it was born from the interaction between the two factors Meanwhile, Kazmi, Amjad and Khan (2008) identified stress as a change in the physical state or the spirit of a person, in other words, it is a disorder or imbalance compared to the state normal Tensions arise from an unusual event in the working environment, social environment or in daily life (work, family and social life) and also caused by emotional, psychological, mental and physical illness

But according to Colligan and Higgins (2010), the tension comes from any situation or circumstance requiring adjustment to any behavior changes or is good or bad and whether it

is a positive change or negative physiological reaction is the same

2.1.2 The concept stress at work

According to the ILO (1986, 1992), stress at work is recognized worldwide as a major challenge to the health of workers and the health of the organization These workers were highlighted as the object are more likely to be adversely affected by the stress caused, which

in turn leads to less dynamic, less efficiency in work and in their organizations that prevents

or creates a less likely to succeed in a competitive market

Stress at work is the adverse effects emotionally and physically, this appear when the job requirements exceed the capabilities, resources or needs of the workers themselves It is also possible that the imbalance caused by excessive stress is a correlation between the requirements of the job and personal life (National Institute for Safety and Health Canada, 1999)

The stress at work occur when workers are affected by an event from the working environment that is threatening, harmful to workers and forcing them to find ways to adapt, respond so that they feel less tensed (Tran Thi Thanh Tam, 2011)

Mangkunegara (2008) explains: "The stress of work is a sense of empirical stress of an employee at work It can be seen from the symptoms such as emotional instability, feeling uncomfortable, like being alone, have trouble in sleeping, smoking too much, can not be relaxed, worry, stress and high blood impaired digestion"

Usman and Ismail (2010) said that the stress related to work is one of the factors that increase the most stress and have more impact on the organization They said that stress is an individual's status, in which they face with ambiguity and contradiction between the needs, opportunities and responsibilities or desired work results Says Ziauddin et al (2010) When further explored the tension is the main reasons behind the dissatisfaction, employee dis-satisfaction in work and low job commitment, and decrease in overall performance in the business

Suprihanto et al (2003) suggest that, from the perspective of the organization, managers can not worry when their employees feel a mild tension That's because at a certain level of tension, it will give a positive effect, because stress can help employees make a better job However, high levels of stress or prolonged stress will slightly reduce the performance of employees The tension at low levels, can moderate benefit for the organization, but from the perspective of individual researchers it is not a desirable thing Based on the above explanation, it can be concluded that the stress caused by an imbalance between the personal characteristics of the workers along with other aspects of itwork and its characteristics can be expected with effect to the working conditions

2.2 Measuring stress at work

Materson (1980) said: "The cause of the tension is the workload a lot, the staff cuts, changes in work, long working hours, shift work, lack of supervision, training created incomplete, working conditions do not match, the responsibility was too heavy and poor relationships with colleagues"

In the study by Allen (2011) about the relationship between stress at work and the results of the employee worked in the financial institutions in Ugafode, Uganda, ie stress at work is measured by six factors : the workload and new technologies, not passion with work,

relationships with colleagues, work without a guarantee, lack of funding, resources and support services

Park, J., (2007) argued that "the excessive and job insecurity can also cause stress" So insecure job is also a major cause of stress at work and has a negative impact on the results of work of employees in the banking sector

McCubbin and Figley (1983) said that the cause of the stress of work is heavily influenced by the inability of individuals in maintaining a reasonable balance between family life and work, such as by individuals that spend too much time on the job Also stressful jobs can also be created by a difference between the needs of the family and the ability to provide, material security for their families

Besides measuring attitudes about stress factors mentioned work, Shields (2006) said that the lack of social support from colleagues and poor relationships between employees often cause tension directly and adversely affect their job performance

Research by Shahid and colleagues (2010) said that the causes of stress in the work of

6 elements: large workloads and time pressures, lack of support in terms of resources, there problems in relationships with customers, colleagues relationships, the balance between family and work, the risks of the job

According Kaveri and Prabakaran (2013), stress at work was measured through seven components: The uncertainty about the responsibilities and powers, uncertainty about jobs, workload overload, calendar the unreasonable, lack of support from the organization, the working environment pollution, toxic and imbalance between work and life

2.3 Results work

According to Jaramillo, Mulki and Marshall (2003), the results of work is all related acts in the completion of a specific task including the effectiveness and outcomes of each act

According Schermerhorn et al (2005), the results work is the way in which an individual do to achieve the results of work of both quantity and quality In addition, the result of the work depends on the business needs, objectives and tasks of the organization, the organization's beliefs about how the job done most valuable (Motowidlo et al, 1999) Overall, the results of work can be considered as the level of work done to complete the mission and purpose of the organization in terms of quantity and quality

Wetzels et al (2000) described the results of work as the extent to which employees perform tasks and responsibilities Murphy and Krober (1988), the results of work defined as part of the individual results for certain tasks including job description standard According Rotondo and Sakett (2002), the result of the work including the quantity and quality of work, work skills and expertise

Results work is defined as an employee who's done the work assigned to them and are identified, evaluated by the employer during the employee's work; taking into account the elements of leadership, time, organization and relies on individual basis for analysis (Business Dictionary.com)

The result is the ability to work longer to do the job effectively (or not) of employees at work as required Employees must understand and should be guided on full job description

as well as the requirements and criteria used to evaluate the results of work required for the job During that process, the superior (or employer) will track, monitor, and may have changed, adjusted or join done with employees (By University Of Washington)

2.4 The relationship between stress at work and the results of work

Motowidlo, Manning, Packard (1986) examine the model they developed The model describes the relationship between working conditions, personal characteristics (job experience, colleagues and the fear of negative evaluation), factors causing stress, the effects

of them ( anxiety, depression, and hostility) and work results As a result, researchers have found a negative relationship between stress and work results

Leveck and Jones (1996) also found a negative relationship between stress and work results They conduct research to explain the impact of leadership styles, group cohesion, stress at work, satisfaction with the organization and work towards maintaining the aspects

of quality of care of the nursing staff The subjects participated in the study was 358 nurses from hospitals Significant results indicate that stress at work is a predictor of the outcome of the nurses work, and reduce stress at work has been found to enhance the results of work of nurses

Dekard, Rountree and Hickes (1988) conducted a study to test the relationship between workplace stress and work results The research sample included 322 nursing staff The results showed that job stress negatively affect work results and work environment

Since then the researchers concluded that workplace stress negatively affect work results and led to a decrease in the quality of the operation

2.5 Some studies have associated

- Kaveri and Prabakaran (2013) studied the effects of stress factors in the outcome of work of the workers work in companies producing goods and tanning in the district of Vellore, India The author has pointed out seven factors causing stress at work were: ambiguity about responsibilities and powers; uncertainty about jobs; workload overload; unreasonable work schedule; lack of support from the company; working environment pollution, toxic; imbalance between work and life that many employees are facing in the leather goods manufacturing company in Vellore.Data were collected using a questionnaire and analyzed as descriptive statistics, correlation and regression to examine the relationship between work stress and work results of employees and data are presented in tabular form Test results show that the factors that cause stress can negatively impact the results of work

of employees It is these factors: workload overload, inconsistent work schedules, lack of support is a negative relationship and significant for staff carrying out the work, but the imbalance factor in between work and life is no significant relationship with the results of the staff work Factors responsible are not clear, the instability of the job, working environment pollution, toxic negative effects and no significant relationship with the results

of the staff work

- Research by Allen (2011) about the relationship between stress at work and the results of the employee worked in the financial institutions in Ugafode, Uganda The main focus of this study is to identify the symptoms and causes of stress at work, examine the factors affecting the result of the work of staff and establish the relationship between stress at and the results of the work of the employees The study results showed that all the respondents had experienced stress from work and only three symptoms of stress at work as physical symptoms, emotions and behaviors are photos mainly to enjoy the results of their work Research shows that stress at work is measured by six factors: increased workload; the difficulty of new technologies; instability in the job; lack of funding, resources and support services; lack of passion, excitement in their work; Good relationships with colleagues The study concluded that stress at work has a negative relationship with the results of work Research recommends that organizations must ensure good working environment for

employees and ensure that measures to reduce stress at work as suitable working hours, the quality tools and equipment, relative workload

- Shahid and colleagues (2013) on the tension in the work of the banking staff According to the authors, stress is a common factor today and every individual must face it

in life The employees working in different organizations have to deal with stress Especially banks, are under a lot of stress due to reach more specific risks, thus causing tensions Contribute to reducing tensions performance, reduce overall employee performance, decreased quality of work, employee turnover, and the limitations of health problems such as anxiety, depression, headaches and backache Model study authors suggest including 6 of the stress factor in influencing the dependent variable is the result of work These factors include: lack of support in terms of resources, the overload of work, better relationships with customers, good relationships with colleagues, the imbalance between work and life and risks of the job has been tested in this study The study results showed that all six factors that cause stress in the bank are working to reduce the results of the employee The majority of bank employees feel that their work nature reduces stress and work results they expect Work overload, the risks at work and the relationship is not good colleagues are the main cause of tension in the bank Besides, due to the overload of work and time pressure that bank staff can not balance work with family life which cause some serious problems

2.6 Proposed research model

Along with the development and opening up of the economy, manufacturing, assembly and repair of automobile these years is one of the key industries SAMCO important development focus, has contributed greatly to the economic development of Ho Chi Minh City Unlike other sectors such as banking, tourism, construction manufacturing, assembly, automotive repair its own characteristics associated with the development of the economy: these are production activities cars, production of components, materials and spare parts support for the automotive industry, to import components for assembly of automobiles, service parts, repair and maintenance of cars These activities require a careful, accurate and high responsibility from the employee, brand influence and sales of businesses of SAMCO

Along with the characteristics of the sector, which is the absolute accuracy, workers in enterprises also features work, working time varies according to workload, customer

demand increasing, working with larger workloads, continuous, repetitive work, occupational safety, occupational diseases, problems related to workplace health, stress the quality of work For that reason it can bring differences with management workers, office workers, it also can cause stress on the job for them, can reduce working efficiency, affect the result of the work of the workers in the enterprise In the SAMCO, stress at work is also

a major issue affecting the result of the work of the workers in the enterprise Workers at the factory are regularly leaving the overloaded workload, unreasonable work schedule repair services as quickly, defined a schedule for the work, leading to completion of the work pressure time, just to make sure the time, just to ensure quality; or the implementation of customer orders, requiring workers to work overtime, work Saturday and Sunday In addition, uncertainty about work also ongoing, the workers typically have little chance of advancement, there is no time to absorb, learn, reduce passionate interest in the job The upcoming schedule is not reasonable, as the distribution of fixed shift for each organization, without the rotating shifts, have led to more shifts, with fewer shifts, while enjoying the same salary is also causing tension straight-workers The support from the company, colleagues are unclear Workers regularly exposed to substances harmful to health, the policy also supported but has not been the consensus of the workers, many working parts to the toxic environment, but is not yet supported Moreover, the rapid change of technology, regular exposure to machines, lack of contact with colleagues at work are causing stress for workers at SAMCO

For that reason the study of previous studies on job stress affect the outcome of the laborers working in various professions, the authors would like to have an overview and with special individualized work of manufacturing, assembly and repair of automobiles to more closely study the stress of work with workers in enterprises of SAMCO to propose additional solutions to help improve working results of workers in these enterprises

After studying theoretical models combined with the characteristics of the emerging field of research, the author proposes a research model based on the successor model of the Kaveri and Prabakaran study (2013) and research Allen (2011) The author proposed research model including 9 factors causing stress at work affects the result of the work: The uncertainty about the responsibilities and powers; instability in their work; workload overload; unreasonable work schedule; lack of support from the company; working

environment pollution, toxic; imbalance between work and life; the difficulty of new technologies; lack of passion, excitement for the job

Research models:

Figure 2.1: Model of proposed research

Source: Proposal of the authorInside

- The uncertainty about the responsibilities and powers

The role is not clearly seen as a situation where an individual does not have a clear direction about their role in work and organizations (Rizzo et al, 1970) The uncertainty about the responsibilities and powers caused individuals to perform tasks that feel anxiety, tension, thereby allowing reduced labor productivity and adversely affect the results of the individual work (Cohen, 1959; Katz and Kahn, 1978) Fisher (2001) also said that the role and powers are clearly not negatively impact job performance of the auditors Burney and Widener (2007) also said that the role is not clear that cause a negative impact to the managers when making decisions That makes them feel anxious, afraid to take responsibility for what I do not understand, adversely affecting the results of their work So can propose the following hypothesis:

Hypothesis H1: The uncertainty about the responsibilities and powers, negative

impact on the results of work of the workers

The uncertainty about the responsibilities power

Unreasonable work schedule

Overload workload

Lack of support from the company

Working environment pollution, toxic

Instability in work

Work results

Imbalance between work and life

The difficulty of new technologies

Lack of passion, excitement for the job

- Uncertainty about the work:

According Klandermans, Van Vuuren and Jacobson (1991), the expression of uncertainty in the job as the risk of loss of employment, change of job location too much, do not get a raise, not next contract is considered to be the cause of anxiety, nervous tension, negative impact on the health, physical and mental, that the employee is not enough energy

to carry out their work, leading to a reduce their working results

According to Ouyang (2009), job instability including hidden threats are lurking around a staff This means for an employee, they risk losing their jobs, there is little opportunity for advancement; no opportunity to acquire, learn, change jobs so fast Such issues will have a negative effect towards the development of career paths so easy to cause stress for them

According to Allen (2011) wrote that, the risk of losing their jobs in the current situation is very stressful for everyone, especially for those workers Currently, changing careers becomes increasingly widespread due to the objective conditions caused by the economic recession, political instability that can also cause stress because workers can not grasp and just keep changing jobs According to the theory of tension, instability on the job

is considered as a factor causing stress at work (Lazarus and Folkman, 1984)

A study by Greenhalgh and Rosenblatt (1984) also showed the negative impact of instability in work for work results So the hypothesis can be proposed as follows:

Hypothesis H2: Uncertainty in the job have negative impact on the results of work of the workers

Parasuraman et al (1996) definition of the work overload is the level of awareness about the demands of work, role and one feel that there is so much to do and not enough time

to implement them

Overloaded work and time constraints put workers under pressure leads to tension (Garima M., 2007) Kaveri and Prabakaran (2013) also said that stress happens when an individual can not afford or can not afford to use their resources to meet their assigned responsibilities, leading to reduced results do the individual's work

Rubina et al (2008) studied the effect of occupational stress on job results showed that, overworked contributed to rising tensions in the staff and the adverse impact on business results their

Jamal (2011) in a study of the stress of work and the results of environmental work in Pakistan has given results, the workload overload is one of the components of job stress, impact negative results of the employee worked Based on the results of these studies, the hypothesis can be put as follows:

Hypothesis H3: The work overload negative impact on the results of work of the

workers

- Calendar to work unreasonable:

According Kaveri and Prabakaran (2013), unreasonable work schedule is uncertainty about the time in the work schedule for employees as working time is too long or the employees to work anytime when business requirements That will leave for employees under stress due to inability to timely meet the needs of the work assigned

Shropshire and Kadlec (2012) confirming the negative effect of an unreasonable work schedule as they must be present whenever the business requires

In the study of Victor and Ambibola (2013) on the impact of stress on working results

of the female clerk in Nigeria, by special request, the clerk must work harder to stay a multiplier others, that shows the irrationality of time working not only affects their family life but also affect the work they are doing They will get tired of tension and reduce work efficiency So can suggest hypotheses are:

Hypothesis H4: Work Schedule unreasonable negative impact on the results of work

of the workers

- Lack of support from the company:

According to research by Kaveri and Prabakaran (2013), lack of support from the company involves a lack of help and support from the leaders and colleagues, support equipment and catering jobs thatare the cost incurred in the course of operation at work

According Menguc and Boichuk (2012), the support from colleagues is useful degree from colleagues to share, and strengthen the work of an individual in some circumstances necessary When the lack of support from colleagues, employees will feel the loss of connection, interaction, not advanced communication, which adversely affect the psychological and reduced work efficiency The lack of support from the company (colleagues and leaders) causes the employees to sometimes feel lonely, frustrated about work and adversely affect the results of their work (Stamper and Johlke, 2003 )

In studies of Schermerhorn et al (2005), the Also, Bennett et al (2001) about the stress

in the work of the nurses showed low support from the company is one of the elements of job stress caused negatively impact the results of their work Therefore the hypothesis can be formulated as follows:

Hypothesis H5: Lack of support from companies that has negative impact on the

results of work of the workers

- Work environment pollution, toxic:

Barling et al (2004) suggest that, when working in extreme climatic environment, exposure to toxic substances pollute will make employees uncomfortable and irritated for the worse, leading to tension in the workplace and reduce the interest, focus their work Besides this, according to research by Bruce (2008), noise is also one of the causes of distraction for employees, leaving them reduced concentration, distracted at work and reduced efficiency job In addition, Moloney (2011) also said that light and air as well as the elements of the work environment a major impact on the results of work of the employees Chandraseker (2011) also said that the working environment is unsafe (poor lighting, ventilation and excessive noise), common risk occupational accidents would cause a negative impact on work attitude, increased frustration at work and make work results are affected worse So the hypothesis can be formulated as follows:

Hypothesis H6: Work environment pollution, toxic has negative impact on the result

of the workers work

- Imbalance between work and life:

Grady et al (2008) suggested that the term balance work and life is a comprehensive concept, including: family, community, leisure time and personal time spent

According to the theory of the relationship between work and family life (Greenhau and Powell, 2006; Brummelhuis and Bakker, 2012), each with a number of certain personal

resources (eg, energy, skills, mood) that they can use to complete the work and take the role

of their family If a request for one of the two elements of work and family life is too high will cause the individual resources are not depleted enough to perform optimally in other roles That would make these individuals feel stress and affect the results of their work Imbalances between life and work led to many disastrous things like work often delay, poor performance, lack of motivation, more errors, quitting When an employee can not spend time for their families because the work takes up too much time, that individual will feel stressed at work because they can not maintain a centralized, easily lead to errors Sarantakos study (1996) also pointed out that, an experienced staff, but could be a conflict when tensions arise between family life and work So the hypothesis is proposed as follows:

Hypothesis H7: An imbalance between work and life has a negative impact on the

results of work of the workers

- The difficulty of new technologies:

Asif (2009) suggested that occupational stress with new technology at a high level He argued that technology was supposed to shorten our work but the opposite seems we all have

to work more hours and use less time for family activities and entertainment Rapid changes

in the workplace and how to do the job often leads to increased levels of stress at work Subha and Shakil (2010) wrote: "many people in many different jobs have felt including myself struggling to keep up with the changing pace of modern technologies Workers often feel like they are only part of the machinery rather than themselves" So the hypothesis is proposed as follows:

Hypothesis H8: The difficulty of new technologies has resulted in negative impact on workers' work

- Lack of passion, excitement for the job:

Many people who work just for the money but do not care about your self-worth desire something (Elovainio et al, 2002) According Meneze (2005), most people do not realize how this tension and they underestimate its long term effects on their health This is kind of stressful work hardest to detect and fix, such as finding a rewarding job is not always easy (Parikh 2004) So the hypothesis is proposed as follows:

Hypothesis H9: Lack of passion, excitement for the work has negative effects on work

outcomes of workers

SUMMARY CHAPTER 2

Chapter 2 presents the theoretical basis as prerequisite for deeper study authors stress situation in the work of the employees at SAMCO Theories include key issues such as the concept of stress, stress at work, working results, the measurement of stress factors at work, work measurement results, the elements cause stress at work, the relationship between stress

at work and work results The author presents a number of relevant studies such as the study

of the Kaveri and Prabakaran (2013) on the impact of the factors causing stress at work the results of the workers working in the production company leather goods in the district of Vellore, India; Allen's study (2011) about the relationship between stress at work and the results of the employee worked in the financial institutions in Ugafode, Uganda; Shahid and colleagues (2013) on the tension in the work of the banking staff Based on the theory and characteristics of the area in which the author wanted to study, the authors propose a model study on the impact of the factors causing stress at work affects work results of workers in enterprises of SAMCO includes 09 components This is the basis for the author to continue

to conduct research will be presented in the next chapter

CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD 3.1 Research Process

Chart 3.1: Process Research

Source: Author's Construction

Cronbach's Alpha Inspection

Discuss the results and recommendations

Determined Research Issues

leaders and 20 workers are working directly in the factory, assembly, repair of automobiles,

to explore, adjust and supplement the factors of stress at work affects work results, development scale these elements and scale working results The study was conducted as follows:

The first step, the authors discussed with the interviewee were some open questions exploring nature to see what they said about the factors causing stress at work Then, the author introduces the factors causing stress at work in the model of the Kaveri and Parabankaran (2013) and the model of Allen (2011) and their component elements for discussion The comments were taken up, adjusted to build scale, forming a complete questionnaires before the official survey

Through direct interviews, the majority of interviewees suggested that workers at the factory had clear segregation of duties for each shift such as production, assembly and repair of automobiles; so the element of ambiguity about responsibilities and powers was proposed removal On the other hand, the working time of employees is clearly defined under the labor law, the date of overtime, workers' compensation leave arranged to recharge, regenerate labor; therefore, factors unreasonable schedule recommended removal The workers claim that they had time for fun, friends and family However their little imbalance between work and life, was only due to personal reasons or work overload; therefore, the authors suggested to remove the elements that caused imbalances between work and life Thus, from the original model, the author removes 3 factor The new model proposal includes 6 factors: Uncertainty in the job; workload overload; lack of support from the company; working environment pollution, toxic; the difficulty of new technologies; lack of passion, excitement for the job

The hypothesis is adjusted as follows:

Hypothesis H1: The job instability negative impact on the results of work of the

workers

Hypothesis H2: The work overload negative impact on the result of the workers work Hypothesis H3: Lack of support from companies with negative impact on the results

of work of the workers

Hypothesis H4: Work environment pollution, toxic negative impact on the result of

the workers work

Hypothesis H5: The difficulty of new technologies has resulted in negative impact on

workers' work

Hypothesis H6: Lack of passion, excitement for the work has negative effects on work

outcomes of workers

Research model after qualitative research:

Chart 3.2: The proposed research model after qualitative research

Source: Proposal of the author

The scale in this study were derived from the author's research and Parabakaran Kaveri (2013), Allen (2011) At the same time, the scale details of each component are also discussed The suggestions for adjustments that understand the consistency with the reality Specifically there are some adjustments as follows:

- For scale instability in the work: The results of discussions, the majority of respondents agree with the contents of the observed variables mentioned However the question of the observable variables adjusted are easier to understand Namely scale instability in the observed variables jobs "company often has the job redeployment of workers" The majority of people had opinion that their should be a change from

"redeployment" of "rotation" to better suit these type of enterprise characteristics Observed variables "Company frequent short-term contract" the majority of opinions changed to

"company often short-term contract less than 12 months"

The uncertainty about the responsibilities power

Unreasonable work schedule

Workload overload

Lack of support from the company

Working environment pollution, toxic

Instability in work

Work results

Imbalance between work and life

The difficulty of new technologies

Lack of passion, excitement for the job

- To scale the workload overload: Results discussion, the majority of respondents agree with the content of the observed variables mentioned However the question of the observable variables are adjusted for the easeof understanding Specifically, the observed variables "Workers with jobs did not change in a long time" The majority of people have opinions that should be change from "much work" by "workload" to better understand it

In addition to the adjustments above three, the other scales are inherited from the author's scale and Parabakaran Kaveri (2013) and Allen (2011)

- Scale job instability was inherited and adapted from the scale of the Kaveri and Parabakaran (2013) Scale consists of 05 observed variables, detailed as follows:

Table 3.1: Scale unstable job Numerical

1 OD1 Companies often have to cut workers

2 OD2 Company risk divestment, privatization

3 OD3 The company paid no fixed each month

4 OD4 Companies often have job rotation of workers

5 OD5 Companies often sign short-term contracts of less than 12 months

Source: Construction from author

- Scale overloaded workload inherited from the scale of the Kaveri and Parabakaran (2013) Scale consists of 07 observed variables, detailed as follows:

Table 3.2: Scale workload overload Numerical

1 KL1 Workers assigned too much work

2 KL2 Assigned work always exceeds the response capabilities of

workers

3 KL3 Companies often required workers to complete the work within a

specific time limit

4 KL4 Workers with more workload has not changed in a long time

5 KL5 Workers have little time to complete all assigned work

6 KL6 Workers do not have time to relax between shifts

7 KL7 Every year the company organized for workers not going to

participate in outdoor activities, entertainment

Source: Construction from author

Table 3.3: Scale lack of support from the company

- Scale lack of support from the company inherited from the scale of the Kaveri and Parabakaran (2013) Scale consists of 07 observed variables, detailed as follows:

Numerical

1 HT1 The company does not offer the advanced machinery and equipment to

support workers get the job done

2 HT2 The Company does not organize training and updating knowledge, skills

and professional skills to help workers complete assigned work

3 HT3 The Company does not support workers in order to fund training to improve

their professional qualifications

4 HT4 The Company does not support workers on the modes supported when

7 HT7 Workers have not received the support and help from colleagues to

complete the work

Source: Construction from author

- Scale working environment pollution, toxic inherited from the scale of the Kaveri and Parabakaran (2013) Scale consists of seven variables observed, detailed as follows:

Table 3.4: Scale working environment pollution, toxic Numerical

order Symbol Working environment pollution, toxic (MT)

1 MT1 Workers regularly exposed to hazardous substances (oil, grease, chemicals )

2 MT2 Workers often work in poorly lit environments

3 MT3 Workers often work in a cool environment is not enough

4 MT4 Workers often do the work may lead to workers' hands

5 MT5 Workers often do the work may lead to occupational diseases

6 MT6 Workers often work in noisy environments

7 MT7 Workers often work in dusty environments

Source: Construction from author

- Scale difficulties in new technology and adjustments inherited from the scale of Allen (2011) Scale consists of 04 observed variables, detailed as follows:

Table 3.5: Scale new technological challenges Numerical

order

Symbol The difficulty of new technologies (CN)

1 CN1 Workers have not been trained on the new technology by the

investment company

2 CN2 Workers have not provided adequate documentation about the

new technology

3 CN3 Workers have not received regular guidance of their superiors

in the implementation of the work on the new technology

4 CN4 Workers have not received the guidance of colleagues in the

performance of work on new technologies

Source: Construction from author

- Scale lack of passion, excitement for the work was inherited and adapted from the scale of

Allen (2011) Scale consists of 06 observed variables, as follows:

Table 3.6: Scale lack of passion, excitement for the job Numerical

order

Symbol Lack of passion, interest in work (DM)

1 DM1 Workers do not work properly with hobbies, schools,

professional training

2 DM2 Workers are not provided adequate information on the powers,

duties and job targets

3 DM3 Workers have few opportunities to advance their careers

4 DM4 Salaries, bonuses and remuneration of the company paid less

in line with the dedication of the workers

5 DM5 Workers under pressure job done from the top

6 DM6 Workers have little chance to learn, improve operations

Source: Construction from author

- Scale job results are derived from the scale of the Kaveri and Parabakaran (2013) Scale consists of 04 observed variables, detailed as follows:

Table 3.7: Scale Work Results Numerical

order

1 KQ1 Routine ensure completion on schedule

2 KQ2 Typically produce products quality assurance

3 KQ3 The process of working ensures cost savings and raw materials

4 KQ4 The process ensures proper working procedures and regulations

Overall frame: total number of workers working in 12 enterprises of SAMCO is 1675 people Unable to conduct surveys on the number of workers of all authors should apply sampling survey methods The sample size is determined as follows:

Referring to Yamane (1967), the basis for the overall sample from the study can be determined by the formula:

SAMCO business now has 12 manufacturing, assembly and repair of automobiles is a member, with 1675 workers are working

The author chose to sampling rate (ratio scale model / size Overall): n = 325 samples selected from 12 enterprises with N = 1675 at the enterprises of SAMCO

Sampling rate: k = n / N = 325/1675 = 0.194 = 19.4%

Each business will choose to 19.4% of the workers surveyed

Quota sampling sampling rate in units, specifically in the following table:

Table 3.8: Prevalence and quota sampling from enterprises of SAMCO

Numerical

Number of employees

Sampling rate

Quota sampling

7 Passenger Western and Services JSC 185 19,4% 36

Numerical

Number of employees

Sampling rate

Quota sampling

Source: Human Resources Department of SAMCO and from the author's calculations

3.2.2.2 Approach to survey data

On the basis of quota sampling in each enterprise in SAMCO identified in Table 3.8, the workers chose to be interviewed in each company was determined by convenient methods

3.2.2.3 Design a questionnaire

Quantitative research was conducted through survey questionnaires by workers The scale used in the survey questionnaire is 5 point Likert scale from level "completely disagree" to "completely agree" (Table 3.9) This is a common scale, commonly used to measure attitudes, judgment of an object oriented survey

Table 3.9: 5 point Likert Scale

Totally

Source: Mark Saunders, Philip Lewis, Adrian Thornhill

After construction is complete the survey questionnaire consists of 07 components measured with 40 observed variables, the questionnaire will be used to try 30 workers surveyed to ensure clarity on the content Then the author editing, filtering again and released the official questionnaire for interview

Questionnaire after adjustment, was surveyed for the workers working in enterprises

of SAMCO Respondents were selected by convenient method; after the authors define the sample size for each business, each business author, through the head at the factory in each enterprise, the author conducted direct interviews with workers After the period of conducting the survey, the authors examined the validity of the questionnaire, then proceed

to synthesize and put into SPSS 20 for conducting quantitative analysis

Quantitative research was conducted through technical information directly collected

by questionnaires and interviews were conducted in 12 enterprises of SAMCO The purpose

of this study was to collect and analyze survey data, reaffirm components as well as the value

and reliability of the scale components of the stress at work, scale work results and test theoretical models The scale was evaluated through Cronbach's alpha coefficient, factor analysis EFA, testing of multiple regression models with SPSS 20 software

Quantitative analysis methods include:

- Cronbach's Alpha analysis:

Cronbach (1951) came up with Cronbach's coefficient alpha reliability for scale This method allows the analysis of the preliminary assessment scales, removal of inappropriate variation, limiting the junk turn, help clean the scale component of the research process and evaluating the reliability of the scale

Scale Cronbach's alpha coefficient of 0.6 or more is usable in case the concept is new research Typically, the scale Cronbach's alpha coefficient of 0.7 to 0.8 is used Therefore, a reliable scale as close to 01 as possible measurement scales Besides, these events correlation coefficient of total variable (Corrected Item - Total Correlation) is less than 0.3 will be removed from the model

- Analysis of the factors explored (EFA - Exploratory factor analysis):

The discovery factor analysis (EFA) was conducted to determine the observed variables are actually measuring the factors by multivariate original shortened or split into a new factor or retain variables observers have been used EFA analysis results help to find the appropriate factor for regression analysis and variance a factor later

In analyzing EFA, KMO value (Kaiser - Meyer - Olkin Measure of Sampling Adequacy) as indicators of interest to consider the appropriateness of factor analysis KMO value as large as possible and must have a value in the range from 0.5 to 1, the new analysis appropriate, and if this number is less than 0.5, the analysis of factors potentially incompatible with the data

EFA factor analysis was based on Eigenvalue Criteria for determining the number of factors These factors Eigenvalue ≥ 1 before being retained in the model Eigenvalue quantities represent sets of variations observed , the variation is explained by each factor varies draw than the rest of the set after observing variable factors are drawn These factors Eigenvalue <1 will not work better summary information 1 original variable and will be excluded from the research model (Garson, 2003)

Studies using factor extraction method (Principal components) to determine the factors that make up the load factor to be weighted factor ≥ 0.5, reaches the convergence

value and the new value distinguishing satisfactory The method is Varimax with Kaiser Normalization rotation The factors that will be drawn when the value of it at all Initial Eigenvalue greater than 1 and variance greater than 50% deduction to the new agreement on statistical significance To scale convergence worth the correlation coefficient between the variables menu and transfer coefficient factor (Factor Loading) must be greater than or equal

to 0.4 of a factor (Garbing & Anderson, 1988) and to achieve price distinguish between the value they convey factor Loading coefficient greater than or equal to 0.3 (Jabnoun, 2003)

- Analysis of a multiple linear regression:

Accreditation multicollinearity: Most collinear phenomenon independent variables are correlated closely In the course of a multiple regression analysis, multicollinearity SPSS software using standardized criteria Collinearity Diagnostics (Diagnostics multicollinearity phenomenon) with magnification factor variance VIF (Variance Inflation Factor) of the independent variables in the model If you are less than 10 VIF model ie no multicollinearity Accreditation autocorrelation: Auto correlation is understood as the self-correlation between the composition of the sequence of time or space The consequences of autocorrelation can mention as t-test and F unreliable, estimates can not trust R2 when used

as a substitute for the real value of R2, variance and standard deviation of predicted value calculated ineffective

Inspection of the suitability of the model: coefficient R2 and the quantity F is used to check the suitability of the model multiple linear regression R2 coefficient was used to assess the coherence of the regression model for the variation of the dependent variable on the independent variable at a statistically significant level of specific, usually 5% University

of F is used for testing the hypothesis posed is all regression coefficients are 0 and hypotheses to be without any regression coefficient is 0 with a significance level of 5% Linear regression analysis multiples: Results regression equation determine the influence of these factors on the dependent variable through the value of the regression coefficient The regression coefficient is positive, ie the level of positive impact to the dependent variable, and vice versa Regression coefficients greater value, indicating the dependent variable affecting more A multiple linear equation of the form:

Y = β0 + β3x3 β1x1 + + + β4x4 β2x2 β5x5 + u +

Where Y is the dependent variable; x1, x2, x3, x4, x5 are independent factors; β0 is a constant; β1, β2, β3, β4, β5 is the regression coefficient of factors x1, x2, x3, x4, x5; u are the residuals

Accreditation phenomenon of residual variance change: Variance of residuals changes (heteroskedasticity) is a phenomenon with residual values are not the same distribution, and the variance is not worth the same Ignore the phenomenon of residual variance change would make estimates of the OLS regression coefficients are not effective, the hypothesis test is no longer valid, the forecast is no longer effective To examine this phenomenon, we use testing or inspection Spearman White If the number of small studies observed (<100), so using the Spearman test When a large number of observations, they must use test White If the level of significance (Sig.) Of the correlation coefficient greater than 0.05, we concluded the variance of the remainder unchanged

Independent-Samples testing the T-Test: Testing the difference between the two groups on each information such as age, income etc

Inspection of a factor variance (ANOVA oneway): Testing the difference from 3 or more people in each group information such as age, occupation, income etc

Testing the Durbin - Watson (d): University of descriptive statistics Durbin - Watson

is used to test the correlation of adjacent errors (most serial correlation) This means that the overall correlation coefficient of the remainder will be = 0 d quantity variation in value between 0 and 4 If the residuals are not correlated with each other most prominent chain, value d will close by 2 d lower value and less than 2 means that the remainder correlated together Greater value d 2 and almost 4 means that the negative correlation remainder

SUMMARY CHAPTER 3

Chapter 3 details the content of the research methods used in the subject Qualitative methods are used as methods on-one discussion with the deputy director of the workshop, team leaders and workers who are made for the purpose of adjusting the original scale to suit the actual conditions as well as make understandable for those surveyed The results of qualitative research is the official scale used to survey questionnaires Subsequently, the process of data collection was conducted on respondents as workers are working at the enterprises of SAMCO The data collected will be processed by SPSS 20 software to perform reliability testing of the scale, factor analysis (EFA) and linear regression to test the hypotheses set out initially

CHAPTER 4: RESULTS, FINDINGS AND PRESENTATION OF DATA

4.1 Overview of SAMCO

4.1.1 Introduction of SAMCO

Saigon Transportation Mecanical Corporation(SAMCO) is the Corporation operates

as the parent company - subsidiary, includes 31 member businesses Corporation multidisciplinary activities, each sector has an important role in the socio-economic development of the city, focusing more resources, support, cooperation linked together in many fields In particular, key industries are mechanical engineering industry, was the Government planning is one of the four corporations pivotal role development of the automobile industry in Vietnam SAMCO combines and technical support, documentation and training tools from the famous automobile manufacturers in the world

4.1.2 Field work

- Industrial production with the main activities: manufacturing, installation and supply motorcars Production and assembly of buses and special purpose vehicles; shipbuilding and providing maintenance services for ships; manufacturing and supply of products for the building industry and the lighting system of public transport

- Trade in services with key activities such as: business motorcars, genuine parts supply and service the maintenance and repair of automobiles; import and export business of gasoline, oil, lubricant, grease, gas, chemicals, supplies and equipment for the gas station

- Passenger with key activities such as mining and trading of car terminal in service activities for public passenger transport and inter-provincial city, exploiting the service in the terminals; ensure public passenger transport on the territory of the city; passenger transportation business under contract, passenger transport on fixed routes; Business travel domestic and international

- Build Traffic with activities such as design, consulting and construction of bridges, roads, industrial construction; management, implementation of investment projects in building, business office buildings, commercial centers, complexes

4.1.3 Some financial indicators

- Capital: 1,611 billion

- Total revenues in 2015: 17,446 billion

- Submit the budget: 3,193 billion

- The total number of officials and employees: 8,650 people

4.2 Description sample

The author conducted a survey of 325 employees working at 12 enterprises of SAMCO The questionnaires are valid and used for inclusion in the data analysis General information about the survey samples collected are as follows:

Table 4.1 Description sample

Age

Source: Results of the data analysis of the author

4.3 The statistical tests

4.3.1 Cronbach's Alpha Accreditation

The reliability of the scales was assessed by Cronbach's alpha coefficient Analytical results Cronbach's alpha for the independent factors are summarized in Table 4.2

Table 4.2: Cronbach Alpha Analytical results of independent factors

Observed

variables

Medium scale

if the variable type

Variance scales if variable types

Correlated variables - total

Cronbach's Alpha if these variables were excluded

Source: Results of the data analysis of the author

Table 4.3: Results Cronbach's Alpha analysis of the dependent variable working results

Observed

variables Medium scale if the variable type Variancescalesif variable types

Correlated variables - total

Cronbach's Alpha if these variables were excluded