Research about antisocial behaviors at dat xanh group

Building business policy and good working environment employees will mitigate the impact aggressive action for the company and increase work efficiency, the competitiveness of companies

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Ho Chi Minh City, August 2015

RESEARCH PROJECT

(BMBR5103)

RESEARCH ABOUT ANTISOCIAL BEHAVIORS

STUDENT’S FULL NAME : TRAN VAN DUC

STUDENT ID : CGS 00018245

INTAKE : MAY 2014

ADVISOR’S NAME & TITLE: NGUYEN THE KHAI (DBA)

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………

Advisor’s signature

NGUYEN THE KHAI (DBA)

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Student: Tran Van Duc (CGS 00018245) Page 1

ACKNOWLEDGMENTS

This thesis cannot be completed without the encouragement and guidance and support of many individuals and organizations First, I would like to sincerely thank the lecturers of Hutech University, especially the Master program OUM, has dedicated teaching guide I completed modules in the program MBA Through that helped me get those reviews knowledge, experience required to perform this thesis

I would like to express respect and gratitude to Dr Nguyen The Khai, my guide lecturer During the past years, I have dedicated guidance, instructions, guide

me perform thesis These reviews, reviews of teacher, especially the suggestions toward solving problems throughout the research process, is really invaluable lesson for me not only for the implementation of this thesis but also in work and life his present I would like to express sincere thanks to leadership and my peers has always encouraging and enabling me to complete the thesis Finally, I would like to send hearts to my family Through the last time, family is always encouragement and inspirational for me to complete the thesis

Once again, I thank very much to all

Tran Van Duc Student

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CONTENTS

ACKNOWLEDGMENTS 1

ABSTRACT 7

CHAPTER I: INTRODUCTION 8

I INTRODUCTION OF DXG' GROUP 8

1.1 Over view of the company 8

1.2 Products and brand name 11

1.3 Business Objectives 12

1.4 HR policies of DXG: 13

1.5 Organizational Structure 15

II RESEARCH INTRODUCTION 15

2.1 Problem statement 15

2.2 Main construct 17

2.3 Research objectives 18

2.4 Research questions 18

2.5 Research scope 18

2.6 Significance of research 19

2.7 Limitation of research 19

CHARPTER II: LITERATURE REVIEW 20

I THE ESSENCEOF BEHAVIOR AGGRESSION 20

1.1 Around the concept of aggression 20

1.2 The aggressive behavior: 20

1.3 Classification of behavior of aggression: 21

II THE APPROACHES VIEWS OF AGGRESION: 22

2.1 Theory instinct of aggression: 23

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2.2 Theories drive of aggression: 23

2.3 Theory behavior of aggression: 24

2.4 Social learning Theory on aggression: 24

III A FEW OF FACTORS CAUSING ANTISOCIAL BEHAVIOR COMPANY 24

3.1 Working tension 24

3.2 Work-family conflict 24

3.3 Job Stress: 25

3.4 Job overload: 25

IV THE STUDIES RELATED ANTISOCIAL BEHAVIORS 27

4.1 Feelings of anger related to confront acts 27

4.2 Frustration leads to aggression 28

4.3 Repressed anger will ruin the body 30

4.4 Guns and aggressive behavior 31

4.5 Reduce aggressive behavior 32

CHARPTER III: RESEARCH MODEL AND HYPOTHESES 34

I RESEARCH MODEL 34

1.1 Dependent Variables: 34

1.2 Independent Variables: 34

1.3 Constructs 35

II RESEARCH HYPOTHESES 35

2.1 Work tension 35

2.2 Job overload 36

2.3 Job stress 36

2.4 Work-family conflict 37

III RESEARCH DESIGN 37

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3.1 Work tension 37

3.2 Job overload 39

3.3 Job stress 40

3.4 Work-Family conflict 43

3.5 Antisocial behaviour 44

IV DATA COLLECTION PROGRESS 45

CHARPTER IV: ANALYSIS AND RESULT 47

I CRONBACH’S ALPHA 47

1.1 Cronbach’s Alpha standard applied 47

1.2 Cronbach’s Alpha of constructs 47

II DESCRIPTIVE STATISTICS 49

III REGRESION INFORMATION 50

IV HYPOTHESIS TESTING 51

4.1 Hypothesis proposed (H1) 51

CHARPTER V: DISCUSSION AND CONCLUSIONS 57

I DISCUSSION AND CONCLUSIONS 57

II LIMITATION OF RESEARCH 58

REFERENCE 59

APPENDIX 1 63

Appendix 2: Presentation 71

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TABLE

Table 1: Work Tension 39

Table 2: Job Overload 40

Table 3: Job Stress 43

Table 4:Work-Family Conflict 44

Table 5: Antisocial Behavior 45

Table 6: Time table for data collection progress 46

Table 7: Cronbach’s Alpha - Internal Consistency 47

Table 8 : Case Processing Summary 48

Table 9: Reliability Statistics 48

Table 10: Cronbach’s Alpha of all Variables 48

Table 11: Item-Total Statistics 49

Table 12: Descriptive Statistics 50

Table 13: Variables Entered/Removed 50

Table 14: Model summary 50

Table 15: Coefficients 51

Table16: Model summary of H1 52

Table 17: Coefficients of H1 52

Table 18: Model summary of H2 53

Table19: Coefficients of H2 53

Table 24: Hypothesis result 56

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FIGURE & LIST OF ABBREVIATIONS

Figure1: Organizational Structure of DXG 15 Figure 2: Research model 34

LIST OF ABBREVIATIONS

CEO Chief Executive Officer

DXG Dat Xanh group

HCM Ho Chi Minh city

VND Viet Nam currency

SPSS Statistical Package for Social Science

WTO World Trade Organization

TPP Trans-Pacific Strategic Economic Partnership Agreement

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I hope the study results will be a source of reference for all levels of DXG leader in developing business policies and HR Building business policy and good working environment employees will mitigate the impact aggressive action for the company and increase work efficiency, the competitiveness of companies in the real estate market in Vietnam

Key words in this research: Antisocial Behavior, work tension, job overload, family behavior, job stress and DXG

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work-Student: Tran Van Duc (CGS 00018245) Page 8

CHAPTER I: INTRODUCTION

I am pleased to introduce a study on "Antisocial Behavior: Factors affecting the antisocial behaviors in the work of the employees at Dat Xanh Group (Group DXG) "

I INTRODUCTION OF DXG' GROUP

1.1 Over view of the company

DXG was established in 2003 with initial charter capital of 0.8 billion VND and 10 employees This time, DXG specializes in brokerage activities for real estate projects

With strategic vision, acumen, DXG has created a sales process completely new, innovative marketing methods, breakthroughs The DXG distribution projects are large resonate The focus of the sales companies are attracting hundreds of customers to participate, creating a powerful effect on the market DXG gradually dominate and take over the role of marketing and distribution of real estate projects has been the strength of foreign companies

DXG is one of the pioneers in the problem of information transparency of real estate products The entire process of project implementation, sales processes, are closely monitored Human resources with knowledge and enthusiasm continually improving expertise in special training courses DXG is hundreds counselor Real Estate Professionals always serve our customers and offering thoughtful advice for effective investment The title "Prize gold sales and the real estate trading floors of the Year 2009" by the Association of Real Estate Vietnam authentication attests to the efforts of DXG

Model, business methods of scientific, creative, respected reputation, product quality, meet customer needs and the market, social DXG has been recognized as a business unit estate the leading prestige

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Sales of the company continued to grow at a high rate, averaging over 200% / year continuous growth and stable even during the financial crisis in 2007 so far

2009 and 2010, DXG has contributed to revitalizing the real estate market area of Dong Nai, Binh Duong, Ho Chi Minh City with a series of projects that DXG as an investor and investment cooperation was announced as : Phuoc Hung, Hoang Gia, Green Valley, Giang Dien, Dai Phuoc Lotus, Phu Gia Hung, Sunview Apartment, The Morning Star Plaza Profit before tax of hundreds of billion, up almost 6 times more than in 2008

Currently, the company DXG Real Estate has a strong distribution system in Vietnam DXG distribution system constantly spread throughout the provinces with nearly 20 branches, subsidiaries, associated companies, joint ventures, operating in all areas of real estate transactions vibrant

Customer database of companies is increasing Currently, the company has a database of over 1,000.000 potential clients and more than 100,000 patrons With its strong distribution system and rich data source, DXG has supported partners to reach customers most effectively

With solid experience in distribution, management and development of real estate projects, professional staff - talent with the potential increase in finance DXG officially expanded into the field Investment projects in 2007 A series of large-scale project has an area of hundreds of hectares with investment of up to thousands of billion due DXG ownership and investment cooperation such as Suoi Son urban area, area Urban Services - Tourism - Eco Giang Dien Urban Area Green Valley, The Morning Star Plaza, Phu Gia Hung Apartment, Apartment Sunview customers warmly received by the prestige and quality of products Is In addition to the projects already completed, DXG currently being implemented nearly 20 projects in strategic locations, in the big cities and the potential provinces and cities nationwide as: Arisen, TNT, Minh Hung, Tien Phuoc, Thu Duc, District 9 (HCM),

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Pacific Riverside, Hung Phuoc and Phuoc, Royal (Binh Duong), Park Apartments

- luxury villa DXG (Vung Tau), the project urban area in Nhon Trach and Long Thanh Bien Hoa, Trang Bom (Dong Nai), residential investment complex of Chan May - Lang Co in Thua Thien Hue Looking ahead, DXG continues to expand geographical areas, investment forms, links with partners, providing real estate products to meet the diverse needs time to settle and investment needs of customers Investment activity will be the key business strategies of DXG in the near future

The link, expand cooperative relationships with financial institutions, banks as well as an element to be placed on top of the business strategy of the Group DXG Through this orientation, Green Earth'd venture, association with all these partners have the same development strategy based on sustainable cooperation DXG is now a strategic partner of major financial institutions such as FPT Capital, TPBank

On 22/12/2009 stock DXG with code officially listed on Ho Chi Minh Stock Exchange brought the company into a public company DXG This is an important milestone in the development strategy DXG become a strong group in the market Real Estate Vietnam and beyond the world

Over 10 years of development, so far total business capital of DXG reached 1,000 billion with over 1,500 employees and 20 subsidiaries and associates expected by 2017 DXG will become conglomerate, took Property sector as central axis lifting totaling 3.500 billion and 2,500 employees Currently, DXG ongoing partnerships expand the international distribution channel expansion into Southeast Asia to seize new business opportunities in the trend of globalization

To respond promptly demanding environment of international business, and strategy to expand the scope of activities, ongoing DXG deploy a comprehensive program of human resource development, infrastructure finance All activities of the company have been computerized using modern software including business

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software and manage online real estate, ERP software enables optimized management enterprise business process management system in accordance with international standards With modern software, specifically, the operator can control the operation of the whole system, make decisions quickly, The most accurate, customers can trade DXG products immediately while at home, at work,

in cafes or anywhere worldwide

In an effort overall, DXG is implementing its commitment to customers and partners - to the DXG customers, our partners will surely get satisfaction Do not stop at the success, DXG continues to move forward and promote the value of the whole system offers Vietnam to accomplish goals and conquer new heights Head office of the company is located at:

27 Dinh Bo Linh street, ward24, Binh Thanh District, HCM city

1.2 Products and brand name

DXG activity areas of abundant: from trading in real estate, investment and development of real estate projects, commercial centers, offices for rent, hotels, restaurants, distribution and marketing projects Investment Real Estate to finance, securities brokerage

The company has developed 16 real estate projects with thousands of apartments and townhouses sold

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DXG products very diverse group suitable for all investors from low income

to high Timely capture the government's policy on housing, the company has focused on developing strong housing segment for lower income people and are supported 30.000 billion loan package

DXG product group customers appreciate such projects Sunview, Phu Gia Hung Apartment, The Morning Star, 4S Riverside Linh Dong

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Transparent information timely, share success with customers, partners and shareholders

1.4 HR policies of DXG:

 Training and development

Training and development is the motto of Dat Xanh to create talents and skillful managers

On the first days at Dat Xanh, you will attend a training course in integration conducted by the leaders of the Group

Besides, the Group also have advanced courses in professional skills periodically run in Vietnam and overseas in order to improve the expertise of the staff and train subsequent managers

 Young - Dynamic Working Environment

We constantly improve the working environment, working conditions, to bring as much comfort as possible to Dat Xanh staff

When you come to Dat Xanh, you will be surprised at a young, dynamic, enthusiastic, confident and sociable and friendly staff

 Raise and bonus

Raise: Salary increase will be considered every 6 months The level of increase depends on the employee’s performance over the last 6 months

Bonus: 13th month bonus is always highest compared to other real estate companies; employees also receive monthly and irregular bonuses for good performance There are also bonuses on public holidays: New Year's Day, Independence Day, September 2, etc

 Welfare beyond salary:

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In addition to income from wages, employees also receive the following benefits, incentives and gifts:

Gifts on Lunar New Year's; Mid-Autumn Festival; Gifts for female staff on March 8 and October 10; gifts for employees’ children on June 1, (1 to 15 years old regardless of number of children)

In addition, employees also receive allowance for lunch, parking and, depending on an employee’s rank, additional allowance for phonecard, cellphone, business trip, traveling

In order to stabilize employees’ life, work and their long-term commitment

to the Group Welfare policy is meant to ensure worthy and harmonious benefits according to the empoyees’ contribution to the Group

Housing support: Prices for houses of the Group can be reduced by 15% compared to market prices Employees need to pay only 50% of the value of the house in advance under construction progress, the remaining 50% may be paid by installments within 5 years from the day on which the house is received without any interest

Giving houses: For employees who have many achievements and long-term commitment to the Group

Bonus shares to employees: For employees have many achievements and long-term commitment to the Group

Free sports services are weekly provided for employees Sports competitions are usually held in order for the staff to play and improve their health

 Tourism: Domestic and overseas tours: 1-2 times / year, depending on

the time of the Group's business

 Share with social responsibility: Kindness to everyone in the community and noble from the virtue of a human being, thus employees are

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encouraged to become a participate in social activities of this modern society to create more happiness for those who are miserable around us This precious virtue

is appreciated by Dat Xanh and is one of the values that we want to find in each and every member of Dat Xanh Great family

1.5 Organizational Structure

Figure1: Organizational Structure of DXG

II RESEARCH INTRODUCTION

2.1 Problem statement

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In the era of economic integration as today, with increasingly rapid growth of the society and the economy, employees facing work intensity increasing and growing pressure Especially the business staff They are under pressure from many sides, from work, from above, from clients, from the market The things that make them feel tired, tense, and no longer interested in the job anymore, even with the aggressive behavior of companies affected negatively on the effectiveness of work

A job brings excitement to the staff; a dynamic time work, environment, friendliness and comfort have a huge impact on work efficiency as well as the creativity of employees Moreover, it affects the level of long-term commitment, the dedication of staff to the organization

In recent years, the real estate industry faces many difficulties The real estate company to fierce competition for survival and development To be competitive companies to continuously improve service quality, innovation and development of products, new services to meet the increasing needs of the society With long-term development orientation of the Corporation and Construction Services Real Estate DXG (abbreviated as DXG) is becoming a real estate company (construction, real estate trading, exchanges .) Leading in Vietnam, DXG relentless search efforts, expand new customers, maintain and care for the old customers - that is the motivation for the introduction of Sales Effective work of business employees are evaluated based on the business results or sales Usually to meet requirements, every month they have to reach 100% of allocated quotas If they do not meet criteria in three consecutive months, they will face the risk of transfer of business or laid off In the difficult economic situation at present, in order to survive the company must cut costs assume the maximum of which cannot fail to mention the cuts or restructuring personnel Because of these reasons that sales force always have a lot of pressure on sales as well as anxiety about employment

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According to reports, the internal affairs of DXG recently, the number of sales staff leave or transfer of work is increasing One of the main reasons that led

to the break was due to stress, not too big under pressure at work The frequent personnel changes, continuous significant impact to business results of the company

by the company to costly recruitment and retraining Additionally, a business department staff who quit stick, long history of working with the company, manage

a client system is not small, so when they leave easily lead to loss of customers, affect the business performance of the company

Currently, there have been studies on the situation of aggression at work (often used under the antisocial behaviors buzzword) of business but staff specific

to the company employees are not a lot of real estate and especially in DXG is not there For these reasons, all research is done in the hope DXG can find out the causes leading to aggression in the office business staff so that may make comments

to Improve reduce working efficiency of employees

2.2 Main construct

Research consists of 5 chapters:

Chapter 1: Overview of the study

Chapter 2: The theory of antisocial behavior at work

This chapter presents the theoretical background and previous studies

Chapter 3: Building the model and assumptions

This chapter shows how to build the model and the model assumptions of the author

Chapter 4: Design Research

This chapter presents the research process, research methods and data processing methods in the analysis of the author

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This program of research results, assess the factors affecting, verify the model proposed

Chapter 5: Discussion and Recommendations

2.3 Research objectives

 Identify the factors causing aggression in the work of the business staff

 Determination of the effects of the aggression on the job

 The end result of this study is to provide information to be able to take advantage or avoiding adverse factors or advantages in jobs that were caused by antisocial behaviours

2.4 Research questions

1) How does the aggression affect the work of the sales force?

2) How does Effect of the aggression affect business results?

3) What is the strategic impact for the company in making the HR policy?

2.5 Research scope

The scope of research is for the entire employees at DXG, includes: General Director, Vice General Directors, managers, subordinate and employees working at DXG; it does not include: Chairman, Board of Directors, Shareholder, Supervisory Board, and employees are under probation period or in maturity leave The survey scope is within the territory of Vietnam, which includes 390 employees of DXG Contents of this research are only including factors influencing to Antisocial Behavior at DXG; it does not have intention of re-structuring, changing and replacing the employees This survey was conducted from 15 Jul to 15 Aug 2015

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2.6 Significance of research

This research will help CEO, Directors; managers understand and are more aware of the importance of antisocial behaviors That is the most important factor to show the effectiveness of the policy, the organization operating concept in human matters

Besides significant management, it also improves employee loyalty to the organization and further, employees will be loyal to the shareholders of the company, contributed to the financial strength of the companies increasingly stronger in the future

2.7 Limitation of research

This research will have some limitation because it only focuses related contents at DXG and also can be not generalized for real estate industry The survey conducted in slightly short time Besides, the survey respondents are more qualified and different perceptions about Antisocial Behavior as well as the contents of survey shall be more grammatical errors because of English - Vietnamese translation progress, it may cause confusion for the reader when they answer

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CHARPTER II: LITERATURE REVIEW

I THE ESSENCEOF BEHAVIOR AGGRESSION

1.1 Around the concept of aggression

In psychology, behavioral sciences and social sciences, as acts of aggression between individuals within the same species for the purpose of humiliation, pain and injury Ferguson and Beaver (2009) defines "aggression is the behavior with the intention of increasing the social dominance of organisms related to the dominant position of the other creatures." Aggression exists in many forms: physical, mental

According to research by O'Leary-Kelly Robinson and implementation of

2008, the antisocial behavior described negative behavior by employees that have the potential to harm individual and/or the organization Antisocial behavior include breaking rules, damaging company property, hurting other workers, starting arguments with co-workers, and saying rude things about a supervisor or the organization

1.2 The aggressive behavior:

Aggressive behavior can harm physically or mentally, with the "Universe air

"literally concrete or figuratively as the attitudes, words damaging injuries to others

The spirit manifested aggression often indicated in such actions verbally scolded, defamatory, abusive, threatening screaming, hoax, created pressure, offend

or lower Low others in front of people, ignored, rejected, in favor of war to

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sexual abuse, terrorism, or create tension, causing fear to the object Besides being solicitation or forced others to commit inappropriate behavior, affecting the normal development of their emotional

Meanwhile, physical aggression is often shown in the act of using force muscle or tools Behavioral manifestations such as slapping, punching, shoving

or Using the tool acts as a whip, stick, gun that's at a higher level actions causing wars between nations together

Aggression is also regarded as a tendency of human nature, namely it combative According to Freud explain aggressiveness as a pulse energy in the body, while this power source pulses stimulate it "Movement" to the outside, released into an argument certain objects and then create a feeling of euphoria, milder for owners of aggressive behavior Therefore, aggression is often emphasized intentions the purpose behind the act

1.3 Classification of behavior of aggression:

The psychologists divided nature of human aggression into two types: aggressive hostile (hostile Aggression) and aggressive media (Instrunmental Aggression)

In humans, hostile aggression stems from anger or intrinsic stress, aggressive behavior were made to correspond or releasing anger, tension straight, purpose can target someone, certain objects or sometimes move back into yourself

As for aggressive media, aggressive behavior meant only as a means, a tool for achieving other goals that are not the direct release of anger or tension inherent above

In many cultures, men are more likely to show aggression online Next, especially physical violence While women are more likely to express indirect aggression, or aggressive non-violence as the last word, the last shot type

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information, gossip Heterogeneous aggression with violence While violence is frequently mentioned as the natural physical activity as "upper legs, lower forearm",

or alluding behavior, identifiable actions illegal, hostile nuances negative; the aggression brought the broader sense: could result in violence or can do so without hostility in aggressive behavior, then act aggression is only a tool to help the subject

of acts get a different result when perform such acts of aggression Violent behavior

is often considered in seriousness

Results have caused, if not consequences "unfortunate" to be called an act of violence; even aggressive behavior was more attention on the nature of the action, including all without causing unfortunate consequences or harm the matter also be considered expression of aggressive behavior

II THE APPROACHES VIEWS OF AGGRESION:

Human nature man is a topic that is discussed from past to present, from the East to West, in many different disciplines: philosophy, psychology, sociology… In the East there is the concept of "human index the natural goodness": mean that nature pristine goodness of human capital, the collective social infection gradually bring cruel, violent However, Xun Zi back to that "radical evil people", that child inherent evil nature person since birth should be used to treat teaching French

West also addressed this topic, through the works or the views of philosophers like Thomas Hobbes; Jean Jacques Rousseau of Psychologists Study Sigmund Freud; Konrad Lorenz Taken together, when analyzing the causes

of aggressive behavior, the psychologist social sciences posed the questions surrounding its origin: Is aggressive behavior is due to congenital or learned from that society? Acts of aggression are derived from the psychological stress caused by internal or external? General tendency to go analyze current problems and focus on perspective: biological origin acts of aggression; psychological origin and contaminated the social collective of aggressive behavior

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2.1 Theory instinct of aggression:

Aggression is innate origin? Natural viewpoint of aggressive behavior are Darwin made the theory of human evolution, based on the principle of selective nature The struggle for survival under natural selection will follow the strong trend dominate the weak, the occurrence of hunger, food scarcity

Theory instinct Sigmund Freud (1920) and Konrad Lorenz watched aggression as an innate instinct of man S Freud said that man is finished propelled

by two major instinct most: death instinct (Thanatos) and instinct (Eros) With the instinct to live, individuals have the necessities for living activities its like eating, sex, be protected, to be loved people will find different ways to satisfy this desire, will tend aggression once these needs satisfied hampered, threatened .; opposite, the death instinct is seen as unconscious desire desire to escape the anxiety, frustration, stress of life brings, of internally discovered place to go to the end of life, while individuals would be freed, instinct firstly bent on self-destruction itself, then the next instruction, projection the other objects

2.2 Theories drive of aggression:

Theories drive interested harm people others stressed that the source of aggression not by instinct, by genes or due to the anatomy of the regulations This theory eliminates pure look the aggressive instincts that Freud and Lorenz offer According to them, aggression stemming from the meet again with feeling of uncertainty and pain, stemming from opposing motives Reaching cause aggression from the disappointment pretty much been studied in clinical psychology

Frustration is defined as an obstruction or blocking certain specified acts aims When desirable is about to become a reality, but was prevented or may be reached by motor aggressiveness caused disappointment

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The theory of motivation caused notion derived from external aggression to make up the frustration or opposition to foreign forces

2.3 Theory behavior of aggression:

Representing schools of behavior psychology is classic JB Watson, Thorndike and Skinner This theory studies the external behavior that ignores the discovery the inner psychological phenomenon as emotional, reviews thuc Famous formula behavior theory is that when there is stimulation from the external environment will be the body's response can:

S-R

2.4 Social learning Theory on aggression:

The modern theory in view of the social psychology of aggression Anderson

& Bushman (2002); Berkowitz (1993) indicates patterns of aggression we and later as social learning theory of Bandura (1997) These notes do not focus on a single factor (instinct, motivation, opposition) as the cause of the aggression

III A FEW OF FACTORS CAUSING ANTISOCIAL BEHAVIOR COMPANY

Create balance in work and life is something everyone wants, but how to get

it, then not everyone knows how

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The essential problem in life such as work, family, relationships, challenges, we all have to face everyday problems, strained out to solve Therefore, sometimes we tend to forget yourself, do not remember that life must have moments of rest, the live time - for - himself So, to create a balance between work and life is an essential part of so many other important things in your life

3.3 Job Stress:

According to the Dictionary of the University of Merriam, the strain is considered "a chemical reaction, physical or emotional body - is the cause of physical pain or mental and may creating human diseases "One type of stress is the most common strain in the job A stressful job, it is the result of a long process which causes the string from the negative fall in the job you are doing

If you can figure out the cause of the stress in your job, you will quickly get the best treatment solution Here are some of the fundamental causes of this problem:

 Overwork: Working on too late, bring work home, no time to rest for yourself

 The activities downhill, risk labor cuts

 Choose the wrong job

 A conflict with a boss or colleague 3.4 Job overload:

In modern life, you can always feel 24 hours a day is not enough to work? Whether or not mental fatigue at times, angry because things are not the smallest or losing these relationships as well as personal preference That's one of the signs that you are overloaded at work There are many other signs you should pay attention to self-balance between work and life

Lack of responsiveness and flexibility

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There may be times when you are busy with work and almost did not recognize I was overwhelmed However, remember the time you no longer control the language and actions of themselves Standing before any unexpected situation, you do not know how to solve despite that you have experienced and done very well These are common signs when the job is too heavy and makes you not interested, flexibility in how to handle things

Mental sluggishness, fatigue

The heavy schedule with constant work can make you feel strong psychological stress, which leads to exhausted physically and mentally You feel unmotivated to work and no longer desire to face new challenges Moreover, you always feel sleepy, do not like to talk or do anything

Angry without cause

Any action by the smallest colleagues also make you upset, sad You feel out

of control and increasingly mentally irritable with people who you used to be so close Ask yourself: How long have you not intimate chat with colleagues, participate in end meeting after work or send a birthday greeting to his friends This

is not simply a change of behavior that is the consequence of overwork This not only makes the relationship difficult workplace, but also makes you isolated in their own shells

There is no real respite

You start a new work day at 8hours light and finish the job when you are late You take advantage of the respite to work The development of information technology as we can work anytime, anywhere So that you do not have moments of real relax and rest your body This not only leads to quick exhaustion but also destroyed the spirit, your health, and reduce efficiency at work

Or distraction

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Lack of focus is one warning sign is extremely important that your body is exhausted, tired That is reflected in the fact you cannot remember simple things, often confuse what seemed most familiar One study shows that anyone who is trying to solve all huddled together work will hardly concentrate impairment of memory function

Losing social relationships

Concentrating most of the time and effort to work for long periods can cause you fades away social relationships You no longer interested in any collective action in the room or by your company too tired because of work and not have the energy for such pleasures This can cause you to lose a lot more than you think Because sometimes the relationships, not job performance, the new work that you promoted and succeed

The abnormality of body

The abnormality of the body as headaches and muscle fatigue, shoulder pain, neck stiffness or always feeling sleepy is the clearest proof showing your health is

in danger because of overload and pressure at work Stress level created discomfort and muscle pain on a regular basis You should not disregard these symptoms that need to be considered seriously, carefully Ideally, you should take the time to find physicians to take the most appropriate guidelines for health and his morale

IV THE STUDIES RELATED ANTISOCIAL BEHAVIORS

4.1 Feelings of anger related to confront acts

Author: Maya Tamir et al

Experimental goal: Check whether people enjoy experiencing pleasant emotions, even when they appear to cause hard facts?

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How to proceed: the experimental group at the University of Boston and Stanford had asked the volunteers choose to play either type of computer game: Soldier of fortune games or have a confrontation - Shooting Games where kill as many enemies as possible Game Dinner Dash Either no rivalry - Players guide a waitress serving food These people, after playing to assess the extent they wish to participate in various activities

Results: The experimental group found that the volunteers liked the first operation they want to perform these tasks and their rivalry has often get angry when I heard the annoying music or frets While recalling the memories they once angry However, the test may prefer leisure activities, it is expected to perform tasks not confrontational and they can not easily angered when the player does not match with his or recall past events are not too keen In addition, the volunteers enjoy game angry confrontation also perform better than others However, this group is not better than the rest of the game while playing friendly games of customer service

Comments: The concept has long said that people just love the feeling of comfort and avoid causing euphoria feeling uncomfortable as anger But that's not always true Experiment shows that it seems people are not always looking to get the feeling of comfort and are even willing to endure some nasty emotions if necessary

4.2 Frustration leads to aggression

Author: Roger Barler, Tamara, Kurt Lewin Dembo (1941)

Experimental goal: Prove that as in deep despair and severity trends affecting the greater aggressiveness

How to proceed: The authors have organized an experiment by giving some kind of toy that kids would love For the first experimental group, the toys are

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separated by a thin metal membrane not let them touch After a while so we impatiently wait, the new experiment for them to play Thus, for group 1, the experimental difficult for the children, until finally they began depressed they let us play As for group 2 (control group) the children are not waiting, not banned hand basis

Results: The children in group 2 due to unhindered before this team play so children playing very happy As for group 1, while children play this group was very negative, exasperated They smashed toys, thrown against the wall, stepped on

it and do many other things This experiment demonstrated the frustration that affect aggressive behavior Disappointed greater the aggressiveness stronger

Comments: Theory aggression disappointed tried to explain the phenomenon

of aggression under the unusual event of circumstances affecting human psychology When new appearance (1939), this theory assert frustration always lead

to a certain kind of aggression Conversely aggression is always the result of some disappointment But the development of this system was added after the initial development Aggression has actually happens or not depends on the presence of the aggressive stimulus The provocative stimuli are plentiful Maybe from the most public ones such as the presence of weapons, to the most difficult, as the link with the facts of aggression of which he has experienced, experienced or witnessed, or simply related stimuli

Additional research: As we are nearing the goal or your dream, it's time eagerly waiting with growing hope If such work is hampered more and more disappointment It was scientists Marry Harris (1974), as evidenced by an experiment: she for his decoy run interrupting people waiting in different places such as where to buy movie tickets, crowd outside the restaurant or at the supermarket checkout counter In some cases the designated decoy run interrupting 2nd in person, otherwise they cut in at number 12 The results show that the reaction

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of people occupied is very irritated, angry, rampage Those increasingly ranks above (ie almost their turn), the level of aggression, furious even greater

4.3 Repressed anger will ruin the body

Author: Harburg and colleagues

Experimental objectives: Suppressing anger when conflict affecting health like?

Procedure: In his study lasted 17 years, Harburg and his colleagues tracked

192 couples aged 35 to 69 The study focused on the aggressive attitude of the person being "attacked" by in that injustice Based on the angry reactions of the participants with hypothetical situations, couples Hurburg divided into 4 groups: Both spouses express anger, wives express anger, repressed husband away angry The husband was angry reveal repressed wife And, both buried their grievances

Results: The researchers found there are 26 couples where both were repressed anger in the hearts, 25% of them (one or both spouses) die during the study period, compared with only 12 % of the remaining pairs Harburg survey concluded that: If an attack is considered to be fair, the victim will not tend to get angry Of those who repress anger when they die earlier conflict couples expressed outrage This result is true even when taking into account other health factors such

as age, smoking, weight, blood pressure

Harburg said the new findings are preliminary and his team are collecting tracking data for 30 years

Comments: Harburg findings also support previous studies that the discharge

of anger will make the body healthy For example, one study revealed that when people are angry, they tend to make decisions more accurate, since emotion spurred brain ignores inappropriate factors and focus on the essence of things Those who

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regularly express grievances can control their emotions and optimism for a certain situation

Typical story for emotional violence following experts discussed at the ASEAN Regional Workshop on violence prevention law family, taking place in Hanoi in 2008 showed that suppressing anger when Conflict affects how health: A husband and wife caught sight of adultery, but never hit his wife scolded, just ask the man 10000 From there, the meal could not get to that bill up tray When children ask for money, the father pointed to the bill which says: "This is the amount that your mother earns, I just took that use" The wife silently endured mental torture but did not dare tell anyone because of embarrassment Three months later she died of repressed anger and humiliation The husband said that he was not violent with his wife, but on the contrary was very humane, do not beat their wives,

do not curse, do not claim to divorce but only keep notes to remind, educate, re not want his wife violation

4.4 Guns and aggressive behavior

Author: Leonard ber Kowitz and Anthony LePage (1967)

Experimental objectives: Measure see when people in my situation, does anger take action beyond their imagination or not

Procedure: The experiment organized at a university The students participated in the experiment were privy enable doctors to make become angry Some people get excited and feel angry at being locked in a room For the experimental group, in the front room for a gun on the floor (the gun was relocked)

As for the control group, who were also making angry but was locked into another room with a badminton racquet

Results: The experiment showed that the experimental group anger proved increasingly more intense rampage with a gun in hand, compared with those who

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only have a racket That leads to one conclusion: If he had a gun (the murder weapon) is "an ordinary person can jerk the trigger if he's angry and wants to crime" The gun provides an opportunity for them to feel more confident before his strength, and can use it to suppress opponents when angered The authors assert

"Gun violence is not only allowed but also stimulate violence Finger pulled the trigger but the gun might also pull the finger " Many conclusions affirm violence will lead to death, especially in relation to firearms

Commentary: Acts of aggression bi stimulated by aggressive and it will increase as there are elements that enable physicians incite or words of someone in anger Especially when there is the presence of the gun Thus, frustration leads to aggression only happens when there are negative thoughts and aggression increasing trend when there is strong agitation by stimulating the corresponding objects

These additional studies: Have others attack is also a factor provoking aggression "Armed violence must be met with violence!" The experiments of Taylor and Pisano (1971) at Kent State University; of Dengerink and Myers (1977)

at the University of Washington and of Kennichi Ohbuchi and Toshihito Kambara (1985) at Osaka University confirmed that the attack would cause retaliatory attacks especially when the victim found hijacked her deliberately Does the pain may respond to a humane way "turn the other cheek to the other person slapped" as explained in the Bible, God tells us, "If you take a key slapped cheek note one other cheek slap! "Often," a temple a "pattern of conduct is often used as retaliation by instinct

4.5 Reduce aggressive behavior

Author: Robert A Baron (1976)

Experimental goal: Prove that aggression tends to fall when the individual mentality no tension

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How to proceed: Robert A Baron held at the experimental close right from Purdue University Experiment performed in three cases Case 1, the driver (decoy)

on the pitch for 15 seconds when the red lights turned to green In case 2, when the green lights to change to red, a woman (decoy) crossing between the two cars, disappearing right when the lights turn to green Case 3, the action "insert line" was repeated but with the heavy bearer, or person in revealing costumes or who seem grotesque form of clowns

Results: Case 1, with the "bother" delayed slightly by the driver who has 90% of motorists honking (a slight gesture of aggression) In case 2, who honk still nearly 90% Case 3, the action "insert line" with people carrying crutches inspired little sympathy, with revealing attire attractive provoked or evoked with clown humor honk ratio should fall to around 50 % Such aggression tends to fall when individuals feel sympathetic to others, or events not stressful effects to the nervous system, or state of mind to be relaxed

Other additional studies: The experimental Seymour Norma Feshbach and Feshbach (1981) asserts that sympathy indeed conflict with aggression They teach the children of the elementary school in Los Angeles in a 10-week program to learn how to recognize the feelings of others, put yourself in the other person's situation and feelings to share Compared to children in the control group, the children learned empathy becomes less aggressive way more conscious of behavior at school

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CHARPTER III: RESEARCH MODEL AND HYPOTHESES

I RESEARCH MODEL

From theories and previous research results, we propose the relationship between independent constructs (work tension, job overload, work-family conflict, job stress) and dependent construct (antisocial behavior) as per Hypothesized Research Model as below:

Figure 2: Research model

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In the following section, we articulate how antisocial behavior is impacted

by work tension, job overload, work-family Conflict, job stress

II RESEARCH HYPOTHESES

My model suggests that work tension with job overload, work-family behavior, job stress is factors influencing Antisocial Behavior, summarized in the hypotheses listed below:

2.1 Work tension

Today, most employees in the company are tired because the workload is too big, while the schedule is too long, respite, family time is shortened, and holidays shrinking

According to the survey conducted by CareerBuilder throughout the United States, more than half of employees say that they have to work under great pressure and 77% felt stifling job unbearable

So what is the cause?

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According to the survey, most of the staff said it was because of competition and rivalry in the workplace, and to an additional 16% say they are stressed by the friction with some colleagues in the company Those are the common causes of work stress triggers

Hypothesis 1: Work tension is positive related to antisocial behavior 2.2 Job overload

In modern life, can you always feel 24 hours a day is not enough to work? Whether or not mental fatigue at times, angry because things are not the smallest or losing these relationships as well as personal preference That's one of the signs that you are overloaded at work

Any actions by the smallest colleagues also make you upset, sad You feel out of control and increasingly mentally irritable with people who you used to be so close Ask yourself: How long have you not intimate chat with colleagues, participate in end meeting after work or send a birthday greeting to his friends This

is not simply a change of behavior that is the consequence of overwork This not only makes the relationship difficult workplace, but also makes you isolated in their own shells

Hypothesis 2: job overload is positive related to antisocial behavior 2.3 Job stress

Job stress is the harmful reactions and emotional body, appearing when the job requirements exceed the ability to cope or control of yourself It also may be an imbalance caused excessive stress between the requirements of work and personal life

Causes of stress from work was identified as due to changes in working hours, workplace instability (easy bankrupt company, merger), high job requirements (increase productivity, reduce costs .), lack of manpower or the

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