Factors influencing job satisfaction and work motivation among high school teachers in Hai Phong city

FACTORS INFLUENCING JOB SATISFACTION AND WORK

MOTIVATION AMONG HIGH SCHOOL TEACHERS

IN HAI PHONG CITY

A DISSERTATION PAPER

Presented to

School of Graduate Program

Central Philippine University, Philippines

In Collaboration with

Thai Nguyen University, Vietnam

In Partial Fulfillment

Of the Requirements for the Degree

DOCTOR OF MANAGEMENT

HOANG VAN DUC

DECEMBER 2020

i

DECLARATION OF ORIGINAL WORK

I, Hoang Van Duc, hereby declare that the work entitled Actors Influencing Job

Satisfaction and Work Motivation Among High School Teachers in Hai Phong City is my

original work. I have not copied from any other postgraduates' work or from any other

sources except where due references or acknowledgment is made explicitly in the text, nor

has any part been written for me by another person.

Ph.D. candidate's signature

ii

LỜI CAM ĐOAN

Tôi, Hoàng Văn Đức, cam đoan rằng số liệu và kết quả nghiên cứu trong luận án

này là trung thực và chưa được sử dụng để công bố cho bất kỳ công trình nghiên cứu nào.

Tôi cam đoan tất cả những việc trợ giúp cho việc thực hiện luận án đã được cảm ơn

và thông tin trích dẫn trong luận án đã được chỉ rõ nguồn gốc.

Thái Nguyên, tháng 12 năm 2020

TÁC GIẢ LUẬN ÁN

Hoàng Văn Đức

iii

ACKNOWLEDGEMENT

This dissertation has been completed with the help and support of numerous people

and organizations. I would like to express my sincere thanks to the following people for

their understanding and indispensable on my dissertation:

Associate Professor Nguyen Thi Gam, who has been giving me a great support and

guidance me during my study as well as the thesis accomplishing process.

Professors of the CPU and TUEBA for their instruction and great support during

study at the Ph.D. program. Thank you for extending your support during this learning

experience, for which I am eternally grateful.

My colleagues at the Hai Phong Department of Education and Training without

whose interest and co-operation I could not have produced this study. I wish to thank them

for supporting this initiative and affording me their time and sharing their experiences.

Teachers at eight schools selected for survey for their valuable information for me to

complete this dissertation.

Fellow educators at the seven high schools, who collaborated with me during the

data collection, please accept my gratitude.

A special thank is giving for parents, my wife and my children who have stayed behind

me, encouraged and supported me to complete the Ph.D. programs. Their invaluable supports

and patience throughout this journey have been unreal and is appreciated from the bottom of

my heart. This dissertation is dedicated for them

Thai Nguyen, December 2020

Hoang Van Duc

iv

LỜI CẢM ƠN

Luận án được hoàn thành dưới sự giúp và hỗ trợ của những cá nhân và tổ chức. Tôi

xin chân thành cảm ơn các ý kiến, góp ý - những điều không thể thiếu để hoàn thiện luận

án.

Tôi xin bày tỏ lòng kính trọng và biết ơn sâu sắc tới PGS.TS Nguyễn Thị Gấm,

người đã tận tình giúp đỡ và hướng dẫn tôi trong suốt quá trình học tập cũng như hoàn

thành luận án.

Xin chân thành cảm ơn các giáo sư của CPU và TUEBA đã chỉ bảo, hỗ trợ và mang

lại cho tôi nhiều trải nghiệm trong quá trình theo học chương trình đào tạo tiến sĩ.

Tôi xin chân thành cảm ơn Sở Giáo dục và Đào tạo Hải Phòng đã tạo mọi điều kiện

thuận lợi về thời gian, các đồng nghiệp luôn động viên, giúp đỡ, chia sẻ để tôi có thời gian

tập trung nghiên cứu, thực hiện luận án.

Xin gửi lời cảm ơn đến các giáo viên ở các trường được lựa chọn khảo sát đã cung

cấp các thông tin quý giá, các đồng nghiệp quản lý đã cộng tác và thu thập dữ liệu để tôi

hoàn thanh luận án này.

Đặc biệt tôi xin bày tỏ lòng biết ơn sâu sắc tới Cha, Mẹ, Vợ, Con và các anh, chị em

trong gia đình, những người luôn dành cho tôi những tình cảm nồng ấm và sẻ chia những

lúc khó khăn trong cuộc sống, luôn động viên giúp đỡ tôi trong quá trình nghiên cứu. Luận

án cũng là món quà tinh thần mà tôi trân trọng gửi tặng đến các thành viên trong Gia đình.

Thái Nguyên, tháng 12 năm 2020

Hoàng Văn Đức

v

TABLE OF CONTENTS

ACKNOWLEDGEMENT ........................................................................................ iii

TABLE OF CONTENTS............................................................................................v

LIST OF TABLES .................................................................................................. viii

LIST OF FIGURES................................................................................................... xi

LIST OF ABBREVIATIONS.................................................................................. xii

ABSTRACT............................................................................................................ xiii

CHAPTER 1: INTRODUCTION............................................................................1

1. 1. Background and Rationale of the Study .............................................................1

1.2. Objectives of the study.........................................................................................2

1.2.1. General Objectives.............................................................................................2

1.2.2. Specific Objectives.............................................................................................2

1.3. Theoretical Framework ........................................................................................3

1.3.1. Maslow's Hierarchy of Needs theory ................................................................3

1.3.2. Herzberg's Two-Factor theory..........................................................................5

1.4. Conceptual Framework ........................................................................................6

1.4.1. Conceptual Framework.....................................................................................6

1.4.2. Hypotheses of the Study ....................................................................................7

1.5 The Operational Definitions..................................................................................8

1.6. Significance of the Study ...................................................................................13

1.6.1. Significance to Theory .....................................................................................13

1.6.2. Significance to Practice ..................................................................................13

1.7. Scope and Delimitation......................................................................................14

CHAPTER 2: REVIEW OF RELATED LITERATURE AND STUDIES.......16

2.1. Related literature ................................................................................................16

2.1.1. Work motivation ..............................................................................................16

2.1.2. Job satisfaction................................................................................................18

2.2. Factors influencing job satisfaction ...................................................................21

2.3. Empirical related studies....................................................................................25

vi

2.3.1. Job satisfaction and work motivation in teaching profession .........................25

2.3.2. Empirical related studies on factors influencing job satisfaction ..................27

2.3.3. Empirical related studies on factors influencing work motivation.................29

2.3.4. Factors affecting job satisfaction and work motivation of teachers...............31

CHAPTER 3: METHODOLOGY........................................................................33

3.1. Research Design.................................................................................................33

3.2. Population, Sample Size and Sampling Technique ...........................................34

3.3. Research Instrument...........................................................................................35

3.3.1. Survey questionnaires .....................................................................................35

3.3.2. Test of reliability .............................................................................................38

3.3.3. Test of validity .................................................................................................81

3.3.4. Factor analysis................................................................................................83

3.3.5. Regression models...........................................................................................83

3.4. Data gathering procedure ...................................................................................83

3.5. Data Processing and Data Analysis ...................................................................83

CHAPTER 4: DATA PRESENTATION, ANALYSIS AND

INTERPRETATION ..............................................................................................85

4.1. Introduction about Hai Phong City ....................................................................85

4.1.1. Brief introduction about Hai Phong city and its education............................85

4.1.2. Demographics of the high school teachers in Hai Phong City.......................86

4.2. Description of the respondents’ profile..............................................................87

4.3. Description of the respondent evaluation...........................................................90

4.3.1. Descriptive analysis of “salary and benefits” ................................................90

4.3.2. Descriptive analysis of “training and development” .....................................92

4.3.3. Descriptive analysis of “relationship with school leaders”...........................93

4.3.4. Descriptive analysis of “relationship with colleagues” .................................95

4.3.5. Descriptive analysis of “working conditions”................................................96

4.3.6. Descriptive analysis of “recognition” ............................................................97

4.3.7. Descriptive analysis of job characteristics...................................................99

4.3.8. Descriptive analysis of “job satisfaction”....................................................100

vii

4.3.9. Descriptive analysis of “work motivation” ..................................................102

4.4. Hypotheses testing ...........................................................................................104

4.4.1. Factors influencing job satisfaction..............................................................104

4.4.2. Factors influencing work motivation ............................................................108

4.4.3. Test of relationship between job satisfaction and work motivation..............111

4.5. Test of Differences...........................................................................................113

4.5.1. Comparative analysis of differences in job satisfaction ...............................113

4.5.2. Comparative analysis of differences in work motivation..............................130

CHAPTER 5: SUMMARY, CONCLUSION AND POLICY

RECOMMENDATIONS......................................................................................149

5.1. Summary ..........................................................................................................149

5.2. Conclusions......................................................................................................150

5.3. Recommendations............................................................................................151

5.3.1. Salary and benefits........................................................................................151

5.3.2. Training and development.............................................................................152

5.3.3. Improve communication................................................................................152

5.3.4. Improve working condition ...........................................................................153

5.3.5. Improve recognition and rewards.................................................................154

5.3.6. Improve job characteristics...........................................................................154

REFERENCES......................................................................................................156

APPENDIX:...........................................................................................................160

viii

LIST OF TABLES

Table 3.1: Scale of factors affecting Job satisfaction and work motivation ........................35

of High school teachers........................................................................................................35

Table 3.2: Values of Cronbach’s Alpha...............................................................................38

Table 3.3: Reliability statistics of “salary and benefits”......................................................39

Table 3.4: Reliability test of training and development......................................................41

Table 3.5: Reliability test for “relationship with school leaders”.......................................42

Table 3.6: Reliability test of “relationship with colleagues” ..............................................43

Table 3.7: Reliability test for “working conditions”...........................................................43

Table 3.8: Reliability test for “recognition” .......................................................................44

Table 3.9: Reliability test of job characteristics .................................................................45

Table 3.10: Reliability test for “job satisfaction” ...............................................................46

Table 3.11: Reliability test of work motivation..................................................................47

Table 3.12: Correlations .....................................................................................................81

Table 3.13: Total Variance Explained for “salary and benefits” .........................................83

Table 3.14: Total Variance Explained for “training and development” .............................84

Table 3.15: Total Variance Explained for “relationship with leaders”...............................85

Table 3.16: Total Variance Explained for “relationship with colleagues” .........................86

Table 3.17: Total Variance Explained for “working conditions”.......................................87

Table 3.18: Total Variance Explained for recognition .......................................................88

Table 3.19: Total Variance Explained for “job characteristics”.........................................89

Table 3.20: Total Variance Explained for “job satisfaction”..............................................90

Table 3.21: Total Variance Explained for “work motivation” ...........................................91

Table 4.1. The demographics of the high school teachers in Hai Phong City.....................86

Table 4.2: Work place..........................................................................................................88

Table 4.3: Types of schools.................................................................................................88

Table 4.4: Respondent profile..............................................................................................89

Table 4.5. Descriptive statistics of salary and benefits........................................................91

Table 4.6: Descriptive statistics of “training and development” .........................................92

Table 4.7: Descriptive statistics of relationship with “school leaders” ...............................94

Table 4.8: Descriptive statistics of “relationship with colleagues” .....................................95

Table 4.9: Descriptive statistics of “working conditions” ...................................................96

ix

Table 4.10: Descriptive statistics of “recognition” ..............................................................98

Table 4.11: Descriptive statistics of “job characteristics” ...................................................99

Table 4.12: Descriptive statistics of “job satisfaction”......................................................101

Table 4.13: Descriptive statistics of “work motivation”....................................................102

Table 4.14: Model Summary……………………………………………………………..105

Table 4.15: ANOVAb

........................................................................................................105

Table 4.16: Coefficientsb

...................................................................................................105

Table 4.17: Strength of influences on job satisfaction.......................................................107

Table 4.18: Model Summary……………………………………………………………..108

Table 4.19: ANOVAb

........................................................................................................109

Table 4.20: Coefficientsa

...................................................................................................109

Table 4.21: Strength of influences on job satisfaction.......................................................111

Table 4.22: Model Summaryb

and ANOVA………………………...………………...…111

Table 4.23: Coefficientsa

..................................................................................................112

Table 4.24: Summary of hypothesis testing......................................................................112

Table 4.25: Group Statistics of job satisfaction by gender...............................................113

Table 4.26: Comparative analysis of differences in job satisfaction by type of schools

Independent Samples Test….. ...........................................................................................114

Table 4.27: Group Statistics of job satisfaction by gender Group Statistics…………....116

Table 4. 28: Comparative analysis of differences in job satisfaction by gender ...............117

Table 4.29: Descriptive analysis of job satisfaction by ages............................................118

Table 4.31: Descriptive analysis of job satisfaction by ages............................................120

Table 4. 32: Comparative analysis of differences in job satisfaction by academic

background.........................................................................................................................122

Table 4.33: Descriptive analysis of job satisfaction by work position .............................123

Table 4.34: Comparative analysis of differences in job satisfaction by work position.....125

Table 4.35: Descriptive analysis of job satisfaction by length of service.........................126

Table 4.36: Comparative analysis of differences in job satisfaction by length of service.127

Table 4.37: Descriptive analysis of job satisfaction by income .......................................128

Table 4.38: Comparative analysis of differences in job satisfaction by income ANOVA..130

Table 4.39: Group Statistics of work motivation by gender.............................................130

Table 4.40: Comparative analysis of differences in work motivation by type of schools .

Independent Samples Test .................................................................................................132

x

Table 4.41: Group Statistics of work motivation by gender.............................................133

Table 4. 42: Comparative analysis of differences in work motivation by gender.............134

Table 4.43: Descriptive analysis of work motivation by ages..........................................135

Table 4.44: Comparative analysis of differences in work motivation by ages…………....137

Table 4.45: Descriptive analysis of work motivation by ages..........................................138

Table 4.46: Comparative analysis of differences in work motivation by academic

background ………..………………………………………………………..………..…..140

Table 4.47: Descriptive analysis of work motivation by work position...........................141

Table 4.48: Comparative analysis of differences in work motivation by work positio…..143

Table 4.49: Descriptive analysis of work motivation by length of service ......................144

Table 4.50: Comparative analysis of differences in work motivation by length of service ....145

Table 4.51: Descriptive analysis of work motivation by income .....................................146

xi

LIST OF FIGURES

Figure 1.1: Maslow’s Hierarchy of Needs ..........................................................................3

Figure 1.2: Herzberg's Two-Factor theory ..........................................................................5

Figure 1.3: The conceptual framework ...............................................................................6

Figure 3.1. Research process…………………………………………………………..…33

xii

LIST OF ABBREVIATIONS

SYMBOL Explaination

ANOVA One-way analysis of variance

EFA Exploratory Factor Analysis

Max Maximum

Min Minimum

MOT Motivation

N Total population

n Sample size

SAT Satisfaction

VND Vietnamese dong

xiii

ABSTRACT

The objective of the study was to investigate which factors affect the job

satisfaction and work motivation of the high school teachers in Hai Phong City, Vietnam.

The independent variables were salary, opportunities for training and development,

relationship with leaders, relationship with colleagues, work recognition, work condition

and job characteristics.

A correlation between each of the variables in the model was investigated to

determine if a relationship existed between these variables with their overall job

satisfaction and work motivation of high school teachers. The independent variables were

salary and benefits, training and development, relationship with leaders, relationship with

colleagues, work condition, recognition, and job characteristics. While the demographic

variables were age, gender, academic background, length of service, working position and

income. Eight high schools, both private and public, were selected. Survey questionnaires

were sent to all teachers at these 8 selected schools in Ha Phong City. 415 responses from

high-school teachers were valid and used for a series of statistical analysis tests on the

variables. These tests included descriptive statistics, frequency distributions, standard

deviations, and Pearson’s correlation, ANOVA, T-test and regression model. The research

questions along with their corresponding hypotheses were then compared and analyzed

with the test results. The study’s analysis results concluded that:

(1) A positive relationship exists between a high school teachers’ job satisfaction

and the variables such as salary and benefits, training and development, work condition,

recognition, and job characteristics, while relationship with leaders and relationship with

colleagues could not find any relationship with job satisfaction.

(2) There is a positive relationship between work motivation and the variables

such as salary and benefits, relationship with colleagues training and development, work

condition, recognition, and job characteristics, while relationship with leaders could not

find any relationship with job satisfaction.

(3) There is a positive relationship between job satisfaction and work motivation of

the high school teachers in Hai Phong City.

The study’s findings would be beneficial to schools and school systems to help in

the considering about salary and benefits of the teachers working at public high school.

Based on research findings, some recommendations to increase job satisfaction and

work motivation of the teachers in Hai Phong City were proposed.

1

CHAPTER 1

INTRODUCTION

1. 1. Background and Rationale of the Study

Theories and practicality of education development has shown that teachers are one

of the most important factors in improving the quality of tertiary education. Teachers are

persons who directly convey knowledge and experience to students. Thus, ability to convey

the knowledge, and teachers’ knowledge, experience and enthusiasm, dedication has a huge

impact on the ability to perceive and apply knowledge of students. The empirical studies

have shown that job satisfaction has a positive impact on the labor efficiency. Vroom (1967)

has stated that: "Job satisfaction is a status when employees have clear and effective

direction for work in the organization, really excited about their work". Spector (1997) and

Kneitner and Kinicki (2007) defined: "Job satisfaction is reactions about the emotions and

feelings towards different aspects of the job". Thus, enhancing the job satisfaction and

motivating to work for teachers will contribute to improve the teaching quality, thereby

improve the quality of education.

Education objectives of high schools is to continue perfecting the general knowledge

for the students, help them take some simple jobs after high school or study further higher

education programs. Therefore, the mission of the high schools is very important in

education career in particular, and in the economic - social development strategy of Hai

Phong City in general.

Hai Phong City is one of the big economic - cultural - social centers in Vietnam.

Education and Training of Hai Phong City is always in the forefront all over the country.

Currently, Hai Phong has 239 kindergartens, 218 primary schools, 198 secondary schools

and 59 high schools. Total number of students and teachers at all levels respectively are

375,870 students and 29,813 teachers. Recognizing the role of education for the economic

- cultural – social development, Hai Phong City has policies to promote the development

of the education sector. However, higher secondary education in Hai Phong is still facing

some problems. One of the problems comes from the teaching staff. They do not satisfy

with their job due to the fact that they are increasingly facing with higher pressure not only

from the government in improving educational quality and changing teaching method, but

also from the parents. The working conditions of staff and teachers in the education and

training sector in Hai Phong City have not made the high work motivation for the teachers.