Factors influencing job satisfaction and work motivation of the facuties at the Universities and colleges in Thai Nguyen city

FACTORS INFLUENCING JOB SATISFACTION AND WORK

MOTIVATION OF THE FACULTIES AT THE UNIVERSITIES

AND COLLEGES IN THAI NGUYEN CITY

A DISSERTATION PAPER

Presented to

the Faculty of the Graduate Program

of the College of Arts and Sciences

Central Philippine University, Philipppines

In Collaboration with

Thai Nguyen University, Vietnam

By

LE THU HA

APRIL, 2018

i

DECLARATION

I certify that this is my own research. The data stated in the thesis is true, all citations

are indicated origin. The research results of the dissertation were published in the scientific

journal, not identical with any other works.

The author of the thesis

LE THU HA

iii

LỜI CAM ĐOAN

Tôi cam kết rằng đây là nghiên cứu của riêng tôi. Các dữ liệu được nêu trong luận án

là trung thực, tất cả các trích dẫn được chỉ rõ nguồn gốc. Các kết quả nghiên cứu của luận án

đã được công bố trên tạp chí khoa học, không trùng với bất kỳ công trình nào khác.

Tác giả của luận án

LÊ THU HÀ

iv

ACKNOWLEDGEMENT

The researcher would like to acknowledge and appreciated to the following persons

who wholeheartedly devoted and helped make this piece of work a reality:

To Associate Professor Ph.D. Nguyen Thi Gam for her advices, guidance, supervision,

suggestions and precious time in enthusiastically reading and checking the manuscript,

providing the author useful materials;

To the chancellors of University of Economics and Business Administration for their

enthusiasm support and flexibility during the study program.

Furthermore, The researcher appreciate my parents, my beloved husband and friends,

who have been continuously supported and encouraged me throughout doctoral learning

journey. Without them, this dissertation would not have been completed successfully..

LE THU HA

v

LỜI CẢM ƠN

Nhà nghiên cứu muốn bày tỏ lòng biết ơn sâu sắc đến những người đã hết lòng cống

hiến và giúp luận án này thành hiện thực:

Xin bày tỏ lòng biết ơn sâu sắc tới Phó giáo sư, Tiến sĩ Nguyễn Thị Gấm, người đã

cho lời khuyên, hướng dẫn, giám sát, đề xuất và thời gian quý báu của mình trong việc nhiệt

tình đọc và kiểm tra bản thảo, cung cấp cho tác giả những tài liệu hữu ích;

Tới các lãnh đạo của Trường Đại học Kinh tế và Quản trị Kinh doanh vì sự hỗ trợ

nhiệt tình và linh hoạt của họ trong chương trình học.

Cuối cùng, xin bày tỏ lòng biết ơn sâu sắc tới cha mẹ, người chồng và bạn bè yêu quý

của tôi, những người đã liên tục hỗ trợ và khuyến khích tôi trong suốt quá trình học tiến sĩ.

Không có họ, luận án này sẽ không được hoàn thành thành công.

LÊ THU HÀ

vi

TABLE OF CONTENTS

ACKNOWLEDGEMENT.........................................................................................................iv

LỜI CẢM ƠN............................................................................................................................. v

TABLE OF CONTENTS...........................................................................................................vi

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

LIST OF FIGURES ...................................................................................................................ix

LIST OF ABBREVIATIONS AND ACRONYMS.................................................................... x

ABSTRACT ...............................................................................................................................ii

CHAPTER I INTRODUCTION ............................................................................................ 1

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

1.2. Objectives of the Study ....................................................................................................... 3

1.3. Theoretical Framework....................................................................................................... 4

1.4. Conceptual Framework...................................................................................................... 10

1.5. The Operational Definition of Variables........................................................................... 11

1.6. The Significance of the Study ........................................................................................... 15

1.7. Scope and Delimitations of the Study ............................................................................... 16

CHAPTER II REVIEW OF RELATED LITERATURE AND STUDIES............................ 17

2.1. Job Satisfaction.................................................................................................................. 17

2.2. Work Motivation ............................................................................................................... 18

2.3. Tools of work motivation and job satisfaction .................................................................. 20

2.5. Summary of the Literature Review ................................................................................... 29

CHAPTER III RESEARCH METHODOLOGY ................................................................ 30

3.1. Research Design ................................................................................................................ 30

3.2. Location of the Study ........................................................................................................ 31

3.4. Research Instrument .......................................................................................................... 33

3.5. Data Collection Procedure................................................................................................. 44

3.6. Data Analysis..................................................................................................................... 44

3.7. Ethical Consideration ........................................................................................................ 45

CHAPTER IV DATA PRESENTATION, ANALYSIS AND INTERPRETATION ......... 45

4.1. Respondents‟ Characteristics............................................................................................. 46

4.2. Descriptive statistics analysis............................................................................................ 50

4.3. Exploratory Factor Analysis EFA ..................................................................................... 56

4.5. Correlation Analysis.......................................................................................................... 65

vii

4.6. Multiple linear regression analysis.................................................................................... 66

4.7. Difference of job satisfaction follow individual characteristics test ................................. 73

4.8. Difference of work motivation follow individual characteristics test ............................... 75

4.9. Summary............................................................................................................................ 76

CHAPTER IV SUMMARY, CONCLUSIONS AND RECOMMENDATIONS ............... 78

5.1. Conclusions ....................................................................................................................... 79

5.2. Recommendations ............................................................................................................. 80

REFERENCES ......................................................................................................................... 84

APPENDIX 1: Survey Questionnaire ...................................................................................... 88

APPENDIX 2: Frequency Table of the sample....................................................................... 92

APPENDIX 3: Descriptive Statistics of the sample................................................................. 93

APPENDIX 4: Reliablibity Test of Scales............................................................................... 94

APPENDIX 5: Result of factor analysis with independent variables ..................................... 98

APPENDIX 6: Difference of job satisfaction follow individual characteristics test ............. 101

APPENDIX 7: Difference of work motivation follow individual characteristics test ........... 108

viii

LIST OF TABLES

Table 3.1 Study Sample Size....................................................................................................33

Table 3.2. The Likert scale .......................................................................................................34

Table 3.3. List of variables and initial items in the survey instrument.....................................35

Table 3.4. Value and significance level of the Cronbach's alpha coefficient...........................38

Table 3.5. Cronbach'alpha analysis results...............................................................................38

Table 3.6. Results of reliability test of scales...........................................................................42

Table 4.1. Descriptive statistics analysis of salary and benefit ................................................50

Table 4.2. Descriptive statistics analysis of training and promotion........................................51

Table 4.3. Descriptive statistics analysis of the relationship with superiors............................52

Table 4.4. Descriptive statistics analysis of the relationship with colleagues..........................52

Table 4.5. Descriptive statistics analysis of the recognition.....................................................53

Table 4.6. Descriptive statistics analysis of the working conditions........................................54

Table 4.7. Descriptive statistics analysis of job satisfaction ....................................................54

Table 4.8. Descriptive statistics analysis of work motivation ..................................................55

Table 4.9. Result of the Factor Analysis of Independent Variables.........................................57

Table 4.10. Names and abbreviations of variables after EFA..................................................58

Table 4.11. EFA with scales of Salary and benefit ..................................................................58

Table 4.12. EFA with scales of Training and promotion .........................................................59

Table 4.13. Factor Analysis of Relationship with superiors ....................................................60

Table 4.14. Factor Analysis of Relationship with colleagues ..................................................61

Table 4.15. Factor Analysis of Recognition.............................................................................61

Table 4.16. Factor Analysis of Working conditions................................................................62

Table 4.17. Factor Analysis of Job satisfaction.......................................................................63

Table 4.18. Factor Analysis of Work motivation ....................................................................64

Table 4.19. Correclation coeefficients......................................................................................65

Table 4.20. Regression model of Job satisfaction variables.....................................................66

Table 4.21. Regression model of Work Motivation variables..................................................69

Table 4.22. Regression model of Job satisfaction variable and Work Motivation variable.....72

Table 4.23. Results of difference of job satisfaction by “Gender” test ....................................74

Table 4.24. Result of the T test between “universities” and “colleges”...................................74

Table 4.25. Results of difference of work motivation by “Gender” test..................................75

Table 4.26. Result of the T test work motivation between “universities” and “colleges” .......76

ix

LIST OF FIGURES

Figure 1.1.Maslow's hierarchy of needs.....................................................................................6

Figure 1.2. Two Factor Theory – Herzberg................................................................................8

Figure 1.3. Basic expectancy model (Lunenburg F. C., 2011)...................................................9

Figure 1.4. Conceptual Framework ..........................................................................................10

Figure 3.1. Research Process....................................................................................................30

Figure 3.2. Map of Thai Nguyen Province...............................................................................31

Figure 4.1. Distribution of the Respondents by Gender...........................................................46

Figure 4.2. Distribution of faculties respondents by Age group ..............................................47

Figure 4.3. Distribution of faculties by Highest Academic Qualifications..............................48

Figure 4.4. Distribution of faculties by teaching experience....................................................49

Figure 4.5. Distribution of faculties by Income (VND) ...........................................................49

x

LIST OF ABBREVIATIONS AND ACRONYMS

ANOVA Analysis of Variance

EFA Exploratory Factor Analysis

KMO Kaiser – Meyer – Olkin

Sig. Significance

SPSS Statistical Package for the Social Sciences

TNU Thai Nguyen University

VIF Variance Inflation Factor

ABSTRACT

The research on the factors affecting the satisfaction and motivation of faculties at

universities and colleges in Thai Nguyen City has been conducted to assess the current state

and determine the factors (salary and benefit, training and promotion, relationship with

superior, relationship with colleagues, recognition and working conditions) that are associated

with job satisfaction and work motivation among faculties.

The research was conducted with 324 respondents, randomly selected lecturers

allocated proportionately to the eight universities and colleges in Thai Nguyen City. All the

data collected were processed using SPSS 16. The survey data were tested to examine its

reliability by using the Cronbach‟s Alpha and Exploratory Factor Analysis (EFA) was used to

reduce the instrument for regression model. The initial six factors with 38 items were reduced

into six factors with 34 items after the EFA. Analysis made use of descriptive statistics and

Multiple Regression Analysis, T-test and Analysis of Variance (ANOVA) to test the

hypotheses of the study.

Based on the results of the survey, the following are the major findings of the study:

Most the majority of the respondents were females (69%), young and have years old

below 36 (68.3%), married (87,3%), academic level master, doctors and associate professors,

professors (92.4%), work experience less than ten years (70.1%) and with a monthly income

below 7.5M VND (88.5%).

The research findings showed that five out of six variables in the model have a

positive relationship with job satisfaction. They are salary and benefit, relationship with

superior, relationship with colleagues, recognition and working conditions. In particular,

“Working conditions” has the greatest impact.

The research findings showed that four out of six variables in the model have a

positive relationship with work motivation.They are salary and benefit, relationship with

superior, recognition and working conditions. In particular, “Working conditions” has the

greatest impact.

The results of the study also showed that job satisfaction of the faculties was

positively influenced to their work motivation.

No significant differences in the job satisfaction and work motivation of respondents

according to their gender, age, marital status, income, work place.

Based on the research findings, the researcher proposed some recommendations to

improve job satisfaction and motivation of faculties working at universities and colleges in

Thai Nguyen City.

1

CHAPTER I

INTRODUCTION

1.1. Background and Rationale of the Study

Creating job satisfaction and work motivation has increasingly been of great interest.

job satisfaction and work motivation have been considered as a main key to the success of

every organisation in the market economy. To use human resources appropriately and

effectively in one organisation as well as help employees maximise their own capabilities,

employee‟s job satisfaction is one of the most important factors deciding the organisations‟

success. If employees are satisfied they will be motivated to work harder for the organization.

Once having motivation to work, employees will work more actively and assure long-term

working for organisations. As a results, it leads to better work performance and higher

productivity.

In “Vietnam‟s social- economic development strategy for a period of 2011 - 2020”, it

is oriented that "Developing and improving the quality of human resources, especially high￾quality human resources is a strategic breakthrough" (Socialist Republic of Viet Nam

government portal, 2012). Hence, set in the education development strategy for 2011 - 2020

period, overall objective is stated as follows:

"By 2020, Vietnam’s education system is innovated basically and comprehensively

towards standardisation, modernisation, socialisation, democratisation and international

integration. The quality of education and training is improved in a comprehensive manner,

which focuses on: the education on ethics, lifestyle, capacities of creation, practice, foreign

languages and information technology; meeting human resource needs, especially high￾quality human resources for the process of industrialisation and modernisation of the country

together with building the knowledge economy; ensuring social equality in education and

long-term learning opportunities for every citizen, gradually forming a learning society."

(Socialist Republic of Viet Nam Government Porta, 2012)

Also, the education development strategy from 2011 to 2020 has suggested measures

to develop teachers and education managing administrators:

“carrying out policies with physical and mental priorities to motivate teachers and

education administrators, establishing special policies to attract teachers, scientists,

professionals having experiences and prestige domestically and overseas to participate in the

development of education " (Socialist Republic of Viet Nam Government Porta, 2012).