Comparing Positive and Negative Characteristics of Satisfaction

Table 1-03: Work and Means Measurement Values

Work aspect

1.1.3.4. SHRM survey report (2009) [14] :

According to a 2009 survey by the Society for Human Resource Management (SHRM), employee satisfaction factors are ranked in the following order of priority:

- Group of important factor scales: (1) Job security; (2) Welfare; (3) Compensation / salary; (4) Opportunity to use work skills; (5) Feeling safe in the working environment.

- Group of factor scales according to career development aspect: (1) Promotion opportunities in the organization; (2) Career development opportunities; (3) Being tested on specific jobs; (4) Development system; (5) Accepting professional development of the organization; (6) Probationary salary and tuition reimbursement.

- Group of factor scales according to the aspect of work relationship with leaders: (1) Communication issues between employees and superiors; (2) Decision-making power and work independence; (3) Evaluation of employee work progress; (4) Work relationship with middle management.

- Factor scale group according to working environment aspect: (1) Flexible balance between life and work; (2) Very interesting work; (3) Need for social responsibility in the organization; (4) Accepting green working environment;

(5) Organizational culture; (6) Working relationships with colleagues; (7) Contribution to the organization's business goals; (8) Current work; (9) Job variety.

- Scale of general employee satisfaction.

1.1.4. Some research results

1.1.4.1. Research results of Andrew (2002)

Andrew (2002) researched job satisfaction in the United States and several other countries and found the following results:

Forty-nine percent of workers in the United States surveyed said they were either completely or very satisfied with their jobs, with only a small number saying they were dissatisfied. The percentages of people who were completely or very satisfied with their jobs in other countries were as follows: 62% in Denmark, 30% in Japan, and 23% in Hungary.

The study identified factors that enhance job satisfaction including: (a) Female gender; (b) Job security; (c) Small workplace; (d)

High income; (e) Colleague relations; (f) Less commuting time; (g) Problems

supervision; (h) Public relations; (i) Opportunities for further education.

1.1.4.2. Research results of Keith & John (2002)

Keith & John's study on job satisfaction of highly qualified people; the role of gender, managers and comparison with income gave the following results: (a) The main factors affecting job satisfaction of highly qualified people are: earning money, material conditions, health and other types of welfare; (b) Women have a higher level of job satisfaction than men; (c) There is an increase in the level of satisfaction for managers; (d) Income plays an important role in the level of job satisfaction.

1.1.4.3. Research results of Tom (2007)

Tom's research on job satisfaction in the United States has produced the following results: 47.0% of workers in many fields are very satisfied with their jobs, while the unskilled labor group has a much lower level of satisfaction (only 33.6% of those surveyed are satisfied with their jobs, while the highly skilled labor group has a fairly high level of satisfaction (accounting for 55.8% of those surveyed).

1.1.4.4. Research results of Tran Kim Dung and colleagues (2003) [3] :

Research by Tran Kim Dung and colleagues by surveying 558 full-time employees shows that the level of satisfaction with salary is negatively related to the level of effort and effort of employees. This paradox is explained by the fact that businesses lack knowledge and skills about the market salary system, do not know how to design a scientific salary scale system; the payment of salary and bonus is often emotional, arbitrary without clear policies. As a result, the more effort and effort people put into contributing to the organization, the more dissatisfied they are with the current salary policy.

1.2. RESEARCH MODEL OF THE TOPIC

1.2.1. Formation process

Through some theoretical bases and factor scales to assess employee satisfaction with the enterprise, the author oriented the choice of the research model according to the following argument: (a) Inheriting and developing in the use of combining and selecting some theoretical bases and factor scales of previous scientific researchers but must be consistent with the research objectives of the topic; (b) Building a research model to assess employee satisfaction with the enterprise must be consistent with the research characteristics in Ben Tre province.

In the research model of the topic, the main focus of the research object is the satisfaction of employees and the factors measuring the satisfaction level of employees working in Ben Tre province. Therefore, the analysis content of the model needs to be clearly expressed as follows:

Factor scale

Nature of work

Salary and benefits

Performance appraisal

Training development, development opportunities

Autonomy at work

Job stability

Policies and procedures

Working tools

Information exchange

Workplace Relations

(c) General measurement criteria

Working conditions, policies, benefits

Long term commitment to the job

The business is doing great

EMPLOYEE SATISFACTION

FOR BUSINESS

(b) Characteristics and needs of workers

Gender, age, education, working hours, average income and other characteristics

Needs for improvement in the business, future aspirations and current difficulties of employees

Figure A1-11: Model for assessing employee satisfaction with enterprises in Ben Tre province

Table 1-04: Basis for forming 10 factor scales in the model

TT

1.2.2. Evaluation criteria in factor scales

The system of theoretical foundations and research on previous factor scales to assess employee satisfaction with the enterprise shows that the concept of "Employee satisfaction with the enterprise" is a sociological concept, abstract in meaning and influenced by many different factors. From the selective review of previous empirical studies and the characteristics of local employees, after discussing with a number of scientific researchers and experts to adjust to suit the research objectives of the topic, the author has built 59 evaluation criteria in 10 factor scales as follows:

Table 1-05: Evaluation criteria in factor scales

Factor scale