Completing the work of rotating cadres in Ba Ria - Vung Tau province

Completing the work of rotating cadres in Ba Ria - Vung Tau province - 7

Comment

feelings. The results of the responses may not accurately reflect the perceptions of the research participants. To address this issue, the research team discussed and reached consensus on the research issue with the staff. This created a comfortable feeling for the research participants. On the other hand, the research participants did not have to fill out and sign the survey form.

The collection of information was mainly through a pre-designed and relatively long questionnaire, so there may be errors due to the cooperative attitude of the research participants. To overcome this problem, the investigators clearly explained the purpose and significance of the research, encouraging voluntary participation. The survey forms were checked by the investigators immediately after the participants completed filling out the questionnaire themselves to request additional information.

To avoid errors in data entry, we entered data using Epi Data software, and another person checked 10% of the entered questionnaires.

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APPENDIX 1 SURVEY FORM

STAFF TRANSFER POLICY OF BA RIA - VUNG TAU PROVINCE

Maybe you are interested!

Survey code:

Hello!

My name is Tran Tuan Linh , currently working at the Organizing Committee of the Provincial Party Committee of Ba Ria province.

– Vung Tau; is a Master’s student majoring in Public Administration at the University of Economics, Ho Chi Minh City. I am currently working on my Master’s thesis on the topic “Improving the rotation of cadres in Ba Ria – Vung Tau province” to research and propose solutions to adjust and improve the cadre rotation policy of Ba Ria – Vung Tau province in order to contribute to improving the working motivation of the province’s rotated cadres in the coming time.

To complete this thesis, I really need your support. Your help is important to the success of the thesis.

I would appreciate your time to help me complete the following survey. I hereby certify that the information collected below is for the sole purpose of this thesis and will not be used for any other purpose.

Thank you very much for your support!

PART 1. GENERAL INFORMATION: Please fill in (or mark X in the corresponding box) the following information.

Question 1. Name of the agency, unit (district, department, industry, division, office) where you are currently working (not required): ............................................................................................................

................................................................ ................................................................ ..............................................

Question 2. What is your gender?

Male

Female

Question 3. What is your current position (title) in the agency (organization)?

Director, Deputy Director of Department; Secretary, Deputy Secretary of District and City Party Committee

Chairman, Vice Chairman of People's Council, People's Committee of district, city

Head and deputy head of provincial department; Head and deputy head of district department;

Secretary, Chairman of Commune People's Committee

Question 4. How old are you?

30 years old and under

31 to under 40 years old

41 to under 50 years old

Over 50 years old

Question 5. Total time you have worked (from recruitment to present)

5 years or less

From 5 to under 10 years

From 10 to under 15 years

Over 15 years

Question 6. Total number of times have you been transferred?

01 time

02 – 03 times

Over 03 times

Question 7. The last time you were transferred to another job was in the year: .................................

PART 2: RESEARCHER'S EVALUATION INFORMATION

In this section, the statements/observations are made to evaluate your own actual job rotation process. Therefore, there will be no right or wrong opinion, all evaluation opinions are valuable for this study.

For each statement/observation in this section, please mark (X) one of five different levels in the following order:

- Level 1: Completely disagree

- Level 5: Completely agree

Statement on the impact of some factors from staff rotation on the work motivation of civil servants in Ba Ria - Vung Tau province

Statement on the impact of some factors from staff rotation on the work motivation of civil servants in Ba Ria - Vung Tau province

Level of agreement
1	2	3	4	5
A4	I would be disappointed if the job after the transfer was not much different from the job I am doing now.
B. Factors that increase knowledge, skills and abilities
B1	I easily adapt to changes in work thanks to job rotation.
B2	I need to work harder because I understand the impact of my work on other departments through job rotation.
B3	Rotation is an opportunity to receive training and develop professional skills through practical work.
B4	Rotation is an opportunity to receive training and develop professional skills through experience.
B5	I feel more confident in handling work because of the new knowledge and skills I learned after job rotation.
C. Factors for developing management skills
C1	Rotation creates excitement and direction for future career development and management skills
C2	Rotation helps to make accurate management decisions at work based on accumulated experience from many fields.
D. Factors determining the right job position
D1	Job rotation helps me identify the areas of work that are most effective within the organization.
D2	Job rotation gives me excitement and direction for future career development.
D3	Rotation helps me improve my motivation and work performance in line with change and development
D4	Job rotation helps me come up with new and effective solutions, thereby increasing my chances of advancement within the organization.
E. Factors of developing social relationships
E1	The rotation process helped me build a wide network, support and consensus from colleagues.

Statement on the impact of some factors from staff rotation on the work motivation of civil servants in Ba Ria - Vung Tau province

Level of agreement
1	2	3	4	5
E2	Support and information sharing among relevant departments after the rotation process is significantly improved.
E3	Job rotation helps create closer ties between different parts of the organization.
F. Leadership factors in rotation
F1	Leaders clearly understand the roles and responsibilities of transferred staff when they are transferred to new positions.
F2	Leaders always listen to the wishes of transferred staff about new job positions when they have to rotate jobs.
F3	Leaders always listen to the wishes of transferred staff to new workplaces when they have to rotate jobs.
G. Fairness factor in rotation
G1	The current transfer/rotation policy creates a sense of unfairness in selecting transfer/rotation targets (R)
G2	The current job transfer/rotation policy creates a sense of unfairness in determining the location of job transfer/rotation (R)
G3	The current transfer/rotation policy creates a sense of inequity in assigning new tasks (R)

Evaluating work motivation with staff rotation policy of Ba Ria - Vung Tau province (according to Wright, 2003)

(Level 1: Strongly disagree/Level 5: Strongly agree

Level of agreement

A. Factors that reduce monotony at work

Job rotation helps to eliminate the stereotype of old jobs.

The new job after rotation helps me approach many new processes and tasks.

The new job after rotation gives me a sense of excitement and many challenges to explore.