Descriptive Statistics of Observed Variables of Each Factor

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5.1.2 Results of descriptive statistical analysis

5.1.2.1 Descriptive statistics of component factors

The analysis results show that Esquel employees rate the main factors at an average level, in which the factor “Nature of work” has the highest mean value (3.5451). However, there is no significant difference between the mean values ​​of the factors. This shows that employees rate the importance of

relatively similar factors due to working in the same environment (See Appendix 17.1).

5.1.2.2 Descriptive statistics of observed variables of each factor

All observed variables were rated at an average of above 3 on a 5-point Likert scale.

For the factor “Nature of the job”, the observation variable cv1 “The job is suitable for my ability” reached the highest level in the group and also the highest in the scale (3.5847). This shows that employees have been recruited and assigned work reasonably.

Regarding “Salary & Benefits”, although admitting that “My current salary is commensurate with my ability” (lg1 – at 3.4809), according to many exit interviews, employees in the “line manager/supervisor” group in the front office area are not very satisfied with their salary because of the huge difference compared to the responsibilities and duties they have to undertake compared to the “Employee” group.

As for “Recognition & Reward”, all observed variables show the good side of this factor, but through the lowest rating in the group of 3.1694 for kt1 “The company promptly recognizes the contributions of employees”, it shows that the company should improve this because when an event is left for a while, its effect will be greatly reduced.

The factor “Training & Development”, through the highest and lowest evaluation scores for the two observed variables dt3 and dt2, reflects that although Esquel has organized and created many opportunities for employees to learn and develop, the courses may still be scattered, not focused on each specific target group, so many people still do not have enough necessary skills for their specific jobs. Esquel needs to focus on this issue in its human resource development strategy in 2013.

Finally, for “Loyalty”, the observed variables have the lowest average rating compared to other components, but it cannot be concluded that Esquel employees do not want to work for the Company for a long time because the average value is still above the average. Variable tt6 “If the company is in trouble, I will try my best to serve” has the lowest rating in the group (3.0601), showing that the general trend of employees is that they often do not value “I am for everyone” but often have an attitude of “fair exchange”. However, it would be great if the Esquel Board of Directors knew that employees here highly appreciate tt1 “I feel proud to introduce this company to others”. And this further motivates the HR department staff to promote the “Labor introduction” policy among the company’s employees.

5.1.3 Preliminary test of scale reliability

5.1.3.1 Summary of conditions in assessing the reliability of the scale

Many researchers agree that Cronbach's Alpha from 0.8 or above is close to

1.0 is a good measurement scale, from 0.7 to close to 0.8 is usable. Some researchers also suggest that Cronbach's Alpha from 0.6 or higher is usable in cases where the concept under study is new or new to the respondents in the research context [8].

 Cronbach's Alpha value must be ≥ 0.7

 The lowest variable-total correlation coefficient in the component must be > 0.5

5.1.3.2 Preliminary test of Cronbach's Alpha reliability for the scale

As introduced in the theoretical basis section, the scale of employee loyalty

Esquel Vietnam employee satisfaction survey consists of 34 variables measuring 7 components: Nature of work, Salary and benefits, Working environment, Recognition and rewards, Training and development, Leadership/superior, Loyalty. A 5-level Likert scale is used, in which level 1 is Strongly disagree and level 5 is Strongly agree. The test results of each component are shown in the following table:

Table 5-2: Summary of preliminary Cronbach's Alpha test results for the scales

STT

The Cronbach's Alpha reliability coefficient of the observed variables shown in Table 5-2 above shows that the component variables intended to be measured all have Cronbach's Alpha coefficients > 0.7. On the other hand, the item-total correlation coefficient in each component is higher than 0.5, except for the Leadership/Superior component with variable ld5 ("I receive the trust of my superiors when assigning work.") with an item-total correlation coefficient of only 0.346.< 0.5 and the Loyalty component with variable tt5 (“I am willing to sacrifice personal interests when necessary to help the company succeed”) has a variable-total correlation coefficient of only 0.304< 0.5 (very low, not meeting the initial conditions) (See Appendix 10)

After eliminating the above two variables, the test results showed that the Cronbach's Alpha of the two groups was 0.853 respectively.and 0.892 , higher than the initial 0.813 and