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Progress of Research Implementation


- To conduct regression analysis in the best way, Tabachnick & Fidell (2007) quoted in Nguyen Dinh Tho (2011) said that the sample size must be ensured according to the formula:

n > = 8p + 50

In there:

n: sample size

p: number of independent variables of the model

According to Green (1991) quoted in Nguyen Dinh Tho (2011), the above formula is relatively suitable if p < 7. In the case of p > 7, the above formula becomes a bit too strict because it requires a larger sample size than necessary. Thus, with 4 independent variables in the research model, the above formula is suitable for the topic.

On this basis, the author collected data with a sample size of 150 bank employees and 150 employees of trade and service companies.

The sampling method is convenience sampling. The method of data collection is by survey questionnaire, through direct distribution of questionnaires and using online survey tools.

Cronbach's Alpha reliability method and exploratory factor analysis (EFA) were used to evaluate the scale. Multiple regression analysis method through SPSS 16.0 software was used to test the research model.

3.2.2. Research process

The research process is presented in Figure 3.1 and the implementation progress is presented in Table 3.1



Preliminary Qualitative


(In-depth interviews, n=10)

Cronbach's alpha


(Remove variables with small variable-total correlation coefficients. Check coefficient alpha)

Preliminary quantification


n= 100


Official scale

EFA


(Remove variables with small EFA weights. Check factorization and extracted variance)

Figure 3.1: Research process


Theoretical basis


- Survey of 300 employees


- Coding, data entry


- Data cleaning


- Descriptive statistics


- Cronbach's Alpha


- EFA analysis


- Regression analysis


- Other analysis

Official quantification


n= 300


Write a report

Source: author


Table 3.1: Progress of research implementation

Step

Research type

Method

Data collection techniques

Time

Location

1

Preliminary

Qualitative

Expert Interview

2/2012

Ho Chi Minh City

Quantitative

Face to face interview

3/2012

Ho Chi Minh City

2

Official

Quantitative

Face to face interview

4/2012

Ho Chi Minh City

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Progress of Research Implementation


Source: author

3.3. Building a scale

3.3.1. Psychological capacity scale

Nguyen & Nguyen (2011) built and tested a scale of 4 components of psychological competence for marketing staff in Vietnam. Based on this study, the author proposed a psychological competence scale consisting of 13 observed variables belonging to 4 components, and a work performance scale consisting of 4 observed variables. The author conducted qualitative research using in-depth interviews with 5 bank employees and 5 employees of trade-service companies to confirm and calibrate the scale. The results of the qualitative research are presented in Appendix 3.

The research results show that experts all agree with the observed variables. Therefore, the author keeps the scale of Nguyen & Nguyen (2011) applied to bank employees and employees of trade-service companies. Specifically as follows:


Confident:

Confidence was measured by four observed variables.


Table 3.2. Self-Confidence Scale- TT

Self-efficacy

Symbol

I am very confident in analyzing and finding solutions to problems at work.

TT1

I am very confident when presenting work to my superiors.

TT2

I am very confident when dealing with agency partners.

TT3

I am very confident when discussing work with colleagues.

TT4

Source: author

Optimistic:

Optimism was measured by three observed variables.


Table 3.3. Optimism Scale- LQ

Optimism

Symbol

When I encounter difficulties at work, I always believe that the best will come.

happen

LQ1

I believe good things will always come to me.

LQ2

I always expect things to go my way.

LQ3

Source: author


Hope

Hope was measured by three observed variables


Table 3.4. Hope Scale- HV

Hope

Symbol

I have many ways to pursue my current career goals.

HV1

There are many ways to solve the problem I am facing.

job

HV2

Currently, I feel I have achieved my work goals.

HV3

Source: author


Adapt

Adaptation was measured by three observed variables.


Table 3.5. Adaptability Scale- TN

Resiliency

Symbol

I recover easily from problems in life.

job

TN1

I get along easily with my friends and colleagues.

TN2

Whenever I get angry, I easily calm down.

TN3

Source: author


3.3.2. Work performance scale

The expert interview results also agreed to retain the observed variables of the work performance scale, including the following 4 observed variables:


Table 3.6. Work performance scale - KQ

Job performance

Symbol

I believe I am an effective employee.

KQ1

I have always been satisfied with the quality of work I have done.

KQ2

My superiors always believe that I am an effective worker.

KQ3

My colleagues always rate me as an efficient worker.

KQ4

Source: author For all observed variables of the scale, the author uses the scale

Likert 7 points.


3.4. Summary

The study uses both qualitative and quantitative research methods. The qualitative study conducted in-depth interviews with 5 bank employees and 5 employees of trade and service companies to calibrate the scale of psychological capacity and work results to suit the banking industry and the trade and service industry. The preliminary quantitative study was conducted with 50 bank employees and 50 employees of trade and service companies to calibrate and complete the official interview questionnaire. The official study was conducted with 150 bank employees and 150 employees of trade and service companies. Psychological capacity factors were measured by 13 observed variables. Work results were measured with 4 observed variables. The research subjects were bank employees and employees of trade and service companies in Ho Chi Minh City.


CHAPTER IV

ANALYZE SURVEY RESULTS


4.1. Introduction

Chapter IV presents information about the survey sample and conducts research model testing. In addition to analyzing the estimation results and testing the research model, Chapter IV also analyzes the difference (if any) in the level of influence of psychological capacity on the work results of bank employees and employees of trade and service companies.

4.2. Characteristics of the survey sample

400 questionnaires were distributed, resulting in 367 questionnaires, including 182 questionnaires from bank employees and 185 questionnaires from trade and service company employees. After removing unqualified questionnaires (missing answers, conflicting answers, etc.), the author had 158 survey questionnaires from bank employees and 176 survey questionnaires from trade and service company employees for data entry. After cleaning the data with SPSS 16.0 software, the author had a primary data set with 300 samples, including 150 bank employees and 150 trade and service company employees.

The survey results showed that the proportion of men and women answering the questions was quite even, with 47% being women and 53% being men. The majority of respondents were under 30 years old with 79.7%; 20.3% of respondents were over 30 years old.

Regarding working seniority, the largest proportion is from 2-4 years with a rate of 43.7%; followed by less than 1 year (22.3%); from 5-7 years (21.7%) and the lowest is

over 8 years (12.3%).

Regarding the size of the company/bank where they work, 42.7% of respondents work at companies or bank headquarters/branches of less than


100 people; 35.3% work in units with a scale of 100-300 people; the remaining 22% work for units with a scale of over 300 people.

Regarding the form of company/bank ownership; 13.7% work for state-owned enterprises/banks; 56% work for commercial/joint-stock companies/banks; 6% work for joint ventures; and the remaining 24.3% work for other companies/banks (private, 100% foreign-owned, limited liability, etc.)

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