EDUCATIONAL QUALIFICATION
Below high school | 60 | 31.6 | 31.6 | |
Universal | 114 | 60 | 91.6 | |
Intermediate level | 7 | 3.7 | 95.3 | |
College | 3 | 1.6 | 96.8 | |
University | 6 | 3.2 | 100 | |
After university | 0 | 0 | 100 | |
WORKING DEPARTMENT | Administrative office | 26 | 13.7 | 13.7 |
Cutting workshop | 12 | 6.3 | 20 | |
Garment workshop | 116 | 61.1 | 81.8 | |
Workshop completed | 17 | 8.9 | 90 | |
Service team | 19 | 10 | 100 | |
WORKING TIME | Under 1 year | 1 | 0.5 | 0.5 |
From 1-3 years | 2 | 1.1 | 1.6 | |
Over 3 years | 187 | 98.4 | 100 | |
AVERAGE INCOME/MONTH | From 2 - under 5 million | 109 | 57.4 | 57.4 |
From 5-7 million | 64 | 33.7 | 91.1 | |
Over 7 million | 17 | 8.9 | 100 |
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2.4.1.1.Sample characteristics by gender
17.4%
82.6%
Male Female
Figure 2.1: Sample characteristics by gender
According to the survey results from the table above, out of a total of 190 employees surveyed at the company, 33 employees were male (accounting for 17.4%) and 157 employees were female (accounting for 82.6%). %). This shows that there is a large difference between the rate of men and women, with the rate of women being nearly 4.76 times greater than the rate of men. Number of workers in the workshop
The garment factory is very large, much larger than other workshops and other departments, and the majority of the garment factory has female workers because the work here requires workers to be skillful and meticulous.
2.4.1.2. Sample characteristics by age
150
140
100
50
30
4
16
0
1
From 18-25 years old From 26-35 years old
From 36-45 years old Over 45 years old
Figure 2.2: Sample characteristics by age
(Unit: Person)
Survey results on age structure show that: Ages from 36 to 45 years old account for the highest proportion with 140 people out of 190 people surveyed (accounting for 73.7%); Next is the age group from 26 to 35 years old with 30 people (accounting for 15.8%); There are 16 employees over 45 years old (accounting for 8.4%) and the lowest percentage is between the ages of 18 and 25 with 4 people (accounting for 2.1%). This result is also relatively easy to understand with the situation of shrinking the company's production scale and the province's open-door policy for other garment enterprises. At the company, the majority of employees who have been with the company for a long time are in the age range from 36 to over 45 years old. They are workers with extensive experience and expertise; However, this workforce has gradually decreasing physical strength and unsafe health, and especially workers over 45 years old will retire from work in the near future. Besides, it is also worth mentioning that the young, dynamic and healthy workforce in the company accounts for a small portion. This labor problem will certainly pose a serious situation for the company. especially the lack of labor in the future, forcing the company to introduce recruitment and collection policies
attract workers to meet customer requirements and ensure the company's productivity in the future.
After university
University College Intermediate High School
114
Below high school
0
20
40
60
80
100
120
2.4.1.3.Sample characteristics by educational level
0
6
3
7
60 | |||||
Figure 2.3: Sample characteristics by educational level
(Unit: Person)
Based on the educational level structure chart above, we can easily see that there is a clear difference between the two groups of high school, less than high school and the group of intermediate and above. Of these, the highest proportion is 60% with 114 workers out of 190 surveyed workers having high school education, followed by less than high school education with 60 people (accounting for 31.6%). . Thus, the secondary and lower secondary groups alone account for 91.6% with a number of 174 workers. Because the nature of work in production departments does not require workers to have a high level of education like indirect work departments, the majority of young workers such as students who have just graduated from high school are concentrated. 3 and skilled workers, in this level group are also distributed most centrally in the Garment workshop. In addition, in other production workshops such as the Cutting workshop, Finishing workshop, and Service team, these are positions that require workers to have higher professional qualifications and education such as the general level group. educated or higher, graduated in design, garment, and industrial majors to be able to operate machines, design, make diagrams... while working in these workshops. In particular, highly qualified workers such as those from universities and colleges must be recruited into administrative offices to run the company and move up to the next level.
Plan for the company in the short and long term, check the process of import and export of goods,... and this is a force that, although accounting for a small percentage, is very important to the company.
2.4.1.4. Sample characteristics by working department
10%
8.9%
13.7%
6.3%
61.1%
Administrative office Cutting workshop
Garment workshop Finished workshop Service team
Table 2.4. Sample characteristics by work department
The topic is to research the commitment of employees, so the survey subjects of the study are all employees working at the Company. The survey results have a big difference when the number of workers is mostly concentrated in garment factories with up to 116 people out of a total of 190 workers surveyed (accounting for 61.1%). The reason for this difference is because the garment factory is an important workshop of the garment company and the commitment of workers at this factory is very important to the company's operations. Sample characteristics of other departments are: Administrative office with 26 employees (accounting for 13.7%); The service team accounts for 10% with 19 employees out of a total of 190 employees surveyed; The workshop was completed with 17 employees, accounting for 8.9% of the total workforce; And accounting for the lowest proportion in the survey is the cutting workshop with 12 employees (6.3%). The reason why the number of surveyed workers in this department is low is because there are many male workers in this company and workshop and the nature of the work requires high precision and accuracy. Not only that, this area is concentrated along with workers in the KCS quality control department, causing difficulties during the survey process.
200 187
180
160
140
120
100
80
60
40
20
0
Less than 1 year From 1-3 years More than 3 years
2.4.1.5.Sample characteristics according to working seniority
1 2 |
Figure 2.5: Sample characteristics according to working seniority
(Unit: Person)
Characteristics of the sample according to the length of time working at the Company, through data tables and charts, we see that almost all employees in the company have worked for more than 3 years and are long-term employees. company for many different reasons. Employees with working time of over 3 years include 187 people (accounting for 98.4%); There are 2 employees with working time from 1-3 years (accounting for 1.1%), and lower than that, the group with less than 1 year of working time has 1 employee (accounting for 0.5%). The company's labor situation in recent years has been declining and there is no popular recruitment policy, so the number of employees with 3 years of seniority or less is currently very low and is expected to increase sharply. in the coming years due to high recruitment demand to ensure the company's production and business activities.
2.4.1.6. Sample characteristics according to average income/month
The survey results are distributed according to average monthly income as follows: With 109 people, the group with income from 2 to under 5 million VND accounts for the highest proportion (57.4%); Next is the group with an income of 5 to 7 million VND with 64 people (accounting for 33.7%) and the lowest is the group of workers with an average income of over 7 million VND with 17 answers (accounting for 8 .9%).
8.9%
33.7%
57.4%
From 2 - under 5 million
From 5-7 million
Over 7 million
Figure 2.6: Sample characteristics according to average income/month
2.4.2. Testing the reliability of Cronbach's Alpha scale
After testing the reliability of the scale through Cronbach's coefficient
Alpha with the following results:
Table 2.6: Results of testing the independent variable Cronbach's Alpha coefficient
Observation variable
Corrected Item – Total Correlation | Cronbach's Alpha coefficient if variables are eliminated (Cronbach's Alpha if Item deleted) | |
1. Communication within the organization: Cronbach's Alpha = 0.795 | ||
Communication 1 | 0.634 | 0.731 |
Communication 2 | 0.677 | 0.709 |
Communication 3 | 0.644 | 0.725 |
Communication 4 | 0.479 | 0.807 |
2. Training and development: Cronbach's Alpha = 0.877 | ||
Training 1 | 0.719 | 0.849 |
Training 2 | 0.774 | 0.826 |
Training 3 | 0.754 | 0.834 |
Training 4 | 0.694 | 0.857 |
3. Rewards and recognition: Cronbach's Alpha = 0.898 | ||
Bonus 1 | 0.798 | 0.860 |
Bonus 2 | 0.778 | 0.867 |
Bonus 3 | 0.808 | 0.856 |
Bonus 4 | 0.712 | 0.891 |
4. Effectiveness of decision making: Cronbach's Alpha = 0.879
Efficiency 1 | 0.739 | 0.847 |
Efficiency 2 | 0.752 | 0.842 |
Efficiency 3 | 0.743 | 0.843 |
Efficiency 4 | 0.730 | 0.847 |
5. Risk taking by creativity and innovation: Cronbach's Alpha = 0.881 | ||
Risks 1 | 0.760 | 0.841 |
Risk 2 | 0.738 | 0.849 |
Risk 3 | 0.782 | 0.835 |
Risk 4 | 0.700 | 0.863 |
6. Future orientation and plans: Cronbach's Alpha = 0.861 | ||
Orientation 1 | 0.641 | 0.849 |
Orientation 2 | 0.705 | 0.824 |
Orientation 3 | 0.815 | 0.777 |
Orientation 4 | 0.676 | 0.837 |
7. Teamwork: Cronbach's Alpha = 0.844 | ||
Group 1 | 0.674 | 0.806 |
Group 2 | 0.684 | 0.801 |
Group 3 | 0.687 | 0.799 |
Group 4 | 0.675 | 0.805 |
8. Fairness and consistency in management policies: Cronbach's Alpha = 0.851 | ||
Fairness 1 | 0.697 | 0.809 |
Fairness 2 | 0.752 | 0.784 |
Fair 3 | 0.698 | 0.809 |
Fairness 4 | 0.622 | 0.840 |
( Source: SPSS data analysis results)
The implementation process for each variable is specifically carried out as follows:
- For the variable "Communication in the organization":
The test results show that this independent variable has a Cronbach's Alpha coefficient of 0.795 (greater than 0.6), and at the same time the observed variables all have appropriate total variable correlation coefficients (greater than 0.3), so the scale This measurement meets the reliability requirements. However, when looking at the test results, we see that the observed variable GT4 has a Cronbach's Alpha coefficient if Item Deleted = 0.807 larger than the group's Cronbach's Alpha coefficient of 0.719, but that does not mean we should eliminate this variable because the system The total variable correlation of the GT4 variable is 0.479 > 0.3 and the group's Cronbach's Alpha is above 0.6, even above 0.7, so the scale is currently reliable so we do not need to eliminate the GT4 variable. .
For the variables “Training and development”; “Rewards and recognition”; “Effectiveness of decision making”; “Risk taking through creativity and innovation”;
“Future orientation and plans”; “Teamwork”; “Fairness and consistency in management policies”:
CONCLUSION: The test results show that these independent variables all have Cronbach's Alpha coefficient greater than 0.6; At the same time, the observed variables of these variables all have appropriate total correlation coefficients (greater than 0.3). In addition, the Cronbach's Alpha coefficients if the variable type of the observed variables are all smaller than the Cronbach's Alpha coefficient of the corresponding independent variable, so we do not need to consider the appropriate variable type. This scale is a good and usable scale, ensuring reliability. The study continued to be conducted with all original variables.
Table 2.7: Results of testing the scale reliability of the dependent variable:
Observation variable
Corrected Item – Total Correlation | Cronbach's Alpha if Item Deleted) | |
Employee commitment to the organization: Cronbach's Alpha = 0.856 | ||
Commitment 1 | 0.595 | 0.845 |
Commitment 2 | 0.720 | 0.815 |
Commitment 3 | 0.758 | 0.803 |
Commitment 4 | 0.712 | 0.814 |
Commitment 5 | 0.610 | 0.851 |
( Source: SPSS data analysis results)
After analyzing the data, we see that the dependent variable "Commitment" has a Cronbach's Alpha coefficient of 0.856, meeting testing standards (Cronbach's Alpha is greater than 0.6) and all observed variables have coefficients. The total variable correlation is greater than 0.3 and the Cronbach's Alpha coefficient if the variable is eliminated is smaller than the Cronbach's Alpha coefficient of the dependent variable, so we can conclude that the above observed variables are closely correlated with each other, ensuring the next analysis steps.
2.4.3. Exploratory Factor Analysis (EFA)
Exploratory factor analysis method EFA (Exploratory Factor Analysis, referred to as EFA method for short) helps us evaluate two important types of value of the scale: convergent value and discriminant value.
After testing the reliability of the scale in the previous step, the study will conduct EFA exploratory factor analysis to reduce a set of many observed variables into a smaller set of variables (called a factor). These shortened factors will be more meaningful but still contain most of the information content of the original set of observed variables.