LIST OF TABLES
Table 1.1 Summary of elements in Maslow's hierarchy of needs in and outside the workplace 8
Table 1.2 Research process 18
Table 1.3 Summary of interview results of 20 opinions 20
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Table 1.4 Coding of observed variables 22
Table 2.1 Human resource situation at KL Information Service Company Limited in the period of 2011 - 2015 29
Table 2.2 Personnel structure at KL Information Services Company Limited.
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Table 2.3 Total number of employees at KL CCTT Service Company Ltd. over the years 31 Table 2.4 Fee schedule for psychological counseling services of KL Information Service Company Ltd. in 2015 33
Table 2.5 Financial indicators of KL Information Services Company Limited in the period of 2011 - 2015 34
Table 2.6 Average income of staff and workers in the period 2011 - 2016
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Table 2.7 Descriptive statistics of the study sample 36
Table 2.8 Results of Cronbach's Alpha test in the official survey. 39 Table 2.9 Results of EFA analysis 43
Table 2.10 Criteria for measuring satisfaction with the nature of work .. 45 Table 2.11 Comparison of criteria for measuring satisfaction with the nature of work at KL and Thanh Dat 47
Table 2.12 Criteria for measuring satisfaction with leadership factors 49
Table 2.13 Comparison of criteria for measuring satisfaction with leadership factors at KL and Thanh Dat 50
Table 2.14 Additional interview results on leadership factors at KL 52 Information Service Company Limited
Table 2.15 Criteria for measuring satisfaction with salary and bonus factors 54
Table 2.16 Criteria for measuring satisfaction with co-workers. 56 Table 2.17 Comparison of criteria for measuring satisfaction with leadership at KL and Thanh Dat. 57
Table 2.18 Additional interview results on colleague factors at KL 58 Information Service Company Limited
LIST OF FIGURES AND GRAPHICS
Figure 1.1 Maslow's hierarchy of needs 8
Figure 1.2 Herzberg's two-factor theory 12
Figure 1.3 Proposed research model at KL 16 Information Service Company Limited
Figure 2.1 Organizational chart of KL 29 Information Service Company Limited
Figure 2.2 Profit and cost chart for the period 2011 - 2016 36
1. Reason for choosing the topic
Nowadays, in the fierce competition in domestic and foreign markets, to survive, one must create a difference and be superior to competitors in the same industry. In the face of this strong competition in all aspects, the competition for human resources, considered the most important of enterprises, is also fierce. Because people are the ones who operate and create profits for enterprises, understanding employee satisfaction at work, thereby improving satisfaction factors, reducing turnover rates, and improving work morale is an important matter that needs to be paid attention to.
Recently, the increasing trend of office workers, especially young and capable employees, resigning has made the management of KL Information Services Co., Ltd. very worried. The senior management has clearly recognized that dissatisfaction with work has caused many employees to resign in recent times. Therefore, the extremely urgent and pressing issue now is to find out whether current office workers are truly satisfied, the factors that make them satisfied, dissatisfied, and from there, propose appropriate solutions.
The above reasons are the reason for choosing the topic: "Solutions to improve employee satisfaction at KL Information Services Company Limited" to determine the factors that satisfy employees at work, thereby providing some solutions to help managers and leaders have appropriate policies on current human resource issues.
2. Objectives of the topic
Research objectives of the thesis:
Identify factors affecting employee job satisfaction at KL Information Services Company Limited.
Analyze, measure, and evaluate the current status of factors affecting employee job satisfaction at KL Information Services Company Limited and the importance of each factor.
Proposing solutions to improve employee job satisfaction at KL Information Services Company Limited.
3. Research object and scope
The research object of the thesis is as follows:
Research object: Employee satisfaction at KL Information Services Company Limited.
Scope of study: Employees working at KL Information Services Company Limited.
4. Research methods
In this thesis, the analysis of the current situation and assessment of employee satisfaction at KL Information Services Company Limited is carried out based on primary and secondary data sources.
Secondary data was collected through the author's research on the business activities of KL Information Services Company Limited in the past 3 years.
Primary data is collected through two research phases: preliminary research and formal research.
First, the author chooses the model to select the first scale (theoretical scale) based on the research results measuring job satisfaction in Vietnamese conditions by Tran Thi Kim Dung (2005).
From the selected theoretical model, the research is conducted through two steps:
Preliminary research includes:
20-item survey method: Set up a questionnaire on factors affecting employee job satisfaction at KL Information Services LLC and ask all survey participants to fill in 20 items in the response section.
One-on-one interviews: The goal is to explore new factors that were not answered in the 20-opinion survey, introducing interviewees to the factors in the proposed research model that they did not answer in question 1, and at the same time providing opportunities for survey participants to come up with meaningful and relevant factors for the question.
Group discussion (group discussion activities were conducted in 2 groups, 1 male group, 1 female group, each group had 9 people). At the beginning of the group discussion, the author asked each member to give criteria affecting employee satisfaction at KL Information Services Company Limited with the aim of further discussing the missing factors in the step of collecting 20 opinions and one-on-one interviews above. Next, the author asked the group members to arrange the factors in order of first, second, and third importance. This helped the author determine which criteria were important, which criteria were not important, and which were not necessary for the research. After the group discussion, the research results showed that many factors and criteria identified in the above steps were eliminated. The basis for elimination is that the majority of members think that these factors are not important or they have not paid attention to this feature when using psychological consulting services at KL Information Services Company Limited or there is an overlap of factors, one factor is included in the other. At the same time, some new factors were discovered and added to the scale.
The criteria that the author collected in this step are used to calibrate the first scale (theoretical scale) to build the second scale and will be arranged into groups according to the 5-level Likert scale (a type of ordinal scale). From there, the author built a preliminary questionnaire to conduct a pilot interview.
The research sample was selected by convenience sampling method among the employees of KL Information Services Company Limited. The sample size was determined according to the standard n=50 + 8*m (m: number of independent variables) (Tabachnick and Fidell, 1996).
The results of the above pilot interview will be used to test the reliability analysis method of Cronbach Alpha, factor analysis (EFA) to eliminate variables with weights less than 0.4 and adjust the variables in the questionnaire to be more appropriate in the next study. The data collected from this study will be used to calibrate the scale for the second time and propose the scale for the third time (used to create the official questionnaire) to be applied in the official study.
Official research: After the official interview based on the official questionnaire, the collected data was checked by the method of correlation analysis.
Cronbach Alpha reliability, factor analysis (EFA) for the second time, from which the official model was established. SPSS 18.0 data processing software was used to process data, test scales, analyze factors and test models.
5. Practical significance of the topic:
The results of the topic contribute to creating solutions for human resource policies, as well as attracting, training, and retaining employees. Creating a stable, long-term working environment for them. The ultimate goal is to help the company's business situation become more stable, improve efficiency, and gradually dominate the market.
6. Thesis structure
The research result is a thesis with the following content:
Introduction: General introduction to the research topic.
Chapter 1: Theoretical basis, research model and research method Chapter 2 : Current status of business activities and job satisfaction of employees at KL Information Services Company Limited
Chapter 3: Solutions to improve employee satisfaction at KL Information Services Co., Ltd.
CHAPTER 1. THEORETICAL BASIS, RESEARCH MODEL AND RESEARCH METHOD
1.1. Theoretical basis
1.1.1. Concept of job satisfaction
There are many definitions of job satisfaction.
Wikipedia encyclopedia defines job satisfaction as an individual's satisfaction with his or her job. Meanwhile, Oxford advanced Learner's Dictionary defines satisfaction as the fulfillment of a need or desire.
One of the earliest and most widely cited definitions of job satisfaction is that of Robert Hoppock (1935, cited by Scott et al., 1960). The author suggests that job satisfaction can be measured in two ways:
Measures overall job satisfaction.
Measuring job satisfaction in different aspects related to work
job.
He also argued that overall job satisfaction is not simply a sum of
The sum of the satisfaction of the different aspects, of which overall job satisfaction can be viewed as a separate variable.
According to Locke (1976) job satisfaction is defined as a happy or positive state resulting from the employee's evaluation of his or her job or work experience. Job satisfaction is the result of the employee's favorable perception of what is considered important that the job brings.
According to Spector (1997) job satisfaction is simply how people feel about their jobs and the aspects of their jobs. It is the extent to which employees are satisfied or dissatisfied with their jobs.
Schemerhon (1993, cited by Luddy, 2005) defines job satisfaction as an emotional and affective response to various aspects of an employee's job. The author emphasizes that the causes of job satisfaction include job position, supervision, relationships with colleagues, and work environment.