Income: Is the remuneration that employees receive from their work at the enterprise. Income is an important factor affecting employee satisfaction with their work, employees always compare their income with other units and the fair distribution of income among employees. (Nguyen Trong Dieu, 2012)
1.1.3. Some research models related to employee satisfaction at work
Research by Doan Tien Song (2015) in Quang Nam has identified 6 factors affecting employee satisfaction at work: Job characteristics, salary, benefits, performance appraisal, leadership, training and promotion, and working environment. (Doan Tien Song, 2015)
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Review of Research Status Related to the Topic
Salary
Job Characteristics
Employee satisfaction
Performance appraisal
Leader
Training and advancement and working environment
Benefits
Diagram 1. 3. Research by Doan Tien Song (2015)
Research by Tran Kim Dung and colleagues (2005) by surveying about 500 full-time employees showed that the level of satisfaction with salary has a negative relationship with the level of effort and effort of employees. This paradox is explained by the lack of knowledge and skills of businesses about the market salary system.
Employee satisfaction
The school does not know how to design a scientific salary scale system, the payment of salary and bonus is often emotional, arbitrary and without specific and clear policies. As a result, the more effort people put into their work and try to contribute to the business, the more dissatisfied they are with the company's salary policy. Research shows that there are 7 factors that affect employee satisfaction with their jobs: Nature of work, leadership, colleagues, salary, training and promotion, company benefits and working conditions (Tran Kim Dung, 2005)
Nature of work
Leader
Colleague
Salary
Training and advancement
Benefits
Working conditions
Diagram 1. 4. Research by Tran Kim Dung and colleagues (2005)
Nguyen Trong Dieu's (2012) study on employee satisfaction with assigned work is influenced by two factors: "Working conditions, personal development opportunities and ensuring living standards" and "Leadership and fair income distribution".
Working conditions, personal development opportunities and guaranteed living standards
Employee satisfaction
dynamic
Leadership and equitable income distribution
Diagram 1. 5. Research by Nguyen Trong Dieu (2012)
Both factors have a positive influence on employee satisfaction at work and the factor “Working conditions, personal development opportunities and living standards assurance” has a greater influence than the factor “Working conditions, personal development opportunities and living standards assurance”.
“Leadership and equitable income distribution”. The study also showed that there was no difference between male and female workers in terms of job satisfaction, but there were differences according to age group, education level, job position and income level. (Nguyen Trong Dieu, 2012) .
According to (Nguyen Trong Dieu, 2012) master's thesis with the topic "Research on job satisfaction of employees at Trung Hai Cement Company - Hai Duong" in this study with the characteristics of the cement industry working in a hard and toxic working environment, the study identified 6 factors: work, training and promotion opportunities, income, leadership, colleagues and working conditions.
Regarding job satisfaction in the United States and some other countries, the following results were obtained:
49% of US workers surveyed said they were completely or very satisfied with their jobs, with only a very small number saying they were dissatisfied.
The study identified factors that increase job satisfaction, including: Gender, job security, small workplace, high income, relationships with colleagues, commuting time, supervision, public relations, and opportunities for advanced learning.
The percentage of people who are completely or very satisfied with their jobs in some other countries is as follows: Denmark is 62%, Hungary is 23% and Japan is 30%. (Nguyen Xuan Dat, 2013).
Tom's (2007 ) study on job satisfaction in the United States gave the following results: 47% of workers working in many fields were very satisfied with their jobs, while the unskilled labor group had a much lower level of satisfaction, with only 33.6% of those surveyed satisfied with their jobs, while the highly skilled labor group had a fairly high level of satisfaction with their jobs, with 55.8% of those surveyed satisfied with their jobs (Nguyen Xuan Dat, 2013).
In summary, the results of the authors' research on the level of job satisfaction of employees show that the level of satisfaction in different countries is different. However, the level of satisfaction is associated with a number of factors related to their job performance. The factors affecting the job satisfaction of employees in this study include: the nature of the job, salary, leadership, colleagues, training and promotion opportunities, and working environment. The results of the research show that the better these factors are, the higher the level of job satisfaction of employees.
1.2. Research model Proposed research model
The research model is built on the basis of the theory of job satisfaction, related theories and research results of some domestic and foreign authors to determine the factors affecting the job satisfaction of employees. On that basis, the topic builds an initial linear regression model with the dependent variable being job satisfaction and the independent variable being one of the following variables:
Nature of work
Working conditions
Salary and bonus
Leader
Employee job satisfaction
Colleague
Benefits
Training and advancement opportunities
Figure 1.6. Proposed research model
The research hypothesis is stated as follows:
H1: The factor Nature of work has a positive influence on job satisfaction H2: The factor Leadership has a positive influence on job satisfaction
H3: The factor Training and promotion opportunities has a positive influence on job satisfaction.
H4: The factor Colleagues has a positive influence on job satisfaction H5: The factor Income has a positive influence on job satisfaction H6: The factor Welfare has a positive influence on job satisfaction
H7: Working conditions factor has a positive influence on job satisfaction
Factors affecting employee job satisfaction:
Leadership factor: Leadership is understood as the direct superior of the employee. Leadership brings HL to employees through creating fair treatment, showing concern for subordinates, having the capacity, vision and ability to manage and support employees in their work. Leadership plays an important role between the work HL of employees coming from the support and guidance of the commander and the related tasks of the employees. According to Ramsey (1997), (cited in Luddy, 2005), leadership affects high or low work morale, the attitude and behavior of leaders towards employees can also be a factor affecting the cooperative or uncooperative behavior of employees. Leaders with a democratic style create a lot of sympathy from employees, can motivate them to work and reduce job dissatisfaction when encouraged at the right time. Many empirical studies show that there is a positive relationship between leadership factors and job satisfaction (Spector, 1985; Luddy, 2005; Tran Kim Dung, 2005; Ha Nam Khanh Giao, Vo Thi Mai Phuong, 2011).
On that basis, research hypothesis H 3 is proposed: The group of factors belonging to "Leadership" has a positive influence on employee job satisfaction.
Job nature factor: Job nature: Job nature is one of the factors that evaluate the job satisfaction of employees. Many studies on job satisfaction of employees have shown that the nature of the job affects their job satisfaction. Therefore, if the nature of the job is clear and suitable for the professional level of the employee, it will satisfy the job satisfaction of that employee.
The results of some studies such as: Research by Nguyen Trong Dieu (2012), research by Tran Kim Dung (2005), research by Doan Tien Song (2015) ... all show that the factor "Nature of work" has a positive impact on employee satisfaction at work. (Nguyen Trong Dieu, 2012), (Tran Kim Dung, 2005), (Doan Tien Song, 2015), (Nguyen Xuan Dat, 2013) .
On that basis, research hypothesis H1 is proposed: The group of factors belonging to "Nature of work" has a positive influence on employee job satisfaction.
Working conditions factor: Employees will feel satisfied with their jobs when they are provided with the best working conditions such as: workplace safety, adequate equipment and machinery, safety, etc. They are interested in the factor "Working conditions" because this is the factor that helps them complete the assigned tasks well. They will be dissatisfied if they have to work in a dangerous environment, without favorable working conditions.
The results of some studies such as: Research by Tran Kim Dung (2005), research by Nguyen Trong Dieu (2012), ... all show that the factor "Working conditions" has a positive impact on employee satisfaction at work. (Tran Kim Dung, 2005), (Nguyen Trong Dieu, 2012), (Nguyen Xuan Dat, 2013), (Doan Tien Song, 2015).
On that basis, research hypothesis H 7 is proposed: The group of factors belonging to "Working conditions" has a positive influence on employee job satisfaction.
Colleague factor: Colleague is the person you work with. In the semantics of this topic, a colleague is someone who works in the same company as you, someone you often discuss and share work with.
For most jobs, employees spend more time working with their colleagues than with their superiors. Therefore, like the relationship with superiors, the relationship between employees and colleagues also affects job satisfaction. Similar to the relationship with superiors, employees need to get support from colleagues when needed, find comfort and friendliness when working with colleagues (Hill, 2008). At the same time, employees must find in their colleagues dedication to work to achieve the best results (Bellingham, 2004). Finally, colleagues need to be trustworthy (Chami & Fullenkamp 2002).
On that basis, research hypothesis H 4 is proposed: The group of factors belonging to "Colleagues" has a positive influence on employee job satisfaction.
Salary factor: Salary is the amount of money that an individual, organization, region, country, etc. gets from work, from investment, from business, etc. In the semantics of this research topic, income is the amount of money that an individual gets from working for a business or organization. This income does not include income when they do other jobs (unrelated to the business or organization they are working for). Accordingly, this income will include basic salaries, allowances (if any), bonuses including periodic and non-periodic bonuses, commissions (if any) and other monetary benefits arising directly from the current main job.
On that basis, research hypothesis H5 is proposed: The group of factors belonging to "Salary" has a positive influence on employee job satisfaction.
Benefits: Benefits are the benefits that a person gets from his company in addition to the money he earns. According to Artz (2008), benefits play an important role in what the company pays its employees, and this part of the compensation affects job satisfaction. According to him, benefits affect job satisfaction. First, benefits are a part of the compensation that the company pays its employees, and this part of the compensation affects job satisfaction. Second, benefits sometimes act as a substitute for wages.
In Vietnam, the benefits that employees care about most include social insurance, health insurance, statutory leave, sick leave and personal leave when needed, the union protecting the legitimate interests of employees, annual travel, stable long-term employment at the company (no fear of losing the job), support from the company to buy a house, the right to buy company shares at a preferential price, etc.
On that basis, research hypothesis H 6 is proposed: The group of factors belonging to "Welfare" has a positive influence on employee job satisfaction.