Summary of Research Factors from Topics

Selected 200 samples by non-probability method, using 5-level Likert scale. Through analysis by Cronbach's alpha, the adjusted model has 6 factors, except for the working environment variable. The author's research results show 6 factors affecting job satisfaction in the following order: income, job characteristics, superiors, training and promotion, basic benefits, and additional benefits.

According to Do Phu Khanh Danh (2011), when studying the factors affecting job satisfaction of Ho Chi Minh City electricity employees. Initially, the author proposed a model with 7 factors: Income, nature of work, training and promotion opportunities, superiors, colleagues, working conditions, company benefits. Through analysis using cronbach alpha and factor analysis. The author's research model still includes the above 7 factors. The author also measured the factors through a survey questionnaire with a sample of 211, a 5-level likert scale. As a result, the author proposed 6 factors affecting job satisfaction as follows: nature of work, superiors, income, working conditions, training and promotion opportunities.

According to author Tran Van Hao (2012), the author conducted a study based on 8 factors: nature of work, training - promotion, leadership, colleagues, salary, working environment, benefits, job performance evaluation to study the influence of these factors on job satisfaction of employees at CT retail joint stock company. The author used a five-level likert scale, surveyed 215 samples, the research results showed that the factors affecting job satisfaction were: nature of work, training - promotion, salary, benefits.

Table 2.1: Summary of research factors from topics

Factor

Author
Smith	Weiss	Scheme -erhon	Fore man	Tran Kim Dung	Chau Van Toan	Do Phu Khanh Danh	Tran Van Hao
Nature of work	X	X	X	X	X	X	X	X
Training, promotion	X	X	X	X	X	X	X	X
Leader	X	X	X		X	X	X	X
Colleague	X	X	X		X	X	X	X
Income	X			X	X	X	X	X
Personal capacity		X
Company policy (benefits)		X	X	X	X	X	X	X
Working conditions		X	X	X	X	X	X	X
Job position			X
Job Evaluation				X				X

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(Source: compiled through references to the above topics)

2.3 The relationship between job satisfaction and personal characteristics

Many studies have also shown that personal factors influence satisfaction. Personal factors here include: gender, age, education level...

Research results of Keith & John (2005) on job satisfaction of workers: highly qualified workers, gender, managers and

Compared with income, the results showed that women have higher job satisfaction than men and income plays an important role in job satisfaction.

Sex:

According to Murray and Atkinson (1981) investigated how gender affects job satisfaction, reflecting that women pay more attention to social factors, while men pay more attention to salary, promotion and other external aspects. Similarly, the results of Robbins' research (Robbins et al., 2003) showed that the majority of women feel satisfied with their jobs. The factors that contribute the most to their satisfaction are colleagues, learning opportunities, and inherent factors in the job.

Level:

Tom (2007) researched job satisfaction in the United States and found that unskilled workers had a much lower level of satisfaction than skilled workers (33.6%-55.8%).

Seniority, age:

Seniority and age are also personal factors that influence job satisfaction. Seniority is the number of years an employee has worked (Oshagbemi, 2000). Robbins et al. (2003) found that there is a positive relationship between length of service and satisfaction. Robbins also found that there is a relationship between age and job satisfaction. As employees work longer, their initial expectations decrease to a more realistic level – that is, they have more realistic needs – thus making other expectations more attainable, which increases job satisfaction.

Thus, studying personal characteristics related to job satisfaction is necessary. Studies have shown that personal factors not only affect job satisfaction, but differences in personal characteristics also lead to different job satisfaction. Therefore, in the study

In the author's research, the author also included personal characteristics: gender, age, seniority, marital status, and education level for research.

2.4 Introduction to Vietcombank

2.4.1 Overview of Vietcombank

The Bank for Foreign Trade of Vietnam was established on April 1, 1963 on the basis of separation from the Foreign Exchange Management Department of the Central Bank (now the State Bank of Vietnam).

On June 2, 2008, the Bank for Foreign Trade of Vietnam officially transformed into the Joint Stock Commercial Bank for Foreign Trade of Vietnam, abbreviated as Vietcombank . On June 30, 2009, Vietcombank shares (stock code VCB) were officially listed on the Ho Chi Minh City Stock Exchange. In September 2011, Vietcombank signed a strategic shareholder contract with Mizuho Corporate Bank and sold 15% of additional issued shares (equivalent to 347.6 million shares for 567.3 million USD).

After more than 50 years of establishment, Vietcombank now has 1 transaction office, 78 branches with 311 transaction offices nationwide, and over 1,700 correspondent banks in more than 120 countries and territories worldwide. Vietcombank contributes equity capital to many subsidiaries, such as: Vietcombank Financial Leasing Company Limited, Vietcombank Securities Company Limited, Vietcombank - Cardif Life Insurance Company Limited, Vietnam Finance Company in Hong Kong, ... and invests capital in other joint stock commercial banks.

Over the years, Vietcombank has always promoted its role as the most prestigious bank in the fields of financing, import-export payments, foreign exchange trading, guarantees and international financial and banking services. Therefore, in the context of fierce competition, Vietcombank has maintained a high and stable market share.

Figure 2.5 Management structure diagram of Vietcombank.

(Source: Vietcombank Annual Report)

Figure 2.6. Vietcombank's financial report

(Source: Vietcombank Annual Report)

2.4.2 Vietcombank branches in Ho Chi Minh City

In Ho Chi Minh City, there are 12 Vietcombank branches and 65 transaction offices.

pandemic:

Table 2. 2. Vietcombank branches and transaction offices in HCM

STT

Code branch	Branch name branch	Number of rooms transaction	Address
1	007	Ho Chi Minh	19	10 Vo Van Kiet, Nguyen Thai Binh Ward - District 1, HCM
2	018	South Saigon	7	Floor 1,2,3,4 Building V6, plot V, New urban area Himlam, 23 Nguyen Huu Tho, Tan Hung Ward, District 7, HCM
3	025	Binh Tay	5	129 - 129A Hau Giang, Ward 5, District 6, HCM
4	033	Ben Thanh	4	69 Bui Thi Xuan, Pham Ngu Lao Ward, District 1, HCM
5	037	Tan Dinh	4	72 Pham Ngoc Thach, Ward 6, District 3, HCM
6	038	Thu Duc	5	Linh Trung I Export Processing Zone Administration Building, Linh Ward Trung, Thu Duc District, HCM
7	042	Phu Tho	4	664 Su Van Hanh, Ward 12, District 10, HCM
8	044	Tan Binh	6	108 Tay Thanh, Tay Thanh Ward, Tan Phu District, HCM
9	050	Vinh Loc	3	Road No. 7, Administrative Area, Vinh Loc Industrial Park, Binh Duong District Tan, HCM
10	051	District 5	2	2D-2E Ly Thuong Kiet, Ward 12, District 5, HCM
11	053	Binh Thanh	4	199 Dien Bien Phu, Ward 15, Binh Thanh District, HCM
12	072	Ky Dong	2	13-13Bis Ky Dong, Ward 9, District 3, HCM
Total		65

(Source: Vietcombank Annual Report)

2.4.3 Vietcombank's human resources situation

As of December 31, 2012, Vietcombank had approximately 13,637 employees. Along with the increase in business activities, the number of employees also increased significantly in line with the development of the bank. Compared to 2011, the number of employees increased by 8.53%, specifically 1,072 people.

2.5 Research hypothesis and research model

2.5.1 Research hypothesis

- Salary and bonus factor : Based on the above studies, the factor "salary and bonus" is identified as a factor affecting employee job satisfaction. Salary and bonus (also known as income) is the amount of money that employees receive from their total monthly salary at the bank, excluding other income when they do other jobs (at other places than the bank). This income includes regular and non-regular bonuses, commissions (if any) and other monetary benefits arising directly from the current main job.

Hypothesis H1(+): Income has a positive effect on employee job satisfaction, meaning the higher the income, the more satisfied the employee is with his or her job.

- Training and promotion opportunity factor: Training is the process of learning certain skills to perform a job. Promotion is the move to a position or a job with a higher level of importance. In this topic, training is understood as courses on skills and job skills for employees. Training and promotion are included in the factor because training is understood as improving the ability, creating conditions for employees to complete jobs in order to create promotion opportunities for employees. Therefore, people who are ambitious all want to work in an environment with many opportunities to learn and improve their skills and knowledge, that is why the author includes the factor "training and promotion opportunities" in the model.

Hypothesis H2(+): Training and promotion opportunities have a positive impact on employee job satisfaction. The more training and promotion opportunities employees receive, the higher their level of satisfaction.

- Colleagues : Colleagues are people who work together. In the scope of this topic, colleagues are people who work in the same department or at the same bank and regularly exchange and share work with each other. Most of the time in the work of a bank employee is working and exchanging,

Share with colleagues. A banking operation usually involves many departments, so to make the job go smoothly, employees need to get support from colleagues when needed, and find comfort and friendliness when working with colleagues (Hill, 2008). At the same time, employees must find their colleagues dedicated to their work to achieve the best results (Bellingham, 2004). In addition, colleagues need to be trustworthy (Chami & Fullenkamp, 2002). This hypothesis is as follows:

Hypothesis H3(+): Relationship with colleagues has a positive effect on satisfaction, meaning that the better the relationship with colleagues, the higher the employee's level of satisfaction with work.

- Working conditions factor : Working conditions are the working conditions of bank employees. For this research topic, working conditions are factors that affect the health and convenience of bank employees at work, including: workplace facilities (Bellingham, 2004), working hours, safe and comfortable workplace (Durst, 1997), overtime. When employees work in a comfortable environment, fully equipped, clean and comfortable workplace, employees will feel cared for. Partly satisfying the needs of employees, this is an important factor that helps employees increase labor productivity. Therefore, the hypothesis is set out as follows:

Hypothesis H4 (+): Working conditions have a positive effect on job satisfaction. Good (favorable) working conditions make employees more satisfied with their jobs.

- Nature of work : Nature of work is understood as the requirements for the job, the author measures the nature of work by the following variables: the job requires many skills of the employee, the employee understands the job well, the importance of the job in the bank, is the job arranged appropriately for the employee, do the employees have the right to decide within the scope of the work they are in charge of. Refer to the job characteristics model of Hackman and Oldman

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