- Component 8: Work pressure (Symbol WLD): includes
Variable symbol
Stated | |
WLD 1 | You often work overtime, or have to carry homework done on time |
WLD 2 | You have very little time for yourself and your family because must be busy with work |
WLD 3 | Your colleagues are often under pressure at work. High |
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Of the 8 components affecting job satisfaction, 7 components are hypothesized to have a positive (+) impact on job satisfaction, only the component of work pressure is hypothesized to have a negative (-) impact on employee satisfaction, so the study needs to recode the scale of this component to be suitable and know exactly the level of employee perception of job satisfaction caused by the factor of work pressure, specifically:
n = 6 - m
In there:
n: job satisfaction level due to work pressure
m: employee agreement level on work pressure factor (using uncoded 5-level Likert scale results.
For example: With the statement " You have very little time for yourself and your family because you are busy with work " . When the employee answers with the result "5" ="Strongly agree", this means that he is not satisfied with his job because there is too much work to do, creating heavy pressure at work, making him have very little time for his family. At this time, the level of job satisfaction in this case is n = 6-5 ="1"Strongly disagree".
3.3.2. Scale of organizational commitment
As presented in chapter 1, the study builds and uses the organizational commitment scale based on the Mayer & Allen scale, because the Mayer & Allen scale predicts and explains employee commitment better.
in the organization. The component factors used to measure organizational commitment used in the study include 3 components: (1) affective commitment, (2) continuance commitment, (3) normative commitment.
The organizational commitment scale includes components with the following observed variables:
Component 1: Emotional organizational commitment (Symbol AC): includes 7 observed variables denoted as AC, from AC1 to AC7
Variable symbol
Stated | |
AC 1 | Do you consider the company as your second home? |
AC 2 | I am proud to work in the company. |
AC 3 | I am glad that I chose your company to work for. |
AC 4 | The company is very important to you. |
AC 5 | Do you feel like a member of the company family? |
AC 6 | Do you feel that the company's difficulties are also your problem |
AC 7 | Do you feel like you belong to the company? |
Component 2: Organizational commitment to maintain (Symbol CC): includes 6 observed variables denoted as CC, from CC1 to CC6
Variable symbol
Stated | |
CC 1 | Staying with the company is now necessary for you. |
CC 2 | Even though you want to, you feel like leaving the company at this time. this is difficult for me |
CC 3 | Your life will be greatly affected if He/she left the company |
CC 4 | If you leave the company now, you will not have many other options |
CC 5 | If you don't invest a lot in the company, then maybe You have left the company |
CC 6 | If you leave the company, it will be difficult for you to find another job. at the company |
Component 3: Organizational commitment for ethics (Symbol NC): includes 6 observed variables denoted as NC, from NC1 to NC6.
Variable symbol
Stated | |
NC 1 | Do you feel responsible to stay with the company? |
NC 2
Even though the job elsewhere is better, I feel found leaving the company was not advisable | |
NC 3 | You feel guilty if you leave the company at this time. This |
NC 4 | The company deserves your loyalty. |
NC 5 | You cannot leave the company at this time because of your sense of responsibility. Your responsibility to everyone in the company |
NC 6 | The company has brought you many things so you feel too indebted to the company |
Summary:
This chapter presents the research method implemented in the topic to build and evaluate the scales and theoretical models. The number of samples included in the official study is 325 samples. Employee job satisfaction is measured by 8 components including 37 observed variables. Organizational commitment is also measured by 3 components including 19 observed variables. The collected data will be processed by the statistical analysis program SPSS 11.5 for Windows to produce research results.
CHAPTER 4
DATA PROCESSING AND RESEARCH RESULTS
In chapter 3, the study presented the research methodology to build and evaluate the scale and research model. Chapter 4 will present the research results, data processing and the results of the research through the analysis of collected data. The research results presented in this chapter include: results of scale evaluation, results of EFA exploratory factor analysis, and results of regression analysis.
4.1. Preliminary assessment of the scale
4.1.1. Evaluation of job satisfaction scale
As presented in the above section, before entering into exploratory factor analysis, the research data will be tested by Cronbach Alpha using SPSS software to check the reliability of the scale of job satisfaction components. The job satisfaction scale has 8 job components with 37 observed variables, the test results are presented in the following table:
Table 4-1: Cronbach's Alpha results of CV satisfaction scale components
Observation variable
Average scale if variable type | Scale variance if variable type | Total variable correlation | Cronbach's Alpha if variable type | |
Work nature factor group (WORK) Cronbach's Alpha=.7723 | ||||
Work 1 | 11,6338 | 6,9921 | ,6334 | ,6863 |
Work 2 | 11,4769 | 7,3490 | ,6266 | ,6935 |
Work 3 | 11,6092 | 7,2697 | ,5482 | ,7316 |
Work 4 | 11,7200 | 7.2825 | ,5015 | ,7588 |
Leadership Factor Group (SUP) Cronbach' s Alpha=.9269 | ||||
Sup 1 | 26,9077 | 37,2692 | ,7813 | ,9140 |
Sup 2 | 27,0431 | 37,8932 | ,7870 | ,9135 |
Sup 3 | 26,8308 | 37,9805 | ,8061 | ,9120 |
Sup 4 | 26,8615 | 38,9283 | ,7382 | ,9173 |
Sup 5 | 26,7846 | 40,1078 | ,6816 | ,9215 |
Sup 6 | 26,8308 | 39,2213 | ,7542 | ,9162 |
Sup 7 | 27,0031 | 38,4475 | ,7504 | ,9164 |
Sup 8 | 26,9938 | 39,3024 | ,6910 | ,9209 |
Salary factor group (PAY) Cronbach' s Alpha=.8581 | ||||
Pay 1
10,5877 | 10,6628 | ,5871 | ,8689 | |
Pay 2 | 10,3323 | 10,1917 | ,6674 | ,8348 |
Pay 3 | 10,3415 | 10.2256 | ,7921 | ,7856 |
Pay 4 | 10,4154 | 9,9041 | ,7852 | ,7851 |
Colleague Factor Group (COW) Cronbach' s Alpha=.6958 | ||||
Cow 1 | 11,7785 | 7,6915 | ,6958 | ,8763 |
Cow 2 | 11,8400 | 6,8262 | ,7936 | ,8396 |
Cow 3 | 11,7662 | 7,2600 | ,8179 | ,8329 |
Cow 4 | 11,9323 | 7,1374 | ,7167 | ,8705 |
Training and promotion opportunity factor group (PRO) Cronbach' s Alpha=.9347 | ||||
Pro 1 | 20,9877 | 39,9073 | ,7657 | ,9267 |
Pro 2 | 21,0708 | 40,2635 | ,8031 | ,9234 |
Pro 3 | 21,0892 | 39,6988 | ,7974 | ,9237 |
Pro 4 | 21,0154 | 39,9226 | ,8222 | ,9216 |
Pro 5 | 21,2092 | 39,2586 | ,7864 | ,9249 |
Pro 6 | 21,0092 | 39,7684 | ,7862 | ,9248 |
Pro 7 | 21,1262 | 40,1044 | ,7603 | ,9272 |
Brand factor group (TRADE) Cronbach' s Alpha=.8447 | ||||
Trade 1 | 11,8092 | 6.6363 | ,6702 | ,8120 |
Trade 2 | 11,5754 | 7,0784 | ,7208 | ,7859 |
Trade 3 | 11,9569 | 7,1216 | ,6984 | ,7953 |
Trade 4 | 12,0031 | 7,7623 | ,6467 | ,8183 |
Work environment factor group (PLACE) Cronbach' s Alpha=.8312 | ||||
Place 1 | 7.5446 | 3,7796 | ,6872 | ,7694 |
Place 2 | 7,5262 | 3,7130 | ,7265 | ,7305 |
Place 3 | 7,3538 | 3,8528 | ,6580 | ,7982 |
Work stress factor group (WLD) Cronbach' s Alpha=.8341 | ||||
WLD 1 | 5.5046 | 5,4051 | ,6515 | ,8137 |
WLD 2 | 5,6431 | 5,2055 | ,7336 | ,7315 |
WLD 3 | 5,6892 | 5,4556 | ,7013 | ,7642 |
The preliminary test results show that the component variables to measure the level of job satisfaction have a total correlation coefficient > 0.4 and a Cronbach's Alpha coefficient > 0.6. Thus, the scale measuring the level of job satisfaction such as: nature of work, leadership factors, salary, colleagues, training and promotion opportunities, brand, working environment, work pressure all satisfy the requirements of Cronbach's Alpha reliability (Cronbach's Alpha at least > 0.6)
The following is a summary table of the reliability coefficients of the satisfaction scale components:
Table 4-2 Summary table of reliability coefficients of satisfaction scale components.
STT
Scale | Number of observed variables | Cronbach's Alpha | Total variable correlation coefficient lowest | |
1 | Nature of work | 4 | 0.7723 | 0.5015 |
2 | Leader | 8 | 0.9262 | 0.6816 |
3 | Salary | 4 | 0.8581 | 0.5871 |
4 | Colleague | 4 | 0.8874 | 0.6958 |
5 | Training and advancement opportunities | 7 | 0.9347 | 0.7603 |
6 | Trademark | 4 | 0.8447 | 0.6467 |
7 | Working environment | 3 | 0.8312 | 0.6872 |
8 | Work pressure | 3 | 0.8341 | 0.6515 |
4.1.2. Employee engagement scale assessment
The scale of employee commitment to the organization was measured by 3 components with 19 observed variables using SPSS 11.5 software. The preliminary test results are presented in the following table:
Table 4-3 Cronbach's Alpha results of the emotional attachment scale components.
Observation variable
Medium scale if variable type | Variance scale if variable type | Total variable correlation | Cronbach's Alpha if variable type | |
Emotional attachment factor group (AC) Cronbach's Alpha=.9282 | ||||
AC 1 | 23,5046 | 28,8248 | ,7387 | ,9206 |
AC 2 | 23,3292 | 28,2400 | ,8093 | ,9135 |
AC 3 | 23,3292 | 28,4314 | ,8060 | ,9138 |
AC 4 | 23,3723 | 28,5060 | ,8388 | ,9109 |
A 5C | 23,3108 | 28,9371 | ,7700 | ,9174 |
AC 6 | 23,2369 | 30,0764 | ,7019 | ,9237 |
AC 7 | 23,5231 | 28,7625 | ,7411 | ,9203 |
Cronbach's Alpha=.7019 | ||||
CC 1 | 16,5815 | 26,9046 | ,4884 | ,8504 |
CC 2 | 16,9908 | 23,8672 | ,6680 | ,8199 |
CC 3 | 17,1231 | 22,2317 | ,7497 | ,8028 |
CC 4
17,5015 | 22,3187 | ,7315 | ,8064 | |
CC 5 | 17,2031 | 24,6006 | ,5450 | ,8429 |
CC 6 | 17,4615 | 22,8974 | ,6340 | ,8268 |
Ethical Engagement Factor Group (C) Cronbach' s Alpha=.8761 | ||||
NC 1 | 17,9015 | 22,5952 | ,6944 | ,8528 |
NC 2 | 17,9108 | 22,9704 | ,6698 | ,8569 |
NC 3 | 18,1908 | 21,3956 | ,7467 | ,8432 |
NC 4 | 17,9600 | 22,1311 | ,7203 | ,8483 |
NC 5 | 17,9169 | 22,4283 | ,7279 | ,8476 |
NC 6 | 18,5508 | 22,4272 | ,5544 | ,8803 |
The test results show that the emotional attachment component has a Cronbach Alpha coefficient = 0.9282; the maintenance attachment component has a Cronbach Alpha coefficient = 0.7019; the moral attachment component has a Cronbach Alpha coefficient = 0.8761.
The test results show that all scales have a total correlation coefficient >
0.4 and Cronbach's Alpha coefficient > 0.6. Thus, the scales measuring the level of commitment to the organization satisfy the Cronbach Alpha reliability requirements.
Table 4-4: Summary table of reliability coefficients of engagement scale components
STT
Scale | Number of observed variables | Cronbach's Alpha | Total variable correlation coefficient lowest | |
1 | Bonded by love | 7 | 0.9282 | 0.7019 |
2 | Connect to maintain | 6 | 0.7019 | 0.4884 |
3 | Bonding for morality | 6 | 0.8761 | 0.5544 |
4.2. Exploratory factor analysis (EFA)
After preliminary evaluation of the scale measuring job satisfaction and the scale measuring organizational commitment using Cronbach Alpha coefficient. Then, all observed variables are put into factor analysis (EFA), EFA factor analysis will help to explore research concepts, eliminate unsatisfactory measurement variables and ensure the scale is homogeneous. The purpose is to reduce the set of closely related observed variables into a number of factors without reducing the amount of information of the original variables.
In the process of factor analysis, researchers often note the following requirements and standards:
- Factor loading > 0.45 1 , if any variable has a factor loading ≤ 0.45 it will be eliminated, the largest factor loading in a column belongs to that factor.
- If the extracted variance is ≥ 50% and the eigenvalue is greater than 1, the scale is accepted.
- KMO coefficient (Kaiser - Meyer - Olkin) - value used to consider the suitability of factor analysis, so the KMO value must be between 0.5 and 1.
(0.5 < KMO < 1) 2 is suitable for the collected data, but if KMO < 0.5 then it is not suitable.
- The significance level of the Barlles test sig ≤ 0.5, then it is statistically significant.
- Observed variables are correlated with each other in the overall scope, the difference in factor loading coefficient of an observed variable between factors ≥ 0.3 to create discriminant value between factors (Jabnuon and Al-Tamimi, 2003).
4.3. Testing the scale measuring job satisfaction using EFA
With 37 observed variables of 8 components of the scale measuring the level of job satisfaction entered into the EFA exploratory factor analysis, after analyzing by the factor rotation method from the 8 original components, 7 factors were formed. The factor loading coefficients (factor weights) are all greater than 0.45 and meet the requirement at Eigenvalue = 1.119. The extracted variance is 69.377% (>50%) showing that 69.377% of the variation in the data is explained by 7 factors. According to Hair & ctg (1998), the extracted variance must be 50% or more. The significance level of the bartlett test = 0.000 (<0.05) so the observed variables are correlated considering the overall scope. The KMO coefficient = 0.944 (0.5 < KMO < 1) so factor analysis is appropriate. Therefore, the derived scales are acceptable.
Thus, the results of the exploratory factor analysis show that the job satisfaction scale from 8 components after the EFA exploratory factor analysis is grouped into 7 components with 37 observed variables. The working environment component with 3 observed variables is separated and grouped together with the leadership component (leadership 1->7, working environment 2, working environment 3) and training and promotion opportunities 1-7, working environment 1). The extracted factors all achieve reliability and value.
1 According to Hair & ctg (1998, 111), Multivariate Data Analysis, Prentice-Hall International, Inc, Factor loading is the criterion to ensure the practical significance of EFA (Ensuring practical significance). Factor loading > 0.3 is considered to have achieved the minimum level, Factor loading > 0.4 is considered important, ≥ 0.5 is considered to have practical significance. Hair & ctg (1998,111) also advises readers as follows: if you choose the Factor loading > 0.3 standard, your sample size must be at least 350, if your sample size is about 100, you should choose the factor loading > 0.55 standard, if your sample size is about 50, Factor loading must be > 0.75.
2 KMO is an indicator used to examine the appropriateness of EFA, 0.5 ≤ KMO ≤ 1 then factor analysis is appropriate. Bartlett's test examines the hypothesis that the correlation between observed variables is zero in the population. If this test is statistically significant (Sig ≤ 0.05) then the observed variables are correlated with each other in the population (Trong & Ngoc, 2005, 262).