Demographic vs. Job description

Job description may include the requirement for any task. That would consist of skills and knowledge. A job description is a list of the general tasks, or functions, and responsibility of a position. Typically, it also includes to whom the position reports, specifications such as the qualification needed by the person in the job. A job description is usually developed by

conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Table 4-14 showed the result of ANOVA test among the sample of 197 Vietnamese students in Taiwan were taken randomly to test the importance level of job factors to a job choice. The result indicated that students in different level of education had a significant value (F=4.286, p<.01) which means Vietnamese students in Taiwan in different education level would have significantly difference influenced by job description to their job decision. In which, the Scheffe test could be more clear to conclude that the group of masters were greater than undergraduates. That can be understood that Vietnamese students in master program in Taiwan have much influenced by job description on job choice than undergraduate students.

In addition, the students who have different language competence or in other word, students speak difference languages have a significant different influence by job description to their choice for career. The significant value was (F=6.085, p<.05). In the table of Demographic vs. Job description, Language competence was not only result a significant value but also had a significant different among those student speak English only, Chinese only and both Chinese and English. Post hoc test exhibited that group 1(students speak English) was the greatest

significance in compare with group 2 (students speak Chinese) and group 3 (students speak both Chinese and English). That means there is a big significant difference influence by job

description to job choice among English speaking students and the others. From this result, we

can conclude that a job description had a very significant influence on job choice of Vietnamese students who had different education level and language competence. The difference was mostly on the group of undergraduate students and English speaking students.

Table 4-14: Demographic vs. Job description

n Mean

of study (2)Science and

Engineering 143 3.95 .790 1.977 .071

4.4.3 Demographic vs. Job requirements

Job requirement is a very important component which often goes with a job title and description. A job seeker may look carefully on job requirement to see how to meet the

requirement and whether they can handle the job. A job requirement defined in this research was about the required tasks, skills, and workload may incur. In this study, the questionnaire was designed to ask students beside Vietnamese which supposed to be mother tongue of Vietnamese students what other language they can speak. The result in Table 4-15 showed in language competence mean that students can speak foreign languages and Vietnamese.

ANOVA test result showed in table 4-15 was about the demographic characteristics versus job requirements to see the importance level of job requirement to a job choice of

Vietnamese students in Taiwan. From the table we can see the very significant value on language competence was (F=5.030, p<.01) that means there was a much significant difference influence by job requirement on Career choice of Vietnamese students who had different language

competence. We can conclude more deeper by the result of Scheffe test’s result that Vietnamese students in Taiwan who speak English will be more influenced by job requirement than the others who speak Chinese only or both Chinese and English.

This sample of Vietnamese students at all universities and colleges in Taiwan which consists of 40 students speaking English, 56 students speaking Chinese and 101 students speak both of the languages. However, the significant value of language competence to job

requirements can support to conclude that different language competence of students can be differently influenced by job contents in term of job requirements while looking for a job as a real career for their future

Table 4-15: Demographic vs. Job requirements

4.4.4 Demographic vs. Social aspect of Job

A social aspect of job was defined as the status of the job in society. This study was trying to explore the expectation of Vietnamese students about their job in the future as a real career.

Among 197 students taken randomly as a sample to research, the group of students in different language competence showed a significant value to social aspect of the job they will choose for their career. Students speak English were much influenced by social aspect of the job than who speak Chinese only and who speak both Chinese and English.

The significant value of language competence was (F=7.168, p< .01). That could represent the whole population of Vietnamese students in Taiwan to confirm that students with different language competence had a significant influenced on job choice by social aspect of the job they were looking for. Especially, those speak English had been much influenced than the others who had different language competence indicated in Table 4-16.

4.4.5 Demographic vs. Rules & discipline

Rules and discipline were the regulation of any organization which may concern to may conditions of working. It may appear in the employment contracts between employee and employer before starting to work.

Rules and discipline of any organization may be established base on the characteristic of its business. Each specific job may have specific rules and discipline required employees to follow. For instant, someone works for a bank. He/she has to involve in some rules such as uniform wearing, customer service attitudes, time of work etc. That may different from someone worked in chemical industry. They must follow strict regulations about safety and cleanness.

That may be specific in the requirement if necessary. Students, who were looking for a job, might look at this point with different attitude. Some agreed with the importance of rule and

discipline as a part of job contents. Some think that was normally. It was the thing employee had to follow if they wanted the job. But others thought that they have to consider the job because of its disciplines which might make them think that they could not follow all the regulation. That was unnecessary or too much or too strict for them.

The result of this research showed that students had difference consideration on job choice in term of rules and disciplines of the job. ANOVA test’s result exhibited the significant value which means that there was a significant difference somewhere among those students who had different language competence. The significant value was (F=4.451, p<.05). That can draw a conclusion that with 95% of confidence, this sample can be represented for the whole population of Vietnamese students in Taiwan to conclude that students with different language competence had been influenced differently by rules and disciplines of the job in job choice.

However, Scheffe test’s result in Table 4-17 can add to the conclusion that the difference mentioned was mostly focused on the group of students who can speak both kinds of language:

English and Chinese. It showed the greater value than the others group’s (who speak a single language such as English or Chinese only) in Post hoc test with Scheffe test.

This sample of 197 students had 101 students who can speak both Chinese and English.

Based on the significant value among the variance, the study found out those Vietnamese students in Taiwan had a significant attitude to regulations of the job when they decided to choose a job for their career in such a long time orientation.

Table 4-16: Demographic vs. Social aspect of Job

Table 4-17: Demographic vs. Rules & discipline

4.4.6 Demographic vs. Job security, Job value, Payment and other job contents.

y Job security

Job security is known as a commitment between company and employees in case of job cutoff, employees became unemployed. Students were asked how they felt the importance of job security in job choice. The possibility of loosing the job may affect much to students’ job choices.

Most of the answers returned showed that there was any significant value among those variances to represent the population to draw a conclusion. The significant value was not enough confident to state the different among the different groups of students in different background and

characteristics. The result showed in table 4-18.

y Job value

Job value was defined as the meaningful of the work. That may be found in job

description about the contents of the work. It depends on people’s characteristics, their interests, hobbies and background to the expectation for a job value. For instant, an extravert, talkative, innovative person will predict to dislike a routine work with everyday the same assignment continuously, monthly and annually. They may look for a job suit to their interests, hobbies and their ambition for career.

The result displayed in Table 4-19 was about the characters of Vietnamese students in Taiwan and their attitude to job value in job decision. ANOVA test seen that there is no significant value for the all seven demographic factors and job value. There is no evidence of confidence to draw a conclusion for the population of Vietnamese students in Taiwan about the influence of job value to their job decision for future careers.

y Payment

The result in Table 4-20 indicated that payment is seen as the most importance part of the attractiveness of the job. Payment can be understood as income of the job or the salary received from work. ANOVA test can not show the value of significant for any factor because the mean of the variances was distributed in the linear. Payment is the received money for working and the responsibilities of the job. Obviously it is importance to every employee. It is true to state that no one wants to work without any paying.

y Other job content

Other job content in this research was about the other contents which were not mention in job contents parts. Table 4-21 indicated that students’ attitude to other job contents were

“neutral”. The means distribution of those variances was around 3.00. There is no significant value for other job contents. Other job contents may not be in the consideration when choosing a job of Vietnamese students in Taiwan.

Table 4-18: Demographic vs. Job security

Table 4-19: Demographic vs. Job value

Major field of study (2)Science and

Engineering 143 4.29 .803 .382 .890

Table 4-20: Demographic vs. Payment

Table 4-21: Demographic vs. Other contents

Level of education (1)Undergraduate 84 3.25 .930 1.506 .214

(2)Master 88 3.01 .953

4.5 Demographic vs. Human resource systems

Human resource systems (HRS) were defined in this research as the treatment policy of companies to their employees. HRS may concern to Reward policies, Benefit (i.e., Occupational pension, heath care, life-insurance), Fringe benefit (i.e., Holidays and vacations, Gifts in major festivals, Family care), Training & Development with Self- development (i.e., training, ability improvement, experience earning) and Promotional opportunities (opportunities for advancement) and Other HR policies

The questionnaire was to ask students about the effect of those conditions in HRS to their job choice. How they felt its importance to their job decision. The result displayed in tables below was examined by ANOVA and Post hoc test.

4.5.1 Demographic vs. Reward policies

The reward policy here was concerned about other receive beside salary that employee may get by chance. It may be seen as another kind of payment in term of HRS. Different people may have different attitude of the importance of Human resource system influenced on any career choice.

This result in Table 4-22 showed the significant value of language competence to reward policies. The significant value of language competence was (F=3.219, p<.05) which means students speaking different languages had a difference influence on job choice by different attitude to reward policies. They may look for and expect in different kinds of treatments in the organization.

Speaking English students were significant difference with speaking Chinese students or who speak both English and Chinese. The significant value can help the research conclude with 95% of confidence this sample can be represent for the whole population in term of speaking

different languages had a difference influence on job choice by different attitude to human resource system by their consideration on reward policies of companies. Vietnamese students in Taiwan have different attitude when choosing a job for their future career if they had a different language competence.

Table 4-22: Demographic vs. Reward policies

(*) p<.05; (**) p<.001

Major field of study (1)Business and

Management 143 4.22 .817 .557 .764

4.5.2 Demographic vs. Benefit and Fringe benefit

This study distinguished benefit and fringe benefit as a separate part from rewards. In fact there is a wide variety of financial and personal job benefits. The benefits package includes all financial rewards that are generally not paid directly to the employee. These benefits are a significant part of employee "total compensation". Benefits may be vacation (Accrued vacation in excess of established amounts may be converted to cash), Holidays, Health Plan, Retirement Benefits, Life insurance, Disability Benefits, Job Sharing etc. In this research, students were asked about their attitude to the importance of benefit. How benefit of a job affected their job choices. The result in Table 4-23 indicated that most of the answers presented their high evaluation to the importance level of benefit to a job decision. However, the result of this study exhibited that there was not any significant value for the factors tested by ANOVA. That can not conclude for the population of Vietnamese students in Taiwan. However, the means of variances ranging from 3.50 to 5.00 can help to judge that students in this sample were much considered about benefit of the job was an important part of treatments that company offered with job.

The result in Table 4-24 showed the same value for fringe benefit testing with ANOVA. Fringe benefits here were considered as another part of non financial payment. They may be offered by many kinds differently in different organizations. Fringe benefits could be anything that would make the life of the employee a little easier. Fringe benefits may be free education for children, free transport to-and-fro the office, accommodation or reimbursement of rental charges,

discounted meals, free meals, cell phones, clubs memberships/ gym facilities, gifts in cash or kind during festivals. There was no evidence to conclude that it happened with all Vietnamese students in Taiwan.

Table 4-23: Demographic vs. Benefit

Table 4-24: Demographic vs. Fringe benefit

4.5.4 Demographic vs. Self- development opportunity and Promotional opportunities

Self- development opportunity and Promotional opportunities were recognized as the chance of training and development of HRS. Any employee when entered an organization may expect the chance of being well trained and development opportunities.

By testing with the same way, the result came out two significant values for language competence and working experience. The significant value of language competence was (F=4.058, p<.05) so it was a significant value which mean there was a significant difference among those students who had difference language competence. There was also a significant different among those who had working experience and who were so called “freshmen” (without any working experience). The term of working experience here was defined as whatever works they got before include any kinds of trainings, internships or part time jobs. The significant value for working experience was F=4.121, p<.05). That was 95% confidence to conclude that there was a significant different among Vietnamese students in Taiwan with working experienced students and “freshmen”.

In addition, Post hoc test fingered out that the significant value of language

competence could be seen much difference between group (1) (who speak English only) and group (2) (who speak Chinese only). That the significant value of group (1) was greater than group (2) which mean that the significant different in consideration the condition of Self-

development opportunity in job finding of English speaking students was much significance than Chinese speaking students. The result showed in table 4-25

However, no significant value was found in ANOVA test for Promotional opportunities variable in this sample so there was no clue to draw conclusion for the population of Vietnamese students studying in Taiwan. The result showed in table 4-26

Table 4-25: Demographic vs. Self- development opportunity

n mean Std. (2)Science and Engineering 35 4.89 .323

(3)Medical 4 4.50 .577

(3)Both (English and Chinese) 101 4.59 .710 Working

experience (1)Yes 82 4.48 .757 4.121* .044

(2)No 115 4.69 .693

Table 4-26: Demographic vs. Promotional opportunities

4.5.5 Demographic vs. Equality

The treatment policies in any organizations were the things that might affect directly to people’s choice. That was the impression of HRS. Employee may look for equality in a company in many ways such as gender equality, physical disability equality. Equality between women and men or gender equality promoted the equal participation of women and men in decision making.

Gender equality means an equal visibility, empowerment and participation of both sexes in all spheres of public and private life. Gender equality is the opposite of gender inequality, not of gender difference.

Both women and men play important roles in productive work throughout the world, providing for themselves and their families. But women’s roles are often invisible, as they tend to be more informal in nature, such as self-employment and subsistence production. Even when women and men do perform the same tasks for pay, women are often paid less and receive lower benefits from their work than men in developed as well as developing countries. However, a small part of society who was physically disabilities would look for a fair treatment policy and other well fair from the organization they work for.

The gender difference was a significant value in ANOVA test which was (F=7.975, p<.05) in term of equality mean that was very significant difference in the expectation for equality between male and female. Vietnamese students were as well as the rest of the world looking for the equality in which gender equality was most expected. The significant value of gender versus equality was the clue to draw the conclusion on students’ expectation on their works. This study found that Vietnamese students in Taiwan in different gender had significant difference in equality at work. Male and female were looking for different kind of equality in job. Their

expectations of equality at work were differently. The result showed in table 4-27 Table 4-27: Demographic vs. Equality

n mean

Level of education (1)Undergradua

te 84 4.32 .794 .556 .644

(2)Master 88 4.42 .827

(3)Ph.D 19 4.58 .769

(4)Other level 6 4.33 1.633 Major field of

study (1)Business and

Management 143 4.39 .839 .780 .587

4.5.6 Demographic vs. Other HR conditions

Other HR conditions mean that the HRS conditions which were not mentioned above and according to individual in specific case. In this study, no value was found as significant value for the other HR conditions variable so that could not jump to any conclusion for the population of Vietnamese students in Taiwan. The result showed in table 4-28

Table 4-28: Demographic vs. Other HR conditions

n mean

study (1)Business and

Management 143 3.24 .936 1.328 .247

4.6. Demographic vs. working conditions

Working condition factor was defined in this study was delivered in 5 categories to ask students how these factors influence to their job choice. The questionnaire was based on working environment with at the work site (Physical Safety, Physical environment, mental stress,

Workplace) and outside the work (Political conditions, Economic conditions, Industry trends,

Workplace) and outside the work (Political conditions, Economic conditions, Industry trends,