Job contents

The first impress about the job is job title, job description and the descriptive

responsibility about the job (Gianakos, 1999). That is the first level factors at reorganization stage. The defining characteristic was the emphasis on the act of recognition or on the characteristic job (Herzberg, Mausner & Synderman, 1993).

Status and responsibility involved in job contents factors relating to responsibility and authority which includes those sequences of events in which the person derived satisfaction from being given responsibility for his work or for work of other or being given new responsibility. Status was coded for the position of the job. Status often showed the

responsibility for the job (Herzberg et al, 1993). Individual selected occupations at least partly on the basic of content of the work and job satisfaction are prone to overlook the content of the work in favor of effects of social relationships (Vroom, 1995). Work is important in the lives of individuals for several reasons such as security for life, opportunities for developing, source of status in society and the meaningful of the work for individual’s life. A young worker entered the job market with higher educational levels as well as the greater expectations concerning toward the work itself (Steers & Porter, 1991)

The work itself was about the actual doing of the job or the tasks of the job as source of

difficult that made up some duties of a position for a job (Herzberg et al, 1993) 2.2.1.4 Working conditions

Working conditions were recognized as non-financial rewards includes everything in a work environment that enhances a worker's sense of self-respect and esteem by others (e.g., work environments that are physically, socially, and mentally healthy; opportunities for training and personal development, effective supervision, recognition) (Cascio, 2006)

Health and safety in the workplace is an area that has some of the strongest rules that embody workers' rights in law although this is matched by employees' responsibilities to themselves and colleagues (Vroom, 1995). In as much as companies have a responsibility to provide a safe working environment for workers and members of the public, it is for workers to maintain that safe working environment too (UK-Working Rights, 2008)

Many issues about safe working, hazards at workplace may require the correct working procedures, provide safety clothing from organizations. People with careers related to working at sites or evolved in any producing process have a special attention to healthy and safety condition of the organization (Hellriegel and Slocum, 2009).

Working hours and holidays are now subject to a raft of legislation aimed at making sure that workers get a reasonable work-life balance that will reduce stress and increase performance (Steers et al, 1991). Working hours are restricted to minimum levels although there are some exceptions and loopholes. There are a number of different types of leave as well; annual holiday allowances, compassionate leave, maternity and parental leave to name just a few. People

nowadays are too busy with work so that they pay more attention to take time off their work such

as (holidays, child carrying period, other leaving time). People consider job not only the working hours but also the leisure time it offered (Vroom, 1995)

However, the political environment which mentioned about any changes in law,

government regulations, and economic trends also influence employee trends. The employment marketplace which was proof that ages and interests of people also influenced the characteristics of the job market had changed a lot since the changes of job seekers (Dlabay et al, 1989)

2.2.1.5 Human resource systems

Human Resource systems and company's treatment can attract job candidates by various characteristics. Money is obviously a powerful to capture the minds and hearts of workers and to maximize their productivity (Honeycutt & Rosen, 1997). However, rewards bridge the gap between organizational objectives and individual expectation and aspirations (Cascio, 2006).

Rewards, benefit or fringe benefits help enrich the job meaningfulness. Employee can find a good treatment not only for themselves but also for their family. Family friendly policies were Human resource policies in which an organization implemented to respond to the worker’s

family-oriented needs and may include policies regarding child and elder care (Honeycutt et al, 1997). Reward management has a key position within HR policies (Cable & Judge, 1994). Pay is a central organizational concern because questions of financial control and cost management are themselves fundamental to the organization and to management decision (White & Druker, 2009).

Apart from salary is the main part of monthly income, a financial reward such as bonus, performance reward is highly appreciated when considering to choose a job follow with other

legal assistance, health and fitness facilities, stock options, and retirement plans etc. (Dlabay et al., 1989). Typically, employees enjoyed a variety range of employee's benefit plans which are pension schemes, shorter working hours, longer holidays and access to a range of perk dependent on their grade and status (White et al, 2009). The new pay is characterized not only by an

emphasis on a new way of thinking about pay but also by an association with a specific set of new pay practices: Linking pay to performance or competencies, using team-related bonuses

(Thompson, 2009).

Payment as a part of employee's expectation was one of the set of influence factors to job satisfaction. Payment is an important job attribute which was proofed to be a significant influence on job attractiveness and job decisions (Duffy & Sedlacek, 2007). However, components of pay systems other than pay level may affect the value job seekers place on organizational

inducements (Cable et al, 1994). In exchange for employee contribution, an employee values and desires that an employer is able and willing to offer them a relevant rewards includes anything such compensation in term of both financial and non-financial rewards, direct payments (i. e., salary) plus indirect payments in the form of employee benefits (Cascio, 2006).

2.2.1.6 Company and management

The first thing that every job seeker impressed is factors about company itself such as company name, main product or business, size of employee, capitals. Individuals engaged in the job search process may emphasize job concerning in terms of job description, job value, salary and other human resource policies of the organization (Judge & Bretz, 1991)). Some organizations offer salaries at the top of their industry in an attempt to attract the best job candidates while a lot of organizations try to offer average salary and use other inducements to attract job candidates (Honeycutt et al, 1997). Job content is the first thing they try to know and consider to decide to

accept a job offer. They will look at the job description to find how they can fix to the requirements (Herberg et al, 1993). Work values were found to exhibit significant effects on job choice decisions.

Individuals were found to choose jobs whose value content was similar to their own value orientation (Cable et al, 1991).

Job seekers want to know exactly how they work for that organization. People select environments that fulfill their needs, a process resulting in person-environment fit (Cable et al, 1996). Individuals make job choice decisions based on person-organization fit. That is the result of job finding process. Working environment was believed to be an important factor influenced job choices.

The market environment, economic, social and political trends was proofed to be the influenced factors on career choice (Dlabay and Slocum, 1989). Changing in laws, government regulations, and technology also influence employment trends as well as age and interest, location and size of the organization was believed to be another career influences by Dlabay and Slocum (1989).

2.2.1.7 Location

Location and size of employer is another career influence factors (Dlabay & Slocum, 1989). A good location is not only good for working but worth for living and other family care conditions such as quality educational, cultural, entertainment, etc. The individual value of a given home and the choice of commute length are based not only on the current job site, but also on the expectation of where future jobs will be and the likelihood of both job separations and residential moves (Crane, 1995)

According to a research of Le Hoang Anh Thu (2003), in this era of globalization and

transportation, it is a fact that people will move out of their homelands for other destinations.

Governments are especially concerned with how to make them return home after finishing their studies. While patriotism is definitely a factor that draws students home, it is not enough, because patriotism can be shown no matter where people are living. The media and governments frequently encourage students to return so they can contribute to their developing home country.

Some year recently, Viet Nam has been becoming a hot spot of blooming economic and

investments (International Monetary Fund, 2008). That is the reason to attract a lot of repatriates go back home.

The unbalance development level across the nation created a big gap between city and suburbs. Every year the immigration into city rise up so that city population is being more crowed than countryside’s. That is common reason attract labor to work in cities’ center (Thao, 2009)

Overall, there are several factors which supposed to be having influence on job choice of oversea students (case Vietnamese students in Taiwan). Students by some reasons they decision to study abroad with their own personal purpose. However, whatever purposes may be the main objective will be for a better career prospect. Oversea students when finish studying, they have a lot of choices but most of the consideration students often face with is ‘stay or leave’. ‘Stay’

means they try to find a way to stay at the country they have done their study such as finding a job or continue to higher studying. ‘Leave’ means they will leave the country to come back home country to set up their career. In the past, a lot of Vietnamese students did not want to come back but try to stay oversea. However, the trend is changed today because Vietnamese labor market is showing its lack of human resource with the huge foreign investment and blooming economy.

Students will come back home country with a set of conditions such as working, living,

entertaining, etc. The decisions have to take into consideration for a set of comparison with advantages and disadvantages of staying or leaving the country.

The most importance is the conditions of working. Students will satisfy with their expected job cover all their need for career development. Students studying in different country may be affected by different educations so the educational knowledge they earn from that country may affect to their career expectation. So factors influenced on job choice to different oversea

students in different countries are of course different too. This study only focuses on Vietnamese students studying in Taiwan with a set of job factors supposed to be influenced on career choice for any attempting to choose a job for career.

Chapter 3: Research methodology 3.1 Research process

3.1.1 Sampling

The sample design process was executed to both of the research approaches by following the 5-step procedure; (1) Defining the target population, (2) Choosing the sampling frame, (3)

Selecting the sampling method, (4) Determining the sample size, and (5) Implementing the sampling plan. The survey population should be defined clearly. Burns (2000) indicated that a population is an entire group of people, objects or events, which all have at least one characteristic in common. In this study, the sample population focuses on Vietnamese students studying from all universities and colleges (200 students) in Taiwan and will attempt to find a job either in Viet Nam or in Taiwan or other countries after graduation.

3.1.2 Participants

Participants of this survey are the Vietnamese students that are studying in Taiwan.

Participants completed all the questions include demographic items (age, gender, martial status, level of education, major field of study, language competence, work experience). Age is a multiple choice question with five options ranging from: under 20 years old, 20 to 25, 26 to 30, 30 to 35, above 35. The start year is under 20 because in Viet Nam, students normally can enter the

university level at 18 by passing the university entrance's examination. Those who are less than 20 years old means they are not university students. Students of this age are usually students learning Chinese in Taiwan. The next range from 20 to 25 is believed to be the group that would normally be undergraduates and master’s degree students without any working experience because they have continued to pursue their degree attainment. If they do have any work experience, it would

experience, so the purpose of studying abroad and the job they are looking for would be different from the other groups. The last group is above 35 which were predicted to be married and have some type of work experience. The factors that have influenced their career decision may not be the same as the other groups. Gender, language competence and major field of study were considered to have an impact on the career choice, which is why they were applied to the questionnaire in demographics.

3.1.3. Demographic Age

A sample of 200 students represent for the population of Vietnamese students studying in Taiwan. Most of them are in the age from 20 to 25 years old which is calculated according to the result of the survey was 59.39% while the other group are very small percentages for student at the age of 30 to 35 and even smaller with the age above 35. The differences between these groups explained their level of education. Most of students decided to study abroad when they have not entered the university entrance's examination or they have already finished their bachelor level and want to continue their study at higher level of education.

Figure 1: Age range

Under 20 20-25 26-30 30-35 Above 35

0

centers to prepare for Bachelor level studying at universities. However this survey's result was 3.05% of this group, but they are a phenomenon of the trends studying abroad.

Gender

The gender distribution was 53.81% for male and 46.19% for female. The differences between gender distributions may result the differences in job choice which may be explained later by analyzing the factor of job choice for oversea students.

Figure 2: Gender

Marital status

Marital status was believed the factors influenced job choice of new university's graduates. A single one will be supposed to be more flexible and more willingness to choose a job than a married one. The consideration for job factors or other job conditions was predicted to be different between a young single man and a mature – married one.

Figure 3: Marital status The result of the survey was 82.74% students are single and only 16.24% got married. The

Single 82.74%

In table 3-1 shows the level of education of Vietnamese students in all universities and colleges in Taiwan. The group of Undergraduate and Master level are majority which are 84 (42.6%) and 88 (44.7%) of the sample.

Table 3-1: Level of education, major field of study, language competence, working experience

Frequency Percentage

Level of education Under graduate 84 42.6

Master 88 44.7

Ph. D 19 9.6

Other 6 3.0

Major field of study Business &

Management

Business and Management is the most favor field of study which Vietnamese students are studying in Taiwan. It makes up 72.6% in total sample. While the other fields are very low scale:

Science & Engineering (17.8%), Medicine (2.0%), Education (1.5%), Art & Humanity (1.5%), IT (1.5%), other (3.0%). Most of the students answered that they can speak both Chinese and English

(Chinese or English only) are 28.4% and 20.3%. There are 115(58.38%) respondents have working experience, mostly all kind of part time job or kinds of training, not many of them have working experience as a real job or involve in a working process.

3.2 Research method 3.2.1 Measurement

This study's research purpose was about psychological attitude upon individuals so a Likert type five-point scale was applied to measure agreements levels. The five-point scale represent was;

(1) strongly disagree, (2) disagree, (3) neutral, (4) agree, (5) strongly agree and was applied on every item in 6 categories that totaled to 48 questions.

3.2.2 Method for statistical analysis

The method used in this study is Descriptive research (Statistical Research) which is a highly accurate method for use in a descriptive study. The main goal of the study was to describe the factors that have an influence on career choice of the Vietnamese students that are studying in Taiwan and to describe the other conditions of the job(s) they are looking for. The research’s results were analyzed by SPSS (Statistical Package For Social Sciences) with the main tests were Chi-square test, ANOVA model (Analysis-Of-Variance), and Post hoc tests.

The test among independent variables was used for the first part of the study testing the purpose of study abroad which was supposed to have much influence on career choice. The decision to study oversea with different expectation in different people may cause some difference in job choice after they finish study.

Multiple Comparisons with Scheffe Test to see the significant among seven demographic factors (Age, Gender, Marital status, Level of education, Major field of study, Language

competence and Working Experience) and the seven conditions which are supposed to influence career choice of Vietnamese students (Purpose of study abroad, Personal job preference, Job contents, Human resource systems, Working condition, Company & management and Location).

Scheffe test would show the result of the different between each demographic factor’s contents and every career choice’s influencing conditions. The result of the survey was calculated base on statistic tests for the significant of means to see the significant level compared to 0.05 (95% of confidence). Conclusion was made on the statistic result to describe the factors influenced career choice of Vietnamese oversea graduates.

3.3 Questionnaire design

3.3.1 Online survey questionnaire (survey instrument)

Using the application of web survey with www.sirvina.com the survey instrument was designed based on the motivation to work as the result of Herzberg's study (1993) and factors affecting career choice model. Dlabay and Slocum (1989) appraised that job attitude factors like salary, interpersonal relations – supervisor, interpersonal relations – subordinates, interpersonal relations – peers, supervision – technical, company policy and administration, working conditions, factors in personal life status and job security are important aspects in why a person seeks a particular type of employment.

The survey instrument was divided into seven parts that applied to the two theories and situation of Vietnamese students studying abroad; in this study - Taiwan. First, participants were asked about their purpose before deciding to study aboard because that is an important factor that affects career orientation of Vietnamese students. It was suspected that they expected to obtain a higher level of education in order to be prepared for their chosen career and that studying abroad

Three questions about personal preferences for career development options were believed to be a factor that affects the career choice of oversea Vietnamese graduates. It was believed that many students want to start their own business (as an entrepreneur) after they finish their studies.

Eight questions were created based on Vroom's study on work and motivation that deals with job content such as; job title (e.g., position, job description and the responsibilities of the position), job requirements (e.g., tasks, skills, workload), job security (i.e., smaller chances of becoming unemployed), job value (i.e., meaningful of work), payment ( i.e., income/salary), social aspects of the job (i.e., status in society), rules and discipline (i.e., regulations that have to be followed).

The human resource system based on reward policies (i.e., company's treatment), benefit (e.g., occupational pension, heath care and life-insurance), fringe benefits (e.g., holidays,

vacation, gifts in major festivals and family care), training and development, or self-development (e.g., training, abilities for improvement and experience earnings), promotional opportunities (i.e., opportunities for advancement) and equality (e.g., gender, culture, race, physical disability, etc.)

Sundtrom (1989) indicated that working conditions are predicted to have an influence on career decisions, so questions were created about the working environment and the two sides of work (inside and outside), physical safety (i.e., general working environment), physical

environment (e.g., hygiene, and clean air), mental stress (i.e., biological stress), sensory attention (i.e., physical senses) and workplace environment (e.g., office design, equipment, music, etc.).

For inside work and outside the workplace; the political conditions, economic conditions

(economic situation), industry trends (favorite business fields), income tax (taxes are low). Hours of work; supervision: (ability to get along with manager), decision making style (contact with