2.1 Overview of Vietnam rubber industry
Vietnam continues to hold third place in the world and fourth volume of exports of natural rubber.
As one of the manufacturing powerhouse, rubber exports, but Vietnam rubber industry is facing many difficulties and challenges. Reporter Vietnam News Agency has had a talk with Mr. Vo Hoang An, secretary general of the Vietnam Rubber Association on this issue.
Rubber plantation area of about 977 700 hectares. Rubber production is estimated at 953 700 tonnes in 2014, up 0.7% over the previous year. Vietnam rubber production accounts for about 8.1% of the total world rubber production, behind Thailand (34.1%) and Indonesia (26.9%).
Five years is a very difficult and challenging for the rubber industry, especially in the field of natural rubber as prices fell to the lowest level in 5-year period (2010-2014) through. The reason is that the world economic recovery is weak, demand for natural rubber rose more slowly than the supply, leading to higher inventories, as prices decline continuously from 2012, affecting revenue, profit corporate earnings and incomes of workers in the rubber industry.
In addition, falling oil prices from mid-2014 to make synthetic rubber increased competitiveness with natural rubber and brake pressure natural rubber prices. This can make the rubber industry continues more difficult in 2015 because rubber prices too low.
Besides the biggest difficulty about prices down too low, Vietnam rubber industry also faces stiff competition from other countries due to the structure of inappropriate species, quality of natural rubber has been uneven, stable crude exports as a proportion higher than 80%.
In addition, businesses are still facing problems related to the declaration and payment of value added tax in the trading of commodity trade natural rubber latex processing application.
2.2 Overview of Nghe An Ruber Company
Investment Joint Stock Company Rubber develop Nghe An was established in 2007. Nghe An is one of the provinces receiving the rubber tree for a long time but not so proper attention should be given to economic efficiency is not high. However, until now, Nghe An has placed rubber correct range and began to create a new vitality for the development of this plant.
Nghe An province has a large area of barren land, degraded forest land, less efficient production.
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Most of this area ever mainly developing this type of acacia, eucalyptus, linden So after Communism advocated by the Group of Vietnam, Nghe An made the project of planting rubber, DARD has advised the provincial master plan to develop 30,600 hectares of rubber, in that the rubber area in the mountainous districts and farms of 7,000 hectares, the province now focus drastically to 23,000 hectares planted to rubber are on between now and 2020. to achieve this goal , DARD will create the most favorable conditions for the planning, land conversion, restructuring timely crop for planting 1,000 hectares businesses and rubber Nghe An JSC (of the Group CNCSVN) planting 2,000 hectares in the districts of Nghia Dan, Quy Hop, Tan Ky, Que Phong, Quynh Luu, Yen Thanh and Anh Son in 2010.
Department has reported to the PPC on the request for return of 2 land Forestry Company Yen Thanh Anh Son and to allocate to investment and development JSC Rubber Technology police receive new reclamation plant, while forestry Cty Anh Son offered 6843.8 hectares of forest Yen Thanh Co. offered intact area of scope 1 and the 4 teams with 2,700 hectares. Total land originally allocated to Nghe An will use 9543.8 hectares for Corporation. Accordingly tens of thousands of hectares of forest land asleep a long time, since this will be awakened by species dubbed "white gold".
2.3 Employee satisfaction
There are many different definitions of employee satisfaction in the job. In general, job satisfaction is that people simply feel like their work and other aspects of their work (Spector, 1997). Vroom (1964) pointed out that "job satisfaction is a state in which the employee has effectively clear direction for the work of the organization, really excited to work". Besides, Kreitner and Kinicki (2007) defines "job satisfaction as the emotional reactions and feelings towards different aspects of the job."
2.3.1 Two-factor theory
Two-factor theory was developed by American psychologist Frederick Herzberg (1959).
Herzberg's findings have created a large surprise because it overturns the conventional wisdom.
Managers often assume that the opposite of satisfaction is discontent, and vice versa. But, Herzberg says the opposite of dissatisfaction is not satisfied that is not discontent and opposition to meet not the discontent that is not satisfied.
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This theory is divided in to two factors in clouding 1) Group motivating factors: Features of this group is that if not satisfied, leading to discontent, if satisfied, will have motivational effects .2) Group maintains factors: It is the element belongs to the working environment of the employees, the policy regimes of enterprise governance, salary, job instruction, human relations, working conditions. These factors are well organized when it has the effect to prevent the dissatisfaction with the work of employees
Herzberg said that five elements bring typical "job satisfaction" is: the satisfaction of the completion itself a task, solve a problem and see the fruits of his efforts. (People are motivated when he has the ability to make their intentions are.) The job itself: the positive influence from work to everyone. for example, a job can be exciting, diverse, creative and challenging.
2.4 The factors that relation with the job satisfaction
Salary and welfare: income and benefits expressed in physiological needs and safety needs in Maslow's theory (1943), As a study of Artz (2008) welfare has a significant role in determining the job satisfaction level.
Working condition: Environment safety, have all the tools to work, reasonable working hours, workplace fun and well organized according to research by Kennett S.Kovach (1987).
Training and development: According to Tran Kim Dung (2009) for training opportunities that meet the needs for staff development. Equipped with the expertise needed to stimulate employees do the job better, achieve more trophies, wanted to be given the task of challenging higher chances of advancement. According to Maslow's theory, the elements are in demand, the elements in the group of environmental factors potentially causing not satisfied.
Relations with colleagues: as Hill (2008) employees need to get the support from co-worker during working. Bellingham (2004) agree that employees need the commitment of colleagues to get the best result.
Reward and recognize the achievements of outstanding work not only nature motivate, evaluate individual physical and mental, but also encourage other individuals trying to follow the example of those individuals success to improve themselves. However, to perform well this measure, should develop evaluation criteria reflect an increase operational efficiency. It is also the basis to ensure fairness between individuals in the organization, avoid depression, loss of motivation of
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individuals working good and the moral hazard of individuals with low working efficiency.
2.5 Research framework and hypothesis
From the literature gathered for the study, based on the Herzberg's two-factor theory and the context of Nghe An Ruber company. This thesis propose the factors that enhance employee satisfaction include: Payment, working environment conditions, colleagues relationship, reward policy, welfare policy and training and promotion opportunities.
Figure 2.3 Research framework Hypothesis
H1: Working conditions have positive relationship with Job satisfaction H2: Colleagues have positive relationship with Job satisfaction
H3: Payment have positive relationship with Job satisfaction
Training and
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H4: Training and promotion have positive relationship with Job satisfaction H5: Welfare policy have positive relationship with Job satisfaction
H6: Reward policy have positive relationship with Job satisfaction
H7: There are the differences between Socio-demographics (gender, age, education) and job satisfaction for the employees who work in who work in the NRC, Vietnam
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