RESEARCH MODEL AND THEORIES

This study attempted to examine the relationship of role conflict, role ambiguity, organizational fairness and job satisfaction, and public agencies taking Ho Chi Minh City Tax modeling for survey research. Based on the literature review of Chapter 2, this study proposed a research model with seven main research hypothesis is as follows (see Figure 3.1)

Role Conflict

Figure 3 Research framework

Hypothesis H1: Personal characteristics will make a significant difference in the role conflict

H1a: Gender will make a significant difference in the role conflict

H1b. Ages will make a significant difference in the role conflict

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H1c. Education will make a significant difference in the role conflict

H1d. Work experience will make a significant difference in the role conflict

H1e. Position will make a significant difference in the role conflict

H1f. Department you are working will make a significant difference in the role conflict

H1g. Area will make a significant difference in the role conflict

H1h. Field you are working will make a significant difference in the role conflict

H1i. Time of work will make a significant difference in the role conflict

Hypothesis H2: Personal characteristics will make a significant difference in the role ambiguity.

H2a: Gender will make a significant difference in the role ambiguity

H2b. Ages will make a significant difference in the role ambiguity

H2c. Education will make a significant difference in the role ambiguity

H2d. Work experience will make a significant difference in the role ambiguity

H2e. Position will make a significant difference in the role ambiguity

H2f. Department you are working will make a significant difference in the role ambiguity

H2g. Area will make a significant difference in the role ambiguity

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H2h. Field you are working will make a significant difference in the role ambiguity

H2i. Time of work will make a significant difference in the role ambiguity

Hypothesis H3: Personal characteristics will make a significant difference to the organizational justice

H3a: Gender will make a significant difference to the fairness of the organization

H3b. Ages will make a significant difference to the fairness of the organization

H3c. Education will make a significant difference to the fairness of the organization

H3d. Work experience will make a significant difference to the fairness of the organization

H3e. Position will make a significant difference to the fairness of the organization

H3f. Department you are working will make a significant difference to the fairness of the organization

H3g. Area will make a significant difference to the fairness of the organization

H3h. Field you are working will make a significant difference to the fairness of the organization

H3i. Time of work will make a significant difference to the fairness of the organization

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H3.1. Personal characteristics will make a significant difference in the distributive justice

H3.1a: Gender will make a significant difference in the fair division

H3.1b. Ages will make a significant difference in the fair division

H3.1c. Education will make a significant difference in the fair division

H3.1d. Work experience will make a significant difference in the fair division

H3.1e. Position will make a significant difference in the fair division

H3.1f. Department you are working will make a significant difference in the fair division

H3.1g. Area will make a significant difference in the fair division

H3.1h. Field you are working will make a significant difference in the fair division

H3.1i. Time of work will make a significant difference in the fair division

H3.2.Personal characteristics will make a significant difference in procedural fairness

H3.2a: Gender will make a significant difference in procedural fairness

H3.2b. Ages will make a significant difference in procedural fairness

H3.2c. Education will make a significant difference in procedural fairness

H3.2d. Work experience will make a significant difference in procedural fairness

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H3.2e. Position will make a significant difference in procedural fairness

H3.2f. Department you are working will make a significant difference in procedural fairness

H3.2g. Area will make a significant difference in procedural fairness

H3.2h. Field you are working will make a significant difference in procedural fairness

H3.2i. Time of work will make a significant difference in procedural fairness

H3.3. Personal characteristics will make a significant difference in the interaction of justice

H3.3a: Gender will make a significant difference in the interaction of justice

H3.3b. Ages will make a significant difference in the interaction of justice

H3.3c. Education will make a significant difference in the interaction of justice

H3.3d. Work experience will make a significant difference in the interaction of justice

H3.3e. Position will make a significant difference in the interaction of justice

H3.3f. Department you are working will make a significant difference in the interaction of justice

H3.3g. Area will make a significant difference in the interaction of justice

H3.3h. Field you are working will make a significant difference in the interaction of justice

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H3.3i. Time of work will make a significant difference in the interaction of justice

Hypothesis H4: Personal characteristics will make a significant difference in job satisfaction

H4a. Gender will make a significant difference in job satisfaction.

H4b. Ages will make a significant difference in job satisfaction.

H4c. Education will make a significant difference in job satisfaction.

H4d. Work experience will make a significant difference in job satisfaction.

H4e. Position will make a significant difference in job satisfaction.

H4f. Department you are working will make a significant difference in job satisfaction.

H4g. Area will make a significant difference in job satisfaction.

H4h. Field you are working will make a significant difference in job satisfaction.

H4i. Time of work will make a significant difference in job satisfaction.

Hypothesis H5: Role Conflict has a significant negative impact on the job satisfaction.

Hypothesis H6: Role Ambiguity has a significant negative impact on the job satisfaction.

Hypothesis H7: Organzational Justice has a significant positive impact on the job satisfaction.

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