CHAPTER 4. DATA ANALYSIS
4.2 Statistical description
4.2.2 Testing the reliability of scales
In testing the reliability scales in the research design that (a) The correlation coefficient for the total variable (Corrected Item-Total Correlation) is smaller than 0.3, it is considered garbage and should be eliminated from the model; (b) Cronbach's alpha coefficient at least 0.6 is considered suitable for use in the model, but should choose Cronbach's alpha coefficient best if the original variables correlate any inappropriate in scales.
After analyzing the reliability of 10 scales factor, the initial number of observed variables Xm = 25 variables, the number of observed variables were excluded from scales is 09 variables and the observed variables included in the model is XK = 20 variables.
Testing the reliability 3 common benchmarks (GENERAL1, GENERAL2, GENERAL) shows that if remove any variable in this scale, the Cronbach's alpha coefficients were reduced. Therefore Cronbach's alpha coefficient α = 0.764 for best original variables appropriate number k = 3 in this scale.
Table 3: Results of general testing the reliability of the scale
Scale Number of observed variables Cronbach’s Alpha Before testing After testing
TNOW 7 6 .702
SATW 5 5 .587
ETEW 5 4 .416
TAD 4 4 .732
AUWO 4 4 .538
STOW 4 4 .819
POWO 5 5 .678
MOWS 5 4 .567
41
EXIN 5 4 .879
WORE 5 4 .689
GENERAL 50 46
The results reliability testing criteria common measure
Inspection of reliability measurement criterion 3 General (GENERAL 1 GENERAL 2 GENERAL) shows, excluding any variable in this scale Cronbach's alpha coefficient decreased. Cronbach's coefficient so Alpha α = 0.545 best with matching numbers original variable k = 3 in this scale.
Analysis the explore factor EFA
When analyzing the factors, variables observed gathers XK is reduced to a set of new variables Fj factors less. These factors are renamed and is explained by the variable load factor (Rotated Factor Loadings) large. Gather variable factors Fj used as independent variables for inclusion in the analysis correlation and regression measure the satisfaction of employees with the business.
EFA factor analysis of variable XK gathering Analysis the EFA factor of the set of variables Xk.
A set of variables Xk factor Fj (eligible k> j). Analysis EFA factor is appropriate given that: the KMO: 0.5 ≤ KMO ≤ 1, significance testing Bartlett 0.05, observed variables X load factor λ ≥ 0,3 and if observed variable X does have a smaller loading factor of 0.3 were excluded from the analysis model. The total variance explained by the factors that must be greater than 50% Fj with the steadfast Eigenvalue> 1. After finishing the process of analysis the exploring factor of aggregate EFA observed variables XK (k = 50) are stripped down set of variables factor Fj (j = 10) in the sense explained by the observed variables Xk with load factor λ ≥ 0.3; coefficient Kaiser-Meyer-Olkin: KMO = 0.761 KMO significance testing Bartlett: Sig. = 0.000, satisfy the conditions of Sig. <0.05 to 63.89% degree explain the variability of the data.
42
Table 4: Summary of variable factors Fj after analyzing EFA
F1_Relationship F1 16,519 WORE6, WORE 4, WORE 5,
F2_Effiency F2 8,222 ETEW4, ETEW6, ETEW5, ETEW2, ETEW1, TAD4,
F6_Addapted 5,270 TNOW8, TNOW 2, TNOW
9,
F8_Challenges 3,281 TNOW 3, TNOW 5, TNOW 4, TNOW 5,
43
F9: Fair
discipline policies
F9_ discipline 2,497 POWO1,
F10: Seldom worry about losing jobs
F10_Losing jobs
3,818 STOW3,
Factor analysis of EFA in common measurement criteria
The set of variables {GENERAL, GENERAL 2 GENERAL 3} measure overall satisfaction: (1) working conditions, policies and welfare; (2) Sticking with the job long term; (3) Organizations where employees work very ideal. After analyzing factors EFA, set of variables indicating the extent explain 69.72% of data variation and reduced to a single variable factors (GENERAL).
4.3 Analysis of correlation and regression 4.3.1 Adjust the hypothesis
The consideration of factors from F1 to F10 factors really affect the overall satisfaction of employees for businesses SAT is done by means of multiple linear regression.
In particular, the variable factors included in the regression analysis was calculated by calculating Fj = ΣWkjZk (ƛ> 0.3), which is the number of factors to be extracted from the matrix weighting factor multiplied by the variable ZK Xkj have observed ƛ load factor> 0.3
From the correlation matrix and factor variables and the dependent variable measures the overall satisfaction of employees of the agency, indicating the variable factors affecting the dependent variable covariates or is inverse.
Adjustments hypothesis to the model:
- Hypothesis H1: Factor F1 "working relationship" with positively related to the SAT
44
- Hypothesis H2: Factor F2 "Understanding the results of the job" covariates related to SAT
- Hypothesis H3: Factor F3 "Wages commensurate with the results of the job"
covariates related to SAT
- Hypothesis H4: factor F4 "Means of work" covariates related to SAT
- Hypothesis H5: Factor F5 "Powers perform the job" impact covariates to the SAT
- Hypothesis H6: Factor F6 "Adapting to the current job" effect covariates to SAT
- Hypothesis H7: Factor F7 "Coaching skills development" impact covariates to SAT
- Hypothesis H8: Factor F8 "The work requires creative challenges" effect covariates to SAT
- Hypothesis H9: Factor F9 "Policy disciplined fair" effect covariates to SAT - Hypothesis H10: Factor F10 "Seldom worry of losing jobs" effect covariates to
SAT.
4.3.2 Results of regression and testing
Linear regression assessed the relationship between the organization's commitment to the overall satisfaction of employees for businesses SAT is defined as follows:
With a the coefficient of determination R2 = 0.914 x 0.655 = 0.914 showed 59.87% change SAT dependent variable is explained by the variable factors F1, F4, F5, F6, F9, F10, but also shows that 40 13% change in the dependent variable explained by the SAT is not the variable factors.
Explain the significance of regression coefficients: In terms of other factors constant, if F1 increases one unit the SAT is increase of 0.173 units,; F4 increase the SAT unit 0.129 unit increase; F5 increase the SAT unit 0.222 unit increase; F6 increase
45
the SAT unit 0.133 unit increase; F9 increase the SAT unit 0.119 unit increase; F10 increases one unit increase of 0.223 units of the SAT.
From the results of the regression analysis can conclude, considering the hypothesis that there are 10 factors that affect the commitment of employees to the company, there are factors F1, F5, F6, F7, F8, F9, F10 is having a positive impact and is closely related to the factors commitment of employees in the company. These commitments are thriving, the intensity is committed to increase.
Explain the significance of the relationship between these factors and commitment of the employees
(1) Explain the meaning relationships between factors F1 "relationship of work"
when building solutions, if increased level of satisfaction in relation to of work of employees on one point, the need to build synchronization solution according to the contribution of measurement criteria (0,13WORE1 + 0,09WORE2 + 0,1EXIN1 + 0,08EXIN2 + 0,07WORE1 + 0,07WORE2 + 0,02POWO1 + 0,03POWO2 + 0,03MOWS + 0,0 STOW )
(2) Explain the significance of factors affecting F2: when building solutions, if you increase the satisfaction level in work well-equipped facilities for employees working on the 1 point, it is necessary to build the solution synchronous measures the contribution of measurement criteria (0,18MOWS1 + 0,17MOWS2)
(3) Explain the meaning relationship with F5 factors: Powers is the job "when building solutions, if increased level of satisfaction in work empowerment of work done by employees up 1 point, it is necessary to build solutions on the level of contribution measurement criteria (0,27AUTO2 + 0,18AUTO1 + 0,13POWO1)
(4) Explain the meaning relationships with factors F6 "Adapting to the current job"
when building solutions, if increased level of satisfaction in creating the conditions for workers to adapt to current job at 1 point, it is necessary to build solutions on the level of contribution of the measurement criteria (0,33TNOW4 + 0,33TNOW3 + 0,34TNOW2).
(5) Explain the meaning relation to factors F9 "Policy disciplined fair" when building solutions, if increased level of satisfaction in implementing discipline policies for employees up 1 point, it is necessary to build solutions on the level of contribution to the measurement criteria.
46
(6) Explain the meaning relation to factors F10 "Seldom worry lose their jobs"
when building solutions, if increased level of satisfaction in ensuring a stable job to do relief workers the need work build solutions on the level of contribution of the measurement criteria (STOW3) points.
The determination of the importance of the factor variable to the dependent variable be based on standardized Beta coefficients (Standardized coefficients). From the regression results of model evaluation showed satisfaction SAT standardized Beta coefficients of the variables F1, F4, F5, F6, F9 and F10 respectively 0.350; 0.214; 0.361;
0.173; 0.082; 0.109. Therefore it can be concluded that the factor F5 "Powers perform the work" highest importance to the overall satisfaction of employees for businesses; Next is the factor F1 "relationship of work"; F4 factor "means work"; factor F6 "Adapting existing work"; factor F10 "Seldom worry lose their jobs," and finally a factor F9 "Policy disciplined fair".
4.3.3 The relationship between individual characteristics and job satisfaction and commitment of the employees
As mentioned in the conceptual model of the relationship between the satisfaction of the employees of enterprises between groups the employees characteristics such as gender, age, education level, agencies, the working, middle-income, welfare regimes differ between the groups together or not affect the satisfaction of the employees for HUFLIT by the technical expertise of the average value of 2 total be - independent samples (independent-sample T-test) and test a factor variance (one-Way ANOVA).
Gender
Comparing the level of satisfied in terms of F1, F4, F5, F6, F9, F10, SAT between men and women differently, one hypothesis: H0: Level of satisfied between men and female do not have differences in overall; H1: The level of satisfied between men and female differ in the overall.
The test results Independent-Sample T-test, showed that the level of satisfaction between men and female differ on a number of variables F4 and F9, and other aspects no basis to reject H0 or H1 rejected.
Age groups
47
Comparing the level of satisfied in terms of F1, F4, F5, F6, F9, F10, SAT between the different age groups, we have assumed: H0: Satisfaction among spit age is no difference in overall; H1: The level of satisfied among groups age difference overall. The test results are One-Way ANOVA, showed that satisfaction levels across age groups differ in terms of F5, F9; other aspects not reject H0 basis or accept H1.
Education Level
Comparing the level of satisfied in terms of F1, F4, F5, F6, F9, F10 SAT between education groups have different, we have assumed: H0: Satisfaction among groups of qualifications issue no difference in overall. H1 level of satisfied among the educated group differences in overall.
Business
Comparing the level of satisfied in terms of F1, F4, F5, F6, F9, F10, SAT between different enterprises, we have assumed: H0: Satisfaction now no difference in overall;
H1: The level of satisfied among enterprises differ in overall. The test results ANOVA showed that the level of satisfaction among enterprises differ in all aspects.
Working time
Comparing the level of satisfied in terms of F1, F4, SAT time between groups with different work, we have hypotheses: H0: Satisfaction among groups working time is no difference in overall; H1: The level of satisfied among groups working time difference overall. The test results are One-Way ANOVA, showed that satisfaction levels among groups working time difference in terms of F5, F6; other aspects not reject H0 basis or accept H1.
Income
Comparing the level of satisfied in terms of F1, F4, F5, F6, F9, SAT among different income groups have not, we have assumed: H0: Satisfaction among groups working time without differences in overall; H1: The level of satisfied among income groups differ in overall. The test results are One-Way ANOVA, showed that the level of satisfaction among income groups differ in terms of F6; other aspects not reject H0 basis or accept H1.
48
Sub conclusion
This chapter introduces the research results obtained from the processing and analysis of data collected. First, data were screened, cleaned and encrypted before being able to expedite the process and the statistical results interpretation.
First, the description has helped us form an overview of the study sample by gender, age, time of work, education, income and other criteria. Second, the determination of Cronbach's alpha coefficient and factor analysis supported the removal of the observed variables have low reliability before putting on factor analysis and correlation regression. Third, the factor analysis was shortened EFA observed 50 variable factors into 10 groups, representing the assessment of the commitments of employees based on the satisfaction of employees.
49
Chapter 5. CONCLUSION AND RECOMMENDATION
5.1 Conclusions
Based on the approach the theoretical basis satisfaction research workers, the involvement of employees and the commitment of the organization, the subject has built a model of 10 scale and 25 variables observation affects the satisfaction of employees for HUFLIT. By means of factor analysis to explore EFA shows the original model was adjusted and 25 observed variables shortened to 10 factors to measure overall satisfaction of employees for HUFLIT.
Factor F1 "relationship of work"; Factor F2 "Understanding the results of work";
Factor F3 "Salaries commensurate with the results of work"; F4 factor "Means of work";
Factor F5 "Powers of work perform"; Factor F6 "Adapting existing work"; Factors F7
"Coaching skills development work"; Factor F8 "work requires creative challenges";
Factors F9 "Policy disciplined fair"; Factor F10 "Seldom worry lose their jobs."
Through linear regression analysis was conducted with the method of ordinary least squares OSL to determine the influence of each factor of organization’s commitment to the satisfaction of the employees of the agency. The experimental results indicate that there are actually 06 major factor have a relationship with the general satisfaction of employees in order to HUFLIT following important factors F6 "Powers do the job";
factors F1 "relationship of work"; F4 factor "Means of work"; factor F6 "Adapting existing work"; factor F10 "Seldom worry lose their jobs"; and factors F9 "Policy disciplined fair".
Besides, the results of the statistical analysis described has provided some information, such as: First, the income of employees in general is not high, the average income per month from 3.0 to 4.0 million VND/month, including expenditures for food accounts for 40% of income. Through the results of tests of the expectations of the average satisfaction level of employees between income groups showed improved if the average income of employees from about 3.0 to 4.0 million VNĐ / months to about 5-7 million / month, the general level of satisfaction of employees also increased. Besides, if
50
employees is interested in supporting better full labor regimes and the welfare, the satisfaction level of employees also increased.
Second, in the context of Vietnam's economy is inflation, the difficulties of employees such as high cost of living while wages are not enough to meet; wages, salaries too low current; There are no conditions to study, improve; No clear direction for professional development also reduces the satisfaction level of employees.
5.2 Some recommendation 5.2.1 Some solution group
Solution group F2
Satisfaction in work empowerment of work perform for employees is a measure of satisfaction motivational encouragement for staff working to help employees comfortable, confident, more accountable for the operation of the the agency. So HUFLIT committed to focusing on the following issues: (1) The employee is entitled to take the initiative and take responsibility for of work; (2) The employee has enough power to do the job; (3) Employees are encouraged to take the initiative and propose innovative of work; (4) Employees are encouraged to participate in decisions related to of work; (5) The employee knows how to handle emergency situations at work when the problem occurred (Lambert, 2004).
Solution group F1
Satisfaction in work relationship between employees and leaders is a direct measure of satisfaction helping employees to work comfortably when leaders are interested in helping in work. Therefore, this measure should focus on the following issues: (1) immediate superiors understand, concern and help employees to solve the problem; (2) The staff is supportted in their work by superior professional; (3) Employees regularly issued guidance on the job; (4) Superior to always protect the rights of employees; (5) Employees of the company are always respect and trust; (6) Superior consulted with the employee before the decision making; (7) Superior always notify and provide to employees about the changes related to the company; (8) leaders see employees as a valued member of the company; (9) There is a healthy competition among colleagues with each other; (10) Employees should understand what to do and see if
51
anyone has any questions about the work; (11) Employees are introduced, guidance and work orientation is apparent even in work first day. (12) Employees regular group meetings with superiors; staff are provided the correct and necessary information to complete the work; (14) Leadership is always interested in improving the environment and working facilities for employees; (15) The employee is guaranteed a regular job (Donald & Pandey , 2007).
Solution group F5
Satisfaction of work fully equipped means of for the active work is a measure of satisfaction helping employees comfortable, safe and satisfied accepted contribute to the activities of the the agency. Therefore, this measure should focus on the following issues:
(1) Employees should be provided with adequate equipment and tools necessary instruments when they work, replaced or supplemented if equipment, tools and supplies do not meet the requirements of employees in the operation of the the agency. (2) The employee is adequate guidance on health and safety to minimize incidents or risks before starting work; (3) The working environment clean, non-toxic(Donald & Pandey , 2007).
Solution group F6
Satisfaction in adapting to the current work that the employees accept work as a measure of satisfaction that the employees need to be more responsible for the operation of the agency. Therefore, this measure should focus on the following issues: (1) Current work makes employees feel stuck, do not develop their own capabilities; (2) the employee's current job is very boring; (3) The work now contrary with career and professional’s staff (Chen, 2008).
Solution group F10
Satisfaction of the rarely worry is losing his job as a measure of satisfaction that the employees feel no fear of being fired or lost their jobs for the work they undertake.
With this measure, the agency should focus on creating peace of mind and stability to employees at work.
Solution group F9
Satisfaction policy disciplined company's equity and consistency is a measure of satisfaction that the employees feel not being treated unfairly at work or in relationships work. with this measure, the agency should have the discipline policy clear, transparent
52
and public the employees to grasp and work in accordance with regulations and company policies (Ting, 1997).
5.2.2 The other solution
5.2.2.1. Solutions to improve incomes, improve living standards for the employees
The problem improve incomes, improve living standards of the employees is the problem of conflicts of interest between the agency and the employees. To promote efficient resource the employees to contribute money to the activities of agency the employees as well as satisfaction with about income they receive, it should be noted some of the following:
First, to ensure harmony of interests of agencies and the employees; maintain optimal relation between the cumulative share of the the employees to organize themselves reproduce labor and parts to the organization of the whole organ; fair and transparent; simultaneously, using the form of payment that best suits the needs urgent, priority satisfaction of each employee. As the income of the employees is crucial in improving job satisfaction should the employer be very note, especially when the value of income satisfaction at lower levels of satisfaction and the location is quite modest compared with other factors satisfaction.
Second, the distribution of wages must be based on determining the exact percentage contributions of each unit, each person actually contribute to meeting the needs of Plastic satisfied partners, customers, consumer, labor outcomes in general. The percentage contributions of each individual, each unit is determined based on the aggregate results of the evaluation of the following items: (1) Join contribution in terms of quantity; (2) Join contribution in terms of compliance with regulations on quality; (3) Join contribution in terms of compliance progress; (4) Qualifications and professional trained; (5) Seniority and the work.
Third, the regime should be rewarded appropriately. The purpose of the award is to pay income to employees to encourage them to work better. To get a reward the employees that they must achieve a certain performance at work, such gain in business revenue or achieve productivity in manufacturing. For employees get satisfaction for
53
bonuses, agencies must develop policies clear and comprehensive awards from the beginning with a specific reward concrete achievements. It's time to review agency based bonus and what has proposed that reward. However, the agency needs to avoid spreading the average bonus is common in state enterprises because it has little effect creates satisfaction or motivate the employees to work better, but is seen as a different salary for this bonus does not depend on their performance.
Fourth, subsidies for employees often mainly consisted of lunch subsidies,
Fourth, subsidies for employees often mainly consisted of lunch subsidies,