Research on Relationship among Job Satisfaction, Job Involvement and Organizational Commitment of Employee at HUFLIT

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College of Management

I-Shou University

Master Thesis

Research on Relationship among

Job Satisfaction, Job Involvement and

Organizational Commitment

of Employee at HUFLIT

Advisor :

CHIAO-PING BAO

Co-Advisor :

BUI THI MONG TRANG

Graduate Student : HOANG MONG LONG

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Acknowledgements

Firstly, I would like to thank my teachers who have dedicated guide me throughout the process of implementing the dissertation.

I would like to express my deep gratitude to the teachers who taught during my learning process, the knowledge that I get on the university's inventory will help me firmly in the future.

I also would like to thank to all of people in HUFLIT, who helped me to complete the questionnaire and provide the comments to help me complete this dissertation.

Finally, I would like to express my deep thanks to all my friends, and especially parents and my relatives who always timely encouragement and help me to overcome the difficulties in the process learning and performing the dissertation.

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Abstract

Along with the rapid progress of science and technology, and especially in the context of the economy to move towards a knowledge-based development of human resources is becoming competitive factors leading organizations and businesses. Many organizations, enterprises are facing the problem of human resources available in the company is gradually "exhaustion" the driving force working, leading to the risk of jumping or reduced the work performance.

How to salvage this situation is a major concern of the human resource management and organizational leadership. To attract and maintain high-quality human resources, in addition to the implementation of good recruitment, planning, appointment and training of staff, work performance assessment system to pay salaries, bonuses, ... the organizations (enterprises) make policy commitments and encourage appropriate incentives which encourage the highest contribution of staff for the development of the organization.

The collectives employee satisfaction is a way to build their loyalty to the organization / company, making employees love the work, stick with colleagues, found optimism in the environment, then connect them to the organization's goals and striving for that goal. Examined the relationship between organizational commitment and employee satisfaction is one of the tools to help the employees can express their thoughts and aspirations for career development and help human resources management to understand the psychology of employees, thereby maximizing the capacity and enthusiasm in their work and constantly improve policy development of human resources.

This dissertation is done for the purpose of understanding the relationship between the commitment of HUFLIT with the work satisfaction of employees and participation in the work. The study was carried out on the basis of questionnaire survey of 125 for most employees working at HUFLIT with 10 measuring scales and 25 variables observations. By means of factor analysis to explore EFA shows the original model was adjusted and 25 observed variables shortened to 10 factors measure the relationship between the organization's commitment to the employees

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satisfaction for organization. The description of the models help to have an overview of the sample by gender, age, duration of work, education, income and other criteria. Moreover, 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, regression and correlation. Then the linear regression analysis was conducted with the method of ordinary least squares OSL helped essay are the linear regression equation as well as the intensity of the impact of these factors on satisfaction the employees. Results of regression analysis showed that six factors strongly affect the overall satisfaction of the employees for business as "Powers do the job" highest importance; Next turn the factor "the work relations"; factor "Means of work"; factor "Adapting existing work"; factor "Seldom worry lose their jobs"; and final factor "Policy disciplined fair".

From the results above, the dissertation also gives some policy suggestions for agencies to further strengthen the relasonship between the organization's commitment to employee satisfaction in HUFLIT.

Keywords: job satisfaction, job involvement, organizational commitment, HUFLIT

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List of Tables

Table 1: Value measurement and means of work ... 14

Table 2: Scale factor ... 26

Table 3: Results of general testing the reliability of the scale ... 42

Table 4: Summary of variable factors Fj after analyzing EFA ... 44

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List of Figures

Figure 1: Maslow’s hierarchy of needs ... 8 Figure 2: Research Model ... 25

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Chapter 1. INTRODUCTION

1.1 Background

The issue of human resources is essentially human problems. Development of human resources is the construction human in Vietnam has sufficient human stature, qualities, standards, ethics, enough to undertake the work assigned. After more than 25 years of innovation, along with the process of industrialization and modernization of the country, the working class of our country has made positive changes, increase in number, diversity of structure, quality increased gradually. In the process of economic development - social Vietnam, jobs and lives of the working class is increasingly improved. Increasing number of universities. As of early 2007, Vietnam has 143 colleges, universities, academies; 178 colleges; 285 secondary schools and 1,691 professional and vocational training institutions. The country has 74 schools and the high school for gifted with a total of 47.5 thousand students in 63/64 provinces and cities under central and 7 universities. Percentage of high school students specializing in comparison with the total population of the country reached 0.05%, accounted for very low compared to the world.

But how to management employees, make them feel satisfied with their current job and have organizational commitment is not easy. So in each organization three main factors of the operational effectiveness of the organization: job satisfaction, job environment and job involvement.

This study research the relationship between job satisfaction, job involvement and organizational commitment in employees’ education to make more productive of the organization to achieve the goal.

1.2 The urgency of topic

Along with the advances of science and technology and especially in the context of the economy switched toward knowledge-based development, the human resources become competitive factors leading organizations and enterprises . Many organizations and businesses are facing the problem of human resources available in the company is gradually "exhaustion" work motivation, job-hopping leads to risk or decrease

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performance. How to remedy this situation is a major concern of the human resources management and organizational leadership. To attract and maintain high-quality human resources, apart from performing good recruitment, planning, appointment and training of staff, the work performance assessment, payroll system, bonus, ... the organizations / companies should develop policies and incentives encourage suitable thereby encouraging shut highest contribution of staff to the development of the organization. One of the important criteria to assess the level of management of human resources which is "The satisfaction of employees for organizations". The management and staff satisfaction is the way to build loyalty Their for organizations / businesses, make employees love the job, sticking with colleagues, found optimism in the environment, thereby binding them with the organization's goals and striving for position that goal. Surveying the relationship between employee satisfaction and commitment to work is one of the tools helping employees can express their thoughts and aspirations for career development and help managers understand human psychology and the desire of employees thereby maximizing the capacity and enthusiasm in their work and constantly improve policies to develop human resources.

1.3 Research question

The following research questions and objectives will be treated in this study: Research questions :

What is the relationship between job involvement and job satisfaction

What is the association between organizational commitment and job involvement. What is the relationship between job satisfaction and organizational commitment.

1.4 Rerearch aim and objective

This research will identify the relationship between job involvement and job satisfaction to find the association between organizational commitment and job involvement, research the relationship between job satisfaction and organizational commitment. Objectives of the study including:

(i) Systemize the theoretical model of satisfaction of employees for the agency, which builds models from studies evaluating the relationship between the organization's

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commitment to the satisfaction of employees and participate of them in working in Ho Chi Minh University of Foreign Languages and Information Technology (HUFLIT).

(ii) Identify the factors that are important in assessing the impact on the satisfaction level of employees for HUFLIT.

(iii) Suggest some recommendation for management agencies to improve the level of satisfaction of employees for HUFLIT.

1.5 The organization under the investigation

Ho Chi Minh City University of Foreign Languages – Information Technology (HUFLIT) was founded on October 26th, 1994 according to Decision 616/TTg of the Prime Minister on the foundation of the non-state Saigon School of Foreign Languages and Information Technology established in 1992.

Over the past 20 years, by the collective efforts of school teachers, HUFLIT became non-public universities are social appreciate the quality of training. The University has established international relationships with universities in the region and the world. In addition, the University has contributed positively, effectively socialized into career education, the construction and economic development - the culture of the country.

HUFLIT's greatest objective is to educate and train intellectuals to gain a tertiary education, having knowledge related to a specialized field as well as to good practical and professional skills that meet the needs of the market economy (HUFLIT, 2015).

1.6 Justification and Limitation of the study

The difficulties of students doing thesis ever recorded at universities around the world including: Lack of authentic cultural studies; The difficulty with these requirements and other crises in life; Support services and facilities are not adequate; Limited access to the object and background research; Lack of understanding of fundamental research process; Personality factors, factors of professional and organizational factors.

In addition, according to Ghauri and Gronhaug (2010), the more difficult of students doing thesis is to collect valid data, especially in companies, state agencies. The main limitation of the study is limited to information on companies and agencies. Some

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researchers like Cavusgil and Das (1997) mentioned that cross-cultural studies with large sample numbers and diversity in order to make these arguments and more accurate data.

1.7 Scope of Research

Regarding the scope of the research study, workers study surveyed workers who directly and indirectly working in HUFLIT (excluding managers). Business survey of primary data collection in order to serve the research topics conducted 02 months (beginning in 2015). In addition, the collection of secondary data (statistical yearbooks over the years, downloaded on the website) are used during matching time of the study of topic.

1.8 Structure of the paper

The structure of the paper composed of 5 chapters supporting the research process that intends to answer the question of “What is the relationship between the job involvement and job satisfaction in HUFLIT”, “What is the association between organizational commitment and job involvement.” And “What is the relationship between job satisfaction and organizational commitment?”. The desertation has involved 5 chapters includes:

Chapter 1: The introduction indicates the relationship between the job involvement and job satisfaction in HUFLIT.

Chapter 2: The literature review chapter attempts to critically review existing academic sources relevant to this topic.

Chapter 3: The methodology explains the philosophical approach adapted for the purpose of this study and justifies the mixed method approach taken.

Chapter 4: Data analysis presents an overview of the findings and provides analysis and discussion of the key findings in reference to the reviewed literature, and makes recommendations. Finally, the conclusion chapter summarises the research paper.

Chapter 5: Conclusion and recomendation

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Sub-conclusion for Chapter 1

Thus, Chapter 1 has an overview of the research include things like the urgency of the subject; research objectives; object and scope of the study; Research Methods; texture of the subject.

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Chapter 2. LITERATURE REVIEW

2.1 Introduction

In this chapter, the dissertation will give some theoretical research related to the relationship between the satisfaction of employees with their commitment to the job. In this chapter, the dissertation will offer theories on job satisfaction as well as theories about the commitment of the staff at work.

2.2 The concept of job satisfation

2.2.1 Some concepts of satisfaction job

From electric encyclopedia defines that job satisfaction is satisfied the status from an assessment by the emotional reaction, an attitude of work. However, the definition of Wikipedia is just one aspect of measuring employee satisfaction, therefore, to consider the various aspects as follows:

(i) The view of satisfy the demand: Group theoretical foundation of Maslow (1943), Adam (1963), and McClelland (1988): In the opinion of these researchers in their theory agreed that, the correspond generally perceived value must be greater than or equal to the expected value. On the basis of this theory, some researchers later inherited and developed to satisfy the needs is considered the actual value (please the status the fact) that the employee get active than the expected value (actual satisfaction condition) on aspects of the work as wage benefits, nature of work, work relations, working conditions.

(ii) Combined perspective: - Vroom (1964): the satisfaction of the employees stated that the employee is motivated from three factors combined expected value of work, means of work, interesting results from the labor force. Hackman and Oldham (1975) suggested that the satisfaction of the employee's value chain experience and perception of the combination 5 core of job characteristics as diverse skills, determine the nature of work, the importance important work, the right to decide and respond motivational work, high work efficiency.

(iii) The definition in terms of independence:

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Herzberg (1959); Alderfer (1969): the satisfaction of the employees are generally defined as the level of favorite job or trying to maintain the work of the employees represented by the perception (positive or negative or combination positive and negative) on various aspects of work affect themselves.

Kreitner and Kinicki (2007): job satisfaction reflects only part of the attitude towards work that employees love and satisfaction level of the scale factor assessment: payroll, promotion, leader, relations and colleagues scale factor they expect. In view Kreitner and Kinicki (2007), job satisfaction is only seen as a mechanism for individuals in the overall pattern of behavior held to assess the impact on job performance and commitment to the organization. Factors evaluated dedication to the organization, including: job satisfaction; work pressure; The motivation to work; Confidence, legal and ethical; Learning and implementing decisions.

(iv) The point scale factors to satisfy to employees:

Smith, Kendall and Hulin (1969) suggested that the satisfaction of employees be measured by indicators JDI (Job Descriptive Index) represented by five factors that affect the following: (a) Satisfied with the work itself ; (b) Satisfied with salary; (c) Satisfied the promotion and advancement opportunities; (d) Satisfied with supervision; (e) Satisfied with colleagues.

Weiss (1967) defined that to satisfy of workers over 02 groups expressed to satisfy measurement factors: (a) group of nature inside elements; (b) Group of the impact outside elements. (c) In addition to the inclusion of general criteria such as working conditions, methods of teamwork.

Locke (1976) suggested that the employee satisfaction is reflected in the value of the scale factors: (a) The nature of the work; (b) Salaries & benefits; (c) Promotion; (d) Recognition of work performance; (e) Working conditions; (f) Co-workers; (g) Monitoring; (h) trade unions.

Association of Human Resource Management SHRM (2009) suggested that to satisfy of employees in each time are shown: (a) group of the most important factors of the employee to satisfy (job security, welfare , compensation & payments, the opportunity to show the capacity, safety condition in the work environment); (b) to satisfy under different aspects (group professional development aspect, the aspect of the working

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relationship between employees with leadership, team work environment aspects) and (c) the level of overall satisfaction of workers.

Thus, there are many different definitions of satisfaction of employees, in other words "condition of satisfaction and dissatisfaction of workers on the job through different evaluation criteria." Each researchers have their own looking, own interpretation of their work. The next section refers to the theory of satisfaction with the empirical research related to the satisfaction of the employees of the enterprise in which they are working.

2.2.2. Several theoretical research on satisfaction:

The theory needs Abraham Maslow's hierarchy (1943):

The fundamental need of humans is divided into five levels increased gradually: physiological needs (food, drink, clothing, residence, rest, etc ), safety needs (security, safety, stability, etc), social needs (family, colleagues, communication, etc), self-esteem needs (achievement, status, responsibility etc ...) and the need to express themselves. When a certain lower needs have been satisfy, the demand at the next higher level will appear.

Figure 1: Maslow's hierarchy of needs

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The theory of Maslow's hierarchy needs to be applied to meet the satisfy of employees: (a) Physiological needs and safety are expressed scale factor income and welfare; (b) The need for social and self-respect to be shown the scale factor working relationships with colleagues and superiors; (c) The need for self-expression itself is expressed through the scale factor in job autonomy.

Equity theory of John Stacey Adam (1963):

Equity theory (Equity Theory) Adams of group theory of motivation in order to determine: (a) inputs which employees contribute their own job (the level of jobs, skills skills, working time, etc ...) and (b) the output factor that employees receive (salary, benefits, and evaluate the effectiveness of the work, empathy, etc ...). Then, the inputs and outputs of the workers themselves are reviewed and compared with the inputs and outputs of colleagues in the company, if:

- Results of the comparison of inputs and outputs are greater than the worker will contribute more work in their current job.

- Results of the comparison of inputs and outputs are equal peers, the workers that maintain existing jobs.

- Results of the comparison of inputs and outputs is lower than peers, the workers would reduce the effort for the work being done, sometimes inclined to resign.

Theory demand equitable: Adam is applied to meet the employees' satisfaction and suggests factors results received from labor to remove the larger factors job, and outputs, inputs were taken comparisons between colleagues within the organization.

Theory of achievement of James L. McClelland (1988): Theory McClelland's

achievement motivation concentrated work and improve the work done by bringing satisfy the needs of human achievement. He reviewed on 03 types of human needs, defined as follows (Robbins, 2002): (a) The need for achievement is trying to achieve excellence, the effort to succeed work which they wish to follow certain standards, are shown in the scale factor in evaluating job performance, job recognition performance achieved; (b) The demand for power is what makes other people behave the way they wish, expressed in the scale factor status and prestige of them; (c) The need for alliances is the desire to have friendly relationship and closeness with others, is expressed in the scale factor working relationships with leaders and colleagues.

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McClelland's Theory achievements are applied in satisfying the needs of people in order to motivate employees to work. Demand achievements density distribution, the greater the motivation the level of effective work of the higher labor and encourage employees to work better than the needs and demands of power alliance .

Theory of Victor Vroom expectations (1964):

Expectation theory of Vroom assess motivation to satisfied the work expectations based on the results of the the work itself. This model by Victor Vroom given in 1964, subsequently amended and supplemented by a few others (Porter and Lawler, 1968). Vroom's Expectancy theory is built according to the formula:

Expectations X Means x Capacity = Motivation

- "Expectation" from of work effort is expected to work and achieve the goal of self.

- "Means " support the implementation of the work are factors in relation to work, working conditions, the work autonomy, etc ... to complete the job.

- " Capacity " for reward responses received awards than labor outcomes that they contribute to the work.

The combination of these three factors create the motivation of the employees, just as their perceptions of the three factors are positive.

Vroom expectations theory is applied in response satisfied the needs of the employees based on their perception, so should have the appropriate scales factors that organizations should build on the characteristics: Features effort to complete the work (select appropriate personnel to the work, well trained staff, clearly assigned, provide the information necessary to monitor and collect feedback, and so on. .); (b) Characteristics of the work done to bring optimum efficiency (measuring process worked reasonably describes the results of good and bad work, interpretation and application of incentive mechanisms according to the results, etc ...); (c) Characteristics rewards increase the satisfaction level of the employees (to ensure that the reward value of material and spiritual, individual awards, minimize the difference in the level of satisfaction of the results, etc ...).

The model features the work of Hackman and Oldham (1975): Richard Hackman

and Oldham Grey plays an important role in building the model features work created

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incentives from intrinsic to effective public the best. Researchers later, Smith & Cronje (1999) and Robbins & Judge (2007), describes 03 key factors in the model are as follows: (a) a very interesting experience in the meaning and the important for workers; (b) The experience should be responsible to stick with the results of work of employees; (c) Awareness of the results of their work. These characteristics affect the 03 key factors in the model: (a) a very interesting experience job: diverse skills, determine the nature of work, the importance of work. (b) The experience should be responsible for the results of the work: the right to make independent decisions and discretion in planning and determining the procedures to complete the job.

(c) Awareness of the results of their work: Feedback implementation process for superior work, from which superiors record, assess the achievements of workers as well as criticism, suggestions to fix errors work. The objective of this model to create the conditions that promote intrinsic motivation and increase the job satisfaction of employees and create intrinsic motivation high, satisfying high growth, high job satisfaction, high job performance.

The model work features of Hackman & Oldham gave a weighted potential mobilization of workers MPS (Motivating Potential Score). If the number of MPS is low, the employees are clearly not motivated to work, must be designed and arranged work, if the index of MPS is high, employees are cumulative motivation.

The model working features of Hackman & Oldham are applied in measuring the satisfaction level of employees to motivate work.

Two-factor theory of Herzberg (1959)

Famous theory of Herzberg's two-factor has launched two aspects affect the level of job satisfaction: (a) Factors "Motivation" act in the positive trendand (b) Factors " maintenance "impact negative trend. This theory suggests that the motivation factors leading to the work satisfaction influence factors as opposed to maintaining dissatisfaction resulted in the employee's.

Over the fact also shows that the scales of the two factors have an impact on the level of satisfaction of the employees. However, some researchers have concluded in favor of the proposals are not maintained by Herzberg factor for not bringing in the work satisfaction (Kreitner & Kinicki, 2007).

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Expectation theory of Herzberg applied to measure the satisfaction level of the employees below 02 degrees of motivation factors and factors that maintain work.

Theory ERG of Clayton P. Alderfer (1969)

Alderfer's ERG theory determine the impact on the demand affect the behavior of the employees. This theory is classified into 03 groups needs: (a) The demand exist as hunger, thirst, safety, etc ...; (b) The need for solidarity as family relationships, friends, co-workers and superiors, (c) demand growth as demand for esteem and self-assertion.

Like the theory of Maslow's needs hierarchy theory has three different levels of needs, but the needs of the employees may also appear in all three levels simultaneously, and this demand can offset up for other needs if it is not satisfied the needs of workers. For example, an employee is not satisfied with the level of difficulty of the work they are doing and yet, they are offset to receive salary and benefits commensurate. As such, the views of Alderfer's ERG theory is different from a theoretical point of Maslow's needs hierarchy, three needs to be considered under three different aspects of the employees, their needs are made effective in all three aspects at the same time the demand exists, needs solidarity, development needs.

Alderfer's ERG theory is applied in measuring the satisfaction level of the employees under 03 aspects of needs: survival, solidarity and growth.

Overall model of organizational behavior Kreitner & Kinicki (2007)

In the overall model of organizational behavior Kreitner & Kinicki, the results of 02 individual components: Perform the work (job performance, Commitment to the organization

According to the theoretical study of the model, most of the employees are 02 basic objectives in their work: (a) A group of the employees trying to do their job well; (b) The rest are regarded as members of the organization. The performance level the work and dedication to the organization depends on the individual mechanisms affect the employees. Thus, the overall patterns of organizational behavior analysis of job satisfaction is just a mechanism for individual evaluation of individual the employees, but also to consider other aspects of the mechanism of individual: problem accepting work

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pressure, problems motivational work, the ethics and legality of the business, learning problems and make decisions of employees (Purcell &Hutchinson, 2007).

The behavioral characteristics affect individual mechanisms: (a) Institutional Arrangements (organizational culture, organizational structure); (b) Mechanism group (behavioral style and leadership, power and influence of leadership, teamwork process, characteristic groups); (c) personal characteristics (personality and cultural values, abilities). Overall pattern of behavior Kreitner & Kinicki organization is used in measuring the level of job satisfaction of the employees and the level of satisfied is only a part of the mechanism for individual assessment.

Comparing the characteristics of a number of theories

Some theoretical background satisfaction research the employees presented above show that depending on the perspective of each of the studies included different content analysis of the satisfaction of the employees. Overall, the theoretical basis of the study of this subject should be summarized in 02 groups assess aspects of satisfaction of the employees for the following businesses.

- Group of positive aspects: an assessment of job satisfaction, motivation, growth needs of the employees.

- Group of negative aspects: an assessment of job dissatisfaction, maintenance work in order to survive, the pressure of work of employees.

2.2.3 Some research of the scale

Measures of the work of Edwin Locke

Impact theory of Edwin Locke given the measurement of the value and impact means used the satisfaction level of the employees and theory also shows the difference between what the employees would like and who have what's the job of measuring the impact of the employees satisfaction. Examples illustrate this, if "the right decision at work" is valuable for the employees A, the employees B are not interested in this. Meanwhile, if the impact the "right decision at work," the laborers A will satisfied more, even if not significantly impact the "right decision at work" the employees A is not also satisfying while the employees B is not affected by the value of this measure (Locke, 1976).

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Table 1: Value Measurement and means of the work

The work Measured value of work Methods

Work - Interested individuals - Importance

- The opportunity to use skills

- Responsibility - The right decision - Diversity - Achievements, progress - Feedback - Clearly - Fit - Join - Pressure - Avoid fatigue Recruitment, selection, replacement, improvement of work, goal setting, participate in decision

Salaries & benefits Equity Safe

Job analysis, salary surveys, measuring block,

completion of work, wages and high welfare,

mobilization plans

Human Resource Planning

Promotion Equity Deserves to be promoted

Assessing the effectiveness Assessing the effectiveness Compliments and trust of work and effort

Working conditions Resources Time

Change of shift of work Conditions for safe Specialism

Provision of resources Flexible time (4 days / week)

Compensatory

Remove danger, safety programs

Discreet design office

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Manager / Supervisor Respect Trust

Bilateral relations Provide value on

Honestly, attention needs of staff

Steadfast honesty Listening to employees Join influence

SHRM Survey Report (2009)

As reported by the Association of Human Resource Management (Society for Human Resource Management - SHRM) survey in 2009, shows the scale factor in satisfaction of the employees of enterprises are arranged in the order following priorities:

Group of scales important factors: (1) Safety at work; (2) Welfare; (3) Compensation / paid; (4) There is an opportunity to use skills; (5) The feeling of safety in the work environment.

- Group of scales factor in terms of career development: (1) the promotion of the organization; (2) professional development opportunities; (3) try to do a specific of work; (4) development system; (5) Accept the professional development of the organization; (6) Testing of salaries and tuition refund.

- Group of scales factor in terms of public relations with the leaders: (1) The problem of communication between staff and the superiors; (2) The right decisions and the the work independently; (3) Evaluate the progress of the work of employees; (4) Relations with intermediate levels of management.

Group of scales factor in terms of working environment: (1) Balance between flexibility and the the work life; (2) The work is very interesting; (3) There should be social responsibility within the organization; (4) Accept green environment; (5) Cultural organizations; (6) The relationship the work with colleagues; (7) The contribution of effort to the business objectives of the organization; (8) The work is done; (9) Diversity the work.

- Scale overall satisfaction level of the employees.

2.2.4 Some research results

The research results of Andrew (2002)

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Andrew (2002) study of the work satisfaction in the United States and the some other countries gave the following results:

There was 49% of the employees surveyed in the US said that completely or very satisfied with the work, only a very small number of answers is not satisfied. The rate for that completely or very satisfied with the work in some other countries as follows: Denmark 62%, Japan 30% and the Hungary 23%. The study identified the factors that raise the level of the work satisfied include: (a) About female; (b) Safety at work; (c) Small Workplace; (d) High income; (e) Relationship colleagues; (f) Time commuter less; (g) monitoring The problem; (h) Relationship to the public; (i) learning opportunities improve.

The research results of Keith & John (2002)

Research by Keith & John of satisfied in the work of highly qualified people; the role of gender, the management and the income compared with the results as follows: (a) A major factor affecting the work satisfaction of those who have qualified are: making money , physical condition, health and the other types of benefits; (b) Women in the level of satisfied in of than men; (c) There is an increase in the level of satisfied with the management; (d) Income has an important role to the level of the work satisfied.

The research results of Tom (2007)

Tom's research on the work satisfaction in the United States has given some results as follows: Employees working in many areas, there are 47.0% of the employees are satisfied with the work, which group of unskilled labor, the satisfaction level was much lower (33.6% only of those surveyed are satisfied with the work while the highly skilled labor, the satisfaction level is quite high (accounting for 55.8% of those surveyed).

Thus, there are many different definitions of satisfaction of employees, the general "state of satisfaction and dissatisfaction of workers on the job through different evaluation criteria." Each researchers are looking, through its own interpretation of their work. The next section refers to the theory of satisfaction with the empirical research related to the satisfaction of the employees of the enterprise in which they are working.

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2.3 The concept of job involvement

The job involvement is a new study today. This concept has not yet reached a consensus. One explanation is acceptable: adherence to the measurement of the level of understanding of the work of employees; the active participation; and attention to the performance of tasks is important. Engagement with the work affected by work experience - factors affecting job satisfaction affects cohesion in work. Over time, the degree of attachment to the work becomes stronger due to the following factors: First, the individual professional development associated with deeply held and colleagues in their organization; secondly, seniority brings a positive attitude at work and third, job opportunities decrease over time, as employees become more engaged with their current job (Singh, 1997).

Those who expressed high sticking with their jobs are those who have higher productivity, the level of job satisfaction is higher and less displacement than those with low engagement.

2.4. The commitment of organization

2.4.1 Commitment of the organization to work

Duties and responsibilities of staff are clearly defined will help employees become more interested and more responsible work. The division of responsibilities and powers makes clear test of leadership less difficult. The management will take advantage of all the resources and increase productivity. When done correctly, this process will help managers reduce staff time guide or resolve difficulties in the implementation process work. Helping employees understand the expectations will help them to work more independently. Identify difficulties, obstacles in the implementation process work can improve productivity (Shore & Martin, 1989). Governance process conducted for employees performing work under the objectives and requirements of the the agency. However, if done incorrectly, it can cause anger, frustration and feeling unfairly the agency. It should set specific goals for each individual as well as collective and group work. This increasing collaboration among employees in the group, in departments and enterprises. Whereby the spirit of unity among employees, employee loyalty now add more cohesive. Tasks need to match the skills and strengths of employees. This factor is

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no less important to assess the level of job satisfaction. Superior assigned to them based on the capacity and understanding in their field of expertise. When you have these privileges, they will find their place in the company really important and would love to do more the work being (Rhoades & Armeli, 2001).

The promoted, creating opportunities for advancement for employees to help them identify new opportunities for professional development, and even more new challenges still await them in front. Rotation of staff to the new location, a new role also helps businesses fill in the blanks of senior personnel in the business, take advantage of the ability to work excellent employees within the enterprise .

2.4.2 Commitment of training and development

Today, the life of the workers has improved markedly, educated, professional and vocational skills of workers been enhanced, employees desire not only the physical elements but also want to have the opportunity to advance their career, doing the job with challenging, interesting. Thus, the commitment of the organization to employees in training is very important. Training to be understood that the learning activities to help employees can perform more effectively functions, their duties. It is the process of learning to make employees more firm grasp on their work. It is the learning activities to improve skills of employees to perform tasks more efficient (Legge, 2005). Development: Learning activities are beyond the scope of the work ahead of workers, in order to open up to them new jobs based on the future direction of the organization. The importance of training personnel: In this age of science and technology developing rapidly, the competition between countries and companies increasingly fierce.

The competition that shown on all aspects: technology, management, finance, quality, price, etc. But most of all, factors behind all human competition. Practice has shown that competitors can copy all the secrets of the company's product, technology, etc. The only investment in human factors that prevent competitors copying their secret. Due to practical, the research problem situation and solutions to develop human resources is always a hot topic on the forum of information and international studies. People are important inputs of the production process, the level of development of human resources development advantage of every business. In the field, the man stood in the center. Interested in human development will contribute to ensuring the development of the

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country because the development of human resources is the measure of economic growth, social each country. In the trend of globalization, businesses are opening up many opportunities for development. The development of enterprises to promote the development of both countries. However, this is also a challenge for enterprises to survive and develop businesses to compete, it also means businesses have to promote their advantages. The quality of human resources is the leading edge by humans is an invaluable resource. So, Training and Workforce Development is an important task not only a business but also the duty of the country. Training and development of human resources require costly in time and cost. But the commitment to this work will bring competitive position for businesses to ensure business sustainability (Schuler, Budhwar & Florkowski, 2002).

2.4.3 Commitment of colleagues

In a work environment, colleagues elements can be considered as one of the elements that can provide 90% of the performance of a task. The Grensler said fellow employees ready to help, to share, with a high spirit of cooperation will bring higher job performance of employees not support colleagues. From which to see elements colleagues also contributed to bring satisfaction to employees when they work in the organization and this factor also contributed in no small part to the sustainable development of the organization. Therefore, organizations must commit to making the rules, labor regulations to implement staff. These regulations, guidelines are factors evident written in organizations such as labor rules (Tansley & Newell, 2007). The rules and principles have been read and understand carefully by all employees before joining the group function. These rules and principles is a fundamental component constitutes routines, habit of giving each employee at work. But to make this a habit or routine, organizations also need to know the appropriate use, flexible avoid too rigid principles to create comfort and satisfaction of the employees. Satisfaction from the staff of the organization also derived from the organization to apply the principles stipulated that they did not feel like surveillance, detention, did not feel the carefully calculated that they feel while at the same institution as their main home. The set of feel from satisfied members in this factor is not difficult but requires organizations to capture the sentiment of each employee, applying the principles prescribed to individuals so that they feel most happy and safe (Ulrich, 1998).

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2.4.4 Commitment to leadership

Leadership style is typical of the type of activity leaders are formed on the basis of close cooperation and dialectical interaction between subjective psychological factors of leadership and social environmental factors in management systems. According to K. Levin (1939), American psychologists have 3 types of basic leadership styles:

- Arbitrary leadership style: characterized by concentrating all power in his hands a manager, leader - managed by his willpower, crack down and initiative of all members in the organization.

- Laissez-fair leadership style: the management plan outlines only general, less direct participation, often assigned to subordinates and do other things at the office. Only work directly with people or collective management in special cases (Porter & Lawler , 1968).

- Democratic leadership style: characterized by division managers know their power management, junior enlisted comments, put them involved in the decision drafted. Type leaders also create favorable conditions for those who are subordinate to promote initiatives, participate in the planning and implementation of the plan, and create atmosphere in positive psychology management process.

Leadership style effects which evoked potentials within the staff. A leadership style appropriate to facilitate employees to maximize their potential in the process of implementing the work of the organization. That's views, attitudes, help managers during employee job performance. This effects breaking down barriers to employee job done smoothly, providing them with the information and skills necessary for their work order management, master of his work with the enthusiasm and motivation high. The leader helps build trust in employees. There is hard work seemed impossible to fulfill, or work with the probability of success is limited at that time the leadership style of managers have a huge effect is building confidence, cheer, encourage workers conducted by the actions and policies appropriate. Even willing to accept bad situation can occur if the job fails. Helping employees feel confident when doing work, promote the importance of their work for the organization.

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2.4.5 Commitment on wages

As the organization's commitment to the amount paid to the employee a fixed and regular in a unit of time (day, month, year). Currently in business there are many different ways payroll:

- Pay with time is a form of pay to employees based on actual time working

- Pay by product is a form of pay to employees based on the quantity and quality of output. This form represents the labor remuneration paid to employees based on the unit price and the actual output that employees complete and achieve quality requirements was predetermined.

- Allowances salary: the money returns to labor is in addition to the basic salary, additional and more to compensate employees working in unstable conditions or unfavorable but not taken into account when determining the basic salary . Additionally, in fact there is a different kind of allowance, the allowance is not salary, the calculation does not depend on the wage workers such as moving allowances, subsistence, etc ... Most of the account allowances are calculated on the basis of assessing the impact of the work environment. Allowance significantly stimulate the labor done a good job in difficult conditions, more complex than usual (Becker and Huselid, 2006).

- Bonus: a form of stimulus material has very positive effects on workers strive to do the job better. In fact, businesses can apply some or all types of bonus: bonus material savings, increased productivity bonuses, bonus initiative and bonus plans fulfilled, gaining the bonus suppliers, consumption, has signed a new contract; rewards for loyalty, devotion now.

2.4.6 Commitment on benefits

Benefits is an indirect remuneration to be paid as the support of life for employees. The types of benefits that workers enjoy very diverse and depends on many different factors such as government regulations and practices of the people, the level of economic development and financial capabilities, the specific circumstances of business. Benefits expressed concern to the life of the enterprise workers, have a stimulating effect on employee loyalty and attachment to the business. Benefits of enterprise include: social insurance and health insurance, retirement, vacation, holidays, lunch, grants to employees when in trouble, increase employee gifts for birthday , weddings, Longevity parents employees. The abolition of centralized mechanism bureaucratic, institutional

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development-oriented market economy with socialist economic sector participation requires implementation of new perspectives, policies and solutions new social welfare.

2.5 Some introduce about the HUFLIT

The Private Foreign Languages University - Ho Chi Minh Informatics was established on 26-10-1994 by Decision No. 616 / TTg of the Prime Minister. Its predecessor was Computing Language School and Saigon (1992). The Prime Minister has decided to move into Ho Chi Minh Private University of Foreign Languages and Computing in Decision No. 122/2006 / QD-TTg dated 29-5-2006, on paper marked Ho Chi Minh University of Foreign Languages - Informatics (HUFLIT).

Over 20 years, with the collective efforts of school pedagogy, HUFLIT became non-public universities are socially appreciated the quality of training. Schools have established international relationships with universities in the region and the world. Besides, the university has contributed actively and effectively socialized career education, the construction and economic development - national culture.

The school has nine departments (23 subjects), 6 room, board, library and 01 affiliated centers. Total employees: more than 400 employees concluse the emplyees and the faculty members teaching in the School (postgraduate degree is 78%).

Sub – conclusion for chapter 2

Thus, in chapter 2, the dissertation has taken the theory related to the employee's satisfaction, the platform group typically Maslow's theory (1943), Adam (1963), and McClelland (1988), or combined views of the authors as Vroom (1964), Hackman and Oldham (1975), are defined in terms of independence Herzberg (1959), Alderfer (1969), Kreitner and Kinicki (2007). There are also important factors scale scores correspond to the workers ... It also clarifies some of the theories about the commitment of workers to organize, for its training program officials, for colleagues, for leaders, for compensation issues.

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Chapter 3. METHODOLOGY

3.1 Model of the study

Job satisfaction is a concept with no consensus among different researchers. Spector (1997) suggested that job satisfaction is simply the favorite aspects of work and job satisfaction viewed as a behavioral variables. Job satisfaction is also considered as the satisfaction with specific aspects or general satisfaction with the job. Some authors suggest that job satisfaction is considered the influence of individual factors by the employee or the organization's impact on the perception of the work (Bergmann, 1981 Luddy tutorial , 2005). Studies evaluating job satisfaction is done very early in the world starting from the early 20th century was the study of Happrock (1930). The evaluation model of job satisfaction was also scholars developed quite early. One of the most popular model is the model JDI (job descriptive index) by Smith et al (1969),development from Cornell University. Model JDI assess job satisfaction of employees based on 05 variables studied are (1) the nature of work, (2) training opportunities and advancement, (3) Leadership; (4) Colleagues and (5) income. JDI model is considered to own the good content, concepts and reliable basis (Kerr, 1995). JDI is also seen as a tool to choose to assess job satisfaction (Price, 1997). Although appreciated fig theoretical and practical but JDI has its weaknesses. The first is the use of a questionnaire with 72 items was considered too long to ask difficult for investigators to retrieve data. Second question answer format of the original model form JDI “Yes – No” answer not evaluate many different satisfaction levels of employees. Thirdly, there is no question of JDI assess the overall satisfaction of employees (Spector, 1997). Today, the researchers used the model to adjust the position JDI questions are designed in the form of Likert scale useful for evaluating many perceived levels of employees and number of questions could be adjusted less than the original JDI. Within the scope of this study the relationship between job satisfaction and commitment of organization is also determined on the basis of the number of models JDI include:

• Commitment to work: Concerning the challenges of work, calculated in accordance with personal capacity and comfort on the job.

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• Commitment to training opportunities and promotions: Concerning the perception of employees with the opportunity to train and develop their abilities, opportunities for advancement within the organization

• Commitment to leadership: Concerning the relationship between superiors and subordinates as the support of the leadership, leadership styles, management capabilities of leaders.

• Commitment to colleagues: In relation to the behavior, relationships colleagues at work

• Commitment of income: In relation to the fairness of pay to employees both inside and outside the enterprise

Through a theoretical basis and scale factors impact assessment of the organization's commitment to the satisfaction of the employees, the selection of the model study, the authors oriented model selection under following arguments: (a) Inheritance and development in the use of combination and selection of some theoretical basis and study the scale factor of the scientific research ahead but must be consistent with the objectives study of the subject; (b) Modeling studies evaluating the relationship between the satisfaction of employees for business commitments

In the model study of the subject, the main focus of the research object is the satisfaction of the employees and the factors measure the satisfaction level of employees working in HUFLIT. Therefore, the content analysis of the model should be demonstrated as follows:

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Figure 2: Research Model

3.2 Criteria for evaluation of the scale factor

3.2.1 Evaluation of the scale factor

The system of theoretical foundations and research of the scale factor before evaluating the satisfaction of employees for businesses to see the concept of "Satisfaction of employees for business" is a concept sociological concept, meaning abstraction and influenced by many different factors (Strauss & Corbin, 1990). From sift the previous empirical research and peculiarities local workers, following discussions with a number of scientific researchers and experts to adjust accordingly research objectives study of the subject, the author has developed 25 criteria in 10 scale factors are as follows:

Characteristics of work and organization commitment Characteristics of needs of workers Common measurement criteria

The relationship between job satisfaction and organizational commitment

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Table 2 : Scale factor

Scale factor Symbol Variables

1. The nature of of work

The work allows me to promote personal capacity My job does not require much skill

My job requires creativity

My workload is reasonable, acceptable

TNOW TNOW1 TNOW₂ TNOW₃ TNOW₄ X1 X11 X₁₂ X₁₃ X₁₄

2. Salaries and the welfare

I be paid in accordance with the results of work Salaries guarantee my life and my family I get bonuses when complete of work

SATW SATW₁ SATW₂ SATW3 X₂ X₂₁ X₂₂ X23

3. Evaluate the effectiveness of work

I was assessed and fully recognized achievements in work I get compliments when completed the work well

Method of evaluating the effectiveness of work is reasonable ETEW ETEW₁ ETEW₂ ETEW3 X₃ X₃₁ X₃₂ X33

4. Training and development

I was participating in the training necessary to work effectively

I was provided full documentation and training programs to develop skills TAD TAD1 TAD2 X₄ X41 X42

5. The autonomy at work

I was encouraged to participate in decisions related to of work

I was encouraged to take the initiative and propose

AUWO AUWO₁ AUWO₂ X5 X₅₁ X₅₂ 26

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improvement of work

6. Stability of work

The majority of employees in the agency was signed longterm labor contracts with indefinite term

I was guaranteed a regular job

STOW STOW1 STOW₂ X6 X6 X₆

7. Policies and Workflow

My agencies have disciplinary policies fairly and consistently

I know how to handle emergency situations at work when the problem occurred

POWO POWO₁ POWO₂ X7 X₇₁ X₇₂

8. Means of work and safety

Where I work is guaranteed under the principles of safety The working environment is clean, non-toxic

MOWS MOWS₁ MOWS2 X₈ X₈₁ X82 9. Exchange of information

I have complete and accurate information necessary to complete the of work

My superiors are informed and give me about changes related the agency

EXIN EXIN₁ EXIN₂ X₉ X₉₁ X₉₂

10. The workplace relations

Leadership considered the employee is a valued member of the agency

Employees in the agency are respected and trusted

WORE WORE1 WORE2 X₁₀ X101 X102

General measurement criteria

Overall, I feel that working conditions, policies and the welfare in the agency is very good

I want tocommitment to work with current agency in long-term

According to my own thoughts, I feel the agency where I am working is "ideal" GENERAL GENERAL₁ GENERAL2 GENERAL₃ Y Y₁ Y2 Y₃ 27

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3.2.2 The evaluation model the relationship between the

satisfaction of employees with the organization's

commitment

The evaluation model the relationship between job satisfaction of employees HUFLIT with organizational commitment.

Model assess overall satisfaction of employees of enterprises (SAT) is a model of evaluation of factors affecting the characteristics and needs of individual measure the satisfaction level of employees for HUFLIT. Linear equation is expressed as follows:

In which:

SAT : The overall satisfaction of employees of enterprises from collective of 25 evaluation criteria.

X = {X1, ..., X10} : The variable scale factors affect the SAT α = {α0, ..., α10} : regression coefficient impact on SAT ei : error

Hypothesize of models are following:

- Hypothesis H1: Factor X1 "nature of of work" influential covariates to the SAT;

- Hypothesis H2: Factor X2 "salaries and the welfare" influential covariates to the SAT;

- Hypothesis H3: Factor X3 "assessing the effectiveness of work" influential covariates to the SAT;

- Hypothesis H4: Factor X4 "training and developmen" influential covariates to the SAT;

- Hypothesis H5: Factor X5 "the autonomy of work" influential covariates to the SAT;

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- Hypothesis H6: Factor X6 "stability in work" influential covariates to the SAT;

- Hypothesis H7: Factor X7 "policy and workflow" influential covariates to the SAT;

- Hypothesis H8: Factor X8 "means work and occupational safety" influential covariates to the SAT;

- Hypothesis H9: Factor X9 "exchange of information" influential covariates to the SAT;

- Hypothesis H10: Factor X10 "the workplace relations" influential covariates to SAT.

3.2.3 Scale

This research of the topic is the relationship between job satisfaction and commitment of staff on working. This is a kind of study of human behavior on a certain aspect of life. To review the attitudes of respondents, in this case, the satisfaction was choose by two types of questions in the questionnaire: (a) The first type of question is an open question, ie the respondent can, depending on their opinion respond to their feelings about their satisfaction. The second type of question is closed question, ie the questionnaire will give always the answer choices with the statement about the attitude of the respondents completely agree, agree, uncertain, disagree, totally disagree.

3.3 Process Research

3.3.1 The research process

Step 1: Starting from the research objectives of the research, research models builds on previous theoretical basis in order to determine the scale measurable impact on the satisfaction of employees for business industry, forming the initial hypotheses consistent with the objectives research and specific set of local workers.

Step 2: Next choose the observed variables for the scale, determined the sample for this study. The scale used in this study Likert scale is 5 level for all the observed

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variables and the method chosen samples were used with minimal sample size is 250 as shown in Sampling section of this chapter.

Step 3: Choosing how to collect information necessary to study. The question investigators interviewed directly and indirectly employees. The content of the questions in the questionnaire are presented in the building questionnaire, how to collect information of this chapter

Step 4: After building a questionnaire, to identify some of samples to be collected, the questionnaire should be tested appropriate investigation with the local situation to test the complete scale questionnaire. If satisfactory questionnaire study, the investigators sent to collect Information, if not satisfactory, it is necessary to rebuild the questionnaire.

Step 5: After gathering the information, the questionnaire should be encrypted and Data Entry investigation. From the phase information in the questionnaire to the stage enter survey data, the database needs to be checked, cleaned and processed data of the data collected to ensure the reliability of technical analysis of observations in the questionnaire.

Step 6: Technical Analysis consists of 02 parts: (a) descriptive statistics, (b) distribution area EFA factor and regression. Before EFA factor analysis, the scale measurement should be tested reliability with Cronbach's alpha coefficient for the type remove the garbage and not closely correlated in the analysis model EFA factor. From testing the hypothesis that the initial assessment of satisfaction of workers for enterprises, conducted a regression analysis.

Step 7: After technical analysis, data inference should be tested the statistics to ensure stability assessment models satisfaction workers now. Finally suggest some solutions for business, management agencies (Taylor & Bogdan, 1998).

3.3.2 Scale

This research studies the relationship between the satisfaction of the employee's commitment to HUFLIT, this is a form of human behavior study people of a certain aspect of life. To consider and review the attitude of the respondents, in this case, the authors satisfaction choices choose two types of questions in the questionnaire: (a) Type the first question is the question open format, meaning that the answer can be customized

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according to their opinion about the answer their feelings about their satisfaction. The second question was the questions closed, meaning that the questionnaire will be given the choice always answered with the use of closed questions in the study attitudes are generally favorable more. In addition, because one of the goals of this subject is to understand, identify the degree of satisfaction that the use of a closed question with the option to pay Likert scale in word format is most appropriate level. With answers the answer as this scale, we will see the job satisfaction of the employees in every aspect, every element in the work at satisfied or dissatisfied and in more or less degree. At the same time, because the scale Likert scale is about so we can use the data collected to processing, quantitative analysis to determine the correlation relationship, relationships linearity between variables in general, as well as between the independent variables and variables dependence (Scott & Taylor, 1985).

3.3.3. Sampling

To achieve the research objectives of the study design, sample selection Random advantage of every business has been selected. Reasons to choose This sampling method chosen because respondents accessible, they are willing to pay questionnaire study as well as less costly in time and cost of collection information needed research.

Sample Size

The sample size will depend on whether we want to study problems from the data collected and the relationship we want to set the target study (Kumar, 2005). Research issues as diverse complicated form The larger study. A more general principles that form the degree accuracy of the results is higher. However, in reality, the choice of sample size depends on a very important elements is financial capacity and time that researchers can get. For this topic, due to the limited financial and time, size samples will be determined at the minimum necessary but still meet research needs. Determining how much the sample size is appropriate remains controversial with many different views. Some researchers Other research does not provide specific figures on the number of samples needed given that the ratio between number of samples required and the number of parameters to estimate. For factor analysis, click sample size will depend on the number of variables to be included in the factor analysis. Gorsuch (1983, been criticized by MacClallum and co-author, 1999) suggests that some sample size required is 5 times the

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number of variables. While some researchers suggested that this ratio is 4 or 5. In this topic all 25 parameters (observed variables) to conduct factor analysis, so the minimum required sample is 25 x 5 = 125 samples observed.

Develop a questionnaire, how to collect information.

The design phase questionnaire: (a) Based on the theoretical basis and the previous studies related to the construction of the scale of the model research. From this scale, a questionnaire was drawn up preliminary; (b) The questionnaire preliminary consultation of the scientific research, expert surveys to adjust for fit and easy to understand; (c) completed questionnaires and surveys to try before sending it formal survey.

The questionnaire was used to collect the information needed to study ensure the following benefits: (a) cost savings, time and human resources; (b) Confidential information is the identity of respondents to overcome the deviations information collected in the questionnaire. The questionnaire has been set designed and used to collect the necessary information.

3.4 Technical analysis tools

Before making research results from the database with the software SPSS 15.0 for Windows, should understand the technical analysis tools to assess the reliability, the stability of the database.

3.4.1. Descriptive Statistics

Descriptive statistics were used to describe the basic features of the data collected from experimental studies through various ways. Descriptive statistics provide simple summaries about the sample and measures to create the foundation for quantitative analysis of the data. To understand the phenomenon and the right decisions, to understand the basic techniques of descriptive data:

- Performance data into the tables summarize the data: As summarized a quantity of information workers (gender, age labor, working hours, average income, etc ...) common statistical parameters such as frequency, the average rate, variance, standard deviation and other statistical parameters. These data are represented graphically or by description data to help analyze and compare information workers.