An Empirical Study of the Relationship between Job Satisfaction, Job Dimensions, and Organizational Commitment: the Case of Vietnam Bank

• Main Authors: HONG-NGOC TRUONG, 張虹鈺
• Other Authors: Cheng-Wen Lee
• Format: Others
• Language: en_US
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/kcrx2s

博士 === 中原大學 === 商學博士學位學程 === 103 === The purpose of this study was to examine the factors that contribute to job satisfaction and organizational commitment for banking service employees in Vietnam. Work motivation factors included six dimensions: Work-Itself; Work Conditions; Advancement Opportunities; Salaries; Subsidies, Fringe Benefits; Relationships with Colleagues, and Relationships with Superior. The theoretical approach used in this study drew from content theories such as Maslow’s Needs Hierarchy Theory (1943), Clayton Paul Alderfer’s ERG Theory (1972), Herzberg's Motivator-Hygiene Theory (1964), and process theories that included Victor Vroom’s Expectancy Theory (1964), Adam’s Equity Theory (1965), Frederick Winslow Taylor’s Theory of Scientific Management (1911), and Elton Mayo’s Human Relations School of Thought (1923). Primary constructs of these well-established theories were utilized to enhance not only the theories themselves but also to determine the research variables and framework for this study. Questionnaires in the form of handouts were delivered to banking service employees who were working full-time for eight banks located in Ho Chi Minh City of Vietnam at the time of this study. A combination of qualitative and quantitative methods is highlighted in this study. In regards to the qualitative method, a meta-analysis provided a brief summarization of previous studies of job satisfaction among banking employees – and – most importantly, eleven (11) interviews were conducted with bank employees. The quantitative method featured data collection with a Likert scale questionnaire. Specifically, the quantitative portion of this study was driven by an integrated model that was hypothesized in which Advancement Opportunities, Salaries, Work-Itself, Work Conditions, Relationship with Superiors, Relationship with Colleagues, Fringe Benefits, and Subsidies directly impact organizational commitment. Additionally, those same job dimensions were hypothesized to influence specific job satisfaction as well as general job satisfaction, which in turn impact organizational commitment. Furthermore, this study examined the relationship between organizational commitment and personal/professional characteristics such as: Age, Gender, Marital Status, Education Background, Job Title &; Position, Knowledge about Labor Law, Work Tenure, Job Role, Monthly Income, and Type of Bank; again, using both specific job satisfaction and general job satisfaction as mediators. Overall, this research investigated banking service employees’ attitudes and perceptions regarding job satisfaction. Lastly, a research framework was constructed and a new questionnaire was designed for potential future research studies of this or similar kind related to job satisfaction and/or organizational commitment. After an expert panel reviewed the questionnaire, a population of banking service employees (N=504) were asked to complete the survey. Five hundred participants (N=500) responded yielding a 96% response rate. Frequencies, percentages, and appropriate statistics were computed for the personal and professional characteristics of the participants. Cronbach alpha was computed to measure the dimensions of a job correlation index. The mean and standard deviation for each factor was documented. Pearman correlation was computed for all variables in the quantitative model. Multiple regression analysis was used to determine the predictors of overall satisfaction as well as organizational commitment. Additionally on the qualitative side of the study, eleven (11) interviews with banking officers were conducted. The participants in the qualitative interviews were the employees who were working full-time in the banking industry in Vietnam. The research only used responses by office staff with vocational school degrees or higher. A telephone interview was used as it offered the most convenient manner of gathering interview data. Eight major themes emerged from text analysis of the interview transcripts. Those were: (1) Salaries, (2) Advancement Opportunities, (3) Work-Itself, (4) Work Environment, (5) Relationship with Colleagues, (6) Work Conditions, (7) Fringe Benefits, (8) Relationship with Superior. These themes were voiced by the interviewees as contributors to job satisfaction as well as to organizational commitment. Overall, in this study both quantitative analysis and qualitative analysis uncovered the same factors of Salaries, Advancement Opportunities, Work Itself, Work Conditions, Relationship with Colleagues, Fringe Benefits, and Relationship with Superior as significant influences upon job satisfaction as well as organizational commitment.