Factors affect on the job behavior at thermtrol corporation

  • Số trang: 56 |
  • Loại file: PDF |
  • Lượt xem: 17 |
  • Lượt tải: 0
nhattuvisu

Đã đăng 26946 tài liệu

Mô tả:

RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING ON - THE - JOB BEHAVIOR AT THERMTROL CORPORATION STUDENT’S FULL NAME STUDENT ID INTAKE ADVISOR’S NAME & TITLE : HOANG CHI SY : CGS00018260 : MAY 2014 : NGUYEN THE KHAI (DBA) August, 2015 ADVISOR’S ASSESSMENT .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. .............................................................................................................................................. ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 1 ACKNOWLEDGEMENTS To complete this paper, I have to send my special thanks to Nguyen The Khai, DBA who has shown our class every step of how to do a research and run SPSS software. Moreover, he had even personally gone through and give valuable advised on our paper to every individual in class. Without such detail instructions and advise, we are unable to complete this paper of Business Research Methods. I would also like to thanks employees of Thermtrol Coporation, whom had help to complete the questionnaires which is essential for me to conduct further on the research. Lastly, I would like to thanks my family and all friends for supporting me during my MBA program in order to complete all assignments especially this paper. ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 2 TABLE OF CONTENTS ABSTRACT ...................................................................................................... 5 CHAPTER I: INTRODUCTION 1. Thermtrol Corporation Introduction .............................................................. 7 2. Executive Summary ....................................................................................... 7 3. Products and Services .................................................................................... 8 4. Thermtrol Vision ............................................................................................ 9 5. Thermmtrol Mission ....................................................................................... 9 6. Thermtrol Technology ................................................................................. 10 7. Thermtrol Organization Chart ...................................................................... 12 8. Research Introduction .................................................................................. 12 9. Goal of the Research .................................................................................... 13 10. Objective of the Research ........................................................................... 13 11. Limitations of the Research ....................................................................... 13 12. Research Questions .................................................................................... 13 CHAPTER II: LITERATURE REVIEW 1. Organizational Commitment ........................................................................ 14 2. Work Control ............................................................................................... 14 3. Goal and Process Clarity .............................................................................. 16 4. Fairness Perceptions of an Organization Policy .......................................... 16 5. On the Job Behaviors ................................................................................... 17 CHAPTER III: RESEARCH MODEL AND HYPOTHESES 1. Research Model ............................................................................................ 19 2. Hypotheses ................................................................................................... 20 2.1. Organizational Commitment ..................................................................... 20 2.2. Work Control ............................................................................................ 22 2.3. Goal and Process Clarity ........................................................................... 26 2.4. Fairness Perceptions on an Organization Policy ....................................... 29 ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 3 2.5. On the Job Behaviors ................................................................................ 32 CHAPTER IV: ANALYSIS AND RESULTS 1. Cronbach’s Alpha ......................................................................................... 36 2. Descriptive Statistic ..................................................................................... 37 3. Hypothesis Testing ....................................................................................... 38 CHAPTER V: CONCLUSION 1. Summary of The Results .............................................................................. 38 2. Discussion and Recommendation ................................................................ 38 3. Limitation ..................................................................................................... 39 REFERENCES ............................................................................................... 40 APPENDIX 1: Survey Questionnaire ............................................................. 43 APPENDIX 2: Presentation Slides ................................................................. 51 ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 4 ABSTRACT The success of an organization is widely believed to stem from individuals’ contributions and its fellows are precious assets of an institution. This is especially true for Thermtrol Corporation. Thermtrol Corporation is currently facing challenges is in recently some employees have intention to leave Thermtrol Corporation after being a long time in service. Accordingly, identifying the factors affecting the levels of organization commitment to attract employee’s cooperation and contributions in the long time is critical. Being able to tackle this mission will bring about a desirable success for Thermtrol Corporation in the human resource management. The theoretical framework of this study will be tested by collecting data from 300 Thermtrol Corporation employees in the Head Office and Workshop. They are provided their ideas in the trial and official surveying processes. The reliability analysis, descriptive analysis, and hypothesis testing were employed to analyze the data. The purpose of the study is to explore factors affecting to the organizational commitment of employees in Thermtrol Corporation through a questionnaire. Following the analysis process, factors collected are Organizational Commitment, Work Control, Goal and Process Clarity, Fairness Perceptions on an Organization Policy and On the Job Behaviors The interpretation of collected data will be followed by the researcher’s strategic recommendations related to organizational commitment. In spite of unavoidable limitations, the research outcomes are expected to be a possibly constructive source for Thermtrol Corporation to refer in planning and developing the strategies to enhance the organizational commitment of the employees. Key words: Organizational Commitment, Work Control, Goal and Process Clarity, Fairness Perceptions on an Organization Policy and On the Job Behaviors ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 5 CHAPTER I: INTRODUCTION 1. Thermtrol Corporation Introduction Thermtrol History and Milestone In 1987 the company was founded as Thermtrol Corporation. A new line of probe thermostat switches for pressure washer and related industrial equipment manufacturers is designed and launched. This marks the beginning of Thermtrol’s growth into new markets with a rapid expansion of our product portfolio. 1990 Thermtrol is recognized as a key value-added partner to Texas Instruments Sensors & Controls Division (now Sensata Technologies) for our demonstrated pattern of superior customer service, product quality, and pragmatic "can do - will do” attitude. This product line is the foundation for establishing our core competency in wire termination. In 1991 Thermtrol made continued alliances and value-added partnerships with many other companies in the thermal overload industry. These are used to further fuel the growth of existing lines and expand our markets. 1996 Thermtrol makes its first acquisition with the purchase of Mighty Mite Controls of Akron, Ohio, a vanguard in the development of bimetal thermostats for the appliance market with origins dating back to the 1950’s. This addition helps propel Thermtrol into an innovative products company, furthering our manufacturing capability. In 1997 we saw the successful launch of the SH7AM series self-hold protector. This thermal safety device has become the standard in many motor and appliance protective applications. In 2000 as we formalized our quality process and procedures, Thermtrol was audited for and receives our first ISO 9001 certification. Customer service and quality remains the cornerstone of our business. In 2002 Thermtrol pioneers into the global market by opening our first international sales branch office in Hong Kong. This move solidifies the increase in demand and support for Thermtrol products in Asia. ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 6 In 2003 Thermtrol launched its first wholly owned Asian manufacturing site located in the Vietnam Singapore Industrial park, on the outskirts of Ho Chi Minh City, Vietnam, to take advantage of the solid Asian manufacturing environment and establish local sourcing with related electrical component assembly including wiring harness assembly. In 2007 Thermtrol acquired MGI Manufacturing in Cary, Illinois. This acquisition brings with it specialty engineering and plastic molding expertise in manufacturing wire harnesses for the automotive and related industries. In 2010 following several years of expansion in Vietnam, we built a new 100,000 square foot wholly owned facility to support our continued growth and expansion into the wire harness business. In 2012 Investment into Thermtrol Vietnam with over $1.5M in test equipment (more detail in our quality section), new molding equipment and engineering resources added to facilitate quality and customer service responsiveness. In 2013 continued growth now has Thermtrol with a global footprint that includes over 500 skilled team members and in the future, Thermtrol will continue to grow at a pace that ensures our commitment to success by filling our customers' unique needs while helping reduce their total cost of ownership. 2. Executive Summary Corporation is a manufacturer of wire/cable harnesses, thermal protectors, and sub-assemblies. Thermtrol has their global headquarters located in Northeast Ohio and they have manufacturing sites in both Ohio and Vietnam. New factory of Thermtrol is located at Vietnam Singapore Industrial Park – 56 Independent Ave – Binh Duong Province since 2009, its capacity was designed $60M per year but Sales value from the new factory in 2014 is only $20M. Therefore, their goal is increasing sales value from $20M to $50M within next 5 years. Thermtrol determines new marketing segment is focusing on world class customers with Automotive and Medical. ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 7 3. Products and services With over 25 years of serving manufacturers of all sizes covering a broad range of industries, Thermtrol can solve your wiring harness and custom electrical assembly needs. As a leading producer of wire harness and over molded products and possess the broad capabilities to mold virtually anything and engineer the harness solutions that our customers’ require. Thermtrol is the expert in custom wire harness and plastic injection insert/over-molding, with customers in commercial vehicle manufacturing, automotive supply, industrial equipment, agricultural equipment and sensors and controls. Thermtrol is Flexible manufacturing facilities with the ability to handle both high production programs and short run orders. Quick turn-around time on our USA-based short run lines to fulfill prototype, samples to support program development and production launches and Engineering support through all phases of design and engineering. As a leader in the Wire Harness & Thermal Control industries, Thermtrol strives to deliver quality products & services to a high global standard. Knowing the competitive marketplace, Thermtrol endeavor to be your supplier of choice through not only quality products, but exceptional customer service as well as want to be your “Go To” supplier. ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 8 Thermtrol values feedback from customers on its services and uses the feedback to make improvements in the products & services offered. 4. Thermtrol Vision To bring the highest value and satisfaction to our customers, our suppliers, and our employees, every participant in every process of our organization is a stakeholder in success of our company, and exceeding customer expectations is achieved by a consistency of purpose that every individual has ownership in quality to become a world company within 25 years 5. Thermtrol Mission Thermtrol is your reliable partner in Wire harness. We are exceeding world class customer expectations through world class quality, customer service ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 9 excellence and engineering support and using high technology of US and European; all at competitive prices, talent staffs, responsibility to social, community and environment, to be enabling us to become our customer bench mark supplier. 6. Thermtrol Technology Thermtrol is own a lot of high technology equipment for wire harness industry such as: NO. Machine Name Manufacturer/ Description 1 Wire-Cutting Compustrip97/Carpenter 2 Terminating machine USA/Tyco 3 Automatic Wire Cutting & Terminating Machine Komax 255/ others 4 Molding machine Sumitomo/ China 5 Crimp machine USA/Tyco 6 Welding Machine USA 7 Laser USA Komax moderns ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 10 Sumitomo modern Measure equipment ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 11 7. Thermtrol Organization Chart Figure 1: Thermtrol corporate structure 8. Research Introduction Significant of Research As introduced above, to serve for world class customers with products that are required absolute safety for users such automotive and medical parts, Thermtrol has invested billions of dollars for the good factory, machines, equipment and supported management systems. However, to operate the newest modern machines, ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 12 equipment and own the advanced technologies as mentioned above, company need to have talent staffs, high skills operators and loyalty. In the fact, even if Thermtrol is a one of top companies in the area in paying salary for staffs and also invest much for training but the annual employee turnover rate is not low if compared with other companies and it showed a negative trend in recent years. The high employee turnover rate is negative impacted most company KPIs such as quality performance (PPM), delivery performance (delivery on time), customer complaints, operation costs….. 9. Goal of the Research The goal of this research is finding factors that related to the employee job behavior, specific is the impactions of commitment, work control, goal & process clarity, and fairness perception on the job behavior. 10. Objective of the Research This research is to be achieved following objectives:  To find out influence factors on the job behavior  To investigate root causes of negative factors  To propose solutions to be able to improve the employee turnover rate 11. Limitations of the Research Just three days at Thermtrol, it isn’t enough time for studying to find out right variables that impact on the Job Behavior. Doing this research is the first time for me, my limited experience may be also a limitation of this research. 12. Research Questions The questionnaire will be established based on elements so that its answers to search the relationship between the job behavior and its element factors such as  How does the organization commitment influence on the job behavior?  How does work control impacte to the job behavior?  How is the job behavior influenced by goal and process clarity?  How is the fairness perceptions related to the job behavior? ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 13 CHAPTER II: LITERA REVIEW The chapter presents definitions of elements’ model and their relationship, specific as below:  Organizational Commitment  Work Control  Goal and Process Clarity  Fairness Perceptions of an Organization Policy  On the Job Behavior 1. Organization Commitment Multiple definitions of organizational commitment are found in the literature. Bateman and Strasser state that organizational commitment has been operationally defined as “multidimensional in nature, involving an employee’s loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organization, and desire to maintain membership” (p.95). Mowday, Steers, and Porter (1979) identified commitmentrelated attitudes and commitment-related behaviors. Porter et al. (1974) Schultz, discuss three major components of organizational commitment as being “a strong belief in and acceptance of the organization’s goals, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership”. Sheldon (1971) defines commitments as being a positive evaluation of the organization and the organizations goals. According to Buchanan (1974) most scholars define commitment as being a bond between an individual (the employee) and the organization (the employer), though his own definition of commitment. Organizational commitment has an important place in the study of organizational behavior. This is in part due to the vast number of works that have found relationships between organizational commitment and attitudes and behaviors ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 14 in the workplace (Porter et al., 1974, 1976; Koch and Steers, 1978; Angle and Perry, 1981). Furthermore, Batemen and Strasser (1984) state that the reasons for studying organizational commitment are related to “(a) employee behaviors and performance effectiveness, (b) attitudinal, affective, and cognitive constructs such as job satisfaction, (c) characteristics of the employee’s job and role, such as responsibility and (d) personal characteristics of the employee such as age, job tenure” (p. 95- 96) 2. Work Control Job control and workplace well-being Job control, as defined here, is a perceived ability to exert some influence over one’s work environment, in order to make it more rewarding and less threatening. For years, theories of occupational health and performance have hypothesised that providing people with perceived and real control over their work serves to improve mental health, job satisfaction, and performance*/e.g. the job characteristics model (Hackman & Lawler, 1971), the sociotechnical systems approach (e.g. Emery & Trist, 1960), action theory (Frese & Zapf, 1994; Hacker et al., 1968), and the demands-control model (Karasek, 1979). In line with these theories of work control and employee health, Terry and Jimmieson (1999) noted, in their review of this research literature, that there appears to be ‘consistent evidence’ that high levels of worker control are associated with low levels of stress related outcomes, including anxiety, psychological distress, burnout, irritability, psychosomatic health complaints, and alcohol consumption (p. 131). In addition, Bosma et al. (1997) showed that low levels of job control longitudinally predict new reports of coronary heart disease, amongst London-based civil servants. Furthermore, Bond and Bunce (2001) showed, using a longitudinal, quasiexperimental design, that a work re-organisation intervention could improve absenteeism levels, and self-rated performance, by increasing their job control. Emma J. Donaldson-Feilder & Frank W. Bond ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 15 We believe that it is important to account for job control in the present study, as it is one of the most heavily researched work and organisational characteristics examined in studies of occupational health (e.g. Parker & Wall, 1998). Therefore, it is not possible to begin gauging the incremental validity, and hence the importance, of acceptance and EI to organisational behaviour and occupational health psychology, unless we know the degree to which they can predict well-being, over and above this work design characteristic. 3. Goal and Process Clarity Researches show that task performance is affected positively in organization with specific goal clarity than in organization with no goal clarity at all. Goal clarity influence organization commitment by affecting task performance of employees. Goals Enhancement can serve to clarify the person's role in organization and to intensify the person's awareness of associations among his liability and responsibilities of others. If goals of employment are illuminated, a considerable source of role uncertainty is reduced, this in turns affect employee clarity of expectation. Goals are sources of professional Challenge the level of challenge being affected by goal difficulty. Amplification in difficulty of goal increases job difficulty. (Denis D. Umstot, 1994)Locke summarized in number of researches it was depicted magnification of goals intensify performance of employees (Locke, 1976). Oldham It was discovered that it not only boost importance of task but also bring sense to otherwise routine job Goal is focus on end results rather than measuring the ways how to achieve these goals thus making the work environment self- sufficient. Goal setting and feedback are interconnected bond that formulate there importance to one another. Positive feedback like individual affection with organization, higher performance shows objectivity of goals Shaw, B., & Oldham, 1978). 4. Fairness Perceptions of an Organization Policy A concept related to organizational justice is corporate social responsibility (CSR). Organizational justice generally refers to perceptions of ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 16 fairness in treatment of individuals internal to that organization while corporate social responsibility focuses on the fairness of treatment of entities external to the organization. Corporate social responsibility refers to a mechanism by which businesses monitor and regulate their performance in line with moral and societal standards such that it has positive influences on all of its stakeholders (Carroll, 1999). Thus, CSR involves organizations going above and beyond what is moral or ethical and behaving in ways that benefit members of society in general. It has been proposed that an employee’s perceptions of their organization’s level of corporate social responsibility can impact that individual’s own attitudes and perceptions of justice even if they are not the victim of unfair acts (Rupp et al., 2006). The idea of organizational justice stems from equity theory (Adams, 1963, 1965), which posits that judgments of equity and inequity are derived from comparisons between one’s self and others based on inputs and outcomes. Inputs refer to what a person perceives to contribute (e.g., knowledge and effort) while outcomes are what an individual perceives to get out of an exchange relationship (e.g., pay and recognition). Comparison points against which these inputs and outcomes are judged may be internal (one’s self at an earlier time) or external (other individuals). 5. On the Job Behaviors Even though various definitions of job search behavior exist, most of them have recognized its multidimensional nature. For instance, Schwab, Rynes, and Aldag (1987) proposed that job search behavior consists of the sources used to acquire information about job vacancies as well as the intensity with which such information is pursued. Soelberg (1967) developed a sequential model of job search behavior and distinguished a phase of planning job search (i.e., allocating resources to job search and identifying search generators or sources to produce initial job alternatives) from a job search and choice phase (i.e., activating search generators, collecting information on job alternatives, and evaluating job alternatives, Power & Aldag, 1985). Similarly, Barber, Daly, Giannantonio, and Phillips (1994) suggested ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 17 that job search behavior refers to identifying the existence of job opportunities and gathering more detailed information on selected job alternatives. More recently, Kanfer et al. (2001) defined job search behavior as the product of a dynamic self-regulatory process that begins with the identification of and commitment to an employment goal. This goal subsequently activates search behavior designed to bring about the desired goal. Accomplishing or abandoning the employment goal is posited to terminate the job search process and associated job search efforts and activities. Given that job search behavior is Different Job largely self-regulated, Kanfer et al. (2001) further conceptualized that it is likely to vary across individuals along three major dimensions: effort-intensity (effort and frequency of job search activity), content-direction (activities engaged in and quality of these activities), and temporal-persistence (dynamic processes and persistence in job search). This chapter builds on the multidimensionality of job search behavior implied by these definitions and relies on the three dimensions proposed by Kanfer et al. (2001) to organize, review, and discuss the different kinds of job search behaviors and sources that have been studied in the literature (see Table 1 for a (non-exhaustive) overview). Whereas previous research has mainly focused on the effort-intensity dimension, research on the other two dimensions (i.e., the content and dynamics of job search behavior) is relatively scarce but equally or even more important. ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 18 CHAPTER III: RESEARCH MODEL AND HYPOTHESEs 1. Research Model As mentioned above, from four independent constructs (Organization commitment, Work control, Goal and Process clarity and Fairness Perceptions of an Organizational policy) and the dependent construct (On – the - Job Behaviors). To investigate impacting of independent constructs on the dependent construct, I propose a research model as below. Figure 2: Hypothesized Research Model ________________________________________________________________ Student: Hoang Chi Sy Master’s Project 19
- Xem thêm -