Tài liệu Research on job satisfaction at tuong an vegetable oil jsc (vietnam)

MASTER OF BUSINESS ADMINISTRATION INTERNATIONAL PROGRAMME ___________ RESEARCH PROJECT (BMBR5103) RESEARCH ON JOB SATISFACTION AT TUONG AN VEGETABLE OIL JSC (VIETNAM) STUDENT’S NAME: DANG HOANG GIANG STUDENT’S ID: CGSVN00004201 INTAKE: MARCH 2016 ADVISOR’S NAME AND TITLE: NGUYEN THE KHAI (DBA) Ho Chi Minh city, Vietnam - July 2016 Business Research Methods Page | 1 ADVISOR’S ASSESSMENT …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. …………………………………………………………………………………………………………………………. ADVISOR’S SIGNATURE NGUYEN THE KHAI (DBA) Date: Student: Dang Hoang Giang (ID: CGSVN00004201) July 2016 Business Research Methods Page | 2 ACKNOWLEDGEMENTS First and foremost, I would like to express my special thanks of gratitude to my respected lecturer, Dr Nguyen The Khai, who gave me a golden opportunity to do this wonderful project on Job Satisfaction. It has been very honour to be his student. Despite the short time of learning, he taught and shared his precious academic and practical experiences to our class. We highly appreciate all his contributions of time, ideas, sense of humour to make our master learning experience become more productive and stimulating. I am especially grateful for my co-advisors, class mates who helped me a lot in getting this thesis more clearly and finalizing this project within the limited time frame. I would like to send the profound thanks to my old friends at Tuong An Vegetable Oil Joint Stock Company who helped me a lot to send and collect the research surveys. Lastly, I would like to thank my family, my parents, my wife and my son for all their love, encouragements and supports. Student: Dang Hoang Giang Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 3 TABLE OF CONTENTS Contents ADVISOR’S ASSESSMENT .....................................................................................................1 ACKNOWLEDGEMENTS.........................................................................................................2 TABLE OF CONTENTS ............................................................................................................3 LIST OF FIGURES ....................................................................................................................5 LIST OF TABLES ......................................................................................................................6 ABSTRACTS .............................................................................................................................8 PART 1: INTRODUCTION........................................................................................................9 1. About Tuong An ................................................................................................................. 9 1.1. History ......................................................................................................................... 9 1.2. Scope of Business ...................................................................................................... 11 1.3. Development Strategy and Investment ........................................................................ 12 1.4. Vision, Mission, Core Value, Business Philosophy, Quality Policy ............................ 12 1.5. Contacts ..................................................................................................................... 14 1.6. Organization Structure................................................................................................ 15 2. About the Research ........................................................................................................... 15 2.1. Research Problem Statement ...................................................................................... 15 2.2. Research Objectives ................................................................................................... 16 2.3. Significance of Research ............................................................................................ 16 2.4. Scope of the Research ................................................................................................ 17 PART 2: LITERATURE REVIEW ........................................................................................... 18 1. Definition of Constructs.................................................................................................... 18 1.1. Job Satisfaction .......................................................................................................... 18 1.2. Work Schedule Flexibility .......................................................................................... 19 1.3. Job Stress ................................................................................................................... 19 1.4. Fairness in Skill Based Pay......................................................................................... 20 1.5. Job Overload .............................................................................................................. 21 2. Argument for the Relationship among the Constructs ....................................................... 21 3. Hypotheses and Research Model....................................................................................... 30 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 4 PART 3: METHODOLOGY ..................................................................................................... 31 1. Data Collection ................................................................................................................. 31 1.1. Design Template Scale ............................................................................................... 31 1.2. Data Collection Progress ............................................................................................ 33 1.3. Time Table for Sending, Receiving and Checking Survey: ......................................... 33 2. Data Analysis ................................................................................................................... 34 PART 4: RESULTS .................................................................................................................. 35 1. Cronbach’s Alpha ............................................................................................................. 35 1.1. Cronbach’s Alpha Standard applied ............................................................................ 35 1.2. Cronbach’s Alpha of Constructs ................................................................................. 35 1.3. Statistics Information ................................................................................................. 36 2. Hypotheses Testing ........................................................................................................... 39 PART 5: CONCLUSIONS ........................................................................................................ 44 1. Discussion ........................................................................................................................ 44 2. Limitation of Research...................................................................................................... 44 3. Forecasts and Recommendations ...................................................................................... 45 BIBLIOGRAPHY ..................................................................................................................... 46 APPENDIX 1: SURVEY/ QUESTIONNAIRES ....................................................................... 49 APPENDIX 2: PRESENTATION/ SLIDES .............................................................................. 52 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 5 LIST OF FIGURES Figure 1: Tuong An’s Core Values ........................................................................................... 13 Figure 2: Tuong An’s Organizational Structure ....................................................................... 15 Figure 3: Mc.Gregor’s X Theory and Y Theory ........................................................................ 22 Figure 4: Maslow's Hierarchy of Needs ................................................................................... 24 Figure 5: Alderfer’s ERG Theory ............................................................................................. 25 Figure 6: McClelland’s Theory ................................................................................................ 26 Figure 7: Herzberg’s Two-factor Theory .................................................................................. 28 Figure 8: Hackman and Oldham's Job Characteristics............................................................. 29 Figure 9: Research model of Job Satisfaction........................................................................... 30 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 6 LIST OF TABLES Table 1: Research Scale of Constructs ..................................................................................... 18 Table 2: Job Satisfaction Scale................................................................................................. 31 Table 3: Job Flexibility Scale ................................................................................................... 31 Table 4: Job Stress Scale.......................................................................................................... 32 Table 5: Fairness in Skill Based Pay Scale ............................................................................... 32 Table 6: Job Overload Scale .................................................................................................... 33 Table 7: Time table for Collecting Progress ............................................................................. 33 Table 8: Cronbach’s Alpha – Internal Constency ..................................................................... 35 Table 9: Cronbach’s Alpha of Job Satisfaction (JSA) ............................................................... 35 Table 10: Cronbach’s Alpha of Work schedule flexibility (WSF) .............................................. 35 Table 11: Cronbach’s Alpha of Job stress (JST) ....................................................................... 36 Table 12: Cronbach’s Alpha of Fairness in skill-based pay (FSB) ............................................ 36 Table 13: Cronbach’s Alpha of Job Overload (JOL) ................................................................ 36 Table 14: Descriptive statistics of Job Satisfaction (JSA) ......................................................... 37 Table 15: Descriptive statistics of Work Schedule Flexibility (WSF) ......................................... 37 Table 16: Descriptive statistics of Job Stress (JST)................................................................... 37 Table 17: Descriptive statistics of Fairness in Skill-Based Pay (FSB)....................................... 38 Table 18: Descriptive statistics of Job Overload (JOL) ............................................................ 38 Table 19: Correlation Statistics................................................................................................ 39 Table 20: Model Summary of H1 .............................................................................................. 40 Table 21: Cooefficients of H1 ................................................................................................... 40 Table 22: Model Summary of H2 .............................................................................................. 41 Table 23: Cooefficients of H2 ................................................................................................... 41 Table 24: Model Summary of H3 .............................................................................................. 41 Table 25: Cooefficients of H3 ................................................................................................... 42 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 7 Table 26: Model Summary of H4 .............................................................................................. 42 Table 27: Cooefficients of H4 ................................................................................................... 42 Table 28: Overall Hypotheses Testing Results .......................................................................... 43 Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 8 ABSTRACTS This thesis analyses some key factors which influence on the Job Satisfaction of employees working at Tuong An Vegetable Oil Joint Stock Company (hereinafter referred as “Tuong An” or abbreviated as “TAC”). This research project uses Business Research Methods to determine Job Satisfaction and other major factors that may influence on Job Satisfaction. This research is also conducted by both qualitative and quantitative methods, in which the source data surveyed from 278 in total of more than 500 employees of Tuong An aimed at collecting their ideas and comments on Job Satisfaction. After that, the survey results are statistically analyzed by IBM’s software SPSS version 22. The hypotheses used in this research includes five constructs including one dependent construct (Job Satisfaction) and four independent constructs (Work Schedule Flexibility, Job Stress, Fairness in Skill Based Pay and Job Overload). I do hope that the results of this research will assist the management and HR Department of Tuong An to have some good references in human resource management. So that they could find out their keys to improve and increase their quality human resource based on Job Satisfaction. Besides, being as a researcher, I will have a clearer perception of that job satisfaction of employees will impact on working effectiveness and competitiveness power of every stakeholder in the Vietnam vegetable oil market. ______________________ Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 9 PART 1: INTRODUCTION 1. About Tuong An 1.1. History Founded in 1977, Tuong An Vegetable Oil Joint Stock Company (abbreviated as “Tuong An” or “TAC”) is one of Vietnam’s leading vegetable oil companies. It was formerly a State owned enterprise named as “Tuong An Vegetable Oil Public Administration Enterprise”. On the 20th of November 1977, the Ministry of Foods & Foodstuffs (being known as the Ministry of Agriculture & Rural Development) issued the Decision No. 3008/LTTP-TC to re-structure and transformed Tuong An Vegetable Oil Public Administration Enterprise into the “National Industries Enterprise” under the management of the Southern Vegetable Oil Corporation. In July of 1984, the State terminated the Naitonal System on Budget Subsidies and handed over the rights of doing business and production to all people. Tuong An Vegetable Oil Factory was also changed and became a member of the Vietnam Union of Vegetable Oil Factories. Accordingly, Tuong An has a legal independent status and its own accounting regime which can actively be engaged in every registered fields of production and business. During this period, Tuong An mainly manufactured some traditional products including Vegetable Shortening, Margarine and Soap Cakes. At that time, it was the golden age of the Shortening products. Tuong An’s equipment was operated at full capacity but could not meet enough buying demands of various instant noodle processing factories. In field of exports, Tuong An mainly exported refined coconut oil - a traditional famous produce of Vietnam, which its volume was just accounted for 32% of the total output. Since Tuong An tried its best to improve its product quality and diversification, its brands began to be more popular and reputable in the market. From 1991 until October 2004, Tuong An tried to boost its production capacity and expanded its distribution channels aimed at preparing for entering the era of global economic integration. At that time, the State started its economic open policy to create more favourable conditions for import and export industries. Some imported vegetable oil products began to appear in the Vietnamese market together with some local vegetable oil processing small and medium size enterprises (SMEs) were established. The competition was very tough. The vegetable oil market in Vietnam was becoming hotter and harder. In 1991, in view of the above-said economic context, various oils and fats products of Tuong An had to fiercely defend against imported oils and fats products, especially Shortening products. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 10 Under these circumstances, Tuong An had to re-define its product strategies that maintaining its Margarine and Shortening as the company’s traditional items for loyal consumers; on the other hand, Tuong An invested in improvement of packaging designs combining with sending healthy messages to local consumers on using vegetable oil in stead for animal fats. Tuong An boosted its production of liquid refined vegetable oil and expanded its domestic consumption market. Tuong An’s trump card “Tuong An Cooking Oil” has been introduced in the market since October 1991. Until now, Tuong An was still one of Vietnam leading cooking oil processors. The company positively propagated local consumers to daily use vegetable oil in stead for animal fat in order to prevent cardiovascular diseases. The Cooking oil consumption volume was increased rapidly within several years later on. In 1992, the consumption volume is 215% higher than the one in 1991. In 1993, it was 172% higher than the one in 1992. Tuong An Cooking Oil has been favoured by local consumers and has become the flagship of Tuong An ever since. In the trend of regional and international economic integration, Tuong An has continuously innovated its manufacturing technology, equipment and setting up a modern production line from input of crude oils to output of finished products. Tuong An carried out some investment projects aimed at renovating technology, boosting production capacity, diversifying product ranges, improving product quality and lowering production costs towards domestic consumptions and exports. Since the 01st of October 2004, Tuong An has been transformed from a State-owned enterprise into a Joint Stock company. This was an important turning point for Tuong An. The company’s organizational structure and scale of operation have been improved more and more to meet the needs of developments. On the 26th of December 2006, Tuong An’s stocks (TAC) was listed in the Ho Chi Minh Stock Exchange (HOSE) which has opened a new era of developments for Tuong An. In 2016, Tuong An has more than 500 employees and contributed much to the social economic development of the nation. Tuong An is currently being recognized as one of the most powerful, dynamic and sustainable enterprises in the vegetable oil industry of Vietnam with high potential for international integration. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 11 1.2. Scope of business  Manufacturing, buying – selling, import - export of vegetable oil products and by-products, oily seeds, tree nuts and coconut.  Manufacturing, buying – selling all types of packaging.  Buying – selling, import – export of machinery, equipment, raw materials for manufacturing and processing of vegetable oil products.  Office, warehouse, house rental.  Manufacturing, buying – selling all types of spices for food industries; sauces (non- processed at the head quarter).  Manufacturing, buying – selling all types of instant noodles and instant rice.  Service agency for buying – selling, goods depositing.  Amusement services (non-performed at the head quarter).  Cultural and social activities (meeting, outdoor and indoor activities).  Read estate business (building houses for rent or for sales). Key products of Tuong An Cooking oil Luxury oil Nutrition oil Fats & condensed oils Industrial oils & fats Vitamin supplement oil Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 12 1.3. Development strategy and investment  In 1994, the first PET bottle blowing line in Vietnam “made in Japan” was invested by Tuong An in the vegetable oil industry.  In 1997, an Automatic filling line “made in Germany” with capacity of 5,000 1-litre-bottle poured and filled per hour.  In 1998, Tuong An’s lands and premises were extended up to 22,000 m2; building a 1,000 KVA power transformer; installation of 4,300 m3 tanks.  In 2000, Tuong An installed an automatic oil refining line “Technology in Europe” with capacity of 150 tons per day. Thanks to this investment, the total production capacity of Tuong An was increased up to 240 tonnes per day.  In 2002, beyond its capacity, Tuong An acquired Nghe An Vegetable Oil Company and re- structure it to increase its production capacity from 30 tons per day up to 60 tons per day. This unit is currently named as Vinh Vegetable Oil Factory.  In 2004, Tuong An started its investment project “Phu My Vegetable Oil Factory” with production capacity of 600 tons per day at Phu My Industrial Zone No. I, Ba Ria - Vung Tau province of Vietnam with a total investment value of more than VND 330 billion.  In 2005, Tuong An installed 2 more bottle filling lines “Technology in Europe”, bringing the total capacity of oil pouring and filling up to 22,500 liters per hour, 4.5 times higher than the previous period.  Besides, Tuong An’s investment project “Phu My Vegetable Oil Factory” in Phu My Industrial Zone I, Ba Ria - Vung Tau province of Vietnam continued to be accelerated to finish before the end of 2006. This was a positive preparation of Tuong An in the participatory process of regional and international economic integration. 1.4. Vision, Mission, Core value, Business Philosophy, Quality policy  Vision To become a world leading reputed brand in vegetable oil and fat industry, where people put all their trust in nutrient and health products.  Mission To deliver the best quality of vegetable oil and fat products to community with the company’s respect, love and responsibility. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods  Page | 13 Core value 6 core values of Tuong An including: LEADERSHIP - INTEGRITY - COOPERATION INNOVATION - QUALITY – PEOPLE are considered the complete set of values and guideline for all activities and works of each Tuong An’s “veg-oil-people”. By thoroughly understanding the content of values and applying them flexibly, correctly, fully in daily works, each staff has shown his responsibility in conserving, preserving and developing the standard ideology, culture or working spirit of Tuong An. This is a solid foundation, great motivation that helps Tuong An overcome all difficulties, develop sustainably onto the next levels. LEADERSHIP: Always leader in perfecting oneself to be the best in the field, always be proactive in taking new tasks. INTEGRITY: Always fulfill all commitments with partners, customers and colleagues. Always be transparent and earn one’s trust. PEOPLE: The key element that is always valued, nurtured and developed at Tuong An Vietnam. TUONG AN’S CORE VALUES QUALITY: Always commit to ensure quality of work since the beginning show professionalism of Tuong An “veg-oil-people”. COOPERATION: Always understand and cooperate well with partners, customers and colleagues to bring highest efficiency in work. INNOVATION: Always think, explore and develop new breakthrough, practical ideas, bring high efficiency in work and business production activity. Figure 1: Tuong An’s Core Values  Business Philosophy Tuong An desires to become one of the most favourite brands of oils and fats industries in every region and territory. Therefore, Tuong An always keeps in its mind and its heart that the quality and innovation are always our most important companions. Tuong An acts with customercentered approach and commit to respond to all their needs.  Quality Policy Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 14 Tuong An always satisfies and be responsible for consumers’ needs by diversifying products and services, assuring quality, food safety with competitive price, respecting the business ethics and complying with laws. In April 2013, Tuong An was issued certificate ISO 9001:2008 and GMP - HACCP certified by QUACERT at Phu My Vegetable Oil Factory. 1.5. Contacts Head quarter: 48/5 Phan Huy Ich, Ward 15, Tan Binh District, Ho Chi Minh city, Vietnam Telephone: (84.08) 38 153 972 Fax: (84.08) 38 153 649 E-mail: [email protected] Website: http://www.tuongan.com.vn Office/ Branches/ Factories:  Phu My Vegetable Oil Factory in Ba Ria – Vung Tau province – Vietnam.  Vinh Vegetable Oil Factory in Vinh city, Nghe An of Vietnam.  Northern branch in Hung Yen province, Vietnam.  Representative office in Hanoi city, Da Nang city, Can Tho city of Vietnam. Distribution channels:  More than 200 distributors and sales agents, 100 loyal industrial customers and 400 super markets, restaurants, food shops, school, kindergartens, etc in 64 provinces and city around Vietnam.  Sales agents and buyers in Japan, Middle East, East Europe, Hong Kong, China, etc. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 15 1.6. Organization structure Figure 2: Tuong An’s Organizational Structure 2. About the Research The research project is about Job Satisfaction at Tuong An Joint Stock Company where I had one year co-partnering with them from 2005 to 2006 as an expert for VOCARIMEX – Vietnam. I still have some good friends in this company who helped me a lot to complete this research. 2.1. Research Problem Statement Obviously, the vegetable oil business environment is always changed and having much pressure because of the State’s macro policies and the international economic integration process via various FTAs nowadays. Tuong An is currently developing fast and requires much on improvement of human resource. Besides recruiting right people, Tuong An has to keep loyal employees and talents for the company. Because of human shortage and “head-hunting” competition in the vegetable oil industry in the era of global integration, the retention of good employees are becoming a big issue for Tuong An. Tuong An’s Management always realizes Job Satisfaction of employees as one of the most important factors for Tuong An towards its sustainable development. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 16 Actually, Tuong An JSC is a good place to work but still someone resign their works, especially newly recruited employees. Before my research, there were not any research about Job Satisfaction for this company. That is why I hope to do this research to know more about how the employees of every departments in Tuong An feel satisfy about their role and job or not. And to help the Management and HR Director of Tuong An to find out the best solutions to control and revise the HR policies, especially with the new recruited persons. In my experience and consulted by my friends in Tuong An, we focus on 4 key factors including Work schedule flexibility, Fairness in skill-based pay, Job stress and Job overload which may play the most important role to the Job Satisfaction at Tuong An Company. I need to find out what are the positive and negative hypotheses and its relationships to the Job Satisfaction at Tuong An. 2.2. Research Objectives The purpose of this research is to find out key factors influencing on Job Satisfaction of employees working at Tuong An. My research focus on 3 main factors:  Firstly, searching related information and trying to define what meaning of Job Satisfaction of employees at Tuong An.  Secondly, designing a research model and test related factors to check influences between the factors and accessing strong and weak level of each factor in influence progress.  Thirdly, discussing and proposing recommendations to improve the effectiveness and forecast the human resources management at Tuong An in the future. 2.3. Significance of research This research will assist the Management and HR Director of Tuong An to do understand and be aware of importance of Job Satisfaction which is the most important factor to express the HR policy’s effectiveness and corporate concept towards human resources. Hence, it may improve the employee’s LEADERSHIP - INTEGRITY - COOPERATION INNOVATION - QUALITY – PEOPLE. Thanks to this, Tuong An company will continue developing stronger in the future. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 17 2.4. Scope of the Research The scope of research is for the entire employees at Tuong An JSC. It does not include the Management and employees are under probation period or in maturity leave. The survey scope is within the territory of Vietnam, This is a very hard research to make survey to 300 in total of over 500 company’s employees. I am very happy to get back 278 fully completed surveys. Contents of this research are only including factors influencing to Job Satisfaction at Tuong An. It does not have intention of re-structuring, changing and replacing the employees. This survey was conducted from the 1st of June to the 30th of June 2016. __________________ Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 18 PART 2: LITERATURE REVIEW 1. Definition of Constructs S/n 1 2 3 Type Name Author Year Items Dependent Job Satisfaction Cammann, C., Fichman, M., 1983 3 Variable (DV) (JSA) Jenkins, D., & Klesh, J. Independent Work Rothausen, T.J. 1994 3 Variable (IV1) flexibility (WSF) Independent Job stress (JST) Parker, D. F., & Decotiis, 1983 3 Lee, C., Law, K.S., Bobko, P. 1998 3 Caplan, 1980 3 schedule Variable (IV2) 4 5 T.A. Independent Fairness in skill- Variable (IV3) based pay (FSB) Independent Job Variable (IV4) (JOL) overload R.D., Cobb, S., French, J.K.P., Van Harrison, R., & Pinneau, S.R. Table 1: Research Scale of Constructs 1.1. Job Satisfaction This concept of Job Satisfaction was developed by Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1983). It includes three items that describe an employee’s subjective response to working in his or her job and company. This is a global indication of job satisfaction of employees. Before that, Job Satisfaction has been developed in different ways by some different researchers and practitioners. One of the most widely used definitions in organizational research is that of Edwin A. Locke (1976), who defines the Job Satisfaction as a “Pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences”. Others have defined it as the indications of whether employees likes their job or not and it is assessed at both the global level or at the facet level. Job satisfaction can also be seen within the broader context of issues which affect an individual's working experiences, or their working life quality. Job Satisfaction can be understood in terms of its relationships with other key factors including Work Schedule Flexibility, Job Stress, Fairness in skill based pay and Job Overload. Student: Dang Hoang Giang (ID: CGSVN00004201) Business Research Methods Page | 19 1.2. Work Schedule Flexibility The concept of Work Schedule Flexibility was developed by Rothausen, T.J. (1994) which describes how important of the role of flexibility and rewards to Job Satisfaction. It includes 3 items. The Work Schedule Flexibility was firstly introduced in 1970 and since then this concept has continued to be the interest of most researching papers. It is supposed as one of the main factors which contributes to the growth of Job Satisfaction. Some studies were conducted to reflect the relation between Work Schedule Flexibility and other variables. According to Lambert, A.D., Marler, J.H. & Gueutal, H.G. (2008), the Work Schedule Flexibility as a factor which can both prevent and create opportunities. The findings revealed by Kelliher, C. & Anderson, D. in 2008 that generally positive relationship between Work Schedule Flexibility and perceptions of job quality in term of worklife balance and helping to improve and control autonomy particularly for remote workers, but some factors such as opportunities for advancement will be negatively affected due to the variations on different dimensions of job quality. 1.3. Job Stress The concept of Job stress was developed by Parker, D. F., & Decotiis, T.A. (1983) who describes the organizational eterminants of job stress. It includes 3 items. The Job stress is a stress related to the employee’s job, which often originates from unexpected responsibilities and pressures that do not align with their knowledge, skills or expectations. It can be increased when employees feel not being supported by their upper managers or colleagues, or they feel as if they have very little control over work processes. Accodring to the National Institute for Occupational Safety and Health of the United Sates (NIOSH, 1999), the Job Stress comes from various interactions of the worker and the environment of the work they perform their duties, in which Location, gender, environment, and many other factors may contribute to the build-up of stress. According to Colligan, Thomas W; Colligan MSW; Higgins M. (2006), main sources of job stress originate from: A toxic work environment, Negative workload, Isolation, Types of hours worked, Role conflict and role ambiguity, Lack of autonomy, career development barriers, Difficult relationships with administrators and/ or coworkers, Managerial bullying, Towing to the wrong gates, Harassment and Organizational climate. Student: Dang Hoang Giang (ID: CGSVN00004201)