Tài liệu This career commitment of employees in viettel post joint stock company

MASTER OF BUSINESS ADMINISTRATOR INTERNATIONAL PROGRAM RESEARCH PROJECT (BMBR5103) THIS CAREER COMMITMENT OF EMPLOYEES IN VIETTEL POST JOINT STOCK COMPANY STUDENT’S FULL NAME :NGUYEN NGOC CHANH THI STUDENT ID :CGS00018261 INTAKE :MAY 2014 ADVISOR’S NAME & TITLE :DR. NGUYEN THE KHAI Ho Chi Minh City, August 2015 ADVISOR’S ASSESSMENT .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... .................................................................................................................................... Advisor’s signature Nguyen The Khai, DBA Business Research Method Assignment Page 2 ACKNOWLEDGEMENTS In fact there is no success without associated with the upport, although more or less help, whether directly or indirectly by the other. During the time from the start to join the science MBA of OUM to date, I have received a lot of attention, help Teachers, family and friends. With deepest gratitude, I'm sending you to the teachers in the HUTECH International Training Institute has along with his enthusiasm and knowledge to convey precious knowledge for us during his time studying at the school. And specifically, in this semester, the Institute has organized for us to have access to very useful courses and full of science. That is the course "Business research Methods". I sincerely thank DBA. Nguyen The Khai has guided us through each class on the class as well as the talk, discuss scientific research field. If no specific instructions, taught by the master, then I think the assignment to me very hard to complete. Again, I sincerely thank maste. The assignment is performed in approximately 3 weeks. Initially go into practice, learn about the field of scientific research, the knowledge to us are limited. Therefore, the inevitable shortcomings is for sure, I'm looking forward to getting the valuable opinions of Teachers and classmates to my knowledge in this field are more perfectly. Business Research Method Assignment Page 3 TABLE OF CONTENTS LIST OF TABLE .................................................................................................................. 6 ABSTRACT ........................................................................................................................... 7 CHAPTER I: INTRODUCTION ....................................................................................... 8 1.1 Profile company .............................................................................................. 8 1.2 Business lines ................................................................................................. 8 1.3 The process of formation and development .................................................... 9 1.4 Organization model and Human. .................................................................... 10 1.5 Board, supervisory board ................................................................................ 10 1.6 Company’s board of directors ........................................................................ 10 1.7 Departments ................................................................................................... 10 1.8 Functions ........................................................................................................ 11 1.9 Mission ........................................................................................................... 11 1.1 0 Problems ...................................................................................................... 11 CHAPTER II: LITERATURE REVIEW ........................................................................ 13 2.1. Career commitment. ..................................................................................... 13 2.2. Supervisor support. ........................................................................................ 14 2.3. Goal and process clarity .............................................................................. 16 2.4. Work control.................................................................................................. 17 2.5. Value attainment ......................................................................................... 18 CHAPTER III: RESEARCH MODEL AND HYPOTHESES ..................................... 21 3.1. Research model ............................................................................................ 21 3.2 Constructs ....................................................................................................... 22 3.3.Research Hypotheses:................................................................................... 22 3.4. Instruments .................................................................................................. 23 3.5. Research Participants.................................................................................. 24 CHAPTER IV: RESEARCH FINDINGS AND ANALYSIS........................................ 26 4.1. Reliability Statistics ..................................................................................... 26 Business Research Method Assignment Page 4 TABLE 1: CRONBACH'S ALPHA- INTERNAL CONSISTENCY .......................... 26 4.2. Reliability Statistics ..................................................................................... 26 TABLE 2: CRONBACH'S ALPHA OF CONSTRUCT CAREER COMMITMENT .......................................................................................................... 27 TABLE 3: CRONBACH'S ALPHA OF CONSTRUCT SUPERVISOR SUPPORT. .................................................................................................................... 27 TABLE 5: CRONBACH'S ALPHA OF CONSTRUCT WORK CONTROL. ......... 27 TABLE 6: CRONBACH'S ALPHA OF CONSTRUCT VALUE ATTAINMENT.. 28 4.3.Descriptive Statistics..................................................................................... 28 TABLE 7: DESCRIPTIVE STATISTICS........................................................................ 28 4.4. Correlations Among Variables ................................................................... 29 TABLE 8: CORRELATIONS AMONG VARIABLES................................................. 30 TABLE 9: MULTIPLE REGRESSION OF HYPOTHESIS ....................................... 31 CHAPTER V: DISCUSSION AND RECOMMENDATIONS..................................... 32 5.1. Discussion ..................................................................................................... 32 5.2. Significance of research................................................................................. 32 5.3. Limitation of the study. ................................................................................. 32 5.4. Conclusions. .................................................................................................. 33 REFERENCE ........................................................................................................................ 33 APPENDIX 1: SURVEY QUESTIONNAIRE ................................................................ 52 CAREER COMMMITMENT IN WORKPLACE QUESTIONNAIRE ............... 52 1.CAREER COMMITMENT: ................................................................................................... 52 2.GOAL AND PROCESS CLARITY: ....................................................................................... 53 APPENDIX 2: PRESENTATION OF BUSINESS RESEARCH METHODS .......... 59 Business Research Method Assignment Page 5 LIST OF TABLE TABLE 1: CRONBACH'S ALPHA- INTERNAL CONSISTENCY .......................... 26 TABLE 2: CRONBACH'S ALPHA OF CONSTRUCT CAREER COMMITMENT .......................................................................................................... 27 TABLE 3: CRONBACH'S ALPHA OF CONSTRUCT SUPERVISOR SUPPORT ..................................................................................................................... .27 TABLE 5: CRONBACH'S ALPHA OF CONSTRUCT WORK CONTROL. ......... 27 TABLE 6: CRONBACH'S ALPHA OF CONSTRUCT VALUE ATTAINMENT.. 28 TABLE 7: DESCRIPTIVE STATISTICS........................................................................ 28 TABLE 8: CORRELATIONS AMONG VARIABLES................................................. 30 TABLE 9: MULTIPLE REGRESSION OF HYPOTHESIS ....................................... 31 Business Research Method Assignment Page 6 ABSTRACT This study examined the impact of goal and process calrity, supervisor support, work control, and value attainment on Viettet post’s employee career commitment. Data is collected through the use of standardized questionnaires. Questionnaires were given personally to 514 on all 3 regions of Vietnam; There were 309 returning questionnaires and analysis of generation on 309 votes responses were used for the statistical analysis. The collected data were computed and analyzed through factor analysis, alpha Cronbach's, descriptive statistics, correlation, and multiple regression analysis. Result: The results supported the hypothesis that Goal and process calrity, supervisor support, work control and value attainment to career commitment. Conclusion: The findings in this study would help managers of Viettel post to design policy and build the perfect system. supervisor aware of the need to support more workers, the laborers control at work better. Keywords: career commitment, goal and process clarity, supervisor support, work control, value attainment. Business Research Method Assignment Page 7 CHAPTER I: INTRODUCTION 1.1 Profile company Company Name: POSTAL CORPORATION VIETTEL Business name: VIETTEL POST JOINTSTOKCOMPANY The name is written off: VIETTEL POST., JSC Transaction office: 58 Truc Khe - Lang Ha - Dong Da District – Hanoi Phone: 04 62660306 Fax: 522 490 069 1.2 Business lines Post corperation to participate in business Courier services, business postcards, parcels of goods. Dealer business services press release Commercial services on the postal network, e-commerce Business Telecom Services: sale of telecommunications equipment last head., telecommunications cards, cell phones, Internet card Office rental Provide advertising services on the package courier company Maintenance and repair of cars and other motor vehicles Sale of spare parts and auxiliary parts on other motor vehicles. Insurance agents. Transportation services in international transport by road, waterway. Dealer business card types Import and export trading company goods Production of paper and cardboard products. Print, print-related services. Logistic services (includes: service unloading stock, warehousing and storing row, customs services, making loading and unloading plan, reception, storage and management of information related to transportation and storage cart throughout the Logistic chain; cargo handling activities were customer returns, inventory, stock Business Research Method Assignment Page 8 expired, error distribution and re-fad that; container hire and leasing activities and other support services related to transport) (follow the law logistic specialist). Fiduciary services to import and export goods (follow legal specialization on import-export trade). Cargo transportation by specialized and non automotive model professional under contract. Passenger transportation by taxi, by car within federal. Supporting services for road transport, inland waterways, coastal and ocean. Organize introduction and promotion. Purchasing agent, dealer, dealership commercials. Wholesale of computers, peripherals, software in the cac store specializing. Telecommunications equipment retail in stores specializing. Wholesale, retail sale books newspapers magazines, stationery store specializing. Record retail audio, images (including tape, blank disc) in stores specializing On-demand retail ordering by mail or the internet. The postal service. Ad delivery services market research and exploration project reviews (does not include investigative services and state information is prohibited). Repair of computers and peripheral equipment. Bark repair machinery, equipment (including company goods trading) to repair communications equipment 1.3 The process of formation and development On 1 July 1997 the official postal center services PHBC here is truly a memorable milestone of the postal Center in telecommunication electronic company Army (now the postal company Viettel). In May 2005 the postal center was developed into the postal company Viettel Telecom Corporation in the military-Defense Ministry decision No. 2492/QDTCTVTQĐ on 17/5/2005. As of January 2006 the postal company's independent accounting. Business Research Method Assignment Page 9 On January 14, 2009 Ministry of defence decision No. 123/QD-BQP approving conversion postal company Viettel Corporation to new models of postal company, Viettel. On 18/06/2009-State firms post members 1 Viettel shareholders established the postal company, Viettel. 1.4 Organization model and Human. Organizational structure the postal company, Viettel are divided according to specific management level 4 as follows: Level 1: Management Board. Management level 2: Board Of Directors. Management level 3: functional departments, branch company. Level 4: management of The Board, of the production team, postal 2 level directly under the functional departments, affiliated (directly under the management of level 3). 1.5 Board, supervisory board Comrade: Duong Van Tinh-Chairman of the Board. Comrade: Luong Ngoc Hai-member of the Board. Comrade: Pho Duc Hung - member of the Board. Comrade: Luu Trung Thai - member of the Board. Comrade: Tran Van Phuc - member of the Board. 1.6 Company’s board of directors Comrade: Nguyen Duy Tuan General Director of the company. Comrade: Pho Đuc Hung Deputy General Director Comrade: Hoang Quoc Anh Deputy General Director. Comrade: Nguyen Dac Luan Deputy General Director. 1.7 Departments The labor organization room. Finance and accounting. Business strategy Dept.. Business Research Method Assignment Page 10 Sales Office. Customer care unit. Planning and investing. Business training. News room. Corporate Office. Internal control room. Backbone Center consists of 4 parts: KV1 KV2 KV3 KV4,,,. The system branches, post offices spread all over 63 provinces and cities across the country and the branch 01 Combodia. 1.8 Functions Organize production and business activities, including mining, transceivers, connected BPBK, journalism, development of telecommunications services, the services of the company; manage output, revenues, public debt, service quality..., Advised the Board Of Directors of the enterprise. 1.9 Mission Business organizations, the development of postal courier service parcel, press release, etc.. Business Telecom services and other value-added services …. Management, customer care, the development of new customers. Sales Manager, public debt, costs. The proposal, building, staff development. Managing service quality. 1.1 0 Problems Viettel is the company has a large number of employees, in the process of building systems, construction of the standard kpi, to serve the rapidly growing needs and become the great company. The need to consider the following elements to the process and goal clarity, supervisor support, work control, value attainment. To meet this demand requires that the system needs, the model must change in a timely Business Research Method Assignment Page 11 manner, the necessary policy, one of the crucial part that is human. To understand system status, policies, is appropriate and meets the reality doesn't. We conducted the study perceived by workers against the company, thank you design career, professional design and orange teams with the profession, with the work in the Viettel post. In summary we study to the goal and process clarity, supervisor support, work control, value attainment to measure employee’s career commitment. Business Research Method Assignment Page 12 CHAPTER II: LITERATURE REVIEW 2.1. Career commitment. Introduction The career commitment could be considered of an attitude for career or vocation, where career commitment regarding the development of your personal career goals and an identification with and involvement in the goals, so that a person is willing to exert the effort to assist in their career , congruent with the values (Blau 1985:278; Goulet and Singh 2002:75; Kalleberg and Berg 1987:159; Porter, Steers and Mowday Boulian, 1974:604). This article intends to provide a review of the literature and empirical studies that focus on career commitment to the line. The paper will begin with a brief introduction to the area of literature, leading into a discussion focused more on career commitment and that the commitment to drive in Orange. This study provided two important goals. First of all, it provides a summary of the modern research in the area, and secondly it identified a list of lines that can assist researchers and practitioners in the better management of the career commitment of workers. CareerCommitment This category of commitment include: career commitment and professional commitment. While each of these areas has a number of small differences most researchers consider them to be quite similar, and each of them can be used to coin the entire directory, and therefore are interchangeable (Mueller, Wallace et al. 1992; Meyer, Allen et al. 1993; Wallace 1993; Snape and Redman, 2003). There is, however, important arguments for the use of the career commitment of professional commitments in position (Aryee and Tan 1992; Mueller, Wallace et al. 1992; Morrow, 1993; Wallace 1993; Blau and Lunz in 1998; Snape and Redman, 2003), for many reasons. Latest at the right of that is a fact from professional can seem to exclude many types of work. His career is so non-specific career. In addition, Morrow (1993:47-48) explained that the pattern of job changes, and workers now is more focus on his career instead of a job or career. She also found that research on Business Research Method Assignment Page 13 the industry vis-à-vis the profession is much more cohesive, reliable and valid (Blau and Lunz in 1998:264; Morrow 1993:48). Commitment of a career is an important value for many reasons (Colarelli and Bishop 1990:158-159). His career takes time to develop; they are a separate but related position accumulate over time through their career progression. Only through career development strategy is a staff can develop and hone professional skills and higher level. The career commitment also provides the durability needed to foster professional relationships and business network. The career commitment can also lead to a potential for greater income and high self-esteem (Kalbers and Fogarty 1995:68). Finally, the business world is no longer a discrete gathering and safe location. Today the work climate is dynamic and permanently changed: "committed to a career in internal identified could become an important source of meaning and continuous career when became more fluid security organization and less likely to secure employment" (Colarelli and Bishop 1990:159). Different foci of commitment was discussed in this section. The foci are not mutually exclusive. People can have many committed (Meyer, Allen et al. 1993:546; Swailes 2002:156-157; Scarpello and Vandenberg 1994:544), for example for their careers and their organizations-as discussed above. Other commitments, outside the Organization, can also be a priority. The next section will review the career commitment line. 2.2. Supervisor support. Supervisor support interest in employee career goals, give credit for the work well done, and help employees develop relevant job skills and competencies. A monitor like this can make all the difference in the staff each day of work experience. Powerful monitoring support to improve the quality of jobs and is associated with the increase in satisfaction, perception of a better fi between the staff and the Organization, and reduce turnover. A meaningful connection exists between the perception monitoring support staff (PSS) and the awareness of employees of support organizations (POS), General. 2 control is the agent of the organization. As such, they are responsible for monitoring Business Research Method Assignment Page 14 the performance of their subordinates, conduct periodic reviews of the work of their subordinates, and give feedback to improve their subordinate contribution and commitment to the organization. So, it is natural for employees to explain their interactions with their supervisor as indicators of the Organization's judgment of their promise to work and career. Evidence suggests that supervisor support can reduce the level of work/family conflict that experienced staff and the consequences of such a conflct. Studies show that employees who have high demands of work and family responsibilities and those also support supervision tend to experience greater job satisfaction, stronger work commitment, loyalty to the Organization, and a better balance between work and family life. Active monitoring as well as effective intermediaries "main implementers of the work and family policies of different organizations." For highlights of the work/family issues among employees at the time today, has a supportive supervisor is a characteristic of the family friendly workplace efficienc.  In this framework, we present fidings about supervisor support was drawn from the data that we collect from the staff working in seven 8.784 countries: Brazil, China, India, Japan, Netherlands, United Kingdom and United States. We evaluate:  Difference in perception of employee monitoring supports the main.  Sociodemographic indicators related to the variation in employee perceptions.  Support monitoring the relationship between the presence of a supervisor support and the level of satisfaction with work/family balance that staff report.  Consistent with previous studies, we find that there is a signifiant monitoring support, the positive impact on balance of work/family of employees.  However, the relationship between supervisor support and satisfaction with the work/family balance differ according to gender. At every level of supervisor support (low, medium and high), men who reported high satisfaction (and relatively lower levels of dissatisfaction) with work/family balance than women did. This gap Business Research Method Assignment Page 15 in the satisfaction of men and women with work/family balance is the most extensive among workers with a high level of awareness of monitoring support. It would be interesting to investigate the reasons why men tend to be more satisfid than women with a balance between their work and family life, regardless of the level of support they feel from their supervisors, and the reason why the divergence in satisfaction with the balance of work/family is the largest among men and women who feel a high level of supervisor supportive.  Although awareness of monitoring help increase the level of satisfaction with the balance of work/family beginnings staff reports, they do not seem to affect between career and end his career employees in a similar way (positive). 2.3. Goal and process clarity To goal and process clarity we perform research and reviews as follows: this study was designed to evaluate three questions. The first question is, do the proces and goal clarity accounted for the two distinct but interrelated building? Well, the evidence strongly supports this concept. An analysis of factors confirm that shows a two-factor solution fits the data significantly better than a solution a factor. All the available evidence using measurement data type supports the validity of the two structures discriminant. The only approach, and will provide the support more convincing of the two-factor model will be a multitrait-multimethod analysis. Future measurement studies should try to confirm these measures with alternative methods to assess the equivalent structure. These results support the contention (Jackson & Schuler, 1985; VanSell et al., 1981) that many of the structures of the ambiguous role should be investigated. The second question related to a theoretical model of the target's Association and the building goal and process clarity constructs with antecedents and consequences. Despite the strong confirmation for an explanation of causes can be obtained only through longitudinal methods or testing, the analysis confirmed that reasonable provision to a priori a theoretical model is at least suggestive of the causal interpretation. A theoretical model was launched based on a substantial literature on Business Research Method Assignment Page 16 the role ambiguity and contradiction. Process clarity said to be both directly related to job satisfaction and indirectly related through its impact on clear objectives. In this form of hospital staff semi-skilled, only indirectly linked to appear to hold. Many of the tasks performed by the employee are routine, and much work is standardized by the policy. In General, the subjects scored higher on the scope of processes clearly. It-can the direct Association of process clarity with satisfaction can hold in the form of professional workers, which is not likely to be less sure of how to perform job duties. The third question addresses the possibility that the moderators of associations between the role of construction and their consequences. Three moderators were investigated: employment tenure, need for clarity, and classification. Each moderator is expected to affect the link between role ambiguity and satisfaction. Analysis shows no significant difference in the path links the process and goal clarity objectives to their consequences. In addition, the path from the process and goals clarity lack a significant direct effect of the process is clear about the satisfaction is consistent on the subsamples. The nurses don't subsample may be analyzed because of its small size and the result is the difficulty in estimating the measurement model. With larger samples of professional-level staff, who coordinated the job level can effect. 2.4. Work control. Control (sometimes called the autonomy or the latitude) is getting personal level feel they can directly affect their environment. Employees experiencing a high level of control at work have the opportunity to manage in that they are free to exercise their individual initiative and a verdicts of deciding what the goals of the work and responsibility should be (that is, that the task or project they should work on) , how their work should be done (i.e., the methods should be used), and the schedule on which they will use to perform various tasks (activity Dwyer & Ganster, 1991; Frese, Kring, Soose, & Zempel, 1996; Hackman & Oldham, 1980; Jackson, wall, Martin, & Davids, 1993; Karasek, 1979). A high level of control at work often Business Research Method Assignment Page 17 implies that the staff involved, and therefore have an effect on the decision of the upper level that affect their work (Frese et al., 1996; Spector, 1986). Control at work. To control at work, we use Frese et al. (1996) the four-item scale. Respondents were asked to indicate how much they usually experienced drivers at work. We add two more fully capture the breadth of the control in the workplace. The first of two entries ("you have flexibility in choosing when you perform your job respon-sibilities?") was added to match the scale of the control that influence taken during work activities (e.g., Dwyer & Ganster, 1991; Jackson et al., 1993). The second ("how much control you have in your selection/target responsibili-ties at work?") was added to better capture the impact of employees on the job goals and accountability, which is consistent with the control measures in the workplace (e.g., Dwyer & Ganster , 1991). 2.5. Value attainment When we think about our values, we think about what is important to us in our lives (for example, security, independence, success, wisdom, kindness, fun). Each of us has many values with different levels of importance. A particular value can be very important to a person, but not important. The consensus about the way most useful to the concept of basic values has emerged gradually since the 1950s. We can summarize the main features of the concept of fundamental values implicit in the writings of many theorists and researchers are as follows.  The value is the belief. But their belief is inextricably tied to emotion, not the goal, the idea of conditioning.  Values is a construction of motivating. They point to the desired targets people strive to achieve. Values pass specific actions and situations. They are abstract goals. The abstract nature of values to distinguish them from the standard concept and attitude, which often refers to specific actions, objects or situations.  Values guide choices or reviews of actions, policies, people, and events. That is, a value that serves as the standard or standards. Business Research Method Assignment Page 18  Values are required by the importance relative to each other. The artificial values into a system of priority feature them as individuals. Ofvalues hierarchy this feature also distinguishes them from the norms and attitudes. The theory of value determine value as desired, trans situations aim, change in importance, which serve as guiding principles in the life of the people. In the above characteristics are common to all values. The important aspect is that the distinction between the values is kind of motivating the target they present. To coordinate with others in pursuit of goals that are important to them, groups and individuals representing the required cognitively (language) as the specific values they communicate. Ten distinct motivationally, broad and fundamental values are derived from the three universal human requirement: the needs of the individual as the biological organisms, requisites of coordinating social interactions, and survival needs and welfare of the groups. The ten basic value aims to include all core value recognized in cultures around the world. The value of 10 includes the different types of content found in the theory of the previous value, the value in question from different cultures, and in the discussion of religion and philosophy of the value. It can classify almost all items found in list of specific values from other cultures, into one of the basic values motivationally different ten. Schwartz [Schwartz, 1992, 2005a] details from France of ten basic values. For example, a suitable value comes from the prerequisite of interaction and group survival. For interaction to proceed smoothly and for the group to maintain themselves, individuals must restrain impulses and inhibiting the action can hurt other people. A self driven value derived from organismic to master and needs from the requirements of autonomy and independence. Each of the ten basic values can be characterized by describing the goals motivating Center: 1. Self direction. Independence of thought and action; choose, create, explore. 2. The stimulation. The excitement, novelty and challenge in life. Business Research Method Assignment Page 19 3. Hedonism. Fun and sensuous satisfaction for yourself. 4. Achievement. Personal success through the proven capacity of social standards. 5. The power. Social status and prestige, control or dominance over the people and resources. 6. Security. , In harmony, and the stability of society, relationships, and of ourselves. 7. The fit. Limitations of actions, and trends likely to upset or harm to others and violate social norms or expectations. 8. Traditional. Respect, commitment and acceptance of customs and the idea that cultural or religious traditions offer self. 9. Benevolence. Preserving and enhancing the welfare of the people with whom one is regular personal contact (' people '). 10. Universalism. The understanding, appreciation, tolerance, and protection for the well-being of all people and for nature. Any set of values orientation in full including the motivating goals can not be tested explicitly. However, some evidence is consistent with that of the ten basic values. Local researchers in 18 countries in the survey value of importance in their culture that they think may be missing. They were assigned to the a priori value of existing basic goals motivating them was expected to receive. The analysis includes all the items of value reveals that these items correlate as expected with the core, marked items from the basic values to which they were assigned. They determined no additional basic value. Business Research Method Assignment Page 20