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Thesis Title
The Interrelationship between Job Satisfaction and Job
Performance - A Case of Staffs Educating from Project of
Human Resources Development in Danang City
Advisor: Shih-Chien Chien
Co- Advisor: Nguyen Phuc Nguyen
Studentᾼs Name: Nguyen Thanh Quang
Student ID: 11752311
Class: SD_MBA1
2012 Thesis Proposal
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KEY WORDS
O Job Satisfaction
O Job Performance
O Job Characteristics
O Personal Outcomes
O Work Outcomes
O Psychological States
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Outlines
1. Introduction
2. Literature Review
3. Research Framework and
Methodology
4. Concluding Remarks
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1. Introduction
1.1 Research Background
O Job satisfaction plays an important role in managing human
resource strategies of organizations. It can be said that the

depend on how well individual employee shows their effective
performance in the organisation. Thus, employee effort is one
of an important factor that necessity for determining an
individual performance (Pushpakumari, M. D. 2008).
O To date, research on job satisfaction and job performance had
particular interested due to the inconsistent finding the
literature with regard to the factors affecting job satisfaction
and job performance. Especially, regarding to the relationship
between job performance and job satisfaction (cited in Kim,
H., Knight, D.K., & Crutsinger, C. (2009. p550).
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O There are many theories are measured by job satisfaction. Such
as:
O Affect theory
O Dispositional theory
O Opponent process theory
O Equity theory
O Discrepancy theory
O Two-factor theory (motivator-hygiene theory)
O Job characteristics model
O For job performance, a job performance model of motivation
is employed.
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O The study tries to identify the factors, which are effect on job
satisfaction of employees that educated from the Project of
Human Resources Development in Danang city. It is also
discover the interrelationship between job satisfaction and job
performance.
O The job characteristics model developed by Hackman and
Oldman (1975) is now considered the most popular model

group training programs as Economics, Engineering -
technology, law, administration, construction - urban management,
health, pedagogy. The expensive fees scholarship for every year: 3 - 3.5
millions USD.
1.2.3 Results of Project
O The total number students joining Project (updated until 6/2012) are
428 (Undergraduates: 332; Postgraduates: 80 Masters; 18: Doctors).
After many years education, 159 persons had graduated and are
working at Departments belong to Danang government.
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1.Introduction
1.3 Research Motivation
O I wonder why I am interested in this problem and what are
benefits bring to me. The first thing what I concern is a raising
concern about brain drain from public sectors to enterprises,
especially moving to foreign-invested enterprises or going to
abroad for working. It can be said that effective use and
retaining talent is one of the priority policies of Danang city. it
will require a study on job satisfaction and job performance of
these staffs.
O Secondly, there are a stronger requirement of customer
orientation for public government services, so the government
need to produce a higher service performance.
O From above study, the research can offer a clear path to set up
an effective policies and maintain a good level of service
quality for people in the future.
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1.Introduction
1.4 Research Purposes
O 1. Is there a relationship between job characteristics (namely,

O The Job Characteristics Model considers that the motivation to work is a
function of three critical psychological states which are Experienced
Meaningfulness of the work, Experienced Responsibility for outcomes
of the work and Knowledge of the Actual Results of the Work Activities
(cited in Thakor and Joshi, 2005; Rungtusanatham and Anderson, 1996).
O Furthermore, the three critical psychological states above are affecting
to several personal and work outcomes. It is determined by five job
characteristics (namely, Skill Variety, Task Identity, Task significance,
Autonomy, Feedback) by Thakor and Joshi (2005) that cited in
Hackman and Oldham (1980).
O Skill Variety, Task Identity, Task significance are define three variables
affecting to Experienced Meaningfulness of the work; while autonomy
is directly influencing to Experienced Responsibility for outcomes of the
work and feedback as directly affecting Knowledge of the Actual
Results of the Work Activities (cited in Rungtusanatham and Anderson,
1996).
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2.Literature Reviews
Research Framework
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2.Literature Reviews
2.5 Job Satisfaction and Job Performance
The study of the relationship between job satisfaction and job
performance is one of the most venerable research traditions in
industrial-organizational psychology. It has been studied for
decades and the earliest studies considered the potential linkage
between employee attitudes and performance was of the
Hawthorne studies in the 1930s and the human relations
movement. Following the human relations movement, Brayfied
and Crockett (1955) published a narrative review of the job

relationship between job characteristics and job satisfaction
(Loher et al., 1985; Thomas et al., 2004).
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3.Research Methods
3.1 Research design
O Using non-probability sampling design for the purpose of the
study, it is considered to be appropriate rather than the data in
our research because of social research is often conducted in
situations where a researcher cannot select the kinds of
probability samples used in large-scale social surveys.
O for said study will be obtained with help of survey instrument.
The appropriate tool to determine and assess attitude data is
pre-determined instrument based Questions. In this study, the
author has identified different variables and studied their
relationship to depend variables of job satisfaction and job
performance. Quantitative approach is an appropriate strategy
to study.
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Rungtusanatham, M., &
Anderson, J. C. (1996).
Renn, R. W., &
Vandenberg, R. J. (1995).
Suman, S. & Srivastava, A.
K. (2009)
- Variety job
- Opportunity to
complete
- Job infulence on
others
Skill variety is described as

-Influence on
organization
- Relate to the
business mission
- Influence on day-to-
day company success
Task significance is the
degree to which the job has
a substantial impact on the
lives or work of other
people, whether the
immediate organization or
in the external environment
Task
Significant
LR supportVariablesOperation DefinitionFactorConstruct
3.2 Operation Definition for each construct
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Rungtusanatham, M., &
Anderson, J. C. (1996).
Renn, R. W., &
Vandenberg, R. J. (1995).
Suman, S. & Srivastava, A.
K. (2009)
- Sef-directed
flexbility
-Independently
action
- Use many
technology

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Pushpakumari,
M. D. (2008)
- Ellickson, M. C.,
& Logsdon, K.
(2001)
-Work feeling
-Co-operation and Personal
relations
- Team working and
developing others
- Remuneration/pay
- Supervision
- Promotion opportunities
- Job status
- Job level
A pleasurable or positive
emotional state resulting
from the appraisal of
oneᾼs job or job
experience. Job
satisfaction is a result of
employeesᾼ perception of
how well their job
provides those things
which are viewed as
important
Job Satisfaction
- Sonnentag, S., &
Frese, M. (2002)

and Job Performance
3.3.6 Multiple Regression Equation
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3.Research Methods
3.4 Sample and procedure plan
Question Design/Theoretical Basis
O We design Demographic characteristics questionnaires that is
related to Control variables.
O We design Job Characteristics Scale questionnaires. For the
form of the scale, many items were constructed. The items of
the scale cover five dimension related to job characteristics
(Skill variety, task identity, task significant, autonomy and
feedback). Each item is to be rate on 7-point scale (1 =
Strongly disagree, 2 = Disagree, 3 = Slightly Disagree, 4 =
Undecided, 5 = Slightly Agree, 6 = Agree, 7 = Strongly
Agree).