The relaonship study between Organizaonal Commitment and Job
Sasfacon at Ministry of Industry and Trade in Vietnam
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Student : Cao Trong Quy
Advisors : Dr. Jau-Shyong Wang
Dr. Sheng-Jung Li
Co-advisor: Dr. Nguyen Thi Hien
Keywords:
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Research Method:
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OUTLINE
CHAPTER 1: INTRODUCTION
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CHAPTER 2: LITERATURE REVIEW
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CHAPTER 3: RESEARCH MOTHODOLOGY
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OUTLINE
CHAPTER 4: DATA ANALYSIS
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1.2 Research movaon
First, research on the relationship between organizational commitment and job satisfaction at the Ministry of Industry and Trade has not
been done in a systematic way. Therefore, it is necessary to make a systematic study of science.
Second, research on the relationship between organizational commitment and job satisfaction in Vietnam now focuses only on a small
scale, so the reliability of the expansion of research results to be limit.
This research is undertaken in order to determine the relationship between organizational commitment and job satisfaction at the Ministry of
Industry and Trade in Vietnam and to identify which among the four components of organizational commitment (affective, continuance,
normative and value organizational commitment) is the most important driver that relates to job satisfaction. It is seen that in some of the
empirical surveys, the relations among organizational commitment (Allen et.al. 2000; Vandenberg & Scarpello, 1994; Meyer, Allen & Smith
1993; Wang, 2004), job satisfaction (Morrow 1993; Meyer, Allen & Smith 1993; D. J. Weiss, Dawis, England & Lofquist 1967) were studied.
CHAPTER 1 INTRODUCTION
1.3 Research Quesons
This study was conducted to find out the answers to these elements of organizational commitment affect the job satisfaction of
officials of the the Ministry of Industry and Trade. Therefore, the research question was posed as follows:
- What is the relationship between organizational commitment and job satisfaction?
- How is the current level of job satisfaction with organizational commitment?
- Which main factors affect job satisfaction with organizational commitment?
CHAPTER 1 INTRODUCTION
1.4 Research purposes
This study has main purposes as follows:
- To measure the status of the Job Satisfaction of officials.
- To determine the impact of factors affecting Job Satisfaction of officials.
- To identify the main factors affecting Job Satisfaction with Organizational Commitment.
- To measure the intensity of the impact of each element of Organizational Commitment to Job Satisfaction.
CHAPTER 1 INTRODUCTION
1.5 Research Procedure
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2.1 Oganization Commitment
2.1.1 Organizational Commitment Definition

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CHAPTER 3 RESEARCH MOTHODOLOGY
3.1 Research model
This study aims to identify the relationship between organizational commitment and job satisfaction. This is a quantitative study using
survey methodology to examine the relationship between independent and dependent variables. Independent variable consists of one variable
that is organizational commitment with three main focus affective commitment, continuance commitment, normative commitment and value
commitment (Wang 2004). Dependant variable consists of one variable and that is job satisfaction.
The theoretical framework for this study is as shown in Figure.
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CHAPTER 3 RESEARCH METHODOLOGY
CHAPTER 3 RESEARCH METHODOLOGY
3.2 Research hypotheses
Based on literature on job satisfaction and organizational commitment studied in previous chapter, past researchs has found a positive
correlation between job satisfaction and organizational commitment (Mathieu & Zajac, 1990), a direct link between job satisfaction and
organizational commitment (Williams & Hazer, 1986), Job satisfaction and organizational commitment have been shown to be positively
related to performance (Benkhoff, 1997; Klein & Ritti, 1984). The vast majority of research indicates a positive relationship between
satisfaction and commitment (Aranya, Kushnir & Valency, 1986; Boshoff & Mels, 1995; Harrison & Hubbard, 1998; Johnston et al., 1990;
Knoop, 1995; Kreitner & Kinicki, 1992; Morrison, 1997; Norris & Niebuhr, 1984; Ting, 1997). So this gives out following hypothesis:
There are positive relationship between components of organizational commitment and job satisfaction.
CHAPTER 3 RESEARCH METHODOLOGY
3.3 Measurement of Variables
For the Independent Variable:
CHAPTER 3 RESEARCH METHODOLOGY
3.3 Measurement of Variables
For the Dependant variable:
CHAPTER 3 RESEARCH METHODOLOGY
3.4 Research design
3.4.1 Building investigation questionnaire
3.4.2 Scale selection for questionnaire (5-point likert )
3.4.3 Questionnaire design

H’1: Affective Commitment (AC_factor1) will positively affect the Satisfaction_2
H’2: Continuance Commitment (CC_factor2) will positively affect the Satisfaction_2
H’3: Normative Commitment (NC_factor3) will positively affect the Satisfaction_2
H’4: Value Commitment (VC_factor4) will positively affect the Satisfaction_2
CHAPTER 4 DATA ANALYSIS
RESEARCH RESULT
Hypothesis testing between components of Organizational Commitment and satisfaction_3
The dependent variable, Satisfaction_3 are S_3 = (JS17 + JS18 + JS19 + JS20)/4. After all preparation steps related variables and
models based on the results of factor analysis to reorder the following statistical hypothesis
H’’1: Affective Commitment (AC_factor1) will positively affect the Satisfaction_3
H’’2: Continuance Commitment (CC_factor2) will positively affect the Satisfaction_3
H’’3: Normative Commitment (NC_factor3) will positively affect the Satisfaction_3
H’’4: Value Commitment (VC_factor4) will positively affect the Satisfaction_3
CHAPTER 4 DATA ANALYSIS
RESEARCH RESULT
CHAPTER 4 DATA ANALYSIS
RESEARCH RESULT