Science Research Report

Science research topic
Research about staff satisfaction in the
textile Enterprises in
Danang

Group Members:
•
•
•

Nguyễn Đông Hưng
Nguyễn Hữu Nhật Duy
Lê Đức Tin

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Introduction
2.1

The Urgency of the Topic

Vietnam are actively involved in the agreements and the international trade communities as
TPP, EUFTA, AEC ... so that Vietnamese corporations are having great opportunities thanks to
this. However, there are some challenges that they have to face and the improvement of


Research Questions
•
•
•

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What are the factors that affect the satisfaction of employees at the textile
enterprises?
How do these factors affect the satisfaction of employees at the textile
enterprises?
what is the level of general satisfaction of employees ?

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•
2.3

Are there any differences in the level of satisfaction of employees between age
and gender in the textile enterprises or not?

Subjects and scope of Research:
The employees are currently working in Danang Textiles corparation such as Hoa Tho, 29/3,
DANATEX, VINATEX.

2.4


In summary, the worker can get satisfaction whener they feel interesting, comfortable, & react
positive to some aspect of working.

1.1.2 The theory of job satisfaction
Job satisfaction research is often associated with encouragement & working satisfaction theory
by researchers. In addition to the theory, such as two-factor theory of Herzberg (1959), needs
theory of Abraham Maslow's hierarchy (1943), ERG theory of Clayton P.Alderfer (1969),
expectationst theory of Victor Vroom (1964 ), the theoretical of job characteristics model
(Hackman & Oldham, 1974) has developed in order to determine how to organize jobs for
motivation’s workers to work by themself as well as creating job satisfaction in general and the
best work efficiency.

1.2. Models of application of satisfaction research
1.2.1. The JDI index's job description of Smith, Kendall and Hulin (1969)
JDI Scale of job description (Job Descriptive Index) which is established in 1969 by Smith is one
of the most valuable and reliability scale in theory and practice. The scale including five factors:
(1) The nature of work, (2)Training and Promotion opportunities, (3) Leaderships, (4) Coworker,
(5) Salaries.
After that, Crossman and Bassem (2003) had added two more factors: welfare and working
environment.

1.2.2. MSQ Model (Minnesota Satisfaction Questionnaire)
Weiss, Dawis, England & Lofquist (1967) has developed MSQ model including 20 factors
assess the overall satisfaction of each five aspects: usability, achievements, activities,
opportunity, power, company policies, compensation, coworkers, creative, independent, safety,
social services, social status, moral values, recognition, responsibility, inspection - human ,
inspection - technical, diversity, working conditions.

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Research process
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Research process is divided into the following steps: (1) develop theoretical models and state
hypothesis ; (2) design the questionnaire, adjust the scale, conduct sampling; (3) survey, data
collection; (4) data entry and data processing; (5) test the scales; (6) after testing the scales,
studying the satisfaction of the employees at the textile enterprises in Da Nang city
(7) conclusions, comments and recommendations.

1.1

Building a research model and develop theories
1.1.1 Building a research model

We used model JDI (Job Descriptive Index) and adjusted 7 factors, concluding 5 factors set up
by Smith et al in 1969 and the other two factor are complemented by Crossman and Bassem
(2003)

Work
Employee Satisfation
Salary

Training and
Promotion
Leadership
Coworker
Working
Environment

opportunities” and employee satisfaction
Hypothesis H6: There is a positive relationship between “Working Environment
” and employee satisfaction

•

Hypothesis H7: There are positive relationships between “pay” and employee
satisfaction
Group Hypothesis 2 ( answer research questions, "Are there any differences in the
level of satisfaction of employees between age and gender in the textile enterprises
or not?"
Hypothesis H8: There are differences in the level of employee satisfaction by
age
Hypothesis H9: There are differences in the level of employee satisfaction by
gender

Preliminary research
•
•
•

Qualitative research method is used in the preliminary research stage: study secondary
documents and discussions, outline the preliminary questionnaire.
Pre-test questionnaire: get feedback from instructors and start to survey with sample size
n = 20
From the comments, start adjusting the scale, the scale is adjusted as follows:

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Factor

Coworker

Welfare

Training and
Promotion

Working
Environment

Salary

Satisfaction

1.2
•

CV5

Work pressure is less

LD1

Leaders have polite and comely behavior

LD2

Leaders are capable and highly qualified

LD3


PL4

Rewarding policies are fair and appropriate

DT1

Staffs are trained for the job and career development

DT2

Staffs are supported time and cost for education of
improving capability

DT3

Good promotion opportunities

DT4

Fair promotion policies

DK1

reasonable working hours

DK2

Good working facilities


Your level of satisfaction on Coworker

HL4

Your level of satisfaction on Welfare

HL5

Your level of satisfaction on Training and Promotion

HL6

Your level of satisfaction on Working Environment

HL7

Your level of satisfaction on Salary

Formal research
Sample

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The employees are currently working in Danang Textiles corparation such as Hoa Tho, 29/3,
DANATEX, VINATEX.
• Collect the data :

Total

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Percent
51
49
100

51%
49%
100%

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We found that the rate of male is not inferior the female rate, even exceeds the proportion of
women, which demonstrates that the textile sector is not just for women.

• Age
Frequency
< 25
25 - 40
> 40
Total

Percent
28
61

>

TL
HL
DT
DK

.506
.661
.736
.573
.535
.576
.543
.650
.783
.537

PL
PL
DT
DT
DT
D
K
D
K
TL
e5

<-->
<-->
<-->



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>




Correlation :(Group number 1- Default model)

e2
<--> e33
4

.573

The correlation coefficients between concepts and accompanying standard deviation show that
their values are less than 1 (statistical significace).

LD3
LD4

•

Mean
3.64
3.64
3.66

Std. Deviation
1.106
1.106
1.027

Mean DN = 3.65
Welfare
Mean
3.27
3.15
3.17
3.25

PL1
PL2
PL3
PL4

•



DT1
DT2

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Mean
3.03
2.84

Std. Deviation
1.317
1.329

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DT3
DT4

•

2.94
2.85

Mean DT = 2.92
Working Environment
Mean
3.46

3.09
2.69
2.81
2.85

1.296
1.253
1.290
1.290

Mean TL = 2.86
Satisfaction
Mean
3.20
3.21
3.66
3.12
2.83
3.55
3.01

HL1
HL2
HL3
HL4
HL5
HL6
HL7

Std. Deviation

Std. Error of the
Estimate
.3942

a. Predictors: (Constant), TL, DN, CV, DK, LD, PL, DT

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Results of linear regression with coefficient R2 is 0.804 the coefficient of adjustment R2 is
0.789. This implies that the appropriate level of the mode is 70.1% . In other words, 78.9% of the
variation of the employee satisfaction is generally explained by the variables in the model, we
can see, the relevance of the mode is relatively good. However this is only true with sample data.
To test whether the model can be deduced for the overall or not we have to test the suitability of
the model.

Model

7

Mean Square
8.378

Residual

14.299


Coefficientsa
Unstandardized Coefficients

Model

B
(Constant)
CV
LD
DN
1
PL
DT
DK
TL
a. Dependent Variable: HL

Std. Error
.269

.190

.208
.110
.088
.110
.053
.122
.217


1.879
.806
2.119
2.852

.002
.056
.155
.063
.422
.037
.005

Analysis Result of regression coefficient shows that the value Sig. of variables of CV- Nature of
work, DK- Working conditions and TL- Salary are smaller than 00:05, so we can say that these
3 factors are significant in the model and can affect staff satisfaction.
Thus, equation express the relationship between these factors and the satisfaction of employees
in the textile industry Danang as follows:

Satisfaction of employees = 0.208*CV+0.122*DK+0.217*TL +e
3.5. Hypothesis Testing:
•

Group 1 (answer research question "How do these factors affect the employee
satisfaction at the textile enterprises"):

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df
24
75

36.110

Mean Square
.407
.351

F
1.157

Sig.
.308

99

ANOVA analysis results in the table show that the observed level of significance sig. = 0.308>
0.05,we do not have the basis to reject H0 ,so we are able to conclude that there is no
difference in the level of employee satisfaction by age.
Hypothesis H9:
•
•

H0: There is no difference in the level of employee satisfaction by gender
H1: There are differences in the level of employee satisfaction by gender
ANOVA


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Chapter 4
CONCLUSIONS, POLICY IMPLICATIONS, LIMITATIONS OF
THE STUDY AND FUTURE RESEARCH ORIENTATION

4.1. Conclusions
4.1.1. Result of research::
The results of regression model showed that “Salary” is the most influence on model (0217),
No. 2 which is also important factor is “the nature of work” (0208) and the last factors is
working conditions (0122)
Descriptive statistics analysis showed that:feeling of staff about satisfaction factors is in
medium-good level such as the nature of work (3:34), Leadership (3:43) , partner (3.65), welfare
(3:22), working conditions (3:58), but there are still elements to be underestimated as training
and advancement (2.92) and salary (2.86)

4.1.2. The achieved objectives of the study:
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Evaluated the satisfaction level of employees in the textile industry in Da Nang City .
Identified 3 factors affecting to employee satisfaction and arranged in descending order of

•
•

The study's sample size was limited (100) due to limited resource and time.
Sample surveys are limited by the subjects of study, because it’s hard to access managers
so almost the respondents are worker in factories.
In the context of the strong opening of the country and needs of competitiveness
improvement but there aren’t comparison between satisfaction levels of employees in
domestic company and foreign company

4.3.2. Future research orientation

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In the future, we should expand the scale of research and make comparison of the difference in
the employees satisfaction at companies inside & outside the country to find out the advantages
and disadvantages, so that we can see solutions for improve much better competitiveness

Chapter 5
CATEGORY REFEREANCE
1/ Nguyễn Thị Thúy Quỳnh, Nghiên cứu sự hài lòng của nhân viên tại EXIMBANK chi nhánh
Đà Nẵng, Luận văn thạc sỹ, 2012.
2/ Hoàng Lệ Thương, Nghiên cứu sự hài lòng của người lao động trong công việc tại công ty cổ
phần dưọc phẩm BIBIPHAR 1, Luận văn thạc sỹ, 2013.
3/ Nguyễn Thanh Hoài, Nghiên cứu sự hài lòng của nhân viên đối với công việc tại trường cao
đẳng công nghệ thông tin hữu nghị Việt – Hàn, Luận văn thạc sỹ , 2013.