Khảo sát mức độ hài lòng trong công việc

THE UNIVERSITY OF DA NANG
DA NANG UNIVERSITY OF ECONOMICS



GROUP ASSIGNMENT REPORT
ORGANIZATIONAL BEHAVIOUR
Title

MEASURE JOB SATISFACTION BY DO SURVEY

Da Nang, 2022

Student:

………

Class:

HRM2001_47K01.1

Lecturer:

Dinh Thi Thuy Na


TABLES OF CONTENTS


MAIN CONTENTS
1. The purpose of survey

-

Evaluate of employee satisfaction action for businesses.
Determine which factors are important in evaluating the impact on employee’s job

-

satisfaction.
Compare the difference in employee’s job satisfaction according to factors: gender,
age and working time, education level.
2. Important factors affecting job satisfaction
2.1.

Workplace

Working environment is simply understood as the surrounding conditions,
including all activities of an employee. Working environment factors to be considered
include:
-

rules and procedures in the workplace
colleague
working time
2.2.

Salary

According to Stanton and Crodley (2000), salary satisfaction is related to
employees' perception of fairness in pay. Salary satisfaction is measured based on the
following criteria:

-

feel like you're being paid a fair amount for the work you do
fair distribution of wages, bonuses and allowances according to contributions
the current salary is suitable compared to the general level of the labor market
2.3.

Training and promotion

According to Stanton and Crodley (2000), training and promotion opportunities are
those related to employees' perceptions of training opportunities, development of personal
competencies, and opportunities for advancement within the organization. Factors for
training and promotion opportunities to be considered include:
-

opportunities to get promoted
fairness in promotion
be trained in the skills necessary for work and career development


2.4.

Leader

Feelings related to behaviors, relationships with leaders at work in the workplace,
encouragement and support of leaders to be able to know the scope of responsibility and
get the job done well. Leadership factors to be considered include:
-

emotional concern and support when needed by leader

recognition and praise of leader
recommendations if the leader does not listen to contributions
3. Survey results and evaluation
3.1.

Job satisfaction between men and women

Of the 90 survey participants about their job satisfaction, by gender, there is a large
disparity between men and women, in which female accounts for 63,3% and male 36,7%.
The proportion of women participating in job satisfaction assessments is twice that of
men. Among female respondents, the percentage of people who are satisfied with their
current job is high.
However, there is no big difference between men and women in terms of job
satisfaction factors: workplace, salary, training and promotion, leader.

3.2.

Job satisfaction by age and working time

The age structure of the sample was distributed as follows: the group of 18-22
made up the most with 42 people (46.6%), followed by the group 22-26 with 25 people
(27.8%), the group 26-30 has 30 people (33.3%), and at least the group over 30 with 10
people (11.1%).


According to the survey, job satisfaction generally increases with age. Specifically,
18 to 222 reported being satisfied with their jobs. However, above 30 reported not being
satisfied with their employment.
In terms of working time, all three groups have a relatively equal proportion of
survey participants, 33 people in the group of less than 1 year, 30 people in the group 1-3

years, and 27 people in the group over 3 years. The corresponding percentage is 36.7%,
33.3%, 30%.
So, how long does an employee have to work, there is a difference in job
satisfaction compared to other groups? Looking at the job satisfaction survey results
between groups with different working time, we find that the job satisfaction of those
with less than 1 year working time and 1-3 years is close. Equally, only the group of
employees who have worked for more than 3 years have significantly lower job
satisfaction than the two groups above. Thus, it seems that the longer the working time,
the lower the job satisfaction.
3.3.

Job satisfaction by education level

Among 90 participants of survey, their education level mainly focused on people
having university degrees with 57 people, accounting for 63.3%. Ones in the second place
is the number of people who are postgraduates with 27 people, accounting for 30%. There
are 6 people with high school level, accounting for 6.7% and no one is below high school.
Therefore, we can see that the results of the report are mainly aimed at subjects with
graduates and postgraduates.


Most people with the university or college degrees or postgraduates feel satisfied
with their working environment. However, they also feel quite inconvenient because there
are many rules and procedures in the workplace. Most of them are comfortable with their
co-workers and find the working hours very reasonable. In contrast, those with a high
school degree find that their work has few rules and procedures, but the working time is
not reasonable. Therefore, we can see that the level of education has a large influence on
the working environment of each person, and people with different education have
different working environments.
Most people feel that they are being paid a fair salary. However, it is inevitable that

some individuals are not satisfied with the current salary and benefits, but in general, the
job market has been fair in paying workers.
Looking at the sample mean, we can guess that it seems that employees with
secondary education and below have higher satisfaction than employees of other
qualification groups.
4. Proposed solutions
4.1.

About workplace

The company needs to create a better, more comfortable, and more comfortable
working environment, creating solidarity and striving for all employees of the company
for a common goal.


Employees in the company will feel more comfortable if they can have good
relationships with their colleagues and they are respected.

4.2.

About salary

The order of priority that businesses need to do for this factor is to create more
fairness in the distribution of income, develop a reasonable salary and bonus policy, and
try to increase wages for employees.
The purpose of the bonus is to pay people who do good work to encourage them to
work better. In order to receive a certain reward, the employee must achieve a certain
achievement in work, such as achieving sales in business or achieving productivity in
production.

4.3.

About training and promotion

For training and promotion satisfaction, here are factor that has the strongest
influence on job satisfaction. The problem that the company creates conditions for
employees to study to improve their working knowledge and skills, and create promotion
opportunities for capable people are also at an average level of satisfaction.
Businesses must pay more attention to training programs. Training should not only
focus on job-specific knowledge training, but must also include skills training.
Depending on the financial situation and personnel of the business themselves,
enterprises need to realize their training policies by organizing short-term sessions and
classes for a group of employees, or by providing partial or full tuition support for
employees who choose to take knowledge-based training classes for work.


4.4.

About leader

Research results show that superiors need to care more about their employees, as
well as protect them from others when necessary, along with recognizing their
contributions and treating them fairly.
Lower-level employees only really serve their superiors when their superiors really
have good leadership talent and professional knowledge.
Therefore, managers/leaders need to constantly learn and improve high in both
leadership capacity and professional knowledge. When it is necessary to show
subordinates your talents.