Investigating the job satisfaction at Phuc Dat Company

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Investigating the job satisfaction at Phuc Dat Company Assignment Number: One

Weight: 75% Assignment Length: Student Name: Le Tan Dat Email:

Intake: Student ID: 2124760 Supervisor: Shanthi Rajan Date of Submission: May  2023

Declaration

I, Le Tan Dat, affirm that my research work entitled "Investigating the job satisfaction at Phuc Dat Company" is original and has not been plagiarized. This topic is the outcome of my sincere effort to conduct research during my academic program at Bolton University. While writing this article, I cited and referred to various sources with proper attribution under the supervision of my teacher, Shanthi Rajan. In the event of any issue, I take full responsibility for my work.

Ho Chi Minh city, May 1^st2023

Declared by Le Tan Dat

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Acknowledgment

I am grateful for the significant support, direction, and encouragement that I have received from my teachers and friends during the course of this research project. I wish to extend my sincere appreciation to my supervisor, Mrs. Shanthi Rajan, for her insightful advice, constructive feedback, and constant availability to assist me with shaping and refining my study. Additionally, I want to express my thanks to all of the teachers in the foreign language department whose lectures over the past four years have provided me with the necessary knowledge and skills to complete this paper.

Author Le Tan Dat

Abstract

The purpose of this dissertation is to examine job satisfaction at Phuc Dat Company, a real estate firm located in Vietnam. The study investigates various factors that impact employee job satisfaction, including pay and benefits, job characteristics, relationships at work, recognition, work environment, and opportunities for growth and development. The study employs a mono-method research design that utilizes quantitative surveys, and the collected data is analyzed using statistical techniques such as regression analysis and thematic analysis. The study's results offer insight into the level of job satisfaction among Phuc Dat Company employees, as well as the factors that either enhance or diminish their satisfaction. The study concludes by providing recommendations to the company on how to improve employee job satisfaction, which can lead to increased productivity and a more positive organizational culture.

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<b>1.1 THE BACKGROUND OF THE RESEARCH ... 7 </b>

<b>1.2 THE OVERVIEW OF PHUC DAT COMPANY ... 7 </b>

<b>1.3 Research Objectives ... 8 </b>

<b>1.4 Research Questions ... 8 </b>

<b>1.5 THE STRUCTURE OF THE DISSERTATION ... 8 </b>

Chapter 2: Literature review: ... 10

2.1. Descriptive of Satisfactiontion: ... 10

2.2. Identifying factors through related studies ... 10

2.3. Factors affecting job satisfaction ... 12

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3.9. Summary ... 23

CHAPTER 4: Finding & Analysis ... 24

4.1. Descriptive statistics of the samples ... 24

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List of Figures

Figure 1: ... 15 Figure 2: ... 18 Figure 3: ... 23

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Chapter 1: Introduction

<b>1.1. THE BACKGROUND OF THE RESEARCH </b>

Many previous investigations have indicated the important role of job satisfaction in enhancing employee motivation, productivity, and well-being (Judge et al., 2010; Spector, 2012). In the real estate sector, job satisfaction has been shown to afect productivity and retention, making it crucial for companies to understand the factors that contribute to it. However, despite its strong reputation, little is known about the satisfaction level at work and the factors that impact it among employees at Phuc Dat Company, a real estate firm in

Vietnam.

To address this gap, this investigation aims to investigate the level of job satisfaction and identify the factors that contribute to it among Phuc Dat Company employees, using a mono-method approach involving focus groups and surveys. The data collected will be analyzed using statistical analysis methods to derive insights into the factors that influence job satisfaction in the real estate industry.

The study's findings could offer valuable visions into the causes that impact job satisfaction among real estate employees and assist Phuc Dat Company in devising tactics to increase worker job satisfaction and prooductivity. Furthermore, this research could contribute to the existing literature on job satisfaction and offer guidance for other organizations seeking to enhance job satisfaction among their employees.

<b>1.2. THE OVERVIEW OF PHUC DAT COMPANY </b>

Phuc Dat Company was established in 2006, after many years of participating in the real estate market, so far the company has achieved many achievements in projects in the real estate sector such as Phuc Dat connect building, Phuc Dat gold city, Phuc Dat Urban, Phuc Dat commercial house area, Phuc Dat adjacent townhouse, … and many other projects in the future, more importantly, the company always considers human resources as a key factor to develop the company. The company always offers attractive support policies and benefits when recruiting personnel. However, real estate is a field that requires many standards and creativity, so the company is interested in human resource development on a yearly, quarterly, and monthly basis through recruitment and training plans based on human resource strategy: Recruiting - hiring - keeping - developing human resources

With the vision: "Projects and products are born that leave an impression and inculcate trust with customers. With a team of dynamic and creative staff, responsibility, and reputation, the company is constantly growing, affirming its leading position in the fields of business activities." Job satisfaction is closely linked to human resource management, as it plays a vital role in employee motivation, retention, and productivity. According to Herzberg's Two-Factor Theory, job satisfaction is determined by both hygiene factors, such as salary, benefits, and working conditions, and motivators, such as recognition, achievement, and career advancement (Alshmemri et al., 2017). Human resource management is responsible for

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 Mail:  Web: phucdat.vn

<i>Picture 1: Logo of Phuc Dat Company </i>

<b>1.3. Research Objectives: </b>

 To identify the factors that contribute to job satisfaction at Phuc Dat Company.  To determine the level of job satisfaction among employees at Phuc Dat Company.  To provide recommendations for improving job satisfaction at Phuc Dat Company.

<b>1.5. THE STRUCTURE OF THE DISSERTATION </b>

The following dissertation is structured into five chapters, each with a specific focus on the research topic. Each chapter presents different contents as follows:

Chapter 1: Introduction

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Chapter 2: Literature Review Chapter 3: Methodology

Chapter 4: Findings and Analysis

Chapter 5: Conclusions and Recommendations

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CHAPTER 2: LITERATURE REVIEW:

Happiness at work is a significant aspect that may impact organizational productivity, interest, and dedication, eventually resulting in improved employee performance. Job satisfaction can affect the amount of productivity, energy, and dedication that individuals have to one‘s jobs. An unhappy job could result in staff emotional exhaustion, disenchantment, and a reduction in the standard of work created. As a result, it is essential that we look into the relationship between employee output and job satisfaction with the goal of boosting employee productivity. Therefore, the relationship between employee productivity and job satisfaction is very important, when employees are happy and show their joy being at the workplace, they can improve their performance. This investigation is expected to figure out what factors affect job satisfaction. Phuc Dat company can establish a better working environment that improves employee job satisfaction, while always enhancing employee performance and overall growth of the organization.

productivity is well-established in the literature, as it has been found to have a direct link to personal happiness and work performance, as well as to the achievement of other goals (Kaliski, 2007). However, the specific relationship between motivation and job happiness is still unclear, and job happiness is more of an attitude or psychological state that can be linked to a subjective sense of achievement, whether quantitative or qualitative, as pointed out by (Mullins, 2005).

2.2. Identifying factors through related studies

Study on job satisfaction has showed extensively in various industries, including real estate. Studies have shown that job satisfaction is a important element in the success of an association, as it can influence employee engagement, productivity, and turnover rates.

 Kaur's study in 2012 used a questionnaire survey to assess the relative importance of various factors in job happiness. The study used mean values to rank the factors, with lower values indicating greater importance. The results showed that work environment and relationships with colleagues were ranked as the second and fifth most important factors, respectively, out of a total of 12. This study highlights the significance of the work surroundings and interactions with coworkers in shaping job satisfaction. A positive work environment is crucial for enhancing job satisfaction, while a negative one can lead to dissatisfaction, stress, and high turnover rates.

Various factors such as the physical environment, organizational culture, connections with colleagues and supervisors, self-rule, and workload can all affect job satisfaction. For instance, poorly lit or noisy workspaces, negative or toxic organizational cultures, conflicts, and poor communication with colleagues and supervisors can all result in

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dissatisfaction and decreased motivation. Conversely, a positive work environment that values employee well-being, fosters a positive culture, provides autonomy and control over work, and offers reasonable workloads can lead to higher job satisfaction. When employees feel supported, valued, and connected to their colleagues and supervisors, they are more likely to enjoy their work and remain engaged.

It is necessary for companies to prioritize creating a positive environment at work and nurturing positive relationships between employees and supervisors to enhance job satisfaction. In turn, this can lead to increased motivation and commitment among employees, which can benefit organizational outcomes.

 Barbara's study in 2014 identified work environment, opportunities for growth and development, recognition, relationship with coworkers and superiors, and job characteristics as crucial factors contributing to job pleasure. A positive work environment that fosters healthy relationships among coworkers and superiors is essential for enhancing job satisfaction. Moreover, recognition of employees' efforts and contributions promotes a sense of value plus belonging, leads to increased job satisfaction and commitment to the organization. Opportunities for growth and development are crucial for employee engagement and commitment, especially among female respondents in specialist and administrator positions. Finally, job characteristics such as independence, task variety, and importance also contribute to job satisfaction.

Job characteristics, such as the nature of work, level of autonomy, and variety of tasks, were found to be ranked as the second least important factor influencing job satisfaction. However, different industries may have varying importance on factors such as autonomy, job security, compensation, organizational culture, and leadership style. Kalleberg's research in 1977 suggests that the factors that contribute to job satisfaction can differ between industries, depending on work values and rewards. Understanding industry-specific job satisfaction factors is crucial as it can vary from one industry to another. Therefore, the author wants to investigate by selecting the second least important factor that impacts job satisfaction.

Growth and development opportunities were found to be the third least important factor in determining job satisfaction in terms of the mean value. However, Glisson and James' study in 2002 showed that job satisfaction factors in healthcare organizations were different from other industries, with autonomy, social support, and feedback being important factors. So this factor is chosen by the author to study. While these opportunities can contribute to employee satisfaction, they are not as significant as compensation, work environment, and relationships with colleagues and superiors.

The work environment is the most critical factor in determining job satisfaction, indicating that employees highly value the physical and social aspects of their work environment. Employers should prioritize creating a positive work culture

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that fosters good relationships between employees to increase job satisfaction and retention. Since other factors such as compensation, job characteristics, and growth opportunities also significantly impact employee satisfaction and retention, a positive work environment can foster employee well-being and motivation.

Recognition is the fourth most important factor in shaping job satisfaction, highlighting the value that employees place on being acknowledged and appreciated for their work. Employers should consider implementing recognition programs or strategies to enhance employee satisfaction and motivation.

 (Pandey et al., 2017) examined various factors that impact job satisfaction, including workplace anxiety, work environment, compensation, growth opportunities, and organizational policies. Two hypotheses related to compensation packages were tested in the study. The study defined compensation as including benefits and salary. In the study, the null hypothesis indicated that there is no connection between compensation, which comprises salary and benefits, and job satisfaction. On the other hand, the alternative hypothesis proposed that compensation has a positive effect on job satisfaction.

The findings indicated that the alternative one was supported, and the null hypothesis was disallowed. The study found that fair compensation significantly contributes to job satisfaction, with more than 63% of workers' job satisfaction attributed to compensation packages. This is because when employees receive fair compensation for their work, they feel valued, appreciated, and motivated to perform well. In addition, compensation packages can provide employees with financial security and stability, which can reduce stress and anxiety.

In agreement with the mentioned studies, it can be concluded that job characteristics, relationships at work, pays and benefits, work environment, recognition, and opportunities for growth and development are important elements that influence job satisfaction. It is important for employers to pay attention to these factors in order to improve employee job satisfaction and retain talented employees.

2.3. Factors affecting job satisfaction

Through the exploration of a range of factors both internal and external, job satisfaction is revealed as a complex and multi-dimensional concept, researchers can help employers develop a framework to enhance employee satisfaction in the workplace.

<b>A. </b> Job characteristics:

Studies has revealed that job characteristics have a significant impact on job satisfaction. In a study conducted by Said in 2010, it was observed that job satisfaction among middle-level managers was associated with all five aspects of the job characteristics model. Out of all the

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dimensions, job feedback was found to be the most strongly correlated. Similarly, in 2021, Brahmana identified a notable and affirmative correlation between job characteristics and job satisfaction.However, Thomas suggested in 2004 that personality has only a minor impact on predicting job satisfaction, while Leblanc identified in 2014 that feedback was the most important dimension of the five job characteristics studied in call center workers. Although job characteristics are generally considered important for job satisfaction, the specific dimensions that have the greatest impact may vary depending on the situation. Therefore, it is necessary to take into account the individual needs of employees and the nature of their work when considering how job characteristics may influence job satisfaction.

B. Relationships in the workplace:

The literature demonstrates the crucial role of workplace relationships in job satisfaction. Morrison reported in 2008 that negative working conditions were related to lower levels of employee happiness and commitment to the organization. Similarly, Faragher in 2005 stated that positive experiences in the workplace have a significant impact on emotional and behavioral outcomes, with research showing a strong correlation between job satisfaction and these outcomes.. Positive relationships with managers and coworkers are closely linked to knowledge acquisition, which in turn, is strongly correlated with job satisfaction and

organizational loyalty, according to Sias in 2005. Morrison's study in 2004 also highlighted the importance of camaraderie at work, demonstrating its beneficial relationships with

organizational commitment, intentions to leave, and job satisfaction. The effectiveness of enterprises and the wellness of employees are both impacted by how well relationships are fostered at work, as shown by the combined findings of these studies.

 Relationship with colleagues:

Research has shown that positive relationships with colleagues in the workplace play a significant role in determining employee’ satisfaction at work. Relationships at work that are constructive and encouraging can foster a productive atmosphere that has been linked to higher job satisfaction.

Several investigation have studied the impact of coworker relationships on job satisfaction. For example, Jiang's research in 2016 found that the value of connections with coworkers acted as a mediator between information sharing among colleagues and life happiness. Similarly, Simon's study in 2010 found that employees who have pleasant coworkers have higher chances of being content with their current positions and general well-being. Oshagbemi's research in 2000 discovered that contentment with coworkers' conduct among UK academics is extremely high, and happiness levels may be influenced by age and position. Additionally, Clark’s study in 2009 found that individual job happiness is greater when other employees in the same company are paid more, which indicates that coworker salaries can also impact job satisfaction by influencing the amount of feedback, recognition, and support an employee receives.

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These studies highlight the importance of cultivating positive relationships among colleagues in the workplace, as it can significantly impact employee job satisfaction and overall well-being.

 Relationship with managers:

The quality of the employee-manager relationship is a critical factor in determining job satisfaction. Effective communication, autonomy, and supportive leadership styles are positively linked with job satisfaction, whereas negative management styles have the opposite effect. Fairness and transparency in decision-making also have an impact on job satisfaction.

Research shows that the relationship between employees and their managers plays a significant role in job satisfaction. For instance, Frenkel's study in 2013 revealed that

employees who enjoyed working together with superior and direct supervisors expressed greater job satisfaction and fewer quitting intentions.

Kelly's study in 1980 found that work stress, role conflict, and role clarity were strongly linked to job satisfaction among brand managers. Similarly, Said's research in 2010 demonstrated that middle-level managers' job satisfaction was associated with various job characteristics, such as autonomy, feedback, skill variety, task identity, and task significance. Lastly, Malik's 2013 study found that leadership behavior, including providing guidance, being positive, actively participating, and showing an interest in employees' success, had a strong positive association with employee job satisfaction. Collectively, these studies emphasize the importance of the employee-manager relationship in determining job satisfaction.

<b>C. Pay and benefits: </b>

Studies have indicated that pay and benefits are significant but not the sole contributors to employee job satisfaction. While Kalleberg's research in 1977 identified factors such as control over working conditions and the ability to achieve desired work motivations, including pay and perks, that can impact job satisfaction, Gazioglu in 2006 identified pay satisfaction as only one of four measures of work satisfaction, with some professions reporting lower pay satisfaction but higher senses of accomplishment. According to Roelen's research from 2008, career insights and independence in the workplace are both strongly linked with job

satisfaction. Additionally, according to Rose in 2003, internal factors such as task diversity, colleagues, and work environment can also influence job happiness. Hence, employers can enhance job satisfaction not only by providing fair and equitable compensation packages but also by offering non-monetary benefits that meet employees' needs and preferences and promoting a positive work environment. The studies emphasize the need for a

comprehensive approach to improving employee job satisfaction beyond pay and benefits.

<b>D. Work environment: </b>

The social, physiological, and mental conditions in which one performs duties at work are commonly referred to as one's work atmosphere. It covers all the factors that could affect an employee's well-being and productivity, including air quality, lighting, temperature, noise

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levels, ergonomics, organizational culture, interpersonal relationships, and communication patterns. A constructive work environment is identified by elevated levels of employee satisfaction, engagement, and well-being, and low levels of stress, burnout, and turnover. Organizational culture is also a crucial facet of the work environment that can influence job satisfaction. A positive organizational culture that has shared values, norms, and beliefs can boost employee well-being and engagement. Conversely, a negative organizational culture with distrust, conflict, and cynicism can adversely impact employee outcomes.

Research has shown that an individual's workplace environment significantly impacts their job satisfaction. According to Budie's study in 2019, both internal and external factors contribute to employee satisfaction, with perceptions of individual needs playing a crucial role. Langer's research in 2019 also suggests that the type of work environment can have a significant effect on job satisfaction. In contrast to centralized working conditions, which had a direct negative relationship, an entrepreneur environments have been shown to share a further beneficial connection with job satisfaction.. Social support, influence, and knowledge about workplace choices were identified as significant factors that contribute to job satisfaction in Sell and colleagues’ study in 2011. Furthermore, Jiang's study in 2018 discovered that factors such as decision-making input and job diversity had a positive impact on job satisfaction, while those related to threat had a negative connection. Poor ergonomic conditions such as

uncomfortable seating and repetitive movements were also found to be linked to higher levels of musculoskeletal disorders and lower job satisfaction among office workers. Overall, a constructive work environment with a positive organizational culture, adequate facilities, and appropriate working conditions can increase employee satisfaction, engagement, and well-being, while reducing stress, burnout, and turnover rates.

<b>E. Recognition: </b>

Recognition is a significant aspect in growing employee motivation and job satisfaction. It can be provided through both formal reward programs and informal methods like positive feedback or a simple thank-you note. The recognition of an employee's influences to the company can make them feel valued, which in turn can increase their motivation and job satisfaction (Magnus, 1981). The implementation of meaningful recognition programs can have positive outcomes for the organization as a whole. However, recognition must be genuine and sincere to have a optimistic effect on job satisfaction. Inauthentic or manipulative recognition can lead to decreased job satisfaction. Therefore, organizations must ensure that recognition is based on authentic contributions and achievements and delivered in a meaningful and sincere way. (Allen and Helms, 2002; Bowling and Hammond, 2008)

<b>F. Opportunities for growth and development: </b>

Several studies have established that growth and development opportunities significantly impact job satisfaction. Providing employees with clear career paths and access to training and development opportunities is essential for job satisfaction. However, this relationship can be influenced by individual and contextual factors. According to Lee and Lee (2018), The development of a career and work performance have an advantageous connection, which is influenced by individual and company variables. In addition, providing support for career

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development and implementing formal career development programs can increase job satisfaction, especially in the public sector (Kim, 2002). Chen et al. (2004) also discovered that career advancement courses improve efficiency, growth in a profession, and happiness at work. The type of program offered, such as on-the-job or external training, can also impact job satisfaction and professional development. Therefore, organizations should not only provide access to career development opportunities but also carefully select the type of program to offer, based on individual and organizational factors, to ensure maximum impact on job satisfaction. Moreover, job satisfaction is affected by various other factors, such as work nature, relationships, leadership, compensation, work environment control, and organizational culture, which should also be taken into account by organizations to promote job satisfaction among employees (Chouhan & Sharma, 2020).

2.4. Theoretical framework

Upon conducting a thorough investigation into the various factors that influence both job satisfaction and employee performance, it has become evident that there is a strong correlation between these two variables. Drawing from existing literature on the 6 primary factors that contribute to satisfaction at work, as well as the relationship between job satisfaction and factors, the theoretical framework has been made.

Figure 1: Framework 2.5. Summary

A summary of the idea of job satisfaction and its significance in the workplace is provided in Chapter 2 of the dissertation. The definition of satisfaction in work and its importance for both employees and employers are highlighted in the chapter. It also discusses the elements that contribute to job satisfaction, such as compensation and

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benefits, job characteristics, work environment, recognition, interpersonal relationships at work, and chances for professional advancement. In order to give readers a better understanding of the current research in the area, the chapter also provides a literature review of earlier studies that examined job satisfaction and its contributing factors. The following chapter, which describes the research methodology, is built on the knowledge provided in this chapter.

CHAPTER 3: RESEARCH METHODOLOGY

This study seeks to reveal the job satisfaction by examining job satisfaction at Phuc Dat Company using the Sanders Research Onion model by Saunders. Philosophy, approach, strategy, choices, techniques, and results are the six levels that make up the model. Each layer symbolizes a separate step in the research process and directs the researcher's choices regarding the study's methodology. By using The Research Onion Model in this research, every stage is carefully thought out and prepared to guarantee the validity and dependability of the results. Additionally, the model makes sure that the research is carried out in a methodical and organized way, making it simpler to apply and grow in subsequent studies.

Finding the researcher's worldview and presumptions about reality, knowledge, and the researcher's function is the first stage of research philosophy. Choosing between a deductive and an inductive research strategy is the second stage of the research process. The third stage of the research strategy is selecting the most suitable method of study that fits with the objectives and questions being investigated. The fourth stage, or time horizon, entails developing a research schedule.

The fifth stage, data collection methods, is deciding which data collection techniques, such as surveys, interviews, or observations, are the most suitable. Data analysis methods, the last stage, entails choosing the best techniques for analyzing the data gathered, such as statistical analysis or content analysis.

The investigation plans on employing a survey questionnaire as its main method of gathering data in order to implement the research philosophy described in the methodology

section. The survey's goal is to measure staff happiness at Phuc Dat Company. To verify the research theories, the survey data will be examined using techniques like content analysis as

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a means or descriptive analysis.

<i>Figure 2: Saunders Onion Model </i>

3.1. Philosophy

The first step in the Research Onion Model is to define the researcher's worldview and assumptions about the nature of reality, knowledge, and the researcher's role, according to Saunders et al. (2012). This initial layer of the model is critical because it establishes the foundation for the entire research process. Philosophical assumptions can impact various aspects of the research, including the research topic, design, data collection methods, and analysis techniques. For instance, researchers with interpretive perspectives are more likely to use qualitative research methods, while those with positivist perspectives are more inclined to use quantitative research methods. Therefore, it is essential for researchers to carefully consider their philosophical assumptions and how they may impact the overall research process.

Positivism

Positivism, according to Saunders, Lewis, and Thornhill in 2012, is the belief that there is a real world that can be examined and evaluated through the application to theoretical methods. This approach emphasizes the use of quantitative data and statistical analysis to test hypotheses and establish cause-and-effect relationships. In the Research Onion Model, positivism is located at the outermost layer, indicating that it represents the most empirical and objective research approach. However, positivism has been criticized for ignoring

subjective experiences and focusing only on observable phenomena. Despite these criticisms,

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In applying the deductive approach to examine job satisfaction at Phuc Dat Company and factors that affect job satisfaction to enhance overall performance, the first step is to determine the theoretical framework for the research by reviewing available literature to identify the main factors and concepts related to job satisfaction. The next stage would involve designing the research methodology and data collection tools, such as selecting the appropriate research design and developing a survey questionnaire based on the identified theoretical framework to gather data on variables that are included in the hypothesis.

After data collection, the third step in using the deductive approach is data analysis, which involves ranking the factors using statistical analysis techniques to point out the importance of factors that nluence satisfaction at workplace. The outcomes of the data analysis would be used not only to identify the most crucial factors but also to acknowledge the real results to apply improvements in Phuc Dat.

While the deductive approach is objective and empirical, allowing the data obtained to be analyzed using statistical methods to provide quantitative evidence, it is also limited. One significant drawback is that it relies heavily on existing literature, which may limit the

research's scope and potential for new discoveries. Additionally, the deductive approach may be time-consuming and resource-intensive due to the need to collect and analyze vast

amounts of data (Trochim & Donnelly, 2008). 3.3. Research strategy:

To collect data effectively to support ideas and suggestions, it is suggested that the original study's research strategy should use surveys and investigations. To achieve this, a questionnaire is created using a small process. Firstly, all employees are selected to determine the subject matter of the survey. The questionnaire's content is then developed based on the research objectives and the elements that impact job satisfaction. In the second step, the interviewees receive the questionnaire from the interviewer by sharing a link, along with instructions to ensure the interviewees are familiar with its contents. The interviewees are then requested to provide their own subjective responses.

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There are various restrictions on the use of questionnaires and studies, despite the fact that they are efficient data gathering techniques that allow researchers to quickly and easily obtain information from a sizable sample of individuals. A possible drawback is that participants might not give truthful or correct answers, which could affect the validity and dependability of the data gathered. Additionally, the survey questions may not capture all of the relevant factors or perspectives related to job satisfaction, which may limit the scope of the study's results (Saunders et al., 2012). Therefore, it is significant for researchers to carefully design and develop their surveys and investigations to ensure that they are tailored to gather relevant and useful data. By providing clear instructions to the interviewees, the survey can be ensured that the data collected is of high quality and reliable.

Survey method:

The survey makes use of a Likert-type scale to measure responses. To analyze the results, the responses are inputted into MS Excel and percentages are calculated. The distance value is calculated by subtracting the minimum value from the maximum value and then dividing by the total scale. For example, in this study, the distance value is (5-1)/5 = 0.8. The different levels of performance can be understood as:

• A Strongly Disagree Performing level is indicated by an average of 1.0 and 1.80. • A performance level of disagreement is indicated by an average of 1.81 and 2.60. • A performance level of Neutral is indicated by an average of 2.61 and 3.40. • A level of agreement is indicated by an average of 3.41 and 4.20.

• A Strongly Agree Performing level is indicated by an average of 4.21 and 5.00.

This approach helps to objectively evaluate the responses received and categorize them based on different performance levels.

Applying Excel as a tool and a 5-point Likert scale with responses ranging from "Strongly Disagree" to "Strongly Agree," the data gathered is analyzed.

Survey period: The survey began in early April 2023 and ended in mid-April 2023 Sampling method:

Sampling method also applied in this investigation. In order to choose the

respondents, 80 official employees of Phuc Dat has been chosen, inlcuding all genders and ages from under 30 to above 50. According to Kothari (2004), sampling method involves the selection of a subset of individuals or items from a larger population for the purpose of making inferences about the entire population in research. The use of sampling is necessary because it is often unfeasible to study the entire population. The primary objective of sampling is to select a representative sample of the population being studied so that any conclusions drawn from the sample can be generalized to the population as a whole. The selection of a specific sampling method depends on a variety of factors, including the

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3.5. Time Horizon:

This means that the quantitative data collection was conducted at a specific point in time and did not extend over a longer period. In order to complete the investigation on time, a partial time frame has been adopted for the study, which means that the quantitative data collection was conducted at a specific point in time and did not extend over a longer period. To ensure that the investigation is completed within the given timeframe of three months, from December 2022 to April 2023, this approach allows the researchers to focus on collecting relevant data efficiently and effectively without the limitations of a longer-term study. The use of a partial time frame is common in studies that aim to examine a specific phenomenon or issue within a defined period (Saunders et al., 2018).

The Saunders Onion Model is a well-known research methodology that provides a systematic approach to conducting research. The third layer of the model, the time horizon, refers to the length of time that the research will cover. Cross-sectional research and longitudinal research are two types of research designs that can be employed. Data is gathered in cross-sectional research at a certain moment, making it valuable for figuring out how an individual or activity is currently progressing. However, it cannot establish cause-and-effect relationships. Longitudinal research, on the other hand, involves the collection of data over an extended period and can establish cause-and-effect relationships between variables, making it useful for testing theories (Sekaran & Bougie, 2016).

While cross-sectional research is quick, efficient, and cost-effective, it is limited in its ability to establish cause-and-effect relationships. Longitudinal research, on the other hand, can establish cause-and-effect relationships and is useful for understanding how a particular population or phenomenon changes over time. It can be classified into trend study, cohort study, and panel study, depending on the way data is collected over time (Bryman, 2016).

Therefore, while a partial time frame may be useful in completing a study within a given timeframe, researchers must also consider the limitations of cross-sectional research and the

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potential benefits of longitudinal research in establishing cause-and-effect relationships and testing theories.

3.6. Techniques & Procedures:

In the Saunders Onion Model, the research strategy mono-quantitative is a crucial layer, which differs from the qualitative approach in several ways. Quantitative research employs numerical data and standardized measures, such as surveys and experiments, to identify patterns and relationships between variables. In contrast, qualitative research gathers non-numerical data through interviews, focus groups, and observation to understand complex phenomena through subjective experiences and viewpoints. The nature of the data collected and the level of structure set these two approaches apart. The type of research question also determines the most effective method to employ. Quantitative research is suitable for questions that can be measured or quantified, while qualitative research is best suited to answer questions that demand an understanding of subjective experiences or perspectives. This investigation will apply the quantitative approach to analyze the data from the survey completed by Phuc Dat's official employees. The researcher can achieve quantifiable and relevant outcomes using this strategy, which entails the collecting and analysis of numerical data using surveys or questionnaires. The goal is to determine the connection that exists between satisfaction with work and worker productivity. Large sample sizes will be possible through the use of surveys, giving an accurate representation of the target population as a whole. Additionally, statistical analysis will produce unbiased and trustworthy results while reducing researcher bias. The quantitative approach is suited for this research study because it will allow the researcher to get relevant and trustworthy data to examine the relationship between employee performance and job satisfaction.

It is essential to consider the differences between the mono-quantitative and

qualitative approaches when selecting a research strategy. The choice of approach should be based on the research question, context, and data requirements. The use of quantitative methods may not always be appropriate, and in some cases, the qualitative approach may be more suitable. Therefore, it is critical to choose mono-quantitative as a research strategy that aligns with the research inquiry's specific needs and goals.

3.7. Method of Analysis Quantitative:

The use of quantitative methods in Microsoft Excel is a crucial tool for performing detailed analysis by utilizing numerical data to identify patterns, trends, and associations between variables in a dataset. Excel offers various functions and tools for quantitative analysis, including the SUM and AVERAGE functions for calculating totals and averages, as well as charts and graphs, such as scatter plots and line charts, for presenting quantitative data visually. By utilizing quantitative methods in Excel, analysts can gather crucial insights into the properties of a dataset and make informed decisions based on the outcomes. Phuc Dat conducted a survey, and the results were gathered and processed in an Excel file, with every three questions representing a single factor out of the six that affect job satisfaction. The information was then calculated and presented as the mean and standard deviation

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values. The raw data collected will be presented by APPENDIX 3. Using a scale of 1 to 5, indicating the degree of agreement with job satisfaction factors, the mean values could determine which factors have the most significant impact on job satisfaction at Phuc Dat.

Figure 3: Questions based on factors 3.8. Research ethics:

Survey takers are not forced, if they feel forced or the information in the survey exceeds their right to share, they can stop at any time. Respondent's information will be kept confidential to ensure the privacy of personal information

3.9. Summary

The chapter commences by presenting the quantitative approach that was adopted in this study, utilizing a survey method to investigate job satisfaction at Phuc Dat. The sampling technique is explained, and it is revealed that a convenience sampling method was used to select employees from Phuc Dat. Subsequently, the chapter details the data collection process, which involved a structured questionnaire with 18 questions representing six factors affecting job satisfaction. Data was collected via an online survey platform and analyzed utilizing Microsoft Excel. Furthermore, the chapter discusses ethical considerations, such as obtaining informed consent from participants and ensuring the anonymity and confidentiality of the data collected. Finally, the chapter outlines the statistical methods used to analyze the data, including descriptive statistics, correlation analysis, and regression analysis. Overall, the chapter presents a comprehensive and detailed explanation of the research methodology used in this study, ensuring the reliability and validity of the findings.

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CHAPTER 4: Finding & Analysis

4.1: Descriptive statistics of the samples

The survey conducted at Phuc Dat Company aims to assess employee satisfaction levels on six factors, including relationships in the workplace, job features, recognition, salary and benefits, opportunities for growth and development, and work environment. The survey consists of 18 questions, with three questions allocated for each of the six factors.

The employees of Phuc Dat Company also value the relationships they have with their colleagues and superiors. The answers to the three questions of this element show that the employees get along well with one another and their management.

The job characteristics factor received mixed feedback from the employees, with some indicating that they find their job challenging and rewarding, while others find it monotonous and unfulfilling. The overall feedback on this factor suggests that the employees are generally satisfied with their job characteristics.

The recognition factor also scored well in the survey, indicating that the company values and acknowledges the employees' hard work and recognition. The employees feel appreciated and motivated by the recognition and feedback provided by the management. They believe that their contributions to the company are recognized and rewarded fairly, which leads to job satisfaction and loyalty toward the company.

Salary and benefits, which are crucial factors in employee satisfaction, scored well in the survey. According to the employees, their compensation and benefit packages are competitive and appropriate for their level of education and experience. The employees respect and cherish the company's efforts in offering benefits including medical insurance, benefits for retirement, and compensated days off.

The employees of Phuc Dat Company have a positive outlook toward the opportunities for growth and development provided by the company. They believe that the company offers ample opportunities for career growth and skill development, as indicated by the responses to the three questions on this factor.

The work environment factor received positive feedback from the employees, with a significant number of employees indicating that the company provides a safe, comfortable, and supportive work environment. The employees appreciate the company's efforts in

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