Khóa luận tốt nghiệp tiếng anh: The relationship study between Organizational Commitment and Job Satisfaction at Ministry of Industry and Trade in Vietnam

The relaonship study between Organizaonal Commitment and Job
Sasfacon at Ministry of Industry and Trade in Vietnam

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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CHAPTER 5: CONCLUSION
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CHAPTER 1 INTRODUCTION
1.1 Research Background
 In a world increasingly characterized by globalization, the importance of human capital as a resource that can potentially provide
competitive advantage has become more important. Because a firm’s people are integral to its success, researchers interested in
managing human capital have increasingly focused on human resource practices as the levers through which firms might build the human
capital that makes up resources and capabilities.
Improve work efficiency and good performance of the organization is committed to becoming increasingly important not only for
government agencies, but also state-owned enterprises, private enterprises and foreign enterprises. Therefore, the need to study the
relationship between organizational commitment and job satisfaction is more urgent than ever.
The purpose of this study is to gain a better understanding of the relationship between organizational commitment and job
satisfaction at Ministry of Industry and Trade in Vietnam.
CHAPTER 1 INTRODUCTION
Informaon about the Ministry of Industry and Trade
 Ministry of Industry and Trade of the Government agencies, performing the function of state management of industry and trade,
including the sectors of engineering, metallurgy, electricity, new energy, renewable energy, oil and gas, chemicals, industrial explosives,
industrial, mining and mineral processing, consumer goods, industrial food processing and other industrial, commercial and domestic
markets; import and export, border trade, foreign market development, market management, trade promotion, e-commerce, trade
services, international economic integration, competition management, application the safeguard measures, anti-dumping, anti-subsidy
and protection of consumer rights; State management of public services in the sectors under its state management.
CHAPTER 1 INTRODUCTION

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

Organizational commitment has been studied extensively in Western management research and remains of substantial importance to
managers (Meyer et al., 2002). Mowday et al. (1982) define it as an attitude in the form of an individual’s identification with and involvement in
a particular organization.
2.1.2 Organizational Commitment Models
Kanter’s Model (1972); Steers’ Model (1977); Angle and Perry’s Model (1981); O’reilly and Chatman’s Model (1986); Penley and
Gould’s Model (1988); Mathieu and Zajac’s Model (1990); Jaros et al.’s Model (1993); Allen and Meyer’s Model (1990); Wang’s Model in a
Chinese Context (2004). Wang (2004) conducted a confirmatory factor analysis to test the appropriateness of her model as well as models from
other researchers. The results showed that her five-component model was best suited to the data collected in her studies of both state-owned and
foreign-investment enterprises in China than the models by Meyer and Allen (1991) and Ling et al. (2001). The five components are: (i)
normative, (ii) value, (iii) affective, (iv) active, and (v) passive continuance.
CHAPTER 2 LITERATURE REVIEW
2.2. Job Sasfacon
2.2.1. Job Sasfacon Denion
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2.2.2 Dimensions of Job Satisfaction
Locke (1976, cited in Sempane et al., 2002) presented a summary of job dimensions that have been established to contribute
significantly to employees' job satisfaction. The particular dimensions represent characteristics associated with job satisfaction. The
dimensions are work itself, pay, promotions, recognition, working conditions, benefits, supervision and co-workers.
CHAPTER 2 LITERATURE REVIEW
Minnesota satisfaction questionnaire (Minnesota Satisfaction Questionair - MSQ) of Weiss et al. (1967), following is a list of the
MSQ scales: (1) Ability utilization (2) Achievement (3) Activity (4) Advancement (5) Authority (6) Company policies and practices (7)
Compensation (8) Co-workers (9) Creativity (10) Independence (11) Moral value (12) Recognition (13) Responsibility (14) Security (15)
Social service (16) Social status (17) Supervision-human relations (18) Supervision-Technical (19) Variety (20) Working conditions.
2.3 The relationship between Organizational Commitment and Job Satisfaction
Past research has found a positive correlation between job satisfaction and organizational commitment (Mathieu & Zajac, 1990).
Williams and Hazer (1986) found a direct link between job satisfaction and organizational commitment, whereby job satisfaction is an
antecedent of organizational commitment.


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.

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

3.4.4 Sample selection
3.5 Data analysis methods
3.5.1 Descriptive statistics
3.5.2 Testing the reliability of scales for factors
3.5.3 Explore factor analysis
3.5.4 Naming and adjusting the research model
3.5.5 Evaluating satisfaction level on each factor and general satisfaction
3.5.6 Correlation and regression analysis
3.5.7 Testing research hypotheses
CHAPTER 4 DATA ANALYSIS
Sample Description
CHAPTER 4 DATA ANALYSIS
RESEARCH RESULT
After conducting factor analysis to categorize groups of variables into four factors as in Table 5 (Rotated Component Matrixa with
independent variables), we proceed to average the variables of the following factors. Start making a turn for the factors of variables Affective
Commitment on AC_factor1 = ( AC1 + AC2 + AC3 + CC1 + CC2 + CC3 + CC4)/7; the factors of variables Continuance Commitment on
CC_factor2 = (CC5 + CC6 + CC7)/3; the factors of variables Normative Commitment NC_factor3 = (NC2 + NC3 + VC4)/3 and finally the
factors of variables Value Commitment VC_factor4 = (VC1 + VC2)/2.
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CHAPTER 4 DATA ANALYSIS
RESEARCH RESULT
Hypothesis testing between components of Organizational Commitment and satisfaction_2
The dependent variable, Satisfaction_2 are S_2 = (JS4 + JS7 + JS8 + JS9 + JS10)/5. 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_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