Research anout job satisfaction at hau giang pharmaceutical (vietnam)

RESEARCH PROJECT

(BMBR5103)

RESEARCH ABOUT JOB SATISFACTION AT
HAU GIANG PHARMACEUTICAL (VIETNAM)

STUDENT’S FULL NAME

: TU KHUAT NGUYEN

STUDENT ID

: CGS 00019368

INTAKE

: SEPTEMBER 2015

ADVISOR’S NAME & TITLE

: NGUYEN THE KHAI (DBA)

Ho Chi Minh City, March 2016


ADVISOR’S ASSESSMENT

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ADVISOR’S SIGNATURE
(FEBRUARY 2016)

NGUYEN THE KHAI (DBA)


ACKNOWLEDGMENTS

First of all I would like to thank to all teachers and my classmates during the
study.
Everyone has opinions and suggestions offered always ask me. The efforts of
many people is necessary to develop and improve this research to be more
complete. Among those are the critics and consultants point out the concerns,
citing the strong field, and propose changes to make it more relevant.
I am grateful for the outstanding support from my lecturer NGUYEN THE KHAI
(DBA) and Hau Giang Pharmaceutical business has allowed the staff to answer

questions in the survey information and support me so much during time related to
my research.
And, I am also especially grateful to the members of my family, friends and
colleagues always encouraged me to complete this study.
Again, I thank you very much for everything.
Best regard ,
TU KHUAT NGUYEN STUDENT .


CONTENTS

ABSTRACT ...................................................................................................................1
PART ONE : INTRODUCTION .................................................................................2
A BOUT HAU GIANG PHARMACEUTICAL .........................................................2
Organization structure and corporate culture ............................................................14
Mix organizational structure ......................................................................................14
Corporate culture .......................................................................................................16
Research problem statement ......................................................................................16
Research objectives ....................................................................................................18
Research scope ...........................................................................................................18
The importance of research........................................................................................19
Limitations of the study .............................................................................................19
PART TWO: LITERATURE REVIEW ...................................................................20
Job Satisfaction ..........................................................................................................20
Career Satisfaction .....................................................................................................20
Performance Appraisal System Knowledge ..............................................................22
Social Support (especially support from spouse) ......................................................22
Perceived Ability – Job Fit ........................................................................................23
Argument for the relationship among the constructs .................................................25
X theory and Y theory ...............................................................................................25

Maslow’s theory ........................................................................................................27
Alderfer’s ERG theory ...............................................................................................30
McClelland’s theory ..................................................................................................32
Herzberg’s two-factor theory .....................................................................................34
Hackman and Oldham's Job Characteristics ..............................................................36
Hypotheses .................................................................................................................38


Research model ..........................................................................................................39
PART THREE: METHODS ......................................................................................39
Data collection ...........................................................................................................39
Design template scale ................................................................................................39
Career Satisfaction .....................................................................................................41
Social support ............................................................................................................44
Perceived Ability – Job Fit ........................................................................................46
Data collection progress.............................................................................................47
Data analysis ..............................................................................................................48
PART FOUR: RESULTS ...........................................................................................49
Cronbach’s Alpha ......................................................................................................49
Cronbach’s Alpha standard applied ...........................................................................49
Cronbach’s Alpha of constructs .................................................................................49
Statistics information .................................................................................................51
Descriptive statistics ..................................................................................................51
Correlation statistics ..................................................................................................51
Hypotheses testing .....................................................................................................52
Hypothesis proposed (H1) .........................................................................................53
Hypothesis proposed (H2) .........................................................................................53
Hypothesis proposed (H3) .........................................................................................54
Hypothesis proposed (H4) .........................................................................................55
PART FIVE: CONCLUSIONS ..................................................................................56

Discussion ..................................................................................................................56
Limitation of research ................................................................................................57
Forecast recommendation ..........................................................................................58
REFENRENCES .........................................................................................................59
APPENDIX...................................................................................................................62
Appendix 1: Survey ...................................................................................................62


FIGURE & TABLE
Figure 1 Chart Finance of Hau Giang Pharmaceutical...................................................8
Figure 2 chart business result ..........................................................................................9
Figure 3: Maslow's hierarchy of needs, represented as a pyramid with the more basic
needs at the bottom ........................................................................................................29
Figure 4: Alderfer’s ERG theory ...................................................................................31
Figure 5: McClelland’s theory.......................................................................................33
Figure 6: Herzberg’s two-factor theory .........................................................................35
Figure 7: Hackman and Oldham's Job Characteristics ..................................................37
Figure 8: Research model of Job Satisfaction ...............................................................39
Table 1: Job Satisfaction Scale ......................................................................................40
Table 2 career sastisfaction scale ..................................................................................42
Table 3 Performance Appraisal System Knowledge .....................................................43
Table 4 social support scale ...........................................................................................45
Table 5 : Perceived Ability – Job Fit .............................................................................47
Table 6: Time table for data collection progress ...........................................................48
Table 7: Cronbach’s Alpha - Internal Consistency .......................................................49
Table 8: Cronbach’s Alpha of Job Satisfaction .............................................................49
Table 9 : Cronbach’s Alpha of social support )t ...........................................................49
Table 10 : Cronbach’s Alpha of Carerr Satisfaction .....................................................50
Table 11 : Cronbach’s Alpha of Performance Appraisal System Knowledge ..............50
Table 12 : Cronbach’s Alpha of Perceived Ability – Job Fit ........................................50

Table 13: Descriptive statistics ......................................................................................51
Table 14: Correlation statistics ......................................................................................52
Table 15: Model summary of H1 ..................................................................................53
Table 16: Coefficients of H1 .........................................................................................53
Table 17: Model summary of H2 ..................................................................................54
Table 18: Coefficients of H2 .........................................................................................54
Table 19: Model summary of H3 ..................................................................................54
Table 20: Coefficients of H3 .........................................................................................55
Table 21: Model summary of H4 ..................................................................................55
Table 22: Coefficients of H4 .........................................................................................56


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ABSTRACT

T

his study is aimed at finding ways to find out the influence of factors on
job satisfaction of employees working in Hau Giang Pharmaceutical. This
research project will use business research methods to determine job
satisfaction and other key factors that affect job satisfaction. And this

study also was conducted by quantitative methods with data sources are surveys using
offline methods for 600 employees of Hau Giang Pharmaceutica to collect the ideas
and opinions of employees on employment satisfied.
Next, the results of the survey have been analyzed by statistical software SPSS version
20 (copyright IBM). The hypothesis of this study consists of 5 structures: a structure

dependent (job satisfaction) and four independent structures (career satisfaction,
performance appraisal system knowledge, social support , Perceived ability – job fit ).
I hope the results of this study will help the executive director; managers of Hau Giang
Pharmaceutical has some reference angle of human resource management to improve
and enhance the quality of the resources we rely on job satisfaction of employees as
well as you should have received clear understanding that your job satisfaction will
impact employees to work effectively, the competitiveness of companies in the
pharmaceutical market in Vietnam.
Keywords for this study: career satisfaction, performance appraisal system of
knowledge, social support, cognition - suitable job in Hau Giang Pharmaceutical.

Student: Tu Khuat Nguyen (ID: 19368)


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Date 02/9/2004: Chemical Factory Stock Hau Giang Pharmaceutical Joint Stock
Company DHG
Scope business
• finished drug business
• Chemicals for the PART ONE : INTRODUCTION
A BOUT HAU GIANG PHARMACEUTICAL
HISTORY
The forerunner of the State run enterprises DHG Pharmaceutical 2/9, established on
02/9/1974 at Channel 5 Clay, Khanh Lam (now Khanh Hoa), U Minh District, Ca Mau
Province.
After 04.30.1975: Committee on Public Health Southwest Zone dissolution,
assignment Pharmaceutical Factory 2/9 Hau Giang Department of Health to manage.

1982: Joint Enterprise DHG was established on the basis of consolidated three
divisions: Pharmaceutical Business Enterprise National 2/9, Level 2 Pharmaceutical
Company, Pharmaceutical Station Is
1988: People's Committee of Hau Giang Province decided to merge the Company
Supplying material, medical equipment and Enterprise United DHG.
pharmaceutical industry
• The concessionaire antibiotic production
• These drugs are derived from natural
Development strategy and investment
2004: Shareholding, became JSC
2005: Joined club sales enterprises producing over 500 billion
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As the first enterprise pharmaceutical equivalent clinical trial Haginat and Klamentin
powder.
Develop effective policies to attract talent, especially the policy of "Food and 4D.
2006: Listed stocks on the HOSE first; Meets WHO - GMP / GLP / GSP
2007: Affirming a vision, mission and core values 7.
Bioequivalence trial success Haginat 250mg and 500mg Glumeform
Increase of the charter capital of 80 billion to 200 billion.
Established 02 subsidiaries and SH first Travel DHG Pharma.
Convert ISO / IEC 17025 from version 1999 to version 2005.
2008: Implementation of modern management tools and efficient: 10.5S, Balance
Score Card.
Established 06 subsidiaries: CM Pharma, Pharma DT, HT Pharma, ST Pharma, DHG

PP, DHG Nature
2009: The successful implementation of the 20/80 strategy: product, customer and
personnel; Establishment of Subsidiary A & G Pharma
2010: Successful implementation of the strategy "Necklaces 3 legs": shareholders,
customers and employees
Established 03 subsidiaries: TOT Pharma, Pharma and TG Pharmaceutical Company
Limited DHG
2011: Successful implementation of "Project raise operational efficiency subsidiaries";
Established Subsidiary Bali Pharma.
2012: Topic "The solution was to issue tomorrow" has brought efficiency to the
company in the work of cost control, risk management and policy.
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Established 05 distribution subsidiaries: VL Pharma, Pharma TVP, B & T Pharma,
DHG PP1, DHG Nature 1.
2013: Completion of new plant projects Betalactam Non WHO GMP in Tan Phu
Thanh with more capacity 04 billion product units / year.
Completion of new plant projects IN - Packaging DHG DHG 1 PP1 in Tan Phu Thanh,
Nguyen Van Cu DHG PP dissolved in accordance with the original guidelines.
Vision , Mission and Sore Values
Vision:
“For a more beautiful and healthier life”
Mission:
“DHG Pharma always provides high quality products and services to satisfy the
aspiration for a more beautiful and healthier life.”

Sore values:
For society: Social responsibility is seen as a key strategy to help develop DHG
Pharma stable and sustainable
As a business unit of the pharmaceutical production, DHG Pharmaceutical always
Retrieved community benefits start for all activities. The community activities of the
company are not merely a branding activity that it is the responsibility of a brand name
pharmaceutical manufacturers pharmacy industry leading Vietnam. Community
activities more effective when tied to the dedication of high-quality products, in order
to build a foundation for society always have beautiful healthy life.
For employee: Qualified staffs with high level and capacity and always be devoted to
the company.
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-DHG Pharmaceutical determines that human is the most precious resource to create
value for business and society. Thus, DHG Pharmaceutical has always focused on
buiding a policy of care and attraction employees to bring new blood into the
company.
For the market: Young, creative, self-motivated staffs with professional
qualifications and skills of market leaders
Qualified marketing team, always suggesting great ideas to build judicious business
strategies.
Self-motivated, funny, enthusiastic staffs, always showing passion and devotion to
marketing activity of the company.Working with their whole hearts, caring and
bringing added value to customers, partners; and also bringing high values to the
company and society.

For shareholders and partners: Taisho Pharmaceutical is a company with the largest
market share of OTC drugs in Japan, has a history of over 100 years of development,
have experienced management, product research and owns the advanced production
technology ... becoming Taisho partner not only in line with the vision, the mission of
DHG Pharmaceutical has always focused on buiding a policy of care and attraction
employees to bring new blood into the company. But also to promote the
implementation of the regional strategy to reach and raise the company value, brand
value and product DHG Pharmaceutical has always focused on buiding a policy of
care and attraction employees to bring new blood into the company.
Recently, Forbes Vietnam for the first time carried out a list of 40 brands most
valuable company in Vietnam based on the contribution of the brand to the business
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performance of the enterprise. DHG pharmaceutical is honored as one of 40 brands
most valuable company in Vietnam.
Core values
Speed: 8 subsidiaries for distributing, 31 branches/agents, 2 drugstores and 61 retail
counters in the form of pharmacies located in hospitals nationwide.
25 branches ans subsidiaries complied with GDP standard.
30 drugstores and retail counters complied with GPP standard.
Over than 1000 sales staff offering direct transaction to more than 20,000 customers
being
pharmacies, agents, pharmaceutical company….Among these customers, there are
8,649 members of the club of familiar customers of DHG.
Quality: Get quality, Get knowledge, creativity, Taking responsibility, cooperation,

preferential treatment, DHG Get Identity, Get the prosperity and partnership, Get
outstanding differences, Get community benefits.
Integrity: "Responsibility" society is considered a key strategy to help develop DHG
Pharmaceutical stable and sustainable, Get community benefits start for all activities.
Creativity: Always listen to their opinions and encourage employees to offer
innovative ideas, share information and knowledge.
Humanity: man is the most precious resources to create value for business and
society. Therefore, the company has always focused on policy development and
attracting care workers; staff rejuvenation.

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Credibility: credibility more and more when the business results in 2016 helped DHG
maintained its position as the leading pharmaceutical industry Vietnam 18 years of
sales, profits and production capacity.
Training policy
Training and staff development is one of priorities actions of DHG Pharma
.The aim of DHG Pharma’s training policy is to build and develop qualified staffs who
are enthusiastic, professional and skilled in their job, having good business ethics.
Always create good conditions for employees to develop and gain experiences when
working at the company.
Always listen and encourage employees to create, to innovate and to share their
knowledge.
Always propose training plans, assist employees in setting up their personnel plan. It
helps them to develop their carrer and also reach their personnel target

Finance
Finance source is always transparent and stable.

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Figure 1 Chart Finance of Hau Giang Pharmaceutical
( Source : www. dhgpharma.com.vn )

Export:
85 products has been registered in many countries such as Moldova, Mongolia,
Cambodia, Nigeria, Myanmar….
Export turnover increases year by year

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Figure 2 chart business result
( Source: www. dhgpharma.com.vn )
Quality System
Factory, warehouse and QC Laboratory complied with WHO-GMP/GSP/GLP.
DHG Pharma’s Quality Management System is a tool for providing standard for

operations management, production and business help employees perform the
management and quality control and work consistently.
The implementation of quality management system ISO 9001:2008 certified by
BVQI, advanced technology lines with engineers, workers who has experiences
brought to market the products with good quality.

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Research & Development (R&D):
o

Investing and establishing Research & Development Department (R& D) and

Research Center.
o

Researching science and technology in order to serve long-term development

strategy of the company, which has always been considered as essential and top task of
DHG Pharma. Effectively developing existing human resources, expanding new
capabilities, contributing to improve competitive power for the company and ensuring
the stable development.
o

Being a pioneer in strategy of profound investment for research on new active

ingredients, search for special technology, creation of a unique product line, which has
a competitive advantage in the market and brings benefits to consumers. Products of
Haginat, Klamentin, Hapacol, Eyelight, Unikids, ect. or group of products with active
ingredients from nature such as Eugica, Naturenz, Spivital, ect. that have been
interested in the market are typical products for the success of DHG Pharma during
past time.
Production
- Manufacturing dosage forms such as tablets, soft capsules, effervescence forms,
syrup, cream, oral suspension and products extracted from nature, ect.
There are over 300 products in circulation all over the country and devided into 12
groups: Antibiotic, Antifungal – Antiparasitic; Nervous; Analgesic – Antipyretic;
Ophthalmic; Ear – Nose – Throat, Cough, Asthma; Cardiovascular; Digestive &
Hepatic – Biliriary; Muscular –Osteoarticular; Diabetic; Beauty Care; Dermal;
Vitamins – Minerals

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Many products are manufactured in bulk, shortening production period, economizing
on expenses and business capital for production.
Production scale is large, the demand for raw materials is high and frequently changed.
Therefore, functional departments have actively imported raw materials to store in the
period of cheap cost to satisfy the production demand in time.
COMPANY CULTURE
Cultural character of DHG Pharma is established not purely to set up corporate culture,

but also aimed to establish the groove and tradition of a unit, contributing to build
typical individuals who have enough personalities of "Civility - Uprightness Intelligence - Loyalty",harmoniously living with colleagues and community. Cultural
character of DHG Pharma is a historical gift that former generations would like to
offer the latters to continuously set up the image of company.
Requirements of the culture character are not only unstrange for employees but also
very close to the civility and uprightness of our nation in the daily life such as: shaking
hands, moving, acting, behaving in meetings, arts, eating, drinking, dressing, living,
organizing birthdays, funerals or weddings, ect., which are specifically defined and
guided in the culture character.
DHG Pharma’s cultural character is always a weapon, a competitive advantage to help
DHG Pharma be determined to win in the market. It is also an orientation and
regulation of culture within the company. It helps everyone be closer together and
realize their colleagues and superiors.

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RESPONSIBILITY TO SOCIETY:
Social responsibility is considered as a key strategy which helps DHG Pharma stably
and sustainably develop.
Being a unit manufacturing and trading pharmaceutical products, DHG Pharma always
retrieves community benefits to start all activities. The community activity of the
company is not purely the activity of brand promotion but also is the responsibility of
a brand of leading manufacturer in pharmaceutical industry of Vietnam. Community
activity is more effective when being associated with dedication of high quality
products, that aims to build foundation for the society which always has healthy and

beautiful life.
RESPONSIBILITY TO ENVIRONMENT:
Being a unit with awareness of environment protection, DHG Pharma has
consecutively seeked to improve the environment through the clear understanding of
challenges and opportunities in the pharmaceutical industry towards sustainable
development.
Always improving sense of responsibility through the use of clean and
appropriate technologies in the pharmaceutical field.
Besides the strict standards of environment in pharmaceutical and food
supplement products manufacturing (GMP, GLP, GSP), DHG Pharma always
concerns with following sanitation rules and fire prevention, treatment of industrial
waste and water source in accordance with pharmaceutical standards and regulations
of Vietnam.

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Contact

Company name: DHG Pharmaceutical Joint-Stock
CompanyAbbreviation: DHG PHARMA
Headquarters: 288 Bis Nguyen Van Cu, An Hoa Ward, Ninh Kieu District, Cantho
City
Tel: (0710). 3891433 – 3890802 – 3890074
Fax: 0710.3895209
Email:

Website: http:www.dhgpharma.com.vn
Tax Number: 1800156801

Company’s Logo:

Leadership style
Team leader of Hau Giang Pharmaceutical, the convergence of the elite face,
crystallization of the leaders and business talent including director general ( MRS .
PHAM THI VIET NGA Vietnamese woman Steel in pharmacy Viet Nam ) . During
the management process and team leaders have adopted a flexible leadership style, fit
in the circumstances , to achieve maximum efficiency.

Student: Tu Khuat Nguyen (ID: 19368)


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Matrix organization structure

Organization structure and corporate culture
Mix organizational structure

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GENERAL
SHAREHOLDER’S
MEETING

SUPERVISORY BOARD

BOARD DIRECTOR

BOARD
MANAGEMENT
FUNCTIONAL
DIVISIONS
TRADING
BLOCK
BLOCK MANAGEMENT
& HUMAN RESOURCES
DEVELOPMENT
PERSON
INTERNATIONAL
BUSINESS
INFORMATION
TECHNOLOGY
INTERNAL
INSPECTION
INDUSTRY
DIVISION
QUALITY CONTROL
ROOM
PRODUCTION SYSTEM
FINANCE MANAGEMENT

DOMESTIC SALE
& SYSTEM BRANCH
EXECUTIVE
OFFICE
ADMINISTRATION
TO BUSINESS
MANAGEMENT
SYSTEM
PLANS - INVESTMENT &
MANAGEMENT PROJECT
REGISTRATION &
MANAGEMENT PRODUCTS
CENTER FOR & RESEARCH
DEVELOPMENT
CENTER AQUA CULTURE AND
DEVELOPMENT PHARMACEUTICAL
QUALITY ASSURANCE
DEPARTMENT
DEPARTMENT OF
FINANCE ACCOUTING

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Corporate culture

Cultural character of DHG Pharmaceutical is established not purely to set up corporate
culture, but also aimed to establish the groove and tradition of a unit, contributing to
build typical individuals who have enough personalities of "Civility - Uprightness Intelligence - Loyalty",harmoniously living with colleagues and community. Cultural
character of DHG Pharmaceutical is a historical gift that former generations would like
to offer the latters to continuously set up the image of company.
Requirements of the culture character are not only unstrange for employees but also
very close to the civility and uprightness of our nation in the daily life such as: shaking
hands, moving, acting, behaving in meetings, arts, eating, drinking, dressing, living,
organizing birthdays, funerals or weddings, ect., which are specifically defined and
guided in the culture character.
DHG Pharmaceutical’s cultural character is always a weapon, a competitive advantage
to help DHG Pharmaceutical be determined to win in the market. It is also an
orientation and regulation of culture within the company. It helps everyone be closer
together and realize their colleagues and superiors.
Research problem statement
Hau Giang Pharmaceutical is 100% Vietnam but now it is the ratio of foreign capital
accounted for a very low rate in the capital structure of the pharmaceutical industry in
the market for the present and Hau Giang to the Pharmaceutical has successfully
issued bonds in the overseas markets as well as attractive to many resources are
foreigners working in Hau Giang Pharmaceutical.

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Currently, in the context of the pharmaceutical industry in Vietnam is very difficult
and the work environment of the Vietnam Pharmaceutical too many changes, but do

not have any research looking for the job satisfaction of employees in the this
company.
Hau Giang Pharmaceutical is a positive development and human resource
development, especially in choosing the right person for the company. However,
recruiting the right people is not enough and they are perplexed to know how to keep
talented employees, retain talent, especially how to retain their key staff have played a
important role in the company. With the shortage of human resources at present,
retaining good people is becoming big problems of big business not only in other
countries but also that Viet Nam including Hau Giang Pharmaceutical business.
According Luddy (2005), for those employees are not satisfied with the job and their
company, this will lead to lower productivity, affecting the health of both physically
and mentally. employee satisfaction in the workplace will not change their job or give
up their jobs.
CEO at Hau Giang Pharmaceutical realized the job satisfaction of employees is the
most important factor for Hau Giang Pharmaceutical sustainable development of its
human resources to help organizations to operate more efficiently, create quality
products and services, brand building, customer trust and loyalty ... But, a number of
factors such as satisfaction with the career satisfaction, performance appraisal system
knowledge, social support , Perceived ability – job fit at Hau Giang Pharmaceutical.

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Research objectives
To build a sustainable workforce for the organization, many domestic and foreign
research on job satisfaction of employees. When employees are satisfied with the job

and their company, employees will be motivated to work effectively, resulting in
performance and work more effectively to contribute to company results
This purpose of this study was to find out how these factors impact on job satisfaction
of employees working in Hau Giang Pharmaceutical.
My research will focus on three key elements:
tisfaction
as Hau Giang Pharmaceutical staff

factors to access / weak strength of each factor in the impact of the progress.

management forecasts the human resources at Hau Giang Pharmaceutical in the near
future.
Research scope
Scope of the study is for the entire staff Hau Giang Pharmaceutical, including: general
directors, deputy general directors, managers, subordinates and employees working in
Hau Giang Pharmaceutical Group, it does not include: Chairman Chairman, Board of
directors, shareholders, Supervisory Board, and the employees are in a trial period or
break due.
Scope of the survey are in the territory of Vietnam, including 600 employees of Hau
Giang Pharmaceutical.
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Contents of this study only includes factors affecting job satisfaction in Hau Giang
Pharmaceutical. It has no intention of restructuring, changes and replacement of staff
during the present to the future.

This survey was conducted from July 1 to july 29, 2016.
The importance of research
This study will help executives, directors; managers understand and be more aware of
the importance of job satisfaction. That is the most important factor to show the
effectiveness of the policies, organizational operating concept of human problems in
the best way.
Besides managing important, it also improves employee loyalty to the organization
and furthermore, employees will be loyal to the shareholders of the company,
contributing to the financial strength of the company increasingly stronger in the
future.
Limitations of the study
This study will have some limitations because it only focused content Hau Giang
Pharmaceutical related in and also can be no generalizations for the pharmaceutical
industry.
The survey was conducted during the 75 days which is fairly short. Besides, those who
answered the survey are eligible and different perceptions of job satisfaction as well as
the content of the survey will be many grammatical errors because the English
language which many limited - Vietnamese translation process, it can be confusing to
the reader when they answered

Student: Tu Khuat Nguyen (ID: 19368)