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Title Page
Contents
ABSTRACT 16
CHAPTER 1. INTRODUCTION 18
1.1. Motivation of the study 18
1.2. Objectives of the study 20
1.3. Scope of the study 20
1.4. Participants 21
1.5. Research methods 21
1.6. Structure of the study 22
CHAPTER 2. LITERATURE REVIEW 23
2.1. Literature review 23
2.1.1. Definitions 23
2.1.2. Some theories about satisfaction 26
2.1.3. Previous studies on factor scales 41
2.2. Some practical researches 46
2.2.1. Andrew's research results (2002) 46
2.2.2. Keith & John's findings (2002) 47
2.2.3. Tom's Findings (2007) 47
2.2.4. Research result of Tran Kim Dung et al (2003) 48
CHAPTER 3. RESEARCH METHODOLOGY 49
3.1. Research Design 49
3.2. Theoretical framework 52
3.3. Research model and hypotheses 56
3.3.1. Research model 56
3.3.2. Research hypotheses 57
3.3.3. Relations between individual factors and job satisfaction level 57
3.4. Quantitative Research 58
3.4.1. Research purposes 58
3.4.2. Forming scales 58
3.4.3. Sampling methods and sample size 58
3.4.4. Questionnaire design 60
3.4.5. Data collection 60
3.5. Using SPSS 61
CHAPTER 4. RESEARCH RESULTS 63
4.1. Introduction about VietNam Bank for Social Policies 63
4.2. Descriptive Statistics and Average Statistics 67
4.2.1. Descriptive Statistics 67
4.2.2. Average Statistics 71
4.3. Exploratory factor analysis (EFA) 75
4.4. Testing the reliability of the scale 78
4.4.1. Testing Factor 78
4.4.2. Testing the reliability of general scale 83
4.5. Regression Results 85
4.6. Testing personal characteristics affects job satisfation 90
4.6.1. Gender & Employee satisfaction 90
4.6.2. Age & Employee satisfaction 91
4.6.3. Qualification & Employee satisfaction 94
4.6.4. Position & Employee satisfaction 96
4.6.5. Word experience & Employee satisfaction 98
4.6.6. Income & Employee satisfaction 101
4.7. Summary result of research 103
CHAPTER 5. CONCLUSIONS AND IMPLEMENTATION 105
5.1. Conclusion 105
5.2. Proposing resolution 106
5.3. Restrictions of research and proposing resolutions for next studies 107
REFERENCES 109
APPENDICES 112
[Table 2-1] Comparing the positive and negative characteristics of satisfaction 37
[Table 2-2] Values to measure the job and Process 43
[Table 3-1] Foundation for 10 factors used in factor scale in research model 52
[Table 3-2] Evaluation Criteria of factor scalces 53
[Table 4-1] Descriptive Statistics - Gender 67
[Table 4-2] Descriptive Statistics - Age 68
[Table 4-3] Descriptive Statistics - Qualification 68
[Table 4-4] Descriptive Statistics - Position 69
[Table 4-5] Descriptive Statistics - Work experience 69
[Table 4-6] Descriptive Statistics - Income 70
[Table 4-7] Average Statistics - "job fitness" factors 71
[Table 4-8] Average Statistics - "Salary and Benefits" factors 71
[Table 4-9] Average Statistics - "Evaluatiom" factors 72
[Table 4-10] Average Statistics - "Traning" factors 73
[Table 4-11] Average Statistics - "Motivation" factors 74
[Table 4-12] Average Statistics - "Working Environment" factors 74
[Table 4-13] Total Variance Explained 75
[Table 4-14] Component Matrixa 76
[Table 4-15] Reliability Statistics: Job fitness factors 78
[Table 4-16] Item-Total Statistics: Job fitness factors 78
[Table 4-17] Reliability Statistics: Salary and Benefits factors 79
[Table 4-18] Item-Total Statistics: Salary and Benefits factors 79
[Table 4-19] Reliability Statistics: Evaluation factors 80
[Table 4-20] Item-Total Statistics: Evaluation factors 80
[Table 4-21] Reliability Statistics: Training factors 81
[Table 4-22] Item-Total Statistics: Training factors 81
[Table 4-23] Reliability Statistics: Motivation factors 81
[Table 4-24] Item-Total Statistics: Motivation factors 82
[Table 4-25] Reliability Statistics: Working Environment factors 82
[Table 4-26] Item-Total Statistics: Working Environment factors 82
[Table 4-27] Reliability Statistics: general scale 83
[Table 4-28] Item-Total Statistics: general scale 83
[Table 4-29] Descriptive Statistics 85
[Table 4-30] Pearson Correlations 85
[Table 4-31] Variables Entered/Removedb 86
[Table 4-32] Regression Results 86
[Table 4-33] Testing - Gender & Employee satisfaction: Group Statistics 90
[Table 4-34] Testing - Gender & Employee satisfaction: Independent Samples Test 90
[Table 4-35] Testing - Age & Employee satisfaction: Descriptives 91
[Table 4-36] Testing - Age & Employee satisfaction: Test of Homogeneity of Variancess 92
[Table 4-37] Testing - Age & Employee satisfaction: ANOVA 92
[Table 4-38] Testing - Age & Employee satisfaction: Multiple Comparisons 92
[Table 4-39] Testing - Qualification & Employee satisfaction: Descriptives 94
[Table 4-40] Testing - Qualification & Employee satisfaction: Test of Homogeneity of Variances 95
[Table 4-41] Testing - Qualification & Employee satisfaction: ANOVA 95
[Table 4-42] Testing - Qualification & Employee satisfaction: Multiple Comparisons 95
[Table 4-43] Testing - Position & Employee satisfaction: Descriptives 96
[Table 4-44] Testing - Position & Employee satisfaction: Test of Homogeneity of Variances 97
[Table 4-45] Testing - Position & Employee satisfaction: ANOVA 97
[Table 4-46] Testing - Position & Employee satisfaction: Multiple Comparisons 97
[Table 4-47] Testing - Work experience & Employee satisfaction: Descriptives 98
[Table 4-48] Testing - Work experience & Employee satisfaction: Test of Homogeneity of Variances 99
[Table 4-49] Testing - Work experience & Employee satisfaction: ANOVA 99
[Table 4-50] Testing - Work experience & Employee satisfaction: Multiple Comparisons 100
[Table 4-51] Testing - Income & Employee satisfaction: Descriptives 101
[Table 4-52] Testing - Income & Employee satisfaction: Test of Homogeneity of Variances 101
[Table 4-53] Testing - Income & Employee satisfaction: ANOVA 101
[Table 4-54] Testing - Income & Employee satisfaction: Multiple Comparisons 102
[Figure 2-1] Abraham Maslow's hierarchy of needs 26
[Figure 2-2] Adam's Equity theory 28
[Figure 2-3] James L. McClelland's Achievement theory 29
[Figure 2-4] Job Characteristics Model by Hackman & Oldham 32
[Figure 2-5] Herzberg's Two-factor theory Herzberg's Two-factor theory 34
[Figure 2-6] Criteria for measuring job satisfaction Weiss's MSQ 42
[Figure 3-1] Research Procedure 52
[Figure 3-2] Research model 56
초록보기 더보기
A number of good staffs and experienced managers transfer to other businesses of the same as well as related industry in banks. To reduce the job turnover, banks are required to enhance the labor resource management efficiency, especially increase the employee satisfaction towards the businesses. They must have appropriate policies and methods to keep their employees, create the sense of attachment and contribution, forming the foundation to advance the business efficiency and competitiveness, which are actually really urgent. Owing to the aboved reasons, the study "The Factors affecting employee satisfaction: VietNam Bank for Social Policies, Quang Ngai Branch" is adopted.
To clarify this subject, the study evaluates the factors impacting on job satisfaction of staff of Vietnam Bank for Social Policies, Quang Ngai Branch, including 6 group of factors: (1) Job Fitness, (2) Salary and Benefits, (3) Evaluation, (4) Training, (5) Motivation và (6) Working Environment. Analysis results show that there are 4 main factors impacting on satisfaction of staffs, including: (1) Working Environment, (2) Motivation, (3) Training, (4) Salary and Benefits. On that base, the thesis proposes resolutions to enhance more the satisfaction of staffs working for Vietnam Bank for Social Policies, Quang Ngai Branch.
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