Phuong
Viet Le-Hoang
Ho Chi Minh City Open University, Vietnam
Industrial University of Ho Chi Minh City, Vietnam
E-mail: lehoangvietphuong@iuh.edu.vn
Vi
Truc Ho
University of Economics and Law
(Vietnam National University)
Industrial University of Ho Chi Minh City, Vietnam
E-mail: hotrucvi@iuh.edu.vn
Nhan
Trong Phan
University of Economics and Law (Vietnam National University)
Industrial University of Ho Chi Minh City, Vietnam
E-mail: phantrongnhan@iuh.edu.vn
Submission: 3/24/2019
Accept: 5/2/2019
ABSTRACT
The purpose of this research is to explore the scale and identify factors affecting employee satisfaction in a particular business; namely, land sales staff in Ho Chi Minh City area. To conduct the research, the authors do group discussions and expert discussion and then analyzed 201 observations with six factors: The nature of work, promotion and training, leadership, co-worker, income and working environment. The results of Exploratory Factor Analysis (EFA) show that there are five factors: Work nature, promotion and training, co-worker, income and working environment that has a positive impact on employee satisfaction; besides, the interesting result from the research is that the leading factor has no affects the satisfaction of land sales staffs in Ho Chi Minh City, Vietnam. The contribution of this study is that the authors confirm the theory of Herzberg (1966), Ludy (2005), Nunnally and Bernstein, Spector (1997), Smith et al (1969) and Vroom (1964) in the context of the land plot sales staffs. Also, from qualitative studies and relevant studies, the author has adjusted the scale and analyzed data in a new context. Based on that, the recommendation in this research can support the necessary management solutions to increase employee satisfaction and open a new field for further research.
Keywords: Job nature; promotion and training; co-worker; income; working environment
1.
INTRODUCTION
In the context of Vietnam's integration, the wave of
investment by foreign enterprises into our country is increasing, leading to
the severe competition of the labor market; as a result, the more difficult the
domestic enterprises in recruitment and management of human resources,
especially high-quality human resources. However, the screening and selecting
of external resources are so tricky, and this one is the war of talent
selection.
Therefore, many businesses have chosen some ways aimed at
the available resources for future development as well as ensuring current
labor productivity. What is more, the understanding of employees' minds and
aspirations is considered as a step in the talent management plan as well as
creating a working environment along with the business development strategy.
Creating a stable and qualified workforce will help
businesses save a lot of costs (recruitment costs, training, ...), reduce
errors in work, create a working environment trust and solidarity among
members. These things help businesses operate more effectively, making
customers trust in the company's products and services, and thereby creating a
competitive position in the market.
Looking back at the land plot market
in Ho Chi Minh City from 2017 to 2018, land buying and selling transactions
were pushed to the highest peak in history. The context originated in the East
(District 2, District 9, Thu Duc) and quickly spread to the South of Saigon and
continued to move to the West region as well as Can Gio province, and then this
phenomenon goes rapidly down.
This one maybe repeats at the end of
2019, because the demand for real estate increases and the land is still the
preferred choice. Currently, the situation of land in Ho Chi Minh City,
Vietnam, especially in the suburbs, is increasingly attracting investors and
home buyers because of developing infrastructure along with investment in
utility development such as entertainment and shopping areas. Therefore, to
maintain market development, keeping the land sales staffs of enterprises is
one of the concerns. So it is the reason that the authors conduct the research
“Factors affecting employee satisfaction: The case of land plot sales
staffs."
2.
LITERATURE REVIEW
According to Spector (1997), the satisfaction merely is
how people feel about their job and their work aspects, because it is a general
assessment, so it is a variable which can measure the attitude of the employee.
Also, Ellickson and Logsdon (2002) argue that employee satisfaction is generally
defined as the levels which employees love their work, which is an attitude
based on employee awareness of positive
or negative about their job or work environment.
Herzberg (1966) indicated that the factors disgruntled them
are often external factors of work, while the factors make them feel happy are
often the internal factors of work. He proves to be that the factors affecting
human behavior include mainly two types: The first is maintaining factors which
include the management of superiors, wages, welfare, supervision, work
environment, public policy company, personal life, job stability, relationship
with colleagues; and the second is motivating factors which include
responsibility, recognition, development opportunities, and other aspects of
the job.
Expected theory of Vroom (1964) argued that human
behavior and motives are not necessarily decided by reality, but are determined
by people's perceptions of their expectations in the future. In addition, to
evaluate job satisfaction, Smith et al (1969) use a Job Descriptive Index (JDI)
to assess a person's job satisfaction via factors: (1) Nature of work; (2)
Wages; (3) Promotion; (4) Colleagues and (5) leader’ supervision.
3.
HYPOTHESES DEVELOPMENT
According to Smith et al. (1969), the nature of work
relates to the challenges of work, or to put it another way, the opportunity to
use personal abilities and exciting experience in doing things. According to
Luddy (2005), work nature reflects the relevance of nature to the capacity and
desires of employees. In his research, Luddy used the JDI (Job Description
Index) to understand the job satisfaction of workers at the Public Health
Institute in the Western Cape, South Africa, and the result indicates that the
work nature affects employee satisfaction and it belongs to the group of
organizational factors including the nature of work, wages, superiors and
advancement opportunities. What is more, in Boeve's study (2007), work nature
is a factor that strongly influences job satisfaction.
·
H1: The
nature of work has a positive effect on employee satisfaction.
Smith et al. (1969) pointed out that
promotion and training involve employee awareness of the opportunities to improve skills,
qualifications to serve the job and to give the opportunity to get higher
positions at work. Besides, Luddy (2005) used JDI to understand the job
satisfaction of workers, but in Luddy's research, the promotion opportunity is
one of two factors that workers feel dissatisfied. In Herzberg's theory (1966),
promotion – training is an incentive or encouragement factor for employees, and
the study of Ellickson & Logsdon (2002), Masood et
al. (2014)
also supported this view. In research papers in Vietnam, according to Nguyen
(2012), promotion training plays an essential role in developing both elements
of staff and organizational improvement.
·
H2:
Promotion - training has a positive effect on employee satisfaction.
Leader related to the relationship between employees and
direct leaders, the support of superiors; leadership style and leadership's
ability to perform the functions of management in the organization, according
to Smith et al. (1969). The leader factor is the immediate superior of the
employee and leader brings satisfaction to employees by creating fair treatment
as well as showing interest in subordinates; besides, the leader has the
capacity, vision, executive ability and support personnel staff in work
(Robbins et al., 2002). Luddy (2005) argues that leader plays a vital role in
employee satisfaction in the work that comes from the way of working, treating
and guiding the leaders in terms of employee duties and Luddy's research also
shows that leader has a positive effect on employee satisfaction.
·
H3: The
leader has a positive effect on employee satisfaction.
Co-worker factor is the perception related to behaviors,
relationships with colleagues at work, and there are the coordination and
helping each other in work with colleagues (Smith et al., 1969). Co-workers are
people who work in the same organization or work in the same department.
Co-workers are friendly and supportive to contribute to increasing satisfaction
in their work (Luddy, 2005). Co-worker factors are positive when in an
organization people are willing to help each other, work together effectively,
and they do not cause stress and have fair competition (Bui, 2011;
Le and Nguyen, 2013; Nguyen, 2011; Nguyen, 2012; Nguyen 2013). According to the research
results of Pham (2013), the co-worker factor has the most potent influence on
the satisfaction of employees of Hai Duong Electricity Company.
· H4: Co-worker has a positive effect on
employee satisfaction.
According to Smith et al. (1969), salary is the
satisfaction of wages related to employee perception of fairness in payroll and
income is the remuneration paid to employees by the work they do at the
company. In Luddy's study (2005), wages are the second factor besides
"promotion opportunities" that workers here feel dissatisfied. The
income factor is taken into account in terms of the compatibility between wages
and employee contributions (Wiley, 1997), and as a result, workers can live with current
income, other incomes such as bonuses or allowances. The results of Truong's
research (2017) for income factors are the most powerful influencing factor to
increase the satisfaction of employees in the seafood packaging industry.
·
H5: Income
has a positive effect on employee satisfaction.
The working environment has some
features such as workplace convenience, lighting, and temperature, larger workspace,
cleaner and office location. When the company meets these requirements,
employee satisfaction will increase. The workplace environment may have a
positive or negative impact on employee satisfaction levels depending on the
nature of the work environment. According to Herzberg's theory (1966), working
environments are an essential factor in the job satisfaction of employees at
work. Also, Luddy (2005) examined the positive effects of the working
environment on job satisfaction. Tran (2005) using JDI, but developing two more
factors are working conditions and welfare, and then the working conditions
variable is excluded because of insufficient reliability.
·
H6: The
working environment has a positive effect on employee satisfaction.
Figure 1: Proposed research model of the authors
4.
METHODOLOGY
The authors use mix method including
qualitative research method to explore the scale and quantitative research
methods to analyze the factors affecting employee satisfaction of land sales
staffs in Ho Chi Minh City, Vietnam.
This research uses the qualitative
research method via group discussions and expert discussions to build research
models, scales, questionnaires, and preliminary surveys to complete research
models before issuing the questionnaire. The authors surveyed the chairman of
the Ho Chi Minh city of Real Estate Association (HoREA) and surveyed five
members of the Executive Committee of HoREA to complete the group discussion.
Quantitative research method based
on information collected from land plot staff of many companies in Ho Chi Minh
City. Likert scale with five levels, namely strongly disagree, disagree,
neutral, agree and strongly agree is used to measure the impact of factors
affecting employee satisfaction, and this research uses the convenient sampling
method. Hair et al. (2014) pointed out that when the study uses Likert scale
five levels with the n variables, the study should ensure a minimum sample size
of 5*n=5n. To ensure the quality of the sample, the authors decided to
distribute a total of 250 questionnaires.
In particular, this research
surveyed 10 prestigious and reputable companies which sell land plot in Ho Chi
Minh City such as: Southern Green Land Joint Stock Company, Danh Khoi Real
Estate Joint Stock Company, Real Estate Company Kim Oanh, Phuc Khang Group,
Alibaba Real Estate Joint Stock Company, 21st Century Joint Stock Company, Phu
Gia Real Estate Company, Nasaland Real Estate Services Co., Ltd, Doland Vietnam
Real Estate Company and Hoang Gia Sai Gon Real Estate Development Company. For
each company, the author team directly distributed the survey questionnaires
and the number of questionnaires for each company was 25. So after screening
data, there were 201 valid questionnaires to be used in the quantitative
analysis (accounting for 80.4%). In quantitative research, the authors use
descriptive statistical methods, assessed for reliability through Cronbach's
Alpha coefficients, EFA method and regression to determine factors affecting
job satisfaction of land sales staffs.
5.
ANALYSIS AND RESULTS
5.1.
Data description:
After the two months to conduct the
survey from January to February in 2019 and do data analysis in the first two
weeks of March, the authors gave out 250 surveys and collected 201 responses,
accounting for 80.4% and the following table can describe the data:
Table 1: Data
description
|
Frequency |
Percent |
|
Gender |
Male |
117 |
58.2% |
Female |
84 |
41.8% |
|
Age |
Under 25 years old |
67 |
33.3% |
From 25 to 30 years old |
82 |
40.8% |
|
From 31 to 40 years old |
52 |
25.9% |
|
Over 40 years old |
0 |
0% |
|
Education background |
Undergraduate high
school |
11 |
5.5% |
Graduated high
school |
45 |
22.4% |
|
Technical school.
colleges |
84 |
41.8% |
|
University |
61 |
30.3% |
|
Postgraduate |
0 |
0% |
|
Working time |
Under 3 months |
34 |
16.9% |
From 3 months to 1 year |
77 |
38.3% |
|
From 1 year to 5 years |
67 |
33.3% |
|
From 5 years to 10
years |
23 |
11.4% |
|
Over 10 years |
0 |
0% |
Regarding
gender: The majority of gender is male, with 117 people accounting for 58.2%, while
the number of female participants is 84 people, accounting for 41.8%, and the
data show that the gender gap is not high.
Regarding age: 82 people are from 25 to 30 years old,
accounting for 40.8% and get the highest rate, the second is 67 people who are
under 25 years old, accounting for 33.3%, the third is 52 people who are from
31 to under 40 and accounting for 25.9% and eventually the people who are over
40 years do not participate in the survey. Based on the analysis of age, land
plot sales staff in Ho Chi Minh City are mainly between 25 and 40 years old.
Regarding education background: According to the results,
the education background has a quite high disproportion. Technical school and
colleges have the highest number of respondents which is 84 people, accounting
for 41.8%, while the university has 61 people, accounting for 30.3%. Besides,
graduated high school has 45 people who join the survey, accounting for 22.4%.
Undergraduate high school who answers the survey is 11, accounting for 5.5%. Also,
finally, postgraduate has no participants.
Looking into the working time: From 3 months to 1 year,
the highest number of participants is 77 people, accounting for 38.3%. Working
time from over one year to 5 years has 67 people, accounting for 33.3%. Working
time under three months has 34 people, accounting for 16.9%. Working time from
5 years to 10 years has 23 people, accounting for 11.4% and finally, over ten
years no one participated in the survey. From the percentage of the working
time, the land sales staffs in the Ho Chi Minh city have experience working in
the real estate industry.
5.2.
Reliability test: Cronbach’s Alpha
According to Nunnally and Bernstein (1994), the condition
to accepting variables is that Corrected Item - Total Correlation is equal or
greater than 0.3 and Cronbach’s Alpha if item deleted is equal or greater than
0.7. According to Nguyen and Ha (2008), Hoang and Chu (2008), Nguyen (2011), Hair et al. (2014), new
studies can accept that Cronbach’s Alpha if item deleted is equal or greater
than 0.6. Therefore, LD6 (the
leader has polite behavior),
CW4 (reliable colleagues),
IC4 (reasonable
subsidies),
WE1 (reasonable
working hours)
are eliminated, and the remaining items satisfy the condition, so this can be
used for analyzing Exploratory Factor.
Table 2: Constructs, corrected item – total correlation and Cronbach Alpha
Items |
Constructs |
Corrected Item – Total
Correlation |
Cronbach’s
Alpha if item deleted |
Work
nature - Cronbach’s Alpha = 0.744 |
|||
WN1 |
Work is suitable for professional
qualifications |
0.455 |
0.728 |
WN2 |
The work allows promoting
personal ability |
0.564 |
0.670 |
WN3 |
Staff understands the job |
0.582 |
0.661 |
WN4 |
Reasonable workload |
0.554 |
0.677 |
Promotion
- Training - Cronbach’s Alpha = 0.732 |
|||
PT1 |
Staffs are fully trained |
0.463 |
0.705 |
PT2 |
There are many
opportunities for advancement in the process of working |
0.578 |
0.640 |
PT3 |
Fair promotion policy |
0.601 |
0.623 |
PT4 |
Clear promotion policy |
0.454 |
0.711 |
Leader -
Cronbach’s Alpha = 0.710 |
|||
LD1 |
The leader treats equally
among junior staff |
0.409 |
0.685 |
LD2 |
The leader always cares
about employees |
0.474 |
0.659 |
LD3 |
The leader acknowledges
the opinions of employees |
0.535 |
0.635 |
LD4 |
Employees receive
leadership support when needed |
0.488 |
0.654 |
LD5 |
Leadership is a capable,
good vision |
0.436 |
0.676 |
Co-worker
- Cronbach’s Alpha = 0.741 |
|||
CW1 |
Colleagues
willing to help each other |
0.551 |
0.684 |
CW2 |
Colleagues
work well in work |
0.631 |
0.585 |
CW3 |
Friendly
team |
0.529 |
0.697 |
Income -
Cronbach’s Alpha = 0.625 |
|||
IC1 |
Wages are commensurate
with capacity and contribution |
0.407 |
0.564 |
IC2 |
Wages are paid fairly
among employees |
0.453 |
0.499 |
IC3 |
Employees can live solely
on current wages |
0.442 |
0.515 |
Working
environment - Cronbach’s Alpha = 0.681 |
|||
WE2 |
Safe working environment |
0.507 |
0.570 |
WE3 |
Full facilities for work |
0.551 |
0.510 |
WE4 |
The working environment
is clean and hygienic |
0.427 |
0.672 |
Employee
satisfaction - Cronbach’s Alpha = 0.793 |
|||
ES1 |
I feel satisfied with the
job. |
0.640 |
0.718 |
ES2 |
I will introduce the
company as the best place to work. |
0.680 |
0.676 |
ES3 |
I will work for long time
with company |
0.594 |
0.761 |
5.3.
Exploratory Factor Analysis (EFA)
Exploratory Factor Analysis (EFA) is an analytical technique
which is aimed to reduce data, so it is beneficial for identifying variables by
group. In the exploratory factor analysis, the authors used Principal Component
Analysis and Varimax rotation to group the components.
5.3.1. Independent variables
The results show that KMO is 0.697
and can make sure the requirement 0.5<KMO<1. Bartlett is 1118.3739 with
sig = 0.00<0.05, so all of the variables are correlation together in each
component. Total variance explained equals 58.233%, and it is greater than 50%;
as a result, it can meet the requirement of variance explained. From this one,
this research can conclude that variables can explain 58.233% in changing
factors. Also, eigenvalues equal 1.319 >1, and it is the fluctuation that
can explain for each factor, so the extracted factors have a significant
summarize in the best way. The rotated matrix in EFA show that the loading
factor is higher than 0.55 and it can divide into six components by the
following table:
Table 3: Rotated matrix
Concepts |
Items |
Component |
|||||
1 |
2 |
3 |
4 |
5 |
6 |
||
Leader |
LD4 |
0.715 |
|
|
|
|
|
LD3 |
0.714 |
|
|
|
|
|
|
LD5 |
0.664 |
|
|
|
|
|
|
LD1 |
0.613 |
|
|
|
|
|
|
LD2 |
0.589 |
|
|
|
|
|
|
Promotion - Training |
PT3 |
|
0.807 |
|
|
|
|
PT2 |
|
0.776 |
|
|
|
|
|
PT1 |
|
0.667 |
|
|
|
|
|
PT4 |
|
0.636 |
|
|
|
|
|
Work nature |
WN4 |
|
|
0.792 |
|
|
|
WN2 |
|
|
0.772 |
|
|
|
|
WN3 |
|
|
0743 |
|
|
|
|
WN1 |
|
|
0.623 |
|
|
|
|
Co-worker |
CW2 |
|
|
|
0.830 |
|
|
CW1 |
|
|
|
0.805 |
|
|
|
CW3 |
|
|
|
0.735 |
|
|
|
Working environment |
WE3 |
|
|
|
|
0.819 |
|
WE2 |
|
|
|
|
0.782 |
|
|
WE4 |
|
|
|
|
0.698 |
|
|
Income |
IC3 |
|
|
|
|
|
0.730 |
IC2 |
|
|
|
|
|
0.721 |
|
IC1 |
|
|
|
|
|
0.634 |
|
KMO |
0.697 (sig.=0.000) |
||||||
Bartlett's |
1118.739 |
||||||
Eigenvalues |
3.948 |
2.242 |
2.032 |
1.718 |
1.552 |
1.319 |
|
Total Variance Explained |
10.898 |
21.453 |
31.997 |
41.167 |
49.907 |
58.233 |
5.3.2. Dependent variable:
The results show that KMO is 0.699
and can make sure the requirement 0.5<KMO<1. Bartlett is 183.838 with sig
= 0.00<0.05, so all of the variables are correlation together in each
component. Total variance explained equals 70.975%, and it is greater than 50%;
as a result, it can meet the requirement of variance explained. Besides, eigenvalues
equal 2.129 >1, and it is the fluctuation that can explain for each factor,
so the extracted factors have a significant summarize in the best way. Finally,
all of the variables have the loading factor that is greater than 0.55 and meet
requirement.
Table 4: Dependent variable, and testing
Dependent variable |
Component |
|
1 |
||
Employee satisfaction |
ES2 |
0.867 |
ES1 |
0.845 |
|
ES3 |
0.814 |
|
KMO |
0.699 (sig.=0.000) |
|
Bartlett's |
183.838 |
|
Eigenvalues |
2.129 |
|
Total
Variance Explained |
70.975 |
|
Cronbach’s
Alpha |
0.793 |
5.4.
Regression
Regression analysis finds out what
is the factors that affect the satisfaction of land plot sales staffs and
measure the affecting levels of these factors. Before doing the regression analysis,
the authors do compute the mean value of these factors. Whereas:
· ES: Employee
satisfaction (ES1, ES2, ES3)
· WN: The nature of
work (WN1, WN2, WN3, WN4)
· PT: Promotion and
training (PT1, PT2, PT3, PT4)
· LD: Leader (LD1, LD2,
LD3, LD4, LD5)
· CW: Co-worker (CW1,
CW2, CW3)
· IC: Income (IC1, IC2,
IC3)
· WE: Working
environment (WE2, WE3, WE4)
The following formula can describe
regression analysis model in this research:
ES = β0
+ β1*WN + β2*PT + β3*LD + β4*CW + β5*IC + β6*WE
Whereas, ES is dependent variable
and it can measure the satisfaction of land plot sales staffs in Ho Chi Minh
City, and WN, PT, LD, CW, IC, WE are independent variables which can measure
the nature of work, promotion – training, leader, co-worker, income and work
environment respectively.
Table 5: Regression results
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
Collinearity |
|||
Beta |
Sd. Error |
Beta |
Tolerance |
VIF |
||||
1 |
(Constant) |
-1.024 |
0.355 |
|
-2.886 |
0.004 |
|
|
WN |
0.157 |
0.053 |
0.149 |
2.945 |
0.004 |
0.908 |
1.101 |
|
PT |
0.208 |
0.055 |
0.192 |
3.782 |
0.000 |
0.900 |
1.111 |
|
LD |
0.051 |
0.055 |
0.048 |
0.927 |
0.355 |
0.856 |
1.168 |
|
CW |
0.308 |
0.050 |
0.314 |
6.159 |
0.000 |
0.891 |
1.123 |
|
IC |
0.369 |
0.052 |
0.373 |
7.047 |
0.000 |
0.827 |
1.209 |
|
WE |
0.185 |
0.053 |
0.174 |
3.518 |
0.001 |
0.944 |
1.059 |
|
R2 |
0.550 |
|||||||
Adjusted R2 |
0.536 |
|||||||
Sig. |
0.000 |
|||||||
Durbin Watson |
2.125 |
From the results of the regression
model show that the sig of LD (=0.355) is greater than 0.05, so it means that leader
cannot affect employee satisfaction. The research links to the reality that in
the real estate company, the employee whom sale land plot does not need the
help of the leader because they can do their job by themselves. While, the five
variables such as WN, PT, CW, IC and WE have a significant statistic because
the sig of them is less than 0.05. As a result, these variables affect the
satisfaction of land plot sales staffs.
Adjusted R2 value is 0.536, and it
means that 53.6% of satisfaction of land plot is from 5 factors and 46.4% of
that is from the factors which are outside of the model. The sig value is
0.000, and it is less than 0.05, so the research model is fit, and the
variables which use in the model have a significant statistic. Besides, Durbin
– Watson is 2.125, and as a result, there is no autocorrelation between the
residuals in the model. What is more, variance inflation factors (VIF) are too
small, and these point out that there is no multicollinearity in this model, so
all of the independent variables do not correlate together.
The multiple regression model by
standardized coefficients can be identified:
ES =
0.149*WN + 0.192*PT + 0.314*CW + 0.373*IC + 0.174*WE
5.5.
Hypothesis testing:
Table 6: Hypothesis testing
Hypothesis |
Content |
Result |
H1 |
The nature of work has a positive effect on
employee satisfaction. |
Accepted |
H2 |
Promotion - training has a positive effect on employee
satisfaction. |
Accepted |
H3 |
The leader has a positive effect on employee satisfaction. |
Rejected |
H4 |
Co-worker has a positive effect on employee satisfaction. |
Accepted |
H5 |
Income has a positive effect on employee satisfaction. |
Accepted |
H6 |
The working environment has a positive effect on employee
satisfaction. |
Accepted |
Figure 2: Factors
affecting to employee satisfaction
6.
CONCLUSION, MANAGERIAL IMPLICATION
AND LIMITATIONS
From the result and connecting to reality, this is
important to limit the real problem is "no salary but high
commission" in the real estate market. Besides, the company needs to pay
attention to fairness in wage policies among employees. It is the second most
appreciated element of income factor among employees. The companies pay the
wages to depend on the ability to work, they have pay on time and create a
transparent wage policy, combined with income-raising policies; and these will
make the employee of land plot sales staffs feel high satisfaction in jobs. As
a result, these can motivate employees and help them work well; also, these
create long-term commitment between employees and organizations.
In order to improve employee satisfaction, the real
estate companies need to build a corporate culture, and they create the spirit
of cooperation in the company's departments. From the result of the survey, the
employees highly appreciate the factor such as "co-workers who work well
together in work" or "friendly colleagues." Therefore, the
enterprises have to create a working environment with cooperation, friendly
culture, and willingness to help each other. Also, they need to organize
outdoor activities, extracurricular activities to help employees to interact
together in the company and the employees do relieve stress as well as improve
the satisfaction of employees.
Among the items of promotion and training, most of the employees
satisfy the fair promotion policy among employees. When the real estate
companies have a vacant or new position in any their workforce, they need to
prioritize those who have made efforts to contribute to them, and the real
estate companies must be sure that they will compensate to employees’ efforts.
From the result of the authors' survey, land plot sales
staffs want to work in a well-equipped working environment. A safe workplace
can provide the full range of equipment needed for employees to accomplish
their assigned tasks in the best way. Besides, the real estate companies are
recently opening too much, and they open both big office and small office. So,
the office arrangements need to be spacious, comfortable but they must ensure
safe working conditions and this is an essential note for real estate
companies.
The land plot sales staffs want to work by their
capabilities and expertise, or to put it another way, in the work nature, two
critical things that employees concern are the suiting of their capabilities
and the understanding of the job. Thus, employees can develop their
capabilities and creativity to contribute to the company. There should be more
focused when companies want to satisfy employee satisfaction through the nature
of the work. It is clear to get the solution that the company needs to assess
the knowledge, competence, working spirit of employees to arrange suitable
jobs.
This research has brought some results and contributions to
the factors affecting the satisfaction of land plot sales staffs in Ho Chi Minh
City. However, this study still has two significant limitations. First, many
researchers study the research on employee satisfaction, but with a separate
research topic about the satisfaction of land sales staff in Ho Chi Minh city
is quite a few, not even available in Vietnam.
The topic only surveyed in the crucial southern area, so it
does still not reflect the satisfaction of land plot sales staffs in Vietnam.
Secondly, the method which implemented in the research is the convenient
sampling method, the number of initial survey questionnaires is 250 and when
conducting the analysis, this research use only 201 survey questionnaires. In
the future, when ensuring the conditions of time and finance, the authors will
conduct surveys within each province and city across the country to find out
the factors affecting the satisfaction of land plot sales; at the same time, it
is possible to compare satisfaction among different regions across the country.
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