臺灣博碩士論文加值系統

The staff quality is an important factor that decides the strength of the organization. In the process of direct employee motivation, the staff is the main element for evaluate the quality of The Department of State Resever – Ha Noi area activities. This study focuses deeply on employee motivation in order to suggest some solutions for to encourage employees motivation to work a dynamic, active in order to improve efficiency of production The State Resever in Viet Nam. This study used quantitative methods through questionnaire interview. The results shows that there are 06 factors affecting employee motivation in The Department of State Resever – Ha Noi area, which is (1) Salary, (2) Recognition, (3) Working Environment, (4) Leardship, (5) Promotion and (6) Organizational policies and administration. This research focuses on the employee motivation in The Department of State Reserve. Due to some typical characteristics of employee in State insitution, the relevant information in questionaire is design to be more suitable. The Leadership mentions how the Managers in The Department of Sate Reserve create the good work conditions for employee. The salary in State area have clear principle, however, the average salary in State area is lower than other sectors, so the salary in this case has the negative impact to employee motivation.This result is similar to other studies about company of Government.

The staff quality is an important factor that decides the strength of the organization. In the process of direct employee motivation, the staff is the main element for evaluate the quality of The Department of State Resever – Ha Noi area activities. This study focuses deeply on employee motivation in order to suggest some solutions for to encourage employees motivation to work a dynamic, active in order to improve efficiency of production The State Resever in Viet Nam. This study used quantitative methods through questionnaire interview. The results shows that there are 06 factors affecting employee motivation in The Department of State Resever – Ha Noi area, which is (1) Salary, (2) Recognition, (3) Working Environment, (4) Leardship, (5) Promotion and (6) Organizational policies and administration. This research focuses on the employee motivation in The Department of State Reserve. Due to some typical characteristics of employee in State insitution, the relevant information in questionaire is design to be more suitable. The Leadership mentions how the Managers in The Department of Sate Reserve create the good work conditions for employee. The salary in State area have clear principle, however, the average salary in State area is lower than other sectors, so the salary in this case has the negative impact to employee motivation.This result is similar to other studies about company of Government.

ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Research background: 1
1.1.1 Shape and general information about national reserves in global 1
1.1.2 National reserves in Viet Nam 2
1.2 Research purposes 3
1.3 Research scope and limitation 3
1.3.1 Research scope 3
1.3.2 Research limitation 3
1.4 Research process 4
Chapter 2 Literature Review 6
2.1 The Role of Employee Motivation 6
2.2 Research framework about job motivation 7
2.2.1 Framework focusing on job motivation measure and improving workers performance 7
2.2.2 Job Motivation according to equity theory 8
2.3 Factors of Employee Motivation 8
2.3.1 Salary 8
2.3.2 Recognition 10
2.3.3 Leadership 11
2.3.4 Promotion 12
2.3.5 Working environment 13
2.3.6 Organizational policies and administration 15
Chapter 3 Research Methodology 16
3.1 Research framework 16
3.2 Research Hypothesis 17
3.2.1 Hypothesis 1: The salary positively impact to job motivation 17
3.2.2 Hypothesis 2: The recognition positively impact to job motivation 17
3.2.3 Hypothesis 3: The Leadership positively impact to job motivation 18
3.2.4 Hypothesis 4: The promotion positively impact to job motivation 18
3.2.5 Hypothesis 5: The working environment positively impact to job motivation 18
3.2.6 Hypothesis 6: The Organizational Administration and policies positively impact to job motivation 19
3.3 Question design and Data collection 19
3.3.1 Question design 19
3.3.2 The data collection 22
3.4 Data analysis methodology 22
Chapter 4 Research Results and Analysis 23
4.1 Descriptive analysis 23
4.1.1 Descriptive analysis for independent variables 23
4.1.2. Descriptive analysis for dependent variable 25
4.2. Exploratory Factors Analysis 26
4.3. Reliability analysis 33
4.3.1 Reliability analysis for Leadership 33
4.3.2 Reliability analysis for Working Environment 34
4.3.3 Reliability analysis for Promotion and Recognition 34
4.3.4 Reliability analysis for Salary and Communication 35
4.3.5 Reliability analysis for Motivation 35
4.4 Correlation analysis 36
4.5 Regression analysis 37
4.3 The research results 40
Chapter 5 Implications, Conclusions and Recommendations 42
5.1 Recommendations for The Department of State Reserve 42
5.2. Research limitation and lesson learn for further analysis 42
References 44
Appendix 1: Exploratory Factors Analysis 48
APPENDIX 2: Questionnaire 51

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