臺灣博碩士論文加值系統

In today intensive competition, to survive and develop, businesses have to find out ways to reduce employees’ job stress and increase their satisfaction. This study aims to find out the elements of job stress on Phuc Loc’s employees, as well as the motivation of employees working in Phuc Loc.
The research has solved the proposed hypotheses. The model of job satisfaction at Phuc Loc includes 04 independent factors (17 observed variables), and job satisfaction (20 observed variables). The data collected from 300 responses usable for analysis, first is to conduct descriptive analysis of observed variables. The results show that most employees at Phuc Loc underestimated job stress and are satisfied with the work they are doing. The next step is to examine the reliability Cronbach's Alpha of 04 factors are greater than 0.7. Factor Analysis EFA, the results are satisfied: KMO and eigenvalue are satisfied and the total variance explained is good. This is satisfied to build the linear regression analysis for the variables.
In the step 3, the study analyzed the linear regression model with the dependent variable job stress and 04 independent variables. The four variables explained 61.5% of the change in the independent variable. All p-values are less than 0.05 and the sign of all the values of the 4 independent variables are satisfied.

In today intensive competition, to survive and develop, businesses have to find out ways to reduce employees’ job stress and increase their satisfaction. This study aims to find out the elements of job stress on Phuc Loc’s employees, as well as the motivation of employees working in Phuc Loc.
The research has solved the proposed hypotheses. The model of job satisfaction at Phuc Loc includes 04 independent factors (17 observed variables), and job satisfaction (20 observed variables). The data collected from 300 responses usable for analysis, first is to conduct descriptive analysis of observed variables. The results show that most employees at Phuc Loc underestimated job stress and are satisfied with the work they are doing. The next step is to examine the reliability Cronbach's Alpha of 04 factors are greater than 0.7. Factor Analysis EFA, the results are satisfied: KMO and eigenvalue are satisfied and the total variance explained is good. This is satisfied to build the linear regression analysis for the variables.
In the step 3, the study analyzed the linear regression model with the dependent variable job stress and 04 independent variables. The four variables explained 61.5% of the change in the independent variable. All p-values are less than 0.05 and the sign of all the values of the 4 independent variables are satisfied.

ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Motivation 1
1.2 Purpose 3
1.3 Research Scope and Limitations 4
1.4 Definition of Terms 5
Chapter 2 Literature Review 7
2.1 Job stress and job satisfaction 7
2.1.1 Job stress 7
2.1.2 Job satisfaction. 8
2.1.3 The relationship between job stress and job satisfaction. 9
2.2 Theories of job satisfaction 9
2.2.1 Maslow’s hierarchy of needs (1943) 9
2.2.2 Herzberg’s two-factor theory (1959). 10
2.2.3 Adams’ Equity Theory (1963). 11
2.2.4 Vroom Expectancy theory (1964). 11
2.2.5 Employee satisfaction and its antecedents by Melissa (2004) 12
2.2.6 NIOSH model of job stress 12
2.3 Factors Influencing Job Satisfaction 13
2.4 Job satisfaction components 14
Chapter 3 Research Methodology 15
3.1 Research framework 15
3.2 Research Model and Hypotheses 16
3.3 Definition of the concepts 17
3.4 Measurement 18
3.5 Data collection 20
3.6 Data analysis 22
3.6.1 Descriptive statistics 22
3.6.2 Factor analysis 22
3.6.3 Reliability test 22
3.6.4 Regression analysis 22
Chapter 4 Research Results and Analysis 28
4.1 Descriptives of research samples 28
4.2 Item descriptive Results 30
4.2.1 Job Stress items 30
4.2.2 Job Satisfaction items. 32
4.3 Reliability of variables 33
4.4 Factor analysis 34
4.4.1 Exploratory Factor Analysis 34
4.4.2 Cronbach’s Alphas 37
4.5 Testing research hypotheses 39
Chapter 5 Implications, Conclusions and Recommendations 48
5.1 Summary of Findings 48
5.2 Implications 49
5.2.1 Managerial Implications 49
5.2.2 Suggested Solutions. 50
5.3 Recommendations 54
References 56
Attachment 58

I. English
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