臺灣博碩士論文加值系統

As Mongolia has large quantity of various rare natural resources, the mining is getting one of Mongolia’s major industries. The biggest mining project of gold and copper is Oyu-Tolgoi LLC and the project is the largest financial undertaking in Mongolia’s history is expected upon completion to account for more than 30% of the country's gross domestic product. The company is a joint-venture of Mongolian government, RioTinto, British company and Turquoise Hill Resources, Canadian company. Since the company started its project, it is demanding thousands of Mongolian professionals and employees, as well as recruiting employees from foreign countries.In recent years, thousands of young educated people strive to have job positions in the company because they offer higher salary than many other organizations. Because, in our country, job satisfaction still has not received the proper attention from neither scholars nor managers of various business organizations including mining industry, studying job satisfaction of one of the biggest Mongolian mining company is very interesting research topic for me. The aim of this study is to explore the overall job satisfaction of Oyu-Tolgoi LLC and examine if independent variables (pay, promotion, relations with supervisor and coworkers, job security, work and life balance, working physical condition, company policy and management) have any influence on dependent variable, job satisfaction. The Primary data are collected through self-administered questionnaires from the sample of 215 Mongolian employees in Oyu-Tolgoi LLC.

As Mongolia has large quantity of various rare natural resources, the mining is getting one of Mongolia’s major industries. The biggest mining project of gold and copper is Oyu-Tolgoi LLC and the project is the largest financial undertaking in Mongolia’s history is expected upon completion to account for more than 30% of the country's gross domestic product. The company is a joint-venture of Mongolian government, RioTinto, British company and Turquoise Hill Resources, Canadian company. Since the company started its project, it is demanding thousands of Mongolian professionals and employees, as well as recruiting employees from foreign countries.In recent years, thousands of young educated people strive to have job positions in the company because they offer higher salary than many other organizations. Because, in our country, job satisfaction still has not received the proper attention from neither scholars nor managers of various business organizations including mining industry, studying job satisfaction of one of the biggest Mongolian mining company is very interesting research topic for me. The aim of this study is to explore the overall job satisfaction of Oyu-Tolgoi LLC and examine if independent variables (pay, promotion, relations with supervisor and coworkers, job security, work and life balance, working physical condition, company policy and management) have any influence on dependent variable, job satisfaction. The Primary data are collected through self-administered questionnaires from the sample of 215 Mongolian employees in Oyu-Tolgoi LLC.

ABSTRACT ............................................................................................................................ i
ACKNOWLEDGEMENTS ................................................................................................ ii
TABLE OF CONTENTS ................................................................................................... iii
LIST OF TABLES ............................................................................................................... vi
LIST OF FIGURES .......................................................................................................... viii
CHAPTER ONE ................................................................................................................... 1
INTRODUCTION ................................................................................................................ 1
1.1 Research Background and Motivation .......................................................................... 1
1.2 The Research Questions ................................................................................................ 2
1.3 Significance of the Study .............................................................................................. 2
1.4 Overview of the Study .................................................................................................. 3
CHAPTER TWO .................................................................................................................. 4
LITERATURE REVIEW .................................................................................................... 4
2.1 Definition of Job satisfaction ........................................................................................ 4
2.2 Dimensions of Job satisfaction ...................................................................................... 5
2.2.1 Work-life balance ................................................................................................... 7
2.2.2 Job security ........................................................................................................... 12
2.2.3 Occupational safety and health ............................................................................. 14
2.2.4 Company Policy and Management ....................................................................... 15
CHAPTER THREE ............................................................................................................ 17
RESEARCH METHODOLOGY ...................................................................................... 17
3.1 Research Framework ................................................................................................... 17
3.2 Research Hypotheses .................................................................................................. 19
3.3 Questionnaire Development ........................................................................................ 19
Table 3.1 Measurement of all research constructs .......................................................... 20
3.3.1 Socio-Demographic .............................................................................................. 22
3.4 Data Analysis Process ................................................................................................. 23
iv
3.4.1 Descriptive Statistical Analysis ............................................................................ 24
3.4.2 Factor Analysis ..................................................................................................... 25
3.4.3 Reliability Test of Cronbach’s Alpha ................................................................... 26
3.4.4 One-Way ANOVA ............................................................................................... 26
3.4.5 Multiple Linear Regressions ................................................................................. 26
CHAPTER FOUR ............................................................................................................... 27
DATA ANALYSIS AND RESULT ................................................................................... 27
4.1 Descriptive Analysis ................................................................................................... 27
4.1.1 Characteristics of Demographic variables ............................................................ 27
4.1.2 Descriptive Analysis of Questionnaire Items ....................................................... 29
4.2 Factor Analysis............................................................................................................ 31
4.3 Reliability Test of Cronbach’s Alpha ......................................................................... 35
4.4 One-Way ANOVA Analysis of Demographic Influence on Job Satisfaction ............ 38
4.4.1 Influence of Gender on Job Satisfaction .............................................................. 38
4.4.2 Influence of Age on Job Satisfaction .................................................................... 39
4.4.3 Influence of Marriage Status on Job Satisfaction ................................................. 40
4.4.4 Influence of Education on Job Satisfaction .......................................................... 41
4.4.5 Influence of Degree in Abroad on Job Satisfaction .............................................. 42
4.4.6 Influence of Job Category on Job Satisfaction ..................................................... 43
4.4.7 Influence of Employment Contract Type on Job Satisfaction .............................. 44
4.4.8 Influence of Working Years on Job Satisfaction .................................................. 45
4.4.9 Influence of Work Location on Job Satisfaction .................................................. 46
4.4.10 Influence of Working Hours on Job Satisfaction ............................................... 47
4.5 Multiple Regressions ................................................................................................... 48
4.5.1 Overall Model Fit ................................................................................................. 49
4.5.2 Parameter Estimates ............................................................................................. 50
4.7 The Results of Hypothesis Testing ............................................................................. 51
CHAPTER FIVE ................................................................................................................ 53
CONCLUTION SUGGESTION ....................................................................................... 53
5.1 Research Conclusion ................................................................................................... 53
5.2 Managerial Implications .............................................................................................. 55 5.3 Limitations and Recommendation for Future Study ................................................... 55
REFERENCES .................................................................................................................... 57
APPENDIX .......................................................................................................................... 59

Al-Ajmi, R. (2001). The effect of personal characteristics on job satisfaction: A study among male managers in the Kuwait oil industry. International Journal of Commerce & Management, 11(3/4), 91.111.
Bob E. Hayes.(1998). Measuring Perceptions of Workplace Safety: Development and Validation of theWork Safety Scale. 29(3).
Britton, A. (1997). Full employment in industrialised countries: in International Labour Review, 136.
Buechtemann, C.F. (1993). Employment Security and the Labour Market Behaviour: interdisciplinary approaches and international evidence.
Clark SC. (2000). Work/family border theory: a new theory of work/family balance. Human Relations 53, 747–770. David E Guest. ( 2001). Perspectives on the Study of Work-Life Balance. The Management Centre King’s College, London.
David G.(1999). Well-Being, Insecurity and the Decline of American Job Satisfaction. 1-15.
Dex,S. and Smith,C. (2002). The Nature and Pattern of Family-friendly employment policies in Britain, Findings, York: Joseph Rowntree Foundation.
Doherty, L., Manfredi, S., Rollin, H. (2000) The Family-Friendly Workplace: British and European Perspectives, New York.
Frederick Herzberg.(1959). The Motivation of Work.
Greenberg, J., & Baron, R. A. (1993). Behavior in organizations: Understanding and managing the human side of work (4th ed.). Boston: Allyn & Bacon.
Hochschild and Machung. (1989). The second shift: Working parents and the revolution at home, 309, New York.
Hoppock, R. (1935). Job satisfaction. New York: Harper.
Houseman, S. and Osawa, M. (2000). The growth of non-standard employment in Japan and the United States: a comparison of causes and consequences, 25-26.
Hulin, C. L., & Roznowski, M. (1984). Productivity and the organization: Confronting the crisis. Edmonton, Alta: Decho (Canada). J. Michael Syptak.(1999). Job Satisfaction: Putting Theory into Practice.
Lewis, S. (2000). Workplace Programmes and Policies in the United Kingdom. Organisational Change and Gender Equity, London.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology . 1297–1349, Chicago: Rand McNally. Marie Jahoda. (1992). The Marienthal Study: A Classical Book of Social Sciences.
Okpara, J. O. (2006). The relationship of personal characteristics and job satisfaction: a study of Nigerian managers in the oil industry. Journal of American Academy of Business, Cambridge, 10 (1), 49-59.
58
Parker, S. K. (2007). How positive affect can facilitate proactive behavior in the work place. Paper presented at the Academy of Management Conference, Philadelphia, USA.
Ria Mardiana Yusufi,( 2012). The Influence of Occupational Safety and Health on Performance with Job Satisfaction as Intervening. American Journal of Economics,136-140.
Scott, J. (2002). Flexible Employment Options: Audit of Current Practice and example of Best Practice in the HE Sector.
Simonetta Manfredi and Michelle Holliday. (2004). Work-Life Balance. Directorate of Human Resources and the Business School, Great Britain. Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). Measurement of satisfaction in work and retirement. Chicago, IL: Rand McNally. Sparks, Cooper, Fried and Shirom. (1997). The effects of hours of work on health: a meta-analytic review. Journal of Occupational and Organizational Psychology, 70(4), 391-408.
Spector, P. (1997). Job Satisfaction: Application, Assessment, Cause and Consequences, Sage, Thousand Oaks, California.
Sukti Dasgupta.(2001). Employment Security: Conceptual and Statistical Issues. International Labour Office, Geneva.
Susi.S and Jawaharrani.K. (2011). Work-Life Balance: The key driver of employee engagement. Asian journal of Management Research, 2, 477- 478.