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研究生:裴東方
論文名稱:Personality and Job Satisfaction in Vietnam:
論文名稱(外文):Personality and Job Satisfaction in Vietnam:
指導教授:葉榮椿葉榮椿引用關係
指導教授(外文):Ron Chuen Yeh
學位類別:碩士
校院名稱:美和科技大學
系所名稱:企業管理系經營管理碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:英文
論文頁數:68
中文關鍵詞:Personalityjob satisfactionfive factor modelproactive
外文關鍵詞:Personalityjob satisfactionfive factor modelproactive
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Developing human resources is the most important work in the development strategy of enterprises, especially in the current period. Ensuring the quality of human resources, promote economic restructuring political stability, social order and safety, associated business interests with the interests of society's problems have huge implications in the current period. However in fact Firms are standing in front of these challenges with the increasingly fierce competition for human resources of domestic and international markets, require the managers must be done to improve the personnel management in terms of both quality and quantity. The study also indicated that the satisfaction of employees have a positive impact on job performance (Saari &; Judge, 2004) or loyalty to the Organization (Luddy, 2005). Satisfaction in the work will create motivation to work for employees and contribute to improving the work efficiency. The study of the factors affecting the satisfaction of employees will help the Firms plan are the policies to maintain and develop good staff, makes employees more satisfied, can attract good people and restrict the brain drain matter of the Firms.
From the reasons above, the measurement of job satisfaction of employees in the enterprise through the factors affecting motivation aims to contribute to the planning of human resource management in enterprises and bring more satisfaction with work for the staff is urgently needed and vital to research.
This research is conducted with two main objectives: (1) Assess current satisfaction of employees in enterprises in Vietnam and (2) Assess the importance level of each personality factors to satisfaction in the work: looking beyond the five factors model of personality and proactive.
This research used quantitative method and statistical tools employed in this study are descriptive analysis, regression analysis, correlation analysis, Anova and T-test. These will all applied using SPSS software (Statistical Package for Social Science) version 16. 324 samples (this means that sample size is ensure the sample represents the entire population, the questionnaires delivered to 324 employees).
This study analyzes the satisfaction of employees of a large Aviation Technical Transportation Company with headquarters in Hanoi and a branch in the regions of Vietnam.

Developing human resources is the most important work in the development strategy of enterprises, especially in the current period. Ensuring the quality of human resources, promote economic restructuring political stability, social order and safety, associated business interests with the interests of society's problems have huge implications in the current period. However in fact Firms are standing in front of these challenges with the increasingly fierce competition for human resources of domestic and international markets, require the managers must be done to improve the personnel management in terms of both quality and quantity. The study also indicated that the satisfaction of employees have a positive impact on job performance (Saari &; Judge, 2004) or loyalty to the Organization (Luddy, 2005). Satisfaction in the work will create motivation to work for employees and contribute to improving the work efficiency. The study of the factors affecting the satisfaction of employees will help the Firms plan are the policies to maintain and develop good staff, makes employees more satisfied, can attract good people and restrict the brain drain matter of the Firms.
From the reasons above, the measurement of job satisfaction of employees in the enterprise through the factors affecting motivation aims to contribute to the planning of human resource management in enterprises and bring more satisfaction with work for the staff is urgently needed and vital to research.
This research is conducted with two main objectives: (1) Assess current satisfaction of employees in enterprises in Vietnam and (2) Assess the importance level of each personality factors to satisfaction in the work: looking beyond the five factors model of personality and proactive.
This research used quantitative method and statistical tools employed in this study are descriptive analysis, regression analysis, correlation analysis, Anova and T-test. These will all applied using SPSS software (Statistical Package for Social Science) version 16. 324 samples (this means that sample size is ensure the sample represents the entire population, the questionnaires delivered to 324 employees).
This study analyzes the satisfaction of employees of a large Aviation Technical Transportation Company with headquarters in Hanoi and a branch in the regions of Vietnam.

ACKNOWLEDGMENTS I
ABSTRACT II
Contents IV
Tables V
Figures VI
Looking Beyond The Five Factor Model of personality 7
Chapter1 Introduction 7
1.1. Research Motivation 7
1.2. Research Purposes 9
1.3. Research Scope and Limitations 10
Chapter 2 Literature Review 11
2.1 Overview of trait taxonomies 11
2.1.1 Big Five model 11
2.1.2 Proactive personality 20
2.2 Personality – Job satisfaction relationship 24
2.2.1 Job satisfaction 24
2.2.2 Big Five traits – job satisfaction 24
2.2.3 Proactive personality – job satisfaction 26
Chapter 3 Research Methodology 27
3.1 Research framework 27
3.2 Research Hypotheses 28
3.3 Research Method 28
3.4 Questionnaire design 29
3.4.1 Big Five Questionnaire 29
3.4.2 Proactive personality Questionnaire 31
3.4.3 Job satisfaction Questionnaire 31
3.5 Participants 32
3.6 Procedure 33
3.7 Measures 33
Chapter 4 Research Results and Analysis 35
4.1 Descriptive Statistics 35
4.1.1 Demographics information 35
4.1.2 Measurement results of variables 38
4.2 Reliability of the Questions 39
4.3 Variable Correlations 42
4.4 Hypothesis Testing 45
4.4.1Testing the relationship between Big 5 and Satisfaction with job. 45
4.4.2 Testing the relationship between Proactive personality and Satisfaction with job. 46
4.4.3 Testing the relationship between Proactive personality and Big 5 and Satisfaction with job. 46
4.5 Discussion 47
Chapter 5 Implications, Conclusions and Recommendations 50
5.1 Finding and contribution 50
5.2 Implications and recommendations 50
5.2.1 Theoretical implications and recommendation 51
5.2.2 Practical implications and recommendation 51
5.3 Limitation 51
References 53
Attachment 61

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