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研究生:黎氏翠泠
研究生(外文):Le Thi Thuy Linh
論文名稱:Investigation of Factors for Working Motivation-A Case Study of Viettel Research and Development Institute, Viettel Group
論文名稱(外文):Investigation of Factors for Working Motivation-A Case Study of Viettel Research and Development Institute, Viettel Group
指導教授:林筱增林筱增引用關係
指導教授(外文):Lin Hsiao-Tseng
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:2017
畢業學年度:105
語文別:英文
中文關鍵詞:Working motivationjob satisfaction
外文關鍵詞:Working motivationjob satisfaction
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In this thesis, the author performes a study on factors affecting employee’s motivation at Viettel Research and Development Institute (Viettel R&D). It can be seen that Human resource is the most essential asset of any organization. Managing and using assets effectively is one of the main functions of any organization. Motivating employees is an important component to a successful company. This study was conducted in a broader perspective, inviting exploration in an open-ended way of a range of employee’s motivation. It also conductes a literature review intended as a significant contribution in its own right, in its attempt to locate research helpful to Viettel R&D.
Additionally, this study also builts up a model to measure the Working motivation in company with factors such as payment policies (salary, bonus and social welfare), promotion opportunities, training and development, Working conditions, and communication. This research also examined the difference of Working motivation by following personal characteristic such as gender, education level, position in the company and income level. This research evaluates employee motivation in Viettel R&D and provides some suggestions to increase its employee performance. This research will provide a good model for small and medium enterprises to evaluate their employees’ Working motivation. Then those enterprises choose suitable solution for maintaining and improving Working motivation. To investigate the employees’ behavior, 380 questionnaire papers were distributed to Viettel R&D’s employees and the data was run by SPSS version 22.0. After evaluated the employees’ behavior, we found that payment policies (including: salary, bonus and social welfare), recognition, training and development, Working condition, communication positively impact on Viettel R&D’s Working motivation. This is valuable information for Viettel R&D to improve its employees’ motivation.
In this thesis, the author performes a study on factors affecting employee’s motivation at Viettel Research and Development Institute (Viettel R&D). It can be seen that Human resource is the most essential asset of any organization. Managing and using assets effectively is one of the main functions of any organization. Motivating employees is an important component to a successful company. This study was conducted in a broader perspective, inviting exploration in an open-ended way of a range of employee’s motivation. It also conductes a literature review intended as a significant contribution in its own right, in its attempt to locate research helpful to Viettel R&D.
Additionally, this study also builts up a model to measure the Working motivation in company with factors such as payment policies (salary, bonus and social welfare), promotion opportunities, training and development, Working conditions, and communication. This research also examined the difference of Working motivation by following personal characteristic such as gender, education level, position in the company and income level. This research evaluates employee motivation in Viettel R&D and provides some suggestions to increase its employee performance. This research will provide a good model for small and medium enterprises to evaluate their employees’ Working motivation. Then those enterprises choose suitable solution for maintaining and improving Working motivation. To investigate the employees’ behavior, 380 questionnaire papers were distributed to Viettel R&D’s employees and the data was run by SPSS version 22.0. After evaluated the employees’ behavior, we found that payment policies (including: salary, bonus and social welfare), recognition, training and development, Working condition, communication positively impact on Viettel R&D’s Working motivation. This is valuable information for Viettel R&D to improve its employees’ motivation.
ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Research background 2
1.2 Research movitvation 4
1.3 Viettel research and development instutute (Viettel R&D) overview 5
1.3.1 General information 5
1.3.2 The organization of Viettel research and development institute 5
1.4 Research scope and limitation 7
Chapter 2 Literature Review 9
2.1 Definition of motivation 9
2.2 The benefits of working motivation 10
2.3 Theories of motivation 11
2.3.1 Theory on hierarchical of needs (Maslow, 1943) 11
2.3.2 Learned needs theory 14
2.3.3 Four-drive theory 15
2.3.4 Herzberg theory 16
2.3.5 Expectancy theory of motivation 17
2.4 Factors impacting working motivation 20
2.4.1 Payment Policies 20
2.4.2 Recognition 22
2.4.3 Training and Development 22
2.4.4 Working environment 23
2.4.5 Communications 23
2.5 The proposed research model 25
2.6 Summary 25
Chapter 3 Research Methodology 26
3.1 Conceptual framework 26
3.2 Research tool 27
3.3 Pilot test 30
3.3.1 Pilot test 30
3.3.2 Cronbach’s α (alpha) 31
3.3.3 Outcome from the pilot test 31
3.4 Sampling 33
3.5 Data collection 33
3.6 Statistical analysis 33
3.6.1 Description of sample and response 33
3.6.2 Measurement of Model Analysis 34
3.6.3 Multiple Regression Analysis 34
3.7 Summary 34
Chapter 4 Research Results and Analysis 36
4.1 Description of Sampling process and Response. 36
4.1.1 Demographic 36
4.1.2 Descriptive analysis 37
4.2 Measurement model analysis 39
4.2.1 Cronbach’s alpha test 40
4.2.2 Exploratory factor analysis 40
4.2.3 Correlation analysis 43
4.3 Multiple Regression Analysis 44
4.4 Hypotheses Result 46
4.5 Summary. 48
Chapter 5 Implications, Conclusions and Recommendations 49
5.1 Conclusions 49
5.2. Recommendations 50
References 53
Attachment 57
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