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研究生:任春勝
研究生(外文):Nham Xuan Thang
論文名稱:Motivation Factors to Motivate off-Shore Engineers Working at Cuu Long Joint Operating Company, Vietnam
論文名稱(外文):Motivation Factors to Motivate off-Shore Engineers Working at Cuu Long Joint Operating Company, 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:2017
畢業學年度:105
語文別:英文
論文頁數:80
中文關鍵詞:Motivation FactorsOff-Shore EngineersMotivation
外文關鍵詞:Motivation FactorsOff-Shore EngineersMotivation
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Vietnam’s oil and gas industry has already experienced significant impact to its labor force since the price of oil started its downtime. If oil prices continue to remain low, expertise research and report anticipate additional reductions to spending and jobs before things start to get better. This paper is to examine and identify the important factors that motivate efficient work of employees of Cuu Long Joint Operating Company (hereinafter refer as Cuu Long JOC), especially those who are working as off-shore engineers, in the context of unpredictable events and changes of the industry. A total number of 119 respondents were randomly selected from the entire staff, focusing on the Off-shore Construction and Operation Division of the company. Exploratory factor analysis and multiple regression method were used to determine the factors that affect engineers’ performance at workplace. Findings from the study revealed that the elements selected through several literature reviews are major determinants of engineers’ performance are Supervisory, Salary and Payment, and Work itself. Therefore, efforts should be made to motivate engineers to prolong their working at Cuu Long JOC in the long run by implementing policies that focus on their interests and needs in order to improve daily performance and simultaneously encourage them to accomplish organizational goals. This will obviously enhance the morale of engineers and hence appeal more talents to contribute to the Company and furthermore, the fluctuating oil and gas industry.
Vietnam’s oil and gas industry has already experienced significant impact to its labor force since the price of oil started its downtime. If oil prices continue to remain low, expertise research and report anticipate additional reductions to spending and jobs before things start to get better. This paper is to examine and identify the important factors that motivate efficient work of employees of Cuu Long Joint Operating Company (hereinafter refer as Cuu Long JOC), especially those who are working as off-shore engineers, in the context of unpredictable events and changes of the industry. A total number of 119 respondents were randomly selected from the entire staff, focusing on the Off-shore Construction and Operation Division of the company. Exploratory factor analysis and multiple regression method were used to determine the factors that affect engineers’ performance at workplace. Findings from the study revealed that the elements selected through several literature reviews are major determinants of engineers’ performance are Supervisory, Salary and Payment, and Work itself. Therefore, efforts should be made to motivate engineers to prolong their working at Cuu Long JOC in the long run by implementing policies that focus on their interests and needs in order to improve daily performance and simultaneously encourage them to accomplish organizational goals. This will obviously enhance the morale of engineers and hence appeal more talents to contribute to the Company and furthermore, the fluctuating oil and gas industry.
ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Background and Motivation 1
1.2 Research Purpose, Objectives and Questions 4
1.3 Research Scope 4
1.4 Definition of terms 5
Chapter 2 Literature Review and Research Hypotheses 6
2.1 Motivation definitions 6
2.2 Motivation theories 8
2.2.1. Herzberg’s Motivation – Hygiene Theory 8
2.2.2. Deci and Ryan’s Self-determination Theory 10
2.3. Motivation of engineers at work 12
2.3.1. The Engineering Profession 12
2.3.2. Motivation of Engineers as a Professional Group 13
2.4. The Relationship between Autonomy and Motivation 14
2.5. The Relationship between Feedback and Motivation 18
2.6. The Relationship between Competence and Motivation 20
2.7. The Relationship between Pay and Promotion and Motivation 22
2.8. The Relationship between Rewards/Benefits and Motivation 24
2.9. The Relationship between Operating procedures and Motivation 25
2.10. Research framework 26
Chapter 3 Research Methodology 29
3.1 Research methods 29
3.2 Population and Sampling 30
3.3 Research Instrument 31
3.4 Reliability and Validity 32
3.5 Data Collection Procedure 34
3.6 Data Processing 35
Chapter 4 Data Analysis and Findings 37
4.1 Descriptive Analysis 37
4.1.1 Respondent profile: 37
4.1.2 Descriptive statistics: 41
4.2 Reliability Analysis 47
4.3 Exploratory Factor Analysis 49
4.4 Regression Analysis 55
Chapter 5 Conclusions, Implications and Recommendations 58
5.1 Conclusions 58
5.2 Implications for administration: 60
5.3 Recommendations for future research: 64
References 65
APPENDIX 1 69
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