臺灣博碩士論文加值系統

Motivation plays a very important role for organizations in both public and private sector. Motivated employees are more to be more productive, loyal, and less negative behaviors. Therefore, this study was conducted to assess the factors affecting working motivation of officers in departments, committees and sector in Quang Ninh, Vietnam. The research has established a model for assessing the seven factors affecting the working motivation of officers, including: (1) salary, (2) reward, (3) promotion, (4) supervision, (5) office culture, (6) staff downsizing and (7) corruption. The research methodology is a structured questionnaire survey for officers.
The data collected was cleaned and analyzed using multivariate analysis methods such as Descriptive statistics, Cronbach's Alpha, EFA Analysis, Peason correlation analysis, Regression analysis and differential groups comparison (T-test and ANOVA).
A survey of 158 officers who are working in departments, committees and sector in Quang Ninh, Vietnam revealed that 4 out of 7 factors actually affect the working motivation of officers, include: (1) reward, (2) promotion, (3) supervision, (4) corruption, 3 out of 7 factors have no apparent effect on working motivation of officers (not statistically significant), including: (1) salary, (2) office culture, (3) staff downsizing.
Comparative group analyzes showed no difference in working motivation of officers by job position, age, sex, education or income level. Through research results, the research presents four main groups of measures to improve the working motivation of officers, including: (1) improving the supervisory factor, (2) establish promotion policy, promotion of efficiency, (3) reduce corruption, and (4) develop appropriate reward policies.
Finally, the research also offers scientific and practical contributions as well as the limitations of research and suggests future research directions.

Motivation plays a very important role for organizations in both public and private sector. Motivated employees are more to be more productive, loyal, and less negative behaviors. Therefore, this study was conducted to assess the factors affecting working motivation of officers in departments, committees and sector in Quang Ninh, Vietnam. The research has established a model for assessing the seven factors affecting the working motivation of officers, including: (1) salary, (2) reward, (3) promotion, (4) supervision, (5) office culture, (6) staff downsizing and (7) corruption. The research methodology is a structured questionnaire survey for officers.
The data collected was cleaned and analyzed using multivariate analysis methods such as Descriptive statistics, Cronbach's Alpha, EFA Analysis, Peason correlation analysis, Regression analysis and differential groups comparison (T-test and ANOVA).
A survey of 158 officers who are working in departments, committees and sector in Quang Ninh, Vietnam revealed that 4 out of 7 factors actually affect the working motivation of officers, include: (1) reward, (2) promotion, (3) supervision, (4) corruption, 3 out of 7 factors have no apparent effect on working motivation of officers (not statistically significant), including: (1) salary, (2) office culture, (3) staff downsizing.
Comparative group analyzes showed no difference in working motivation of officers by job position, age, sex, education or income level. Through research results, the research presents four main groups of measures to improve the working motivation of officers, including: (1) improving the supervisory factor, (2) establish promotion policy, promotion of efficiency, (3) reduce corruption, and (4) develop appropriate reward policies.
Finally, the research also offers scientific and practical contributions as well as the limitations of research and suggests future research directions.

ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Background and Motivation 1
1.2 Quang Ninh Provincial Government 2
1.3 Research Purpose 4
1.4 Research Scope and Limitations 4
1.5 Structure of the Thesis 4
Chapter 2 Literature Review 6
2.1 Definition of Motivation 6
2.2 Type of Motivation 6
2.2.1 Intrinsic Factors that Influence Motivation 7
2.2.2 Extrinsic Factors that Influence Motivation 7
2.3 Impact of Employee Motivation on Employee Performance 7
2.4 Theories for Work Motivation 9
2.4.1 Maslow Theories 9
2.4.2 Herzberg Theories 10
2.4.3 Porter & Lawler Theories 11
2.4.4 Vroom Theories 12
2.4.5 Hackman&Oldham Theories 13
2.4.6 Job Descriptive Index 14
2.5 Factors Affect Working Motivation 15
2.6 Research Framework 18
2.7 Research Hypothesis 18
Chapter 3 Research Methodology 20
3.1 Research Design 20
3.1.1 Qualitative Research 20
3.1.2 Quantitative Research 21
3.2 Research Process 21
3.3 Research Methodology 22
3.4 Research Sampling 23
3.5 Questionnaire and Scale 23
3.5.1 Questionnaire Interview 23
3.5.2 Questionnaire Scale 23
3.5.3 Questionnaire Design 23
3.6 Data Analysis Techniques 25
Chapter 4 Research Results and Analysis 28
4.1 Demographic Information 28
4.2 Descriptive Analysis 29
4.3 Reliability Analysis 30
4.4 Factor Analysis 33
4.4.1 EFA for Independent Variables 33
4.4.2 EFA for Dependent Variables 36
4.5 Pearson Correlation Coefficient 37
4.6 Regression Analysis 38
4.7 ANOVA Analysis 41
4.7.1 ANOVA Analysis about Gender 41
4.7.2 ANOVA Analysis about Age 41
4.7.3 ANOVA Analysis about Income 43
4.7.4 ANOVA Analysis about Working Experience 44
4.8 Research Discussion 45
Chapter 5 Conclusions and Recommendations 48
5.1 Conclusions 48
5.2 Recommendation 48
5.2.1 Supervision 49
5.2.2 Promotion 50
5.2.3 Corruption 51
5.2.4 Reward 52
5.3 Research Contribution 53
5.4 Limitation of this Study 53
References 55
APPENDEX 1: QUESTION LIST 60

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II. Domestic materials
1. Department of Home Affairs of Quang Ninh province, 2017. Report on statistics and quality of cadres and civil servants of Quang Ninh province.
2. Department of Home Affairs of Quang Ninh province, 2017. Evaluation report on cadres and civil servants in Quang Ninh province.
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