MASTER OF BUSINESS ADMINISTRATION
INTERNATIONAL PROGRAM

RESEARCH PROJECT
(BMBR5103)
March, 2017

RESEACH PROJECT ABOUT
JOB SATISFACTION WITH SUPERVISOR AT
VINGROUP (VIET NAM)

STUDENT’S FULL NAME

: DOAN NGOC BAO TRAN

STUDENT ID

: CGS00019909

INTAKE

: SEPT.2015

ADVISOR

: (DBA) NGUYEN THE KHAI

ADVISOR’S NAME & TITLE

: DBA NGUYEN THE KHAI

ADVISOR’S ASSESSMENT

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ADVISOR’S SIGNATURE
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(March 2017)
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NGUYEN THE KHAI (DBA)


ACKNOWLEDGMENTS

Firstly, I am very grateful to my advisor Dr. Khai Nguyen, has provided
guidance, suggestions and support me throughout the course of this research

project.
Thanks to dedicated guidance, invest time and dedication throughout the
process of researching, reminding and giving valuable tips to help me
understand and complete my dissertation.
In the process of implementation, despite the exchange and acceptance of the
comments of teachers and friends, consult many documents and make every
effort to perfect the thesis, but can not avoid mistakes.
I pledge that this economic master's thesis is my own research, drawn from the
study and practical research of the past. The information and data used in the
dissertation are completely honest.
I am look forward to receiving feedback from teacher and schoolmate.
Sincerely thank.
Doan Ngoc Bao Tran,


CONTENTS

CHAPTER ONE
1

ABSTRACT

1

INTRODUCTION

1

About VINGROUP


2

a. History and Major Achievements

3

b. Vision – Mission – Core Values

8

2

Organization structure and Corporate Culture

11

3

Research problem statement

16

4

Research objective

17

5


Research scope

17

6

Significance of research

18

CHAPTER TWO

LITERATURE REVIEW
7

CHAPTER THREE
8

9

Definition of Constructs

18
18

a. Supervisory Support

18

b. Developmental Experiences


20

c. Job Role

21

d. Goal and Process Clarity

22

e. Job Satisfaction with Supervisor

23

RESEARCH MODEL AND HYPOTHESE
Research Model

24
24

a. Dependent Variables

24

b. Independent Variables

24

Constructs

a. Key Constructs
b. Other Constructs

25
25


10

Research Hypotheses

25

11

Instruments

32

12

Research participants

36

13

Procedure for Data Collection and Analyze

36


CHAPTER FOUR

ANALYSIS AND RESULTS

39

14

Reliability Analysis

39

15

Descriptive Analysis

42

16

Correlation of all variables statistics

42

17

Hypotheses testing

44


CHAPTER FIVE

CONCLUSION

48

18

Summary and discussion

48

19

Limitations and further research recommendation

49
51

REFERENCES
APPENDIX 1

SURVEY

53

APPENDIX 2

PRESENTATION


58


FIGURE & TABLE
FIGURE
Figure 1

Vingroup’s Summary Achievements

8

Figure 2

Vingroup Organizational Structure

11

Figure 3

Vingroup Shareholders Structure

12

Figure 4

Proposed Research Model of Job Satisfaction with Supervisor

24


Table 1

Supervisory Support Scale

32

Table 2

Developmental Experiences Scale

33

Table 3

Job Role Scale

34

Table 4

Goal and Process Clarity Scale

35

Table 5

Job Satisfaction with Supervisor

36


Table 6

Cronbach’s Alpha - Internal Consistency

39

Table 7

Cronbach’s Alpha of Supervisory Support

39

Table 8

Cronbach’s Alpha of Developmental Experiences

40

Table 9

Cronbach’s Alpha of Job Role

40

Table 10

Cronbach’s Alpha of Goal and Process Clarity

41


Table 11

Cronbach’s Alpha of Job Satisfaction with Supervisor

41

Table 12

Summary of Cronbach’s Alpha of the Variables

41

Table 13

Descriptive statistics

42

Table 14

Correlation statistics

42

Table 15

Model summary of H1

43


Table 16

Coefficients of H1

44

Table 17

Model summary of H2

44

Table 18

Coefficients of H2

45

Table 19

Model summary of H3

45

Table 20

Coefficients of H3

46


Table 21

Model summary of H4

46

Table 22

Coefficients of H4

47

TABLE


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ABSTRACT
First of all, I would like to introduce myself, as an employee of Vingroup. Because
being an employee in the corporation, I have a lot of feeling about the working
environment, people, and every aspect of Vingroup's business.
So my research goal is to find the factors that affect employee satisfaction in the
workplace of Vingroup Group leaders in general and the work environment in
particular.
This research project will use business research methods to determine employee
satisfaction for the leader and for the job, the key factors that affect employee
satisfaction. And this study was conducted quantitatively with the source data of the
survey questionnaires sent to 500 employees working at Vingroup to collect opinions

and comments on the level of satisfaction in work and superior of their.
The results of these surveys will be analyzed statistically by SPSS software version
22 (copyrighted by IBM). The hypothesis of this study is composed of five
structures: one dependent (Job Satisfaction with Supervisor) and four independent
(Supervisor Support, Developmental Experiences, Job Role, Goal and Process
Clarity) structures, and I hope the results of this research will help the CEO at my
company where I am working, further, the Vingroup 's Management has several
reference perspectives in human resource management to improve the quality of
management based on employee job satisfaction for manager, corporate leaders, as
well as Corporate management is well aware that the satisfaction of employees with

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their superiors, with their work, will greatly affect their productivity, working
performance, affecting the overall development of the corporation.

CHAPTER ONE: INTRODUCTION
1. About VINGROUP
Vingroup Joint Stock Company (Vingroup JSC),
formerly known as Technocom, was founded in
Ukraine in 1993 by an ambitious group of Vietnamese
youths. Technocom began with food production and
quickly found great success with the Mivina brand.
During the early years of the 21st century, Technocom was ranked among Ukraine’s
Top 100 largest and most influential companies. In 2000, Technocom - Vingroup

returned to Vietnam with ambition to contribute the country’s development.
Emphasizing sustainable long-term development, Vingroup initially focused
investments on real estate and hospitality through two key brands, Vincom and
Vinpearl. Ten years of hard work and dedication turned Vincom into one of
Vietnam’s premier real estate brands with a number of mixed-used developments in
major cities, combining modern shopping malls, offices and luxury apartments in a
single complex, leading the trend towards smart, eco-luxury urban projects in
Vietnam. Alongside Vincom Vinpearl has also become the leader in Vietnam’s
tourism industry, featuring international 5-star and above hotels, resorts, beach villas,
amusement parks and golf courses.

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In January 2012, Vinpearl JSC merged into Vincom JSC to form Vingroup JSC. The
new structure ensures sustained development and allows Vingroup to focus on
developing its strategic brands:
Vinhomes (Luxury serviced apartments and villas)
Vincom (Premium shopping malls)
Vinpearl (Hotels & Resorts)
Vinpearl Land (Entertainment)
Vinmec (Healthcare services)
Vinschool (Education)
VinCommerce (VinMart, VinPro, Adayroi, VinDs...)
Almaz (The International Cuisine & Convention Center)
VinEco

Vingroup continues to pioneer and lead consumer trends in each of its businesses
introducing Vietnamese consumers to a brand new, modern life-style with
international-standard products and services. Vingroup has created a respected, wellrecognized Vietnamese brand and is proud to be one of the nation’s leading private
enterprises.
With these achievements, Vingroup is recognized as one of the most dynamic,
successful, well-capitalized companies in Vietnam, well-positioned for international
integration and comparable to the best regional and global peers.
a. History and Major Achievements

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2001

July 2001, Hon Tre Trading &
Tourism Ltd Company was
established in Nha Trang, Khanh
Hoa - a region known for
beautiful beaches, fine and clean
sand, clear ocean water and mild
temperatures year round. Nha
Trang bays and nearby attractions such as the Van Phong Gulf and the Nha Phu
Swamp gave the area high potential for tourism. The 5-star Vinpearl Resort Nha
Trang hotel was one of the very first projects undertaken by the company.



2002

Vincom Joint Stock Company,
formerly known as Vietnam
Commercial General Joint Stock
Company,was officially tablished
on May 3, 2002 in Hanoi. Vincom
was engaged in residential, retail,
and commercial real estate, along
with construction and trading.

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2002

Construction of the Vinpearl Resort
Project (1st phase) commenced with
an initial investment of VND 430
billion.


2003


Vinpearl Resort Nha Trang opened
with 255 five-star hotel rooms,
turning the arid Hon Tre Island into
the lush Vinpearl resort area –
attracting new visitors and fueling
the robust growth of Nha Trang’s
tourist industry.


2004

November 2004 Vincom Center Ba
Trieu officially opens Vincom
Center Ba Trieu officially opens and
introduced modern retail to Hanoi
residents.


2006

The Final Round of Miss Vietnam 2006 successfully concluded at Vinpearl Land
Nha Trang.

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Successfully hosted the Ministerial and Vice-ministerial Conference of FinancialTourism Sectors under the framework of APEC.
Successfully hosted the Women of 21st Century Contest, Sao Mai (Morning Star)
Television Singing Contest and the 16th “Charming Vietnam” Gala.


2007

March 10 Opened Vinpearl cable
car systems – the world’s longest
sea-crossing cable car system,
spanning 3,320 m long and
connecting Hon Tre Island to Phu
Quy harbor. From the ideal height of the cable car, visitors enjoy the panorama of a
beautiful Nha Trang city embraced by meandering beaches and the paradise-like
beauty of Nha Trang bay, making it a must-see destination for most tourists.
Opened the Deluxe building – Vinpearl Resort Nha Trang, increasing the number of
five-star rooms to 485.
Successfully organised the first Miss Vietnam World in Vinpearl Nha Trang, to
firmly establish Vinpearl’s reputation as “the island for beauty and events”.


2011

Febuary, Opening of the Vincom
Real

Estate

Trading


Center

Officially opened the Vincom Real
Estate

Trading

Center

–

an

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international-standard real estate
trading floor on Level 4, Vincom
Center Ba Trieu, 191 Ba Trieu,
Hanoi.
-

March

Introduction


of

Vincom-branded shopping mall
chains:

Vincom

Center

and

Vincom Mega Mall. Introduced Vincom-branded shopping-malls development
strategy: Vincom Center and Vincom Mega Mall to be developed in key urban areas
in
-

Vietnam.
June, the Company’s USD 100 million of international convertible bonds

issued in 2009 were converted into shares or settled.
-

November, Handover of Vinhomes Riverside villas and the premises of

Vincom Center Long Bien.
The Vinhomes Riverside villas (Vincom Village) with finished bare-shell
construction were successfully handed over to the sub-developers; Premises of
Vincom Center Long Bien - Shopping Mall were handed over to tenants.
-


December, Grand Opening of Vincom Center Long Bien. Grand Opening of

Vincom Center Long Bien - Vinhomes Riverside Eco-urban Area in Hanoi;
Vingroup’s Head Office was relocated to Vinhomes Riverside Eco-urban Area in
Long Bien District, Hanoi.

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b. Vision – Mission – Core Values
Vision
-

With pioneering aspirations and a long-term investment strategy, Vingroup

positions itself as the property developer and retailer in Vietnam, with growing
reputation and position on the global economic map and a portfolio of quality
products and services.
Mission

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To create a better life for the Vietnamese people
Core Values
"CREDIBILITY - INTEGRITY - CREATIVITY - SPEED - QUALITY HUMANITY"

 CREDIBILITY
-

Vingroup places utmost importance on building its Credibility. The Group

believes Credibility is a competitive advantage and vigorously protects its Credibility
as one would protect one’s honor.
-

Vingroup is fully prepared to execute its plans and spares no effort in meeting

its commitments, even going beyond the expectations of customers and partners,
particularly on those related to product quality – services and implementation
progress.
 INTEGRITY
-

Vingroup considers Integrity an important foundation of its business. We

comply fully with the law and maintain the highest level of professional and social
ethics.
-

Vingroup adopts a customer-centered approach, in which the Group places the


interests and wishes of the customers above its own. Vingroup strives to provide its
customers with the best products and services, and considers customer satisfaction as
the measure of success.Vingroup upholds a customer-service approach, and only
takes on a task when the Group is confident of its execution capability.
 CREATIVITY

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Vingroup considers Creativity as the source of vitality and innovation in each

of its products and services. Creativity enables the Group to deliver on its philosophy
of “Dare To Think, Dare to Do” aimed at building an organization eager to learn and
to apply modern scientific and technical technologies into its production and
management. The Group always looks into improving its efficiency and enhancing
the quality of its products and services.
-

Vingroup promotes the development philosophy of a "Learning enterprise" in

which its employees are not afraid to learn, to self-study and to overcome their limits.
 SPEED
-


Vingroup considers “Speed and efficiency in every activity” as our guiding

principle and “Fast Decision – Fast Investment – Fast Deployment – Fast Sales – Fast
change and Quick Adaptation” as our core value.
-

Vingroup believes that “Glory goes to those who meets deadline”. Vingroup

understands the importance of speed whilst upholding its commitment to quality.
 QUALITY
-

Vingroup aims to gather the best people to deliver the best products and

services and to contribute to building the best society.
-

Vingroup strives to develop a force of effective and efficient human capital

with sound Ethics and Knowledge, where each member is an expert in his field.
-

Vingroup believes that: The Group must be like a healthy and well-shaped

body without redundant fat. We attract and retain the right person for each position,
allowing each employee to grow in their role or face elimination if unsuited.

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 HUMANITY
-

Vingroup fosters close relationships with our customers, business partners,

colleagues, investors and society with goodwill, compassion and a humane spirit.
-

We value employees as our most important resource; we build a professional,

dynamic, creative and compassionate work environment, and provide a superior
compensation package and fair development opportunities to all employees.
-

Vingroup fosters “Harmony” based on fairness, integrity and compassion. The

Group values teamwork, solidarity, discipline and loyalty, and demonstrates
corporate social responsibility that harmonizes corporate goals with community
contributions.
2. Organizational structure and Corporate culture

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Figure 2: Vingroup Organizational Structure

Figure 3: Vingroup Shareholder’s Structure
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Corporate Culture
To understand Vingroup I would like to introduce the working culture at Vingroup
which is specified in the following six articles and requires affiliated employees to
belong and comply strictly with:


For the country, society
- Love and promote national pride.
- Superior rule of law.
- Strive for the highest achievements in the work to achieve outstanding
achievements, thereby contributing actively to the cause of national
construction and enhance the image of the nation on the international scene.
- Active participation in social activities, charity to help those in difficult
circumstances.
- Living and positive thinking, showing a high level of culture, thereby
contributing to the development of social civilization.
- Save resources and protect the environment.




For work
- Trust in the values of the corporation: discipline and principles of the
system.
- Love, enthusiasm, positive thinking and attitude towards the job.
- Be proactive, dedicated, and not shy away from responsibility.
- Honesty, bravery, wins not arrogant, defeat not frustrated.

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- Always learn, listen, share to improve yourself, and improve quality, speed
and efficiency.
- Willing to accept the challenges and tasks assigned, dare to commit and
face to do to the end.
- Get the mindset and service spirit as the foundation for every activity:
committed to providing the highest quality of service to partners, customers
and colleagues.
- Always set standards, high demands for quality, efficiency and resolute not
compromise with unsatisfactory cases.
- Work plan: creative, flexible and always looking for solutions to
accomplish well assigned tasks.
- Willing to apologize for mistakes: do not blame, do not excuse the reasons
to justify the wrong work, always thank the person who pointed out
mistakes to you.

- Ability to change in order to adapt to the strong change of society, the environment inside and outside the corporation.
- Together to build and protect the brand, the prestige of the group:
confidential information and loyalty to the cause of the corporation.
- Vingroup is a second home where you stick and work every day.


For colleagues
- Unite, cooperate fully for common goals, common tasks.

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- Respect, friendly with colleagues but not afraid to fight against misconduct
or corporate culture.
- Be willing to help and support your colleagues when it is difficult to be able
to complete the task well.
- Willingness to contribute ideas and comments in the spirit of building,
actively sharing experience and knowledge.
- Focus on training and opportunities for subordinates to develop.


For customers
- Deeply aware that the customer is the person who benefits the corporation
and pays his or her salary.
- Always have a friendly attitude, respect, respect, and wholeheartedly
support customers.

- Keep credibility with customers in all words and actions.
- Always listen to your customers' needs: balancing the interests of your
customers with the interests of the group.
- Constantly trying to improve the quality of service to satisfy customers.
- To catch the trend and proactively create products and services that leads
the market to give customers outstanding value.



For partners
- Respect and cooperate in the spirit of mutual benefit.
- Keep faith; focus on building and developing sustainable cooperation.



For competitors

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- Healthy competition is a driving force for sustainable business
development.
- Be aware of the market, learn from the competition itself.
- It is important to motivate your competitors to grow, that is to promote the
development of the corporation, thereby promoting the development of
society.

3. Research Problem statement
The current economic downturn has led to a decline in sales; many businesses fall
into bankruptcy, the market of active enterprises is shrunk a lot. The satisfaction and
cohesion of the workers, without any debate, has a significant impact on the business
performance of the business. Less satisfaction is less dedication, less creativity, less
work efficiency. Worse still, it brings a "virus of dissatisfaction" spreading within the
enterprise, causing a negative impact on other employees. The employees are not
satisfied, in some cases, the messenger can send bad news to customers, partners of
the Company. Therefore, control and timely impact on the satisfaction and cohesion
of employees is something that business leaders cannot ignore.
However, the business owners said that satisfaction and cohesion is a sensory factor,
very difficult to measure. And "what is not measurable is incomprehensible,
incomprehensible, uncontrollable, uncontrollable, improves." Their actions on this
matter are ... ignored. But reality is satisfied and cohesion is a measurable,
quantifiable element. The measurement is done in the form of a direct survey of staff
(staff) with scientific questions, with high reliability and accuracy. The results of the

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survey will be a good indication for leaders to have timely responses to improve
employee satisfaction, engagement, and increased business efficiency.
4. Research Object
When I was at Vingroup, I realized the importance of employee satisfaction for my
boss, my job, my company environment, and it directly affected my work ethic. ,
Laziness, lack of enthusiasm and passion. This is evident through irresponsible work,

ever-changing staff, and a rapid increase in the percentage of employees quitting
every year. Vingroup has become an unstable working environment as assessed by
workers, as it does not guarantee their peace of mind when working at Vingroup.
Beside, Vingroup also lost a lot when not training staff enthusiasm, long-term
commitment, costly recruiting and recruiting new training. Therefore, this is a
problem that Vingroup leaders have had to consider and consider in the process of
reforming the company's welfare, welfare and personnel management.
I believed that the findings of the study will provide an overview of personnel,
organization, leadership, regime, culture, and how to manage internally to influence
the rate. Vingroup's revenue is increasing. Then it is maintaining its talent to realize
the vision of being a leading Vietnamese company in the multi-disciplinary field.
5. Research Scope
The scope of research is for the entire employees include: General Director, Vice
General Directors, managers, subordinates and employees working at Vingroup, it
does not include: Chairman, Board of Directors, and Shareholder.

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A series of formed questionnaire was distributed to each employee with clear
instructions and guidelines for fulfillment.
The survey scope is within the territory of Vietnam, which includes 500 employees
of Vingroup.
Contents of this research are only including factors influencing to Job Satisfaction
with Supervisor at Vingroup; it does not have intention of re-structuring, changing
and replacing the employees.

This survey was conducted from 1 Feb to 28 Feb, 2017.
6. Significances of research
This research will help CEO, Directors; managers understand and are more aware of
the importance of job satisfaction with supervisor and company. That is the most
important factor to show the effectiveness of the policy, the organization operating
concept in human matters.
Besides significant management, it also improves employee loyalty to the
organization and further, employees will be loyal to the shareholders of the company,
contributed to the financial strength of the companies increasingly stronger in the
future.

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CHAPTER TWO: LITERATURE REVIEW
7. Definition of constructs
a. Supervisory Support
It was developed by Greenhaus, Parasuraman, and Wormley (1990) to assess
employee perceptions of the extent to which they receive supervisory support in their
job. In general, supervisory support may include career guidance, performance
feedback, challenging work assignments, a work opportunity that promote employee
development and visibility, supervisory support correlated positively with
perceptions of acceptance, job discretion, job performance in terms of be tasks and
relationships, employee promo ability, and career satisfaction.



Supervisor support is defined as the extent to which leaders value their
employees’ contributions and care about their well-being. A leader with high
supervisor support is one that makes employees feel heard, valued, and cared
about. Although it sounds simple, providing this kind of support is one of the
hardest transitions to make when promoted from employee to supervisor. The
move from “process expert” to “motivational leader” is possibly one of the
largest steps one can take in his/her working life. If you are a supervisor or
manager, take a minute to reflect on how you handled this hurdle. Was it
easy?



So why is supervisor support so important for effective leadership? Because it
is one of the key behaviors that effective leaders develop as soon as they move
from individual contributor to manager. (In fact, it leads to positive outcomes

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