TTLV: Employee engagement with the organization and influencing factors

1. Student's full name:Bui Thi Thu Ha2. Gender:Female

3. Date of birth: 09/03/1993

4. Place of birth:Hai Phong

5. Decision on student admissionDecision No. 3683/2015/QD-XHNV dated December 31, 2015, of the Rector of the University of Social Sciences and Humanities, Vietnam National University, Hanoi.

6. Changes in the training process:Are not

7. Thesis title:Employee engagement with the organization and influencing factors.

8. Major:PsychologyCode: 60 31 04 01

9. Scientific supervisor:Assoc. Prof. Dr. Le Thi Minh Loan – Department of Psychology – University of Social Sciences and Humanities – Vietnam National University, Hanoi.

10. Summary of the thesis results:

This study on employee organizational commitment and influencing factors surveyed 155 employees at the HOCMAI Education System, located on the 4th floor of building 25T2, Nguyen Thi Thap Street, Trung Hoa Ward, Cau Giay District, Hanoi City. The survey results showed that the level of organizational commitment among employees at the HOCMAI Education System was generally moderate (Mean = 3.57, Standardized = 0.43), with 15.5% of employees having high commitment, 68.4% having medium commitment, and 16.1% having low commitment. Among the components of organizational commitment, commitment based on benefits was the strongest, followed by commitment based on responsibility, and the weakest was emotional commitment. There was a relatively strong correlation between the different aspects of commitment.

Not all factors related to individual employees influence their commitment to the organization within the HOCMAI Education System. Factors such as age, job position, and years of service affect employee commitment within the HOCMAI Education System, with years of service having the strongest impact on organizational commitment (β=0.3). Specifically:

+ Emotional bonding is influenced by factors such as gender and years of service.

+ The alignment of interests is unaffected by any external factors.

+ Responsibility is linked to the influence of years of service.

All enterprise-related factors have a certain influence on employee organizational commitment. The strongest impact comes from job characteristics (β=0.69). The components of organizational commitment are influenced by all enterprise-related factors, including:

Emotional engagement has a greater influence than job characteristics, salary, or relationships with colleagues.

+ The alignment of interests is more heavily influenced by factors such as job characteristics, benefits, and salary.

+ Commitment to responsibility is more heavily influenced by factors such as job characteristics, salary, praise, and recognition of achievements.

11. Practical applications:

The research findings of this thesis serve as a useful reference for businesses in general and the HOCMAI Education System in particular to identify the causes and propose appropriate solutions to enhance employee engagement with the organization.

12. Future research directions:

If conditions and time permit, we will conduct further research on this topic, examining the impact of factors such as employee personality traits, corporate culture, company size, and brand on employee engagement with the organization.

13. Published works related to the thesis:Are not

INFORMATION ON MASTER'S THESIS

1. Full name:Bui Thi Thu Ha2. Sex:Female

3. Date of birth:March 9, 1993

4. Place of birth:Hai Phong City.

5. Decision number:3683/2015/QD-XHNV on December 31, 2015 issued by Rector of University of Social Sciences and Humanities, Vietnam National University, HaNoi.

6. Changes in academic process:None

7. Official thesis title:Commitment to the organization of employees and influence factors.

8. Major:JournalCode:60 31 04 01

9. Supervisors:Associate Professor Le Thi Minh Loan - Faculty of Psychology - University of Social Sciences and Humanities - Vietnam National University, Hanoi.

10. Summary of the thesis's findings:

Research on commitment to the organization of employees and influence factors has the number of survey participants of 155 employees at HOCMAI Education System, at 4 floor, 25T2 Building, Nguyen Thi Thap Street, Trung Hoa Ward, Cau Giay District, Hanoi City. Results show the moderate level of commitment to the organization of employees in the HOCMAI Education System (mean = 3.57, SD = 0.43), 15.5% of which is at high level, 68.4% is at average and 16.1% is at low level. Among the components of commitment to the organization of employees construct, continuance commitment plays the biggest role then came the standard commitmentand the emotional commitment. There are moderate correlation between the three components of commitment to the organization of employees construct.

Not all personal factors affect employees' commitment in the HOCMAI Education System. Age, working position and seniority affect the level employees' commitment in the HOCMAI Education System, in which the seniority factor impacts the most to the commitment. Be more specific:

+ Affective commitment is influenced by sex, work position and seniority.

+ Continuance commitment is not affected by any factor.

+ Normative commitment is influenced by work position and seniority.

The influence factors related to the enterprise have impacts on employees' commitment. The most significant factor was job characteristics (β = 0.69). The components of employees' commitment construct are affected by all the elements of the enterprise in which:

+ Affective commitment is affected by job characteristics and wages, relationships with colleagues.

+ Continuous commitment is affected by job characteristics, welfare, wages.

+ Normative commitment is affected by job characteristics, salary, praise, and recognition of performance.

11. Practical applicability:

The study results provide useful references for enterprises in general and HOCMAI Education System in particular in order to find out the causes and propose suitable solutions to enhance the employees' commitment.

12. Further research directions:

If we have conditions and time, we will study further to find out the influence of the personality characteristics of employees, corporate culture, the size of the business, the brand... on the employees' commitment.

13. Thesis-related publications:None