Southern Taiwan University of Science and Technology Graduate School of Business Adminstration Master’s Thesis Factors of Faculty Members’ Satisfaction Impacting on the Education and Training in Lac Hong University, Vietnam Graduate Student: Nguyen Nhu Thang 研究生: 阮如勝 Advisor: Dr Lin, Yu-Li 指導教授: 林育理 2013 ABSTRACT Recent studies carried out in a number of countries have drawn attention to the degree of job satisfaction among teachers and have shown that the human resources of educators are the most important group of professional for the nation’s future The current study aims to analyze the factors that are closely associated with teachers’ job satisfaction as well as to investigate the possible influence of individual background variables upon teaching career In this study, we implemented the investigation by surveying job satisfaction among Faculty Members of Lac Hong University, Vietnam The data are carried out by using multiple statistical analyses, including exploratory factor analysis, reliability analysis, multiple linear regressions, and correlations analysis The results show that Administration, Compensation and Human Relation are factors that have the strongest impact on the overall satisfaction These research findings have emphasized the necessity of conducting more researches on job satisfaction of educators The findings also provide useful implications for educational policies with the goal in terms of teachers’ teaching satisfaction, improving teaching and learning quality, and stabilizing the teachers who can retain in education and reducing the turnover rate Key words: Job Satisfaction, Teaching and Learning Quality, Teacher Job Satisfaction, Educational Background i ACKNOWLEDGMENTS First and foremost, I would like to express my deepest gratitude to my supervisor, Lin, Yu-Li, PhD for his excellent guidance, caring, patience, and providing me with an excellent atmosphere for doing research His wisdom, knowledge and commitment to the highest standards inspired and motivated me What I have learnt from him, is not only academic course, including research method, academic writing and perfect computer skills, etc., but also the social skills, self-research management and benefit advices for my life, and so on Therefore, I highly appreciate my advisor’ efforts and support in inspiring my research I would like to express much-hearted thanks to … With their knowledgeable and intelligent comments, the current dissertation is much better refreshed with a lot of new ideas and views I am so deeply appreciative that I can develop more of my ambition from their precious suggestions in my life I am particularly grateful for the assistance given by classmates, who taught me the software SPSS from basic to advance They have given me a lot of constructive comments and valuable suggestions in all the way long I wish to acknowledgment the help provide by all my classmates and all my friends in Taiwan I would like to offer thanks to Southern Taiwan University of Science and Technology for granting me study leave and supporting me during my stay I am especially indebted to my family and friends for their love and encouragement They are always supporting me and encouraging me with their best wishes Nguyen Nhu Thang ii Contents Title Abstract i Acknowledgements ii Chapter Introduction 1.1 Introduction 1.2 Research Background 1.3 Research Objectives 1.4 Organization of the Dissertation Chapter Theory Foundation 2.1 Introduction 2.2 Excellent Teachers and their Role in Education Quality 2.3 Factors that Impact on the Quality of Teacher 2.4 Literature Review for Teacher Job Satisfaction 2.4.1 Definition for Teacher Job Satisfaction 2.4.2 Previous Researches on Teacher Job Satisfaction 2.4.3 The Impact of Teacher Job Satisfaction towards Social Context 2.4.4 Background of the Educational System in Vietnam 2.5 High Qualified or Excellent Lecturers in Lac Hong University 10 2.6 Theoretical Framework 12 2.6.1 Maslow’s Need Theory 12 2.6.2 The Herzberg’s Two- Factors Theory 12 2.7 Conclusion 12 Chapter Methodology 3.1 Introduction 12 3.2 Research Problem and Research Objectives 12 3.3 Research Hypotheses and Research Framework 14 3.3.1 Research Hypotheses 14 3.3.2 Theory Foundation for the Research Framework 3.3.3 Research Framework 15 17 3.4 Object of Survey 3.5 Data Collection Procedures 3.6 Questionnaire Design 3.7 Data Collection 3.8 Data Encoding and Inputting in SPSS 3.9 Data Analysis Method 3.9.1 Exploratory Factor Analysis 3.9.2 Reliability Analysis 3.9.3 Regression Analysis 3.9.4 Correlation Analysis 3.10 Chapter Summary 18 18 18 21 22 25 25 29 30 33 34 Chapter Data Analysis and Results 4.1 Introduction 35 4.2 Demographic analyses ………………………………………………… 35 4.3 Factors affecting employee job satisfaction 42 4.3.1 Exploratory factor analysis 42 4.3.2 Reliability analysis for measurement scales 48 4.3.3 Mean value comparisons 54 4.4 Hypothesis testing 59 4.4.1 Correlation Analysis …………………………………………… 59 4.4.2 Regression Analysis ……………………………………………… 60 4.4.3 The summary of hypothesis testing ……………………………… 64 4.5 Summary Chapter 65 Research implication and Conclusions 5.1 Introduction 66 5.2 Discussions and implications 67 5.3 Research contributions 71 5.4 Limitations and future Researches 71 5.5 Conclusions …………………………………………………………… 72 73 Reference Appendix Questionnaire English and Vietnamese version Part General Information Questions 76 Part Questions of Satisfaction and Importance 77 Part Question of Overall Satisfaction Level 78 Phần Câu hỏi thông tin chung 79 Phần Câu hỏi đánh giá mức độhài lòng 80 Phần3 Câu hỏi đánh giá chung mức độ hài lòng 81 List of Tables Table3.1 Encoding system for part and part of the questionnaire……… 22 Table3.2 Encoded system for part 02 of the questionnaire ………… 23 Table3.3 Encoded system for part 03 of the questionnaire ………… 25 Table3.4 Identify significant factor loadings based on sample size…… 28 Table3.5 Summary of criteria used in this study ……………………… 29 Table3.6 Cronbach’s Alpha-Rule of Thumb ……………………………… 30 Table 4.1 Statistics of the Sampled Teachers’ Characteristics 35 Table 4.2 KMO and Bartlett’s Test ……………………………………………… 42 Table 4.3 Total Variance Explained 43 Table 4.4 Rotated Component Matrix 45 Table 4.5 Rotated Component Matrix for the Revised Step 46 Table 4.6 Reliability Analysis for Administration 48 Table 4.7 Reliability Analyses for Working Conditions 49 Table 4.8 Reliability Analyses for Compensation 50 Table 4.9 Reliability Analyses for Human Relation …………………………… 51 Table 4.10 Reliability Analyses for Professional Development 52 Table 4.11 Reliability Analyses for Institution’s Safety 53 Table 4.12 Summary Statistic Means Value of Six Factors in Satisfaction and Important Level 55 Table 4.13 Satisfaction level on each item in FAC1 55 Table 4.14 Satisfaction level on each item in FAC2 56 Table 4.15 Satisfaction level on each item in FAC3 57 Table 4.16 Satisfaction level on each item in FAC4 57 Table 4.17 Satisfaction level on each item in FAC5 58 Table 4.18 Satisfaction level on each item in FAC6 59 Table 4.19 Correlation Analysis 60 Table 4.20 Model Summaryb 61 Table4.21 ANOVA …………………………………………………………………… 62 Table4.22 Predictors ………………………………………………………………… 63 Table4.23 Predictors2 ……………………………………………………………… 63 Table4.24 Summary of Hypotheses Testing ………………………………………… 65 5.2 Discussions and Implications Based on the findings in Chapter 4, as table 4.12 showed, we can conclude that all over the employees in LHU were satisfied with their job However, even though they feel satisfied with all the factors, their real satisfaction is lower than what they expected to receive The correlation result in table 4.19 shows that all factors are found to be significant and positive correlated with the overall satisfaction Moreover, in regression model in table 4.23, we can predict that there are three important factors that have the strongest impact on the overall satisfaction; they are Administration, Compensation and Human Relation Standardized Coefficients of Administration, Compensation, and Human Relations in table 4.23 shows that Administration factor has strongest impact on the overall satisfaction of employees in LHU Compensation comes second Human Relation comes third It has been found out that there are three important factors directly affecting to the overall customer satisfaction level of the employees towards LHU; they are Administration, Compensation and Human Relation Among the factors, Administration has the highest influence and Compensation and Human Relation come after Therefore, LHU should have their proper policies and actions to firstly increase the satisfaction level on Administration; then Compensation and finally Human Relation  Suggested solutions to enhance the satisfaction level on Administration Administration is the factors which have strongest impact on the overall satisfaction of employees Keep the workplace fair and peaceful requires much from the good leader If the leader could solve this problem, it also means the overall satisfaction level can increase For details, as Table 4.12 stating that factor Administration can meet about 95% of the employee’s expectation This indicates that factor Administration seems go very well However, satisfaction and importance ratio, as shown in table 4.13, indicates that employees need more support and encourage from administrators The next problem is the procedure for evaluating teacher and staff performance that should be noticed carefully When leaders determine the procedure for teacher performance evaluation, they tend to get strict and put hard requirements on young employee performance Moreover, the elderly also hold conservative thinking, thus they would not be flexible in case of urgency All these things may lead to some 67 dissatisfaction feelings on teachers Therefore, the procedure for evaluating teacher and staff performance should be taken carefully and effectively Finally, a good leader should consider about the influence of teacher and staff over policy and practices The organization can be only operated effectively if teacher and staff can self-recognize themselves as important resources that have scarified all their life for leaders should keep work place to be fair in all aspects: promotion, evaluation and discipline Besides, all teachers must obey the rule of the school and respect the decision making by the leaders A great leader should create his organization to become a nice, peaceful and trusted place.the development of working place In order to improve employee’s satisfaction toward organization policy, it is necessary to put their rights as priorities Leadership and Self-Assessment Evaluations are also found as one of the most important elements Good leaders should keep a good image in employees’ thinking because they give the privilege and the responsibility of managing others It is necessary to give clear instructions and decisions Besides, leaders should manage employees in such a way that their talents and skills are utilized to bring in maximum productivity in work To increase teachers’ satisfaction level, these are:  Suggested solutions to enhance the satisfaction level on Compensation Compensation, which comes second after Administration, has much impact on overall job satisfaction of employees in LHU The income of employees in LHU depends on three elements: years of working experience, education background, and position status Because of the standard and characteristic of a university, it requires high number of educated employees Besides, the salary has counted by the time of working experience and it can increase year by year The salary of people who get on high position status also may higher than the employees with the same time of working They are duly and directly paid on the 15th day after the end of the relevant month Although the employees in LHU were satisfied with the policies of income but it is still lower than their expectation The income was counted by basic salary, monthly welfare and overtime working Because of inflation and the prices of every item are increasing, they spend much more For these reasons, the employees may not concentrate on their job, it directly affected to working performance In this study, researcher suggests some solutions to solve this problem 68 As on table 4.12 and table 4.15, in regarding to Compensation, it only can meet of 89% employees’ satisfaction in comparison with what they expect about Bonuses can meet 99% of the employees’ expectation However, the two policies about Parental leaving and Flexible schedules are not suitable for the current situation of this organization They make employees satisfied only 81% and 88% respectively This table advises that LHU still need to improve these matters Parental leave is an employee benefit that provides paid or unpaid time off work to care for a child or make arrangements for the child's welfare The problem of Parental leave in LHU has been solved by the new law of Vietnamese Labour Bureau In comparison with only four month off, the new law provides more than paid month job-protected leave and also paid 100% maternity leave It assists parents that are employed prior to giving birth much more months so that they are able to care for the child Parental leave is important not only for the mother but for the father as well Paid leave gives parents the time to provide great prenatal and postnatal care, lowers accident rates and allows a great sense of bonding This will give the family the opportunity to unite, relax, and be together as a family before work and family spill over is introduced This will lead to higher job satisfaction and in return will lead to better work productivity LHU staffs are not happy with working time, especially flexible schedule According to Wiki definition of flexi-time, it is a variable work schedule, in contrast to traditional work arrangements requiring employees to work a standard a.m to p.m day Under flexi-time, there is typically a core period (of approximately 50% of total working day) of the day, when employees are expected to be at work (for example, between 11 a.m and p.m.), while the rest of the working day is "flexi-time", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours in the region of what the employer expects, and subject to the necessary work being done A flex time policy allows staff to determine when they will work, while a flex place policy allows staff to determine where they will work Advantages include allowing employees to adopt their work hours to public transport schedules, to the schedules their children have, and that road traffic will be less congested, more spread out Although flexible time brings much advantage for the organization, it is difficult to apply flexibly in LHU LHU is an organization of education, so it has different time 69 table for students and it requires teachers and staffs to obey that given time However, the leader should give priority for anyone who has emergency stuffs  Suggested solutions to enhance the satisfaction level on Human Relations Human Relation, which comes third after Administration, has much impact on overall job satisfaction of employees in LHU Based on table 4.12 and table 4.16, in regarding to Human Relation, this factor only can meet 88% of employees’ satisfaction in comparison with what they expect to receive about Human Relations at workplace LHU employees have encountered so many problems in Human Relations The satisfaction and importance ratio, which is just about 81%, shows employees’ ability of teamwork is limited Employees even feel hard in getting along well with others in the workplace (Satisfaction and Importance ratio is just about 73%) Moreover; the situation of workplace competition makes employees not happy (Satisfaction and Importance ratio is just about 85.3%) In order to improve satisfaction level, researcher suggested solutions to enhance the satisfaction level on Human Relations First, we should mention the definition of Human relations This concept refers to the study of how organizations manage and interact with their employees in their efforts to improve employee and organizational effectiveness Human relations are a broad term that includes such previously discussed subjects as leadership, organizational design, extent of decentralization, and willingness to delegate authority and responsibility In addition, it involves such fundamental issues as individual, group, and organizational needs; motivation; and attempts to improve the quality of work life To enhance this factor, it requires much effort from the leaders They must have good skills of human resources management A progressive leader can encourage socialization through team sports and outside activities to improve employees’ ability of getting along well with colleague Astute managers recognize that friendships should be encouraged and that work life needn’t be separate and distinct from one’s personal life In truth, people bring their personal lives to work each day and often talk about them with colleagues Even those who don’t share what’s going on outside the workplace bring their moods to the office Intelligent leaders and managers recognize that each employee is a whole person with a private life that accompanies him or her to work Ignoring this reality prevents leaders from learning what makes people tick Leaders can encourage employers to promote workplace friendships by creating a fund 70 to pay for employee outings, some of which include family members They also create a work environment in which people can socialize To conclude, it depends on the real situation, the leaders of LHU can think of suitable ways to improve the relationship of employees at workplace effectively 5.3 Research Contributions Based on the findings in this study, the researcher investigated job satisfaction among the employees who are working in Lac Hong University The empirical result of this research may contribute towards improving job satisfaction of employees and teachers working in the organization The study also contributed to other future researches in this field and carried practical significance The findings of this study indicate that all factors (administration, compensation, human relation, professional development and labour safety) are associated with job satisfaction Enhancing job satisfaction is the solution to increase work performance and increasing teacher’s satisfaction may prevent the risk of teacher burnout This research’s findings also remind policy-makers to recognize the fact that compensation, human relation and school’s principal for administration system are central components of effective policy-making Increasing job satisfaction at workplace means supporting more motivation for teachers who love teaching career and therefore they have enough conditions for continue for scarify for the teaching job 5.4 Limitations and Future Researches As any studies, this research is not without limitations and gaps Firstly, this survey is limited because it investigates the situation of restricted amount of respondents Next, there are some factors of organization were not mentioned and analyzed clearly in this study, such as type of university and management style, so on Further researches should include other factors in the research’s area For example, future research in this area may further examine not only university levels but also teachers at primary, secondary or high school level Similarity, a comparison of teachers’ satisfaction in public and private organization is current also a very important issue to examine by other researcher 71 5.5 Conclusions The overall development of Vietnamese Education in recent years has been improved Lac Hong University in the current study is the private university work under the control of Vietnamese Ministry of Education and Training The researcher hopes that the study will bring more accurate findings and can reflect closer with teachers’ life in other poor provinces of the nation Lac Hong University, in correlated with all kinds of universities, have been working under the education policy, issued by Ministry of Education and Training It implied that only doing an investigation on the satisfaction level of these teachers, it also can partly reflect similar situation of teachers in other organizations towards school administration, salary and compensation, policies of professional development, etc This research has found out three main factors that have strong impact on employee’s satisfaction The first one is the factor Administration, which determine the effectiveness of every organization The second factor is Human Relation Keep the workplace fair and peaceful requires much from a good leader If a leader could solve this problem, it also means the overall satisfaction level can increase The third factor is Compensation Although the employees in LHU were satisfied with the policies of income but it is still lower than their expectation The solutions for this issue are still studying by many researchers in the context of inflation, which affects on the economy and the difficulties of government, which have to spend a great deal of money fighting on everything Above all, the employees always hope their boss to have equal treatment for anybody Besides, the approval of opinion and rewards for good performance aim to encourage employee seem motivate them to work hard Finally, to increasing level of job satisfaction is increasing work performance, quality and benefit for any organization After this study was published, the research hopes to give some important information for the Vietnamese Education, for improving every aspects of LHU as well as caring human life in the organization better 72 References Bishay, A (1996), “Teacher Motivation 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Members’ Satisfaction Impacting on the Education and Training in Lac Hong University, Vietnam *** I am Nguyen Nhu Thang I am a graduate student at Southern Taiwan University As well, I am also taking up Master Degree of Southern Taiwan University Due to the research, I sincerely ask for your help to fill out the questionnaire I am very proud of Vietnam- a country where many talents were born Vietnam is now in the position of a developing country in the South East Asian, and the education field has contributed partly for that Therefore; people who have worked for Vietnamese Education should be taken considerate carefully Teachers or training staff should be paid more attention on their satisfaction in their working progress and daily life, such as salary, working conditions, etc They can work well only if the education ministry makes them satisfied Besides, a nation can come to the edge of development only if there are more and more talents trained from the education field This was motivated me to carry out the survey concerning my Master study, the title of which is “Factors of Faculty Members’ Satisfaction Impacting on the Education and Training” for a typical Vietnamese university – Lac Hong University The main purpose of the study is to investigate a school administration, concerning their staff satisfaction, as well as its own policies that influencing the education’s development I assure you that all the information you provide us will be treated in security All data that go into the research will also be aggregated, only the results of which will be presented and publicized Enclosed is the related information If you have any questions, please not hesitate to contact me by email or telephone We very much appreciate you for your great assistance and time As well, I am looking forward with great relish to your response Contact information: Nguyen Nhu Thang Faculty of Foreign languages Lac Hong University (Vietnam) No 10 Huynh Van Nghe st., Buu Long Ward, Bien Hoa city, Dong Nai province, Vietnam Hand phone: (+886) 963.084.025 (Mr Thang) 76 STAFF SATISFACTION QUESTIONNAIRE Student doing Research: Nguyen Nhu Thang Advisor: Prof Lin, Yu-Li FACULTY MEMBERS’ SATISFACTION QUESTIONNAIRE Lac Hong University, Vietnam Firm/Organization Headquarter: No 10 Huynh Van Nghe str., Bien Hoa, Dong Nai - Vietnam Address Completed by (optional) Position Age Income (USD) Gender Marital Status Year Experience Academic Qualifications Dean Vice-Dean Senior staff < 30 31 ~ 40 41 ~ 50 200-300 300-500 > 500 Male Female Single Married 1-5 yrs 6-10 yrs College Staff 51 ~ 60 11-15 yrs Bachelor Lecturer 16-20 yrs Master Ph.D > 20 yrs Prof Dr I Please CIRCLE the Degrees for Each of the Following Items = very dissatisfied; = dissatisfied; = moderate; = satisfied; and = very satisfied = very unimportant; = unimportant; = moderate; = important; and = very important 1.1 1.2 1.3 1.4 1.5 Support and encourage of school administrators Procedure for teacher performance evaluation Influence of teacher over school policy and practices Respondents of head masters to teachers’ suggestion Cooperative effort among the staff 1 1 2 2 3 3 4 4 5 5 Degree of Satisfaction Working Conditions 2.1 Degree of Importance Degree of Satisfaction Administration Teaching workload 77 1 1 2 2 3 3 4 4 5 5 Degree of Importance STAFF SATISFACTION QUESTIONNAIRE Institution facilities Teaching aids Role of teacher in classroom Sense of achievement getting from work 2.2 2.3 2.4 2.5 1 1 Parental leave Time off and flexible schedules Bonuses Rewards for faculties’ children Long term incentives 1 1 Students’ discipline Ability to work effectively through and with other people Can you get along well with others in the workplace? Competition at workplace Students’ respect to faculties 4.2 4.3 4.4 4.5 Training courses provided by university Professional development evaluation and reward Promotion opportunity Improving teaching skills exams Local area’s attention towards the security around campus University’s safety rules Instrumentation and laboratory practice Safe guarding; first aid’s facilities II 1 1 2 2 3 3 4 4 2 2 3 3 4 4 5 5 Degree of Importance 1 1 5 5 2 2 3 3 4 4 5 5 Degree of Importance 5 5 2 3 4 5 1 2 3 4 5 Degree of Importance 1 1 2 2 3 3 4 4 1 1 5 5 1 1 2 2 3 3 4 4 2 2 3 3 4 4 5 5 Degree of Importance Degree of Satisfaction Institution’s Safety 6.1 6.2 6.3 6.4 5 5 Degree of Satisfaction Professional Development 5.1 5.2 5.3 5.4 4 4 Degree of Satisfaction Human Relation 4.1 3 3 Degree of Satisfaction Compensation 3.1 3.2 3.3 3.4 3.5 2 2 1 1 5 5 2 2 3 3 4 4 5 5 Please Rate your General Satisfaction towards the University = very dissatisfied; = dissatisfied; = moderate; = satisfied; and = very satisfied Overall, how satisfied are you with this organization as an employer? We heartedly appreciate you for your great help and the precious opinion in finishing this questionnaire 78 STAFF SATISFACTION QUESTIONNAIRE Các Nhân Tố Sự Thỏa Mãn Giảng Viên Ảnh Hưởng Đến Quá Trình Giáo Dục Đào Tạo Trường Đại học Lạc Hồng, Việt Nam *** Kính thưa Q Thầy/ Cơ, Tôi Nguyễn Như Thắng sinh viên Cao học theo học chuyên ngành quản lý kinh doanh quốc tế trường Đại Học Nam Đài, Đài Loan Tơi cảm ơn thầy/cơ giành chút thời gian giúp tơi hồn thành điều tra khảo sát Việt Nam quốc gia giàu tiềm với nguồn lực vô tận chưa khai thác hết Bên cạnh đó, đất nước đóng vị quan trọng kinh tế giới.Và tất nhiên để đến đà phát triển quốc gia phương Tây Việt Nam cần trọng thêm nhiều lĩnh vực, quan trọng giáo dục Cụ thể hơn, phủ Việt Nam nên ý đến vấn đề giáo dục , ví dụ trợ cấp xã hội, lương bổng, điều kiện làm việc, , v.v giáo viên cấp Giáo dục thực tế vấn đề ưu tiên quốc gia phát triển Mỹ, Anh, Đức, v.v Trong đó, người giáo viên trọng đến mặt điều kiện làm việc họ, quan chức phủ Do vậy, Việt Nam, phủ nên lưu ý đến đề mà giáo viên gặp phải điều kiện làm việc hàng ngày Điều thúc đẩy thực điều tra khảo sát để biết rõ khúc mắc mà người giáo viên Việt Nam phải đương đầu xã hội nay, từ tơi mong có hội đóng góp kiến nghị giúp giáo viên có đời sống làm việc tốt hơn.Tựa đề điều tra khảo sát gọi là: “Các Nhân Tố Sự Thỏa Mãn Giảng Viên Ảnh Hưởng Đến Quá Trình Giáo Dục Đào Tạo Trường Đại học Lạc Hồng, Việt Nam” Mục đích chinh xem xét hệ thống quản lí giáo dục nhà trường, mối quan hệ lãnh đạo, nhân viên, giáo viên, thõa mãn họ công tác quản trị trường học, ảnh hưởng sách chi phối giáo dục Việt Nam với người cộng tác lĩnh vực Tôi xin đảm bảo thông tin quý thầy cô cung cấp đảm bảo xử lí an tồn Tất liệu thu thập cho nghiên cứu sau xử lí hủy, có kết giữ lại công bố Đây số thơng tin liên quan tơi Nếu có câu hỏi nào, đừng dự liên lạc đến Tơi cảm kích q thầy sẵn lịng bỏ thời gian cơng sức giúp đỡ cho đề tài Chân thành cảm ơn, Thông tin liên lạc: Nguyễn Như Thắng Khoa Ngoại Ngữ - Đại học Lạc Hồng Số 10 Huỳnh Văn Nghệ, Bửu Long, Biên Hòa, Đồng Nai, Việt Nam Hand phone: (+886) 963.084.025 (Mr Thắng) 79 STAFF SATISFACTION QUESTIONNAIRE Thực Đề tài: Nguyen Nhu Thang Giáo sư hướng dẫn: Prof Lin, Yu-Li BẢN KHẢO SÁT ĐỘ HÀI LÒNG CỦA CÁN BỘ GIẢNG VIÊN Đơn vị Trường Đại học Lạc Hồng, Việt Nam Địa Số 10 Huỳnh Văn Nghệ, Biên Hòa, Đồng Nai – Việt Nam Người khảo sát (có thể bỏ qua) Vị trí cơng việc (Trong Khoa, Phịng, Trung tâm) Trưởng Phó Nhân viên Giảng viên Khác Độ tuổi < 30 31 ~ 40 41 ~ 50 51 ~ 60 > 60 Giới tính Nam Nữ Mức lương (USD) 300-400 Tình trạng nhân Độc thân Số năm làm việc Bằng cấp 1-5 Cao Đẳng 400-500 > 500 Kết hôn 6-10 11-15 Cử Nhân Ths >15 TS GS.Ts Khác I Hãy KHOANH TRÒN mức độ theo mục = Rất khơng hài lịng; = Khơng hài lịng; = Bình thường; = Hài lịng; and = Rất hài lịng = Rất khơng quan trọng; = khơng quan trọng; = Bình thường; = quan trọng t; and = quan trọng Quản lý 1.1 1.2 1.3 1.4 1.5 Mức độ hài lịng Sự hỗ trợ khuyến khích cán quản lí cấp Qúa trình đánh giá phê bình khen thưởng Sự ảnh hưởng giáo viên sách quản lí thực tiễn giảng dạy Hồi đáp ban lãnh đạo khúc mắc giáo viên Những nỗ lực hợp tác nhân viên nhà trường 80 Mức độ quan trọng 2 3 4 5 1 2 3 4 5 5 2 3 4 5 1 2 3 4 5 STAFF SATISFACTION QUESTIONNAIRE Điều kiện làm việc Lượng công việc giao Cơ sở vật chất nhà trường Đồ dùng giảng dạy Vai trị quản lí người giáo viên lớp học Thành tựu kết nhận q trình cơng tác 2.1 2.2 2.3 2.4 2.5 1 1 Các khoản phụ cấp, khen thưởng 1 1 Đối tượng giảng dạy An toàn lao động 5 5 3 3 4 4 2 2 3 3 4 4 1 1 1 1 2 2 3 3 4 4 1 1 2 2 3 3 4 4 2 2 3 3 4 4 5 5 Mức độ quan trọng 1 1 5 5 2 2 3 3 4 4 5 5 Mức độ quan trọng 1 1 5 5 2 2 3 3 4 4 5 5 Mức độ quan trọng 1 1 5 5 Mức độ hài lòng Sự quan tâm an ninh địa phương Nội quy trường học An tồn phịng thí nghiệm Tổ sơ cấp cứu thiết bị sơ cấp cứu tai nạn II 4 4 Mức độ hài lòng Các khóa học củng cố hay bổ sung phương pháp Hỗ trợ học lên cao Các hoạt động nâng cao tay nghề phẩm chất sư phạm Các kì thi giáo viên giỏi 6.1 6.2 6.3 6.4 2 2 1 1 Khả phát triển nghề nghiệp 5.1 5.2 5.3 5.4 3 3 Mức độ hài lòng Hỗ trợ từ phụ huynh sinh viên Tác phong kỉ luật sinh viên Thái độ học tập học sinh Năng lực học tập học sinh Sự kính trọng học sinh giáo viên 4.1 4.2 4.3 4.4 4.5 2 2 Mức độ hài lòng Nghỉ sinh đẻ Lương bổng Khen thương con/em giáo viên Tiền thưởng Nghỉ phép 3.1 3.2 3.3 3.4 3.5 Mức độ quan trọng Mức độ hài lòng 2 2 3 3 4 4 5 5 Mức độ quan trọng 1 1 5 5 2 2 3 3 4 4 5 5 Hãy chọn mức độ hài lòng chung bạn Trường = Rất khơng hài lịng; = Khơng hài lịng; = Bình thường; = Hài lịng; and = Rất hài lịng Nói chung bạn cảm nhận Trường? Xin chân thành cảm ơn giúp đỡ quý Thầy/Cô xin nhận tất ý kiến đóng góp phiều điều tra 81 ... Questionnaire Content The title of the research’s questionnaire is ? ?Factors of Faculty Members’ Satisfaction Impacting on the Education and Training in Lac Hong University, Vietnam? ?? The questionnaire... Age, Profession, Income, etc - General information relating to the observations - Factors of Faculty Members’ Satisfaction Impacting on the Education and Training in Lac Hong University, Vietnam. .. competencies; their standards and the quality of the education curriculum; training conditions (quality of lecturers of the training colleges; learning environment and infrastructure) • Quality of instructional