Tải bản đầy đủ - 75 (trang)
Table 4.7 Standardized Regression Weights (bootstrap standard error) n =1000

Table 4.7 Standardized Regression Weights (bootstrap standard error) n =1000

Tải bản đầy đủ - 75trang

41



QB

JP

JP



Parameter

<--QWL

<--QWL

<--OC



SE

.081

.112

.130



SE-SE

.002

.003

.003



Mean

.818

.263

.227



Bias

-.001

.002

-.011



SE-Bias

.003

.004

.004



Results of testing hypotheses

H1: Quality of work life impacts positively on job performance among employees

in the Vietnamese banking sector.

H2: Organizational commitment impacts positively on job performance among

employees in the Vietnamese banking sector.

H3: Quality of work life impacts positively on organizational commitment among

employees in the Vietnamese banking sector

In summary, data analysis results of measurement scales, research model and

hypotheses were presented in this chapter. Reliability and validity results indicated that

almost measurement scales were significance to test model. From SEM results, there

were three hypotheses, which were supported and were discussed to give findings.

4.6



Discussion



Recognizing the importance of job performance of banking employees, this study

investigated the role of quality of work life and organizational commitment in job

performance in Vietnamese banking sector. The results of this study showed that quality

of work life has positive impacts on both organizational commitment and job

performance of employees in banking sector.

The results of testing hypothesis 1 also were consistent with results of previous

studies (Korunka et al., 2008; Rego & Cunha, 2008;Nguyen and Nguyen, 2010).



42



Quality of work life also was found to be a factor which had a positively impact on

organizational commitment. The finding of hypothesis 3 was that quality of work life

impacts positively on organizational commitment among employees in the Vietnamese

banking sector. This result was in accordance withprior studies (Sirgy et al, 2001; Farid,

2015).

These findings confirmed the role of quality of work life in organization,

especially banks in the Vietnamese context. Organizations not only pay attention to

salary and benefit of employees but also create a working environment thatenhance

employees’ satisfaction with their needs, including survival needs,belonging needs and

knowledge needs, as found in this study.Improving quality of work life for banking

employees will also make their lives moremeaningful and thus may be a motive for

qualified employees tocontinue working for the organizations (Rego and Cunha 2008).

Hypothesis 2proposed organizational commitment impacts positively on job

performance among employees in the Vietnamese banking sector. The results reveal that

this hypothesis also received support from the data. This finding is consistent with the

study of Fu and Deshpande (2014) who found that evidence in Chinese insurance context.

4.7



Chapter summary



As mentioned in Chapter 2, there were three hypotheses were approved for the

research model. The scales were adjusted as below, there is only one item was eliminated

(NC2). The next chapter would discuss and conclude about this study, as well as its

implications and its limitation.



43

CHAPTER 5 CONCLUSION AND IMPLICATIONS



Based on the literature review, theoretical models and hypotheses, and analysis

results in previous chapters, chapter five displays the conclusion for whole process, the

implication of the results and the limitation for future researches.

5.1.



Conclusions



Based on the research findings, this study provides several managerial

implications for managers in banking sector who want to improve their employees’ job

performance and organizational commitment.

The first hypothesis test showed that the more quality of work life results in the

higher job performance of the employees in the Vietnamese banking sector. When the

employees perceive that the banks provide the suitable conditions that satisfy their

belonging needs, survival needs, and knowledge needs the employees will performance

to get the higher outcome of job performance.

With specific to the employees in this research, between two factors quality of

work life and organizational commitment, organizational commitment has the stronger

impact to job performance. The second hypothesis test showed that there is a positive and

meaningful relationship between organizational commitment and job performance. The

results imply that employees have a better performance if they feel more committed to

their banks.

Besides, the third hypothesis showed that the level of quality of work life has a

strong impact to organizational commitment. Employees who have high quality of work



44



life will have better organizational commitment with others.Banking managers can make

employees commit to their bank by improving quality of work life.



5.2. Managerial implications

Among three components are investigated in this research, the level of the

survival needs has the strongest influence to quality of work life. And we know that

satisfaction of survival needs which content three main dimensions: the job can provide

good health benefits for employees, the employees satisfy with what they get paid for

their work, and the job does well for employees’ family.

When attain the result that survival needs is the component that has the highest

impact to quality of work life. The banking managers may have suitable policies of

human resources to enhance the survival needs of their employees such as: the banks

should practice a fair and effective polices of human resources that can encourage their

staff to work hard such as: more benefits and more awards for good employees…or the

banks should give an insurance package for employees and their family’s members.

As the same with the previous research, the result of this study showed that

affective



commitment



has



the



strongest



level



of



impact



to



organizational



commitment.Three dimensions of the affective commitment are: the employees feel

happy to spend the rest of my career with the organization, the employees feel as if the

organization’s problems are their own, the employees feel a strong sense of belonging to

their organization, the employees feel like “part of the family” at their organization, the

employees feel ‘‘emotionally attached’’ to the organization, the employees feel that the



45



organization has a great deal of personal meaning for them. Therefore, to keep the

employees commit to the organization, the managers should give the suitable policies for

their employees, such as: the bankers should improve the relationship between managers

and employees, and among employees in bank. And the banks should give right job for

right person.

5.3. Directions for future research

Some limitations, however, still exist in this research. Firstly, although Ho Chi

Minh City is one of the big cities of Vietnam was chosen to conduct the research, it may

not represent for all employees in Vietnamese banking sector. Therefore, further studies

should extend the research scope to other provinces in Vietnam.

The research will only investigate the employees in banking sector. It will be

more add more understanding if the model can be tested in other industries. In the other

words, a further study should be conducted in another industry on comparison between

two industries or different industries will be high appreciated.



46



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