Group 12: Research Proposal

Topic: Impacts of perceived work engagement on Job

satisfaction: the moderating effect of gender

1. Introduction:
Changes are occurring all the time in the criteria that society has for economic progress,
particularly within the context of the global market economy. Through the
implementation of the self-regulated business model known as corporate social
responsibility (CSR), businesses have the opportunity to exhibit social obligation toward
the general public, stakeholders, and even themselves. According to Fernando (2023),
businesses have the potential to become more conscious of the influence they have on the
social, economic, and environmental elements of society if they engage in corporate
citizenship, which is also referred to as corporate social responsibility. Corporate social
responsibility has become a crucial aspect of how modern businesses run, going beyond
just wanting to maximize profits. The significance of corporate social responsibility
(CSR) in fostering sustainable development, enhancing reputation, and making a positive
contribution to the well-being of society is becoming more widely recognized by
organizations.
Employer well-being, diversity and inclusion, moral leadership, and workplace safety
are the main topics of internal corporate social responsibility (CSR) initiatives.
Initiatives like equitable labor practices, volunteer programs for staff members, health
and wellness perks, diversity education, and open communication are all part of it. In
the current global environment, internal corporate social responsibility (CSR) has
emerged as a critical differentiator for attracting and keeping top personnel,
preserving a strong brand image, and promoting long-term sustainable development
as stakeholders evaluate firms' ethical and social behavior more and more.

It is crucial to comprehend the connection between corporate social responsibility

initiatives, according to a study by Dekoulou, Anastasopoulou, and Trivellas (2023)
on employees in the Cypriot banking sector. This research investigates the correlation
between employees' views of CSR, how it influences their behavior and outcomes,
and how it enhances employee productivity. Although corporate social responsibility
has been associated with several positive effects on employees, its effects on
individual performance and psychological empowerment have not been well
examined. According to a study by Berzi et al., the structural model confirmed the
significant influence of CSR best practices on job performance, with the presence of
significant mediating effects of emotional commitment and work engagement. With
the growing focus on corporate social responsibility programs in some organizations,
scholars have mostly neglected CSR efforts in the banking industry until recently.
Less than 25% of workers globally reported being content with their employment by
2023, according to a survey by the Arbinger Institute, which would bring total job
satisfaction to an all-time low.

In the context of Vietcombank, a significant financial institution in Vietnam, it is of

the utmost importance to conduct an in-depth investigation into the connection
between the efforts of corporate social responsibility (CSR) and the performance of
employees. To appreciate how the internal components of corporate social
responsibility (CSR) affect staff inside the bank, it is vital to make use of social
exchange theory (SET). This highlights the significance of theoretical prerequisites.
Health and safety, human rights, training and development, diversity in the
workplace, and a healthy balance between work and personal life are the components.
The commitment of Vietcombank to corporate social responsibility (CSR) has a
considerable influence on the motivation and commitment of its employees, as well as
on their level of satisfaction with their jobs and the overall performance of the firm.
Exploring this relationship, which is always shifting, may lead to the discovery of
significant information that can be used to guide research endeavors as well as
strategic decisions for the long-term evolution of the banking sector.

According to Rumage (2023), one key indicator of an employee's work happiness is

their level of job satisfaction. Employee satisfaction and happiness increase the
likelihood that they will stay with the firm, which boosts morale and increases
productivity for the whole enterprise. Businesses are putting more and more effort
into creating internal CSR policies in an effort to improve employee job satisfaction.
The findings of a study published in 2023 by Li, Chen, and Virador further
demonstrate how work happiness is favorably and strongly impacted by perceived
external and internal corporate social responsibility. An effective internal corporate
social responsibility (CSR) policy has the potential to enhance employee dedication
and foster a favorable work atmosphere, hence leading to heightened job contentment.
One of the study papers on this association is found in the work of Li, Chen, Virador
(2023), Herale (2022), Rahman and colleagues (2016). However, the findings of these
 studies do not have the same experimental consensus as the findings of other research
articles.
As a result, the objective of Group 12 in this study is to comprehend and investigate
the influence that corporate social responsibility (CSR) has on the job satisfaction of
employees working in the banking sector in Vietnam. On a more specific level, we
explore how CSR activities impact workers' perceptions of their level of involvement
in their jo bs. In addition, we investigate the moderating influence of gender, taking
into account the fact that individual experiences and reactions to CSR activities may
seem different depending on the gender of the person. The purpose of this study is to
give important insights into both organizational practices and gender-related issues in
the context of corporate social responsibility (CSR) by exploring these interactions.
The study issue that the group has decided to pursue, which incorporates both learning
and surveying, is as follows:
• Does PWE (Perceived Work engagement) have a positive relationship with job
satisfaction?
• Does gender affect the influence of PWE on job satisfaction?

2. Research objectives:
2.1. General objectives:
This study is carried out to assess (evaluate) the relationship between CSR and job
satisfaction in the banking industry by analysing the moderating role of gender. The study
aims to examine the impact of corporate social responsibility (CSR) perception on job
satisfaction while also considering the potential influence of the diversity of gender on
this relationship. Organization that having gender diverse boards would certainly help in
better CSR related decisions (Kota et al., 2021). The paper then moves on to discuss
possible implications and offer data-driven suggestions that are based on the main
conclusions and discussions

2.2. Research scope:

The research site for this study is Vietcombank, located in Hanoi, Vietnam. The extant
literature has predominantly concentrated on investigating the correlation between
corporate social responsibility (CSR) and behavioural outcomes in industrialized
countries. To the best of our understanding, this research is the initial attempt to examine
the impact of corporate social responsibility (CSR) on behavioral outcomes within the
specific setting of a developing company in Vietnam.
3. Literature review:
3.1. Social Exchange Theory as the overarching analytical framework
Social exchange theory (SET), its provides a strong theoretical framework for
understanding employees’ attitudes and behaviors in an organization (Blau, P.M, 1964).
This theory is very important from the perspective of employee relations in the workplace
(Cropanzano, 2005). The authors of that study suggest that certain work antecedents
imply interpersonal connections that normally lead to beneficial consequences for the
organization for the development of positive attitudes or behaviors by employees. Other
authors have postulated four premises about this theory: every exchange interaction
produces economic and/or social results; there is a process of comparison in time
between the results obtained in such an exchange and those that could be obtained by
other exchanges; if the results are positive over time, trust in the other party improves and
the commitment to that exchange increases; and if the process is maintained over time,
they end up creating rules of relational exchange that govern the relationship (Lambe,
C.J.; Wittmann, 2001).
In sum, SET states that when a beneficial interaction of two parties occurs in a reciprocal
relationship, the benefits do not have to be economic in either case, but may be
determined by experience and the development of positive attitudes and behaviors
between the two parties. According to this, at the workplace, for example, this theory
posits interpersonal behaviors (bonds between the organization and supervisors or co-
workers) in reciprocation of costs and rewards. If employees perceive that they are
receiving benefits from the organization, they feel the need to give something back to the
company.

3.2. Research gap:

Examining how Perceived Work Engagement (WE) affects job satisfaction in various
industries is a well-established subject in scholarly and professional debate. Numerous
academic studies have been conducted that there’s a on the connection between PWE and
job satisfaction (Boštjančič and Petrovčič,2019), examining the topic from a variety of
angles and using a wide range of research methods and techniques. However, its results
are not consistently experimentally. Conducted research by (Orgambidez and Extremera,
2020), Saks (2006); Park and Gursoy (2012) demonstrated positive correlation between
job satisfaction and work engagement, where general job satisfaction is a positive
outcome of work engagement. However, (Griffiths and Karanika-Murray; 2012) and
(Burke and MacDermid, 1999) found there’s a negative relationship between work
engagement and job satisfaction. Additionally, (Bakker and Leiter, 2010) the relationship
between job satisfaction and work engagement are not clear-cut. This is due to the
existence of different moderator. Common moderator are mentioned including role stress
(Orgambidez and Extremera, 2020), work load (Maslach and Leiter, 2008) and (Schaufeli
and Bakker, 2004); trust (Alzyoud, 2018), however there are few researches which
mentioned the moderating role of gender while Gender is an important moderator in
relation to other factors affecting Job Satisfaction, such as work-family conflict
(Salguero, Carrasco-González and Salinas-Martínez, 2010), training and development
mentioned by (Thacker and Holl 2008; Mariani et al., 2013; Choo and Bowley, 2007)
Armstrong (2009); organisational culture (Lok and Crawford, 2004).

3.2.1. Contextual research gaps:

The study aims to fill in the research gap by examining the perceived WE on job
satisfaction within the Vietnamese banking sector, with a strong focus on the moderating
role of gender. Previous studies have investigated that there is the relationship between
perceived WE and job satisfaction . This research is significant because it provides a new
viewpoint on the complex interaction between corporate social responsibility (CSR),
gender, and job satisfaction in banking industry in Vietnam. Furthermore, this study is
being carried out subsequent to The COVID-19 outbreak that has had a big effect on the
banking business in Vietnam and around the world.

3.2.2. Theoretical research gaps:

The present investigation addresses a contextual research gap by investigating the
influence of perceived work engagement (PWE) on job satisfaction within the
Vietnamese banking industry. Furthermore, the study provides an intriguing perspective
by examining the moderating effect of gender on this relationship. Previous research has
examined the correlation between perceived work engagement (PWE) and performance
of employees. However, limited attention has been given to the moderating role of gender
on the relationship of PWE and job satisfaction. This study holds significance in
providing a novel viewpoint toward comprehending the intricate dynamics of the
correlation between PWE and job satisfaction in the context of the banking industry in
Vietnam. Ultimately, this study aims to enhance comprehension of the impact of
perceived work engagement on job satisfaction and its susceptibility to gender in the
Vietnamese banking sector.
3.3. Conceptualization of CSR:
The term "corporate social responsibility," or "CSR," refers to an organisation's duty to
promote equity in society and the environment. The phrases "extension," "expansion,"
"community nationality," "community presentation," and "community integrities" are
frequently used interchangeably with the notion of CSR (1). There are numerous theories
that have attempted to explain corporate social responsibility (CSR) (2). According to
stakeholder theories, instead of focusing only on creating benefits for shareholders, any
organisation should create value for all of its stakeholders. The theory discusses how it's
important for managers to be accountable to different stakeholders for protecting their
interests. The three main perspectives that this theory works from are, respectively, key
stakeholders and the organisation; how these linkages impact important stakeholders; and
how important stakeholders' perspectives influence the effectiveness of the company's
strategic initiatives. (3). Kotler (2008) pointed out that organisations used to only
consider and seek to maximise profits and the wealth of their shareholders in their earlier
thoughts. Thus, CSR is an organisation's commitment to strengthening the community
through resource contributions and business practices (4). Meanwhile, Dahlsrud (2008)
defines five categories of corporate social responsibility (CSR): community,
environmental, financial, sponsorship, and volunteer (5). However, the definition of CSR
pointed out by Carrol (1979, 1991), "The social responsibility of business encompasses
the economic, legal, ethical, and discretionary (philanthropic) expectations that society
has of organisations (6) (7)," is much more widely accepted and implemented. (8)
Regarding Carrol's definition of CSR, it is divided into four different types of
dimensions: economic, legal, ethical, and philanthropic. Each type is deserving of equal
consideration.
3.3.1. Economic Responsibilities:
The economic responsibility of any business—maximising profits and fostering
economic growth—has a significant impact on its continued existence. From the very
beginning, business organisations have been a basic economic unit in communities.
Businesses that are not profitable or financially successful will probably lose out. The
primary role of business is to produce acceptable goods and services that consumers need
and deliver them to them at a profit. As a result, the economic responsibility of the firm
comes after the other business responsibilities because without it, the others are
meaningless. (Carroll, 1991).
3.3.2. Legal responsibility:
Society permits businesses to function under the laws and regulations set forth by local
and federal governments in order to maximise profits. These laws permit the
accomplishment of economic goals while adhering to legal constraints. Hence,
proponents of corporate social responsibility (CSR) believe that legal responsibilities
should be viewed as obligations that support an organisation's structural integrity and
healthy growth instead of as its cornerstones. (Carroll, 1991)

3.3.3. Ethical responsibility

Although economic and legal responsibilities ensure the ethical norms and values of
society and the community of the organisation, ethical responsibility includes
organisational activities that ensure the organisation operates effectively and ethically.
However, this type of CSR is not someone's legal responsibility, but morally, as a human
being, one should do it. It is a fact that all laws and rules are created based on ethics.
Additionally, values or ethics lead to the creation of laws based on accepted community
norms. Standards, norms, and expectations showing consideration for what stakeholders
—including customers, workers, shareholders, and the community—view as reasonable,
fair, or consistent with upholding or defending their moral rights are embodied in ethical
duties. (Fadun, 2014; Carroll, 1991).
3.3.4. Philanthropic Responsibilities
Philanthropic responsibility refers to an organisation’s aim to actively make the world
and society a better place. Specifically, the organisation will dedicate a portion of their
profit in order to donate to charities and nonprofits or create their own charitable trust or
organisation. Therefore, this is the dimension of CSR that depends the most on economic
responsibilities. (Carroll, 1991)

3.4. Perceived work engagement

A key component of work engagement can be the dimension of psychological capital,
which encompasses four positive psychological states: resilience, hope, optimism, and
confidence (Stajkovic, 2003). Perceived work engagement means how each individual
employee feels about being treated by the organization. Each employee will have
different opinions and assessments about the policies issued by the company. How an
employee feels treated will affect whether that employee wants to stay with the company
long term or not. Some reports that coworkers have reported receiving information about
their jobs and practical support, but they have not received emotional or empathetic
support. the strong correlation between belonging to an organization and having the
backing of one's supervisor as determinants of employee engagement on the job.
The reason for this is that the support that one receives from one's coworkers can also
have a good impact on one's motivation in the workplace (Karatepe, 2010). When it
comes to the perceived work engagment, there are a few studies that have been carried
out that have found that a positive relationship between CSR and an employee can
directly and positively improve job satisfaction. This will affect whether the employee
wants to stay long-term with the job or not.

3.5. Work engagement:

According to Schaufeli, Salanova, Gonzales-Roma, and Bakker (2002), "a positive,
fulfilling, workrelated state of mind that is characterized by vigor, dedication, and
absorption" is what makes people fully engaged in their job. When people talk about
having strength, they're talking about having a lot of energy, being mentally resistant,
being willing to work hard, and being tenacious no matter what. According to Schaufeli
et al. (2002), "a sense of significance, enthusiasm, inspiration, pride and challenge" are
the characteristics that make a person dedicated to their job. The level of absorption in a
worker is indicative of how absorbed they are in their job. A number of empirical
research have demonstrated that highly engaged workers exhibit constructive attitudes
and actions while on the job. Disengaged workers, on the other hand, show less physical
involvement in their job and more emotional distance from their coworkers (Kahn, 1990).
An engaged workforce is one whose members are consistently and widely motivated to
do their best work (Schaufeli & Bakker, 2010).

3.6. Job satisfaction:

Hirschfeld (2000) found that when people say they are satisfied with their work, it means
they like their jobs a lot. A number of sources (Buitendach & De Witte, 2005; Judge,
1994; Hirschfeld, 2000) have characterized job satisfaction as an expressive or emotional
response to one's job. Employees that are happy in their roles and with the company's
culture are more invested in its success and more apt to go above and beyond in their
work (Agho, Price, and Mueller, 1992). The term "job satisfaction" was first used by
Spector (1997) to describe the way an employee felt and thought about their work and
how they saw the many aspects of their employment.

3.7 Hypothesis development:

3.7.1. Work engagement and job satisfaction
Employees that are fully immersed in their work also appear to be experiencing positive
thoughts and feelings. This is because they feel a strong sense of purpose in the work
they do, they strongly identify with their role in the company (Bakker & Demerouti,
2008), and they find tasks fascinating and inspiring (Siu et al., 2010). They put their
hearts into their work and use all their abilities because of these emotions. According to
multiple research, there is a positive correlation between job satisfaction and work
engagement, even if the two are separate concepts (Alarcon & Lyons, 2011; Giallonardo,
Wong, & Iwasiw, 2010; Tejpal, 2016). There is some evidence that shows that engaged
workers are happier overall (Bakker, 2011). Going to work while sick might hinder
recovery and lead to psychological disengagement, according to the Effort Recovery
Theory (Meijman & Mulder, 1998). This, in turn, affects workers attitudes about their
jobs as they exert more effort to meet the demands of their daily tasks. Therefore, it
stands to reason that the detrimental impact of presenteeism on engagement at work
would subsequently extend to job satisfaction, given that being physically present at work
when health is not optimal restricts the positive psychological presence at work.
Hypothesis 1: The higher work engagement, the higher job satisfaction.

3.7.2. Moderating role of gender:

Meta-analytic studies have identified a number of job resources that are consistently
associated with employee engagement. Job resources also help individuals cope with job
demands and can buffer the negative effects of job demands (Bakker and Demerouti,
2007, 2008). Resources play a central role in the Conservation of Resources (COR)
theory (Hobfoll, 2001). According to COR theory, people are motivated to obtain, retain
and protect or conserve resources (Hobfoll, 2001, 2002). Halbesleben et al. (2014) define
resources as “anything perceived by the individual to help attain his or her goals” (p.
1338). Resource gain/loss is a dynamic process: resource reservoirs get filled or depleted
gradually. Individuals invest their resources to protect against resource loss and to
acquire new resources. Loss of resources relates negatively to well-being (Halbesleben et
al., 2014). Individualism–collectivism is a fundamental cultural dimension (Triandis et
al., 1988) and several theorists (e.g. Robert et al., 2000) and scholars (e.g. Verma and
Triandis, 1999) consider India as a collectivistic culture. An individual from a collectivist
culture develops a more interdependent or collectivistic construal of the self (Watson et
al., 1998). Following Miller (1994), we posit that Indian women develop a collectivistic
construal of the self. The patriarchal nature of Indian society has been reflected through
examination of the role of women by several authors (e.g. Miller, 1982; Narasimhan,
1992, cf. Johnson and Johnson, 2001) and patriarchy tends to influence work, family,
religion and self-identity. Given the collectivistic and patriarchal nature of Indian society,
men and women have prescribed roles, with men expected to be the primary bread
winner and women the primary home maker. Self-restraint and domesticity confine
working women and restrict their opportunities to network and advance in their careers
(Fernando and Cohen, 2014). In addition, in collectivistic patriarchal societies, relative to
men, women continue to carry the lion’s share of the burden for household chores.
Striking a balance between work and home is an ongoing challenge for working women
in India (Barry et al., 2004; Radhakrishnan, 2009). Devoting resources (mental, physical
and emotional) to non-work activities implies less resources are available to work-related
tasks and consequently reduced capability to handle work-related challenge demands.
Thus, work engagement of women may not benefit to the same extent as work
engagement of men, who have more resources to devote to challenge job demands and
thus experience increased work engagement. Therefore, we expect gender to interact in
such a way that the relationship between job satisfaction and work engagement will be
stronger for men than for women:

Hypothesis 2: The impact of WE on JS is stronger for male than for female

employee

4. Methodology
4.1. Sample
A poll was done to find out how satisfied 100 employees were with their jobs at
Vietcombank's four sizable sites in Hanoi. There is a dearth of research on the connection
between job satisfaction and perceived support in Vietnam's banking sector; the majority
of studies have concentrated on the healthcare and education sectors. The ongoing
epidemic has had a major impact on the banking sector, although it has made notable
progress toward recovery. Banks were selected as the most practical site for the study
because of their accessibility and representativeness of the financial sector, despite the
fact that doing research there takes time. Establishments were selected as a sample for
this study in addition because they provide a range of job functions and working
conditions that allow for the recording of a diverse range of employee viewpoints.
Furthermore, the banking sector plays a crucial role in the Vietnamese economy, and
research on employee satisfaction in this field can be quite insightful for those developing
policies and new products.
4.2. Sampling technique
The study employed quantitative research for evaluation reasons. When utilizing the
qualitative technique, researchers must adhere rigorously to the study context, research
community, and social context. Regarding the aspects of time and finances, this
technique may not be appropriate. Furthermore, qualitative research is suitable only for
specific fields of study, such as those that necessitate a thorough exploration of matters
that cannot be addressed through quantitative research. Nevertheless, I advocate for the
utilization of the quantitative method in our research issue due to its ability to accurately
assess the components included in the investigation.
This study employed a non-probability strategy utilizing convenience sampling.
Convenience sampling refers to the selection of individuals who are readily accessible
and eager to participate in the research. This approach was appropriate for the study due
to the constraints of limited resources and time. While cluster sampling and stratified
sampling approaches provide more accurate results by selecting specific participants,
they can be expensive and time-consuming. Implementing these methods requires
meticulous effort in splitting and selecting participants (Fleetwood, 2018). In order to
address the limitations of convenience sampling, which involves obtaining a sample that
may not accurately represent the population of interest, we suggest including a clear
description of the desired participants at the beginning of the survey questionnaire. By
implementing this approach, we may enhance efficiency, reduce expenses, and improve
the outcomes of the study.
This study employed a non-probability convenience sampling strategy as a result of
restricted resources and time restrictions. This approach entailed choosing volunteers
who were readily accessible and willing to take part in the study. Although cluster and
stratified sampling methods have the potential to yield more accurate results by selecting
specific participants, they can be expensive and time-consuming (Fleetwood, 2018). In
order to mitigate the drawbacks of convenience sampling, which may yield unqualified
results due to the inclusion of participants with diverse characteristics, we explicitly
outlined the desired attributes of participants at the outset of the survey questionnaire.
This strategy enhanced efficiency and reduced expenses, while simultaneously enhancing
the sample's quality and bolstering the study's conclusions.

An online questionnaire using Google Form was distributed to the research participants.
Online surveys were selected instead of traditional hard-copy surveys because they offer
substantial simplification, time savings, and cost reductions (Gliner, Morgan & Leech,
2017). They provide enhanced accessibility to a broader range of participants and enable
automated data gathering and management. Online surveys can provide increased
anonymity and secrecy, which helps to minimize social desirability bias and improve the
accuracy of the data collected. Physical surveys can be expensive and it is not practical to
reach a large number of people using this method.

4.3. Data collection

The data for this study were obtained via an online survey administered to 100 workers
from four Vietcombank banking facilities located in Hanoi. The poll was carried out
between May 5 and May 19, spanning a duration of two weeks. The questions were
formulated using dependable scales that have been extensively validated. Participants
were given a hyperlink to the digital form and were requested to partake in the survey
using an online questionnaire. The survey was done in Vietnamese to ensure precise and
effortless responses from the participants. Participants were notified that their answers
would be treated as private and unidentified. A study was conducted to examine the
influence of organizational support on employee job satisfaction using IBM SPSS
statistical software. Additionally, the study also investigated the moderating effect of job
insecurity. The findings of the data analysis will be reported in the results section of the
article.

4.4. Data analysis

Cronbach's alpha was employed to assess the scale's reliability. Cronbach's alpha is a
statistical measure that ranges from 0 to 1, with higher values indicating more accuracy
of the scale. The Cronbach's alpha value is deemed acceptable when it is 0.7 or higher
according to conventional criteria. Nevertheless, in certain exceptional scenarios, this
number may exhibit a tiny decrease, which remains within an acceptable range as long as
it is not less than 0.63 (Jim, 2022).

The validity of a scale test can be assessed using Exploratory Factor Analysis (EFA),
which helps identify the number and characteristics of the underlying components that
contribute to the measured variables in the scale. For a condition to be met, the
significance level (sig value) of the factors must be below 0.05 in order to indicate a
significant difference between the factors. In order to demonstrate an appropriate
exploratory factor analysis (EFA) model, the KMO (Kaiser-Meyer-Olkin) value must be
equal to or greater than 0.5. Furthermore, it is necessary for the cumulative variation
accounted for by the components to be at least 50%. Ultimately, the matrix that has been
rotated. For the purpose of facilitating comprehension and uncovering their ultimate
significance, it is necessary to rotate the elements (Jim, 2022).
Once there are satisfactory items on the measure, the data will be processed and analyzed
using statistical techniques. The analysis will be presented in graphical form to display
the results. Subsequently, both standard multiple regressions and hierarchical multiple
regressions were employed to further examine the ideas. A correlation research was
conducted to examine potential associations and their directionality. The validity of
hypotheses is assessed by the utilization of multiple regression analysis. As per Saunders
(2019), the p-value will be compared to a predetermined threshold (often 0.05 or 0.01) to
ascertain the statistical significance of a coefficient. Furthermore, R2 is a frequently
employed metric for assessing the resilience of a model. The R2 coefficient quantifies the
proportion of variability in the dependent variable that can be accounted for by the
model. If the value of R2 is near to 1, it indicates that the model is highly effective at
explaining the majority of the variation in the dependent variable. If the value of R2 is
near to 0, it indicates that the model is not effective in explaining the variation in the
dependent variable. In this scenario, the variables of gender, age, and income are utilized
as independent variables to assess their influence on work satisfaction, which is the
dependent variable. The model's correctness can be assessed by examining the p-values
of the regression coefficients, while the R2 value can be used to evaluate the model's
ability to explain work satisfaction.

IBM SPSS is chosen as the major tool for computing and data analysis due to its
widespread usage and proven efficacy in earlier studies. Macros can be utilized to
manage the regulatory function of the PJI (Perceived Justice Index) in the model. This
enhances the efficiency of computation and data analysis, hence ensuring the
dependability of the research findings.
The reliability of the scale was assessed using Cronbach's alpha. Cronbach's alpha is a
statistical measure that ranges between 0 and 1, with higher values indicating more
accuracy of the scale. The Cronbach's alpha value is deemed acceptable when it exceeds
0.7 according to prevailing norms. Nevertheless, under certain exceptional circumstances,
this value may exhibit a little decrease, which remains within an acceptable range as long
as it is not less than 0.63 (Jim, 2022).

The validity of a scale test can be assessed using Exploratory Factor Analysis (EFA),
which helps identify the number and characteristics of the underlying factors influencing
the measured variables in the scale. For a significant difference to be shown between the
factors, the sig value (significance level) of the factors must be less than 0.05. In order to
demonstrate an appropriate exploratory factor analysis (EFA) model, the KMO (Kaiser-
Meyer-Olkin) value must be equal to or greater than 0.5. Furthermore, it is necessary for
the cumulative variation accounted for by the components to be at least 50%. Ultimately,
the matrix has been rotated. For the purpose of facilitating comprehension and
uncovering their underlying significance, it is necessary to rotate elements (Jim, 2022).
Once the measure contains satisfactory items, the data will be processed and analyzed
using statistical techniques. The analysis findings will be presented in graphical format.
Subsequently, both standard multiple regressions and hierarchical multiple regressions
were employed to further examine the ideas. A correlation analysis was conducted to
examine potential relationships and their directionality. Multiple regression analysis is
used to test hypotheses. As stated by Saunders (2019), the p-value is compared to a
predetermined threshold (often 0.05 or 0.01) to ascertain the statistical significance of a
coefficient. Furthermore, R2 is a frequently employed metric for assessing the resilience
of a model. The R2 coefficient quantifies the proportion of the variability in the
dependent variable that can be accounted for by the model. If the value of R2 is near to 1,
it indicates that the model effectively explains a significant portion of the variation in the
dependent variable. If the value of R2 is near to 0, it indicates that the model is not
effective in explaining the variation in the dependent variable. In this instance, the
variables of gender, age, and salary are employed as independent variables to assess their
influence on work satisfaction, which serves as the dependent variable. The correctness
of the regression coefficients may be determined by evaluating their p-values, while the
model's ability to explain job satisfaction can be assessed using the R2 value.

IBM SPSS is chosen as the main instrument for computing and data analysis due to its
widespread usage and proven effectiveness in several prior research studies. Macros can
be utilized to manage the regulatory function of the PJI (Perceived Justice Index) in the
model. This enhances the efficiency of computation and data analysis, hence ensuring the
dependability of the research findings.

5. Research framework
6. Questionnaire development
 Demographics and Control variables

Original Item coding Translate into

items Vietnamese

Age What is 0 = “under 20” Độ tuổi của Anh/Chị

your age? là?
1 = “20 - 30”
2 = “31 – 40”
3 = “>41”

Gender What is 0 = “Female” Giới tính của Anh/Chị

your là?
1 = “Male”
sexuality?

Income Which of 0 = “under 10 million VND” Thu nhập hàng tháng

these của Anh/Chị ở mức
1 = “10 – 20 million VND”
categories nào dưới đây?
described 2 = “>20 – 40 million VND”
your
3 = “>40 million VND”
personal
income last
month?

Original Original Items Modified Items Translate

Source into
Vietnamese
Job Brayfield (1) I feel fairly (1) I feel fairly (1) Tôi cảm
Satisfaction and well satisfied with well satisfied with thấy hài lòng
Rothes my job my job với công việc
(1951) (2) I am satisfied (2) Most days I am của mình
with my job for enthusiastic about (2) Nhìn
the time being my work chung, tôi
(3) Most days I am (3) I find real nhiệt huyết
enthusiastic about enjoyment in my với công việc
my work work của mình
(4) I like my job (4) I find my job (3) Tôi tìm
better than the interesting thấy niềm vui
average worker thực sự trong
does công việc của
(5) I find real mình
enjoyment in my (4) Tôi cảm
work thấy công
(6) I have too việc của
much work and mình rất thú
too little time to vị
do it in
(7) I am often
bored with my job

Work (1) “At my job, I

(UWES- (1) “At my job, I (1) Trong
engagement feel strong and
9; feel strong and công việc, tôi
vigorous”
Schaufeli vigorous” cảm thấy
et al., (2) “I am mạnh mẽ và
(2) “I am
enthusiastic about tràn đầy sinh
 2006 enthusiastic about my job” lực
my job”
(3) “I am (2) Tôi nhiệt
(3) “I am immersed in my tình với công
immersed in my work” việc của
work” mình
(3) Tôi đắm
chìm trong
công việc của
mình

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