| Since having carried out reform with open policy, the economy of Vietnam has continued developing and promoted domestic and international enterprises into high integration period as a consequence. Over the past30years, Vietnam enterprises in different sectors got considerable achievement. Nevertheless, everything has own drawback. To hold talented employees, many enterprises have to fiercely compete with each other, especially competition among intellectuals that leads to changes about enterprises’s organizational structure and higher demand for personnel’s ability. On the other hands, domestic enterprises’s personnel seriously lack of support or encouragement from superiors, as a results, a low-democratic, low-confident, low-dynamic environment is created that brings occupational stress to various levels and there is no sign of stopping complexity.Enterprises culture’s installation in Vietnam comes in late in compare to other countries. Till this time, a considerable number of Vietnam enterprises work under the old, conservative, red-tape mechanism. Basically, they do not beware the importance of enterprises culture that can affect their image as well as metal-being, ability development, independence, assertive ability of personnel at work.Achievement is always considered as the top goal, not the human values, Nowadays, a great majority of personnel devote their life to enterprises with a very small amount of praise or recognition. It can result in low job satisfaction, decrease working passionate which impact on enterprises operation. The facts show that occupational stress exists at anytime, anywhere without solutions. It does not impact on only specific individual but also the whole enterprises organization. Therefore, occupational stress is not only the new topic in human psychology research but also the controversial issue in organizational management research.Vietnam enterprises is the target to research for my dissertation. After being collected and analysed, the result can be seen is the deep and compound correlation between Occupational Stress and Job Satisfaction. Based on self-administered questionnaires, the appropriate factors are selected that are related to Vietnam enterprises at the current time.Of a total250delivered questionnaires,233were collected,198were valid. Analysing and evaluating process was conducted using SPSS17.0and AMOS7.0.Study process was also carried out by using inductive and synthetic procedures. Thenceforth, assumed sample between Occupational Stress and Job Satisfaction was given according to practical and theoretical basis. Firstly, based on collected questionnaires, the preliminary features of variables were analyzed by descriptive statistics. Secondly, tested reliability and validity of scale with cronbach a coefficient and factor analysis.After that,4factors were concluded:job competition, job stress itself, interpersonal relation, role stress. Thirdly, The model between Occupational Stress or Job Satisfaction was established. Finally, Using ANOVA variance analysis with demographical statistic factors can reveal the different levels of Occupational Stress and Job Satisfaction. Here are the following results:1. According to pratical data,4factors of Occupational stress can be mentioned are job competition, job stress itself, interpersonal relation, role stress.2. Job competition, Job stress itself has significantly positive correlated with intrinsic job satisfaction. Role stress has significantly negative correlated with intrinsic job satisfaction. Interpersonal relation has non-significantly correlated with intrinsic job satisfaction.3. Meanwhile, the aspects of occupational stress and intrinsic job satisfaction posed distinctive differences from partial demographic statistics. |
PDF Full Text Request