Can Tho University of Medicine and Pharmacy has been established since December 25th, 2002 based on the Decision No 184/2002/QĐ-TTg of the Prime Minister to be the first and the only medical university in the Mekong Delta, in the South West of Viet Nam. Its establishment helps to contribute in building a strong work force for health care system in Mekong Delta and other regions as well.
Moreover, it is no doubt that “workforce” is the most important factor and the only sustainable long- term competitive advantage of an organization. An organization is effective to the degree to which it achieves its goals. Thus CTUMP can be successful in meeting the established goals proposed above if it has enough and strong workforce. Beyond the research literature and studies, job satisfaction is also important in everyday life. Organizations have significant effects on the people who work for them and some of those effects are reflected in how people feel about their work (Spector, 1997). Furthermore, understanding job satisfaction is critical to the success of an organization. The researcher with the support of the new Rector, therefore, feels that there is a need to have a study about the staff’s job satisfaction in CTUMP. Objectives of the Study and Research questions:
The researcher aims to survey overall job satisfaction of the staff in Can Tho University of Medicine and Pharmacy. The following objectives are decided: - To determine the level of overall job satisfaction of the staff in Can Tho University of Medicine and Pharmacy. - To compare job satisfaction of the staff in CTUMP by their personal and organizational factors. * The following research questions will be guiding this paper: 1. What is the level of overall job satisfaction of the staff in Can Tho University of Medicine and Pharmacy? 2. What are the significant differences of job satisfaction of the staff in Can Tho University of Medicine and Pharmacy by their personal and organizational factors? Conceptual Framework:
The framework of this paper is based on two theoretical works using quantitative survey measures. The overall job satisfaction survey in the model will be based on Job Satisfaction Survey (JSS) developed by Paul E. Spector (1994) including nine facets: Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating procedures, Coworkers, Nature of Work and Communication. And TCM Employee Commitment Survey invented by Dr. John Meyer and Dr. Natalie Allen (1993), The University of Western Ontario will be used to measure two forms of employee commitment to an organization: (desire-based) affective commitment, (obligation-based) normative commitment. Independent Variables Dependent variables
Concepts and definitions of job satisfaction:
There are a number of definitions of job satisfaction found in the literature. The researcher defines “Job satisfaction means the degree in which an individual feels towards different facets of their job (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work and communication) which determine their work performance”. This definition is adapted from Paul E. Spector’s definition (1997) “Job satisfaction is simply how people feel about their jobs and different aspects of their jobs” Theories relating to job satisfaction:
There are three main groups of theories relating to job satisfaction that most of researchers use to found in literature. 1 Need-based Approach or Content theories
1.1Abraham Maslow’s Hierarchy of Needs: