DETERMINING FACTOR INFLUENCING WORK-FROM-HOME PERFORMANCE OF SOFTWARE DEVELOPER IN VIETNAM

Luận văn DETERMINING FACTOR INFLUENCING WORK-FROM-HOME PERFORMANCE OF SOFTWARE DEVELOPER IN VIETNAM

I, Loi Truong declare that:

DETERMINING FACTOR INFLUENCING WORK-FROM-HOME PERFORMANCE OF SOFTWARE DEVELOPER IN VIETNAM

I confirm that I have written the present thesis independently and without making use of any sources or references other than those explicitly stated in the bibliography.

Passages extracted literally or as regards content from the sources and references listed in the bibliography are identified in the thesis as a citation or a paraphrase.

This master thesis has not been previously published and has thus neither been made accessible to other interested parties nor submitted to another examination authority

 

Truong Vinh Loi

15th December 2020

ACKNOWLEDGEMENT

I would like to dedicate this accomplishment to my families, my parents and my wife with my daughter for their support and tolerance in my absence at home for the significant time during the study, and for their continuous encouragement and believing in me. I also would like to dedicate this accomplishment to all my employees, my close friends for their support in collecting data and sharing the ideas. 

The research the study would not have been possibly completed without valuable support and contribution of: 

  • First and most importantly, my supervisor XXXXXXXXXXX  for his careful guidance and support. Even though we had to quarantine during Covid 19, and we are both busy in our professional life, XXXXXXXXXXX  has spent the time talking online to me every Saturday weekly, reviewing my thesis then making value feedback and guidance. Also, he is a greatly inspired supervisor who helped me a lot in this stuff journey, he had driven me going on the right track and recommended what I should do on each step during writing this thesis.
  • All my employees at XXXXXXXXX, who continuously encourages my ideas and initiatives in daily works and many of my illustrations in this thesis were developed. Without them helps, my thesis cannot be done as successfully as now in the exploring model phase. They also were the main reason why I chose this thesis topic.
  • My wife, who always beside me, helped me take care of our baby during the study, she also has been one of my hands to collect survey data at her company – FPT, without her help, I think I would not have enough data for analysis for this study.
  • And the MCI program, all the professors and lecturers and the program management and administration team – joining this program are unique experiences that I have enjoyed learning, networking, and most important, to know that there is huge knowledge that I haven’t known before. To inspire me in the life-long-learning journey. 
  • Last but not least, for those who have participated in my survey, it was not only one time but twice for the survey, because my questionnaire had some issues and the output was not as good as research expected. Thank you very much for your time taken to complete the survey and the interviews. You have contributed valuable perceptions and insights to this study.

ABSTRACT

Despite sharply increased interest in work from home (WFH) options during the Covid-19 pandemic period, WFH is relatively not popular in the world in general and it is rare in Viet Nam specifically. Many reports, researchers papers of previous authors were published to answer the reason but no official research was published at Viet Nam that shows how Vietnamese adapting and their feelings about their work performance when they do WFH.

Purpose - Firstly, finger out the relationship between some factors with employee’s work performance when they work from home including existing perspectives and practices, try to understand how employers can better assist employees to WFH through literature review. Secondly, I have conducted processes and from research, study to recommend a framework for local companies, specifically my company to consider some recommendations in developing good working conditions to encourage working from home while maintaining good work performance in Viet Nam.

Methodology – as combined between the qualitative and the quantitative approach in this thesis. While the qualitative approach was used for exploring effect factors and their definition, a quantitative method was used for measuring how each factor influences work performance of employees at home. 

Findings and conclusion – First, the result of the literature review showed existing definitions of each factor affect an employee’s work performance from home. Then the objectives were defined together based on the research model, these will be tested by interviews and questionnaires at some software local companies from the point of view of the employee, team leader, manager, and humane resource manager. After that, the findings and conclusions will be employed. 

Keywords: Work from home, Work performance, Management Culture, Remote Work, Virtual work, Telecom work,…

 

TABLE OF CONTENT

ACKNOWLEDGEMENT     i

ABSTRACT   ii

I -        TABLE OF ABBREVIATION        vi

II -       LIST OF FIGURES  vii

III -     LIST OF TABLES    viii

CHAPTER 1 - INTRODUCTION AND PROBLEM ORIENTATION    9

1.1 INTRODUCTION        9

1.2 BACKGROUND CONTEXT  9

1.3 RESEARCH OBJECTIVES    11

1.4 RESEARCH QUESTIONS      11

1.5 SIGNIFICANCE OF THE STUDY     12

1.6 SCOPE OF STUDY      12

CHAPTER 2 - LITERATURE REVIEW    13

2.1 INTRODUCTION        13

2.2 DEFINITION AND THEORY REVIEW        13

2.2.1 WORK PERFORMANCE             13

2.2.2 WORK FROM HOME AND SYNONYMS                15

2.2.3 SOFTWARE COMPANY              18

2.2.4 SOFTWARE ENGINEER AT SOFTWARE COMPANY         19

2.3 PREVIOUS STUDIES  20

2.3.1 SATISFACTION AND PERCEIVED PRODUCTIVITY WHEN PROFESSIONALS WORK FROM HOME, RESEARCH AND PRACTICE IN HUMAN RESOURCE MANAGEMENT20

2.3.2 CRITICAL SUCCESS FACTORS IN DEVELOPING TELEWORKING PROGRAMS    21

2.3.3 FACTORS CONTRIBUTING TO VIRTUAL WORK ADJUSTMENT21

2.4 EMPLOYEE WORK-FROM-HOME PERFORMANCE MODEL SUGGESTION22

CHAPTER 3 - RESEARCH METHODOLOGY    28

3.1 INTRODUCTION        28

3.2 RESEARCH DESIGN  28

3.3 DATA SOURCE           30

3.4 QUALITATIVE APPROACH31

3.4.1 IN DEPTH INTERVIEW              31

3.4.2 EXPERT INTERVIEW  33

3.5 MEASUREMENT SCALE       34

3.6 QUANTITATIVE APPROACH          35

3.6.1 SAMPLING     35

3.6.2 DATA COLLECTION METHOD                38

3.7 DATA COLLECTION PROCEDURE            40

3.8 DATA PREARATION40

3.8.1 QUESTIONNAIRE CHECKING40

3.8.2 QUESTIONNAIRE  EDITING     40

3.8.3 QUESTIONNAIRE CODING       40

3.8.4 DATA CAPTURING      40

3.9 PILOT TESTING         40

3.10 VALIDITY     41

3.11 STATISTICAL ANALYSIS   41

3.11.1 CRONBACH’S ALPHA RELIABILITY ANALYSIS           41

3.11.2 EXPLORATORY FACTOR ANALYSIS (EFA)      41

3.11.3 CORRELATIONS ANALYSIS  42

3.11.4 REGRESSION ANALYSIS        43

3.11.5 ONE-WAY ANOVA     44

CHAPTER 4 - ANALYSIS AND INTERPRETATION OF FINDINGS45

4.1 INTRODUCTION        45

4.2 DATA DESCRIPTIVE ANALYSIS     45

4.2.1 DATA COLLECTION   45

4.2.2 SAMPLE DEMOGRAPHIC         45

4.2.3 DESCRIPTIVE ANALYSIS FOR INFLUENCING FACTORS              52

4.2.4 DESCRIPTIVE ANALYSIS FOR DEPENDENT VARIABLES             57

4.3 SCALE MEASUREMENT       58

4.3.1 CRONBACH’S ALPHA RELIABILITY   58

4.3.2 CORRELATIONS ANALYSIS    62

4.4 LINEAR REGRESSION ANALYSIS  67

4.4.1 PEARSON CORRELATION COEFFICIENT TEST                67

4.4.2 MULTIPLE REGRESSION ANALYSIS    68

4.5 ANALYSIS OF VARIANCE OR ANOVA ANALYSIS          74

4.5.1 TESTING THE DIFFERENCE IN GENDER            74

4.5.2 TESTING THE DIFFERENCE IN AGE     75

4.5.3 TESTING THE DIFFERENCE IN MARIAL STATUS           76

4.5.4 TESTING THE DIFFERENCE IN NUMBER OF CHILDREN UNDER SCHOOL AGE.76

4.5.5 TESTING THE DIFFERENCE IN LIVING STATUS              77

4.5.6 TESTING THE DIFFERENCE IN JOB POSITION78

4.5.7 TESTING THE DIFFERENCE IN WORK EXPERIENCE.    78

4.5.8 TESTING THE DIFFERENCE IN WORK FROM HOME EXPERIENCE.         79

4.5.9 TESTING THE DIFFERENCE IN WORK FROM HOME COMPANY’S CULTURE.     79

CHAPTER 5 - OVERVIEW, RECOMMENDATIONS AND CONCLUSION    81

5.1 INTRODUCTION        81

5.2 OVERVIEW OF THE STUDY            81

5.3 RESEARCH FINDINGS          82

5.3.1 JOB CHARACTERISTICS FACTOR IS THE MOST IMPACT FACTOR TO EMPLOYEE WORK PERFORMANCE AT HOME.       82

5.3.2 INDIVIDUAL WORK STYLE HAS NEGATIVE AFFECT TO HOW TO EMPLOYEE PERFORM THEIR WORK AT HOME     82

5.3.3 ORGANIZATION FACTOR IS NOT A CONCERN OF WORK PERFORMANCE OF EMPLOYEE DURING WORK AT HOME     83

5.3.4 HOUSEHOLD CHARACTERISTICS IS NOT PERCEIVED AS A BARRIER TO PERFORM GOOD JOB AT HOME           83

5.3.5 THERE IS NO DIFFERENCE ABOUT PERFORMANCE OF JOB WHILE HAS DIFFERENCE ABOUT DEMOGRAPHIC83

5.3.6 EMPLOYEE’S WFH EXPECTATION       83

5.4 RECOMMENDATIONS          84

5.4.1 BOARD OF DIRECTORS             84

5.4.2 ALL MANAGEMENT LEVELS  84

5.4.3 EMPLOYEES  84

5.5 CONSULTING84

5.6 LIMITATION OF STUDY      84

5.7 APPROACH FOR FURTHER RESEARCHES          85

REFERENCE           86

APPENDIXES          88

APPENDIX 1: IN-DEPTH INTERVIEW FORM (Final Vietnamese version)    88

APPENDIX 2: IN-DEPTH INTERVIEW FORM (Final English version)           89

APPENDIX 3: INTERVIEWEE & RESULT        91

APPENDIX 4:  EXPERT INTERVIEW FORM   97

APPENDIX 5:  EXPERT INTERVIEW RESULT            98

APPENDIX 6:  LITERATURE REVIEW TABLE           102

APPENDIX 7:  QUESTIONNAIRE FORM (Vietnamese version)          104

APPENDIX 8:  QUESTIONNAIRE FORM (English version)     111

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