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:
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
CHAPTER 1 - INTRODUCTION AND PROBLEM ORIENTATION 9
1.5 SIGNIFICANCE OF THE STUDY 12
CHAPTER 2 - LITERATURE REVIEW 13
2.2 DEFINITION AND THEORY REVIEW 13
2.2.2 WORK FROM HOME AND SYNONYMS 15
2.2.4 SOFTWARE ENGINEER AT SOFTWARE COMPANY 19
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
3.6.2 DATA COLLECTION METHOD 38
3.7 DATA COLLECTION PROCEDURE 40
3.8.1 QUESTIONNAIRE CHECKING40
3.8.2 QUESTIONNAIRE EDITING 40
3.11.1 CRONBACH’S ALPHA RELIABILITY ANALYSIS 41
3.11.2 EXPLORATORY FACTOR ANALYSIS (EFA) 41
3.11.3 CORRELATIONS ANALYSIS 42
CHAPTER 4 - ANALYSIS AND INTERPRETATION OF FINDINGS45
4.2 DATA DESCRIPTIVE ANALYSIS 45
4.2.3 DESCRIPTIVE ANALYSIS FOR INFLUENCING FACTORS 52
4.2.4 DESCRIPTIVE ANALYSIS FOR DEPENDENT VARIABLES 57
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
5.3.1 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
5.4.2 ALL MANAGEMENT LEVELS 84
5.7 APPROACH FOR FURTHER RESEARCHES 85
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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