Nghiên cứu sinh Padaphone Sayakhot bảo vệ luận án tiến sĩ
ORIGINAL CONTRIBUTIONS OF THE DISSERTATION
Dissertation title: Factors Impacting Employee Job Satisfaction: Evidence from Telecommunication Companies in Laos
Specialization: Business Administration Specialization code: 9340101
PhD candidate: Padaphone Sayakhot
Supervisor: Assoc. Prof. Le Thi Lan Huong
Institution: National Economics University
Original contributions on academic and theoretical aspects
1. This study developed and validated an integrative theoretical model to examine the impact of both extrinsic factors (basic pay and training programs) and intrinsic factors (working conditions and empowerment) on employee job satisfaction simultaneously. Prior studies on this topic mostly focused on a single or limited set of factors. This model provides a holistic lens to understand job satisfaction.
2. By focusing on the telecommunication sector in Laos, this research contributes new empirical evidence from an understudied context in Southeast Asia. The telecom industry is developing rapidly in Laos but little academic research has examined the employee experience. The findings offer nuanced insights that consider the interaction between human managment practices in organizations and the national culture in Laos.
3. This study adopted a quantitative research method using survey questionnaire and statistical analysis to test the relationships proposed in the theoretical model. This allowed for empirical testing of multiple independent variables and their relative impact on the dependent variable of job satisfaction.
Recommendations derived from the findings of the dissertation
1. The dissertation sucessfully propose targeted HR strategies based on the identified factors influencing job satisfaction, addressing the specific needs and challenges of employees in the telecommunications industry in Laos, the study also provide a comprehensive model of employee job satisfaction in the telecommunications industry in Laos, incorporating the key factors (basic pay training programs, working conditions, and empowerment), their interrelationships, and their relative importance.
2. Prioritize occupational health and safety. Given working conditions were the top satisfaction driver, the company should strengthen safety standards, equipment maintenance programs, and injury prevention protocols. Conducting regular risk assessments and getting employee input can proactively address issues impacting their well-being.
3. Establish competitive compensation packages. With pay emerging as the second most important factor, the company needs to periodically benchmark salaries against market rates to attract and retain critical staff. They could consider annual cost-of-living adjustments, merit-based pay increases, and rewards/bonuses for high performers.
4. Develop extensive training programs and comprehensive training curriculums in technical skills, leadership, product knowledge, etc. can help employees advance their careers. This shows the company's commitment to their development and engages them through new opportunities to learn.
