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Kinh doanh và quản lý

Mai Ngọc Khương(1), Nguyễn Hồng Vân, Trịnh Minh Khôi

Các yếu tố tác động lên sự hài lòng, động lực và gắn kết trong công việc của công chức, viên chức tỉnh Bến Tre

Factors affecting satisfaction, motivation and work engagement of public sarvants and officers in Ben Tre province

Khoa học (Đại học Cần Thơ)

2022

3

269-280

1859-2333

Động lực làm việc, Gắn kết trong công việcl, Sự hài lòng với công việc

Job satisfaction, Work engagement, Work motivation

Nghiên cứu này xác định các yếu tố giúp người công chức (CC), viên chức (VC) tỉnh Bến Tre hài lòng hơn, có động lực hơn và gắn kết hơn trong công việc. Phương pháp tiếp cận định lượng được áp dụng với việc thu thập dữ liệu từ 320 CC, VC đại diện cho 25.583 CC, VC tỉnh Bến Tre và PLS-SEM được sử dụng để kiểm định các giả thuyết. Các phát hiện chỉ ra rằng, 6 yếu tố như: nội dung công việc, sự hài lòng công việc, động lực làm việc, quyền hạn và trách nhiệm, môi trường làm việc, mối quan hệ với đồng nghiệptác động trực tiếp đến sự gắn kết trong công việc; 6 yếu tố gồm: mối quan hệ với lãnh đạo, quyền hạn và trách nhiệm, nội dung công việc, thu nhập, môi trường làm việc, phúc lợi có tác động gián tiếp đến sự gắn kết trong công việc. Trong đó, có 3 yếu tố về nội dung công việc, quyền hạn và trách nhiệm, môi trường làm việc vừa tác động trực tiếp và gián tiếp đến sự gắn kết trong công việc của CC, VC tỉnh Bến Tre.

The study is aimed to identify which factors affect public servants and officers’ satisfaction, motivation, and work engagement. The quantitative approach was applied with data collection from 320 public servants and officers representing 25,583 public jobholders in Ben Tre province and PLS-SEM was used to test the hypotheses. The findings indicated that six factors including job content, job satisfaction, work motivation, rights and responsibilities, working environment and relationship with colleagues have direct impacts on work engagement; six factors including relationship with leader, rights and responsibilities, job content, income, working environment and welfare have indirect impacts on work engagement. Among competences, three factors including job content, rights and responsibilities, working environment have direct and indirect on work engagement.

TTKHCNQG, CVv 403

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