The shortage of high-skilled labor has become a challenge for multinational corporations (MNCs) conducting business in emerging market countries. To address this issue, MNCs have searched for effective ways to attract and retain talented individuals. Job satisfaction was identified as a potential factor that influences the employee's turnover decision. Therefore, this quantitative study sought to verify the relationship between demographic variables and job satisfaction as well as between personality traits and job satisfaction. The current study was based on the two-factor theory developed by Herzberg, Mausner, and Snyderman (1959), which aims to explain the job satisfaction and dissatisfaction using two factors: intrinsic/motivator and extrinsic/hygiene.
Data were collected from a random sample of 166 participants who are working for information technology MNCs in Ho Chi Minh City, Vietnam. The study utilized the Minnesota Satisfaction Questionnaire to measure job satisfaction and the Ten Item Personality Inventory to assess personality traits. Correlation analysis and multiple regression analysis were employed to analyze the collected data, and the significant level was set at 0.05. The findings revealed no significant relationships existed between all aspects of job satisfaction (overall, extrinsic, and intrinsic) and the two variables (demographic characteristics and personality traits), except for a significant relationship between job status and intrinsic satisfaction. The study results also indicated no support for the Herzberg et al.'s (1959) theory.
|Subjects||Management; Occupational psychology; Organization theory; South Asian studies; Organizational behavior|
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