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1.5.

Research Questions and Hypotheses

1.5.1. Research Questions


To be able to achieve the objectives of the research, the research groups designed some
research questions.
Question 1: What is your gender?
Question 2: Which group age are you in?
Question 3: Which department are you working in Sannam Group?
Question 4: What is your monthly income?
Question 5: What do you think about the salary which Sannam Co. pay for you?
Question 6: What does Sannam Group do to help employees have good job
performance??
Question 7: How often Sannam Group organizes skill training courses for employees?
Question 8: How do you feel about those training courses?
Question 9: Do you think your job skills increase after training courses?
Question 10: Do the managers respect employees opinions?
Question 11: How do you feel about the relationship between the managers and the
employees?
Question 12: What is a good manager in your opinion?
Question 13: Your manager often?
Question 14: What do the managers often do for employees get out of stress?
Question 15: How often do the managers help the employees at work?
Question 16: Does Sannam Group often hold social activities for employees?
Question 17: In your opinion, does the leadership style impact to job performance of
employees?
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Question 18: How often does Sannam Group make survey to employees?
Question 19: How do you feel about the employees job effictiveness of Sannam Group?
Question 20: Do you intend to work at Sannam Group in long time?

1.5.2.

Research Hypotheses
Based on the problems, hypotheses are made. By trying to find the evidence to answer
hypotheses, the research group can confirm the relationships exist between the studied
areas and the impact of leadership style: Coaching.

Respondents'
profile
Gender
Age
Work department
Monthly income

Independent variable

The impact of
leadership style:
Coaching to
employees job
performance of
Sannam Group

Dependent Variable

Figure 1: Conceptual Framework 1


Hypothesis 1:
Is there a significant relationship between gender and the impact of leadership style:
Coaching?
Hypothesis 2:
Is there a significant relationship between age and the impact of leadership style:
Coaching?
Hypothesis 3:
Is there a significant relationship between work department and the impact of leadership
style: Coaching?
Hypothesis 4:

Is there a significant relationship between monthly income and the impact of leadership
style: Coaching?

Factors
The impact of
leadership style:
Coaching to
employees job
performance of
Sannam Group

Salary
Training course
Social activities
Respect
Managers' attitude
Employees' feedback
Job performance

Independent variable

Dependent Variable

Figure 2: Conceptual Framework 2

Hypothesis 5:
Is there a significant relationship between employees salary and the impact of
leadership style: Coaching?
Hypothesis 6:
Is there a significant relationship between training course and the impact of leadership
style: Coaching?
Hypothesis 7:
Is there a significant relationship between social activities and the impact of leadership
style: Coaching?
Hypothesis 8:
Is there a significant relationship between respect and the impact of leadership style:
Coaching?
Hypothesis 9:
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Is there a significant relationship between managers attitude and the impact of


leadership style: Coaching?
Hypothesis 10:
Is there a significant relationship between employees feedback and the impact of
leadership style: Coaching?
Hypothesis 11:
Is there a significant relationship between job performance and the impact of leadership
style: Coaching?

Chapter 3

Research methodology
Primary research and Secondary research are two main types of research
Primary research is new research, carried out to answer specific issues or questions. It can
involve questionnaires, surveys or interviews with individuals or small groups. Secondary
research makes use of information previously researched for other purposes and publicly
available. This is also known as 'desk research'. Secondary research includes published research
reports in a library, surveys or the Internet. It can also include scientific reports produced by
medical councils, universities or government (Businesscasestudies, 2007).
In our research about Sannam Group, we use both of Primary research and Secondary research.
The aim of this research is to illustrate the impact of leadership style, specifically coaching, to
employees job performance of Sannam Group and its employees. Therefore, the main data of
this research is the perception of 100 respondents through survey in Hanoi.

3.1. Research Design


There are many ways to do this research but Survey is the most suitable research tool to be
used. Surveys can be useful when a researcher wants to collect data in short time and save
money. The respondents answer the same questions to ensure consistency. It may be conducted
via post or email, messages, face-to-face with questionnaires and pens, via websites, etc.
Survey is divided into two 2 types: Quantitative research and Qualitative research.
Quantitative research: The use of sampling techniques (such as consumer surveys) whose
findings may be expressed numerically, and are amenable to mathematical manipulation
enabling the researcher to estimate future events or quantities.
(Businessdictionary, n.d.)
Qualitative research is aimed at gaining a deep understanding of a specific organization or
event, rather than surface description of a large sample of a population. It aims to provide an
explicit rendering of the structure, order, and broad patterns found among a group of
participants.
(Csulb, n.d.)
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In this research, Quantitative research is used to investigate the impact of leadership style:
coaching to employees job performance of Sannam Group. It was able to summarize the range
of data available for effective analysis, you can measure how employees feel or think about
their managers, how they satisfaction and their comments. Additionally, Leadership style:
Coaching is a specialized in Organization and Behaviour module, so using Quantitative research
by questionnaire is very convenient because it does not need to know deeply about Coaching
style.

3.2. Research Sampling


The respondents are Sannams employees. 100 respondents, who are working at Sannam Group,
will receive same questionnaires.
In this case of research about Sannam, Simple random sampling is the most suitable sample
for this research because other sampling methods require much in-depth research and advance
knowledge of a population prior to the selection of subjects, but in simple random sampling,
only the complete listing of the elements in a population is needed. The respondents will be
received the same questionnaires about the impact of leadership style: Coaching to employees
job performance of Sannam Group. Besides, by using this sampling, we can simplify data
interpretation and analysis of results.

3.3.

Research Instrument

The questionnaire in this survey is based on the factors in leadership style: Coaching and
present situation of Sannam. It divided into 4 parts:

Profile information
Perception about situation of Sannam
Perception about Leadership style
Perception about leadership style: coaching in Sannam Group

Part
Questions
Explanation
Demographic 1. What is your gender?
The aim is to collect general demographic
2. Which group age are you in?
question
information of the respondents. These
3. Which department are you
answers are in multiple choices
working in Sannam Group?
4. What is your monthly
income?
5. What do you think about the This part discusses about the general

Perception
about
situation
Sannam

salary which Sannam Co. knowledge of respondents about Sannam.


of

pay for you?


In question 5, researchers can find do the
6. What does Sannam Group
respondents satisfy with their salary or not
do to help employees have
through a Likert scale: Very cheap (0-2),
good job performance?
Low (2-4), Normal (4-6), High (6-8), Very
high (8-10)
Question 6 determines the diversity activities
which Sannam Group do to increase job

Perception

performance.
11. How do you feel about the The aim is to know employees knowledge

about

relationship

Leadership

managers

style

between
and

the about the leader style.


the Question 11 shows how employees opinions

employees?
about relationship with managers through a
12. What is a good manager in
Likert scale: Only care about job
your opinion?
performance (0-2), Not good (2-4), Normal
17. In your opinion, does the
(4-6), Good (6-8), Very concerned to
leadership style impact to
employees (8-10).
job
performance
of
Question 12 show the evaluation of
employees?
employees about a good manager.
Question 17 rates the impact of leader style
by Likert scale: Absolutely no (0-2), No (24), Normal (4-6), Yes (6-8), Absolutely yes
(8-10)

Perception

7. How often Sannam Group This part aims to assess the respondents

about

organizes

leadership
style:
coaching
Sannam
Group

in

skill

training perception about Leadership style: Coaching

courses for employees?


in Sannam Group.
8. How do you feel about
Question 7 shows the frequency that
those training courses?
company create training courses through
9. Do you think your job
skills increase after training Likert scale: Never (0-2), Rarely (2-4),
courses?
Sometimes (4-6), Usually (6-8), Always (810. Do the managers respect
10).
employees opinions?
Question 8 shows how people rate the
13. Your manager often?
training courses quality: Bad quality (0-2),
14. What do the managers
Not good (2-4), Normal (4-6), Good (6-8),
often do for employees get
Very useful (8-10).
out of stress?
15. How often do the managers The aim of question 9 is to conduct the
help

the

employees

at perception about job skills after training

courses through a Likert scale: Absolutely no


work?
16. Does Sannam Group often (0-2), No (2-4), Normal (4-6), Yes (6-8),
hold social activities for Absolutely yes (8-10).
employees?
By question 10, researchers know how
18. How often does Sannam
managers respect their employees through a
Group make survey to
Likert scale: Never (0-2), Rarely (2-4),
employees?
Sometimes (4-6), Usually (6-8), Always (819. How do you feel about the
10).
employees
job
Question 13 shows managers behavior with
effictiveness of Sannam
their employees
Group?
20. Do you intend to work at Question 15 rates the frequency the managers
Sannam Group in long help the employees: Never (0-2), Rarely (2time?

4), Sometimes (4-6), Usually (6-8), Always


(8-10).
Question 16 shows the times company holds
social activities through a Likert scale: Never
(0-2), Rarely (2-4), Sometimes (4-6), Usually
(6-8), Always (8-10).

Question 18 shows the times company do


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survey to conduct opinions from employees:


Never (0-2), Rarely (2-4), Sometimes (4-6),
Usually (6-8), Always (8-10).
By

question

19,

researchers

know

employees job effictiveness of Sannam


Group through a Likert scale: Very low (0-2),
Low (2-4), Normal (4-6), High (6-8), Very
high (8-10).
Question 20 shows perception of employees
about working at Sannam in long term:
Absolutely no (0-2), No (2-4), Normal (4-6),
Yes (6-8), Absolutely yes (8-10).
Table 2: Explanation of questions

3.4. Data Analysis Methods


To analyze the data in the survey, researchers use some following methods:
Frequency Distribution method: A systematic method of showing the number of occurrences
of observational data in order from least to greatest. Frequency distributions best represent
continuous data (Toolingu, n.d.)
Weighted Mean method: is an average computed by giving different weights to some of the
individual values. If all the weights are equal, then the weighted mean is the same as the
arithmetic mean (Ncalculators, n.d.)
Correlation: Degree and type of relationship between any two or more quantities (variables) in
which they vary together over a period (Businessdictionary, n.d.).
In this research, correlation is used to show the relationship between Training courses and
Managers help and the relationship between Impact of leadership style and Job performance.

No

Formula of Methods

Questions
9

involved
Frequency Distribution

P=

Fx
F

100

P : Percentage

Q1, Q2, Q3,


Q4, Q6, Q12,
Q13, Q14

fx = frequency
f = number of respondents
Weighted mean

X=

Fvc ( 02 ) + Fl ( 24 )+ Fn ( 46 )+ Fh ( 68 ) + Fvh(810)
N

Fvc : frequency for Very cheap


Fl: frequency for Low
2

Q5

Fn: frequency for Normal


Fh: frequency for High
Fvh: frequency for Very high
N: number of respondents

10

Weighted mean

X=

Fn ( 02 ) + Fr ( 24 ) + Fs ( 46 )+ F u ( 68 )+ Fa(810)
N

Fn: frequency for Never


3

Fr: frequency for Rarely

Q7, Q10,
Q15,Q16,
Q18

Fs: frequency for Sometimes


Fu: frequency for Usually
Fa: frequency for Always
N: number of respondents

11

Weighted mean
X=

F bq ( 02 ) + Fng ( 24 ) + Fa ( 46 )+ Fg ( 68 ) + F vu(810)
N

Fbq: frequencyfor Bad quality


4

Fng: frequency for Not good

Q8

Fn: frequency for Normal


Fg: frequency for Good
Fvu: frequency for Very useful
N: number of respondents
Weighted mean
X=

Fan ( 02 ) + Fno ( 24 ) + Fn ( 46 ) + Fy ( 68 )+ Fay (810)


N

Fan: frequency for Absolutely no


5

Fno: frequency for No

Q9, Q17, Q20

Fn: frequency for Normal


Fy: frequency for Yes
Fay: frequency for Absolutely yes
N: number of respondents

12

Weighted mean
X=

F 1 ( 02 )+ F 2 (24 ) + F 3 ( 46 )+ F 4 ( 68 )+ F 5(810)
N

F1: frequency for Only care about job performance


6

F2: frequency for Not good

Q11

F3: frequency for Normal


F4: frequency for Good
F5: frequency for Very concerned to employees
N: number of respondents
Weighted mean
X=

Ftd ( 02 )+ Fd (24 ) + Fmb ( 46 )+ Fa ( 68 ) + Fta(810)


N

Ftd: frequency for Totally disagree


7

Fd: frequency for Disagree

Q16, Q19,
Q22

Fmb: frequency for May be


Fa: frequency for Agree
Fta: frequency for Totally agree
N: number of respondents

13

Weighted mean
X=

Fvl ( 02 ) + Fl ( 24 )+ Fn ( 46 ) + Fh ( 68 ) + Fvh(810)
N

Fvl : frequency for Very low


8

Fl: frequency for Low

Q19

Fn: frequency for Normal


Fh: frequency for High
Fvh: frequency for Very high
N: number of respondents
Correlation
n xy x y
[n x ( x) ][n y 2 ( y 2 )]
2

r=

Q7 and Q15
r: Correlation
x: frequency for th times Sannam Group organizes skill training courses
for employees
y: frequency for the times the managers help the employees at work
Correlation
n xy x y
[n x ( x) ][n y 2 ( y 2 )]
2

r=

10

Q17 and Q19


r: Correlation
x: frequency for the impact of leadership style to job performance of
employees
y: frequency for the employees job effectiveness of Sannam Group
Table 3: Formula of Methods in each question
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APPENDIX 1: MINUTES OF MEETING

MINUTES OF THE 1st MEETING


The first meeting of 2M&L group has been at Ravens house, 22 Ton That Tung Street on
Wednesday, March 20th, 2013, from 8:00 to 12:00. Members who attended are as follow:
1. Phan Khanh Linh Raven F05B
2. Nguyen Thanh Ha Moon F05B
3. Nguyen Quynh Trang Bolly F05B
4. Tran Thi Lan Anh Jan F05B
No members was absent in the meeting. The meetings purposes are as follows:
Purpose: Learn about green marketing strategy
Detail:

Divide tasks to team members

Reading the definition of green marketing

Determining factor of the chosen strategy

Sharing of experience in marketing

Problems encountered:

Cannot find much information about green marketing

difficulty in choosing the appropriate factor

Solutions applied to the problems:

Read articles on green marketing from the internet and books

Consultation from friends

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MINUTES OF THE 2nd MEETING


The second meeting of 2M&L group has been at Paris Gatueax Coffee Thai Ha, 12 Chua Boc
Street on Wednesday, April 3rd, 2013, from 13:30 to 17:00. Members who attended are as
follow:
1. Phan Khanh Linh Raven F05B
2. Nguyen Thanh Ha Moon F05B
3. Nguyen Quynh Trang Bolly F05B
4. Tran Thi Lan Anh Jan F05B
No members was absent in the meeting. The meetings purposes are as follows:
Purpose: Application of green marketing strategies to companies Vinamilk
Detail:

find out information about the implementation of green marketing Vinamilk

Cover the theories and knowledge related to meet the requires of those outcomes

Make questionnaire

Problems encountered:

Cannot find much information about green marketing of Vinamilk

Have not found a suitable question

Solutions applied to the problems:

Ask for attitude of expert


Investment of time to read the documentation

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MINUTES OF THE 3rd MEETING

The third meeting of 2M&L group has been at Ravens house, 22 Ton That Tung Street on
Saturdays, April 13th, 2013, from 8:00 to 13:00. Members who attended are as follow:
1. Phan Khanh Linh Raven F05B
2. Nguyen Thanh Ha Moon F05B
3. Nguyen Quynh Trang Bolly F05B
4. Tran Thi Lan Anh Jan F05B
No members was absent in the meeting. The meetings purposes are as follows:
Purpose: Discuss questionnaire about green marketing of Vinamilk
Detail:

Corrected in the revised question of teacher


Research information production methods for environmental protection of Vinamilk

Problems encountered:

Unsatisfactory question

Inaccurate information

Solutions applied to the problems:

Read more about the company books


Trying to contact the company to obtain more information

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