The ongoing decrease of job satisfaction amongst the corporate credit officers in bank for investment and development of vietnam jsc – Ho Chi Minh City Branch: causes, impacts, and solutions

Abstract

Nowadays, in the fourth industrial revolution (Industry 4.0), although there are an increasing number of professional fields gradually replaced by technology (i.e. banking, production, transportation, etc.), the intellectual capital of human resource is still considered as the indispensable asset of all organizations in operating and maintaining organizations’ operations. Therefore, to build and maintain the effective human resource as a competitive advantage requires the management to put forward suitable strategies in which creating a more convenient work place is one of prerequisites. The failure of the managers on understanding and adjusting appropriately could gradually lead to the decrease of job satisfactions. More concernedly, the low levels of job satisfactions are supposed to provoke other severe consequences such as the increase levels of burnout, the high turnover rate, the smoulder deterioration of employee involvement and organizational commitment, and the decline of organizational outcomes. Indeed, from Bank for Investment and Development of Vietnam JSC – Ho Chi Minh City Branch (hereinafter called BIDV.HCMC) perspectives, as a matter of fact, there stand an increasingly high turnover rate amongst the corporate credit officers and the decreasing business outcomes. Although there are a variety of internal and external causes that are to blame for these results, it is popularly believed that the decreasingly low level of job satisfaction is probably the main internal underlying cause. Therefore, the thesis first aims to identify the underlying causes of low satisfaction amongst the corporate credit officers at BIDV.HCMC. According to several deeply interviews derived from the current and former employees, the findings of the thesis point out that the uncertainty and power distance appear to be the main causes that lead to an emerge in the turnover intention. The thesis will then discuss some feasible alternative solutions regarding to the improvement of some management skills and the promotion of a more democracy working environment to incline the level of satisfaction and relieve the turnover intention amongst the BIDV.HCMC workers.