Professional Documents
Culture Documents
HANOI UNIVERSITY
DEPARTMENT OF INTERNATIONAL STUDIES
----------
INTERNSHIP REPORT
Topic:
ACKNOWLEDGEMENT
This report would not have been accomplished without the help of other people who in one way
or another offered their wholehearted support in the preparation and completion of this report.
I would like to extend my sincere and heartfelt obligation towards Mrs. Le Thi Danh, Head of
Tue Tinh Notary Office for giving me the chance to work as an intern at the office and for her
guidance and feedback.
I am extremely thankful and pay my gratitude to ten employees at Tue Tinh Notary Office who
voluntarily took part in the interviews. Without their co-operation and support, this study could
not be completed.
I also acknowledge with my gratitude towards the entire staff at the office for devoting time from
heir busy schedule to teach me how work is done at the office.
Last but not least, I am ineffably indebted to my parents, who have always supported and loved
me unconditionally. Without each of you, I would be nowhere near I am today.
Any omission in this brief acknowledgement does not mean lack of gratitude.
Sincerely,
Nguyen Khanh Linh
STATUTORY DECLARATION
I herewith formally declare that I myself have written the submitted internship report
independently. I did not use any outside support except for the quoted literature and other sources
mentioned at the end of this paper. This report has not been previously submitted to this
University or any other institution.
I bear full responsibility for information given in this report.
Hanoi, 29/04/2016
TEACHER COMMENTS
TABLE OF CONTENTS
II.
Background.......................................................................................................................1
2.
3.
4.
Problem statement.............................................................................................................6
2.
3.
Research questions............................................................................................................7
4.
Delimination......................................................................................................................7
5.
Limitation..........................................................................................................................8
2.
Theories...........................................................................................................................10
2.1.
2.2.
2.3.
Expectancy theory.......................................................................................................11
CHAPTER 3: METHODOLOGY.............................................................................................12
1.
Research design...............................................................................................................12
2.
Sample.............................................................................................................................13
6
3.
Procedures.......................................................................................................................14
Objective.........................................................................................................................21
2.
3.
Executive of summary
This report is a description of my two month internship as a requirement of the International
Studies Faculty before receiving a bachelors degree in International Studies. The internship was
carried out at Tue Tinh Notary Office in 2016. Besides the purpose of fulfilling the requirement
of the faculty, the major objective of the internship is to help students gain practical knowledge
in order to support theoretical knowledge. At the same time, internship encourages students
experience the real working environment. As a student of international studies, I have studied a
variety of skills and knowledge related to economics, international relations, development in the
past four years. In that period, I found out that I have a huge passion on Sociology. As a result,
when being an intern, I try to focus on human issues. My topic is Factors affecting job
satisfaction of the employees at Tue Tinh Notary Office. I have tried to have an overview about
the level of job satisfaction of the employees here and what can be done to improve that degree
of job satisfaction.
1. Background
The mission of the Department of International Studies, which was founded in 2002, is to
provide students with knowledge, confidence and essential skills to become global citizen, and to
have an awareness of complex international issues. It provides a bachelor program which
requires the students to finish at least two months of internship program. In the period of the
internship, the students need to write an internship report with the topic related to the
organization that they work.
It took me one week of considerable effort to find out all organizations that offer internship
program involving my skills. After the process of sending an application form as well as CV, I
received emails from recruiters that called for interviews. After considering all things, I decided
to have interviews at Tue Tinh Notary Office. I selected Tue Tinh Notary Office because it is not
far from my house. Besides, it is a small office compared to other companies and organizations,
so I can learn a lot of things from the bottom to the top.
Address
Position
Intern
Department
Working Duration
2 months
Work hours
PARTNERSHIP NOTARY
NGUYN TH KIM THOA
CONTRACT NOTARY
NGUYN VN TIT
CONTRACT NOTARY
TRN V BNH
Tue Tinh Notary Office is established with simple and proper organizational structure, small and
medium sized. The office operated by four notaries and substantial assistance unit meets the need
of the job. There are two forms of notarization practice organization: notarial bureaus and
notarial offices. Unlike the notarial bureaus which are set up according to the provincial-level
Peoples Committees decisions, notarial offices are established by notaries. Moreover, while the
requirement for bureaus head is a notary and appointed by the provincial-level Peoples
Committee president, a legal representative of the notarial office is a certified notary. Tue Tinh
2 Vietnam National Assembly. (2006, November 29). Law on notarization.
3
Notary Office is run in accordance with the law on notarization and law on enterprises.
Employees of the office are recruited according to the needs of the job and the structure of the
office in order to help the office operate efficiently and effectively.
With regard to financial issues, notarial office is autonomy with budget revenues coming from
the contributions of notaries, notarization fees, notarization remuneration and other lawful
incomes. Besides the join capital, the income of a notarial office depends on the quantity and
quality of notarial services that meet the requirements of persons in request for notarization.
Other lawful income can be understood as revenues of notarial office when persons in request for
notarization require for proposal verification, evaluation or notarial practice conducted outside
the office. These revenues are decided by the parties to come to the agreement. Contrary to
notarial bureaus, the revenues of notarial offices after the deduction of tax obligations as
prescribed by law will belong to the office. The office has the ability to use that money and make
decisions without being controlled. The revenues will be used to pay the cost of their activities
such as: office rent, salaries of employees, the procurement of equipment, and stationery.
II.
I had the opportunity to work at Tue Tinh Notary Office as an intern for two months from
February 18 to April 18, 2016. It is a requirement of my International Studies Department in
order to receive my Bachelor degree. I worked in Records and Archives as an intern where I had
-
learnt about working in an office and doing paperwork. I was assigned to do the jobs below:
Administrating the use of the office seal based on the content of documents and papers for
appropriate stamping.
Receiving documentary and categorizing them in incoming archive and outgoing archive book.
Classifying and distributing documents to departments and providing records on request.
Delivering documents and reporting to the department of interest
Composing letters of recommendation and letters of working certification
Excel in typing and making photocopies of documents related to the job
Organizing papers and documents to store into records and keeping track of file circulation
Keeping the information of documents and papers confidential
Staying on telephone and fax duty
Managing and supervising the administration of papers and documents of the office
Composing short hands and documents, papers of the office upon the demand of supervisors
Welcoming customers and offering drinks
Assisting in meeting of the office
Involving in the enquiring of basic necessities (tea, coffee,) for the office
4
reduced. Besides, training and management time for new staff can be saved. More importantly,
the level of productivity is maintained or even boosted. As a result, an individual will find this
business a dream place to work and to promote their capabilities.3 If staff stability plays a vital
part then how can we keep employees committed to the organization? According to many
researchers, providing job satisfaction is a must. When job satisfaction is derived, an employee
will have motivation to work harder, which leads to better performance. Job satisfaction is so
important that the omission of job satisfaction often results in listlessness and diminished
organizational commitment.4 The research was carried out with the purpose of understanding the
level of job satisfaction of office workers at Tue Tinh Notary Office and finding out the affective
factors of job satisfaction. With the acquired statistics from the survey and data analysis, the
expectation of this study is helping managers get further insight into what satisfies employees.
As a result, they will have appropriate policies.
What is the level of the notaries job satisfaction in Tue Tinh Notary Office, and what are
3 Merhar, C. (2016, February 4). Employee Retention - The Real Cost of Losing an Employee
4 Tella, A., C.O. Ayeni, & S. O. Popola (2007). Work Motivation, Job Satisfaction, and Organisational
Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria
6
3. Research question
1. What is the degree of job satisfaction of the notaries at Tue Tinh Notary Office?
2. What are the factors that influence the job satisfaction of the notaries at Tue Tinh
Notary office?
3. What are the factors that influence the job dissatisfaction of the notaries at Tue
Tiinh Notary office?
4. What factors could help increase the level of job satisfaction of the notaries at Tue
Tinh office?
4. Delimination
This study was limited to employees at Tue Tinh Notary Office. It is operated as a purposeful
sample that is not likely to generalize to the entire population.
5. Limitation
i.
The information gathered through this study is only representative of the Tue Tinh
ii.
iii.
iv.
v.
5 Jacob, M. J. (2010). Parental Expectations and Aspirations for their Children's Educational
Attainment: An examination of the College-Going Mindset among Parents
7
Job satisfaction in Robbinss perspective is individual general attitude about his job. However,
Mullins (2005) found out that job satisfaction is beyond an attitude; it is an internal state that
links to a personal feeling of achievement. Job satisfaction was believed to be the feeling and
attitude that a person has towards his job. His statement was all positive and negative facets of a
specific occupation play a part in the development of feelings of satisfaction or dissatisfaction.11
It can be seen that the concept of job satisfaction refers to different things to different people.
However, it can be simply understood that job satisfaction is the comfortable feelings that a
person has towards his job. A variety of research on job satisfaction has been done, and every
researcher has their own perspective and explanation towards variables of job satisfaction. In the
next part, we will review some of the notable previous theories about job satisfaction.
2. Theories
2.1.
A Theory of Human Motivation written by Abraham H. Maslow in 1943 introduced the idea
that human behaviors are directed toward goal achievement. Maslows Hierarchy of needs has
been depicted as 5 hierarchical levels within a pyramid. This five stage model can be divided into
physiological needs (four lower-order needs) and growth needs (the top level). Lower level basic
needs must be satisfied before moving up to higher level growth needs. 12 According to this
theory, a manager must know which level his employees are so as to encourage them by meeting
their needs. For example, the lowest level of the pyramid is physiological needs, which includes
basic needs such as air, food and water. As a result, an employer is supposed to provide his
employees with favorable working environment and meal breaks. Similarly, social needs are
10 Singh, R., & Gupta, N. (2014). Analyze the Affective Factors of Job Satisfaction A Case Study of
Telecom Sector in India, 3(8).
11 O, O. E. (2013). Job satisfaction and its predictive measures on job satisfaction of administrative staff
in South West Nigeria, 9
12 Maslows Hierarchy of Needs
9
satisfied when an individual has satisfaction in relationship with his employers and co-workers
for instance.
2.2.
Herzbergs two-factor theory of work motivation, also known as motivation-hygiene theory was
published in 1959, which developed a useful approach to motivating employees. According to
the theory, job satisfaction and job dissatisfaction are influenced by separate factors. The
characteristics related to job dissatisfaction are labeled hygiene factors, which include company
policies, supervision, and relationship with supervisor and co-workers, work conditions, salary,
status and security. Motivation factors bring about constructive job attitudes as the need for selfactualization is fulfilled. Motivation factors consist of achievement, recognition, the work itself,
responsibility, advancement and growth. 13 Herzberg came to the conclusion that job satisfaction
and job dissatisfaction are not opposite. The opposite of satisfaction is no satisfaction. The
opposite of dissatisfaction is no dissatisfaction. Eliminating job dissatisfaction doesnt lead to
satisfaction. It can prevent poor performance by meeting hygiene factors. On the other hand,
only by satisfaction of the motivation factors will lead to performance improved. 14
2.3.
Expectancy theory
Not providing specific ideas on factors motivating employees like Maslow or Herzberg, Victor
Vroom (1964) proposed an expectancy theory which concerned about the cognitive variables
related to work motivation and the close relationship between them. In this theory, three key
variables are concerned: expectancy, instrumentality, and valence.15
- Expectancy is the estimation of an individual of the probability that job-related effort will
bring about a given level of performance. It is measured by the relationship between
Efforts and Performance.
According to the theory, these elements are strongly correlated to each other through the
equation:
Effort or motivation = Expectancy x Instrumentality x Valence
Vroom believed an employee is motivated to the degree that he or she believes that (a) effort will
lead
to
acceptable
performance
(expectancy),
(b)
performance
will
be
rewarded
(instrumentality), and (c) the value of the rewards is highly positive (valence). 17 As a result, the
expectancy theory provides suggestions for employers in order to motivate their employees by
improving those relationships: effort-to-performance expectancy (strengthen the belief that
employees are qualified of implementing the work successfully), performance-to-reward
expectancy (reinforce the belief that good performance will bring about valued rewards), and
reward valences (promote the expected attractiveness of rewards resulting from desired work)18
CHAPTER 3: METHODOLOGY
The following chapter describes the method and procedures applied in the study to determine the
affective factors of job satisfaction. Following sections are included in this chapter: research
design, sample and sampling procedures, instrument and data analysis
16 Parijat, P., & Bagga, S. (2014). Victor Vrooms Expectan Cy Theory of Motivation An Evaluation,
VII(9)
17 Lunenburg, F. C. (2011). Expectancy Theory of Motivation: Motivating by Altering Expectations, 15
18 Simone, S. D. (2015). Expectancy Value Theory: Motivating Healthcare Workers, 5, 19-23
11
1. Research design
This study was designed as a qualitative research. Data was gathered by collecting responses
from participants to interview questions and a demographic survey. Qualitative research purpose
is to give privilege to the participants point of view and to illuminate the subjective meaning,
actions and context of those being researched.19 Qualitative study is appropriate when the aim is
to learn from the participants in a setting or a process the way they experience it, the meanings
they put on it, and how they interpret what they experience. 20 For the purposed study, qualitative
was used because literature and theories about notaries and lawyers job satisfaction is very
limited, as well as research questions focused on exploring issues associated with notaries.
According to Patton (2002), qualitative research brings about a thorough understanding of
interpretation of what is observed and leads to rich data21
In more detail, the qualitative research method Structured interviews will be adopted. A
structured interview is a sequence of questions in which participants are asked in the same order
and the same way. However, this may leads to some drawbacks, consisting of limited flexibility
in linking the interview to specific individuals and cases; the naturalness and consistence of
questions and answers are constrained due to the standardized wording of questions. 22 This
interview was composed of 4 open-ended questions derived from the previous research study (in
addition to the general information of the participants), they are listed as follows23:
1) How satisfied are you with your job?
2) What factors affect your level of job satisfaction?
19 Fossey, E., Harvey, C., McDermott, F., & Davidson, L. (2002). Understanding and Evaluating
Qualitative Research, 717-732
20 Atieno, O. P. (2009). AN ANALYSIS OF THE STRENGTHS AND LIMITATION OF
QUALITATIVE AND QUANTITATIVE RESEARCH PARADIGMS. Problems of Education in the 21st
Century
21 Dimitris, V., Sotiropoulos, I., Georgakopoulos, G., & Galanou, E. (2010). The Effect of Reward
System on Job Satisfaction in an Organizational Chart of Four Hierarchical Levels, 6, 102-123
22 Sung, T. S. (1999). Job satisfaction among special education teachers of special schools for severe
grade mentally handicapped children in Hong Kong (Unpublished master's thesis). University of Hong
Kong.
12
2. Sample
Respondents were 10 notaries at Tue Tinh Notary Office. All of the participants were interviewed
in Vietnamese, which helps them not only have a better understanding of questions but they also
feel more relaxed to express their feelings. The sample populations attendance at this study was
completely voluntary. The profile of research attendants are shown in the following table.
Participant
Gender
Age
Marriage status
Education
Tenure
Male
34
Married
Bachelor
Male
52
Married
Bachelor
Male
27
Married
Bachelor
Female
24
Single
Bachelor
1.5
Female
25
Single
Bachelor
Male
31
Married
Bachelor
3.5
Male
27
Single
Bachelor
Female
45
Married
Bachelor
Male
32
Married
Bachelor
2.5
Female
24
Single
Bachelor
Among the 10 notaries who were interviewed, six of them are male, and the other four are
female. Their age varies from 24 to 52 years old, four are single and the other six are married.
Their tenure ranges from 1 year up to 7 years. All of the respondents have a bachelor degree.
3. Procedures
Prior to study implementation, the demographic questions as well as four open-ended questions
were given to 4 notaries (not included in the sample) to complete as a trial interview of the length
of time to complete together with identifying unclear questions, spelling mistakes or sensitive
questions order. Additionally, changes were made to clarify questions and correct typing
mistakes according to trial response. Finally, all of the questions were revised before conducting.
The first part of the interview is demographic data. Each notary was asked to give some
information related to his or her gender, age, marital status, education background and years of
experience together with interview questions about his or her job satisfaction. The first question
asked participants about their overall level of job satisfaction. The next two questions asked
respondents about factors that drove their level of job satisfaction as well as job dissatisfaction,
which helped the notaries to discover the relation between job satisfaction in general and other
facets of job satisfaction. The last question asked participants point of view in terms of things
should be done by employers to increase the level of job satisfaction.
We used face to face instrument. Each notary was contacted in person so as to figure out if they
would take part in the personal interviews which last about 40 minutes. Some of them turned
down. Finally we have 10 voluntary respondents. Each of them was told that their participation
was extremely confidential.
Ten notaries were interviewed formally and all interviews were audiotaped and documented with
written notes. All participants were acknowledged that their interviews are transcribed and
translated into English. The interviews period occurred from March 1st to March 24th 2016.
14
appreciate their help. Participant E expressed her feelings, My relationship with colleagues is
definitely the reason why I still work here. We formed a close friendship. We hang out together;
go to the gym three times a week and many other things. We take care of each other. In terms of
financial payments, three participants stated that monetary factor was the motivating factor for
their job satisfaction. I graduated from university last year. I was supposed to have a job as soon
as possible in order to share the economic burden with my family. This job offered good salary
so I am quite satisfied. (Participant H). If you do excellent work, the bonus is quite big.
Moreover, before national holidays, all employees get an annual bonus. Such generosity makes
me satisfied. (Participant K). Two participants mentioned that it was work conditions which
drive their job satisfaction, i.e The working hours are really fine to me. I can balance my work
and my family life. (Participant B). I feel much secured to work in that working environment
(Participant I).
dissatisfaction, one responded, The nature of our job is interacting with customers every day.
We meet all kinds of people. There are some people that are really annoying. For example, when
our office is full of clients, the latter is asked to wait. It is custom law, you know, first come first
serve. However, there are impolite people; they do not want to wait and they make such a fuss.
Another element brings about job dissatisfaction is work load. Participant A stated, Sometimes I
feel like work load is too great to me. I have too much irrelevant work to do. However, more
work does not mean that you are more recognized.
17
analysis is based on the interviews of 10 voluntary participants. The main points for this study
are:
1.
2.
3.
4.
If relationship with colleagues is the factor leading to job satisfaction of the employees, it is also
the factors that influence the job dissatisfaction of the notaries. Poor relationship with co-workers
was considered a main component of their job dissatisfaction. They found out that their
colleagues do not provide wholehearted support for each other and the daily interaction is too
formal. Annoying customers are another huge element in their job dissatisfaction. A job that is
supposed to communicate with a lot of customers every day causes study participants stressful.
When asked about job dissatisfaction, participants also mentioned about financial payment
factor. Work load and recognition from employers are two final factors raised by study
participants when talking about elements that drive the level of their job dissatisfaction.
What needed to be done to increase the level of job satisfaction for notaries
Research question 4: What factors could help increase the level of job satisfaction of the notaries
at Tue Tinh Office?
Findings
After asking participants about their level of job satisfaction, factors that drive their degree of job
satisfaction as well as factors leading to their job dissatisfaction, the interviews came to the final
question that was about what needed to be done to increase the level of job satisfaction of the
employees. Three themes are found out: increase in salary, healthy competition in the office, and
expressions of recognition and acknowledgement of effort from employers.
PART 3: REFLECTION
In this part I reflect on my internship. First of all, I will point out my objectives before working
at Tue Tinh Notary office, and then I will discuss my experience to see whether I achieved my
objectives. Moreover, difficulties and challenges during the internship will be discussed and
lessons learnt are taken.
20
1. Objective
The main objective of the internship is to satisfy the requirement of the faculty in order to
receive bachelor degree. Along with that, the goal of the internship is to obtain practical
knowledge and experience the real working environment.
To be more specific, the objectives of the internship were as follow:
-
By the end of the internship, I will improve my Microsoft Word and Microsoft Excel skills.
By the middle of the internship, I will conduct interviews to gather information for my topic
Methodology to analyze information from the interviews and discuss the findings.
By the end of my internship, I will obtain practical experience in the real working environment.
By the end of my internship, I will develop stronger people skills when working with people of
diverse backgrounds.
By the end of my internship, I want to build my self-reliance and self-confidence in a real
working environment
By the end of my internship, I will improve my organizational skills, especially my time
management skills and priorities setting.
my people skills. The way people care about each other and communicate at work is different
from the way students like us do in the university. Students like me or others are quite simple and
we really care about each other. However, things get more complicated when you are at work.
Some people do not find making friends at work important to them. Some care about work
productivity and salary.
I also manipulated the knowledge I acquired from the subject Research Methodology. When I
studied this subject at the university, I was taught mostly about quantitative research. We
conducted a quantitative research in a group of 5. In terms of qualitative research, we learned this
type of research in theories. Conducting a research during the process of internship helped me
put this knowledge in practice. I knew how to carry out in-depth interviews with the participants.
Besides, analyzing and coding the information getting from the interviews are also very
important.
As an intern at Tue Tinh Notary Office, I had to use computers every day. The requirement from
the job helped me improve my Microsoft Word and Microsoft Excel skills. At the end of the
internship, Im proficient at Microsoft Office. My typing speed is fluent (56 WPM) while the
result before was just average (45 WPM).
I improved my organizational skills a lot. I learned how to organize my working space, how to
organize documents that allow people to easily access to. Among those organizational skills, my
time management skill was improved the most. This skill is very essential not only for my work
in the future but also for my life in order to get things done timely.
My personal skills were developed not only by interacting with people at the office but also
communicating with the clients. Sometimes when there were too many customers at the office, I
was supposed to take care of them by offering them a cup of water for example. There were
some clients really annoying that they made a fuss at the office. And this job taught me that even
when you faced with people like that, you still have to be polite and calm as much as you can.
This is good for me if I want to work in human resources in the future.
At the beginning of the internship, my objective is to work effectively. Halfway my internship, I
achieved my goal by organizing work and using a to-do list. The to-do list help me identify
whether I have done all of my work. It also helps me realize priorities to do first thing first.
22
Two months of internship help me develop my characteristics a lot. There is a time that I feel
really confident about myself but there is also other time I feel timid. I used to live in a
comfortable environment where everyone is really nice and friendly. My parents rarely scold me
for my bad performance. My friends are awesome, too. However, I know the fact that life is not
easy. That is one reason I really appreciate what I have learned after the internship. Sometimes, I
am criticized for doing work inaccurately, but I know it is good for me. I can learn how to do
things right after that. When I receive compliments and recognition from my boss, I feel really
happy and confident. I cannot know what I can do if I never put my steps into a real working
environment.
quite mattered. However, it takes time to work it out. I tried to be polite to everyone, help people
with little things and perform well. At the end of my internship, I think that everyone had a good
impression on me. I received some helpful advice from those employees at that office. I also
gained some new perspectives about life and work from these people.
At the beginning of my internship, I found difficult in getting along with my boss. I seemed
always nervous to read her mind. She is a tough person and I did not know whether or not she
was satisfied with what I did. Most of young employees in this office are somehow afraid of her,
too. As a new intern in the office, sometimes I felt like I was getting lost. After one week, I tried
not to think the way like I thought before. I was there to study new things. I am a young person;
therefore, I am willing to face challenges. I stopped trying to read her mind. Instead, I tried my
best to do my job carefully and efficiently. That made me more comfortable; as a result, my work
performance was better. I also found out that my boss is not as indifferent to her employees as I
thought before. This job causes her to have that characteristics but it does not mean that she does
not care about people in the office. She does that in a different way.
REFERENCES
Atieno, O. P. (2009). AN ANALYSIS OF THE STRENGTHS AND LIMITATION OF
QUALITATIVE AND QUANTITATIVE RESEARCH PARADIGMS. Problems of Education
in the 21st Century
Dimitris, V., Sotiropoulos, I., Georgakopoulos, G., & Galanou, E. (2010). The Effect of Reward
System on Job Satisfaction in an Organizational Chart of Four Hierarchical Levels, 6,
102-123
Fossey, E., Harvey, C., McDermott, F., & Davidson, L. (2002). Understanding and Evaluating
Qualitative Research, 717-732
24
Herzbergs Motivators and Hygiene Factors. Retrieved April 15, 2016, from
https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm
Jacob, M. J. (2010). Parental Expectations and Aspirations for their Children's Educational
Attainment: An examination of the College-Going Mindset among Parents. University of
Minnesota
Job satisfaction [Def.1]. (n.d.) In Cambridge Dictionaries, Retrieved April 12, 2016, from
http://dictionary.cambridge.org/dictionary/english/job-satisfaction
Judge, T. A., & Klinger, R. (n.d.). Job satisfaction and Subjective Well-being at work. 393-413
Lunenburg, F. C. (2011). Expectancy Theory of Motivation: Motivating by Altering Expectations,
15
Maslows Hierarchy of Needs. (2016, April 28). Retrieved from: http://www.learningtheories.com/maslows-hierarchy-of-needs.html
Merhar, C. (2016, February 4). Employee Retention - The Real Cost of Losing an Employee.
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Nature of Human resource management/ Job satisfaction (n.d.). Retrieved April 13, 2016, from
http://shodhganga.inflibnet.ac.in/bitstream/10603/2009/12/12_chapter iv.pdf
O, O. E. (2013). Job satisfaction and its predictive measures on job satisfaction of administrative
staff in South West Nigeria, 9. Retrieved April 14, 2016, from
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25
Vietnam National Assembly. (2006, November 29). Law on notarization. Retrieved from
http://moj.gov.vn/vbpq/en/lists/vn%20bn%20php%20lut/view_detail.aspx?itemid=3695
27