ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 11: Research Project

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Re-submission Date Date Received 2nd submission

Student Name TRAN PHUOC VINH Student ID GBC200140

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I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

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P3 P4 P5 P6 P7 M2 M3 M4 D1 D2 D3
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 Assignment Brief 2 (RQF)
Higher National Certificate/Diploma in Business

Student Name/ID
TRAN PHUOC VINH
Number:

Unit Number and Title: Unit 11 – Research Project

Academic Year: 2022-2023

Unit Assessor:

Assignment Title: ASSIGNMENT 2 – Research Report

Issue Date:

Submission Date:

Internal Verifier Name:

Date:

Submission Format:

Format:

 This assignment is an Individual report and specifically including a Research report. You are
required to follow the format by Pearson-set assignment
 You must use font Calibri size 12, set number of the pages and use multiple line spacing at 1.5.
Margins must be: left: 2.5 cm; right: 2 cm; top: 2 cm and bottom: 2 cm.
 You should use in text references and a list of all cited sources at the end of the essay by
applying Harvard referencing style.
 The recommended word limit is 4500-6000 words, excluding the tables, graphs, diagrams,
appendixes and references. You will not be penalized for exceeding the total word limit.
 The cover page of the report has to be the Assignment front sheet 2 (to be attached with this
assignment brief).

Submission

 Students are compulsory to submit the assignment in due date and in a way requested by the
Tutor.
 The form of submission will be a soft copy posted on http://cms.greenwich.edu.vn/.
  Remember to convert the word file into PDF file before the submission on CMS.

Note:

 The individual Assignment must be your own work, and not copied by or from another
student.
 If you use ideas, quotes or data (such as diagrams) from books, journals or other sources, you
must reference your sources, using the Harvard style.
 Make sure that you understand and follow the guidelines to avoid plagiarism. Failure to
comply this requirement will result in a failed assignment.

Unit Learning Outcomes

LO2. Conduct and analyse research relevant to a business research project.

LO3. Communicate the outcomes of a research project to identified stakeholders
LO4. Reflect on the application of research methodologies and concepts

Assignment Brief and Guidance:

*This assignment guidance is for reference only and can be customized by the tutor to meet specific
needs

Assignment scenario

After your research proposal on the theme “Business Recovery due to the impacts of COVID-19
global pandemic” approved from the first assignment, you are required to create a full research
report. You can inherit several sections from the Research Proposal to add to this Research Report.

Structure of the Research Report

Title Page

 It is important that you state clearly, at the beginning of the assignment, what its title is, which
module it applies to and your name as the author.
 You should also include the College name, report title and the date.

Executive Summary

 A summary should be provided, so that people can see at a glance what the report is about.
You should mention your key findings, conclusions and recommendations.
 This summary is usually printed immediately after the title page

Contents Page
  Page numbers as well as section/chapter titles should be included
 If the report incorporates some appendices, their titles should be listed

Acknowledgements

 A list of names, roles and organisations (if relevant) of all of those who helped you when
compiling the report should be listed

Introduction

 This section should provide some of the background of the subject that forms the principal
theme of your report.
 You should also provide some key information about the organisation in which your research
is based.

Literature Review

 The history of the ‘problem’ can be reviewed here, culminating in the situation that prompted
the report to be written

Methodology

 This section is needed for the reader to judge the authenticity of the ‘evidence’ that
comprises the main body of the report. All sources should be mentioned and, if appropriate,
describe how you put together your questionnaire or survey.
 Copies of questionnaires, interview questions etc. should be included in the appendices.
 If any published documents were studied, this should be mentioned here

Main Body

 This is likely to comprise many paragraphs or sections. It is often useful to break up your
assignment into subheadings.
 This section should be structured around the key themes of your research
 Use tables, charts if possible. Your presentation of data is important
 This section should bring together your secondary and primary research and your findings

Discussions

 Your recommendations should clearly spell out your ideas to enable them to be acted upon.
 In particular, if your proposals involve expenditure, you must supply a cost benefit evaluation
to show what it costs and what management will get from it.
 Reflect on the effectiveness of research methods applied for meeting objectives of the
business research project (retrospective)
 Consider alternative research methodologies and lessons learnt in view of the outcomes.
 (Prospective)

Conclusions

 In this section you should say what your facts or findings mean i.e., discuss the key
implications arising from the wealth of detail you may have collected.
 Your findings and outcomes should be related back to your initial research objective and
proposal
 The conclusions should not incorporate any new facts

Bibliography

 All references in the report should be listed in the correct Harvard format

Appendices

 All detailed statistical tabulations, graphs, lists, questionnaires etc. should be organised into
separate appendices
 Include a list of references (sources that are actually cited in the report itself)
 Nothing should be included that isn’t referred to in the main body of the report
 Unit assessment criteria

Grading criteria

LO2 Conduct and analyse research relevant to a chosen business research project.

P3 Conduct primary and secondary

research using appropriate methods
D1 Critically evaluate research
for a business research project that
M2 Discuss merits, limitations and methodologies and processes in
consider costs, access and ethical
pitfalls of approaches to data application to a business research
issues.
collection and analysis. project to justify chosen research
P4 Apply appropriate analytical tools
methods and analysis.
to analyse research findings and
data.

LO3: Communicate the outcomes of a research project to identified stakeholders

M3 Coherently and logically

P5 Communicate research outcomes in communicate outcomes to the D2 Communicate critical analysis
an appropriate manner for intended intended audience demonstrating of the outcomes and make valid,
audiences how outcomes meet set research justified recommendation
objectives

LO4 Reflect on the application of research methodologies and concepts

P6 Reflect on the effectiveness of

research methods applied for meeting M4 Provide critical reflection and
D3 Demonstrate reflection and
objectives of the business research insight that results in
engagement in the research
project (retrospective) recommended actions for
process leading to recommended
P7 Consider alternative research improvements and future
actions for future improvement
methodologies and lessons learnt in research considerations.
view of the outcomes. (Prospective)
 Executive summary

The purpose of this report is to examine the resilience of Sunhouse employees. The research project
generated a Google online survey that received twenty responses. Overall, the results showed that
age and sexual orientation don't significantly affect how resilient Sunhouse employees are. In
addition, the types of data analysis are explained in detail.
 Acknowledgment

In light of the fact that I have now finished this topic, I would like to express my gratitude to the
instructor AAAAA for providing me with enthusiastic instruction, advice, and support. At the same
time, I worked through the stages necessary to finish a research project. In addition, I would like to
express my gratitude to the 20 Sunhouse employees who took the time to respond to my survey.
 Content

s
I. INTRODUCTION.......................................................................................................................................12
1. Background of the study.......................................................................................................................12
2. The reason for choosing the topic........................................................................................................13
Due to the shortage of earlier research on the factors that affect worker resilience at Sunhouse, I chose to
focus on this topic. Consequently, this essay enables us to appreciate the effects on worker resilience and
the enterprise..............................................................................................................................................13
3. Research questions:..............................................................................................................................13
II. LITERATURE REVIEW....................................................................................................................................14
1. Employee resilience.................................................................................................................................14
2. Consequences of employee resilience.....................................................................................................15
3. The role of genders and ages in employee resilience..............................................................................15
a. Gender and resilience......................................................................................................................15
b. Age and resilience............................................................................................................................15
4. Hypothesis development.........................................................................................................................16
III. Considerations............................................................................................................................................17
1. Project budget.........................................................................................................................................17
2. Ethical consideration...............................................................................................................................17
IV. RESEARCH METHODOLOGY........................................................................................................................18
1. Research approach...............................................................................................................................18
2. Data collection......................................................................................................................................18
3. Questionnaire design............................................................................................................................18
4. Data analysis.........................................................................................................................................20
4.1 Descriptive statistic................................................................................................................................20
4.2 One-sample t-test and two-sample t-test..............................................................................................21
V. RESULTS......................................................................................................................................................22
1. Descriptive statistics................................................................................................................................22
1.1. Background....................................................................................................................................22
1.2. Statement.......................................................................................................................................23
2. T-test.......................................................................................................................................................26
2.1. Examining the first hypothesis.....................................................................................................26
2.2. Examining the second hypothesis..............................................................................................30
 3. Findings..................................................................................................................................34
3.1 The first hypothesis...............................................................................................................................34
3.2 The second hypothesis..........................................................................................................................35
VI. Reflections on the research process...........................................................................................................36
1. Effectiveness of research process............................................................................................................36
1.1. Evaluation of milestone................................................................................................................36
1.2. Evaluation of research budget.....................................................................................................36
1.3. Evaluation of the research objectives.........................................................................................37
2. Alternative research methods and lesson learnt.....................................................................................37
GOOGLE FORM SURVEY..................................................................................................................................38
REFERENCES....................................................................................................................................................42
I. INTRODUCTION

1. Background of the study

Phu Thang Co., Ltd., the forerunner to today's SUNHOUSE Corporation, opened its doors
for business on May 22, 2000. In 2004, SUNHOUSE partnered with SUNHOUSE Co., Ltd.
in Korea, leading to the formation of SUNHOUSE Vietnam Co., Ltd. and the development
of a joint venture plant in ASEAN to produce household appliances using cutting-edge
anodized technology. In 2010, SUNHOUSE rebranded itself as SUNHOUSE GROUP
JOINT STOCK COMPANY and expanded its investment portfolio to include a wide range
of consumer and commercial products. After 20 years of foundation and progress, the
SUNHOUSE Group is pleased to be a component of the trillion-dollar corporate group.
During this time, the company has accumulated a cluster of eight production factories in an
area of more than 100,000m2. Because of its closed system, SUNHOUSE can produce
advanced home appliances such as air conditioners, induction cookers, and intelligent rice
cookers. Today, with over a thousand product codes, SUNHOUSE can meet the needs of
its customers in virtually every area of their lives, from home goods to electrical appliances
to refrigeration electronics to lighting equipment to industrial power and beyond. Through
its 60,000 retail outlets in 63 Vietnamese provinces and cities, SUNHOUSE reaches an
estimated 80% of the country's population. The overseas markets in Myanmar, Indonesia,
Egypt, and Turkey, as well as the more selective ones in North America, Hong Kong, and
Mexico, have all benefited from SUNHOUSE. With its innovative business methods and
dedication to sustainable development, SUNHOUSE has continuously increased its sales
by 25–35% annually, placing it in the top 50 of Vietnam's most significant private firms.

Since organizational decisions are based on individual performance (Sonnentag, Volmer, &
Spychala, 2008), it is vital for Sunhouse, as a large company, to invest heavily in and
comprehend the resilience of its people. Your efforts to promote a resilient workplace
climate will benefit the firm and its employees. One of these benefits is that it can assist
employees in maintaining their excitement and confidence as they adapt to workplace
changes. Training on employee resiliency should be a core tenet of the help you provide to
employees, as it has been demonstrated to impact the bottom line positively.
 This report will comprise ten sections: title page, executive summary,
acknowledgments, introduction, literature review, methodology, main body, discussion,
conclusion, and appendices. In the introductory area, I will list my name, my institution's
name, and the date. Also verified are the name and application modules. A summary will
then be presented so that everyone can briefly see the report's key points. This section will
describe my principal findings, recommendations, and results. In addition, I'd like to thank
everyone who assisted me with this study by naming them and the organizations for which
they work. The introduction will then provide background information regarding the primary
issue. It will offer me access to essential information on the company I am researching.
The literature study includes context for the "issue" that necessitated the preparation of this
report. The reader will be asked to evaluate the validity of the "evidence" provided in the
methodology section, which is the bulk of the report. Several separate portions may
comprise the significant body. This section will be organized around the study's primary
topics. In addition, it will include primary and secondary sources with my findings. I will
contribute my opinions and implementation suggestions throughout the debate. An
extensive discussion will be had on the significance of the facts. It will discuss the most
significant conclusions that can be drawn from the large amount of data it may have
collected. My results and findings will be influenced by the objectives and suggestions of
the first research. Lastly, each appendix will also contain its own set of factual statistical
data, including lists and surveys. Their views and knowledge allowed me to be more
forthright in my report's criticism.

2. The reason for choosing the topic

Due to the shortage of earlier research on the factors that affect worker resilience at
Sunhouse, I chose to focus on this topic. Consequently, this essay enables us to
appreciate the effects on worker resilience and the enterprise.

3. Research questions:

RQ1: whether employee resilience different between maless and femaless in Sunhouse
company?
RQ2: whether employee resilience different between young and old people in Sunhouse
company?
II. LITERATURE REVIEW

1. Employee resilience

The meaning of the word "resilience" can be interpreted in a number of different ways, all
of which broaden its application. Many different types of resilience, including personal
resilience, trait resilience, psychological resilience, emotional resilience, career resilience,
and ego resilience, have all been the focus of research (King, 1997; Block & Block, 1980;
Block & Kremen, 1996; Bolton, 2004; Dulewicz, Higgs & Slaski, 2003; Fredrickson,
Tugade, Waugh, & Larkin, 2003; Waugh, Fredrickson & Taylor, 2008). It is generally
agreed upon by scholars that resilience (1) is a behavioral capacity; (2) is concerned with
change; and (3) relates to overcoming an unfavorable situation (Paul & Garg, 2012). There
are a number of compelling reasons why studying people's resilience is worthwhile. To
begin, the individual level is the level at which the organizational results of the study can be
viewed. Second, in order to provide accurate predictions of overall resilience, measures of
organizational resilience take into account behavioral and attitude characteristics. Thirdly,
understanding resilient individuals serves as a proper beginning point for defining resilient
organizations. This is due to the fact that the resilience of an organization is built around
the actions and relationships of its individual members (Lengnick-Hall, Beck & Lengnick-
Hall, 2011; Morgeson & Hofmann, 1999). Individual managers would be wise to cultivate a
resilient mindset in light of the fact that the business environment is rife with conflict and
uncertainty. According to the authors of the study, workers may experience the poor
performance as well as burnout if they are continuously exposed to stressful or unfavorable
occurrences at their place of employment. (Maslach, Jackson & Leiter, 2001). If a member
of staff is able to display resilience in the face of adversity, it may be simpler for them to
pick themselves back up and move forward after suffering a setback. The following five
traits were identified by Wagnild and Young (1990) as being essential to resilience: (1)
having a sense that your life matters and that you're living for something worth fighting for
is what gives your days meaning.; (2) a propensity toward or an actual display of
endurance in the face of adversity or despair; (3) The ability to rely only on one's own
resources and strengths, paired with an understanding of the constraints imposed by
oneself; and (4) acceptance in a calm manner of the ups and downs that are inevitable in
life together with calmness, equanimity, and tolerance. According to the findings of Zautra,
 Hall, and Murray, the human characteristics that are responsible for producing
favorable outcomes after exposure to a stressful event are the factors that drive the
resilience processes (2010). This paradigm is utilized in the ongoing research in order to
assign a numeric number to the concept of resilience.

2. Consequences of employee resilience

According to the study that has been done so far, resilience has organizational
consequences. These include mentalities held by staff members, such as commitment to
the organization (Shin, Taylor, & Seo, 2012; Youssef & Luthans, 2007), job satisfaction
(Ramlall, 2009; Vohra & Goel, 2009), flexibility (Siu et al., 2009); employee behaviors such
as Occupationally-Related Behaviors (OCB) (Toor & Ofori, 2010); efficacy of the staff and
their performance (Luthans, Youssef & Rawski, 2011); experiences or traits unique to the
mind, such as the capacity for introspection (Toor & Ofori, 2010), self-esteem (Ramlall,
2009), joy and success in the workplace (Avey, Avolio & Luthans, 2011).

3. The role of genders and ages in employee resilience

a. Gender and resilience

Adopting a gender approach necessitates that projects acknowledge the social disparities,
roles, expectations, and requirements assigned to women and men, as well as between
individuals within these categories. This requires looking beyond the women-men
dichotomy at the junction and interaction of various social identities (e.g. gender, status,
ethnicity, class, age, religion, disability). Even while several researchers have looked at
how gender plays into resilience, there hasn't been any clear conclusion reached.
According to Onder and Gülay's (2008) research, females students had stronger resilience
than males students. However, according to research conducted by Emine, Oznur, and
Mehmet (2015), males students were found to have a statistically significant advantage in
resilience. These findings are in agreement with those of Bahadr (2009), Sürücü, and
Bacanl (2010). Similarly, the subscales of personal strength, initiative, foresight, life
purpose, leadership, and investigation showed large gender differences. The disparity
favored males students across the board. This finding suggests that males pupils are more
able to persevere through challenging situations than their females counterparts. In some
other investigations, the link between gender and resiliency was not shown to exist (Aktay,
2010; Ozcan, 2005; Sezgin, 2012).
 b. Age and resilience
According to the conclusions of this study, one of the most important characteristics that
contribute to both resilience and adaptability is one's age. Alexandra discovered a link
between a person's advanced age and high levels of resilience in the face of long-term
physical challenges. On the other hand, those of medium age and younger ages reported
relatively low levels of resilience. Researchers observed that adults in their middle years
had the lowest levels of resilience, which they attributed to the disproportionate influence of
life stressors encountered by people in this age group (Alexandra et al., 2014). According
to the findings of a study that looked at the topic in relation to well-being and health in
Queensland, age was shown to be a significant determinant of resilience not only in the
general population but also among the paramedics who work for ambulance services
(Australia). Researchers have discovered that older people have greater physical capacity
than younger people (Gayton& Lovell, 2012).
4. Hypothesis development

From the literature, this study proposed the following hypotheses as follows.

H10: Employee resilience is not different between males and females in

SUNHOUSE CORPORATION

H1a: Employee resilience is different between males and females in

SUNHOUSE CORPORATION

H20: Employee resilience is not different between young and old people in
SUNHOUSE CORPORATION

H2a: Employee resilience is different between young and old people in

SUNHOUSE CORPORATION
III. Considerations

1. Project budget

Cost per Number of

Name of activity Description activity activities Cost of activity

Pay for an expert to clean 50.000VN

 Data cleaning data D 1 50.000 VND

TOTAL  50.000 VND

2. Ethical consideration

The following ethical considerations have been made in conducting this study, as shown in
the table below.

Voluntary At any moment during the study, participants can choose to stop
participation participating.

Informed consent Before requesting their participation, all potential volunteers are
thoroughly informed of the study's aims, advantages, risks, and
financing sources.

Anonymity No information about the participants' identity is revealed.

There is no collection of personally identifiable data.

Confidentiality Although the author is aware of the participants, you choose to keep
this information to yourself.

The author anonymizes personally identifying information so that it

cannot be associated with other data.

Potential for harm All sorts of harm, whether physical, social, psychological, or other, are
mitigated to an extreme degree.

Results Plagiarism and other forms of academic dishonesty are not present in
communication this study.

The results are presented accurately by the author.

 IV. RESEARCH METHODOLOGY

1. Research approach

The research followed a quantitative approach to carefully scrutinize whether Sunhouse’s

employee resilience is different when gender and age are considered. Quantitative data
were collected with the analysis of a close-end questionnaire. A questionnaire was
distributed to 20 Sunhouse employees working at 151 Thanh My, Ward 8, Tan Binh, Ho Chi
Minh City.

2. Data collection

This information was collected between October 1st and October 15th, 2022. Before being
distributed to the sample, the questionnaires were pilot-tested to address significant
difficulties with research instruments, such as validity, reliability, and objectivity. Two
employees who matched the study participants' demographic profiles were given a
questionnaire in advance to ensure the validity of the results. This was done to determine if
the participants were given clear instructions and to highlight confusing questions. This was
completed one week before the actual research study so the researcher would have the
time to make any required revisions to assure the results' trustworthiness. The researcher
would then examine what, if any, modifications or alterations are necessary. Adapting a
research scale questionnaire and distributing it as a Google form was used to collect data.
Everyone was told of the study's goal and given instructions on how to complete the
questionnaire. To protect the anonymity of respondents, all completed surveys were sent
anonymously.

3. Questionnaire design

The questionnaire will be administered to participants to collect data. It is considered one of

the most efficient methods for collecting qualitative data. The participants will be asked to
complete a seven-item survey. All closed-ended questions will be scored on a five-point
Likert scale from "strongly disagree" to "strongly agree" (1 = strongly disagree, 2 =
disagree, 3 = neutral, 4 = agree, 5 = strongly agree). In this study, employee resiliency was
measured using a nine-item scale created by Naswall et al. (2015). Also, the questionnaire
was translated into Vietnamese so that the workers could understand what was being
 asked. This was done to ensure valid findings of the highest quality. SPSS was
used to look at the survey's results to make sure they were valid and reliable. This survey's
Cronbach Alpha was 0.721. It seems to indicate that the questionnaire was reasonably
reliable. For improved follow-up and further contact with the researcher and respondents
on areas requiring clarification, questionnaires were sent directly to respondents.
Throughout this investigation, respondents' anonymity was kept, which made it possible to
get more reliable and accurate data.

The questions in the questionnaire are as follows.

Question #1: Please indicate your gender here
 Males
 Females
Question #2: Please indicate your age: ...................................................

Question #3: Please indicate the degree to which you agree with the following statements
Statement Strongly Disagree Neutral Agre Strongly
disagree e agree
1. I effectively collaborate with
others to handle unexpected
challenges at work
2. I successfully manage a high
workload for long periods of time
3. I resolve crises competently at
work
4. I learn from mistakes at work and
improve the way I do my job
5. I re-evaluate my performance and
continually improve the way I do my
work
6. I effectively respond to feedback
at work, even criticism
7. I seek assistance to work when I
need specific resources
8. I approach managers when I
need their support
9. I use change at work as an
 opportunity for growth

4. Data analysis

4.1 Descriptive statistic

Parampreet, Jill, and Vikas (2018) said that using descriptive statistics to put together summaries of
data can help people learn more about the relationships between the variables that make up a
sample or population. When doing research, you should always start by figuring out descriptive
statistics before moving on to comparing statistics and drawing conclusions from them. Descriptive
statistics include measures of frequency, central tendency, dispersion or variation, and location for
many different kinds of variables (nominal, ordinal, interval, and ratio). Descriptive statistics include
the use of frequency tables, percentages, and measures of central tendencies, like the mean.
Mean
In statistics, the mean is one of three common measures of central tendency, together with the
mode and median. The mean of some set of numbers is the central number between the minimum
and maximum numbers in that set. It represents the range of values present in a dataset. The three
most common measures of central tendency are the mean, the median, and the mode. Adding up
all the numbers on a data sheet and dividing by the total number of values yields the mean (Sykes,
Gani, Vally, 2016).

Typically, the mean is represented by X̄. The horizontal bar above the letter x represents the
average of x values.

X̄ = (Sum of values ÷ Number of values)

Median
The median is the midpoint of a set of numbers; when the numbers are arranged in order, half of
them will be higher than the median, and half will be lower. In the event of an extremely high or low
value, this medium value can be used to strike a balance. One way to think about the median is as
the value that represents the 50th percentile of the range of possible results.
Mode
In statistics, the value that represents the mode is the one that happens most of the time within a
specific set. The value or number in a set of data that has a high frequency or appears more
frequently is referred to as the mode or modal value. It is one of the three measurements (along
with the mean and the median) that are used to find the central tendency. For example, the number
8 represents the mode of the set of 3, 7, 8, and 9. As a consequence of this, determining the mode
from a limited number of data points is a rather straightforward process. A collection of values might
only have one mode, might have numerous modes, or might not have any mode at all (Sykes,
Gani, and Vally, 2016).

Let's use the set of numbers = 2,2,3,4,5 as an illustration

 Mean = (2+2+3+4+5)/5 = 3.2 Median = 3 Mode = 2

4.2 One-sample t-test and two-sample t-test

One sample t-test

Gerald Banda (2018) says that one-sample t-tests, also called single-sample t-tests, can be used to
test statistical hypotheses about whether or not the mean of a set of data from a single group is
significantly different from the mean of another set. This number was picked at random for scientific
research; it has nothing to do with real data. Usually, this fixed value comes from the mean of a
previous study, the average of a sample or population, or a value that the researcher finds
interesting. As is the case with other types of hypothesis tests, the objective of the one-sample t-
test is to establish whether or not the available information lends credence to the idea that the null
hypothesis (H0) should be rejected in favor of the alternative hypothesis (H1).

Two-sample T-test

The two-sample T-test is a statistical hypothesis testing method that compares the means of two
populations based on a comparison of two independent samples. The two-sample T-test is used to
compare when the sample size is small, and the population standard deviations are unknown
(Rasch et al., 2011).
V. RESULTS

1. Descriptive statistics

1.1. Background
Gender

Male
30%

Male
Female Female
70%

Age

50% 50% 20-24

25-30
35-40
>40
 1.2. Statement

Statistics

ER_1 ER_2 ER_3 ER_4 ER_5 ER_6 ER_7 ER_8 ER_9

Valid 20 20 20 20 20 20 20 20 20
N
Missing 0 0 0 0 0 0 0 0 0

Mean 3.90 4.00 3.65 3.45 4.25 3.95 3.80 4.10 4.20

Median 4.00 4.00 3.50 4.00 4.00 4.00 4.00 4.00 4.00

Mode 5 4 3 4 4 4 3 4 4

Std. Deviation 1.071 .973 .875 1.146 .639 .826 .951 .852 .696

Range 4 3 3 4 2 3 3 3 2

Minimum 1 2 2 1 3 2 2 2 3

Maximum 5 5 5 5 5 5 5 5 5

Frequency Table
ER_1

Frequency Percent Valid Percent Cumulative

Percent

1 1 5.0 5.0 5.0

3 6 30.0 30.0 35.0

Valid 4 6 30.0 30.0 65.0

5 7 35.0 35.0 100.0

Total 20 100.0 100.0

ER_2
 Frequency Percent Valid Percent Cumulative
Percent

2 2 10.0 10.0 10.0

3 3 15.0 15.0 25.0

Valid 4 8 40.0 40.0 65.0

5 7 35.0 35.0 100.0

Total 20 100.0 100.0

ER_3

Frequency Percent Valid Percent Cumulative

Percent

2 1 5.0 5.0 5.0

3 9 45.0 45.0 50.0

Valid 4 6 30.0 30.0 80.0

5 4 20.0 20.0 100.0

Total 20 100.0 100.0

ER_4

Frequency Percent Valid Percent Cumulative

Percent

Valid 1 2 10.0 10.0 10.0

2 1 5.0 5.0 15.0

3 6 30.0 30.0 45.0

4 8 40.0 40.0 85.0

5 3 15.0 15.0 100.0

 Total 20 100.0 100.0

ER_5

Frequency Percent Valid Percent Cumulative

Percent

3 2 10.0 10.0 10.0

4 11 55.0 55.0 65.0

Valid
5 7 35.0 35.0 100.0

Total 20 100.0 100.0

ER_6

Frequency Percent Valid Percent Cumulative

Percent

2 1 5.0 5.0 5.0

3 4 20.0 20.0 25.0

Valid 4 10 50.0 50.0 75.0

5 5 25.0 25.0 100.0

Total 20 100.0 100.0

ER_7

Frequency Percent Valid Percent Cumulative

Percent

Valid 2 1 5.0 5.0 5.0

3 8 40.0 40.0 45.0

 4 5 25.0 25.0 70.0

5 6 30.0 30.0 100.0

Total 20 100.0 100.0

ER_8

Frequency Percent Valid Percent Cumulative

Percent

2 1 5.0 5.0 5.0

3 3 15.0 15.0 20.0

Valid 4 9 45.0 45.0 65.0

5 7 35.0 35.0 100.0

Total 20 100.0 100.0

ER_9

Frequency Percent Valid Percent Cumulative

Percent

3 3 15.0 15.0 15.0

4 10 50.0 50.0 65.0

Valid
5 7 35.0 35.0 100.0

Total 20 100.0 100.0

2. T-test

2.1. Examining the first hypothesis

The first hypothesis examines the differences of employee resilience when gender is taken
into account.
 H10: Employee resilience is not different between males and females in
SUNHOUSE CORPORATION

H1a: Employee resilience is different between males and females in SUNHOUSE

CORPORATION

Results

The author used SPSS to run t-test. The results are as follows.

Independent Samples Test

Levene's Test t-test for Equality of Means

for Equality of
Variances

F Sig. t df Sig. Mean Std. 95% Confidence

(2- Differe Error Interval of the
tailed) nce Differ Difference
ence
Lower Upper

Equal
variances 3.139 .093 -1.099 18 .286 -.571 .520 -1.664 .521
assumed
ER_1
Equal
variances not -.869 6.322 .417 -.571 .658 -2.161 1.018
assumed

Equal
variances .021 .887 .000 18 1.000 .000 .488 -1.025 1.025
assumed
ER_2
Equal
variances not .000 11.022 1.000 .000 .459 -1.009 1.009
assumed

ER_3 Equal 1.233 .281 .603 18 .554 .262 .434 -.651 1.174
variances
assumed
 Equal
variances not .660 11.845 .522 .262 .397 -.603 1.127
assumed

Equal
variances 1.239 .280 2.568 18 .019 1.262 .491 .229 2.294
assumed
ER_4
Equal
variances not 3.404 17.816 .003 1.262 .371 .482 2.041
assumed

Equal
variances 1.560 .228 -1.156 18 .263 -.357 .309 -1.006 .292
assumed
ER_5
Equal
variances not -1.157 9.543 .275 -.357 .309 -1.050 .335
assumed

Equal
variances .003 .957 -.405 18 .691 -.167 .412 -1.032 .699
assumed
ER_6
Equal
variances not -.431 11.069 .675 -.167 .387 -1.017 .683
assumed

Equal
variances 1.524 .233 -.401 18 .693 -.190 .475 -1.188 .807
assumed
ER_7
Equal
variances not -.349 7.288 .737 -.190 .546 -1.471 1.090
assumed

Equal
variances 2.660 .120 .794 18 .438 .333 .420 -.549 1.216
assumed
ER_8
Equal
variances not .633 6.395 .549 .333 .527 -.936 1.603
assumed
 Equal
variances .001 .977 -.137 18 .893 -.048 .349 -.780 .685
assumed
ER_9
Equal
variances not -.132 8.913 .898 -.048 .360 -.862 .767
assumed

ER1: "I effectively collaborate with others to handle unexpected challenges at work"

p= .286>0.05

=> Accept H10. It means that ER1 is not different between males and females in Sunhouse
corporation

ER2: "I successfully manage a high workload for long periods of time "

p=1.000>0.05

=> Accept H10 It means that ER2 is not different between males and females in Sunhouse
corporation

ER3: "I resolve crises competently at work "

p=.554>0.05

=> Accept H10 It means that ER3 is not different between males and females in Sunhouse
Corporation

ER4: “I learn from mistakes at work and improve the way I do my job"

p=.019<0.05

=> Accept H1a It means that ER4 is different between males and females in Sunhouse
corporation ER5: "I re-evaluate my performance and continually improve the way I do my
work"

p=2.63>0.05

=> Accept H10 It means that ER5 is not different between males and females in Sunhouse
corporation ER6: "I effectively respond to feedback at work, even criticism "

p=.691>0.05
 => Accept H10 It means that ER6 is not different between males and females in
Sunhouse corporation

ER7: “I seek assistance to work when I need specific resources"

p=.693>0.05

=> Accept H10 It means that ER7 is not different between males and females in Sunhouse
corporation

ER8: "I approach managers when I need their support"

p=.438>0.05

=> Accept H10 It means that ER8 is not different between males and females in Sunhouse
corporation

ER9: "I use change at work as an opportunity for growth"

p=.893>0.05

=> Accept H10 It means that ER9 is not different between males and females in Sunhouse
corporation

2.2. Examining the second hypothesis

The second hypothesis examines the differences in employee resilience when age is taken
into account.

H20: Employee resilience is not different between young and old people in
SUNHOUSE CORPORATION

H2a: Employee resilience is different between young and old people in SUNHOUSE
CORPORATION

Results

In this research, people under 30-year-old are young and people over 30 are old.

Independent Samples Test

 Levene's t-test for Equality of Means
Test for
Equality of
Variances

F Sig. t df Sig. (2- Mean Std. 95% Confidence

tailed) Differe Error Interval of the
nce Differ Difference
ence
Lower Upper

Equal
variances 2.538 .129 -2.961 18 .008 -1.253 .423 -2.142 -.364
assumed
ER_1
Equal
variances not -3.634 17.822 .002 -1.253 .345 -1.977 -.528
assumed

Equal
variances 1.955 .179 -.472 18 .643 -.220 .466 -1.199 .759
assumed
ER_2
Equal
variances not -.424 9.352 .681 -.220 .518 -1.384 .945
assumed

Equal
variances 2.448 .135 .287 18 .777 .121 .421 -.763 1.004
assumed
ER_3
Equal
variances not .254 8.921 .805 .121 .477 -.959 1.200
assumed

Equal
variances .595 .451 -.340 18 .738 -.187 .550 -1.343 .969
assumed
ER_4
Equal
variances not -.310 9.710 .763 -.187 .602 -1.534 1.161
assumed
 Equal
variances .718 .408 -.179 18 .860 -.055 .307 -.701 .591
assumed
ER_5
Equal
variances not -.166 10.164 .871 -.055 .331 -.790 .680
assumed

Equal
variances .001 .976 -.194 18 .849 -.077 .397 -.911 .758
assumed
ER_6
Equal
variances not -.197 13.023 .847 -.077 .390 -.920 .766
assumed

Equal
variances 2.221 .153 -.680 18 .505 -.308 .452 -1.258 .643
assumed
ER_7
Equal
variances not -.731 15.150 .476 -.308 .421 -1.204 .588
assumed

Equal
variances .716 .408 -.161 18 .874 -.066 .410 -.928 .796
assumed
ER_8
Equal
variances not -.177 16.152 .861 -.066 .372 -.853 .721
assumed

Equal
variances 1.282 .272 -1.083 18 .293 -.352 .325 -1.034 .331
assumed
ER_9
Equal
variances not -1.015 10.385 .333 -.352 .346 -1.120 .416
assumed

ER1: "I effectively collaborate with others to handle unexpected challenges at work"

p= .008<0.05
 => Accept H2a. It means that ER1 is different between young and old people in
Sunhouse corporation

ER2: " I successfully manage a high workload for long periods of time "

p=.643>0.05

=> Accept H20 It means that ER2 is not different between young and old people in
Sunhouse corporation

ER3: "I resolve crises competently at work "

p=.777>0.05

=> Accept H20 It means that ER3 is not different between young and old people in
Sunhouse corporation

ER4: “I learn from mistakes at work and improve the way I do my job"

p=.738<0.05

=> Accept H20 It means that ER4 is not different between young and old people in
Sunhouse corporation

ER5: "I re-evaluate my performance and continually improve the way I do my work"

p=.860>0.05

=> Accept H20 It means that ER5 is not different between young and old people in
Sunhouse corporation

ER6: "I effectively respond to feedback at work, even criticism "

p=.849>0.05

=> Accept H20 It means that ER6 is not different between young and old people in
Sunhouse corporation

ER7: “I seek assistance to work when I need specific resources"

p=.505>0.05

=> Accept H20 It means that ER7 is not different different between young and old people in
Sunhouse corporation

ER8: "I approach managers when I need their support"

 p=.874>0.05

=> Accept H20 It means that ER8 is not different between young and old people in
Sunhouse corporation

ER9: "I use change at work as an opportunity for growth"

p=.293>0.05

=> Accept H20 It means that ER9 is not different between young and old people in
Sunhouse corporation

3. Findings

3.1 The first hypothesis

The study showed that one's sex has little or no bearing on employee resilience in
Sunhouse corporation. To clarify:

- Sunhouse men and women do now show any different attitudes toward the
statement “I effectively collaborate with others to handle unexpected challenges at
work”
- Sunhouse men and women do now show any different attitudes toward the
statement “I successfully manage a high workload for long periods of time”
- Sunhouse men and women do now show any different attitudes toward the
statement “I resolve crises competently at work”
- Sunhouse men and women do now show any different attitudes toward the
statement “I re-evaluate my performance and continually improve the way I do my
work”
- Sunhouse men and women do now show any different attitudes toward the
statement “I effectively respond to feedback at work, even criticism”
- Sunhouse men and women do now show any different attitudes toward the
statement “I seek assistance to work when I need specific resources”
- Sunhouse men and women do now show any different attitudes toward the
statement “I approach managers when I need their support”
- Sunhouse men and women do now show any different attitudes toward the
statement “I use change at work as an opportunity for growth”
-
Only one main difference appeared which is ER4: “I learn from mistakes at work and
improve the way I do my job”. Male and female employees at Sunhouse have divergent
attitudes on the commitment to learn from errors and improve themselves.

3.2 The second hypothesis

In addition, there are two distinct age groups in this society: the young and the old. The
study showed that there were no statistically significant differences in resilience between
younger and older Sunhouse employees, despite the fact that each generation has its own
unique traits interests, and preferences. To clarify:

- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I successfully manage a high workload for long periods of time”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I resolve crises competently at work”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I learn from mistakes at work and improve the way I do my job”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I re-evaluate my performance and continually improve the way I do
my work”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I effectively respond to feedback at work, even criticism”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I seek assistance to work when I need specific resources”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I approach managers when I need their support”
- Sunhouse personnel, whether young or old, do not differ in their sentiments toward
the statement “I use change at work as an opportunity for growth”

However, when it came to “I effectively collaborate with others to handle unexpected

challenges at work”, they had different perspectives.
VI. Reflections on the research process

1. Effectiveness of research process

1.1. Evaluation of milestone

Milestone Target date Actual date Status

Planning 25/09/2022 25/09/2022 On-time
Design the
28/09/2022 28/09/2022 On-time
questionnaire
Survey 15/10/2022 15/10/2022 On-time
Data analysis 18/10/2022 20/10/2022 Late
Write the report 21/10/2022 21/10/2022 On-time

From studying the project to putting it into action, I think the way this project has been put
into action has been very effective and thorough. At first, I looked into how often a project
was successful by doing both primary and secondary research. Employees are a
significant source of information uncovered through primary research. Then, I did
secondary research to find answers to my research questions that were accurate and
useful. After I find out if the project can be done, I'll put the idea into action based on what
I've learned. The data analysis deadline was the only one I failed to meet. Because there
was so much data and it was hard to understand, it took me two extra days to analyze it.
This did not, however, materially affect the overall research procedure.

1.2. Evaluation of research budget

Table: budget management

Cost per Number of Cost of

Name of activity Description activity activities activity

Pay for an
expert to
 Data cleaning clean data 50.000VND 1 50.000 VND

TOTAL  50.000 VND

Since the research didn't use interviews, which would have cost about the same amount of
money, there was no need to set aside money for it. In addition, quantitative data was
collected with the use of Google Forms. Other survey platforms charged me per question
or per respondent, but with this one, I could obtain as many questions and answers as I
wanted for free. Data cleaning was the only other activity that required funding. However,
the expense of conducting this research was a mere VND 50,000.

1.3. Evaluation of the research objectives

As one can recall from the result chapter, all the data collected could answer the two
hypotheses. The results showed that a person's sexual orientation and age have little
effect on how resilient they are at Sunhouse Corporation. The research objectives were
satisfied by this.

2. Alternative research methods and lesson learnt

The analysis of variance (ANOVA) test is a statistical procedure that is used to compare
the means of a number of different groups in order to determine whether or not there is a
difference between them that is statistically significant. The independent variable is split
into at least two and no more than three groups by the analysis of variance (ANOVA). For
example, it may be expected that one or more groups will have an effect on the dependent
variable while the other group will serve as a control and is not expected to have an effect
on the dependent variable.

Due to the potential for producing less-than-satisfactory progress if progress reviews aren't
finished by their due dates, I've learned from this research that it's important to learn how to
develop effective plans with my supervisors on how I'll meet the requirements on time for
each stage.
GOOGLE FORM SURVEY
REFERENCES

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Sykes, L.M., Gani, F., Vally, Z. 2016. Statistical terms Part 1: The meaning of the MEAN,
and other statistical terms commonly used in medical research. South African Dental
Journal, 71(6), 274-278

Banda Gerald. A Brief Review of Independent, Dependent and One Sample t-test.
International Journal of Applied Mathematics and Theoretical Physics, 4(2), 2018, 50-54.
doi: 10.11648/j.ijamtp.20180402.13

Rasch, D., Kubinger, K.D. & Moder, K. 2011. The two-sample t test: pre-testing its
assumptions does not pay off. Stat Papers 52, 219–231. Doi:
https://doi.org/10.1007/s00362-009-0224-x