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The aim of this study is to investigate the influence of organizational culture on organizational commitment in the context of the Vietnam telecom industry. The model was tested with a sample of 324 employees working for telecom companies. The result from the partial least squares method (PLS) using SmartPLS 3.0 program revealed a good fit between collected data and measurement scales which were introduced and developed in the Western contexts. Besides, the findings showed that the six dimensions of organizational culture had positive impacts on organizational commitment decreasingly: innovativeness, teamwork, training and development, reward and recognition, organizational communication, empowerment. This discovery highlighted the importance of organizational culture in enhancing employee commitment towards the organization as well as calls the management attention to these dimensions and long-term development policies.

Capital mobilization is a traditional business of commercial banks and is one of the core foundations for the development of a bank. Capital mobilization is the main input in the operation of a bank, and this is also the basis for generating output for credit activities as well as other banking activities. This study aims to determine the main factors that affect the decisions of individual customers to put savings deposit in Vietnamese commercial banks. Survey data collected from 403 individual customers were analyzed to provide evidence. The results from the multiple regression analysis by using SPSS software revealed that all scales in this study were reliable, and there were six components impacting the savings deposit decision of individual customers from the strongest to the weakest in the following order: the form of promotion, bank brand, service quality, interest rate policy, and employee knowledge and attitude. Besides, the finding showed customers who have high income tend to have a stronger decision on savings deposits in commercial banks. The main findings of this article provide some empirical implications for marketers in banks and serve as a suggestion to improve these factors in order to retain and attract individual customers' savings deposit decisions.

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research results revealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the finding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main findings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam's small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

The aim of this study is to investigate the influence of organizational culture on organizational commitment in the context of the Vietnam telecom industry. The model was tested with a sample of 324 employees working for telecom companies. The result from the partial least squares method (PLS) using SmartPLS 3.0 program revealed a good fit between collected data and measurement scales which were introduced and developed in the Western contexts. Besides, the findings showed that the six dimensions of organizational culture had positive impacts on organizational commitment decreasingly: innovativeness, teamwork, training and development, reward and recognition, organizational communication, empowerment. This discovery highlighted the importance of organizational culture in enhancing employee commitment towards the organization as well as calls the management attention to these dimensions and long-term development policies.

The purpose of this study is to identify and evaluate the factors influencing the enterprise satisfaction on service quality of E-customs at the HCMC Customs Department. The research model including seven factors such as e-customs declaration system, reliability, ability, safety level, sympathy, visible means, costs. The study used mixed methods for research. From the results of the regression analysis, we recommend raising the satisfaction level of the enterprise.

Bentonite from Dilinh (Lamdong province, Vietnam) was used for pillaring and organofunctionalization process in the present study. The pillaring agent was obtained through controlled hydrolysis of AlCl3.6H2O/NaOH. Aluminium pillared clay (Al-PILC) was prepared by contacting of Aluminium pillaring agent and Na-montmorillonite (MONT-Na) aqueous suspension with different ratios. Then, Al-PICL was organofunctionalized with cetyltrimethylammonium bromide (CTAB). The obtained materials were characterized by XRD, IR, DTA-TGA, SEM, BET and 27 Al-MAS-NMR methods. On the 27 Al-MAS-NMR spectrography of Keggin ions and Al-PICL tetragonal Aluminium AlO4 and hexagonal Aluminiums AlO6 appears at 66.14 and 0 ppm, respectively. The increase in d001 of basal spacing was as expected since the pillaring causes an expansion in the interlayer distance. SEM is used to probe the change in morphological features of MONT-Na and Al-PILC. The surface morphology of MONT-Na is different from that of Al-PILC. The MONT-Na appears as corn flake like crystals, revealing its extremely fine platy structure. After pillaring, clay has become more porous. This porous appearance probably occurs due to the pillars formed between the interfaces of clay sheets as a result of pillaring and the reduction in certain amorphous phase originally associated with the MONT-Na. IR spectrography improved the interaction between Al-PICL and CTAB. Their adsorption capacity was investigated with methyl orange, methylene blue and copper ion from aqueous solution controlled temperature 298 ± 0.20 K. The obtained results show that Al-PICL-CTAB is best to remove organic contaminants from aqueous solution and also good to treat the water contaminated copper ion before re-use.

Lecture notes, quizzes, a summary content of the book International business: The challenges of globalization