Psychological Capital, Organizational Commitment and Job Performance: A Case in Vietnam

The study examines the impact of organizational rewards, procedure justice, and perceived supervisor support on perceived organizational support, and examine the impact of perceived organizational support on affective commitment to the organization in the logistic enterprises as well. Quantitative research is applied to measure relationships by regression analysis with SPSS. The research data was collected by convenient method from 180 employees who work in different departments in the logistics industry. The study results in the model 1 found that organizational rewards, procedure justice, and perceived supervisor support have a positive relationship to the perceived organizational support. The study results in the model 2 also found that perceived organizational support has strong impact on the affective commitment to the organization. The study results contribute to both management theory and management practice. For the management theory aspect, the authors suggest that perceived organizational support should be considered the key antecedent of affective commitment about which researchers should pay more attention as a concept. Based on the research results, the authors also recommend for the management practice that managers should pay attention to the implementation of rewards, procedure justice, and supervisor support to increase the perceived organizational support and affective commitment in the logistic enterprises.

Section: Introductionmentioning

confidence: 99%

An Empirical Study of Perceived Organizational Support and Affective Commitment in the Logistics Industry

Hòa¹,

NGAN²,

QUANG³

et al. 2020

“…The Vietnamese market has not established a quality measurement of traded derivatives and has faced many risks in attempting to assess their quality. Besides, most firms do not have a training program to update knowledge or policies for their managers or accountants (Devanney, 2009;Nguyen & Ngo, 2020;Pham et al, 2019). Accordingly, their attributes hamper information disclosure.…”

Section: Resultsmentioning

confidence: 99%

Barriers to Derivative Accounting Disclosure: The Case of Vietnamese Firms

Nguyen¹,

TRAN²,

Nguyen³

2020

This paper explores the barriers to derivative accounting disclosures in Vietnamese companies and ranks their relative importance for effective and efficient remedies. The Delphi technique was applied to get agreement of panel of experts on the measurement of factors hindering disclosure. Unstructured questionnaires were first sent to twelve experts who had both practical experience and academic knowledge in the field to get ideas on the obstructions to derivatives disclosure. The structured questionnaire was designed to get their agreement on barriers to derivative accounting disclosures. The data analysis with mean, median, mode, standard deviation, and quartile has been implemented to ensure the unanimity. Market-related factors, legislation, accountants' attributes, managers' attributes, information technology and communication, and on-site training were the six major obstacles agreed upon by the experts during their in-depth interviews. Then, these factors were ranked by applying the analytical hierarchy process (AHP). The findings confirmed the priority of information technology and communication, which held the greatest weight. Legislation ranked second, followed by market-related factors and on-site training, which explained the impediments to derivatives disclosure. Managers' and accountants' attributes had the least contribution to the barriers to derivative disclosures. The results have important implications for actions to enhance corporate derivative disclosures in Vietnam.

“…On the other hand, social awareness and social management are concerned with management's aim to understand and manage emotions individually and is the social capacity of each individual. Personality traits are understood as preferences or a tendency to engage in specific types of behavior (Han, 2020;Nguyen & Ngo, 2020;Vo, Nguyen, & Le-Hoai, 2019). The personal theory is identified with five essential characteristics, including (i) conscientiousness, (ii) extraversion, (iii) agreeableness, (iv) openness to experience, and (v) neuroticism.…”

Section: Literature Reviewmentioning

confidence: 99%

Competency Gap in the Labor Market: Evidence from Vietnam

Le¹,

Doan²,

Nguyen³

et al. 2020

The relationship between education and work is of the greatest concern to individuals and society because they are the key drivers of growth and development. In the context of Industry 4.0, labor and educators are facing the challenges of big changes in the workplace. How to prepare undergraduate students for the world of employment has become the most important mission of higher education providers. This paper explored the competency gap in the labor market in Vietnam from the perspective of employees who have been dissatisfied with the current status. First, a qualitative method with the Delphi technique was applied to confirm this consensus in an employees' competency model. Then, the satisfaction level for each competency criterion was explored by applying the advance quantitative method, namely, best non-fuzzy performance approach. Lifelong learning was ranked first, followed by creativity and innovation, foreign languages, expertise and digitalization, adaptability, and finally, organizing and managing ability. Critical thinking and problem-solving were perceived to have the biggest gap. The order of competency satisfaction is useful in explaining the mismatch between education quality and labor market demand. The findings provide valuable guidelines for education managers who seek to bridge the competency gap and improve education quality.