Công trình nghiên cứu thể hiện quá trình khám phá, phân tích và đóng góp tri thức mới nhằm giải quyết các vấn đề thực tiễn và phát triển học thuật.
Quality of work life (QWL) is often treated as a set of additive predictors of organizational citizenship behavior (OCB), but this view says little about whether some work-life conditions must be present before high employee attitudes and discretionary behavior can occur. Focusing on Da Nang, Vietnam, in the post-COVID-19 period, this study examines the QWL-OCB relationship through job satisfaction and organizational commitment. Drawing on the stimulus-organism-response (S-O-R) framework and social exchange theory, survey data were collected from 735 full-time employees across multiple sectors. Partial least squares structural equation modeling (PLS-SEM) and necessary condition analysis (NCA) were used to estimate both net associations and threshold conditions. PLS-SEM showed that QWL was strongly associated with job satisfaction (β = 0.864) and organizational commitment (β = 0.852). Organizational commitment was the strongest proximal correlate of self-reported OCB (β = 0.532), and the model accounted for 72.0% of OCB variance. NCA further showed that selected QWL di- mensions were necessary conditions for high job satisfaction and organizational commitment, with the largest CE-FDH effect size reaching d = 0.186. Job satisfaction and organizational commitment were also necessary conditions for high self-reported OCB. By combining sufficiency-based and necessity-based reasoning, this study shows that QWL relates to citizenship behavior not only through average positive associations but also through minimum enabling conditions for satisfaction and commitment. Findings are specific to the Da Nang sample and require validation in other contexts.
Despite extensive research on core job characteristics and organizational commitment (ocm), important gaps persist in educational institutions. specifically, how job characteristics translate into commitment through psychological mechanisms remains unclear. moreover, the threshold-based conditions under which these relationships emerge are poorly understood. this study addresses these gaps by integrating partial least squares structural equation modeling and necessary condition analysis (nca) within the stimulus-organism-response framework. the analysis includes 697 Vietnamese educators. Results indicate that core job characteristics are strongly associated with workplace satisfaction (β=0.69) and job satisfaction (β=0.62). core job characteristics also show a smaller but statistically significant association with ocm (β = 0.24). Workplace satisfaction appears to be the primary statistical pathway linking core job characteristics to ocm, whereas job satisfaction does not show a significant mediating role. the workplace satisfaction-ocm association appears stronger at higher person-organization fit levels. nca identifies minimum threshold conditions for skill variety, task identity, task significance, and feedback. these conditions must reach minimum levels for high ocm to occur. By showing that ocm depends on both linear net effects and threshold conditions, this study advances job design theory and provides practical strategies for managing commitment in professionalized educational settings.
Developed entrepreneurial activity is often not directly related to the development of the economy. Therefore, the question of the role of entrepreneurship in the economy remains important. This study aims to assess and understand the interrelationship among conditions for the development of entrepreneurship and economic indicators in selected countries with different types of orientation of their economies: efficiency-oriented and innovation- oriented economies. Data include indicators of international entrepreneurial and economy indexes with a common sample of 18 countries from 2011 to 2020. The results confirmed previous studies that entrepreneurship has no direct effects on economic development. However, the study showed that the conditions of entrepreneurship in the country are strongly associated with economic growth in both groups of countries. Generally, early entrepreneurship is more important for efficiency-oriented countries than for innovative ones, whereas the conditions of entrepreneurship are better in innovation-oriented countries.
This study examines the multidimensional relationship between digital entrepreneurship education (DEE) and digital entrepreneurial intention (DEI) among engineering students in Da Nang, Vietnam, using Social Cognitive Career Theory (SCCT) as the theoretical framework. A mixed-methods approach was adopted, combining qualitative interviews to refine measurement constructs with a quantitative survey of 390 students. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the relationships among educational, psychological, and cognitive factors.The analytical outcomes reveal that four principal factors influence students' DEI: entrepreneurial personality traits (PER), entrepreneurial capacity (CAP), perceived behavioral control (PBC), and attitudes toward behavior (AT). Consistent with the tenets of SCCT, these factors encapsulate the amalgamation of individual characteristics, self-assessment of abilities, and contextual elements that shape career trajectories. Furthermore, among the educational variables, the digital entrepreneurship curriculum (TEC) assumes a crucial role in molding DEI through both direct and indirect pathways, whereas the digital entrepreneurship teaching method (TEM) predominantly enhances capacity and PBC but does not exert a substantial influence on AT or PER. These findings illustrate that DEE profoundly affects students' AT, CAP, and PER, thereby nurturing digital entrepreneurial cognition, which aligns with SCCT’s framework for the development of career intentions. The study advocates for the modernization of digital curricula, the implementation of proactive digital pedagogies, and the establishment of digital entrepreneurship ecosystems within universities to augment the efficacy of digital entrepreneurship education.
This study aims to explore the factors that affect the entrepreneurship of students in Da Nang, including four factors: (1) Personal factors, (2) Family factors, (3) Educational factors, and (4) Social factors. The authors make use of mixed methods including both quantitative research method, and qualitative research method. The qualitative research method is employed to identify meanings, confirmations, adjustments, and complements for concept-measurement variables in the conceptual model. Quantitative research is conducted from a sample of 394 students across many universities in Da Nang City. The study processed and analyzed survey data from employees using the Smart PLS 4 software with PLS-SEM method. The analysis results from the model show that there are 5 factors affecting students' entrepreneurship: (1) Motivation, (2) Capacity, (3) Experience, (4) Teaching content, and (5) Social norms. In addition, for the educational factors, (6) teaching content has a meaningful indirect impact on entrepreneurship through capacity-mediated variables, and (7) teaching methods have a meaningful indirect impact on entrepreneurship through capacity-mediated variables. The results of the study have implications for students with entrepreneurship in Da Nang City. To order to positively respond to the entrepreneurship of students at schools in the area. University need to focus on the educational environment and the quality of their subjects, as well as on building programs and courses related to business associated with practice, to provide effective teaching methods to students' entrepreneurship. In particular, families, economic managers, local authorities, and banks need to support Da Nang students to have a healthy competitive environment, build a capital supply so that graduates can freely start a businesses in the current economy.
This research examines the impact of various factors on the quality of work life and their effects on employee commitment. The research model includes 8 factors and 19 hypotheses, developed based on theoretical foundations and empirical studies. The quantitative research involved 400 formal labors working in organizations in Da Nang city, Vietnam. The study processed and analyzed employee survey data using Smart PLS-4 software with the partial least squares structural equation modelling (PLS-SEM) method. The results indicate that four statistically significant factors impact the quality of work life: the workplace environment (WE, Beta = 0.276), the balance between personal and work life (PWB, Beta = 0.249), financial rewards and remuneration (FRW, Beta = 0.197), and job security and stability (JSS, Beta = 0.127). The results of the mediation analysis show that the quality of work life (QWL) mediates the relationships between job security and stability, financial rewards and wages, the work environment and the balance between personal life and work life in terms of organizational commitment (OC). Regarding the factors affecting organizational commitment (OC), job security and stability (JSS) have the greatest impact (Beta = 0.203), followed by financial rewards and wages (FRW) (Beta = 0.160) and participation (PA) (Beta = 0.110), in descending order of influence. These recommendations will assist organizations in designing effective welfare programs, enhancing the work environment, and developing human resource policies that foster employee engagement and reduce turnover rates.