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Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

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  • Keisuke Kokubun

Abstract

This study investigates the relationship between rewards and the organizational commitment (OC) of 5,522 employees who work for 5 Japanese companies in Vietnam focusing on the difference between Red River Delta (Hanoi and surrounding provinces) and South East (Ho Chi Minh City and surrounding provinces). Hierarchical regression analysis revealed that co-worker support had stronger influence on OC in Red River Delta than in South East. On the other hand, benefit satisfaction had stronger influence on OC in South East than in Red River Delta. Other rewards (i.e., fatigue, supervisor support and autonomy) were equally related with OC for both areas. These results mean that OC-rewards relationship differs between regions and indicate signs of increasing individualism among Vietnamese employees in more economically developed parts of the country. Discussions and implications concerning human resource management in Vietnam are offered.

Suggested Citation

  • Keisuke Kokubun, 2017. "Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam," Journal of Management and Sustainability, Canadian Center of Science and Education, vol. 7(3), pages 22-37, September.
    • Handle: RePEc:ibn:jmsjnl:v:7:y:2017:i:3:p:22-37
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    References listed on IDEAS

    as
    1. Keisuke Kokubun, 2017. "Organizational Commitment-Rewards Relationship and its Change in Japanese Companies in China," International Business Research, Canadian Center of Science and Education, vol. 10(7), pages 155-167, July.
    2. Ronald Fischer & Angela Mansell, 2009. "Commitment across cultures: A meta-analytical approach," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 40(8), pages 1339-1358, October.
    3. Keisuke Kokubun, 2017. "Organizational Commitment and Rewards in Thailand, with Comparison between University Graduates and Others," Asian Social Science, Canadian Center of Science and Education, vol. 13(6), pages 1-1, June.
    4. Hsu‐Hsin Chiang & Tzu‐Shian Han & Ju‐Sung Chuang, 2011. "The relationship between high‐commitment HRM and knowledge‐sharing behavior and its mediators," International Journal of Manpower, Emerald Group Publishing Limited, vol. 32(5/6), pages 604-622, August.
    5. David A Ralston & David H Holt & Robert H Terpstra & Yu Kai-Cheng, 2008. "The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 39(1), pages 8-26, January.
    6. Yubo Hou & Ge Gao & Fei Wang & Tingrui Li & Zhilan Yu, 2011. "Organizational Commitment and Creativity: the Influence of Thinking Styles," Annals of Economics and Finance, Society for AEF, vol. 12(2), pages 411-431, November.
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    Cited by:

    1. Keisuke Kokubun, 2017. "Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others," Journal of Sustainable Development, Canadian Center of Science and Education, vol. 10(6), pages 1-51, October.
    2. Mai, Nhat Chi, 2021. "Determinants of successful adoption of the Balanced Scorecard in Vietnamese small and medium-sized enterprises," OSF Preprints 5hx2r, Center for Open Science.

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    More about this item

    Keywords

    exploratory factor analysis; organizational commitment; Japanese companies; regional difference; rewards; Vietnam;
    All these keywords.

    JEL classification:

    • R00 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General - - - General
    • Z0 - Other Special Topics - - General

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