scholarly journals Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

2017 ◽  
Vol 7 (3) ◽  
pp. 22 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Regional Difference ◽  
River Delta ◽  
Red River ◽  
Ho Chi Minh City ◽  
Hierarchical Regression ◽  
Red River Delta ◽  
The Difference ◽  
Japanese Companies ◽  
The Relationship

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.

scholarly journals Organizational Commitment and Rewards in Thailand, with Comparison between University Graduates and Others

2017 ◽  
Vol 13 (6) ◽  
pp. 1 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Supervisor Support ◽  
The Other ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Role Clarity ◽  
The West ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment of 6,911 employees who work for 13 Japanese companies in Thailand. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to organizational commitment. These findings suggest that the antecedents of organizational commitment in the Japanese companies in Thailand are different from those in the other kind of corporations in the West. The comparison between University graduates and others showed that benefit satisfaction and fatigue had stronger and supervisor support and role clarity had weaker influence on organizational commitment in university graduates than in others. Discussions and implications concerning human resource management of Japanese companies in Thailand are offered.

scholarly journals Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

2017 ◽  
Vol 10 (6) ◽  
pp. 51 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Role Clarity ◽  
Strongly Correlated ◽  
Manufacturing Companies ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards ◽  
And Training

This study investigates the relationship between rewards and organizational commitment (OC) of 12,076 employees who work for 32 Japanese manufacturing companies in Malaysia. Hierarchical regression analysis revealed that all of three types of reward are important for OC, in the order of intrinsic, social and extrinsic rewards. These findings suggest that the antecedents of OC in Malaysia are different from those in the West or other lower income Asian countries such as China. The comparison between University graduates and others showed that extrinsic and intrinsic rewards had stronger while social rewards had weaker influence on OC in university graduates than in others. In detail: satisfaction with personnel evaluation and autonomy were more strongly correlated with OC in university graduates while co-worker support and role clarity were more significantly correlated with OC in others; fatigue was negatively correlated with OC in university graduates while positively correlated with OC in others; other rewards, i.e., satisfaction with other treatments, supervisor support and training, were equally correlated with OC in university graduates and others. Discussions and implications concerning human resource management of Japanese companies in Malaysia are offered.

scholarly journals Organizational Commitment-Rewards Relationship and its Change in Japanese Companies in China

2017 ◽  
Vol 10 (7) ◽  
pp. 155 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Economic Growth ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Financial Crises ◽  
Supervisor Support ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Economic Slowdown ◽  
Japanese Companies ◽  
The Relationship

This study investigates a transition of the relationship between rewards and the organizational commitment of total 1,005 university graduates who work for 4 Japanese companies in China. Hierarchical regression analysis revealed that supervisor support had stronger influence on organizational commitment in 2013 than it did in 2007, showing that the employees became to require more support from supervisors than before due to a growing anxiety under economic slowdown since the global financial crises of 2008. This result indicates that employees may become more collectivistic during a period of economic growth stagnation. Discussions and implications concerning human resource management of Japanese companies in China are offered.

scholarly journals Organizational Commitment and Rewards in Vietnam, with Comparison between University Graduates and Others

2017 ◽  
Vol 13 (8) ◽  
pp. 157 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Human Resource ◽  
Hierarchical Regression ◽  
University Graduates ◽  
The West ◽  
Intrinsic Rewards ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment (OC) of 5,522 employees who work for 8 Japanese companies in Vietnam. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to OC. Especially, intrinsic rewards had the strongest association with OC. These findings suggest that the antecedents of OC in Vietnam are different from those in the West and China. The comparison between university graduates and others showed that fatigue and autonomy had stronger influence on OC in university graduates than in others. Discussions and implications concerning human resource management in Vietnam are offered.

scholarly journals The Moderating Effect of Gender on the Organizational Commitment-Rewards Relationship

2017 ◽  
Vol 12 (7) ◽  
pp. 1 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Human Resource ◽  
The Other ◽  
Role Clarity ◽  
Personnel Evaluation ◽  
Men And Women ◽  
Female Employees ◽  
The Difference ◽  
Japanese Companies ◽  
The Relationship

This study investigates the relationship between rewards and organizational commitment (OC) of 9,826 Malay employees who work for 32 Japanese companies in Malaysia focusing on the difference between men and women. The result showed that delegation-related rewards (i.e. satisfaction with personnel evaluation and autonomy) had stronger influence on OC in male than in female employees. On the other hand, other delegation-free rewards (i.e. satisfaction with other treatments, fatigue, supervisor/co-worker support, training provision and role clarity) were equally related with OC for both genders. Discussions and implications concerning diversity and human resource management in the corporations in Malaysia are offered.

Climate Change and Land Use Change of Rural Households in The Red River Delta, Vietnam

2013 ◽  
pp. 79-94
Author(s):  
Ngoc Luu Bich
Keyword(s):  
Climate Change ◽  
Land Use ◽  
Agricultural Land ◽  
Rural Households ◽  
River Delta ◽  
Red River ◽  
Red River Delta ◽  
Sea Levels ◽  
Main Production ◽  
Farming Households

Climate change (CC) and its impacts on the socio-economy and the development of communities has become an issue causing very special concern. The rise in global temperatures, in sea levels, extreme weather phenomena, and salinization have occurred more and more and have directly influenced the livelihoods of rural households in the Red River Delta – one of the two regions projected to suffer strongly from climate change in Vietnam. For farming households in this region, the major and traditional livelihoods are based on main production materials as agricultural land, or aquacultural water surface Changes in the land use of rural households in the Red River Delta during recent times was influenced strongly by the Renovation policy in agriculture as well as the process of industrialization and modernization in the country. Climate change over the past 5 years (2005-2011) has started influencing household land use with the concrete manifestations being the reduction of the area cultivated and the changing of the purpose of land use.

Phosphate immobilisation dynamics and interaction with arsenic sorption at redox transition zones in floodplain aquifers: Insights from the Red River Delta, Vietnam

2021 ◽  
Vol 411 ◽  
pp. 125128
Author(s):  
Harald Neidhardt ◽  
Sebastian Rudischer ◽  
Elisabeth Eiche ◽  
Magnus Schneider ◽  
Emiliano Stopelli ◽  
...  
Keyword(s):  
River Delta ◽  
Red River ◽  
Red River Delta ◽  
Transition Zones ◽  
Redox Transition

The epidemiology of nematode and fluke infections in cattle in the Red River Delta in Vietnam

2000 ◽  
Vol 93 (2) ◽  
pp. 141-147 ◽  
Author(s):  
W.G Holland ◽  
T.T Luong ◽  
L.A Nguyen ◽  
T.T Do ◽  
J Vercruysse
Keyword(s):  
River Delta ◽  
Red River ◽  
Red River Delta
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