Turning to the first years of the 21st century, along with the achievements in the field of politics, foreign Affairs, economy, and society, Vietnam is committing to make its law and regulations to comply with WTO for further integration into the world. Vietnam’s state agencies are dealing with the situation in which civil servants are tending to quit their job in order to move to the private or foreign sectors. “According to incomplete reports of 23 departments and 46 provinces and cities, over the last five years, there are approximate 16.000 employees quitting their job, reaching 0.8% of total 1.7 million civil servants (17% public administration servants, 72% business officials, 11% employees” (Thang Van Phuc, 2008).
National Institute of Information and Communications Strategy (NIICS), a research institute in charge of making strategies, policies is facing the same situation. According to the statistic number from 2004 to 2009, there are 28 officers moving to other offices and private sectors. This research aims to determine basis factors causing officers to decide to leave Institute and find out the basis factors for encouraging the current officer sticking long-term with NIICS.
The study hopes to find solutions for nurturing and growing the engagement of the staff of NIICS and thus proposing to the leaders of NIICS suitable policies for efficiently using human resources of NIICS.

Turning to the first years of the 21st century, along with the achievements in the field of politics, foreign Affairs, economy, and society, Vietnam is committing to make its law and regulations to comply with WTO for further integration into the world. Vietnam’s state agencies are dealing with the situation in which civil servants are tending to quit their job in order to move to the private or foreign sectors. “According to incomplete reports of 23 departments and 46 provinces and cities, over the last five years, there are approximate 16.000 employees quitting their job, reaching 0.8% of total 1.7 million civil servants (17% public administration servants, 72% business officials, 11% employees” (Thang Van Phuc, 2008).
National Institute of Information and Communications Strategy (NIICS), a research institute in charge of making strategies, policies is facing the same situation. According to the statistic number from 2004 to 2009, there are 28 officers moving to other offices and private sectors. This research aims to determine basis factors causing officers to decide to leave Institute and find out the basis factors for encouraging the current officer sticking long-term with NIICS.
The study hopes to find solutions for nurturing and growing the engagement of the staff of NIICS and thus proposing to the leaders of NIICS suitable policies for efficiently using human resources of NIICS.

Abstract i
Acknowledgments iii
Table of Contents iv
Chapter 1 Introduction 1
1.1. Research Background 1
1.2. Research Motive 5
1.3. Research Purposes 6
1.4. Research Method and Questions 6
1.5. Research Structure 7
1.6. Research Procedure 7
Chapter 2 Literature Review 9
2.1. Overview of human resource management 9
2.2. Human resources management in state agencies 20
2.3. Improving human resources quality in state agencies in Vietnam 26
2.4. Policies for supporting HRM in Vietnam’s state agencies 28
2.5. Problem of employee engagement 32
Chapter 3 Research Methodology 39
3.1. Research Framework 39
3.2. Research hypotheses and Instrument Development 44
3.2.1. Research hypotheses 44
3.3. Measurement of variables 45
3.4. Data collection 46
3.5. Questionnaire 47
Chapter 4 Analysis and results 49
4.1. Assess overall human resources of the Institute from 2004 to 2009 49
4.2. Sampling 53
4.3. Investigating style 54
4.4. Descriptive Analysis 57
4.4.1. Descriptive and Analysis of Sample Demographics 57
4.4.2. Statistic Description 57
4.5. Reliability and Validity Analysis 59
4.5.1. Reliability analysis 59
4.5.2. Validity analysis 61
4.5.3. Inspection Cronbach Alpha 64
4.6. Hypotheses Testing 65
Statistical Regression 65
Chapter 5 Conclusions 73
5.1. Research Findings 73
5.2. Implications 75
5.3. Research Limitations 77
5.4. Future Studies 78
References 79
Appendix A. The English Version of Questionnaire 82
Appendix B. The Vietnamese version of Questionnaire 88
Autobiography 94

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