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研究生:阮紅何
研究生(外文):Nguyen Hong Ha
論文名稱:An Empirical Study on the Factors Affecting Employee Engagement in Vietnam National Institute of Information and Communications Strategy
論文名稱(外文):An Empirical Study on the Factors Affecting Employee Engagement in Vietnam National Institute of Information and Communications Strategy
指導教授:唐國銘唐國銘引用關係
學位類別:碩士
校院名稱:樹德科技大學
系所名稱:資訊管理系碩士班
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2010
畢業學年度:99
語文別:英文
論文頁數:107
中文關鍵詞:Human Resources ManagementEmployee EngagementPublic Sector
外文關鍵詞:Human Resources ManagementEmployee EngagementPublic Sector
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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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[2]About.com (2008), What Is Human Resource Development (HRD), URL: http://humanresources.about.com/od/glossaryh/f/hr_development.htm, Accessed on November 28, 2008.
[3]Bruce, A. (2003), How to motivate every employee, 24 proven tactics to spark productivity in the work place, McGraw-Hill.
[4]Do, D. (2009), The wave of IT staff in stage agencies quitting the state sector, link http://www.ictnews.vn/Home/PrintView.aspx?ArticleID=9516, accessed on September 28th, 2009.
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[6]Harzing, A.W., Ruysseveldt, J.V. (2004), International Human Resource Management, Sage Publications
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[8]Ivancevich (2010), Human Resource Management, 11th edition, Mc Graw Hill.
[9]Law on Civil Servant, 2008;
[10]Mathis, R.L., Jackson, J.H. (2005), Human Resource Management 9th edition, Thomson South-Western.
[11]Ministry of Information and Communications’ Decision No 05/2007/QD-BTTTT. (2007), Master Plan for the development of ICT human resources in Vietnam until 2015 and the orientation towards 2020.
[12]Ministry of Information and Communications’ Decision No 21/2008/QD-BTTTT. (2008), Functions and Organization Structure of the National Institute of Information and Communications Strategy.
[13]National Institute of Information and Communications Strategy, Annual Reports in 2003, 2004, 2005, 2006, 2007, 2008, 2009.
[14]Nguyen, N.H. (2006), Document of the Human Resources management and development in state agencies (in Vietnamese), Vietnam National Academy of Public Administration.
[15]Pham, H.T. (2008), Administrative Law of Vietnam (in Vietnamese), Transport Publishing House of Vietnam.
[16]Prime Minister’s Decision No 698/QD-TTg. (2009), Master plan of Vietnam Information Technology human resources development to 2015 and the orientation to 2020.
[17]Prime Minister’s Decision No 187/2007/QD-TTg. (2007), Functions and Organization of the Ministry of Information and Communications.
[18]Prime Minister’s Decision No 136/2001/QĐ-TTg. (2009), Master Plan for Public Administration Reform for the period 2001 - 2010.
[19]Quy, H., (2009), Staff of State Agencies change their job for the private sector, link: http://www.nld.com.vn/212594P0C1077/chay-mau-chat-xam-o-co-quan-cong-quyen.htm, accessed on September, 24th, 2009.
[20]Thang, V.P. (2009), On the problem of quitting job of civil servants, (Website of the Theoretical Council of the Central Communist Party http://hoidonglyluan.vn/Themes/hoidonglyluanvn/Common/default.aspx?lang=vn&tid=29&iid=773&AspxAutoDetectCookieSupport=1).
[21]Tran, M.T. (2006), Building the Master Plan for ICT human resources development in Vietnam for the period 2006-2010, and the orientation to the year 2015, Minitry of Posts and Telematics research project.
[22]Van, A. (2009), When the State Bank of Vietnam’s staff leave the state sector for international enterprises, link: http://www.vietnamnet.vn/chinhtri/2008/01/764688/, accessed on September, 21st, 2009.
[23]WBCSD Report (World Business Council for Sustainable Development Report). (2005), Driving Success and Human Resources and Sustainable Development, HRH the Princess of Wales.

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