Human Resource Challenges in a Transition Economy: An Exploratory Study amongst Vietnamese Stock Brokers

• Main Authors: Thu-Nga DangThi, 鄧氏秋娥
• Other Authors: David Trott
• Format: Others
• Language: en_US
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/75157155795812812890

碩士 === 義守大學 === 管理學院管理碩士班 === 99 === Many companies that employ highly skilled employees often use financial strategies to improve work engagement. However, beyond financial compensation packages, employers must increasingly demonstrate to their employees that they are respected, trusted, and valued in non-financial ways as well. Hiring is a typical human resource challenge and retention is even more important. Why do some employees leave while others choose to stay? What impacts an employee''s decision to remain with a company and engage fully in his/her work? This study investigated these and similar questions. Specifically, the relationships between depression at workplace, job burnout, social support, learned resourcefulness and work engagement amongst Vietnamese brokers who are working in Vietnamese securities companies were examined. The study sets out to better understand human resource challenges in the transition economy of Vietnam, to find out the relationship between non-financial influences upon work engagement. Findings from the study point to some solutions to enhance work engagement for Vietnamese stock brokers as well as how to use human resource management strategies to retain Vietnamese stock brokers. Data was collected from Vietnamese securities companies with a total of 101 responses from Vietnamese stock brokers and analyzed using descriptive statistics, independent sample t-tests, and correlation coefficients, test reliability and validity of the instruments. In general, results aligned with previous studies which supported the applicability of learned resourcefulness. Specifically, self-control and self-leadership were found to significantly contribute to employee intention/work engagement, while social support and depression had no significant impact on employee engagement. Job burnout was shown to have a negative significant relationship with work engagement. Implications and suggestions for future studies are also discussed in the study.