1 CHAPTER 1: INTRODUCTION 1.1 RESEARCH BACKGROUND The recently financial crisis is one of the most pressing challenges facing countries and businesses in today's global business environment It is required most countries in the world to make suitable changes to improve and overcome this difficult period Vietnam is in the case of developing country, globalization poses distinct challenges to governments, the private sector and organized labor These challenges, which must be addressed through a strategic approach to human resource management, include (1) Partnership in economic recovery especially in Vietnam (2) Dealing with the large foreign companies (3) Concerns over possibility of fraud in E-commerce (such as issues of confidence and trust) and (4) Implementing prescriptions for recovery and growth taking in to consideration the development agenda and unique circumstances of individual area At present, senior executives in Vietnamese companies have become more strategic in their thinking about the human capital Human capital is becoming a main power for the success of any organizations Unfortunately, the competiveness and the quality of the human resources of Vietnamese companies are in low position in comparing with other countries The report of Labor and Social trends in Viet Nam stated that: Despite some advantages, the labor force of Viet Nam remains mostly unskilled as nearly two-third did not have any technical education The country’s productivity of Viet Nam remains low in absolute terms and was equal to only 61.4% of the average of Asia countries Viet Nam has to increase the labor productivity and enhance competitiveness of labor force if the country desires to move up in regional and global production networks In order to reach the goal of the economic growth as well as the higher quality of labor force, Viet Nam must address many issues, especially in human resources (International Labor Organization Report, 2010) 1.2 RESEARCH PROBLEMS Banking industry is the heart of any economies Firstly, banks act as delegated monitors and ensure that firms use the resources allocated to them effectively Secondly, banks also play an important role as tool for executing macro – economic policies Go along with the quickly changes in business environment, the banking industry has renewed itself to catch up with the requirements of bank’s users Almost banks are offering many kinds of valuable services for customers besides its traditional services in order to upgrade the satisfaction of the bank’s customers Consequently, beyond the normal expectation of providing excellent customer service, the bank’s employees are also required to sell various added value services The quality of banking services has been moved on strongly improvement over the last few years, it is still in its infancy The old banking systems and the old habit of local Vietnamese resident were two major obstacles to access to finance for Vietnam’s large population of bankable but under-banked households and enterprises In the future, the Vietnamese banks have to their businesses in competitive environment not only with local banks but also with a lot of foreign – owned banks The banks need employees with high knowledge to advise more suitable services for their customers and attract more customers to use more services of banks (See more information about Vietnamese Banking Industry in Appendix A) Among many industries, banking industry is one of the most industry has the fastest growth in the human resources in both quantity and quality Banking industry has the highest attraction with job- seekers during the last ten years The average growth in human resources of banking industry during the period 20002010 was about 10% each year (Nguyen, 2012) Unfortunately, the demand of banking employees is forecasted to be in the down –trend in the next few years According to the point of view of specialists in banking industry, many banks will cut off the employees in the next time (at the-end of 2012 and next year 2013) because of the difficulties of macroeconomic as well as the decrease in the profit of almost banks However, the banks will take much caution to increase the quality of labor force for banking industry There will be some adjustments in the human resources policies, especially in training and recruiting human resources It means that there will be a called for qualified employees who can help to enhance the performance of banking industry The employee takes a key factor to the bank’s performancce In order to enhance the productivity and profitability of the bank, the performance of employee should be strongly considered It is important for bank’s managers to understand and to investigate whether their employees are satisfied with their job or not Only if they are satisfied, they will work with strong commitment, with high effort and perform their best By this way, employees will project a positive image of the organization as well as improve their performance and the bank’s performance As forementionded reasons, it is necessary for bank’s managers to investigate which factors affect the job performance of their employees in Vietnamese banking industry Many studies have proved that sustainable competitive advantages can best be accomplished through context- specific, cumulative, renewable, and thus hard to imitate factors (Susan., Luthans., Kyle., Sandra., & Richard., 2007) The comprehensive study (Luthans et al.,2007) have noted that “integrating human, social, and now psychological capital can have great impact on job performance than any of the previously listed resources in separately” Even there were many studies concerning about positive organization behaviors and its relationship with job performance as well as the relationship between the working environment and job performance, most of these studies focused on the West, Mid West and the United States In Asian region, most studies concentrated on developed Asian countries (Singapore, China, Taiwan, Malaysia, etc) than developing countries like Vietnam, Lao, Cambodia In Viet Nam, there were many studies related to job satisfaction or job performance but most of these studies pay much attention to the working environment, leadership styles, organization commitment than to the Psychological Capital of the employees The newest researh related to Psychological Capital, Quality of Working Life, Quality of Life (Nguyen and Nguyen, 2012) However, the objective of the research is the marketer in Vietnamese Market Researching in the field of Psychological Capital as well as the Quality of Working life in the different industries is in shortage status Therefore, the problem to be accessed in this study is to exam the factors that impact job performance of employees in Vietnamese banking industry, especially concerning to the Psychological Capital and Quality of Working Life 1.3 RESEARCH OBJECTIVES According to Zikmund (1997, p.89), a research objective is the researcher’s version of a business problem Objectives explain the purpose of the research in measurable terms and define standards of what the research should accomplish In solving the research problem mentioned previously, this study has the following objectives: • Identify factors that affect job performance of employees in the Vietnamese banking industry, specify to factors that belong to psychological capital and quality of working life • Determine the degree of the impact of each factor to job performance of employees in the Vietnamese banking industry Research Questions Research questions involve the research translation of “problem” into the need for inquiry The research problems defined above leads to the following research questions: • What are factors that impact on job performance of the employees in the Vietnamese banking industry? • What are the effects of self – efficacy, hope, optimism, resiliency, survival needs, belonging needs and knowledge needs on the job performance of employees in the Vietnamese banking industry? 1.4 RESEARCH METHODOLOGY AND SCOPES The object of this study is the employee of banks in Ho Chi Minh City The research is conducted in Ho Chi Minh City, one of the biggest economic centers of Viet Nam The result of the research in this city, in some level can represent for Viet Nam in general and be used as reference for further purposes The author uses data analyse tool (Microsoft Excel, SPSS) to handle the data and to implement the study such as: Descriptive Statistics, Graphs After that, using the tool to test the scale reliability (Cronbach’s Anpha), Factor Analysis, using Linear Regression to test the relationship between independents variables and dependent variable The research only approaches into factors concerning in Psychological Capital, quality of working life with the job performance The other factors such as: Personality traits or traits – like characteristics such as found in the Big Five dimensions, Organizational Citizenship Behavior, Organizational Commitment… will be out of the topic of this research 1.5 STRUCTURE OF THE RESEARCH The structure of the study consists five chapters: Chapter 1: Introduction This chapter presents research background of the study, as well as, research problems, research objectives, research methodology and scopes Chapter 2: Literature Review and Hypotheses In this chapter, the author provides the literature review and presents the fundamental ideas on two main constructs: psychological capital and quality of working life Besides, the definition and the literature review of the following constructs also provided: self- efficacy, hope, optimism, resiliency, survival needs, belonging needs, knowledge needs In this chapter, the conceptual model of the study and the hypotheses of the study are also presented Chapter 3: Research Methodology Based on the research objectives and scopes, research methodology concerning in chapter 1, and literature review and empirical model presented in chapter 2, this chapter particularly presents the research design, research methodology and reports the processes of doing the research Chapter 4: Data Analysis and Data Results Chapter presents the characteristics of research samples and presents the result of the research after analyzing data Based on the results, the author will make deep analysis about each factor that impact on job performance Chapter 5: Conclusions, Implications and Limitations Chapter presents main conclusions and implications based on the results of the previous chapters, as well as the limitations of this study CHAPTER 2: LITERATURE REVIEW AND HYPOTHESES In this chapter, the author provides the literature review and presents the conceptual model and hypotheses of the research 2.1 POSITIVE PSYCHOLOGICAL CAPITAL Following the resource – based theory of the firm, organizations can develop sustained competitive advantage only by developing value creating resources and capabilities which are rare and difficult for competitors to imitate (Barney, 1995) Consistent with the resource – based view of the firm, the effective development and integration of positive psychological capital with other assets can provide an organization with intangible resource that is valuable, rare and difficult to imitate and therefore a source of competitive advantage (Jensen, Luthans, Lebsack & Lebsack, 2007) Luthans (2004) and colleagues have provided some important constructs in this fields such as: economic capital (“What you have”), human capital (“What you know”), and social capital (“Who you know”) in order to create value and maintain their success over time Nowadays, most managers would agree that positive psychology is something they value in employees so that the author investigated literature review about positive psychology as well as positive organization behavior in this study Moreover, the author put more effort to explore the literature to four specific factors: self – efficacy, optimism, hope, resilience “Positive psychology” revisits the ‘average person’ with an interest in finding out what works, what is right, and what is improving (Sheldon & King, 2001, p.216) Following the lead of positive psychology, positive organizational behavior has recently been strongly considered Positive organizational behavior has been defined as “the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement” (Luthans, 2002b, p 59; also see Nelson & Cooper, 2007; Turner, Barling, & Zaharatos, 2002; Wright, 2003) Drawing from positive psychology and positive organizational behavior and in particular the notion of psychological capital, Luthans (2004) and collogues suggest that “identifying and developing the positive psychological capacities of individuals may lead to desirable performance outcomes” We have a strong believe that the positive psychological strengths might be especially relevant for organizations competing in the dynamic and increasingly competitive banking industry To date, the psychological capacities associated with positive organizational behavior include hope, resilience, optimism, and self-efficacy, and when combined together, represent for the higher order core factor for “Psychological Capital” (Luthans & Youssef, 2004; Luthans et al 2007) PysCap as a State-like Construct: It is important to pay attention that PsyCap and its constructs as found in the positive psychological literature rather than just a fixed trait Athough positive trait and states share some common correlates and related outcomes), recent theory – building and empirical research also support their distinctiveness and discriminatnt validity (Avey et al.,2008) In most studies, the authors pay attention to the PsyCap as state-like and base on the positive psychological literature which relevant to positive organizational behavior PsyCap’s foundation also drawn from social cognitive theory (Bandura, 1997), which establishes reciprocal interactions9 between person, the environment, and past behavior However, in the recently theory, the PsyCap can be defined as: 10 An individual’s positive pyschological state of development that is characterized by: (1) having confidence (self-efficacy) to take on and put in the necessary effort to succed at challenging tasks; (2) making a positive attribution (optimism) about succeeding now and in the future; (3) perserving towards goals and, when necessary, redirecting paths to goals (hope) in order to succeed; and (4) when beset by problems and adversity, sustaining and bouncing back and even beyond (resiliency) to attain success (Luthans, Youssef, and Avolio 2007,3) As mentioned above, the integration of hope, efficacy, resilience and optimism represents the core construct of Psychological Capital or PsyCap In previous studies, Pyscap has a relatively stronger relationship to their performance than each of individual facets of hope, resilience, optimism, and self – efficacy However, the purpose of this study is to analyze how hope, resilience, optimism, and efficacy individually impact on the job performance Hence, the literature review of each facet should be deeply investigated Most previous studies on hope, resilience, optimism, and efficacy have supported that they are in high considerable Bandura (1997) has demonstrated strategies to increase self-efficacy (also see Bandura, 2000), Snyder (2000) provides evidence that hope is developable and published the state–hope scale (Snyder et al., 1996) Carver and Scheier (2005) more recently discuss strategies to develop optimism, and Shifren and Hooker (1995) have demonstrated its situational measurement Seligman (1998) features “learned optimism” in his widely recognized book by this title and offers evidence to support its development Masten and Reed (2002) likewise discuss successful strategies for resilience-based developmental interventions, and Wagnild and Young (1993) have developed a 55 Parker, S (1998) Enhancing role-breath self efficacy: The roles of job enrichment and other organizational interventions Journal of Applied Psychology, 83, 835-852 Peterson, C (2006) A Primer in Positive Psychology New York, NY: Oxford University Press Nguyen, Thanh N (2012-October) The trend of human resources of Vietnamese Banking Industry in 2012/13 Nhip cau dau tu, p.10 Schneider, Sandra L.(2001) In Search of Realistic Optimism Meaning, Knowledge, and Warm Fuzzines American Psychologist, 56(3), 250-263 Schachtel, E (1959) Metamorphosis New York: Basic Books Seligman, M.E.P (1998) Learned optimism New York, NY: Pocket Books Scheier, M.F., & Caver, C.S (1985) Optimism, coping, and heath: Assessment and implications of generalized outcome expectancies Healthy Psychology, 4, 219-247 Sirgy, M Joseph., David Efraty., Phillip Siegel., & Dong-Jin Lee (2001), ‘‘A New Measure of Quality of Work Life (QWL) Based on Need Satisfaction and Spillover Theories”, Social Indicators Research, 55 (3), 241-302 Snyder, C R., Kevin L Rand., & David R Sigmon (2002) HopeTheory: A Member of the Positive Psychology Family In C R Snyder and Shane J Lopez (Eds.), Handbookof Positive Oxford, UK: Oxford University Press Psychology (pp 257 -276) 56 Snyder, C R.,Harris, C., Anderson, J.R., Holleran, S.A., Irving, L.M., Sigmon, S.T., Yoshinobu, L., Gibb, J., Langelle, C., & Harney, P (1991).The will and the ways: Development and validation of an individual-differences measure of hope Journal of Personality and Social Psychology, 60, 570-585 Stajkovic, Alexander D & Fred Luthans (1998) Self-Efficacy and Work-Related Performance: A Meta Analysis Psychological Bulletin, 124(2), 240-261 Stajkovic, A., & Luthans, F (1998b) Social cognitive theory and self-efficacy OrganizationalDynamics, 26, 62-74 Youssef, C.M., & Luthans, F (2007) Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience Journal of Management, 33, 774-800 Youssef, C.M., & Luthans, F (2008) Leveraging psychological capital in virtuous organizations: Why and how In C Manz, K Cameron, K Manz, & R Marx (Eds.), The virtuous organization (pp 131-162) Hackensack, NJ: World Scientific Publishers Youssef, C.M., & Luthans, F (2009) An integrated model of psychological capital in the workplace In A Linley (Ed.), Handbook of positive psychology and work New York: Oxford University Press Vaez, Marjan, Margareta Kristenson & Lucie Laflamme (2004) Perceived Quality of Life and Self-Rated Health among First-Year University Students: A Comparison with (2), 221-234 Their WorkingPeers” Social Indicators Research, 68 57 APPENDICES Appendix A Summary information of the Vietnamese Banking Industry Figure A1 Top 10 countries with highest asset growth of banking sector Source: www.thebankerdatabase.com Figure A2 Top 10 countries with highest asset growth of banking sector Source: www.vcbs.com Figure A3 ATM, POS and issued cards during 2007 -2010 Source: Vietnam Bank Card Association 58 Appendix B Guideline for qualitative in-depth interview Measure scales Comments Self-efficacy ( Parker.,1998) You feel confident of analyzing a long-term All interviewees expressed problem to find a solution that they fully understood the meanings of the scales You feel confident of presenting your work However, the interviewees area in meetings with senior management suggested that the author You feel confident of contacting people should change the noun outside the company "You" to "I" for all items because this scale was You feel confident of presenting information measure by self to a group of colleagues evaluation of interviewees Optimism (Carver & Scheier.,2002) interviewees In uncertain times, you usually expect the best The suggested to change item " You always expect things go to my way In uncertain times, you Overall, you expect more good things to usually expect the best" by happen to you than bad "I always expect the best" Hope (Synder, Rand and Sigmon.,2002) At the present time, you are energetically Totally agreed, except pursuing your goals change “ You” by “I” There are a lot of ways around any problems that you are facing 10 You can think many ways to reach your current goals Resilience (Block & Kremen.,1996) 11 You quickly get over and recover from being Totally agreed, except startled change “ You” by “I” 12 You are generous with your colleagues 13 You get over your anger at someone reasonably quickly Survival needs (Sirgy et al.,2001) 14 Your job provides good health benefits 15 You are satisfied with what you are getting paid for your work 16 Your job does well for your family Belonging needs (Sirgy et al.,2001) 17 You have good friends at work 18 You have enough time away from work to Totally agreed, except change “ You” by “I” Totally agreed, except change “ You” by “I” 59 enjoy other things in life 19 You feel appreciated at work Knowledge needs (Sirgy et al.,2001) 20 You feel that your job allows you to realize Totally agreed, except your full potential change “ You” by “I” 21 Your job allows you to sharpen your professional skills 22 Your job helps you develop your creativity Job performance (Staples, Hulland & Higgins.,1999 and Rego & Cunha.,2008) 23 You believe you are an effective employee Totally agreed, except change “ You” by “I” 24 You are happy with the quality of your work output 25 Your manager believes you are an efficient worker 26 Your colleagues believe you are a very productive employee 60 Appendix C Questionnaire in English Dear participants, I am a member of Master of Business Class, a Master Program in English of University of Economics Ho Chi Minh City At the present, I have been doing a research to indentify some factors that impact on job performance of employees in banking industry Please kindly share your own thinking on the issues given in this questionnaire All your ideas will help for the success of my research I CONTENT OF THE QUESTIONNAIRE: Please express the degree of your agreement with statements given below (Indentify your rating by circling the number) Rating scale: Strongly disagree to Strongly agree Scale Your rating Self-efficacy I feel confident of analyzing a long-term problem to find a solution I feel confident of presenting my work area in meetings with senior management I feel confident of contacting people outside the company I feel confident of presenting information to a group of colleagues Optimism In uncertain times, I usually expect the best I always expect things go to my way 7 Overall, I expect more good things to happen to me than bad Hope 61 At the present time, I am energetically pursuing my goals There are a lot of ways around any problem that I am facing 10 I can think many ways to reach my current goals Resiliency 11 I quickly get over and recover from being startled 12 I am generous with my colleagues 13 I get over my anger at someone reasonably quickly Survival needs 14 My job provides good health benefits 15 I am satisfied with what I’m getting paid for my work 16 My job does well for my family Belonging needs 17 I have good friends at work 18 I have enough time away from work to enjoy other things in life 19 I feel appreciated at work Knowledge needs 20 I feel that my job allows me to realize my full potential 21 My job allows me to sharpen my professional skills 22 My job helps me develop my creativity 62 Job performance 23 I believe I am an effective employee 24 I am happy with the quality of my work output 25 My manager believes I am an efficient worker 26 My colleagues believe I am a very productive employee II INDIVIDUAL INFORMATION: Please kindly provide some information about yourself and your career: 1/ At present, your job at your bank is  Teller  Credit officer (Individual credit officer and corporate credit officer)  Back officer  Others 2/ What kinds of the ownership of your bank?  State – owned Bank  Joint - Stock Commercial Bank  Joint – Venture Bank  Wholly foreign-owned Bank Foreign bank’s Branch 3/ How old are you? 40 4/ How many years have you been at your banking job? 10 years 5/ Your net income per month: < millions VND  5- 11 millions VND  12 – 20 millions VND >20 millions VND 6/ Your gender:  Male  Female III Other contributions: Besides factors that given in my research, you have any ideas about other factors that affect to your job performance, please given in the blanks given below Thank you for your cooperation and contribution! 64 Appendix D Questionnaire in Vietnamese BẢNG KHẢO SÁT Xin chào anh/chị, sinh viên lớp MBUS Chương trình thạc sĩ đào tạo Tiếng anh Trường ĐH Kinh Tế TP.HCM Hiện nay, thực nghiên cứu nhân tố tác động đến kết công việc, từ nghiên cứu mối liên hệ kết công việc chất lượng sống nhân viên ngành Ngân hàng Rất mong anh/chị dành thời gian thực bảng khảo sát bên Tất ý kiến anh/chị có ý nghĩa với thành cơng nghiên cứu I PHẦN NỘI DUNG CHÍNH Xin anh/chị vui lòng cho biết mức độ đồng ý phát biểu với quy ước (Đánh dấu chéo vào ô anh/chị lựa chọn) Hồn tồn khơng đồng ý; Hơi khơng đồng ý; Khơng đồng ý; Trung hịa (khơng có ý kiến); Đồng ý; Hơi đồng ý; Hoàn toàn đồng ý Các tiêu đánh giá Mức độ đồng ý Sự tự tin lực thân Tôi cảm thấy tự tin việc phân tích vấn đề dài hạn để tìm hướng giải Tơi cảm thấy tự tin việc thuyết trình công việc họp với cấp Tôi cảm thấy tự tin việc giao lưu với người bên ngồi cơng ty Tơi cảm thấy tự tin việc truyền đạt thông tin cho nhóm bạn đồng nghiệp Sự lạc quan sống Tôi mong muốn điều tốt đẹp Tôi luôn mong muốn việc diễn theo cách mà Tôi mong muốn 65 Nói chung, Tơi mong muốn điều tốt đẹp xảy với Tôi điều không may Niềm hy vọng sống Hiện tại, Tôi hào hứng theo đuổi mục tiêu Tôi Tơi nghĩ có nhiều cách giải vấn đề khó khăn mà Tôi phải đối mặt 10 Tôi suy nghĩ nhiều hướng khác để chinh phục mục tiêu Tôi Khả phục hồi/cân sống 11 Tơi nhanh chóng vượt qua hồi phục từ cú sốc sống 12 Tôi rộng lượng/ hào phóng với đồng nghiệp Tôi 13 Tôi vượt qua giận với cách nhanh chóng Những nhu cầu thiết yếu sống 14 Công việc mang đến cho Tôi sức khỏe tốt 15 Tơi hài lịng với mức lương trả cho công việc Tơi 16 Cơng việc Tơi giúp ích cho sống gia đình Tôi Những nhu cầu tinh thần sống 17 Tơi có người bạn tốt nơi làm việc Tôi 18 Ngồi cơng việc, Tơi có đủ thời gian để hưởng thụ thứ khác sống 19 Tôi cảm thấy coi trọng nơi làm việc Tôi Những nhu cầu học hỏi sống 20 Tôi cảm thấy công việc Tôi giúp Tôi nhận 66 cách đầy đủ khả tiềm ẩn 21 Cơng việc cho phép Tôi đào sâu kỹ chuyên môn thân 22 Công việc giúp Tôi phát triển khả sáng tạo thân Kết công việc 23 Tôi tin Tôi nhân việc làm việc hiệu 24 Tơi cảm thấy hài lịng với chất lượng công việc 25 Cấp Tơi tin rẳng Tôi người nhân viên làm việc hiệu 26 Đồng nghiệp Tôi tin Tôi người nhân viên làm việc suất II THÔNG TIN CÁ NHÂN Xin anh/chị vui lịng cung cấp số thơng tin chung cá nhân cách đánh dấu “” vào ô tương ứng: 1/ Công việc bạn bạn Ngân hàng:  Giao dịch viên  Nhân viên tín dụng (cán tín dụng cá nhân cán tín dụng doanh nghiệp)  Bộ phận hỗ trợ kinh doanh  Khác 2/ Loại hình ngân hàng bạn làm:  Nhà nước  Cổ phần  Liên doanh  100% vốn nước  Chi nhánh ngân hàng nước Việt Nam 67 3/ Độ tuổi bạn: 40 4/ Thâm niên bạn: < =1 năm  2- năm  6- 10 năm >10 năm 5/ Thu nhập bạn tháng:  < triệu đồng  - 11 triệu đồng  12 – 20 triệu đồng  >20 triệu đồng 6/ Giới tính:  Nam  Nữ III Các ý kiến đóng góp khác: Ngồi nội dung nêu bạn cho thêm số ý kiến đóng góp nhân tố tác động đến kết công việc là: 68 Appendix E Histogram, Normal Regression & Scatter plot of Dependent Variable: Job performance Figure E1 Histogram of Job performance Figure E2 Normal Plot of Job performance Figure E3 Scatter Plot of Job performance 69 Appendix F Control Variable Test Results Table F1 Summary of Coefficients when adding the gender and age as an independent variable Model (Constant) Self-efficacy Belonging needs Knowledge needs Survival needs Hope Optimism Resilience (Constant) Self-efficacy Belonging needs Knowledge needs Survival needs Hope Optimism Resilience Gender of Respondent (Constant) Self-efficacy Belonging needs Knowledge needs Survival needs Hope Optimism Resilience Age of Respondent Unstandardized Standardized Coefficients Coefficients Std B Error Beta 0.571 0.259 0.087 0.026 0.156 0.172 0.03 0.3 Collinearity Statistics t Sig Tolerance VIF 2.203 0.029 3.385 0.001 0.927 1.079 5.828 0.00 0.747 1.339 0.127 0.026 0.237 4.946 0.000 0.862 1.16 0.103 0.197 0.06 0.122 0.569 0.088 0.172 0.031 0.033 0.03 0.029 0.26 0.026 0.03 0.163 0.29 0.098 0.21 0.837 0.849 0.841 0.811 1.195 1.178 1.189 1.234 0.157 0.301 3.341 5.997 2.017 4.24 2.186 3.361 5.807 0.127 0.026 0.236 4.869 0.000 0.845 1.184 0.103 0.197 0.06 0.122 0.004 0.031 0.033 0.03 0.029 0.039 0.163 0.29 0.098 0.209 0.005 3.334 5.973 2.013 4.224 0.103 0.836 0.847 0.841 0.809 0.96 0.579 0.087 0.172 0.266 0.026 0.03 0.156 0.3 2.177 0.031 3.335 0.001 5.807 0.000 0.914 1.094 0.746 1.34 0.127 0.026 0.237 4.936 0.000 0.862 1.16 0.102 0.031 0.162 3.297 0.001 0.827 1.21 0.197 0.033 0.289 5.954 0.000 0.844 1.185 0.06 0.03 0.098 2.016 0.045 0.122 -0.006 0.029 0.042 0.209 -0.007 4.224 0.000 -0.148 0.883 0.001 0.000 0.045 0.000 0.030 0.001 0.000 0.001 0.000 0.045 0.000 0.918 0.911 1.098 0.743 1.345 0.84 1.196 1.18 1.189 1.235 1.042 1.19 0.81 1.235 0.953 1.049 ... Unfortunately, the demand of banking employees is forecasted to be in the down –trend in the next few years According to the point of view of specialists in banking industry, many banks will cut off the employees. .. services of banks (See more information about Vietnamese Banking Industry in Appendix A) Among many industries, banking industry is one of the most industry has the fastest growth in the human resources... improve key factors in order to enhance the job performance In point of view of employees in Vietnamese banking industry, both the factors of psychology capital and quality of working life are