Factors influencing employee engagement in Vietnamese enterprises

Abstract

This research examines employee engagement in Vietnamese enterprises influenced by five different factors: salary and income, working conditions, welfare benefits, training and career development, and relationships with leaders and peers. The research was a quantitative study that included a survey of 1,050 employees from northern, central, and southern Vietnam. Reliabilities were calculated using Cronbach’s alpha, scales were vetted through Exploratory Factor Analysis (EFA), and multiple regression analysis was used to test the hypotheses, with engagement gauged using the Utrecht Work Engagement Scale (UWES). The conclusion was that support from leaders, relationship support from colleagues, and the sufficiency of salaries were the most confirming of the hypotheses, while the claim that working conditions, welfare, and training benefits were of minimal importance was the most unconfirming. Social class and culture were suggested from the results of social relations in the Vietnamese system of labour-intensive industries. Businesses are suggested to focus on engagement through competitive pay, proper supervision, and informal relations in teams, while simultaneously providing opportunities for future research in engagement and development in emerging economies.