Proceedings CIEMB 2023 POS - TI

CONFERENCE PROCEEDINGS
6th International Conference on Contemporary Issues in
ECONOMICS, MANAGEMENT AND BUSINESS

November 23rd – 24th, 2023, Hanoi - Vietnam
NATIONAL ECONOMICS UNIVERSITY PUBLISHING HOUSE

CONFERENCE PROCEEDINGS
6th International Conference on Contemporary Issues in
ECONOMICS, MANAGEMENT AND BUSINESS

November 23rd - 24th, 2023, Hanoi - Vietnam
NATIONAL ECONOMICS UNIVERSITY PUBLISHING HOUSE

COMMITTEE 2023
Steering Committee
Pham Hong Chuong President of National Economics University, Vietnam
Bui Duc Tho Chairman of National Economics University, Vietnam
Hoang Van Cuong Vice President of National Economics University, Vietnam
Nguyen Thanh Hieu Vice President of National Economics University, Vietnam
Bui Huy Nhuong Vice President of National Economics University, Vietnam
To Trung Thanh Head of Research Management Department,
National Economics University, Vietnam
Advisory Committee
Pham Hong Chuong National Economics University, Vietnam
Bui Duc Tho National Economics University, Vietnam
Nguyen Thanh Hieu National Economics University, Vietnam
Hoang Van Cuong National Economics University, Vietnam
Bui Huy Nhuong National Economics University, Vietnam
To Trung Thanh National Economics University, Vietnam
Paul Burke Australian National University, Australia
Roman Matousek Queen Mary University, the UK
Peter J. Morgan ADB Institute
Robert Breunig Australian National University, Australia
Jonathan Pincus UNDP
Alex Vanderstraeten Ghent University, Belgium
Tomasz Bernat University of Szczecin, Poland
Juthathip Jongwanich Thammasat University, Thailand
Lisa Magnani Macquarie University, Australia
Clifford J. Shultz Loyola University Chicago, the US
Robin Mason University of Birmingham, UK
Toshio Ogata Chuo University, Japan
Diane Coyle University of Cambridge, United Kingdom
David Orsmond Macquarie University, Australia
Le Quoc Hoi National Economics University, Vietnam
Long Chu Australian National University, Australia
Clifford Shultz Loyola University Chicago, US
Nguyen Thi Tuyet Mai National Economics University, Vietnam
Vijay Kannan Utah State University, US
Tran Tho Dat National Economics University, Vietnam
Tran Thi Van Hoa National Economics University, Vietnam
Kenichi Ohno Japan Policy Research Institute, Japan
Richard Pomfret University of Adelaide, Australia
Richard Hazenberg University of Northampton, UK
TABLE OF CONTENTS
SESSION 1: ACCOUNTING & AUDITING

DIGITALIZATION OF ACCOUNTING INFORMATION AND SERVITIZATION
IN PUBLIC SECTOR ORGANIZATIONS’ SUSTAINABLE INNOVATION
ECOSYSTEM - MODERATING EFFECT OF RECOVERABLE SLACK .............1
Pham Quang Huy
School of Accounting, University of Economics Ho Chi Minh City
Vu Kien Phuc
School of Accounting, University of Economics Ho Chi Minh City, Vinh Long
Campus
THE IMPACT OF SOCIAL ENVIRONMENTS ON AUDIT QUALITY: THE
CASE OF HO CHI MINH CITY ..............................................................................33
Tran Khanh Lam
Vietnam Association of Certified Public Accountants (VACPA)
Nguyen Thi Huynh Nhu
EY Vietnam
FACTORS ATABlFFECTING THE BLOCKCHAIN ADOPTION IN
ACCOUNTING OF SMALL AND MEDIUM ENTERPRISES (SMES): A
LITERATURE REVIEW..........................................................................................47
Doan Thanh Nga, Nguyen Mai Anh, Thai Chau Anh,
Nguyen Ngan Ha, Nguyen Minh Thu and Phung Mai Lan
School of Accounting and Auditing, National Economics University
THE IMPACT OF ACCOUNTING QUALITY ON FINANCIAL
CONSTRAINTS: EVIDENCE FROM VIETNAM STOCK EXCHANGE ............89
Nguyen Tuan Anh, Nguyen Duc Nhan, Duong Huyen Dieu, Cao Hoang Tien Nu,
Dinh Viet Nam and Nguyen Danh Anh
National Economics University
REASSESSING THE INFLUENCE OF CORPORATE CASH HOLDING ON
FIRM VALUE: AN EMPIRICAL ANALYSIS OF NON-FINANCIAL LISTED
COMPANIES IN VIETNAM .................................................................................107
Lien Quynh Le
i
SESSION 2: FINANCE 1
THE IMPACT OF COVID-19 PANDEMIC AND MACROECONOMIC
FACTORS ON STOCK MARKET PERFORMANCE: EVIDENCE FROM THE
HO CHI MINH STOCK EXCHANGE ................................................................. 121
Tran Hoang Khang
RMIT University Vietnam
Nguyen Vu Quang Trung
Ho Chi Minh Stock Exchange
Florin Aliu
Institute of Technology and Business in České Budějovice
THE DOMINO EFFECTS OF MICROFINANCE AND CHAMELEON LOAN
GROUP: GROUP CHARACTERISTICS, CHARACTERISTIC ADJUSTMENT
AND ORDER OF GOALS .................................................................................... 138
Megumi Nishimura
Toyo University, Tokyo, Japan
Abhay Joshi
Daito Bunka University, Saitama, Japan
DETERMINANTS OF FINANCIAL RISK DISCLOSURE: EMPIRICAL
EVIDENCE FROM MANUFACTURING COMPANIES LISTED ON THE
VIETNAMESE STOCK MARKET ...................................................................... 177
Nguyen Thanh Hieu
RETAIL SME DEFAULT RISK PREDICTION: A CASE STUDY OF
VIETNAM.............................................................................................................. 207
Vuong Minh Giang
University of Lille
EMPLOYING THE DUPONT MODEL IN PROFITABILITY FORECASTING
OF FOOD MANUFACTURING ENTERPRISES IN VIETNAM ....................... 240
Pham Van Tue Nha, Vu Duy Minh
ii
HOW DO THE FACTORS AFFECT THE FINANCIAL DISTRESS OF LISTED
COMPANIES ON THE VIETNAMESE STOCK MARKET ...............................249
Thuy Duong Phan, Thi Thanh Hoang
Faculty of Transport Economics, University of Transport Technology
Kien Nguyen Huu
School of Trade and International Economics, National Economics University
FINANCING CONSTRAINTS AND EXPORT BEHAVIOR: EVIDENCE
FROM MANUFACTURING FIRMS IN VIETNAM............................................264
Phung Mai Lan, Nguyen Thuy Trang
Thuy Loi University
THE IMPACT OF CAPITAL STRUCTURE ON PERFORMANCE AT
LIVESTOCK FEED PRODUCTION ENTERPRISES IN VIETNAM .................286
Thi Xuan Nguyen
Hanoi Metropolitan University
Manh Dung Tran, Hung Phuong Vu
STOCK MARKET VOLATILITY MODELING AND FORCASTING:
EMPIRICAL EVIDENCE FROM VIETNAM ......................................................307
Nguyen Thi Hoa
DKD Vietnam Co., Ltd.
ESG AND CORPORATE FINANCIAL PERFORMANCE: EMPIRICAL
EVIDENCE FROM VIETNAM’S LISTED CONSTRUCTION COMPANIES ..339
My Linh Hoang, Ha Linh Bui
Academy of Finance
Van Dung Hoang
FPT University
Kieu Anh Nguyen
EVN Finance Joint Stock Company
Thuy Vi Vu
Iéseg School of Management
iii
ANALYZING LIQUIDITY AND VOLATILITY RISK INTERCONNECTEDNESS
IN THE INDIAN STOCK MARKET .................................................................... 359
Sakshi Bansal
Department of Economics, Janki Devi Memorial College, University of Delhi
Pankaj Kumar Gupta
Department of Management Studies, Jamia Milia Islamia
Neha Bansal
Department of Commerce, Satyawati College (Eve.), University of Delhi
IMPACT OF OVERINVESTMENT ON LISTED ELECTRICITY FIRM
PERFORMANCE: EMPIRICAL EVIDENCE FROM VIETNAM ...................... 377
Bui Hai Dang, Nguyen Thao Linh
School of Banking and Finance, National Economics University
Bui Thu Ha
School of Advanced Education Programs, National Economics University
Nguyen Thi Kieu Duyen, Nguyen Trong Hung
Do My Dung
University of Economics - Technology for Industries
Le Thanh Tam
THE EFFECT OF ACCOUNTS RECEIVABLE MANAGEMENT ON THE
FINANCIAL PERFORMANCE OF CONSTRUCTION FIRMS LISTED IN
VIETNAM.............................................................................................................. 404
Cu Huy Minh Ngoc and Nguyen Tuan Anh
THE IMPACT OF ECONOMIC POLICY UNCERTAINTY ON CASH
HOLDINGS OF LISTED REAL ESTATE COMPANIES IN VIETNAM .......... 422
Le Thanh Tam, Tran Minh Huyen, Dinh Thi Ngoc Quynh,
Le Thu Phuong, Nguyen Thanh Hue and Nguyen Tuan Anh
iv
THE IMPACT OF INSTITUTIONAL QUALITY ON CASH HOLDINGS OF
VIETNAMESE LISTED COMPANIES ................................................................446
Tran Thi Thuy Dung and Nguyen Tuan Anh
Le Viet Hoang
Queen Mary University
Le Viet Phuong
Viettel Business Solutions Corporation
ESG RATING AND BUSINESS PERFORMANCE: EMPIRICAL IN ASEAN
COUNTRIES ..........................................................................................................463
Do Hong Nhung and Le Thi Hai Linh
Vu Nguyen Duc Thang
Corporate finance, AEP, National Economics University
Ly Tien Dung, Le Ba Ngoc Khanh and Vu Minh Anh
IMPACT OF CORPORATE GOVERNANCE STRUCTURE ON THE COST OF
EQUITY CAPITAL IN VIETNAMESE CONSTRUCTION - REAL ESTATE-
LISTED ENTERPRISES ........................................................................................485
Ngoc Mai Tran, Ly Khanh Thuy and Le Phuong Linh
Finance Faculty, Banking Academy of Vietnam
THE EFFECT OF DIGITAL FINANCE ON FINANCIAL INCLUSION - AN
EMPIRICAL STUDY OF EMERGING COUNTRIES .........................................503
Nguyen Tien Dat and Hoang Thi Lan Huong
LIQUIDITY IMPACTS ON FIRM PERFORMANCE DURING COVID-19 IN
VIETNAM ..............................................................................................................527
Nguyen Kim Quoc Trung, Nguyen Minh Hang
University of Finance - Marketing, Ho Chi Minh City, Vietnam
v
THE IMPACT OF FINTECH ON POVERTY REDUCTION: EVIDENCE
FROM ASEAN ...................................................................................................... 540
Tran Thi Hoa
VNPay, Vietnam
Hoang Thi Lan Huong
School of Banking and Finance, National Economics University, Vietnam
SESSION 6: BANKING 1
THE IMPACT OF OWNERSHIP STRUCTURE ON BANK RISK-TAKING: AN
EMPIRICAL STUDY IN VIETNAMESE COMMERCIAL BANKS ................. 557
Pham Thi Kieu Khanh, Pham Thi Bich Duyen
Quy Nhon University, Binh Dinh, Vietnam
Le Thanh Tam
National Economics University, Hanoi, Vietnam
THE PERFORMANCE OF OPEN-ENDED FUNDS ON VIETNAM STOCK
MARKET ............................................................................................................... 572
Nguyen Hong Nga and Nguyen Thi Thu
Thang Long University
DOES BASEL II APPLICATION AFFECT THE RISK MANAGEMENT OF
VIETNAMESE COMMERCIAL BANKS? .......................................................... 586
Khuc The Anh
Pham Thi Nhat Linh
University of Gloucestershire, UK
Bui Kien Trung
IMPACT OF FINANCIAL DEVELOPMENT ON PROFITABILITY OF
VIETNAMESE LISTED COMMERCIAL BANKS ............................................. 600
Nguyen Thi Dieu Chi, Dau Thi Mai An, Dam Quang Dung,
Pham Tri Dung, Trinh Minh Duong
vi
SESSION 7: BANKING 2
AN EXPLORATION OF THE LINKAGE BETWEEN CLIMATE-RELATED
FINANCIAL POLICIES AND NATURAL RENTS: EVIDENCE FROM THE
GLOBAL DATABASE ..........................................................................................619
Le Thanh Ha, To Trung Thanh, Nguyen Thi Hong Minh
THE IMPACT OF INTELLECTUAL CAPITAL ON THE FINANCIAL
EFFICIENCY OF VIETNAMESE COMMERCIAL BANKS ..............................651
Nguyen Ngoc Duan
Vietnam Joint Stock Commercial Bank for Industry and Trade (VietinBank)
Lai Quynh Anh, Nguyen Tran Khanh Nha, Nguyen Phuong Linh,
Bui Lan Phuong and Ngo Thu Hang
FINANCIAL DETERMINANTS OF BANK CREDIT RATINGS: EVIDENCE
FROM US BANKS .................................................................................................668
Tran Tat Thanh
National Economics UNIVERSITY
Nguyen Thai Linh
Banking Academy of Vietnam
A STUDY ON FINANCIAL TECHNOLOGY IN LIMITING BLACK CREDIT
IN VIETNAM .........................................................................................................684
Doan Phuong Thao
SESSION 8: BUSINESS & ADMINISTRATION 1

DOES CUSTOMER KNOWLEDGE AFFECT HOW LOYALTY IS FORMED
IN DIGITAL BANKING ........................................................................................695
Pham Thi Thuy Trang
EXPLORING THE ROLE OF ARTIFICIAL INTELLIGENCE IN ONLINE
CUSTOMER SERVICE: AN EMPIRICAL STUDY IN VIETNAM’S E-
COMMERCE LANDSCAPE .................................................................................719
Nguyen Thanh Khuong, Nguyen Ngoc Le Thanh
Tomas Bata University
vii
IMPACT OF EMPLOYEES’ PERCEPTION OF CORPORATION SOCIAL
RESPONSIBILITY ON THEIR ENGAGEMENT WITH TOURIST
ACCOMMODATION IN PHÚ QUỐC CITY ...................................................... 742
Ma Xuan Vinh, Nguyen Minh Tri
HCCM City University of Foreign Languages and Information Technology
(HUFLIT)
IMPACTS OF MINDFULNESS AND PERCEIVED CORPORATE SOCIAL
RESPONSIBILITY ON EMPLOYEE CREATIVITY: THE MEDIATING ROLE
OF EMPLOYEE ENGAGEMENT ........................................................................ 757
Nguyen Thuy Linh
Faculty of English for Specific Purposes, Foreign Trade University
Nguyen Thi Lien Huong
Faculty of Economics and Management, Thang Long University
Le Thai Phong
Faculty of Business Administration, Foreign Trade University
Dao Thi Thu Giang
Virex zJoint Stock Company
THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITY AND GREEN
SUPPLY CHAIN MANAGEMENT ON BIG DATA ANALYTICS
CAPABILITIES IN VIETNAMESE ENTERPRISES .......................................... 787
Nguyen Thi Lien Huong
Faculty of Business Management - National Economic University
Nguyen Duc Hieu, Ho Quynh Trang,
Nguyen Do Thuy Quynh, Vu Thao Nguyen
School of Advanced Education Programs- National Economic University

FACTORS MOTIVATING COVID-19 VACCINATION INTENTIONS
AMONG YOUTH: CASE STUDY IN VIETNAM .............................................. 815
Thanh Ta Van
University of Finance - Marketing
Huyen Pham Thi, Thanh-An Nguyen Vu, An Tran Viet
viii
DO THE ORGANIZATION COMMITMENTS AFFECT MORAL HAZARD
BEHAVIOR IN VIETNAMESE COMMERCIAL BANKS? ................................832
Nguyen Khoa Duc Anh
Vietnam Joint Stock Commercial Bank For Industry And Trade
Hoang Thanh Tung, Le Hai Ha, Doan Ha Vy Pham Xuan Nhi, Pham Duc Vinh
APPLICATION OF UTAUT2 MODEL TO PREDICT THE INTENTION AND
ACCEPTANCE OF MOOCS BY THE STUDENTS: THE CASE OF
UNIVERSITIES IN VIETNAM .............................................................................850
Nguyen Thi Thanh Thuy, Tran Ngoc Ngan Chau
School of Advanced Study, Ho Chi Minh City Open University
FACTORS INVOLVING THE INTENTION TO ACCEPT FICTIONAL
CHARACTERS: THE CASE OF VIRTUAL FINANCIAL EXPERT VIE ..........865
Do Hanh Trang, Nguyen Xuan Ky, Hoang Thuy Linh, Hoang Thi Phuong and
Dao Thi Bich Van
Posts and Telecommunications Institute of Technology
DETERMINANTS OF PURCHASE INTENTION TOWARD ELECTRIC CARS
IN VIETNAM .........................................................................................................890
Tran Lan Huong
Faculty of Management Science, National Economics University, Vietnam
Nguyen Tien Dat
Bachelor of International Business Management, University West of England

COMPARING FUZZY AND GREY MEASUREMENT APPROACHES TO
ASSESS FACTORS INFLUENCING CONSUMER EXPERIENCE ...................919
Shubham Senapati and Rajeev Kumar Panda
National Institute of Technology Rourkela
THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL
SUPPORT AND TURNOVER INTENTION: THE MEDIATING ROLE OF JOB
SATISFACTION AND JOB STRESS IN PUBLIC HOSPITALS IN THE POST-
COVID-19 PANDEMIC .........................................................................................942
Nguyen Van Thuy Anh, Nguyen Duc Duong
ix
ADAPTIVE LEADERSHIP IN THE VUCA CONTEXT: A CASE STUDY OF
NEW ZEALAND PRIME MINISTER JACINDA ARDERN .............................. 970
Hoang Thi Thuy Nga
Economics Faculty - National Economics University
Tran Thi Phuong Mai
IMPACT OF TRANSFORMATION LEADERSHIP ON ORGANIZATIONAL
INNOVATION IN SMALL AND MEDIUM-SIZED ENTERPRISES IN
VIETNAM.............................................................................................................. 994
Do Thi Hanh and Pham Thi Bich Ngoc
TRANSFORMATIONAL LEADERSHIP AND INNOVATIVE WORK
BEHAVIOR OF EMPLOYEES: A MEDIATING ROLE OF ADHOCRACY
CULTURE............................................................................................................ 1011
Pham Thi Bich Ngoc Bui Mai Phương, Nguyen Thi Hương Chi, Nguyen Thi Ha
and Tran Thao Van

THE IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT ON
EMPLOYEE GREEN BEHAVIOR: THE ROLE OF MINDFULNESS ............ 1029
Le Phuong Giao Linh, Tran Minh Anh,
Le Thuy Anh Nhi and Tran Thi Cam Hong
University of Economics Ho Chi Minh City
VALUE-ATTITUDE-BEHAVIOR THEORY IN THE STUDY OF GREEN
PURCHASE BEHAVIOR OF GENERATION Z IN VIETNAM ..................... 1050
Tran Lan Huong
Faculty of Management Science, National Economics University, Vietnam
Tran Le Khanh Linh
University West of England, England
Mai Dai Hiep
x
EFFECTS OF CERTAIN ECONOMIC FACTORS ON CO2 EMISSIONS: A
STUDY IN ASEAN REGION COUNTRIES ......................................................1074
Xuan Hung Nguyen
Hong Quan Do, Thanh Huyen Nguyen, Quang Vu Pham,
Phuong Anh Hoang and Diem Hang Cao
Huy Hoang La
THE IMPACT OF KNOWLEDGE CREATION PROCESS ON THE
DEVELOPMENT OF SHORT FOOD SUPPLY CHAINS IN VIETNAM: THE
MEDIATING ROLE OF OPEN INNOVATION CAPABILITIES ....................1101
Xuan Hung Nguyen
Thi Thanh Binh Tran
Hanoi University of Business and Technology, Vietnam
Do Huu Quan, Pham Thi Van Anh and Hoang Ngan Giang
DETERMINANTS INFLUENCING CUSTOMER EXPERIENCE: THE CASE
OF VIETTEL POST’S PARCEL DELIVERY SERVICE ...................................1121
Nguyen Hoang Hao
Viettel Post Joint Stock Corporation
Do Thi Ngoc Lan
Hanoi University of Industry
SESSION 12: MACROECONOMICS & ECONOMIC DEVELOPMENT 1

A STUDY ON THE VERIFICATION OF EFFECTIVENESS OF SDGS
UNDERSTANDING EDUCATION ....................................................................1137
Misook Cho
Department of Social Welfare, Sahmyook University, Seoul, South Korea
xi
DETERMINANTS OF VND/USD IN THE SHORT-TERM: AFTER APPLYING
THE CENTRE EXCHANGE RATE MECHANISM .......................................... 1150
Dang Ngoc Bien
COMMUNITY STRUCTURE, ORGANIZATIONAL PARTICIPATION, AND
CRIME IN VIETNAM: SOCIAL DISORGANIZATION THERY APPROACH ... 1169
Le Quang Canh
School for Sustainable Development, National Economics University
Nguyen Hoang Minh
Journal of Economics and Development, National Economics University
FARMER’S ACCESS TO CLIMATE INFORMATION SERVICES IN THE
MEKONG RIVER DELTA, VIETNAM ............................................................. 1190
Luong Van Lam
Institute for Sustainable Development, National Economics University
Nguyen Cong Thanh
Faculty of Urban, Climate Change and Environmental Studies,
A STUDY ON AWARENESS AND SATISFACTION LEVEL TOWARDS
INVESTMENT AVENUES WITH REFERENCE TO SCHEDULED TRIBE
COMMUNITIES OF ARUNACHAL PRADESH, INDIA ................................. 1212
Myger Babla, Sankar Thappa
Department of Management, Rajiv Gandhi University
SESSION 13: MACROECONOMICS & ECONOMIC DEVELOPMENT 2

ECONOMIC DIVERSITY IN SOUTHEAST ASIAN DEVELOPING
COUNTRIES: WHAT IS THE APPROPRIATE PATH? ................................... 1235
Phan Thi Lieu
University of Labour and Social Affairs, Ho Chi Minh City campus; PhD student
at University of Economics and Law, Ho Chi Minh City, Vietnam and Vietnam
National University, Ho Chi Minh City, Vietnam
Tran Quang Van
Ho Chi Minh University of Banking
Bùi Hoàng Ngọc
Ho Chi Minh City University of Industry and Trade
xii
EVALUATING THE IMPLEMENTATION OF FEE POLICY: THE CASE OF
HANOI, VIETNAM .............................................................................................1250
Vu Thi Minh and Hoang Van Cuong
DOES AN ECONOMIC LINKAGE EXIST AMONG REGIONS IN VIETNAM
DURING THE PERIOD 2010 - 2020? .................................................................1267
Nguyen Hai Dang
Tran Thi Thu Thao
Macquarie University, Marsfield, 2122, NSW, Australia
Le Thi Ngoc Khanh
Foreign Trade Unversity
Do Thi Huong
Lao Cai Statistical Office
POLITICAL STABILITY AND NON-PERFORMING LOAN: EVIDENCE
FROM INTERNATIONAL COUNTRIES ..........................................................1289
Tran Phi Long, Bui Thuy An, Do Thanh Phuong and Duong Tuan Minh
GDP STRUCTURAL CHANGES AND CARBON EMISSION INTENSITY: AN
EMPIRICAL STUDY IN OECD COUNTRIES ..................................................1302
Bui Thi Hoang Mai
Academy of Policy and Development
Le Quang Canh
Institute for Sustainable Development, National Economics University
SESSION 14: MARKETING 1

FACTORS AFFECTING CUSTOMER LOYALTY TO BANKS IN THE ERA
OF DIGITAL TRANSFORMATION: A PERSPECTIVE FROM VIETNAM’S
BANKING INDUSTRY .......................................................................................1327
Hoang Duong Nguyen, Thuong Lang Nguyen
Hong Anh Nguyen, Thi Tra My Tran
Uyen Nhi Bui, Tuan Dat Duong
School of Advanced Educational Programs, National Economics University
xiii
THE POTENTIAL CONSEQUENCES OF DIGITAL MARKETING
ADOPTION: THE CASE OF SMALL AND MEDIUM-SIZED TOURISM
ACCOMODATION ENTERPRISES IN VIETNAM ......................................... 1349
Phan Thi Thanh Thuy
Nuno da Costa Cardos Dantas Ribeiro, Justin Matthew Pang
RMIT Vietnam, RMIT University
IMPACT OF DIGITAL MARKETING TOOLS ON SPORTS BRAND EQUITY:
EMPIRICAL RESEARCH AT AIKIDO CLUBS IN HO CHI MINH CITY ..... 1369
Nguyen Hoang Minh Thuan
Ho Chi Minh City University of Physical Education and Sport
Chu Chung Cang
Sai Gon University
Nguyen Bang
National Taiwan University of Sport
TRADITIONAL AND MODERN FACTORS AFFECTING RESTAURANT
CHOICES FOR TRADITIONAL FOODS AND HOW THEY IMPROVE
CUSTOMERS’ EXPERIENCES: AN EMPIRICAL STUDY ON “PHO”......... 1400
Dung Phuong Hoang
Faculty of Marketing, National Economic University
Dang Hai Nguyen, Hieu Trung Nong, Phong Tran Pham
Tam Minh Tran, Vy Thanh Ngoc Nguyen
Marketing Management 63F of High-Quality Programs,
National Economic University
CONSUMERS’ INTENTION AND BEHAVIOUR IN A CIRCULAR
ECONOMY: A PROPOSED MODEL ................................................................ 1433
Dinh Son Nguyen
Department of Multimedia Communication, Faculty of Multimedia, Posts and
Telecommunications Institute of Technology
Dinh Toan Nguyen
Department of Marketing Communication, Faculty of Marketing,
xiv
SESSION 15: MARKETING 2
INVESTOR BEHAVIOR AND DECISION-MAKING IN MUTUAL FUNDS:
EVIDENCE FROM THE INDIAN MARKET ....................................................1445
Ajay Kumar
Department of Commerce and Business Management, Ranchi, University,
Ranchi, Jharkhand (India)
Prema Kumari
Department of Commerce and Business Management, S.S.Memorial College,
Ranchi University, Ranchi, Jharkhand (India)
CONCEPTUAL MODEL ON CONSUMER’S FINTECH ADOPTION: THE
CASE OF NEOBANK ..........................................................................................1467
Viet Quoc Cao and Nhat Minh Duong
School of Management, College of Business, University of Economics Ho Chi
Minh City, Hochiminh, Vietnam
THE EFFECT OF ELECTRONIC WORD OF MOUTH (E-WOM) ON BRAND
IMAGE AND ONLINE PURCHASE INTENTION TOWARDS COSMETIC
PRODUCTS IN VIETNAM .................................................................................1499
Le Thi My Linh, Cao Thai An, Nguyen Duc Ngoc and Vu Quoc Viet1499
National Economics University, Hai Ba Trung, Hanoi
THE INFLUENCE OF IMPULSIVE BUYING BEHAVIOR AND FACTORS IN
THE EXTENDED TPB MODEL ON INDIVIDUAL CUSTOMERS’
INTENTION TO BUY EMBEDDED INSURANCE ON E-COMMERCE
PLATFORMS: A PROPOSED MODEL .............................................................1521
Nguyen Xuan Tiep, Luu Thi Ngoc Huyen, Vu Thanh Phong, Ta Ngoc Mai,
Pham Mai Thuy Tien and Nguyen Nhu Hai
Faculty of Insurance, National Economics University, Hanoi, Vietnam
FACTORS AFFECTING CONSUMER’S INTENTION TO PARTICIPATE IN
CIRCULAR BUSINESS MODELS IN HANOI: RESEARCH IN THE FOOD
INDUSTRY...........................................................................................................1535
Huynh Van Khai, Truong Dinh Chien and Ha Huy Quan
National Economics University Viet Nam
Pham Thi Ly
East Asia University of Technology
xv
SESSION 16: MICROECONOMICS & SMES 1
MARGINAL EFFECTS OF BUSINESS CHALLENGES ON THE
PERFORMANCE OF YOUNG ENTREPRENEURS: A CASE STUDY IN
SARAWAK, MALAYSIA................................................................................... 1548
Abdul Jabbar Abdullah, Jati Kasuma Ali
Saimi Bujang, Abdul Razak Abdul Kadir
Universiti Teknologi MARA Sarawak Branch, Malaysia
EVALUATING THE RELATIONSHIP BETWEEN ENTREPRENEURIAL
ECOSYSTEM, RESILIENCE, AND SME PERFORMANCE IN THE POST-
PANDEMIC PERIOD .......................................................................................... 1566
Chinmaya Kumar Sahu, Rajeev Kumar Panda
National Institute of Technology
FACTORS AFFECTING THE QUALITY OF PARTNERSHIP RELATIONSHIPS
OF PETROLEUM ENTERPRISES ..................................................................... 1594
Pham Van Thanh
Vietnam National Petroleum Group
EXAMINING THE IMPACT OF TECHNOLOGICAL UNCERTAINTY ON
FIRM PERFORMANCE: THE CASE OF VIETNAMESE SMEs IN THE
RETAIL INDUSTRY .......................................................................................... 1614
Dinh Van Hoang, Nguyen Thi Hien
Tran Thi Kieu Minh, Doan Anh Tuan
Vietnam - Japan Institute for Human Resources Development,
Foreign Trade University

OPTIMAL ASSET ALLOCATION UNDER MODEL UNCERTAINTY ........ 1639
Minh Huong To
Faculty of Economics and Management, ThuyLoi University
APPLYING ENERGY-AS-A-SERVICE (EAAS) BUSINESS MODEL AT
VIETNAM ELECTRICITY (EVN): REALITIES AND RECOMMENDATIONS 1651
Hoang Thi Thuy Nga, Nguyen Ngoc Anh
xvi
INTELLECTUAL CAPITAL AND FIRM SUSTAINABLE GROWTH:
THE MODERATING IMPACT OF MANAGEMENT EXPERIENCE OF TOP
MANAGER TEAM ..............................................................................................1675
Pham Thi Ngoc Suong, Vo Van Dut
School of Economics, Can Tho University, Ninh Kieu District, Can Tho City
CAN SMES OPERATING IN THE CREATIVE ECONOMY SECTOR BE THE
BACKBONE OF THE ECONOMY? ...................................................................1698
Maria Yosephine Dwi Hayu Agustini,
Berta Bekti Retnawati and Yulianto Tejo Putranto
Soegijapranata Catholic University
SESSION 18: INTERNATIONAL ECONOMICS

FOREIGN DIRECT INVESTMENT AND ECONOMIC GROWTH: INSIGHTS
FROM VIETNAM’S THEORY AND PRACTICE .............................................1711
Ton That Anh Tuan
Mien Trung Petroleum Services and Trading Joint Stock Company
Ho Ngoc Khuong
Faculty of Political Science and Law, Ho Chi Minh City University of
Technology and Education
IMPACT OF KNOWLEDGE SPILLOVER FROM FDI ON PRODUCTIVITY:
EVIDENCE FROM VIETNAMESE PROVINCIAL DATA ..............................1726
Nguyen Thuy Trang
Thuy Loi University
Nguyen Minh Ngoc
Nguyen Khac Minh
Thang Long University
THE RISK TRANSFER AMONG EXCHANGE RATES, ENERGY
COMMODITIES, AND AGRICULTURAL COMMODITY PRICES IN SADC
COUNTRIES ........................................................................................................1747
Nonelelo Vuba, Thobekile Qabhobho
Faculty of Business and Economic Sciences, Nelson Mandela University
xvii
MULTIMARKET COMPETITION IN INTERNATIONAL TRADE AND
EXPORTER PERFORMANCE: AN EMPIRICAL STUDY FROM THE
CASHEW NUT PROCESSING INDUSTRY IN VIETNAM ............................ 1768
Tien Quyet Nguyen
Faculty of Business, FPT University

FACTORS AFFECTING HUMAN RESOURCE MAINTENANCE AT
LOGISTICS SERVICE PROVIDERS................................................................. 1785
Bui Quy Thuan
University of Phenikaa
Ha Minh Hieu
University of Finance - Marketing
EFFECTS OF NEWCOMERS’ INDUCTION TRAINING ON
SOCIALIZATION OUTCOMES: EVIDENCE FROM A JAPANESE
ORGANIZATION................................................................................................ 1795
Tomokazu Takeuchi
Gakushuin University
Norihiko Takeuchi, Yuhee Jung
Waseda University
RELATIONSHIP BETWEEN MINDFULNESS, PSYCHOLOGICAL
CAPITAL, AND EMPLOYEE ENGAGEMENT ............................................... 1815
Nguyen Thuy Linh
Faculty of English for Specific Purposes, Foreign Trade University
Dao Trung Kien and Nguyen Van Duy
Faculty of Economics and Business, Phenikaa University
YEARS OF SCHOOLING AND WOMEN ENTREPRENEURS IN
INDONESIA ........................................................................................................ 1843
Riska Dwi Astuti
Universitas Islam Indonesia
xviii
THE RELATIONSHIPS AMONG JOB CHARACTERISTICS, JOB
EMBEDDEDNESS, AND TURNOVER INTENTION OF HEALTH WORKERS
IN PUBLIC HEALTH FACILITIES ....................................................................1855
Chu Huyen Xiem, Phan Van Tuong, Nguyen Duc Thanh, Pham Thi Huyen
Chang and Pham Quynh Anh
Hanoi University of Public Health, Hanoi, Vietnam
Pham Thi Bich Ngoc
Bui Huy Tung
Hanoi Medical College, Hanoi, Vietnam
Bui Thi My Anh and Phung Thanh Hung
Hanoi Medical University, Hanoi, Vietnam
SESSION 20: EDUCATION & HUMAN RESOURCES 2

JOB CHARACTERISTICS AS DRIVERS OF AFFECTIVE COMMITMENT:
THE CASE OF VIETNAMESE SOCIAL ENTERPRISES ................................1873
Nguyen Van Anh, Nguyen Phuong Huyen, Tran Cam Tu
THE IMPACT OF HOUSEWORK TIME ON EMPLOYMENT
TRANSITION FROM THE INFORMAL SECTOR TO THE FORMAL SECTOR
IN VIETNAM .......................................................................................................1897
Nghiem Thi Ngoc Bich and Pham Ngoc Toan
Univesity of Labour and Social affairs
ECOLOGICAL ETHICS EDUCATION WITH THE ISSUES OF TRAINING
HUMAN RESOURCES FOR SUSTAINABLE DEVELOPMENT ....................1914
Do Thi Thanh Huyen
University of Finance - Marketing, Ho Chi Minh City 1914
LABOR PRODUCTIVITY MEASUREMENT IN THE ACCOMMODATION
BUSINESS ............................................................................................................1935
Nguyen Huyen Trang
xix
THE RELATIONSHIP BETWEEN GREEN HUMAN RESOURCE
MANAGEMENT PRACTICES AND EMPLOYEES’ PRO-ENVIRONMENTAL
BEHAVIORS IN THE VIETNAM HOSPITALITY INDUSTRY: THE
MEDIATING ROLE OF SELF - EFFICACY..................................................... 1949
Nguyen Van Thuy Anh and Nguyen Duc Duong
SESSION 21: TECHNOLOGY, INNOVATION & LAW 1

DISCUSSING THE LEGISLATION ON CONTRACT PERFORMANCE WITH
FUNDAMENTALLY CHANGED CIRCUMSTANCES ................................... 1979
Tran Thi Nguyet
Faculty of Law, National Economics University, Hanoi
BIBLIOMETRIC ANALYSIS OF GLOBAL RESEARCH TRENDS IN
EXPERIENCE TOURISM USING THE SCOPUS DATABASE ...................... 1999
Pham Thi Bich Thuy
Hanoi Metropolitan University
PROPOSING A FRAMEWORK FOR ASSESSING THE GREEN
INNOVATION LEVEL OF VIETNAMESE-PRODUCING BUILDING
MATERIALS FIRMS .......................................................................................... 2032
Xuan Hung Nguyen, Thi Van Ha Nguyen, Khanh Linh Nguyen
Thu Phuong Tran
School of Advanced Educational Programs, National Economics University
Manh Dung Tran
Journal of Economics and Development, National Economics University
LAWS ON ONLINE MEDIATION IN RESOLVING COMMERCIAL
DISPUTES IN THE COURTS OF SOME COUNTRIES AND EXPERIENCE IN
VIETNAM............................................................................................................ 2055
Van Toan Ly
University of Economics and Law, Ho Chi Minh City
xx
CYBER-ENTREPRENEURSHIP INTENTIONS IN THE DIGITAL ERA:
UNVEILING THE MEDIATING ROLES OF VENTURING SELF-EFFICACY
AND TECHNOLOGY SELF-EFFICACY ...........................................................2067
Cao Quoc Viet, Doan Thuan Phat
Nguyen Hoang Anh, Nguyen Dac Tam
University of Economics Ho Chi Minh City
SESSION 22: ECHNOLOGY, INNOVATION & LAW 2

APPLY DECISION TREE WITH MACHINE LEARNING APPROACH TO
CLASSIFY CUSTOMERS OF E-COMMERCE PLATFORMS ........................2097
Bui Thi Thu Hoa
Economics and Management Faculty, Thuy Loi University
DIGITAL TRANSFORMATION IN VIETNAM TOURISM INDUSTRY -
OPPORTUNITIES, CHALLENGES AND SOLUTIONS ...................................2114
Pham Thi Thu Suong
The Academy of Politics Region III
APPLY MACHINE LEARNING MODEL TO PREDICT CUSTOMER CHURN
...............................................................................................................................2135
Nguyen Manh The and Cao Ba Thien
THE INTERRELATION BETWEEN INDUSTRY 4.0 AND FIT
MANUFACTURING: A STEP TOWARDS SUSTAINABILITY .....................2147
Ton Nguyen Trong Hien
Faculty of Business Administration, Van Lang University, Ho Chi Minh City 70000, Vietnam
Muban Chombueng Rajabhat University, Ratchaburi 70150, Thailand
DIGITAL CAPACITY REQUIREMENTS OF HUMAN RESOURCES IN
DIGITAL UNIVERSITY DEVELOPMENT .......................................................2157
Tien Trung Nguyen
Human Resources Management, Advanced Educational Programs, National
Economics University, Vietnam
Trung Tuan Nguyen
xxi
THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL
SUPPORT AND TURNOVER INTENTION: THE MEDIATING ROLE
OF JOB SATISFACTION AND JOB STRESS IN PUBLIC HOSPITALS
IN THE POST-COVID-19 PANDEMIC
Nguyen Van Thuy Anh, Nguyen Duc Duong

Abstract:
This study is to examine the relationship between perceived organizational support
of medical staff and their turnover intention and the mediating effects of job
satisfaction and job stress at public hospitals. Snowball sampling was used in this
research to select 508 valid responses working at 4 public hospitals in Hanoi and Ha
Nam. Data were analyzed by descriptive statistics, Pearson’s correlation coefficient,
and regression analysis. The results demonstrate the negative relationship between
perceived organizational support of medical staff and their turnover intention, and
job stress plays a partial mediating role in this relationship, but the mediating role
of job satisfaction is not confirmed. The workforce is of vital importance to operation
and quality of service. The implications of this study to employers in the public
healthcare sector as business returns to normal post-COVID-19 situations, they
should provide their medical professionals with better support to reduce their job
stress and lessen their quit intention.
Keywords: Perceived Organizational Support, Public Healthcare Sector, Turnover
Intention, Job Stress, Job Satisfaction.
1. Introduction
The COVID-19 pandemic crisis has primarily impacted healthcare workers.
Healthcare workers have a primary responsibility to treat injured patients; they are
also required to be mentally strong to continue to provide health care despite the
pressure and intensity that accompany pandemics (Yuan, 2021; De Simone, Planta,
and Cicotti, 2018). After the pandemic, when the conflict between the high demand
for health care and the shortage of nurses as well as human resources in the health
sector became more obvious, the shortage of public hospital staff became an urgent
concern and became essential for medical professionals and academics worldwide
(Castle and Anderson, 2011; Hayes et al., 2012). High rates of absenteeism for nurses
or staff in a hospital will increase workload, lead to reduced quality of medical care,
and increase the potential risk of medical abnormalities (Bordignon and Monteiro,
942
2016; Li and Jones, 2013). Furthermore, staff turnover or layoffs will increase stress
on the responsibilities of in-service nurses, increase their inability to handle negative
relationships and trends, become triggers for rotation, and create a vicious cycle
(Belete, 2018; Hayes et al., 2012). Currently, the shortage of nurses due to high
absenteeism has become quite serious (World Health Organization, 2017). That
situation also became urgent in Vietnam, as many medical staff quit their jobs due to
the intensity of workload, low income, and some other administrative causes. After
COVID, even when the social distance is no longer there and the burden on the health
industry is reduced, 5,284 employees resigned in 2021. In the first half of 2022, 4,113
medical staff applied to quit from public healthcare organizations. Recently, the labor
market of the healthcare sector also witnessed a brain drain of medical staff who have
moved from public to private hospitals (vtc.vn, moh.gov.vn).
The literature shows that turnover intention (TI) is a major predictor of actual
quit behavior (Griffeth, Hom, and Gaertner, 2000; Takase, Yamashita, and Oba,
2008). TI is a complex process that evolves into a decision to quit, voluntarily quit a
current job, or take action to gain better employment opportunities (Takase, 2010).
Jobs in frontline units in healthcare organizations have a reputation for high-risk and
overwhelming workload career choices. As a result, jobholders need more support
from the organizations they are working for. Recently, researchers have focused
significant attention on the concept of perceived organizational support (POS) as a
key predictor of turnover intentions (e.g., Allen et al., 2003; Maertz et al., 2007;
Rhoades and Eisenberger, 2002).
Job stress (JST) is also seen commonly in the nursing profession, and it affects
individuals and overall organizational performance (Trybou et al., 2014). Various
findings on the association between JST and TI in nurses have been given in previous
research (Applebaum et al., 2010; Shah et al., 2021; Khan et al., 2020).
On the other hand, job satisfaction (JSA) and organizational commitment are
of particular significance in knowledge-based sectors such as healthcare, where long-
term specialist training and retention concerns are extremely important and have been
discussed in several works (Ivirn, 1995; Cote, Lauzier, and Stinglehammer, 2021).
There are many psychological aspects and work-related consequences that are
frequently cited (Scanlan and Still, 2019).
Although studies around the topic of turnover intention have been conducted
for several decades since the first research of Mueller (1981) with a series of applied
theories, no previous research has successfully approved the mediator role of job
stress and job satisfaction in the relationship between perceived organizational
support and turnover intention of employees. Previously, earlier studies usually only
943
considered job satisfaction or job stress as a mediator in this relationship, such as the
research of Tetteh (2020), Allen (2002), Miao and Kim (2011), Mahmoud (2008),
and Afif (2018). Specifically, none of the previous research successfully showed or
mentioned the relationship between perceived organizational support and job stress
among employees of the healthcare industry, even when employees of this sector did
get through one of the most serious epidemics. Additionally, previous research
always considered job stress as an independent variable and perceived organizational
support as a mediator variables, such as the research of Zhihua Xu (2018).
As the industry has now headed towards a new state after COVID-19, having
a high retention rate in the public healthcare sector is one of the most important
priorities. Thus, this research aims to explore the relationship between perceived
organizational support, job satisfaction, job stress, and employee turnover intention
in post-COVID-19 pandemic public hospitals with research questions as below:
Whether perceived organizational support directly and negatively affect the
turnover intention of medical staff?.
Whether job satisfaction play a mediator in the relationship between perceived
organizational support and employee turnover intention?.
Whether job stress play a mediator in the relationship between perceived
organizational support and employee turnover intention?.
2. Literature Review and Hypothesis Development
2.1. Perceived organizational support (POS) and turnover intention (TI)
Perceived organizational support (POS) is the widespread perception that the
company values the contributions and well-being of its employees (Eisenberger et al.,
1986). Employees are more likely to acquire favorable opinions towards the company
if they feel more support from it (Hussain and Asif, 2012). Having support from
organizations can also bring many benefits, such as reducing absenteeism and having
higher organizational citizenship and job performance. In addition, it is well known
that employees can easily tell whether a company has a favorable or negative impact
on them. When employees believe the employer values their contributions to
organizations and shows concern for their welfare, it has an impact on its workforce
(Eisenberger et al., 1986; Kottke and Sharafinski, 1988).
Turnover intention (TI) can be understood as when an individual inside the
business has thought about leaving the organization (Giao, H. et al. 2020). The term
turnover can be divided into two types: voluntary and involuntary (Dess, G., and
Shaw, D. 2001). Either way, it still caused a serious problem for the organization in
its current state (Giao et al. 2020) since it caused the business to immediately look
944
for replacing, hiring, vetting, selecting, and developing (Khan et al. 2014; Saeedm et
al. 2014). Every business will experience turnover at some point when some staff
members leave on their own initiative, and others are let go by the business (Giao, H.
et al. 2020). In fact, the strongest predictor of turnover is whether the employees have
the intention to leave or not (Griffeth, R. et al., 2000; Hom, P., and Griffeth, R., 1995).
Although there have been many studies that have shown the connection
between turnover intention and actual turnover to have a positive relationship
(Griffeth R. et al., 2000), turnover intention keeps a clear separation from actual
turnover (Madden, L. et al., 2013). This paper will focus more on turnover intention
(TI) to connect with previous literature since job satisfaction and job stress were
discovered to be the primary precursors of TI (Dodanwala et al., 2022). These
selected variables can help us understand more about the research goals in the post-
COVID-19 pandemic context. Turnover intention, according to two studies by Lee et
al. (2013) and Shah et al. (2021), suggests that it is the variable that has a high impact
on job stress.
The relationship between employees’ perception of organizational support and
feelings about their organization is positive, and employees will contribute more to
the business thanks to that (Akgunduz and Sanli, 2017; Eder and Eisenberger, 2008).
It can be inferred that employee perceptions of organizational support will decline if
the company does not appropriately value their efforts, which will then have an
impact on how grateful and accountable they feel towards their employers
(Eisenberger et al., 1997). Finally, highly regarded organizational support fosters a
sense of duty that increases employees’ loyalty to businesses (Wayne et al., 1997).
In the context of hospitals, the fact that an increasing number of healthcare
professionals have experienced an increase in mental and well-being problems
through COVID-19 is raising concerns. This leads to a high turnover rate and a
serious decline in both the number of healthcare employees and service quality
because they feel more stressed and exhausted (Latimer, 2023). Various studies have
pointed out that if nurses have a high POS, their stress at work may decline
significantly (Cao et al., 2016; Bobbio et al., 2016), and that their satisfaction will
increase (Lartey et al., 2018). In addition, a healthcare setting that lacks work support
will result in leaving intentions as well as job dissatisfaction. Also, it is said that POS
is a strong predictor of related outcomes such as turnover intention and job
satisfaction (Filipova, A. 2007).
There is much cognitive research that tries to answer the question of why some
people raise the intention to quit their jobs. According to Cognitive Appraisal theory
(CAT) (Lazarus, 1991), the human decision-making process goes through a sequence
945
of three stages, including (1) appraisals referring to each individual’s subjective
assessments of things and phenomena; (2) emotion referring to emotions generated
from the consideration and evaluation of related phenomena; and (3) behavior or
coping referring to behaviors that created for dealing with the situation based on the
previous evaluation and given emotions. In a cognitive process, when considering
whether to quit the organization, people use not only their affective judgments (their
emotional responses and feelings) but also their appraisals of a positive or negative
working environment (Bagozzi, 1992; Iggane, 2017; Majeed, 2019; Jie Ma, 2020).
Therefore, the study of the relationship between the evaluation and perception of
medical staff to organizational support and their intention to quit could be based on
the premise that any behavior requires a certain amount of planning. The theory of
Planned Behavior (TPB, Ajzen, 1991) explains intentions are shaped by three
elements: (1) attitude, which is related to the subject’s attitude towards things and
phenomena; (2) subjective norms, which involve the perception of influencers to make
decisions whether or not to perform a certain behavior, and (3) the subject’s perception
of behavioral control, which refers to an individual’s perception of how easy or difficult
it is to perform a behavior (Ajzen, 1991). This famous theory has been applied in many
fields and to the topic of turnover intention (Breukelen, 2004; Costan, 2022).
Based on these two theories, the relationship between POS and TI can be
clarified: POS refers to individuals’ perceptual assessment of hospital supports, and
TI is regarded as individuals’ planned responses to the situation. When the medical
staff perceive the support of their employers, such as equity of treatment, recognition
of their contribution, showing more care about their well-being, and willingness to
help when they need it, they may have less intention of turnover. Hence, the following
hypothesis is proposed:
H1. Perceived organizational support is negatively associated with
employees’ turnover intentions.
2.2. The mediating role of job satisfaction (JSA) in the relationship between
POS and TI
Job satisfaction is a quantifiable assessment of working circumstances. It is a
person’s shifting attitudinal condition towards his or her job (Kramer and Hafner,
1989). There is no denying that job satisfaction has a beneficial effect on business
performance, client relations, and service quality (Landeweerd and Boumans, 1988).
One of the most essential components of the hospital sector is that more healing
services lead to greater levels of client loyalty, which in turn creates a reliable source
of financial security. Therefore, a higher degree of job satisfaction is considered an
important asset for businesses and is crucial to productivity (Burnard et al., 1999;
Kramer and Hafner, 1989).
946
Many studies have concluded that job satisfaction acts as a mediator in the
relationship between POS and turnover intention. For instance, a survey conducted
with two samples of 264 sales employees in a department store in the Southeast of
the US and 442 insurance brokers of a national insurance company indicated that the
mediator role exists in both sectors, but in the insurance sector, the mediator role of
job satisfaction is stronger (Allen, 2002). Another survey using convenience
sampling with a sample of 758 staff from the banking industry in Pakistan drawn
from six major cities also confirmed the mediating role of job satisfaction in the
relationship (Imran and Islam, 2014).
In this research, job satisfaction plays an emotional factor generated from the
consideration and appraisal of related phenomena and, thus, could comprehensively
affect individuals’ perceived organizational support. With the aim of fully examining
the relationship between perceived organizational support and turnover intention, the
study quantifies the relative significance of job satisfaction as a mediating factor.
Employees will feel better about their jobs and be more satisfied with their jobs if
they believe that their employers are helping them in their work (Stamper and Johlke,
2003). As far as the working conditions of nursery firms were concerned, when the
employees were allowed to have more break time for lunch or were served free lunch
based on personal order, they would feel that the hospital was trying to retain them
and give them higher compensation; hence, they would feel more satisfied with the
working conditions. Moreover, there has been some research on the positive
relationship between perceived organizational support and job satisfaction (Allen,
2002; Eisenberger et al., 1997; Mahmoud, 2008). The hypothesis is as follows:
H2a: Perceived organizational support is associated positively with job satisfaction.
There are studies’ findings showing that job satisfaction is negatively
associated with turnover intention, particularly in the hospital (Alam and Asim, 2019;
Korunka et al., 2005; Brough and Frame, 2004; Allen, 2002). In the hospital sector,
using empirical data among nurses, Price and Mueller (1981) and Lum et al. (1998)
were able to determine that job dissatisfaction had a direct impact on the development
of turnover intentions, which in turn had a direct impact on turnover.
Job satisfaction shows an individual emotions or attitude toward working for
a certain organization. Based on the theories of CAT, we can explain that once
employees feel satisfied with their jobs generally or with some specific aspects such
as working conditions, fairness, and leadership, they tend to endeavor to stick with
the business as long as possible, thus, would not intend or plan to leave the
organization. In the hospital sector, using empirical data among nurses, Mueller
(1981) and Lum et al. (1998) confirmed the practical fact that the turnover intentions
947
of nurses only rose when they thought that their expectations about organizational
support were not satisfied, such as low quality of working conditions, usefulness of
training courses, and low salary. Therefore, the following hypothesis is proposed:
H2b: Job satisfaction is associated negatively with turnover intention.
As mentioned above, POS could be a predictor of Turnover Intention, and it
is a significant predictor in a study by Filipova, 2007. The study also revealed that
POS alone has a significant correlation with Turnover Intention as well. However, the
presence of Job Satisfaction as a mediator in the model revealed the association
between the two variables became weakened but still significant; therefore, (Filippova,
2007) concluded that Job Satisfaction only partially mediates the relationship.
In this study, job satisfaction is considered as the emotional factor that reflects
what healthcare staff feel about organizational support, which is derived from their
perception towards the practice of recognition of their contributions and support to
their working of the hospitals. Thus, job satisfaction is supposed to act as a mediator,
which may strengthen or weaken their intention to leave. This leads to the hypothesis:
H2: Job satisfaction mediates the relationship between perceived
organizational support and turnover intention.
2.3. The mediating role of job stress (JS) in the relationship between POS and TI
Job stress refers to a person’s emotional reaction to unpleasant stimuli in the
workplace (Peng and Potipiroon, 2022). However, the definition is miles different
from stating that “individuals’ reactions to the characteristics of the work
environment that appear threatening” (Jamal, M. 1984)
This research defines job stress as a person’s negative reaction to an
unfavorable work situation that cannot be addressed (Parker and Decotiis, 1983).
With the number of COVID-19 cases increasing over the past three years, healthcare
professionals have faced significant work stress due to limited treatment options. The
healthcare profession is stressful and demanding due to its complexity, requiring
expertise and careful emergency response.
As a result, from the various definitions above, Job Stress is believed to be a
person’s negative sentiment that comes from an unfavorable circumstance in their
working time that exceeds one’s capacity for coping. The cause of JS may vary, but
it is mostly the result of work weariness and job-related anxiety (Parker, D.F and
Decotiis, T.A 1983). Furthermore, with the increasing number of cases in the
COVID-19 pandemic over the last three years, job stress has increased among
healthcare professionals since their institutions are limited in treatment availability
(Sultana et al., 2020). In the research of Khalatbari-Soltani (2020), Job Stress is seen
948
as one of COVID-19’s consequences that has affected healthcare. Healthcare work is
regarded as being extremely stressful and difficult due to the high complexity
involved, which calls for knowledge and requires handling emergency circumstances
with great care (Shah et al., 2022), with nurses being the most affected group (Hong
et al., 2021; Shah et al., 2021). With the business continuing to get back to normal
after COVID-19, institutions would be advised to put their employees as a top priority
since Yukongdi and Shrestha (2020) state that high levels of stress at work result in
a turnover reaction.
The research by Liu et al. (2019) confirmed that Job Stress is directly
related to Turnover Intention. Additionally, an indirect relationship between POS
and Turnover Intention through job stress is a significant mediating factor that can
affect employees’ turnover intention (Mulki and Wilkinson, 2017; Yunita et al.,
2019; Teeth et al., 2020). However, the study of Yunita et al. (2019) has some
differences, such as they found no key relationship between POS and Turnover
Intention, their sample was hard to generalize, and their data and survey were
cross-sectional and self-reported, so they recommended future research to use a
more nationwide sample for a better result.
As far as the relationship between POS and JST is concerned, when employees
sense the organization’s support, they might believe that the management or board of
directors really cares about their contribution and wants them to have a better
workplace; as a result, they can accomplish their job more successfully and reduce
their stress level. Specifically, the employees could feel that they receive material and
emotional support from their employer when contending with high job demand;
hence, POS reduces negative physiological and psychological responses, especially
stress (Hoak, 2021). Moreover, Rhoades (2002) confirmed that without the
organization’s support or by working in a firm that lacks support, employees would
be stressed, and the stress level would rise based on the characteristics of their jobs.
Hence, the following hypothesis is proposed:
H3a: Perceived organizational support is associated negatively with employee
job stress.
Job Stress affects individuals and overall organizational level performance,
and it is frequently observed in the nursing profession Sultana (2021). Furthermore,
the research of Zeytinoglu (2006) revealed that job stress and intention to quit are
related to each other. The impact of JST on employees’ turnover intention was
demonstrated in other studies (Chiang and Chang et al., 2018; Arshadi and Damiri,
2013; Chen et al., 2010).
949
There are reasons that may cause stress among individuals, and while the
answer varies from study to study, some of the common answers are mental problems,
work demand increases, and some personal and environmental factors such as roles
and working hours; hence, when the employees cannot tolerate the high work
pressure, they will tend to quit their job. To add more to this, a study done by Chang
(2005) concluded that stress negatively affects the quality of nursing care by causing
high nurse turnover, absenteeism, and low nurse retention. Moreover, if workers feel
that the stress from their work is increasing day by day, they are subjected to too
many impacts from factors such as a harsh, unsafe working environment, pressure on
power within the apparatus, and lack of respect, then their thinking of quitting might
be higher. In terms of theory, this could be confirmed by the fact that perceived
organizational support as an appraisal factor could impact employees’ emotions and
feelings as a rising level of stress; thus, higher turnover intention obviously could be
higher. As a result, we proposed the following hypothesis:
H3b: Job stress is associated positively with turnover intention.
This study argues that job stress may arise when medical staff think they do
not receive proper assistance from their hospital to perform their jobs, and their
contribution is not well recognized as a consequence of emotional responses to the
situation. Because of high levels of job stress, the intention to quit the job of
healthcare professionals may increase. The third hypothesis is:
H3: Job stress mediates the relationship between perceived organizational
support and turnover intention.
Figure 1: Conceptual Framework
950
3. Methodology
3.1. Measurement scales
The commitment statements were incorporated into the survey of perceived
organizational support (SPOS), for which employees used a 5-point Likert scale (1 =
strongly disagree, 3 = neutral, 5 = strongly agree) to indicate the extent of their
agreement with each item. The measurement was adopted in a shortened version with
eight items to better serve the intended purpose from the original 36-item version of
the perceived organizational support instrument (Eisenberger et al., 1986) and revised
by the study of Chen and Eyoun, 2021.
The two mediators: job satisfaction was measured by the scale of Quinn and
Shepard (1974), and job stress was measured by a scale adopted from Brun and
Taylor (2005). Regarding turnover intention, this study used the scale originally
developed by Kellway et al. (1999).
Demographic information, including gender, age, length of service,
educational attainment, and functional units, was also covered in the survey.
3.2. Sample and sampling method
Participants were recruited from two central general big public hospitals: one
includes 3,200 beds and more than 4,000 employees, and the other has more than
1,000 beds and more than 1,000 employees; (2) a general big public hospital in Hanoi
with 638 beds and 496 employees; and (3) a tuberculosis and lung disease hospital in
Ha Nam city. All these hospitals were on the front lines of providing healthcare
services and treatments to COVID-19 patients during the pandemic outbreak. The
survey was carried out using Google links and direct contact with correspondents at
their workplaces.
The snowball sampling techniques were applied where stakeholders (e.g., staff
in the clinical, paraclinical, and backline departments) shared study links and
information to engage more potential participants. The research groups started
approaching medical staff thanks to the relationship of their families and friends. Due
to understanding the purpose of the study and their willingness to support, the
respondents introduced their co-workers to the same hospital for later direct contact
or online surveying.
3.3. Data collection
The study was implemented in April and May 2023. As a result, 508 responses
were collected.
951
Table 1: Demographic table of survey respondents (N = 508)
Characteristic Frequency Percentage
Gender
Female 346 68.1
Male 162 31.9

Age group
Years 119 23.4
30-45 years old 214 42.1
>45 years old 175 34.4
Work experiences
Years 130 25.6
5-10 years 148 29.1
10-25 years 156 30.7
>25 years 74 14.6
Educational level
Vocational training or below 60 11.8
Bachelor or equivalent 190 37.4
Master 170 33.5
Doctorate or above 88 17.3
Department
Clinical 153 30.1
Paraclinical 202 39.8
Backline 153 30.1
In this report, the total number of female healthcare workers (68.1%) is

significantly higher than the number of male workers (31.9%), with an age range
from less than 30 to over 45 years old. Besides, the dominant age group was from 30
to 45 years old, as it accounted for 42.1% of the research, which is higher than less
than 30 years old and 45 years old at 23.4% and 34.4%, respectively. Furthermore,
more than 30% of the respondents held at least a bachelor’s degree (37.4%) or a
master’s degree (33.5%), whereas only 17.3% have a doctorate or higher degree, and
only 11.8% take part in vocational training. Surprisingly, the total number of
respondents also indicated that most of them work in the paraclinical department
952
(39.3%), whereas the percentage of people working in the clinical and backline
departments is both at 30.1%. In addition, most of the respondents currently have at
least 5 to 25 years of experience (5-10 years: 29.1%; 10-25 years: 30.7%), while
25.6% of respondents have less than five years of work, whereas only 14.6% have
been working for more than 25 years.
3.4. Data Analysis
For this investigation, the statistical program SPSS 26.0 was used. After
completing the data-cleaning process, the reliability and validity of the scale were
tested using Cronbach’s alpha coefficient and exploratory factor analysis (EFA).
After that, the mean value of each variable was determined, and three different linear
regression models were used to evaluate the assumptions made in the previous review
of the relevant literature.
There are four linear regression analyses that were used to analyze the
relationship between perceived organizational support and turnover intention and the
mediator role of two separate variables, which are job stress and job satisfaction.
Table 2: Description of Regression models

Regression Model Dependent
Independent Factors
Number Factors
1 Control variables, Turnover Intention
Perceived organizational
support
2 Control variables, Job Satisfaction
support
3 Control variables, Job Stress
support
4 Control variables, Turnover Intention
support.
Job Satisfaction
Job Stress
953
4. Findings
4.1. Scale Reliability and EFA Analysis
Table 3: Descriptive statistics, Cronbach’s alpha, and factor
loading for scale items
Cronbach
Factor
Constructs and the scale items Mean S. D Alpha If
Loading
Item Deleted
POS: Perceived Organizational Support (Cronbach’s alpha =.924)
The organization values my 2.51 1.091 0.909 0.909
contributions to its well-being.
The organization always strongly 2.55 1.130 0.909 0.909
considers my goals and values.
Help is always available from the 2.51 1.037 0.916 0.916
organization when I have a problem.
The organization really cares about my 2.43 1.105 0.918 0.918
well-being.
The organization is willing to help me 2.48 1.094 0.912 0.912
when I need a special favor.
The organization always cares about my 2.46 1.077 0.915 0.915
general satisfaction at work.
The organization always cares about 2.58 0.997 0.914 0.914
my opinions.
The organization always takes pride in 2.62 1.066 0.916 0.916
my accomplishments at work.
JSA: Job Satisfaction (Cronbach’s alpha = 0.834)
If a good friend of mine told me that he 2.68 1.076 0.747 0.747
or she was interested in working in a job
like mine, I would strongly recommend it.
All in all, I am very satisfied with my 2.60 1.073 0.817 0.817
current job.
In general, my job measures up to the 2.62 1.083 0.770 0.770
sort of job I wanted when I took it.
Knowing what I know now, if I had to 2.48 0.998 0.817 0.817
decide all over again whether to take my
job, I would.
JST: Job Stress (Cronbach’s alpha = 0.927)
In the last 12 months, the stress of work has 2.91 1.090 0.919 0.919
always made me wish I had another job.
954
Cronbach
Factor
Constructs and the scale items Mean S. D Alpha If
Loading
Item Deleted
In the last 12 months, I have always felt 2.88 1.000 0.913 0.913
so pressured that I want to quit my job.
In the last 12 months, I have always 2.79 0.963 0.922 0.922
worried about having to wake up and go
to work in the morning.
found it difficult to sleep at night
because I worry about my work.
gotten so stressed at work that I forgot to
do important tasks.
In the last 12 months, work has always 2.97 0.964 0.922 0.922
made me so stressed that I find it hard to
concentrate on my tasks.
In the last 12 months, I have always spent a 2.99 1.043 0.919 0.919
lot of time worrying about my work.
In the last 12 months, I have always felt like 2.85 0.950 0.922 0.922
I could not cope with my work anymore.
In the last 12 months, work has always 2.92 0.999 0.919 0.919
made me so stressed that I lost my temper.
TI: Turnover Intention (Cronbach’s alpha = 0.863)
I am thinking about leaving this hospital. 2.92 1.003 0.846 0.846
I am planning to look for a new job. 2.86 1.056 0.816 0.816
I intend to ask people about new job 2.91 1.076 0.822 0.822
opportunities.
I do not plan to be in this hospital much longer. 2.94 1.052 0.816 0.816
The results of Cronbach’s alpha, exploratory factor analysis (EFA), and the
Kaiser-Meyer-Olkin (KMO) test show that the scales in the independent, dependent,
and mediator variables meet the requirements to be included in the regression
analysis. To be more specific, Cronbach’s alpha was applied for each scale, with a
range of results from .834 (job satisfaction) to .927 (job stress); hence, the results are
at an acceptable level for reliability, which is from .70 to 1.
After EFA analysis (varimax rotation), there are no items dropped due to the
coefficient of factor loading being lower than 0.50. The EFA results also show that
all the remaining items are at the acceptable level, which exceeds fifty. Additionally,
955
the result of discriminant and convergent validity checks showed that all the items of
all variables satisfied the condition, which is the value of the Cronbach alpha if the
item deleted is higher than 0.3. This shows that no single item is separated, and all
converge on the correct variables, contributing to completely explaining the meaning
of each aspect of the variables participating in the model. Besides, all the KMO results
are in satisfactory condition, which is higher than 50.
Table 4: Pearson Correlation result
POS_MEAN JST_MEAN TI_MEAN JSA_MEAN
POS_MEAN Pearson 1 -.386** -.432** -.177**
Correlation
Sig. (2-tailed) .000 .000 .000
N 508 508 508 508
**. Correlation is significant at the 0.01 level (2-tailed).
The study uses the Pearson correlation coefficient calculation method to

calculate the degree of correlation between variables appearing in the study, in which
the absolute value when considering each correlation relationship between two
variables is the absolute value for no more than 0.5. This shows that the variables do
not have a linear dependence between the two variables and, at the same time,
confirms that there is no multicollinearity phenomenon appearing in the article,
avoiding the situation of skewed data and meaningless research results.
4.2. Hypothesis Testing
4.2.1. The negative relationship between perceived organizational support
and turnover intention
Table 5: Regression result of Regression Model 1
M1 M2
Independent variables
β (standardize) β (standardized)
Gender -0.081* -0.096**
Age 0.223*** 0.223***
Experience 0.097* 0.134**
Education Level 0.141** 0.117**
Working Department 0.234*** 0.123**
Perceived organizational support -0.403***
2
R 0.200 0.348
R2 change 0.148
2
Adjusted R 0.192 0.340***
F 25.148*** 44.624***
Note: p>0.05; *p0.05; **p0.01; ***p0.001
956
This model shows the relationship between perceived organizational support
and turnover intention, giving the following remarkable results: the relationship
between perceived organizational support and turnover intention (ß = -0.403, p <
0.001), which shows a negative relationship. Therefore, it can be concluded that
hypothesis H1 is supported. Besides, all the control variables have a significantly
positive relationship with turnover intention, except the “gender” variable, which has
a significantly negative effect on turnover intention.
4.2.2. The positive relationship between perceived organizational support and

job satisfaction
M1 M2
Independent variables β β
(standardized) (standardized)
Gender -0.051 -0.058
Age -0.047 -0.047
Experience -0.107* -0.090
Education Level 0.089 0.078
Working Department -0.035 -0.088
R2 0.022 0.055
R2 change 0.531
Adjusted R2 0.012 0.044***
F 2.267* 4.855***
Note: p>0.05; *p0.05; **p0.01; ***p0.001

and job satisfaction, giving the following remarkable results: the relationship between
perceived organizational support and job satisfaction (ß = -0.190, p < 0.001), which
shows a negative relationship. Because of the positive characteristic of H1, this result
is the opposite of the hypothesis. Therefore, it can be concluded that hypothesis H2a
is not supported.
957
4.2.3. The negative relationship between perceived organizational support
and job stress
Independent variables M1 M2
β (standardized) β (standardized)
Gender -0.072 -0.085*
Age 0.242*** 0.242***
Experience 0.109* 0.141**
Education Level 0.154*** 0.133***
Working Department 0.251*** 0.155***
R2 0.232 0.342
R2 change 0.110
Adjusted R2 0.225 0.334***
F 30.393*** 43.415***
Note: p>0.05; *p0.05; **p0.01; ***p0.001

and job stress, giving the following remarkable results: the relationship between
perceived organizational support and job stress (ß = -0.347, p < 0.001), which shows
a negative relationship. Therefore, it can be concluded that hypothesis H3a is
supported. Besides, all the control variables have a significantly positive relationship
with turnover intention, except the “gender” variable, which has a significantly
negative effect on turnover intention.
4.2.4. The mediating role of JSA and JST in the negative relationship between
perceived organizational support and turnover intention
M1 M2
Independent variables
β (standardized) β (standardized)
Gender -0.081* -0.028
Age 0.223*** 0.031
Experience 0.097* 0.023
Education Level 0.141** 0.009
Working Department 0.234*** 0.001
958
Job Stress 0.796***
Job Satisfaction 0.017
R2 0.200 0.762
R2 change 0.565
Adjusted R2 0.192 0.762***
F 25.148*** 203.804***
Note: p>0.05; *p0.05; **p0.01; ***p0.001
This model shows the mediating role of job stress and job satisfaction in the
relationship between perceived organizational support and turnover intention, giving
the following remarkable results:
First, due to the unsupported result that job satisfaction has no effect on
turnover intention (ß = 0.017, p > 0.05), H2b is not supported. Moreover, when
combining the results of H2a and H2b, job satisfaction cannot be a mediator in the
negative relationship between perceived organizational support and turnover
intention, which means H2 is not supported.
Secondly, the relationship between perceived organizational support and
turnover intention (ß = -0.347, p < 0.001), which shows a negative relationship,
and the relationship between job stress and turnover intention (ß = 0.769, p <
0.001), which shows a negative relationship. Thus, it could be concluded that job
stress is a partial mediator in the relationship between perceived organizational
support and turnover intention. Because the model consists of an independent
variable, perceived organizational support, and a mediated variable, job stress,
both variables significantly affect turnover intention, which means not only the
indirect mechanism is supported but also the direct mechanism. Moreover, to
strengthen this conclusion, the β value of the relationship between perceived
organizational support and turnover intention in different conditions will be
employed. Without the mediating variables, the absolute value of this relationship
is 0.403, which is higher than itself (0.123). When the model consists of mediator
variables, the mediating variables successfully dwindle the impact of POS on TI.
In conclusion, H3b and H3 are supported.
In conclusion, there are four of the seven hypotheses that are supported, which
are H1, H3a, H3b, and H3, while there are three hypotheses that are not supported,
which are H2a, H2b, and H2.
959
Table 9: Summary of Regression Result (Hypothesis testing)
Number of
Content Result
Hypotheses
H1 POS negatively affects TI. Supported
H2a POS positively affects JSA. Not supported
H2b JSA negatively affects TI. Not supported
H2 JSA is a mediator in the relationship Not supported
between POS and TI.
H3a POS negatively affects JST. Supported
H3b JST positively affects TI. Supported
H3 JST is a mediator in the relationship Supported
between POS and TI.
5. Discussion
Figure 2: Hypothesis Testing Result
Firstly, the negative relationship between POS and TI is supported, which

means when employees perceive the low level of organizational support, their
intention to quit will increase. Additionally, the low value of POS and Turnover
Intention (both in mean and standard deviation of coefficient) reveals that
respondents do not receive adequate support from their employers. However, most of
them do not have the intention to quit their jobs and think about finding new jobs.
This is completely reasonable when compared with practical assessments collected
from several public hospitals in large city areas, typically Ho Chi Minh City, which
has just begun to record an influx of doctor absenteeism that has gradually decreased
960
compared to the previous quarter (Vu, 2023). In addition, this result can be considered
the result that Hanoi is aiming for when proposing and implementing plans to increase
the ratio of human resources in the health sector and public health services in 2023
(Vietnam General Confederation of Labor, 2023). Besides, the impact mechanism, as
well as these results, are also consistent with previous studies by Fillipova (2007).
Secondly, the mediating role of job satisfaction was not supported in this
research, which is different from previous studies (Filippova, 2007). Specifically, both
relationships between POS and JSA and between JSA and TI were not supported. The
regression results reveal a negative relationship between POS and JSA. The results of
descriptive statistics show a low level of POS and JSA both in means and standard
deviation, which means a low evaluation of perceived organizational support and job
satisfaction of respondents. By combining the results of both variables and the results
of the regression model, it can be said that even when this relationship is significant, it
is weak because the absolute value of the standardized beta is only 0.19. Moreover, the
relationship between JSA and TI is not supported. Although employees have low job
satisfaction, they do not intend to quit their jobs.
Thirdly, the mediating role of job stress and the negative relationship between
POS and JST were supported in this research. The descriptive statistics result shows
that respondents are feeling stressed at work and perceive that organizational support
is very little or not enough compared to their expectations. The confirmation of the
negative relationship between POS and JST means when the business’s support is
low, the job stress of employees will increase. Furthermore, the positive relationship
between JST and TI can be explained because of job stress; medical professionals
raise the turnover intention. It is clear from the study results that JST plays a mediator
role in the negative relationship between POS and TI. This research result is
consistent with the studies of Since Hoak (2021), Eisenberg (2002), Zeytinoglu et al.
(2006), Lambert et al. (2004), and Hamaideh and Ammouri (2011).
The results of this study could be explained by the secondary data from the
labor market of this industry. Reports of the Ministry of Health (2022) pointed out
that in 18 months from 01/01/2021 to 30/6/2022, there were 9,680 medical staff
applied for resignation (3,094 doctors, 2,874 nurses, 1,420 healthcare professionals
in the clinical and paraclinical units, and 2.280 staff from back-office) all over the
country. The quitters were in big cities: Ho Chi Minh City, Hanoi, Dong Nai, Binh
Duong, and Da Nang (chinhphu.vn, 2022). The four main reasons why medical
professionals quit their jobs were: (1) high intense workload, high risk of infection
from deadly diseases (such as Covid 19), and dangerous working conditions; (2) low
income; (3) poor physical working environment due to lacking machinery and
equipment, medical raw materials, lacking protection clothing and facilities; (4)
961
pressure from families. From the beginning of 2023, the leaders of the cities and the
Ministry of Health started some actions to improve the current situation (Vietnam
General Confederation of Labor, 2023). However, the slow change of mechanisms
and effects of solutions have caused workers to have lower job satisfaction
(Vietnamese Government News, 2022). Medical professionals in big public hospitals
are no longer working under high pressure, which causes severe stress. They have
reduced the level of quit intention, but they still do not feel satisfied with their current
job due to their low evaluation level of organizational support.
6. Implications
This study has examined the mediating roles of job satisfaction and job stress
in the relationship between POS and TI. The theoretical contribution of the research
successfully proved the relationship between POS and TI and the mediating role of
job stress in the context of post-COVID-19 in the public healthcare sector of Vietnam.
Practically, considering the workforce is of vital importance to operation and
quality of service, the implications of this study to employers in the public healthcare
sector as business returns to normal post-COVID-19 situations, employers should
prioritize their people, as work stress will cause staff turnover. They should provide
their medical professionals with better support to reduce their job stress and lessen
their turnover intention.
7. Limitations
The limitation of this research was it did not successfully support the
hypothesis that job satisfaction is a mediator in the relationship between POS and TI.
This limitation happened because, by the time this research was done, the
organizational support of public hospitals was not high enough to have any
transparent effect on the satisfaction of employees.
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_______________________
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CONFERENCE PROCEEDINGS

6th International Conference on Contemporary Issues in

ECONOMICS, MANAGEMENT AND BUSINESS

NATIONAL ECONOMICS UNIVERSITY PUBLISHING HOUSE

6th International Conference on Contemporary Issues in

ECONOMICS, MANAGEMENT AND BUSINESS

NATIONAL ECONOMICS UNIVERSITY PUBLISHING HOUSE

SESSION 1: ACCOUNTING & AUDITING

SESSION 8: BUSINESS & ADMINISTRATION 1

SESSION 9: BUSINESS & ADMINISTRATION 2

SESSION 10: BUSINESS & ADMINISTRATION 3

SESSION 11: BUSINESS & ADMINISTRATION 4

SESSION 12: MACROECONOMICS & ECONOMIC DEVELOPMENT 1

SESSION 13: MACROECONOMICS & ECONOMIC DEVELOPMENT 2

SESSION 14: MARKETING 1

SESSION 17: MICROECONOMICS & SMES 2

SESSION 18: INTERNATIONAL ECONOMICS

SESSION 19: MICROECONOMICS & SMES 1

SESSION 20: EDUCATION & HUMAN RESOURCES 2

SESSION 21: TECHNOLOGY, INNOVATION & LAW 1

SESSION 22: ECHNOLOGY, INNOVATION & LAW 2

Nguyen Van Thuy Anh, Nguyen Duc Duong

Male 162 31.9

In this report, the total number of female healthcare workers (68.1%) is

Table 2: Description of Regression models

The study uses the Pearson correlation coefficient calculation method to

4.2.2. The positive relationship between perceived organizational support and

This model shows the relationship between perceived organizational support

This model shows the relationship between perceived organizational support

Firstly, the negative relationship between POS and TI is supported, which

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