• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.307-314
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• 2022

The construction and real estate industries contribute significantly to each country's economic development. Strong construction and real estate firms will contribute more to the country's GDP by contributing to the industry's development. The purpose of this study is to examine the factors that influence the performance of the construction and real estate sectors in Vietnam. A survey of 200 construction and real estate firms in different areas was conducted from 2020 until the end of 2021. Following the removal of errors, the author got 196 replies, 6 of which were invalid, leaving 190 votes for quantitative analysis. The research findings show that elements such as (1) senior executives' commitment to the organization, and (2) the ability to use technology have a positive and significant impact on firm performance when using advanced econometric analysis. Furthermore, in the case of Hanoi, Vietnam, business relationships have a positive impact on firm performance. Training and development, as well as the working environment and incentives, have little effect on the profitability of construction and real estate firms. Finally, the research also has some recommendations and limitations for the construction and real estate sector.

• The Korean Journal of Health Service Management
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• v.7 no.4
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• pp.233-241
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• 2013

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.687-696
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• 2020

Accounting policies are principles and practices by which an entity uses to recognize, measure and report economic transactions. Improper application of accounting policies can lead to misrepresentation of firms' financial position and performance which consequently results in incorrect accounting information to the users. This paper aims to investigate the factors influencing the choices of accounting policies in small and medium enterprises (SMEs) in Vietnam by reviewing relevant literature to build a research model. The research model comprises of one dependent variable that is income-decreasing accounting procedures and six independent variables namely the firm size, financial leverage, incentives, auditor, accountants, and tax policies. After this, the authors collected primary data from more than 200 questionnaires sent to directors and chief accountants of the SMEs for the period 2018 to 2019. We then used Ordinary Least Squares regression method (OLS) to analyze the data. The results showed that four factors influenced selection of accounting policies in which auditors are associated with income-increasing accounting policies; and there are three factors associated with income-decreasing accounting policies which are, company size, tax and accountant. Especially, the research results indicate that company size has a significant influence on the selection of accounting policies in the SMEs. Based on the results, we propose instructive suggestions for regulators and lawmakers improve choices of accounting policies in the SMEs.

• Asia pacific journal of information systems
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• v.10 no.4
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• pp.57-75
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• 2000

Most current literature on knowledge and technology transfer(Appropriability Model, Dissemination Model, and Knowledge Utilization Model), describe the process of transfer in details, but has limitation in terms of their application in contemporary high-tech industries since most studies have not provided plausible explanation on levels and factors affecting transfer of knowledge and/or technology. To overcome these limitations, the four levels of knowledge and technology transfer are suggested: Knowledge and Technology Creation(Level I), Sharing(Level II), Implementation(Level III), and Commercialization(Level IV). Comprehensive literature identifies sixteen variables affecting the process and results of knowledge and technology transfer. The survey results show four key factors in knowledge and technology transfer: Communication, Distance, Equivocality, and Motivation, Communication refers to the degree to which a medium is able to efficiently and accurately conveys task-relevant information and media while distance involves both physical and cultural proximity. Equivocality refers to the degree of concreteness of knowledge and technology to be transferred while motivation involves incentives for and the recognition of the importance of knowledge and technology transfer activities. Further analysis shows that there are four distinctive clusters and they show very contrasting characteristics in terms of four key factors. The careful mapping of the four clusters on the four key factors show very informative knowledge and technology transfer patterns, the Knowledge and Technology Transfer Grid. Finally, actions to increase communication interactivity and motivation, and to reduce cultural distance and equivocality are suggested.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.941-949
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• 2020

This study aims to investigate the factors which impact the possibility of Environmental Management Accounting (EMA) implementation in automobile companies in Vietnam. A survey was carried out with automobile enterprises' managers, getting 198 usable respondents, with data and theoretical model analyzed by using SPSS with EFA method. Results indicated that in Vietnamese automobile enterprises, the possibility of EMA implementation was driven by elements including motivation to reduce production costs, reactions to environmental issues, compliance to legislation, procedures and processes in the working environment which they are in business. The government and professional institutions should play a vital role in promoting EMA practices by issuing specific guidelines and continuous training. Besides, tax authorities should apply the favor policies such as tax incentives to stimulate interest enterprises to implement EMA. However, this study's results only reflect about 63.7% of the impact to the implementation of EMA in Vietnamese automotive enterprises, so there are still some other factors that should be found out in the future researches. This is the first attempt to systematically analyze enterprises' perception and willingness to apply EMA in Vietnamese automobile industry. This study contributes to not only the existing empirical literature of EMA but also enterprises' managers in Vietnam and other transitional economies.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.5
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• pp.291-304
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• 2020

This paper examines the factors that drive temporal income diversification in rural areas of the Mekong River Delta in Vietnam, based on a framework that conceptualized diversification as a function of a household's capacity to diversify and incentives (both push and pull factors) to diversify. Drawing from five rounds of the Vietnam Living Standard Measurement Surveys covering a 13-year span (1993-2006), two panel datasets made from five cross-sectional samples are used for the analyses. The data are drawn from the Vietnam General Statistics Office. Both tobit model and Ordinary Least Squares model with random and fixed effects are applied. The main points emerging from the analysis is that income diversification is strongly influenced by household labor capacity. The relationship between household labor capacity and increasing insertion in non-farming wage activities is not driven by unobserved time-invariant factors such as household ability and motivation, but is instead driven by the higher labor capacity of households. In terms of the other household capacity variables, the effect of farm size is much larger in terms of retaining households in traditional occupations as compared to pushing them towards non-farm wage employment. Other variables such as household access to financial capital do not play an important role.

• The Journal of Information Systems
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• v.16 no.3
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• pp.45-68
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• 2007

This study aims to explore factors of Assimilation Gap(AG) which is proposed and illustrated by Fichman and Kemerer(1997). AG is defined as the time delay between adoption and deployment and mainly studied at the organizational level. This study derives the factor affecting AG through a review of technology acceptance models and agency theory. The research model consists of three groups of independent variables(IT knowledge burden, Individual characteristics, and organization characteristics) and a moderator, which is goal incongruence. Using multiple regression analyses, four groups of hypotheses are tested with data of 221 knowledge workers from various organizations through e-mail survey. The result shows that radicalness(a dimension of knowledge burden), personal innovativeness, self-efficacy, and organizational support are statistically significant factors while complexity, experience, and perceived critical mass are not supported. The moderator effects of goal incongruence are found in personal innovativeness and organizational support. The results of this study demonstrate that agency theory is a useful perspective to deal with AG, especially in radical innovation. In addition, IT practitioners should consider not only user training but also incentives and possible organizational controls in implementing a new information technology.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.381-392
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• 2002

Purpose : The purpose of this study was to examine the degrees of turnover intention among Korean staff nurses(N=175) and to identify discriminating factors of their turnover intention. Method : The data were driven from a larger study and staff nurses who had worked more than 1 year as nurses were included in the analyses. The original data were collected from May 1999 to March 2000. Descriptive and discriminant analyses were utilized. Results : 87% of the participants reported turnover intention. Nurses were grouped into three group(GP)s depending on the frequencies of turnover intention: Never GP(N=23), Sometimes GP(N=107), Frequent GP(N=43). With three GPs, two functions were produced and only function 1 was significant that significantly discriminated Never and Frequent GPs. Additional discriminant analysis with only Never and Frequent GPs produced function classified 93% of the participants correctly into two GPs. Sub-dimensions of work satisfaction were significant discriminating factors. Nurses who are satisfied with doctor and nurse relationship, pay, and hospital administration tend to report no intention in turnover. Conclusion : Based on the findings of this study, possible managemental intervention for increasing interpersonal skills and assertiveness of nurses, inviting medical residents in ward team meeting, increasing incentives or baseline adjustment of annual income for registered nurses were suggested.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.