• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.277-286
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• 2020

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research resultsrevealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the finding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main findings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam's small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

• Management & Information Systems Review
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• v.30 no.2
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• pp.27-56
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• 2011

As the importance of small and medium-sized enterprises(SMEs) has increases, it has been accompanied by an increase in the amount research attention paid to the factors contributing to the competitiveness of SMEs. Human resource management(HRM) should be the central themes of the discussion. This study is performed to provide basic and broad information of the current state of HRM in SME as the first step for such an effort. The conditions of HRM and the degree of introduction and utilization of six different HRM practices, incentive regulation, complaints handling system, suggestion system, employment stability system, performance evaluation system, and regular education and training, are analyzed through the data collected form 763 SMEs of four industries in Daegu, Only 2 percent of responding companies had been formed unions, 43% evaluate their employment conditions are difficult. And 39% of the SMEs appraise their human resources are more competitive than those of other companies. The ration of introduction of regular education and training system is highest and that of performance evaluation is lowest among the all responding companies. In addition, employment stability system is found as the most actively utilized HRM practice. The implications of these results and future research directions are suggested.