Table 6 - uploaded by Ngan Collins
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The economic reform process in Vietnam, known as Doi moi
(renovation), was to convert from a centrally planned mechanism
to a market-oriented one. The results of Doi moi can be seen in
economic growth and improving living standards. Doi moi has
been taking place within the context of globalization. The
changes in the area of labor and human resourc...
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... With theories of leadership abound, Western-inspired research on leadership practices in Vietnam has surged in the past decade (e.g. Bui et al., 2019;Collins, 2018;Collins and Zhu, 2005;Collins et al., 2017;Cox et al., 2014;Edwards and Phan, 2013;Zhu et al., 2008). This line of work draws from the typical Western leadership styles, such as transformational leadership (Nguyen et al., 2017;Rodsutti and Swierczek, 2002), which is insufficient to uncover the interaction of context and implicit mindsets (Epitropaki et al., 2013). ...
Vietnam’s transition towards a market orientation has generated many changes in cultural values, competing demands and diverse expectations related to managerial leadership. This study makes a timely contribution to both theory and practice by exploring what makes effective leadership in the Vietnam’s context. Taking into account ‘universalistic’ and ‘contextual’ perspectives, this study addresses two research questions regarding the characteristics of indigenous leadership in Vietnam and its interaction with coexisting cultural values and norms in the country’s transition. These research questions were examined based on 48 qualitative interviews conducted across a broad spectrum of domestic-private, foreign-invested and state-owned companies. Study findings enrich the understanding of indigenous interpretations of the leadership phenomenon and provide support for context-specific examinations of general management leadership issues in transitional economies.
... These two main industrialised centres represent different aspects of Vietnam's industrial relations and economic development. These locations have been used as an experiment for a range of market-oriented policies and enterprise reforms, including the introduction of human resource management (HRM) (Collins and Zhu 2005). Different forms of ownership existed in the two locations, with DPEs were formed before 1975 under old southern regime, SOEs established after 1975 and FOEs were established right after the first Vietnam Foreign Investment Law (Luật đầu tư nước ngoài) was introduced in 1987 (Collins 2009). ...
As in other Communist societies, the trade union movement in Vietnam has
a close relationship with the Vietnamese government through the Vietnam
Communist Party (VCP) (Collins and Zhu 2003; Dang 2009). The Communist
Party established the Red Workers’ General Union (the predecessor of
the Vietnamese General Confederation of Labour, VGCL) in 1929 with the
aim of mobilising workers to liberate the country from foreign invaders.
The leaders of the VGCL were members of the VCP and had contributed to
the fight for the country’s independence. This alliance assisted the 1954 defeat
of the French at the battle of Dien Bien Phu and the establishment of the first
Communist government in North Vietnam (Thayer 2010). During the subsequent
war against the United States of America and its allies, the VGCL
worked with the VCP to build the first stage of the socialist economy in the
North and to support the national revolution in the South (VGCL 2014a).
... HCMC is Vietnam's largest city with about 8 million people and is at the forefront of the economic change process. Dong Nai province is located 30 km South East of HCM and hosts Vietnam's oldest and most developed industrial zones (Collins and Zhu 2005). Participants of this type (Table 2) included trade union representatives and worker representatives in 12 companies. ...
Historical, socio‐cultural, ideological and political factors have long shaped Vietnam's formal industrial relations system. This has led to the development of a state‐centred structure in which the official trade union has a high level of formal status but little real influence in an economy whose primary employer was the state. Since the end of the Vietnam War in 1975, the country has experienced a gradual shift towards a market economy through its policy of economic reform (doi moi). Although there is evidence of escalating divisions between workers and managers, the communist government continues to maintain a direct and dominant influence on the industrial relations system. Such influence highlights questions about the legitimacy of institutional and governmental control over formal labour representatives. In this article, we hope to offer a theory‐based explanation of this phenomenon.
... The decreasing ratio of child dependents was due to a dramatic decline in the fertility rate by a half from 4.60 to 2.33 births per woman due to implementation of the national family planning policy in the period 1986 -1999, and to approximately 2.1 births per woman during the period 2000 -2016 (General Statistic Office of Vietnam 2017). Conversely, Vietnam experienced a remarkable economic growth that earned her the moniker of a new economic dragon in Southeast Asia (Collins & Zhu 2005). The achievement was made possible through the comprehensive economic reform known as Doi Moi (renovation program) since 1986 aimed at transforming the country "from a centrally planned economy to a market-oriented economy". ...
The study aims to investigate the short run and long run relationships between demographic factors (population growth and the age dependency ratio), economic growth (GDP per capita growth) and domestic savings in Vietnam for the period of 1986 to 2016 using the cointegration and Wald tests. The findings revealed that there is a cointegration relationship between domestic savings and demographic and economic variables, while Wald test shows a unique causality trend running from population growth to domestic savings in Vietnam. The policy implications from this study suggest that the Vietnam government should focus on boosting economic growth (GDP per capita growth) through mobilizing its resources, managing fertility level between urban and rural areas and population growth in relation with growth rate of the economy. Moreover, the Vietnam government should take advantage of the golden population structure and limit the effects of the dependency ratio through offering attractive beneficial programs for the elderly and provide opportunities to increase their productivity, and thus spur savings in Vietnam. ABSTRAK Kertas ini mengkaji hubungan jangka panjang dan jangka pendek antara faktor-faktor demografi (pertumbuhan penduduk dan nisbah ketergantungan umur), pertumbuhan ekonomi (pertumbuhan KDNK per kapita) dan tabungan domestik di Vietnam untuk tempoh 1986 hingga 2016 dengan menggunakan ujian kointegrasi Johansen dan arah sebab-menyebab Granger. Penemuan utama kajian ini menunjukkan kewujudan hubungan kointegrasi antara tabungan domestik, pemboleh ubah demografi dan pertumbuhan ekonomi, manakala keputusan ujian Granger pula menunjukkan arah-sebab menyebab yang sehala daripada pertumbuhan populasi kepada tabungan domestik di Vietnam. Implikasi dasar daripada kajian ini menunjukkan bahawa penggubal dasar di Vietnam perlu memberi tumpuan kepada meningkatkan pertumbuhan ekonomi (pertumbuhan KDNK per kapita) melalui menggerakkan sumber, mengawal tahap kesuburan antara kawasan bandar dan luar bandar dan pertumbuhan penduduk yang berhubung dengan kadar pertumbuhan ekonomi. Di samping itu, penggubal dasar boleh mengambil kelebihan daripada struktur penduduk warga emas dan mengehadkan kesan nisbah pergantungan orang tua melalui menawarkan program menarik yang bermanfaat untuk mereka serta menyediakan peluang untuk meningkatkan produktiviti justru meningkatkan tabungan domestik di Vietnam. Katakunci: Nisbah pergantungan; tabungan domestik; pertumbuhan ekonomi; pertumbuhan penduduk; ujian kointegrasi Johansen; ujian sebab-menyebab
... The implications from previous studies on HRM in Vietnam indicate that Bthe problem of direct criticism was more a potential than a real difficulty, and that cultural values are not overwhelming constraints to the implementation of PM [performance management], as long as expatriates and local managers are sensitive enough with the issue^ (Vo & Stanton, 2011: 3524). Although prior studies have examined HRM practices in Vietnam since the economic reform of 1986 with regard to a diversity of research interests and theoretical approaches (Collins & Zhu, 2005;Vo, 2009), a systematic analysis of the current state of HRM research and HRM development in Vietnam is lacking. This is the main aim of the present study. ...
The present study offers a logical understanding of the development of human resource management (HRM) in Vietnam over the past 30 years. While previous studies have examined the adoption of HR practices, there remains a need to understand the current state of HRM development in Vietnam. Using a semantic analysis approach, we systematically analyzed the themes and concepts from 100 journal articles related to HRM in Vietnam, selected from academic databases between 1984 and 2013. The main study findings show that the development of HRM is associated with the key stages of economic development in Vietnam.
... With theories of leadership abound, Western-inspired research on leadership practices in Vietnam has surged in the past decade (e.g. Bui et al., 2019;Collins, 2018;Collins and Zhu, 2005;Collins et al., 2017;Cox et al., 2014;Edwards and Phan, 2013;Zhu et al., 2008). This line of work draws from the typical Western leadership styles, such as transformational leadership (Nguyen et al., 2017;Rodsutti and Swierczek, 2002), which is insufficient to uncover the interaction of context and implicit mindsets (Epitropaki et al., 2013). ...
... With theories of leadership abound, Western-inspired research on leadership practices in Vietnam has surged in the past decade (e.g. Bui et al., 2019;Collins, 2018;Collins and Zhu, 2005;Collins et al., 2017;Cox et al., 2014;Edwards and Phan, 2013;Zhu et al., 2008). This line of work draws from the typical Western leadership styles, such as transformational leadership (Nguyen et al., 2017;Rodsutti and Swierczek, 2002), which is insufficient to uncover the interaction of context and implicit mindsets (Epitropaki et al., 2013). ...
... Beyond the growth that has taken place in the economic realm, managers in China and Vietnam now find themselves exposed to a range of challenges. They have to cope with previously unheard of job insecurity on the one hand and balance normative values on the other (Collins and Zhu 2005;Warner 2009). These normative values come from traditional cultures, in particular Confucianism, in both countries. ...
The transition towards a socialist market-oriented economy has presented many challenges to both China and Vietnam. One of the key human resource challenges has been to develop business leadership skills in a flexible, timely and cost-effective manner. This paper focuses on the self-initiated approach to professional development that has been introduced by managers at a grassroot level to improve business leadership (referred to as self-development). Given the limited research on self-development in China and Vietnam, the intention of this paper is to enrich understanding of why managers in a complex and dynamic transitional environment undertake self-development activities. The findings of this study suggest that there is no ‘one-size-fits-all’ paradigm to understand self-development across contexts. First, the western model of leadership competencies at the different management levels do not necessarily fit the needs that managers are targeting in their self-development activities in China and Vietnam. Second, despite some similarities between China and Vietnam, the Chinese managers were more interested in technical leadership skills than the Vietnamese managers whose self-development foci were centred on improving their moral standards. Such differences highlight each country's stage of economic and social development while reinforcing the influence of contextual factors. It also suggests that self-development is best understood as a process within a specific context.
... Currently, the leadership of the SOEs still includes four components (bo tu): the party leader, management, union and youth representatives, within which the party leadership has the dominant role (Collins and Zhu 2003). However, in reality the governing body of SOEs is the management which usually includes the party leader and the union secretary (who is likely a HR manager or an operations manager working closely withCollins and Zhu 2005) which are considered as documents to resolve disputes between employees and employers. Through signing labour contracts and the CWCA there has been a basic shift in the relationship between management and workers. ...
... These key functions have been remained unchanged since Doi moi began, even though a new union charter was established in 1989 (Collins et al. 2011;Nguyen Van Huy and Tran Van Nghia 1996). The first Labour Code issued in 1994 formalising the labour contract introduced the Collective Working Conditions Agreement (CWCA) (Collins and Zhu 2005) which are considered as documents to resolve disputes between employees and employers. Through signing labour contracts and the CWCA there has been a basic shift in the relationship between management and workers. ...
