Relationship between enforcement of labor social welfare laws and internal CSR, job satisfaction: a qualitative study at commercial banks in Vietnam
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Author(s)Diep Dao MongLink to ORCID Index: https://orcid.org/0000-0002-6652-5171
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Thuong Mai ThiLink to ORCID Index: https://orcid.org/0009-0009-5103-1935
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DOIhttp://dx.doi.org/10.21511/bbs.19(3).2024.04
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Article InfoVolume 19 2024, Issue #3, pp. 32-44
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73 Downloads
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Creative Commons Attribution 4.0 International License
This study aimed to explore the relationship between three factors: enforcement of labor social welfare labor laws, internal corporate social responsibility (CSR) implementation, and job satisfaction as perceived by managers in the commercial banking sector. The research utilized a qualitative research method – in-depth interviews based on a semi-structured questionnaire with 20 experienced managers from 11 commercial banks in Vietnam, an emerging economy. Findings indicated a positive reciprocal relationship between enforcement of social welfare labor laws and internal CSR responsibilities of enterprises. Additionally, enforcing labor social welfare laws and internal CSR implementation positively impacted employee job satisfaction. The study also identified five aspects of internal CSR implementation towards employees: (1) timely and full payment of wages, bonuses, and benefits; (2) establishing a conducive work environment; (3) policies addressing human rights, health, and safety at work; (4) fair and democratic treatment, providing training and career advancement opportunities, and protecting employees through organizational activities; (5) having legal norms, procedures, mechanisms for recording, feedback, monitoring, and reasonable evaluation of job performance. These findings contribute to enriching both theoretical understanding and practical implications regarding the interplay of these three factors in commercial banks, encouraging managers to effectively implement social welfare laws and internal CSR implementation.
Acknowledgment
This collaborative research involves scholars from the University of Law - Hue University and Duy Tan University. The authors extend their gratitude to both institutions for their support and assistance in facilitating the publication of this research. In addition, the authors would like to thank the Editor-in Chief and a reviewer for their helpful comments that in our view have helped to improve the quality of the manuscript significantly. This study was conducted based on decision No. 4741/QD-ĐHDT dated October 18, 2023 of Duy Tan University, Vietnam.
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JEL Classification (Paper profile tab)M12, M14, J28, K10
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References29
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Tables1
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Figures1
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- Figure 1. Relationship between the enforcement of labor social welfare laws, internal CSR implementation, and job satisfaction in commercial banks
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- Table A1. Questionnaire for in-depth interviews
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The relationship between e-CRM and customer loyalty: a Kenyan Commercial Bank case study
Eric E. Mang’unyi ,
Oumar T. Khabala ,
Krishna K. Govender 
doi: http://dx.doi.org/10.21511/bbs.12(2).2017.11
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Vaida Jaskeviciute , Asta Stankeviciene ,
Danuta Diskiene ,
Julija Savicke
doi: http://dx.doi.org/10.21511/ppm.19(2).2021.10
Problems and Perspectives in Management Volume 19, 2021 Issue #2 pp. 118-131 Views: 2753 Downloads: 1882 TO CITE АНОТАЦІЯAs the impact of the COVID-19 pandemic continues to grow, new challenges in the organizational and business environment emerge, causing the human resource management (HRM) to develop a flexible yet strategic and sustainable response in the face of instability and uncertainty. HRM practices that focus on employees’ emotional, psychological, and cognitive states are becoming crucial. The aim of this paper is to disclose the relationship between employee well-being and organizational trust in the context of sustainable HRM. The literature analysis revealed that sustainable HRM practices focused on meeting the needs of employees are particularly significant as they positively influence employee well-being. Furthermore, ensuring employee well-being based on sustainable HRM principles leads to increased organizational trust. The results of the analysis proved direct and indirect relationships between employee well-being and organizational trust; however, further research is needed to distinguish the relationship between sustainable human resource management practices and employee well-being, with a mediating role and moderating role of organizational trust.
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Short video marketing factors influencing the purchase intention of Generation Z in Vietnam
Thi Thuy An Ngo ,
Phu Quach ,
Thanh Vinh Nguyen ,
Anh Duy Nguyen ,
Thi Minh Nguyet Nguyen
doi: http://dx.doi.org/10.21511/im.19(3).2023.04
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Acknowledgment
The authors express a sincere gratitude to all the participants who generously took part in this research study.
