Làm sao để thu hút du học sinh Việt Nam tài năng tại Hàn Quốc vào làm việc cho các công ty Hàn Quốc tại Việt Nam?

Nội dung text: Làm sao để thu hút du học sinh Việt Nam tài năng tại Hàn Quốc vào làm việc cho các công ty Hàn Quốc tại Việt Nam?

1. HOW TO ATTRACT TALENTED VIETNAMESE STUDENTS IN KOREA INTO KOREAN FIRMS IN VIETNAM AS A EMPLOYEE ? LÀM SAO ĐỂ THU HÚT DU HỌC SINH VIỆT NAM TÀI NĂNG TẠI HÀN QUỐC VÀO LÀM VIỆC CHO CÁC CÔNG TY HÀN QUỐC TẠI VIỆT NAM? Hyun-ChaePark22 - Chonnam National University Abstract According to KOTRA report in 2016, Korea remains number 1 investing country for Vietnam market in terms of accumulative FDI(Foreign Direct Investment). The total accumulative FDI amount by Korea shows U$ 48,810 mil.andnumber of FDI cases done by Korea remains 5,453cases. Around 5,500 Korean firms have entered into Vietnam. One of the biggest concern for Korean firms to increase the performance of firms is how to attract more talented Vietnamese employees. So this study will investigate main antecedents of joining intention for Korean firms. The results of the study are as follows ; First, there is a significant relationship between job stability, compensation including salary, training opportunities and ‘intention to join’. Second, Corporate reputation plays a moderating role between choice factors and ‘intention to join’. Based on the results of the study, several implications for Korean firms are provided Keywords:talented employee management, human resource development in Vietnam, intention to join, choice factor of the firm. Tóm tắt Theo báo cáo KOTRA năm 2016, Hàn Quốc vẫn giữ vị trí đầu tiên trong số các nước đầu tư vào thị trường Việt Nam tính theo tổng lượng FDI (Đầu tư trực tiếp nước ngoài). Tổng lượng vốn FDI tích lũy của Hàn Quốc đạt 48.810 triệu USD với 5.453 dự án FDI của Hàn Quốc. Khoảng 5.500 doanh nghiệp Hàn Quốc đã xâm nhập vào thị trường Việt Nam. Để nâng cao hiệu quả hoạt động doanh nghiệp, một trong những mối quan tâm lớn nhất của những doanh nghiệp Hàn Quốc là làm thế nào để thu hút thêm nhân viên tài năng người Việt Nam. Do đó, nghiên cứu này sẽ tìm hiểu những lý do chính cho ý định gia nhập các công ty Hàn Quốc. Kết quả nghiên cứu như sau: Thứ nhất, “ý định gia nhập” có quan hệ trực tiếp với công việc ổn định, chế độ đãi ngộ gồm lương và cơ hội đào tạo. 22 Associate Professor, Dept. of Business Administration, Chonnam National University, e-Mail : daniel@jnu.ac.kr 630
2. Thứ hai, danh tiếng công ty đóng vai trò điều tiết giữa các yếu tố chọn lựa và “ý định gia nhập”. Dựa trên kết quả nghiên cứu, tác giả đưa ra một số đề xuất cho các công ty Hàn Quốc. Từ khóa: quản trị nhân viên tài năng, phát triển nguồn nhân lực ở Việt Nam, ý định gia nhập, yếu tố chọn lựa của công ty. According to KOTRA report in 2016, Korea remains number 1 investing country for Vietnam market in terms of accumulative FDI(Foreign Direct Investment). The total accumulative FDI amount by Korea shows U$ 48,810 mil. andnumber of FDI cases done by Korea remains 5,453cases. Around 5,500 Korean firms have entered into Vietnam. Accumulative FDI status in Vietnam (as of Jul. 2016) Rank Name of Country Amount(100mil). Cases 1 Korea 48,810 5,453 2 Japan 40,240 3,154 3 Singapore 38,160 1,664 Source ; KOTRA report (2016) If we look at the trend of FDI done by Korea, FDI amount in 2014 increased a lot. FDI amount in 2014 presents 73.3 mil. U$. Korean Firms FDI on Vietnam (as of Jul. 2016) Around 5,500 Korean firms are doing business in Vietnam. Out of total 5,500 Korean firms in Vietnam, 911 firms are located in Hochiminh and 478 firms are located in Hanoi. 631
3. Location map of Korean firms in Vietnam Source ; KOTRA report (2016) One of the most attracting point for Korean firms to invest Vietnam is good destination of making production site. Why Korean Firms Go to Vietnam (%,2016) Source ; KOTRA report (2016) Under these kinds of circumstances, Korean firms have to pay more attention to how to attract talented Vietnamese students, creating higher performance in Vietnam. 632
4. In the meantime, if we analyze foreign students who are studying in Korea, total number of students in 2015 presents 91,332. Foreign students in Korea by year. Source : Ministry of Education in Korea Among all foreign students in Korea, in 2015, Chinese students shows the highest number (approximately) 54,214 students. Next to China, Vietnam students positioned 2nd highest. Japanese students in Korea will be 3rdposition. Number of Foreign students who come to study in Korea Source : Ministry of Education in Korea So this study explores main antecedents to attract talented Vietnam students who have experience to study in Korea and understand Korean cultures into Korean firms in Vietnam. In addition to this, this study also investigates corporate reputation (CR) will play a moderating role between the said antecedents and ‘intention to join’(dependent variable). Up to now, there is no previous paper related to the topic of this study. Therefore, major research questions of this study are as follows ;“what will be main antecedents to affect ‘intention to join’ Korean firms in Vietnam by Vietnam students in Korea ?” and whether corporate reputation moderates the relationship between influencing factors and ‘intention to join’. 2. Literature Review and Hypotheses Development This section establish the literature review and hypotheses development. 2.1. ‘Intention to join’ and the influencing factors on ‘intention to join’ For job seekers, corporate choice is a very important decision-making process to affect their life a lot.They selects jobs and organizations for their career developments.‘The 633
5. intention to join’ means taking actions to join the concerned firm, such as collecting information on the organization and making an effort to see the interview(Aiman-Smith et al. 2001). From the perspective of the companies, the study of organizational recruitment and organizational choice has received much attention in recent years. It was suggested that job application decisions done by job seekers are usually based on the attractiveness of the organization like compensation, job stabilities, corporate reputation etc.(Rynes, 1989). Corporate image and recruitment image are very important predictors of influencing job seekers(Lemmink et al., 2003).Subjective theory by Tom (1971) presented personality, aptitude and company image will be also influential to ‘intention to join’. As per job seekers’ company assessment framework in the study by Ryou & Lee (2010), factors like job stability, promotion, wages and educational supports are very crucial in ‘intention to join’. Clark(1988) suggested job stability and chance of promotion would be more important than a salary. Based on such previous studies, this study employed job stability, compensation, major concurrence, promotion and training opportunities as antecedents of ‘intention to join’ for job seeking Vietnam students in Korea. Therefore, the following hypotheses are developed. H1 ; There will be a positive relationship between major concurrence(mj) and intention to join(ij) for Vietnam students in Korea. H2 ; There will be a positive relationship between job stability(js) and intention to join for Vietnam students in Korea. H3 ; There will be a positive relationship between compensation (including salary) (sa) and intention to join for Vietnam students in Korea. H4 ; There will be a positive relationship between promotion(pr) and intention to join for Vietnam students in Korea. H5 : There will be a positive relationship between training opportunities(tr) and intention to join for Vietnam students in Korea. 2.2. Corporate reputation and ‘intention to join’ The concept of corporate reputation is divided into two categories(Gotsi & Wilson, 2001). One perspective is to perceive corporate reputation as a similar concept with corporate image. The other perspective is to perceive corporate reputation as a different concept with corporate image.The concept of corporate reputation in this study will be based on the integration of two concepts and offers “the image and evaluation of a company formed by stakeholders over time”. As per the study by Turban and Cable (2003), corporate reputation could influence the applicants positively. Schwaiger et al.(2009) mentionedthere would be positive relationship between corporate reputation and ‘intention to apply’. Therefore, job seekers prefer to join firms with better corporate reputation. Based on above-mentioned studies, following hypothesis is suggested. H6 : Corporate reputation (CR) moderates the relationship between antecedents and intention to join for Vietnam students in Korea. 634
6. Research Model 3. Method 3.1. Sample and Data collection The data collection was conducted from early March to the end of March in 2017. The survey data were collected from Vietnam students in Gwangju, Korea. Total 60 samples collected but 54 samples were used for the analysis, besides 6 samples with missing data. Demographic profile of subjects Variable Category N % Gender Male 42 78 Female 12 22 Major Engineering 41 76 Social science 13 24 Education Post graduate 45 83 Undergraduate 9 17 3.2. Measures In order to ensure that the questionnaire was not lengthy, selected items for variables were used. Response option for all items were used 5-point likert scale, ranging from 1(strongly disagree) to 5 (strongly agree). Influencing factors were measured with 3 items based on previous studies (Schlager et al.(2011), Ryou & Lee(2010), Song(2012), Alniacik et al.(2014)) to assess major concurrence, job stability, compensation, promotion opportunities and training 635
7. opportunities. After referring to previous study (Van Riel & Fombrun, 2007), corporate reputation was measured with 4 items. 4. Data analysis and Results 4.1. Validity and Reliability Confirmatory factor analysis (CFA) was performed to analyze convergentvalidity for the measurement model. The figures of CCR showed more than 0.7 and the figures of AVE showed more than 0.5. Reliability analysis was also performed. The figures of all Cronbach’s alpha showed more than 0.6. So the construct reliability is also satisfied. Table 2 shows the results of CFA and reliability analysis on exogenous variables. Results of CFA & reliability analysis 4.2 Empirical Findings Regression analysis was carried out to test hypothesis. The results of analysis were shown in Table 5. Results of regression analysis 636
8. A moderation effect was also analyzed as shown in Table 6. Results of analysis for moderating effect As a summary, the result of research model was presented in Figure 6. Result of research model 5. Conclusion and Discussion In this paper, we investigated some of the key factors that have influenced ‘intention to join’. First, there is a significant relationship between job stability, compensation including salary, training opportunities and ‘intention to join’ and there is no relationship between major concurrence, promotions and ‘intention to join’. Second, corporate reputationplays a moderating rolein relationship between choice factors and ‘intention to join’. The limitation of the study remains that the questionnaires in the study were distributed to Vietnam students in Gwangju, Korea and sample size was not enough to test hypothesis properly. So future study should be considered filling up these limitation. 637
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