This study analyzed the factors influencing the effectiveness of inter-organizational relationship (IOR) through relationship marketing of travel companies with their partners based on data collection with 256 responses who were working for travel companies in Vietnam. The study used a quantitative approach as factor analysis, multiple regressions and path analysis. The results indicated that inter-organizational relationship effectiveness was directly and indirectly affected by coordination, trust, frequency of interaction, commitment, communication, organizational compatibility, and relationship marketing. Surprisingly, formalization did not significantly affect the effectiveness of IOR and relationship marketing. This study is an essential reference for managers to make decisions and to enhance the effectiveness of their collaborative partnerships.

This study aims to analyze the factors affecting students’ attitudes and entrepreneurial intention. Quantitative approach was mainly applied with structured questionnaires directly delivered to 2,141 senior students and newly graduates from twelve universities in Ho Chi Minh City. The empirical results show that social norms, personal traits of openness to new experiences, extraversion, conscientiousness, and positive attitudes directly and indirectly affected entrepreneurial intention. In addition, agreeableness and negative attitudes negatively affected entrepreneurial intention. Based on the findings, discussions and practical implications were suggested for improving educational programs that promote the nurture of talented entrepreneurs for the country.

The research aims to test the impact of corporate social responsibility toward employees on employee motivation in Vietnamese businesses. Based on 804 samples, results show that, be-sides the factors of opportunistic behavior, all factors of trust and social responsibility had positive impacts on employee motivation. In particular, the trust has the largest level of influence. The study also pointed out the opposite effect of the trust and social responsibility factors of enterprises toward employees on opportunistic behavior in enterprises. The authors propose a number of recommendations to increase employee motivation in businesses in emerging economies, including Vietnam.

The research was conducted in order to identify the relationships between human resource practices, employee motivation and employee loyalty. Quantitative research method was applied with questionnaires directly delivered to 595 employees in hospitality sector in Ho Chi Minh city, Vietnam. Statistics techniques including exploratory factor analysis, reliability analysis, multiple regression and mediation analysis were used. The empirical results showed that variables of team spirit, career development, compensation, relationship with manager and working environment directly affected employee motivation and consequently, they provided indirect effects on loyalty through the mediation of employee motivation. In addition, employee loyalty was also directly affected by career development, working environment and employee motivation. It is suggested that hospitality sector should develop attractive compensation and benefit policies, comfortable workplace environment, coherent teamwork culture as well as straightforward career training and development plan for achieving higher level of employee loyalty.