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 research was conducted to investigate the antecedents directly and positively affecting organization’s word-of-mouth towards professional service, primarily in the context of B2B professional general insurance services in Vietnam. The empirical results of this research indicated that five out of seven factors, namely interpersonal skills, premium, technical skills, reputation and risk coverage had both significantly positive direct and indirect effects on organization’s word-of-mouth with the mediation role of organization’s perceived service quality. Based on the empirical results, it is suggested that insurers should improve organization’s perceived service quality, and thereby enhance their word-of-mouth behavior.

This article aims to identify the drivers of the life satisfaction and happiness according to basic demands explored in motivational theories and the inclusion of the need for association participation. Structured questionnaire was directly delivered to 454 poor families living in nine districts of Can Tho. The data was processed by using SmartPLS with partial least squares (PLS) technique. The study found that existence needs, growth needs and needs of association participation can mostly explain the model which remarkably contribute to the literature of life satisfaction and happiness. In addition, the needs for association participation and life satisfaction positively affect people’s life happiness. In order to improve the living standards of local people, the government should clearly understand what residents really target to in life and fundamental demands of survive and self-development should be carefully considered and supported by the local authority and private organizations.

This study aims to investigate the effects of job-related stressors and individual-related stressors on employee motivation, job satisfaction and employee loyalty in the context of Vietnam hospitality industry. Data were collected by surveying 595 employees including Hotel/Restaurant receptionist, low-level manager (shift/group leader, supervisor, etc.) and Middle level and high ranked manager (Chief/deputy chief of department, general manager, director, etc.) from medium to large Hotels and Restaurants in Ho Chi Minh City. Besides, the collected data was analyzed by employing partial least squares (PLS) technique. The results show that individual-related stressors positively and directly affect employee motivation, job satisfaction and employee loyalty while job-related stressors have a positive direct effect on employee motivation but indirectly affect job satisfaction and employee loyalty. This study provides critical contributions to the research field of the Hospitality industry as well as suggests some important recommendations for improving employee motivation, job satisfaction and employee loyalty in the context of Vietnam Hospitality.

The paper was designed with the purpose of discovering the relationships among legal environment, corporate social responsibility (CSR) practices and business success. Data collection from 869 companies was processed with quantitative methodology; all of the respondents were identified to be working at the managerial level in Ho Chi Minh City and Binh Duong Province, Vietnam. The empirical outcomes indicated that legal environment significantly affects business success directly and indirectly the mediation of CSR practices; economic CSR, philanthropic CSR, legal CSR and environment CSR. Ethical CSR was excluded from the proposed model after exploratory factor analysis. By developing the awareness of CSR and encouraging Vietnamese corporates to practice on CSR activities, this study contributes to the local business’s further growth for better business performances as well as for the overall benefit of the society. Moreover, suggestions for future researches are also recommended to extend the related topics.

This study attempted to identify decisive factors having important impacts on international tourists’ satisfaction in Ho Chi Minh City (HCMC). By conducting a survey of 2,073 foreign visitors in HCMC, this paper explored nine determinants and their effect levels on international tourists’ destination satisfaction. Quantitative approach was mainly applied with statistical techniques used as exploratory factor, reliability, and multiple regressions analyses. The result indicated that eight out of nine factors significantly affect international tourists’ satisfaction. The nine determinants of foreign tourists’ satisfaction include cultural and historical attraction, tourist service infrastructure, local cuisine, safety and security, entertainment, destination image, negative attributes, perceived price, and natural environment; in which destination image had the strongest effect on satisfaction of international tourists in HCMC. These findings provide practical implications for practitioners, policy makers, and Department of Tourism HCMC.

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.