The research aims to find out the factors influencing teachers’ behavioral intention and usage behavior of information technology (IT) in lectures based on the Unified Theory of Acceptance and Use of Technology (UTAUT) with structural equation modeling (SEM) support-ed by AMOS 20 software. The study examines the impact of performance expectancy, effort expectancy, social influence, and subject characteristics on the teachers’ behavioral intention, which is later examined along with facilitating conditions and habit on the teachers’ usage behavior of IT. Data is collected from lecturers working at economic university in the northern area of Vietnam. The result shows direct positive effect of performance expectancy, effort expectancy and subject characteristics on teacher’s behavioral intention. Moreover, behavioral intention, facilitating condition and habit later on have influenced on teacher’s actual use behavior. Finally, the research indicates that younger teachers have stronger behavioral intention of apply IT in lecturing.

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.

The purpose of this paper is to assess the impact of professional identification, organizational identification on job satisfaction, career satisfaction and organizational commitment. The study was conducted on 1118 lawyers licensed to practice in Vietnam for a period of 3 months. The results show that both professional identification and organizational identification had strong positive impacts on job satisfaction, career satisfaction and organizational commitment. In addition, Job satisfaction plays a mediate role in the relationship between professional identification, organizational identification and organizational commitment. But unlike previous studies, the two variables moderating Gender and organizational tenure have no moderate role in the relationship between professional identification and organizational commitment.