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RECRUITMENT AND RETENTION PRACTICES OF THE
PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND
AND MOUNTAINOUS REGION OF VIETNAM

___________________________

A Dissertation
Presented to the Faculty of the Graduate School
Southern Luzon State University, Lucban, Quezon, Philippines
in Collaboration with
Thai Nguyen University, Socialist Republic of Vietnam

___________________________

In Partial Fulfillment
of the Requirements for the Degree
Doctor of Business Administration

___________________________

By
LUU THE VINH (LEO)
December 2017
i


APPROVAL SHEET
The Dissertation of
LUU THE VINH (LEO)
entitled
RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL

UNIVERSITIES IN THE NORTHERN MIDLAND AND
MOUNTAINOUS REGION OF VIETNAM
Submitted in Partial Fulfillment of the
Requirements for the Degree
Doctor of Business Administration
In the Graduate School
Southern Luzon State University, Republic of the Philippines
in collaboration with
Thai Nguyen University, Socialist Republic of Vietnam
has been approved by the Committee

ẺRIBERTO A. CASINO, DBA
Member

CHONA V. CAYABAT, DBA
Member

DR. MOSES T. MACALINAO
Adviser

FLORMANDO P. BALDOVINO, DBA
External Panel

MILO O. PLACINO, Ph. D
Chairman
Endorsed by:

Recommended by:

JOANNA PAULA A. ELLAGA, DBA

Adviser

JOANNA PAULA A. ELLAGA, DBA
Dean, Graduate Program

Accepted in Partial Fulfilment of the Requirements for the Degree
Doctor of Business Administration

_____________________
Date

MARISSA C. ESPERAL, PhD, RGC
Vice President for Academic Affairs
ii


CERTIFICATE OF ORIGINALITY

This is to certify that the research work entitled “RECRUITMENT AND
RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE
NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM”
orally defended/presented under the DBA program jointly offered by Southern
Luzon State University of the Republic of the Philippines and Thai Nguyen
University of the Socialist Republic of Vietnam, embodies the result of original
work carried out by the undersigned.
This dissertation does not contain words or ideas taken from published
sources or written works by other persons which have been accepted as basis
for the award of any degree from other higher education institutions, except
where proper referencing and acknowledgement were made.

_______________________
LUU THE VINH (LEO)
Date Orally Defended: December 01, 2017

iii


ACKNOWLEDGEMENT

The Researcher sincerely extends his deepest gratitude and
appreciation to the following persons who made significant contributions in
the accomplishment of this research study:
Dr. JOANNA PAULA A. ELLAGA, Dean of College of Business
Administration, research adviser, for her advice, constructive criticisms, and
patient encouragement; for sharing her sheer intelligence; for helping the
researcher to grow and hone his skills and for being the source of
encouragement, the Researcher humbly extends his gratitude;
Dr. MILO O. PLACINO, Dr. FLORMANDO P. BALDOVINO, Dr.
MOSES T. MACALINAO, Dr. CHONA V. CAYABAT, and Dr. ERIBERTO A.
CASIÑO, members of the Oral Examination Committee, for their interest in
the researcher’s work, inputs, and for their valuable suggestions for the
improvement of this study;
MANAGERS, LECTURERS AND STAFF of Hung Vuong and Tan
Trao University, the respondents, for their time, cooperation, honesty in
answering the questionnaire and for sharing their experiences; and
RESEARCHER’S FAMILY and FRIENDS, for the love and support in
one way or another, and
to ALL, who have contributed to make this study a success.

Luu The Vinh

iv


DEDICATION

This piece of work is humbly dedicated
to my colleagues and fellow instructors,
my students, my family and
my relatives, my friends, my wife,
and my children.

LTV

v


TABLE OF CONTENTS

PAGE
TITLE PAGE ………………………………………………………………..

i

APPROVAL SHEET ……………………………………………………….

ii

CERTIFICATE OF ORIGINALITY ………………………………………..

iii

ACKNOWLEDGEMENT …………………………………………………..

iv

DEDICATION

v

………………………………………………….……………
TABLE OF CONTENTS ……………………………………….………….

vi

LIST OF TABLES ………………………………………………………….

ix

LIST OF FIGURES ………………………………………………………...

xii

ABSTRACT …………………………………………………………………

xiii

CHAPTER
I

II

III

INTRODUCTION …………………………………….………

1

Background of the Study …………………………….….…..

3

Objectives of the Study ……………………………………..

10

Hypotheses .......................................................................

11

Significance of the Study …………………………….……..

12

Scope and Limitation of the Study ………...…..…………

14

Definition of Terms ……………………………….………….

15

REVIEW OF RELATED LITERATURE ……........….…….

18

Conceptual Framework …………......................................

65

RESEARCH METHODOLOGY ……………………………

66

Locale of the Study ………………………….………….…

67

Research Design ……..…………………….…….………….

68

Description of Respondents ………………………………..

68

Research Instrumentation …………………………….….…

69

Data Gathering Procedure …………………………….……

70

Statistical Treatment …………………….…........…….……

71

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IV

RESULTS AND DISCUSSION …………...……………….

75

Demographic Profile of Respondents ……………………..

75

Recruitment Practices of the Provincial Universities in the
Northern Midland and Mountainous Region of Vietnam in
terms of Job Analysis, Sourcing, Screening, and
Selection……………………………………………………….

80

Respondents’ Assessment on the Recruitment Practices
of the Provincial Universities in the Northern Midland and

Mountainous Region of Vietnam …………………………

84

Significant difference on the recruitment practices of the
provincial universities in the northern midland and
mountainous region of Vietnam assessed by the
respondents …………………………………………………..

110

Retention practices of the provincial universities in the
northern midland and mountainous region of Vietnam in
terms of growth opportunities, compensation, supports,
relationship, culture and work environment ……………….

130

Respondents’ assessment on the retention practices of
the provincial universities in the northern midland and
mountainous region of Vietnam ……………………………

136

Significant difference on the retention practices of the
provincial universities in the northern midland and
mountainous region of Vietnam assessed by the
respondents …………………………………………………

170

Problem encountered by the respondents on the
following practices …………………………………………
Solutions to improve the recruitment and retention
practices of the provincial universities in the northern
midland and mountainous region of Vietnam …………….

V

195

199

SUMMARY, FINDINGS, CONCLUSIONS AND
RECOMMENDATION
Summary ……………….……………………….……………

214

Findings ……………………………………………………....

215

Conclusions ……………………………………………….....

221

Recommendations …………………………………………..

223

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REFERENCES ……………………...………………...……….…….……..

225

APPENDICES ……………………………………………………….……...

233

A. Letter Request for Conducting the Study ……………………

234

B. Letter of Request to the Respondents ………………………

235

C. Research Instrument .............................................................

240

D. Data Analysis ……………………………………………........…

249

CURRICULUM VITAE ……………………………………………….…….

282

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LIST OF TABLES
TABLE

PAGE

1

Number of Sample Respondents

69

2

Percentage Distribution of Respondents’ Profile in Terms
of Age

75

Percentage Distribution of Respondents’ Profile in Terms
of Sex

76

Percentage Distribution of Respondents’ Profile in Terms
of Highest Educational Attainment

77

Percentage Distribution of Respondents’ Profile in Terms
of Length of Work Experience

78

Percentage Distribution of Respondents’ Profile in Terms
of Position

79

Perception of Three Group of Respondents of Two
Universities on the Recruitment Practices in Terms of Job
Analysis

85

Mean Distribution of Respondents’ Perception on the
Recruitment Practices in Terms of Job Analysis

89

Perception of Three Groups of Respondents of Two
Universities on The Recruitment Practices in Terms of
Sourcing

93

Mean Distribution of Respondents’ Perception on the
Recruitment practices in terms of Sourcing

95

Perception of Three Group of Respondents of Two
Universities on The Recruitment Practices in Terms of
Screening

97

Mean Distribution of Respondents’ Perception on the
Recruitment practices in terms of Screening

100

Perception of Three Group of Respondents of Two
Universities on The Recruitment Practices in Terms of
Selection

103

Mean Distribution of Respondents’ Perception on The
Recruitment Practices in Terms of Selection

106

3

4

5

6

7

8

9

10

11

12

13

14

15

Perception

of

Three

Group

ix

Respondents

of

Two


TABLE

PAGE
Universities on The Recruitment Practices

108

Mean Distribution of Respondents’ Perception on the
Recruitment Practices

109

Testing of Hypothesis on Job Analysis Between Groups of
Respondents of Two Universities

110

18

Testing of Hypothesis on Job Analysis

113

19

Testing of Hypothesis on Sourcing Between Groups of
Respondents of Two Universities

116

20

Testing of Hypothesis on Sourcing

118

21

Testing of Hypothesis on Screening Between Groups of
Respondent of the Two Universities

120

22

Testing of Hypothesis on Screening

123

23

Testing of Hypothesis on Selection Between Groups of
Respondents of Two Universities

125

24

Testing of Hypothesis on Selection

128

25

Testing of Hypothesis on Recruitment Practices

130

26

Perception of Three Group Respondents of Two
Universities on The Retention Practices in Terms of
Growth Opportunities

137

Mean Distribution of Respondents’ Perception on the
Retention practices in Terms of Growth Opportunities

142

Perception of Three Group Respondents of Two
Universities on The Retention Practices in Terms of
Compensation

145

Mean Distribution of Respondents’ Perception on The
Retention Practices in Terms of Compensations

149

16

17

27

28

29

30

31
32

Perception of Three Group Respondents of Two
Universities on the Retention Practices in Terms of
Support
Mean Distribution of Respondents’ Perception on the

Retention Practices in Terms of Support
Perception of Three Group Respondents of Two
Universities on the Retention Practices in Terms of
x

152

155


TABLE

PAGE
Relationships

158

Mean Distribution of Respondents’ Perception on the
Retention Practices in Terms of Relationships

160

Perception of Three Group of Respondents of Two
Universities on the Retention Practices in Terms of Culture
and Work Environment

162

Mean Distribution of Respondents’ Perception on the
Retention Practices in Terms of Culture and Work

Environment

166

Mean Distribution of Respondents’ Perception Between
Two Universities on the Retention Practices

168

Mean Distribution of Respondents’ Perception on the
Retention Practices

169

Testing of Hypothesis on Growth Opportunities Between
Groups Respondent of Two Universities

170

39

Testing of Hypothesis on Growth Opportunities

174

40

Testing of Hypothesis on Compensations Between Group
Respondents of Two Universities

176

41

Testing of Hypothesis on Compensations

179

42

Testing of Hypothesis on Support Between Group of
Respondents of The Two Universities

181

43

Testing of Hypothesis on Support

184

44

Testing of Hypothesis on Relationships Between Group of
Respondents of Two Universities

186

45

Testing of Hypothesis on Relationships

188

46

47

Testing of Hypothesis on Culture and Environment
Between Groups of Respondents of Two Universities
Manager
Testing of Hypothesis on Culture and Work Environment

48

Testing of Hypothesis on Retention Practices

33

34

35

36

37

38

xi

190
193
195


LIST OF FIGURES
FIGURE

PAGE

1

Diagram of Organizational Structure

22

2

Sources of Recruitment

33

3

Recruitment Process

39

4

Factors Affecting Recruitment

40

5

IPO Model of the Recruitment and Retention Practices of
the Provincial Universities in the Northern Midland and
Mountainous Region of Vietnam

65

xii


ABSTRACT
Title of Research

: RECRUITMENT AND RETENTION PRACTICES
OF THE PROVINCIAL UNIVERSITIES IN THE
NORTHERN MIDLAND AND MOUNTAINOUS
REGION OF VIETNAM

Researcher

: LUU THE VINH (LEO)

Degree Conferred

: DOCTOR OF BUSINESS ADMINISTRATION

Name and Address
of Institution

: Southern Luzon State University, Lucban,
Quezon, Philippines and Thai Nguyen University,
Socialist Republic of Vietnam

Adviser

: Dr. Joanna Paula A. Ellaga

Year Written
: 2017
______________________________________________________________
The study intended to analyze and improve the employees’ recruitment
and retention practices of the provincial universities in the northern midland
and mountainous region of Vietnam. Specifically, it sought to determine the
recruitment practices of the provincial universities in terms of job analysis,
sourcing, screening, and selection. It also sought to determine the retention
practices of the provincial universities in terms of growth opportunities,
compensation, support, relationship, and culture and work environment. Also,
it determined if there is a significant difference in the recruitment and retention
practices of the provincial universities as assessed by the respondents when
they are grouped according to their position. In addition, it also pursued to
identify problems encountered by the respondents on the recruitment and
retention practices to propose an intervention program for recruitment and
retention practices of the provincial universities. The descriptive method was
used through survey to a total of 390 respondents, composed of managers

and employees. The instruments utilized in this research were the frequency,
xiii


percentage distribution, weighted mean, Regression and the One – way
ANOVA. Based on the data gathered and analyzed, the findings indicated that
the major difficulty of the existing recruitment practices of the provincial
universities in the northern midland and mountainous region of Vietnam
encountered is the lack of personnel's planning. Furthermore, there are areas
that need to be improved such as: job analysis, source of recruitment,
researching

on

candidates’

background,

creating

justice

and

equal

opportunities in recruitment and improving the quality of recruitment
announcement. It also indicated that the major difficulty of the existing
retention practices of the provincial universities encountered is lack of
development opportunities. In addition to this, there are unsuitable

compensation policy, untimely supports, and poor work environment. The
proposed solutions are to improve the quality of the recruitment practices
generally by stating job description for each position, with clear requirements
and criteria. Also, expand and diversify recruitment sourcing. In order to,
improve the employee retention practices, it must ensure an average
opportunity for candidates, and create a flexible working environment. Thus,
the success or failure ultimately depends on the attitude, awareness of the
leaders and how they will address difficulties.

xiv