Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.Động lực làm việc của giảng viên trong các trường đại học công lập ở Việt Nam hiện nay.MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION TA THI LIEU WORKING MOTIVATION OF UNIVERSITY LECTURES IN PUBLIC UNIVERSITIES IN VIETNAM TODAY Spec.
MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION TA THI LIEU WORKING MOTIVATION OF UNIVERSITY LECTURES IN PUBLIC UNIVERSITIES IN VIETNAM TODAY Speciality: Public Management Code: 934.04.03 SUMMARY OF DOCTOR THESIS Hanoi, 2022 This thesis was carried out at: NATIONAL ACADEMY OF PUBLIC ADMINISTRATION Science instructor: Ph.D Ta Quang Tuan Ph.D Ha Quang Ngoc Reviewer 1: ……………………………… Reviewer 2: ……………………………… Reviewer 3: ……………………………… The thesis will be defended before the Academy Thesis Evaluation Council of the National Academy of Public Administration Address: No 77, Nguyen Chi Thanh Street, Dong Da District, Hanoi City Time: …./……/…… 2022 Thesis can be found at: - Library of the National Academy of Public Administration - National Library of Vietnam PREAMBLE Reasons for choosing the topic At public universities in Vietnam, lecturers are officials in the public system Hence, lecturers both perform professional tasks of teaching, doing scientific research, and serving the public - from this perspective, they are dynamic The workforce of lecturers has its characteristics Therefore, it is essential to study the work motivation of lecturers to have appropriate measures to increase the working basis of lecturers in public universities in Vietnam from the perspective of general management In a market economy, autonomy, competition, and rapid development in size, quantity, quality, and training efficiency of nonpublic universities, create competition among universities Competition between public and private universities The private sector's human resource management and motivation mechanism is more flexible and effective than the public sector, leading to a "brain drain" from public universities to private universities Help lectures harmoniously deal with their and their families material and spiritual interests The State has promulgated many policies to motivate lecturers; public universities have clearly defined goals and action plans to increase motivation to develop teaching staff in the coming time However, in reality, implementing State policies at public universities still faces many obstacles and limitations These issues have been raising management questions for the State, management agencies, and leaders of public universities in Vietnam today, how to find solutions to increase work motivation It is urgent always to attract and retain talented lecturers to serve the development of the school and the education industry and contribute to the training of human resources for the country Stemming from the above fact, with the desire to contribute to the development of public universities, the author chooses the topic "Working motivation of lecturers in public universities in Vietnam today” Research goals and tasks 2.1 Research purposes: Based on theoretical and actual research on motivation and the working motivation of lecturers in public universities, the thesis proposes several perspectives and solutions to enhance work motivation for lecturers in public universities in Vietnam 2.2 Research mission (1) Overview of research works related to the thesis topic (2) Systematize, build a theoretical framework, and clarify theoretical issues about the working motivation of lecturers in public universities (3) Analyze the current working motivation of lecturers in public universities in Vietnam, evaluate and point out the advantages, limitations, and causes as a basis for proposing solutions (4) Proposing viewpoints and solutions to enhance working motivation for lecturers of public universities in Vietnam in 2025-2030 Subjects, scope of research 3.1 Research subjects: work motivation and factors affecting the working motivation of lecturers in public universities in Vietnam today 3.2 Research scope - Regarding the content: the study and assessment of the working motivation of full-time lecturers in public universities in Vietnam through the expressions of work motivation of public university lecturers separated by each task Teaching service, doing scientific research, then researching the factors affecting their work motivation Study and propose viewpoints and solutions to enhance working motivation for lecturers of public universities in Vietnam in the coming time - About time: the study collects secondary documents from 20102022; The survey collects primary data from 2019-2022 - About space: Research thesis at public universities The thesis focuses on investigating and surveying the current status of motivation and factors affecting the working basis of lecturers in 20 public universities in Hanoi, Hai Phong, Thai Nguyen, Bac Giang, Phu Tho, Da Nang, Ho Chi Minh City, Quy Nhon, Thai Binh The thesis does not study public universities under the Ministry of National Defense and Public Security, public universities under the People's Committees of provinces, and centrally run cities Research methodology and methodology The thesis is based on the methodological basis of dialectical materialism and historical materialism of Marxism-Leninism, Ho Chi Minh's thought, and the views of the Communist Party of Vietnam The topic approaches human resource management theory to study work motivation and work motivation for public university lecturers; Approaching interdisciplinary science: The thesis approaches psychological science to learn about work motivation and work motivation expression of university lecturers; Science of educational management including state management of education and school management to research and propose solutions to enhance work motivation for public university lecturers; Participatory approach: The thesis topic is researched with the participation of management forces from policy promulgating management levels and policy implementation management levels of public universities to increase work motivation for lectures The topic applies a combination of the following scientific research methods: (1) Methods of secondary research; (2) Primary data collection method; (3) Methods of statistics, analysis, and synthesis; (4) In-depth interview method; (5) Expert method Research questions and scientific hypotheses 5.1 Research questions: (1) To what extent is the motivation of lecturers in public universities manifesting? (2) What factors affect the motivation of lecturers in public universities? (3) What solutions to increase the motivation to work for lecturers in public universities in the coming time are appropriate? 5.2 Giả thuyết khoa học Currently, the working motivation of lecturers at public universities in Vietnam is uneven among public universities and has not met the desired level of managers Many factors affect lecturers' work motivation in public universities; some aspects have not yet created motivation to work for lecturers, such as factors belonging to the state, including remuneration, honor policy, assessment use policy, and university autonomy Secondly, elements belonging to the university: pay, leaders and leadership mechanisms, working environment and conditions, and factors belonging to lecturers have a significant influence on the motivation of lecturers to work-members in public universities in Vietnam today In the new context, it is necessary to have appropriate solutions to enhance the working motivation of lecturers so that they can be enthusiastically devoted and perform their tasks to meet the requirements of public universities and development trends In higher education, in which the solutions to improve macro-policy are: (1) Rebuilding measures to encourage the profession of public university lecturers; (2) Renovating the salary policy of public university lecturers; (3) Strengthening autonomy and self-responsibility for public universities; (4) Promote the implementation of the policy of educational socialization in public universities (5) flexibly apply the remuneration and honor regime for public university lecturers; (6) Improve the system of recruitment, accreditation, and evaluation to stimulate the work motivation of lecturers (7) To guide and disseminate to lecturers policies to motivate work Solutions to increase work motivation for lecturers from public universities: (1) Pay attention to policies to improve teaching and research capacity for young lecturers; (2) Develop solutions to improve the professionalism and professional ethics of lecturers; (3) Implement solutions to publicly and promptly commend lectures with achievements; (4) Building university culture by the professional characteristics of lecturers; (5) Pay attention to the working conditions of lecturers; (6) Improve students' attitudes and academic achievements; (7) Create a mechanism for lecturers to know how to motivate themselves to work; (8) Applying the process of motivating work Dissertation contribution (1) Building a theoretical framework derived from the peculiarities of the lecturer's teaching and scientific research activities through the expression of enthusiasm for the lecturer's work; the level of trust, interest in the work of the lecturer, the degree of participation of the lecturer in professional activities and the level of job completion of the lecturer (2) Point out the factors affecting the work motivation of public university lecturers from state management agencies (institutional regulations, policies associated with the characteristics of lecturers, etc.) and professional characteristics of lecturers) from public universities The thesis shows that five factors belonging to the state and seven factors belonging to universities affect the working motivation of lecturers in public universities (3) Proposing two points of view and suitable solutions to increase the motivation to work for lecturers in public universities in Vietnam from 2025 to 2030 Which: There are seven solutions to improve macro policies and eight solutions to increase work motivation for lecturers from public universities Scientific and practical significance of the thesis Contributing to supplement and enrich the theory and practice of working motivation of lecturers in public universities The thesis is a reference for competent state management agencies in formulating policies to create work motivation for lecturers of public universities The thesis can be a reference for managers in public universities to develop measures to motivate lecturers to work, as a reference for teaching in educational institutions and also as a reference for teaching in educational institutions materials for readers interested in research Thesis structure In addition to the introduction, conclusion, and list of references, the thesis content is structured into four chapters: Chapter Overview of research related to the thesis topic; Chapter The scientific basis on working motivation of lecturers of public universities Chapter Current status of cause of lecturers in public universities in Vietnam Chapter Perspectives and solutions to increase work motivation for lecturers in public universities in Vietnam in the coming time Chapter RESEARCH SITUATION OVERVIEW RELATED TO THE THESIS 1.1 Research works on motivation and work motivation for employees The thesis conducts an overview of research works on the work motivation of employees, such as approaching employees' expectations towards the organization and vice versa, factors affecting work motivation, and creating the working basis for employees of the authors: Nguyen Thi Hong Hai (2016), Hoang Thi Hong Loc and Nguyen Quoc Nghi (2014), Nguyen Thi Van Huong (2014), Pham Duc Toan (2022), Abraham Maslow (1943), Herzberg (1959), Vygotsky (2014), Deci & Ryan (1985 & 1991), Porter and Lawler (1968), Vandenabeele, 2007, Steers (1987), Hall and Williams (1986) 1.2 Research works on motivation and motivation for lecturers The thesis focuses on an overview of the works directly related to the working motivation of lecturers of public universities Typically, studies on the basis, work motivation, and factors affecting the work motivation of lecturers research on motivation work for lecturers include Douglas McGregor (1960) ), Steers (1987), Clayton Paul Alderfer (1969), Rogers (1951), Nguyen Thanh Ha, Bui Huy Tung (2019), Nguyen Thi Hong Tham (2019), Nguyen Van Luat (2013), Nguyen Ngoc Son, Nguyen Quynh Hoa… (2019), Pham Thu Trang, Mai The Cuong (2019), Nguyen Thi Bich Lan (2021)… 1.3 Comments on the works and the contents that need to be further studied in the thesis The issues have been clarified; the thesis can be inherited Several research works have found ways to stimulate lecturers to implement the goals and tasks set by the university Studies at home and abroad confirm that work motivation associated with job satisfaction is critical because it is related to the physical and mental health of lecturers and affects research effectiveness And teaching, leaving or changing their careers Studies have shown that, for lecturers, work is an essential aspect of people's lives, and most lecturers spend a large part of their working time at university Theoretical and practical studies show that lecturers' work motivation affects the lecturers' effectiveness and the progress of learners, educational institutions, the education industry, and significantly higher education, as well as contributing to socio-economic development and national development Domestic researchers assert that understanding the factors affecting the satisfaction of lecturers in the workplace is very important to a university's success They affirmed the need to increase motivation for lecturers, encouraging them to work actively through the following solutions: (1) Improving motivational tools with material and motivational tools through spiritual encouragement Finalize the salary tool; Complete the tool to evaluate job performance; Complete training tools (2) Determining the central role of the motivational tool system as a tool to evaluate work performance; (3) Strengthening the interrelationship of motivational tools in the system Gaps in research Firstly, studies have confirmed and emphasized that the level of needs within people will determine the formation and level of work motivation However, few studies mention the effects of external factors on the internal needs of each individual, not paying attention to personal characteristics, professional characteristics, socio-cultural characteristics, etc Second, studies related to the work motivation of university lecturers in Vietnam only point out the reasons for choosing and sticking with the teaching profession, pointing out several factors affecting the motivation to work as a lecturer's job New studies only focus on the teaching motivation of lecturers, while the lecturer's job includes 02 main tasks: teaching and scientific research; These two activities are closely related and support each other Moreover, in addition to professional duties, lecturers in public universities also have public service duties because lecturers are officials working in the public sector, currently absent from research approaches from the management perspective Labor Third, the research approaches work motivation according to the theory of needs, satisfying the needs of employees, and has shown the factors affecting the work motivation of employees but has not delved into their nature Changes in the conditions of employees during the work process, such as the need to maintain personal relationships with those who are important to them and the need to seek opportunities for personal development, need to be addressed Study Moreover, for different cultures, occupations, social cultures, working environments, leadership styles, etc., personal or professional characteristics are sometimes weak Factors that motivate employees to work Studies from different angles related to the factors that can cause a decrease in lecturers' motivation and job satisfaction also need to be researched Fourth, Western countries are not heavy on public-private distinctions in higher education In higher education in Vietnam, the public and non-public higher education systems have different characteristics in terms of operating mechanisms, human resource management mechanisms, and policies State regulations related to lecturers have a significant impact on the working motivation of public university lecturers Chapter SCIENTIFIC BASIS OF WORKING Motivation OF LECTURES OF PUBLIC UNIVERSITY 2.1 Overview of public higher education 2.1.1 Public university A public university is a higher education institution established by the State and invested in building material foundations In particular, the source of operating funding depends on the type of higher education institution and the mechanism for granting financial autonomy prescribed by the State 2.1.2 Working characteristics of lecturers University lecturers are a group of social workers with specific characteristics compared to other occupational groups They are workers with professional knowledge, having the function of training, fostering, and developing a high-quality workforce for society and complying with the provisions of the law Faculty members perform teaching, scientific research, and community service duties The lecturer is a particular type of labor because the subject is human, the young generation growing up with personality The peculiarity of the lecturer's work is to train their character to become an example for the age they teach This personality is more sophisticated and perfect, and the more perfect the product is That personality includes the soul, thoughts, and lifestyle of the lecturer The effectiveness of the trainers lives forever like the person they train 2.2 Working motivation of public university lecturers 2.2.1 Work motivation of lecturers Concept: work motivation of public university lecturers is a psychological state associated with the needs and characteristics of the working environment of university lecturers, is an internal stimulus that motivates university lecturers to work hard and enthusiastically to achieve university; The policy on refresher training has not paid attention to the retraining of lecturers, sending them to practice to supplement knowledge, attend seminars interested in the procedure of attracting support from international experts in training trainers in Vietnam; University autonomy: Since 2005 the Law has recognized the independence of universities, but the enforcement of the autonomy mechanism is currently the most significant inadequacy in Vietnam Financial independence and accountability still have many shortcomings Government policies (Decree 43/2006/ND-CP, Joint Circular 07/2009/TTLT-BGDDT-BNV, Resolution 77/2014/NQ-CP, Decree No 16/2015/ND-CP are not specific enough and flexible enough to help schools have the ability to proactively adjust their policies to meet development requirements and create motivation for public university lecturers in Vietnam 3.3.2 The group of factors belonging to the university affecting the working motivation of lecturers in public universities in Vietnam today Remuneration regime, In-depth interview results show that the income distribution process in public universities is generally assessed as transparent because lecturers are paid according to the State salary scale However, some lecturers are not completely satisfied with the salary they receive A female lecturer at a partially autonomous public university said: “The current state salary and bonus for lecturers not create motivation because, through the coefficients, it is not based on work results.” The consideration of salary increase and early salary increase impacts the work motivation of lecturers through a clear and transparent review process Leaders and leadership mechanisms: Leaders and leadership mechanisms are critical factors affecting lecturers' motivation Good relationships with supervisors, professional development, and university strategy involvement will influence faculty motivation The survey results and assessment of lecturers about the current leadership and leadership mechanism at Vietnam's public universities show that most are influential and very influential, accounting for a high proportion from 41.47% to 80.10 % Which content: "Empowerment in job performance,"; “Review and evaluate the performance of lecturers fairly and objectively,”; “Prestige of the leader” accounted for the highest influence rate of 80.10%, followed by ensuring working conditions accounted for 79.60%; Setting goals and controlling their implementation accounted for 78.26%; Internal information system accounts for 76.42% This result shows that in the past time in the public universities surveyed by the author, leadership has partly brought peace of mind and increased motivation for lecturers through fair treatment, caring to subordinates, and having the capacity, vision, and ability to support lecturers in their work The culture of a university is created from the atmosphere of scientific activities Therefore, an atmosphere of exciting scientific activities will create a strong culture, whereas a lack of excitement will create a weak culture Furthermore, a strong culture attracts talent and fosters a passion for scientific research Therefore, in motivating work, it is necessary to build and maintain a strong culture in the hearts of the University's scientists Facilities for teaching and scientific research, Many public universities have a policy of building a friendly learning environment by reducing class sizes and installing current teaching equipment In addition, University establishes close links between faculty and students and the faculty's scientific community Promotion opportunities, The policy of creating promotion opportunities for public university lecturers is reflected in the training and retraining policy, the policy of prioritizing appointment of leaders and managers, and policies of attracting people with academic titles and degrees Survey results show that 100% of autonomous universities have these policies For a partially independent university, many universities have policies to create promotion opportunities for lecturers The teacher's factor, The author's survey results show that motivated lectures admit they have set their own goals to enjoy the joy of teaching, but no factors other force lectures to choose teaching jobs In particular, many lecturers choose the teaching profession because the lecturers like it When teaching practice, lectures feel happy to so Many lecturers also admit they not want to find another job because they like being a lecturer Many lecturers also acknowledge that they cannot change this profession because it was the lecturer's hobby from the beginning Many lecturers recognize that their teaching work does not depend on salary; even if the lecturer's compensation may be reduced, they not change their job Survey data Table 3.10 Subjective factors belonging to lecturers directly influence the work motivation of lecturers at public universities at the assessment level, most of which are influential and very influential, respectively In the criteria (1) the need for self-improvement (the need to learn and improve professional qualifications) accounts for 42.86% and 38.17%; (2) Demand for capacity performance reached 38.17% and 35.83%; (3) The will to progress and positive thinking account for a relatively high proportion of 40.52%, 42.62%; (4) The faculty's ability to cooperate, share and overcome difficulties 28.81% and 43.09%; (5) Creative independence in research 33.26%, 47.31%; (6) Always set new goals and challenges for yourself 35.83%, 36.07%; (7) attaching importance to even the most minor achievements in work, accounting for the highest proportion of 45.2% and 40.28%; (8) Recording progress in own work reached 40.52% and 38.17%; (9) Set personal development goals 34.43% and 42.86%; (10) There is a clear plan in the implementation of the identified goals accounting for a high percentage at 51.29% and 31.62%; (11) The ability to mobilize resources at work accounts for 33.26% and 42.86% From the above results, managers can decide appropriate measures to motivate lecturers to work Factors from the student's side In fact, if students actively study and research, actively ask and consult lecturers on issues related to subjects and disciplines, etc., the lecturers will be more excited Enthusiastic about finding out to satisfy the needs of students This will motivate lecturers to teach knowledge to learners actively and scientific research to discover new knowledge 3.4 Problems raised to increase the motivation to work for lecturers in public universities in Vietnam today 3.4.1 Advantage Lecturers in public universities show different motivations across four levels The work motivation of lecturers at public universities is at the “Good” level, accounting for 38.1%, and at the “high” level, accounting for 16.7% There is no rating of “No motivation.” At each level, there are differences in the expression of work motivation of public university lecturers expressed in different aspects, creating a vivid picture of the current state of work motivation of lecturers of other universities—Community Colleges Many factors affect the performance of lecturers' work motivation at public universities, such as remuneration policies for lecturers, the policy of honoring lecturers, the policy of using lecturers, policies of lecturers, and policies Training and retraining books, policies to attract recruitment, autonomy, leaders, working environment and conditions, university culture, creating opportunities for promotion Among them, there is a clear difference In expressing the functional motivation of lecturers in groups of public universities that have not yet exercised autonomy, she exercised partial sovereignty and complete independence This factor affects and influences other factors related to the impact on the expression of the lecturer's work motivation creating a vivid picture in the face of the lecturer's work motivation in different schools Different field groups in the process of autonomy 3.4.2 Limited and causes 3.4.2.1 Limit (1) Regarding lecturers' participation level in professional activities: some lecturers have not yet adapted and are not satisfied with their work performance to want to change jobs (2) The level of expression of work motivation of the lecturers is different in the independent, not autonomous, and partially autonomous school lecturers Moreover, the story of words of inspiration to work is not equal among the economic, technical, and humanities schools (3) Some lecturers are not motivated to carry out scientific research tasks, only focusing on teaching lessons (4) Some lecturers choose the teaching profession because family and friends have been unable to adapt to the environment and the changing requirements of reality and the school, leading to depression In particular, due to the impact of the industrial revolution 4.0, the situation forced lectures to change teaching methods and content during the Covid 19 epidemic, leading to pressure Many lecturers could not adapt in time Reduce work motivation (5) The imbalance of motivational policies for lecturers in public universities leads to a big difference in their love of the profession and their motivation to work Unsuitable salary policy, low remuneration, and unfair treatment at work: The wages of lecturers at public universities are not based mainly on seniority, not focusing on results Job The policy of emulation and commendation is still unreasonable The current standards on emulation and commendation are applied Circular 35 of the Ministry of Education and Training, which stipulates that the percentage of grassroots emulation fighters must not exceed 15% of the total number of surveyed schools with the number of individuals winning the title " Advanced labor” of the unit, of which no more than 1/3 is guaranteed to be a manager, if there is a balance, it will be rounded up This is one of the barriers to enhancing work motivation for lecturers (6) Lack of mechanism for lecturers' autonomy in their work Some studies have shown that the factor that makes lectures more satisfied with their work is not necessarily salary or status but self-control 3.4.2.2 The cause of the restriction The reasons are from the state, such as Inadequate policies to increase work motivation for public university lecturers, which are