(Luận văn) the impact of perceived organizational support on job performance, the medication of job engagement a study of commercial banks in vietnam luận văn thạc sĩ

INTRODUCTION

Executive abstract

In the current global economic landscape, Vietnam's integration into the WTO presents both opportunities and challenges for organizations, particularly in enhancing the competitiveness of their products, services, brands, and human resources Notably, human resources are a crucial asset for businesses, serving as a key advantage that enables organizations to boost their competitiveness and overall performance.

In Vietnam, while reciprocity responsibility norms are widely adopted by organizations, many have failed to adequately invest in and enhance their human resource management systems, particularly regarding the relationship between perceived organizational support and job performance This lack of focus has resulted in persistent gaps in understanding and alignment between employers and employees.

The shortcomings in HR management have led to a lack of employee motivation, resulting in organizations failing to achieve their desired business outcomes.

According to previous studies such as studies of (Pfeffer J 1998); (Huselid, MA

Human resource practices significantly impact business performance, as highlighted by various studies (1995; Guest 1997; D Hartog and RM Verburg 2004; Singh K 2004) Research indicates that perceived organizational support (POS) plays a crucial role in effective human resource management.

POS contributes to increase employees’ performance (POS) to help organizations reach their objectives The behavioral outcomes of POS mentioned herewith include increases, decrease in role and Job performance

Effective human resource (HR) management focuses on the relationship between perceived organizational support (POS) and job performance, providing insights into how to optimize manpower resources to meet organizational targets This understanding assists managers in developing strategies to motivate employees, particularly in a competitive labor market characterized by evolving knowledge management practices and technological convergence In a context where talent resources are limited, fostering a supportive work environment is crucial for enhancing employee effectiveness and achieving organizational goals.

Research indicates that Perceived Organizational Support significantly influences Job Performance, with various mediating factors playing a crucial role in this relationship Following Kahn's framework, it becomes evident that the support employees perceive from their organization can enhance their performance, highlighting the importance of fostering a supportive work environment.

In 1990, it was noted that individuals engage in physical, cognitive, emotional, and mental expressions during their role performances This study aims to examine the mediating factors that influence the relationship between Perceived Organizational Support and Job Performance.

Perceived organizational support and employee engagement play crucial roles in creating competitive advantages for organizations; however, there is a lack of theoretical and empirical research on this topic, particularly in Vietnam Few studies explore how engagement acts as a mechanism linking employee characteristics and organizational factors to job performance Consequently, the research landscape in Vietnam remains sparse, with minimal investigation into the relationship between perceived organizational support and job performance Moreover, most organizations in Vietnam have not prioritized enhancing their human resource management systems in this critical area.

This thesis explores "The Impact of Perceived Organizational Support on Job Performance, with Job Engagement as a Mediator, in Commercial Banks in Vietnam." The study aims to identify strategies for enhancing human resource management in these banks, focusing on how perceived organizational support influences job performance and the mediating effect of job engagement Ultimately, the research seeks to provide insights for the banking sector on addressing human resource challenges to achieve optimal employee performance and favorable business outcomes through the interplay of perceived organizational support and job engagement.

This research aims to examine how Perceived Organizational Support (POS) influences Job Performance (JB) in commercial banks in Vietnam, focusing on the mediation factors that affect the relationship between POS and JB.

This study examines the impact of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam The findings indicate that higher levels of perceived support from the organization significantly enhance employee job performance Additionally, job engagement serves as a crucial mediator, suggesting that employees who feel supported are more likely to be engaged in their work, ultimately leading to improved performance outcomes This research underscores the importance of fostering a supportive organizational environment to boost employee engagement and productivity in the banking sector.

- Relationship between perceived organizational support and job performance in banks in Viet Nam

- Investigating mediation factors that are affecting relationship between perceived organizational support and job performance in banks in Viet Nam

This article evaluates the factors positively influencing job performance in Vietnamese banks, with a focus on the relationship between perceived organizational support and employee performance It identifies key elements that enhance job efficiency and satisfaction among banking professionals, highlighting the importance of supportive organizational practices in fostering a productive work environment.

To enhance job performance in Vietnamese banks, it is crucial to implement strategies that strengthen perceived organizational support By improving this support, banks can boost their overall business performance while effectively attracting, motivating, and retaining qualified employees Encouraging a culture of appreciation and recognition will empower employees to work more efficiently and contribute positively to the organization's success.

With the above mentioned background, there arise question required to be studied so as to have solution as follows:

1 What is the common relationship between perceived organizational support and job performance in commercial banks in Viet Nam?

2 Which factors can be applied to improve the impact of perceived organizational support and job performance in commercial banks in Viet Nam, which are key factors?

3 Can the improvement of relation of perceived organizational support and job performance promote and develop competitive advantage and performance outcome of commercial bank in Viet Nam?

Study subjects: staffs and managers of commercial banks in Vietnam

This research focuses on the scientific foundations that help managers comprehend the relationship between perceived organizational support and job performance, specifically within the banking sector By understanding these factors, managers can implement effective strategies to enhance employee performance and organizational success.

LITERATURE REVIEW

Perceived organizational support (POS)

As one of definition, POS is the degree to which employees believe that their organization values their contributions and cares about their well-being (Eisenberger, Huntington & Sowa, 1986; Rhoades & Eisenberger, 2002)

Perceived Organizational Support (POS) plays a crucial role in fostering a positive dynamic between employees and their organization, as employees are motivated to enhance their performance in return for the support they receive (Rhoades & Eisenberger, 2002) Research indicates that when managers demonstrate concern for employees' commitment, it encourages employees to reciprocate that commitment Organizations provide essential socioemotional resources, such as respect and care, along with tangible benefits like wages and medical coverage When employees feel valued by their organization, it fulfills their needs for approval and esteem, signaling that their efforts will be recognized and rewarded Consequently, employees become actively engaged in ensuring they are well cared for by their employer.

Organizational Support Theory (OST) posits that employees develop a perception of how much their organization values their contributions and cares for their well-being, which is termed perceived organizational support (POS) This perception enhances employees' sense of obligation to assist the organization in achieving its goals, fosters emotional commitment, and raises expectations for performance rewards Consequently, POS leads to improved in-role and extra-role performance while reducing negative behaviors and unexpected outcomes among employees.

Research on Perceived Organizational Support (POS) has significantly evolved since the mid-1990s, with a notable meta-analysis by Rhoades and Eisenberger in 2002 examining around 70 studies conducted up to 1999 Since then, over 300 additional studies have been completed, demonstrating clear and consistent relationships between POS and its anticipated antecedents and consequences.

Recent research by David R Hekman and colleagues (2009) indicates that professional employees tend to reciprocate perceived organizational support (POS) more when they have a strong identification with their organization This study highlights that the combination of organizational and professional identification significantly impacts performance behaviors Specifically, the findings suggest that POS positively influences the work performance of professional employees most effectively when their organizational identification is strong, while their identification with the profession is weak.

Job engagement

Job engagement has seen dramatic growth in research interest over the past few years

Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption (Jonathon R.B

Halbesleben and Anthony R.Wheeler, 2008) Job embeddedness is defined as ‘‘the combined forces that keep a person from leaving his or her job’’ (Yao, Lee, Mitchell, Burton, & Sablynski, 2004, p 159)

“Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption” (Schaufeli, Salanova, Gonza´lez – Roma and Bakker, 2002, p 74)

In 1990, W A Kahn introduced the concept of "personal engagement," defining it as the integration of an individual's self into their work roles This engagement encompasses physical, cognitive, emotional, and mental expressions during role performance Kahn theorized that human agency operates in a holistic, consistent, and interconnected way, highlighting the unique aspects of how individuals connect with their work.

Job engagement goes beyond mere cognitive focus or emotional expression; it encompasses the active and complete investment of cognitive, emotional, and physical energies This holistic involvement ensures that individuals are fully immersed in their roles, enhancing overall performance and job satisfaction.

There are various perspectives on the definition of work engagement, primarily categorized into two distinct schools of thought One prominent viewpoint is presented by Maslach and Leiter, who emphasize the importance of emotional and psychological investment in one's work.

The study investigates the influence of perceived organizational support on job performance, emphasizing the mediating role of job engagement within the context of commercial banks in Vietnam It highlights the dichotomy between burnout and engagement, referencing Bakker and Demerouti's (2007) perspective that defines work engagement as a positive, fulfilling state characterized by vigor, dedication, and absorption Vigor involves high energy and resilience, dedication encompasses strong involvement and a sense of significance, while absorption refers to deep concentration and enjoyment in work, making it challenging to detach from tasks.

A measure that was constructed and validated by Schaufeli, Salanova, Gonzalez-Roma and Bakker (2002), called the Utrecht Work Engagement scale, is often administered to assess engagement (Salanova, Agut,& Peiro, 2005)

The vigor subscale includes five items that indicate high energy, resilience, and persistence The dedication subscale, consisting of six items, embodies a sense of purpose, enthusiasm, inspiration, pride, and the ability to face challenges in the workplace Lastly, the absorption subscale measures how deeply individuals engage with their work.

Engagement measures derived from the work of Kahn

Rich, Lepine, and Crawford (2010) develop a measure of engagement that more explicitly assesses the three dimension of engagement that were defined by Kahn

(1990, 1992): the investment of physical, emotional, and cognitive energy into the task at work

Rich, Lepine, and Crawford (2010) adapted a measure of physical engagement, originally developed by Brown and Leigh (1996), which included six items like "I work with intensity on my job." For emotional engagement, they derived items from Russell and Barrett's (1999) measure, capturing dimensions of positive feelings and energy, with examples such as "I am excited about my job." Lastly, cognitive engagement was assessed using items from Rothbard (2001), focusing on individuals' feelings of concentration and absorption in their work, illustrated by items like "At work, I am absorbed by my job."

Engagement is assessed through various measures, with some focusing on a single main factor For instance, Peterson, Park, and Seligman (2006) created a measure that emphasizes absorption as a key aspect of engagement, linking it to happiness alongside meaning and pleasure In contrast, Harter, Schmidt, and Hayes (2002) developed a broader 12-item measure that defines engagement as the clarity of expectations, the significance of the job, the trustworthiness of colleagues, and strong opportunities for development.

Engagement can be viewed as the opposite of burnout, as suggested by Maslach, Jackson, and Leiter (1996) The Maslach Burnout Inventory is often used to measure this concept According to Maslach and Leiter (1997, 2008), true engagement is characterized by low levels of exhaustion and cynicism, alongside high levels of efficacy Research supports the idea that vigor and exhaustion, as well as dedication and cynicism, are two opposing ends of the same spectrum.

Lloret, 2006) The Oldenburg Burnout Inventory (Demerouti, Bakker, Nachreiner, &

Ebbinghaus, 2002) is sometimes preferred instead, because the scale includes both positively and negatively worded items, more applicable to engagement

This study aims to demonstrate the significant role of job engagement—encompassing cognitive, emotional, and physical aspects—as a mediator between perceived organizational support (POS) and job performance.

Job performance (JB)

According to Motowidlo, Borman, and Schmit (1997), performance is defined as behavior that includes an evaluative aspect, which can be assessed as either positive or negative in terms of individual or organizational effectiveness.

The study examines the impact of perceived organizational support on job performance, specifically focusing on job engagement as a mediating factor Conducted within commercial banks in Vietnam, the research highlights how employees' perceptions of support from their organization can enhance their job performance through increased engagement This relationship underscores the importance of fostering a supportive work environment to boost employee productivity and satisfaction in the banking sector.

According to Motowidlo et al (1997) and Conway, Motowidlo & Schmit (1999), job performance can be categorized into two main types: task performance and contextual performance Task performance involves activities outlined in a formal job description that directly impact the organization's technical core, while contextual performance, also known as organizational citizenship behaviors (OCB), encompasses actions that, although not directly linked to core technical processes, contribute positively to the organization’s overall environment.

John P Campbell and his colleagues present a widely accepted theory of job performance, emphasizing a psychological perspective They define job performance as an individual-level variable, specifically as behavior exhibited by employees While performance typically refers to observable actions, Campbell acknowledges that it can also include mental activities, such as decision-making and problem-solving Importantly, performance must remain within the individual's control, whether it involves tangible behaviors or cognitive processes.

Dennis Organ (1988), recognized as the father of Organizational Citizenship Behavior (OCB), defines it as employee behaviors that are supportive, discretionary, and extend beyond standard job requirements OCB is characterized by three key aspects: it consists of discretionary actions not explicitly recognized by formal reward systems, it exceeds enforceable job requirements, and it enhances organizational effectiveness According to Organ, discretionary behavior is a matter of personal choice, meaning that employees are not penalized for failing to exhibit such behaviors.

These examples illustrate behaviors that positively contribute to the organization, even though they do not fall within the core responsibilities of the job.

2.4 Related theories and antedent researches 2.4.1 Relationship of POS- Job performance and role of mediators

Perceived organizational support, a concept that reflects the type of support Kahn

Perceived organizational support, which develops through employee interactions with supervisors and reflects their beliefs about the organization's value for their contributions, significantly influences employee engagement When employees feel supported, they are more likely to have positive expectations regarding the organization's response to their efforts and mistakes, reducing fears about potential negative impacts on their self-image and careers Conversely, low perceived organizational support leads to uncertainty and fear of repercussions, prompting employees to withdraw from their roles Research consistently shows a positive correlation between perceptions of organizational support and job engagement, reinforcing the importance of fostering a supportive work environment.

Research conducted by Robert Eisenberger and colleagues at the University of Delaware in 2001 examined the role of reciprocation in the relationship between perceived organizational support (POS) and employees' affective organizational commitment and job performance The study, which surveyed 413 postal employees, revealed that POS positively influences employees' sense of obligation to contribute to the organization's welfare and goals This sense of obligation was found to mediate the relationship between POS and both affective commitment and organizational performance Furthermore, the connection between POS and felt obligation strengthened as employees embraced the reciprocity norm in the workplace These findings align with organizational support theory, suggesting that POS enhances commitment and performance through a reciprocation process.

The study investigates the impact of perceived organizational support on job performance, specifically examining the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly influence their performance at work Furthermore, the research emphasizes the importance of job engagement as a crucial factor that enhances the relationship between perceived organizational support and job performance, providing valuable insights for improving workplace dynamics in the banking sector.

2.4.2 Related theories to concepts of POS, JE, JP:

Early theories indicate a significant relationship between motivation, perceived organizational support (POS), job engagement (JE), and job performance (JP) Effectively leveraging job motivation and satisfaction tools can enhance POS, PE, and JP Research by Bruce Louis Rich, Jeffrey A Lepine, and Eean R Crawford (2010) highlights the mediating roles of job engagement and job satisfaction in the relationship between POS and job performance.

Roles of motivation, satisfaction to POS, JE, JP can be seen in the following contents:

Motivation is a crucial area of study in organizational behavior, significantly impacting employee engagement, retention, commitment, and job satisfaction Research demonstrates that fostering motivation within the workplace enhances organizational support for employees and effectively reduces turnover rates.

Motivation is the driving force behind an individual's intensity, direction, and persistence in achieving goals (T.R Michell, 1997) In the 1950s, three influential theories emerged that continue to shape our understanding of employee motivation: Maslow's Hierarchy of Needs (1943), McGregor's Theory X and Theory Y, and Herzberg's Two-Factor Theory (1959) These theories remain foundational in the study of motivation in the workplace.

In addition to early motivation theories, various frameworks have emerged to enhance our understanding of human resource management, particularly the connections between job performance, motivation, engagement, retention, commitment, job satisfaction, turnover, and organizational support for employees Notable theories include Alderfer's ERG Theory (1969) and McClelland's Theory of Needs (1988), which provide a theoretical foundation for ongoing research in these areas.

Motivation is closely linked to job satisfaction, job performance, and organizational citizenship behavior (OCB), as highlighted by Robbins and Judge (2007) Recognizing this relationship is crucial for enhancing workplace dynamics and employee engagement.

Job satisfaction is defined as the positive emotional response an individual has towards their job, stemming from an assessment of its various attributes Individuals with high job satisfaction experience favorable feelings about their work, whereas those who are dissatisfied tend to have negative feelings regarding their job.

Hypothesis development

With reference to the above mentioned literature review, hypothesis for this study is developed as below:

2.5.1 Hypothesis for the relation of Perceived organizational support (POS) – Job engagement (JE)

According to Edmondson (1999), employees who perceive high levels of organizational support tend to have positive expectations regarding how the organization will respond to their contributions and mistakes This perception reduces their fear of negative consequences for their self-image, status, or career, allowing them to fully invest in their work roles Furthermore, employees who receive greater organizational support are more likely to engage physically, cognitively, and emotionally with their organization Therefore, it can be hypothesized that there is a positive relationship between perceived organizational support and employee engagement.

1 Hypothesis 1A: Perceived organizational support is positively related to Physical engagement

2 Hypothesis 1B: Perceived organizational support is positively related to cognitive engagement

3 Hypothesis 1C: Perceived organizational support is positively related to Emotional engagement

2.5.2 Hypothesis for the relation of Perceived organizational support (POS) - Job Performance (JP)

Following Eisenberger, Huntington, Hutchinson, & Sowa, 1986; Rhoades &

Eisenberger highlights that employees develop a perception of how much the organization values their contributions and cares for their well-being, which is essential for fulfilling their socioemotional needs and evaluating the advantages of increased work effort.

Perceived Organizational Support (POS) positively influences job performance by enhancing both in-role and extra-role performance while reducing unexpected behaviors among employees This support fosters a sense of obligation among employees to contribute to the organization's objectives, ultimately leading to improved overall outcomes.

This study investigates the impact of perceived organizational support (POS) on job performance, specifically examining the mediating role of job engagement within commercial banks in Vietnam It posits that higher levels of POS lead to increased job engagement, which in turn enhances overall job performance By understanding this relationship, organizations can foster a supportive work environment that boosts employee engagement and productivity, ultimately benefiting both employees and the organization.

4 Hypothesis 1D: Perceived organizational support is positively related to Job Performance

2.5.3 Hypothesis for the relation of Job Engagement (JE) - Job Performance (JP)

According to Kahn (1990), "personal engagement" involves the integration of an individual's cognitive, emotional, and physical energies into their work roles, leading to a state of active and complete involvement This multi-faceted investment enhances job performance, as engaged employees channel their energies into their tasks, thereby fostering a stronger connection between job engagement and overall job performance.

5 Hypothesis 2A: Physical engagement is positively relate to Job Performance

6 Hypothesis 2B: Cognitive engagement is positively relate to Job Performance

7 Hypothesis 2C: Emotional engagement is positively relate to Job Performance

2.5.4 Hypothesis for the mediation role of Job engagement (JE)

Perceived Organizational Support (POS) enhances affective commitment and job performance through a process of reciprocation, as highlighted by Eisenberger et al (2001) Building on Kahn's theories from 1990 and 1992, the engagement of employees involves investing physical, emotional, and cognitive energy into their work tasks Consequently, engagement serves as a mediator in the relationship between POS and job performance, suggesting that increased support leads to higher levels of employee engagement and, ultimately, improved performance outcomes.

8 Hypothesis 3A: Physical engagement positively meditates the relationship between Perceived organizational support and Job Performance

9 Hypothesis 3B: Cognitive engagement positively meditates the relationship between Perceived organizational support and Job Performance

10 Hypothesis 3C: Emotional engagement positively meditates the relationship between Perceived organizational support and Job Performance tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

All the above hypothesis are summarized in the following model

Picture 1 Research model and hypothesis

The Impact of Perceived Organizational Support on Job Performance, the Mediation of Job Engagement-

- A study of Commercial Banks in Viet Nam

This chapter outlines the theoretical framework for the research, detailing relevant theories, previous studies, hypothesis formulation, and the proposed research model To determine the validity of the hypotheses and the appropriateness of the research model within the context of Vietnam's commercial banking sector, the research methodology will be elaborated upon in Chapter 3.

RESEARCH METHODOLOGY

Research design

3.1.1 The approach to research in this study is quantative research

Quantitative research seeks to identify the relationship between an independent variable and a dependent variable within a population This research can be categorized into two designs: descriptive, where subjects are typically measured once, and experimental, where measurements occur before and after a treatment While descriptive studies only establish associations between variables, experimental studies are designed to determine causality.

To accurately estimate the relationship between variables in our descriptive study, we require a sample size of 200 subjects We will utilize effect statistics, including correlations, relative frequencies, and differences between means, to express these relationships effectively.

3.1.2 The quantative methology is a cross-sectional survey:

Quantitative research aims to explore the relationship between an independent variable and a dependent variable within a population This type of research can be categorized into descriptive designs, where subjects are measured once to establish associations, and experimental designs, where subjects are measured before and after a treatment to determine causality.

Cross-sectional studies, also referred to as cross-sectional analyses or transversal studies, are research methods that observe an entire population or a representative subset at a specific point in time These descriptive studies are valuable for illustrating various statistical measures, including Odds ratios, absolute risks, and relative risks derived from prevalence, commonly known as the prevalence risk ratio (PRR).

Cross-sectional surveys are effective tools for collecting data from a population at a specific moment in time For instance, a survey conducted in March 1999 could assess parents' opinions on Internet filtering Additionally, such surveys can explore relationships between variables, such as the correlation between parental religiousness and their perspectives on Internet filtering.

R Survey Research Methods Belmont, CA: Wadsworth Pub Co., 1973.)

This study employs a quantitative research methodology using a cross-sectional survey to gather information on various variables across different contexts The survey assesses the relationships between these variables by examining a sample of subjects at a single point in time The research focuses on various commercial banks in Vietnam, spanning from the North to the South, and includes diverse groups of individuals to analyze how different factors vary.

After survey data is conducted, statistical test is conducted to find out correlation between variables This step is mentioned in the data analysis step.

Questionnaire development

Data collection relies on questions as vehicle for extracting the primary research data

(William B Werther, Jr., Ph.D and Keith Davis, 1996), t hus, questionnaires in this study are developed with respect to the general rules for questionnaire designing as follows:

The questionnaire development is the key step to set up measuring scale for the study

In this study, questionnaire, scales development is designed based on antecedent researches of:

+ Bruce Louis Rich (California State University SanMarcos) and Jeffrey A Lepine, Eean R Crawford (University of California) (2010)

+ Robert Eisenberger, Stephen Armeli, Barbara Rexwinkel, Patrick D Lynch, and Linda Rhoadesm, (University of Delaware) (2001)

To validate the survey instrument, two mini group discussions were conducted, with the first discussion involving four bank experts, including two branch directors and two managers from prominent banks such as Sacombank, Saigonbank, Agribank, and VinaSiam Bank The primary objective of this discussion was to assess the clarity of the instrument and ensure that the survey questions were clear, concise, and sufficient to cover the research topic from a banking professional's perspective Following the discussion, suggestions from the bank managers were incorporated, leading to amendments to the survey instrument to enhance its validity and effectiveness.

The study examines the influence of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can enhance their engagement levels, ultimately leading to improved job performance This research underscores the importance of fostering a supportive work environment to boost employee productivity and satisfaction in the banking sector.

A discussion involving four banking professionals from HR and management at commercial banks, including Sacombank, Saigonbank, Agribank, and VinaSiam Bank, was conducted to gather insights from the staff's perspective This session aimed to explore the current state of the Vietnamese banking sector and its working environment, mirroring the objectives of the initial discussion.

Based on participant feedback, certain questions in the questionnaire were refined to ensure clarity and a more positive tone The study focused on carefully chosen official questions, while eliminating any unnecessary inquiries.

Final questionnaire check was implemented with a group of HR staff working in banks

This study focuses on a model comprising five constructs: Perceived Organizational Support (1 construct), Job Engagement (3 constructs), and Job Performance (1 construct) The Perceived Organizational Support scale includes six items, one of which states that "The Bank takes pride in my accomplishments."

The Bank genuinely prioritizes my well-being and takes my goals and values into serious consideration, demonstrating a strong commitment to my overall interests and concerns.

POS 6 The Bank is willing to help me if I need a special favor ii The Physical engagement scale consists of 5 items as follows

PE 1 I work with intensity of my job

PE 2 I exert my full effort to my job

PE 3 I devote a lot of my energy to my job

I strive to excel in my job performance, ensuring that I meet all expectations and deliver high-quality results I am committed to continuous improvement and professional development in my field.

PE 5 I try as hard as I can to competes my job iii The Emotional engagement scale consists of 6 items as follows EE.1 I am enthusiastic in my job

I am enthusiastic and proud of my job, which keeps me engaged and focused I feel a strong sense of positivity and excitement about my work, demonstrating my genuine interest and commitment.

CE.2 At work, I focus a great deal of attention on my job

CE.3 At work, I am absorbed my job CE.4 At work, I concentrate on my job v The Job performance scale consists of 4 items as follows

JP 1 I meet formal performance requirements of the job

JP 2 I fulfill responsibilities specified in job description

JP 3 I perform tasks that are expected to me

JP 4 I adequately complete assigned duties.

Translation of the questionnaires

The initial draft of the questionnaire was created in English and subsequently translated into Vietnamese This translation process incorporated references to prior research on the relationship between POS (Perceived Organizational Support) and job performance, including mediators relevant to the Vietnamese market, to enhance the reliability and consensus of the questionnaire items.

The study examines the influence of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can enhance their job performance by fostering greater engagement The findings suggest that organizations that actively support their employees can expect improved performance outcomes, emphasizing the importance of nurturing a supportive work environment.

The questionnaire has been translated into Vietnamese to ensure clear communication with our Vietnamese respondents, guaranteeing that the content is fully understood by those providing information.

The final version of questionnaire was made in Vietnamese (Appendix 1) and then was translated back into English (Observed variables)

- Questionnaires reference from previous researches

- Self transudation from English to Vietnamese

- Getting translation check from the official translator

- Translation from Vietnamese to English for checking

- Final version of questionnaire made in Vietnamese

Variable control

Self-rating data can introduce bias, making it crucial to manage its potential effects (Bommer, Dierdoff, & Rubin, 2007) Bias can significantly impact research by influencing subject selection, skewing the researcher's interpretation of data, and potentially leading to the exclusion of information that contradicts their hypotheses.

This study's variables were derived from prior research, expert consultations, and insights from HR and banking management professionals The analysis focuses on quantitative variables categorized into independent and dependent factors, specifically perceived organizational support and job performance The relationships among these variables are assessed through three mediation factors, including physical engagement.

To ensure accurate estimates of the relationship between variables, it is crucial to select a representative sample that minimizes bias A high participation rate from a randomly selected population enhances the reliability of the findings This study utilized appropriate measurement scales, specifically a pool of 35 candidate items assessed with a seven-point Likert scale, ranging from 1 (strongly disagree) to 7 (strongly agree), to effectively reflect the relationships under investigation.

In this study, as an indispensable tool for potential biasing control and for data analysis, reliability statistics by Cronbach’s Alpha (Hair et al, 1998, Segar, 1997) is applied to test

A pilot experiment, or pilot study, is a preliminary small-scale investigation aimed at assessing feasibility, time, cost, adverse events, and effect size This approach helps researchers predict an appropriate sample size and refine the study design before launching a full-scale research project.

A pilot study is typically conducted with individuals from the relevant population, excluding those who will be included in the final sample This approach is essential to prevent any potential influence on the behavior of research subjects, as prior involvement in the study may affect their responses later on (Haralambos and Holborn 2000, p.998).

Pilot studies applied based on quantitative and qualitative methods, starting with

"qualitative data collection and analysis on a relatively unexplored topic, using the results to design a subsequent quantitative phase of the study" (Tashakkori & Teddlie

The initial phase of a pilot study includes conducting in-depth interviews or focus groups to identify key issues for a comprehensive questionnaire survey Following this, the questionnaire is refined, focusing on the wording, question order, and answer options for multiple-choice questions A final pilot test is then executed to evaluate the research process, including various methods of distributing and collecting the questionnaires.

A pilot study seeks to identify potential practical issues and enhance the internal validity of a questionnaire.

The study examines the impact of perceived organizational support on job performance, highlighting the mediating role of job engagement within the context of commercial banks in Vietnam It emphasizes how employees' perceptions of support from their organization can enhance their job performance by fostering higher levels of engagement This research provides valuable insights for bank management to improve employee performance through effective support strategies.

This study employs a pilot questionnaire tested on a small group of experts in HR Management and Banking Management, closely resembling the target population The pilot study will involve HR Directors and Bank Managers, who are contacted to offer diverse perspectives and insights.

We are conducting a pilot study involving Vinasiam Bank, where I have worked for over ten years, along with Sacombank, Saigonbank, and Agribank The study will focus on HR managers and senior HR staff from each bank Each bank will undergo the pilot study independently, and results will be compiled for final selection.

The target population is the population of individuals which we are interested in describing and making statistical inferences about (Johan Hedal, Susie Jentoft 2011)

The target population refers to the complete group of individuals or units that researchers aim to study and draw conclusions about In the context of a survey, it encompasses all the units for which the collected data will be utilized to make inferences, as highlighted by Cox and Cohen.

In survey design, the target population is crucial as it determines the units to which the survey findings will apply The initial step involves establishing clear study objectives, followed by the important task of defining the target population.

Details of target population of this study:

- Geographical area: Ha Noi Capital, Da Nang City, Dong Nai Province, Binh Duong Province Ho Chi Minh City

- Education: College / vocational degree, university degree and higher levels

- Position: staff, experts, senior staff, Deputy Directors, Managers, Deputy managers

To be eligible for participation, employees and managers currently employed at Sacombank, Saigonbank, Agribank, and Vinasiam Bank are invited to apply.

This study investigates the influence of perceived organizational support on job performance, focusing on the mediation role of job engagement within commercial banks in Vietnam Utilizing quantitative research methods, the study employed a questionnaire survey to directly gather data from a representative sample.

200 person who are working in commercial banks in Viet Nam

A quality sample must meet the criteria of accuracy and precision, as highlighted by Donald & Pamela (2003) It should exhibit minimal to no systematic bias in variance, while also ensuring that the sampling error remains within acceptable limits for the objectives of the study.

Selecting the sample and collecting data

Sampling involves choosing specific elements from a population to make inferences about the whole group Key factors to consider when determining the scope and methodology of sampling include cost, result accuracy, data collection speed, and the accessibility of population elements (Donald & Pamela, 2003).

The first step in sampling is that the population should be correctly defined A population is the total collection of elements from which we wish to draw some conclusion

Once researchers have identified their target population, they will select a suitable sampling method to ensure accurate data collection and analysis.

This study examines the impact of perceived organizational support on job performance, with a focus on the mediating role of job engagement within commercial banks in Vietnam It highlights the significance of organizational support in enhancing employee performance and emphasizes the importance of job engagement as a critical factor in this relationship The research utilizes two primary sampling techniques: probability sampling and non-probability sampling, ensuring a comprehensive analysis of the data.

Steps of sample selection: Define target population > Construct sampling frame >

Determine how to select sample members > decide how to covert sample estimates into population estimates

This study focuses on employees in commercial banks in Vietnam, acknowledging the challenge of identifying the entire customer base or creating a comprehensive sampling frame Due to constraints in time, budget, and expertise, a non-probability sampling method, specifically convenience sampling, has been employed.

This study employs a non-probability sampling method, which, while being one of the least reliable sampling techniques, is the most cost-effective and practical for our research needs The sample consists of 200 individuals, specifically HR managers and banking employees from the head offices and branches of Sacombank, VinaSiam Bank, and Agribank.

Interviewers can interview any staff who agrees to take part in the interview

Choosing a suitable sample is crucial for controlling variables and minimizing measurement errors that could distort study results It is essential to ensure that the sample is unbiased and representative of the broader population A higher participation rate in a randomly selected sample reduces the likelihood of bias in estimating relationships To achieve an unbiased sample, this study adhered to specific selection principles.

- Selection bias: Avoiding this bias by ensuring that select samples can present for the population of the study

- Confounding: subjects of the study are separated into different group to ensure no confounding

- Information bias: Scale applied for different group must be utility

Data for this study was gathered using a survey technique, which is recognized for its efficiency and accuracy in assessing information from a population, particularly when secondary data is unavailable (Zikmund, 1997).

After having decides sample, we apply both ways face- to- face interviews and sending questionnaires (mainly) to collect data.

Methods of data analysis

After collecting having data, data were screened, variables were encoded and input for further processing

With a sample size of N = 200, if Skewness and kurtosis of measured variables distributed in the interval (-2, +2) the data can be considered to meet the suggested cut- off for normal distribution

In statistics, reliability is the consistency of a measure A measure is said to have a high reliability if it produces consistent results under consistent conditions

+ Reliability Statistics by Cronbach’s Alpha (Hair et al, 1998, Segar, 1997)

Cronbach's (Alpha 1951) is a coefficient of reliability It is commonly used as a measure of the internal consistency or reliability of a psychometric test score for a sample of examinees

This study examines the impact of Perceived Organizational Support on Job Performance, focusing on the mediation role of Job Engagement It utilizes scales developed by Bruce Louis Rich (2010) and Robert Eisenberger et al (2001), with modifications made through discussions with bank experts and staff to ensure relevance to the context of commercial banks in Vietnam and local cultural considerations.

3.9.4 Confirmatory factor analysis (CFA) & Structural equation modeling (SEM)

Confirmatory factor analysis (CFA) is performed using Amos 16 to evaluate the measurement instrument This analysis ensures that the measurement model accurately represents the sample data, providing reliable insights for further research.

The study explores the impact of perceived organizational support on job performance, with a focus on the mediating role of job engagement within commercial banks in Vietnam It emphasizes the importance of a well-fitting structural model to confidently assess the relationships between these variables, as highlighted by Byrne (2001) The findings suggest that enhancing perceived organizational support can significantly boost job performance through increased job engagement, offering valuable insights for bank management in Vietnam.

Structural Equation Modeling (SEM) is a versatile and intricate method for analyzing causal relationships, integrating both statistical data and qualitative assumptions This technique has found extensive application across various fields, particularly in management, as highlighted by Tharenou, Latimer, and Conroy (1994).

Structural Equation Modeling (SEM) is essential for research as it integrates various techniques, including multi-variable regression and reciprocal relationship analysis, to estimate complex relationships within a model Often referred to as covariance structure analysis or causal modeling, SEM combines factor analysis with multiple regressions In SEM, variables are categorized into measured (observed) variables and latent variables (factors) The methodology consists of two main components: the measurement model, which connects measured variables to latent variables, and the structural model, which establishes relationships among latent variables.

Structural Equation Modeling (SEM) stands out from traditional statistical techniques by enabling the simultaneous estimation of relationships among all factors within a comprehensive model It effectively assesses causal relationships among latent constructs through goodness-of-fit (GOF) indices for both measurement and structural models Additionally, SEM facilitates the analysis of recursive and non-recursive relationships, as well as direct and indirect connections, while accounting for errors and disturbances.

Using Confirmatory Factor Analysis (CFA) within the Structural Equation Modeling (SEM) framework allows for the identification of the most suitable model from various proposals The robust capabilities of SEM make it an ideal choice for our research, particularly when exploring intricate relationships among factors and mediators.

This study evaluates the model's relevance and tests its fit by considering various goodness-of-fit (GOF) indices Key among these indices is the P-value, which plays a crucial role in determining the model's adequacy.

The P value, linked to a test statistic, represents the probability of observing that statistic, with smaller values indicating a stronger rejection of the null hypothesis A P value of 0.05 or lower suggests that a significant relationship exists Additionally, the Chi-Squared (χ2) statistic serves as a key measure for assessing the differences between observed and estimated covariance matrices, depending on both the sample size and the discrepancies between these matrices.

CMIN/ df (χ2/df): Chi-square adjusted following degree of freedom

The degree of freedom (df) indicates the amount of mathematical flexibility available for estimating model parameters The chi-square (χ2) statistic assesses the overall model fit at a significance level of pv = 0.05, but it is sensitive to large sample sizes and the strength of the test measures Therefore, the ratio χ2/df is often utilized for evaluating model adequacy Some researchers recommend that this ratio should fall between 1 and 3 (Hair et al., 1998), while others suggest that χ2 should be minimized, with an ideal ratio of χ2/df being less than 3:1 (Chin & others, 1993).

In empirical studies, models are evaluated based on their fit, with criteria indicating that a χ2/df ratio of less than 5 is acceptable for sample sizes greater than 200, and less than 3 for sample sizes under 200 (Kettinger and Lee, 1995) Additionally, the Comparative Fit Index (CFI) is utilized to assess model performance.

The Comparative Fit Index (CFI) is an enhanced version of the normed fit index (NPI) that evaluates model fit by comparing relevant indicators Its effectiveness largely hinges on the average correlation among the variables in the dataset; lower average correlations can lead to a reduced CFI value A CFI score of 90 or above is considered optimal for indicating a good model fit.

This study examines the impact of perceived organizational support on job performance, with a focus on the mediating role of job engagement within commercial banks in Vietnam The research highlights how employees' perception of support from their organization influences their performance levels It emphasizes the significance of job engagement as a crucial factor that mediates this relationship, suggesting that higher perceived support leads to increased engagement and, consequently, improved job performance The findings underscore the importance of fostering a supportive work environment to enhance employee productivity in the banking sector.

The TLI, which predates the CFI, shares a conceptual similarity by mathematically comparing a specified theoretical measurement model with a baseline null model A model that exhibits a good fit is indicated by the Goodness-of-Fit Index (GFI), which aims to provide a fit statistic that is less influenced by sample size GFI values range from 0 to 1, with higher values signifying a better fit.

Indices: CFI, TLI, CFI, having value> 0.9, is taken to indicate good fit If these values are at 1, we say the model is perfect (Segar,Grover, 1993) & (Chin & Todd,

1995) ã Root Mean Square Error of Approximation (RMSEA)

The RMSEA (Root Mean Square Error of Approximation) addresses the tendency of the χ2 goodness-of-fit (GOF) test to reject models with large samples or numerous observed variables It evaluates how well a model represents a population rather than just the sample used for estimation By factoring in model complexity and sample size in its calculations, RMSEA provides a more accurate assessment A lower RMSEA value signifies a better model fit.

RESULT OF DATA ANALYSIS

Descriptive statistics

In the previous chapter, we distributed 210 self-administered surveys to staff members of commercial banks in Vietnam Out of these, 203 surveys were returned; however, three were discarded due to numerous unanswered questions or identical scores Consequently, the final sample comprised 200 completed questionnaires, with 109 responses from Vinasiam Bank (55%), and 22 each from Sacombank (11%) and Vietcombank (11%).

- Education: classified levels: College/vocational degree, university degree and higher levels

- Position: classified levels: staff, expert/senior staff, Deputy Director/Manager, Deputy Manager

- Work seniority from 1 to 37 years

Research the commercial banking market in Hanoi, Ho Chi Minh City, and various provinces of Vietnam to gain insights into the latest trends and developments This analysis aims to provide a comprehensive understanding of the banking landscape in these key regions.

Table 1 Descriptive statistic of Sample characteristics

Cumulative Percent College, vocational school 16 8.0 8.0 8.0

Total 200 100.0 100.0 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

This study explores the impact of perceived organizational support on job performance, specifically examining the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization significantly influence their job performance, with job engagement acting as a crucial intermediary factor Understanding these dynamics can help banks enhance employee performance and overall organizational effectiveness.

Gender * Last position * Ages recoded 200 100.0% 0 0% 200 100.0%

Gender * Education * Ages recoded Crosstabulation

Master or higher levels Total

Gender * Last position * Ages recoded Crosstabulation

Deputy director, Manager, Deputy manager Total

Age from (31-40) Gender Male 15 19 11 45 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

Picture 2 Descriptive statistic of Sample characteristics tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The study investigates the impact of perceived organizational support on job performance, with a focus on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly enhance their job performance by fostering greater job engagement This research underscores the importance of organizational support in promoting a motivated and productive workforce in the banking sector.

Normal Distribution Examining

This study analyzed data from a sample size of N = 200 using a 7-point Likert scale The results indicate that the measurable variables exhibit a normal distribution, with skewness and kurtosis values falling within the interval of [-2, +2], aligning with the established criteria for normal distribution.

The analysis using a 7-point Likert scale reveals minimal differences in the average values of measured variables within the same latent variable Notably, workers express dissatisfaction with Perceived Organizational Support, evidenced by a low mean score ranging from 4.58 to 5.04 In contrast, Physical Engagement and Job Performance are rated significantly higher, with mean scores between 5.82 to 6.12 and 5.94 to 6.06, respectively.

The article presents a normal distribution analysis of measured variables, highlighting key data points and their implications The findings are crucial for understanding the statistical trends within the dataset, emphasizing the relevance of these measurements in practical applications.

Valid Missing Mean Median Mode Skewness Kurtosis

(Please see the histograms of normal distribution of measured variables in the attached Appendix No 1)

Reliability

Table 3 Reliability Statistics by Cronbach’s Alpha (Scales : POS, PE, EE, CE,JP)

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

POS 6 23.98 31.100 790 906 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

This study examines the influence of perceived organizational support on job performance, with a specific focus on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly enhance their job performance, particularly when job engagement is taken into account The findings underscore the importance of fostering a supportive work environment to boost employee motivation and productivity in the banking sector.

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

CE 4 17.31 7.871 852 881 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

As seen in above tables, all items satisfy with:

-Corrected Item-Total Correlation : >0 4 (Hệ số tương quan biến tổng) -Cronbach's Alpha if Item Deleted : < Cronbach's Alpha

Therefore, it is suggested that scales are reliable

Concept No of observed variable

The constructs in the study demonstrate strong construct reliability, with values ranging from 0.918 to 0.929, surpassing the recommended threshold of 0.7 (Hair et al., 1998) This indicates that the scale used in the research is reliable.

The study examines the influence of perceived organizational support on job performance, emphasizing the mediating role of job engagement within the context of commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly enhance their job performance by fostering greater engagement in their work This research provides valuable insights for banking institutions aiming to improve employee productivity and satisfaction through effective support mechanisms.

Confirmatory factor analysis (CFA)

i Unidimensionality validity (Tính đơn hướng/ đơn nguyê n)

Extraction Method: Principal Component Analysis

In this study, component extracted for each factor is at 1, this explain the evidence of Unidimensionality validity

(Please see detail in Appendix No 4) ii Convergent validity (Giá trị hội tụ)

The construct reliability and average variance extracted for each construct is shown in the following table:

Constructs No of observed variable

The measures of convergent validity for the model, as presented in Appendix No 5 and Appendix No 6, demonstrate that all item loadings exceed 0.5, with significant t-values and p-values below 0.05 for each indicator Additionally, the construct reliability is greater than 0.7, and the average variances extracted range from 0.590 to 0.828, surpassing the acceptable threshold of 0.5 These findings confirm the measurement model's convergent validity, as supported by Bagozzi and Yi (1988).

(Please see details in Appendix No 5, and Appendix No 6) iii Discriminant validity (Giá trị phân biệt) Using Excel to conduct if the correlation coefficient is different from 1

Correlations: (Group number 1 - Default model) n 0

SE= CR= r SQRT((1-r2)/(n-2)) (1-r)/SE P-value

Result of Discriminant validity evaluation: Correlation coefficients between concepts all 0.9), CMIN\df =2.395 (< 3) (Carmines &

McIver, 1981), RMSEA=.0831 (#0.08) This result indicates the existence of relations: POS->PE, POS->EE, POS->CE

Picture 7 Structural model validity in relations: PE–>EE, PE->CE, PE->JP

Chi-square= 135.366 ; df= 59 ; P= 000 ; Chi-square/df = 2.294 ;

Indices all meet the cut-off value for accepting model fit with P-value=.000 (< 0.05), GFI=.902, TLI=.957, CFI=.967 ( >0.9), CMIN\df =2.294 (EE, PE->CE, PE->JP

4.5.2 Accessing full structural model validity with mediation factors:

In this phase, all constructs are integrated into a comprehensive structural model to evaluate their roles in independence, dependence, and mediation This approach allows for a thorough analysis of the relationships between constructs within the model.

Picture 8 Full general structural model validity

Chi-square= 245.416 ; df= 96 ; P= 000 ; Chi-square/df = 2.556 ;

Picture 9 General structural model validity after improvement with P-value level remarks

Chi-square= 245.416 ; df= 96 ; P= 000 ; Chi-square/df = 2.556 ;

* Full structural model validity result:

P=.000; χ 2 /df =2.556; GFI=.868; TLI=.930; CFI=.944; RMSEA = 0881

** tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The study examines the impact of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly influence their performance levels Additionally, the research underscores the importance of job engagement as a critical factor that enhances the relationship between perceived support and job performance, providing valuable insights for improving employee productivity in the banking sector.

All indices meet the acceptable model fit criteria, with the exception of the GFI, which is at 868, close to the threshold of 0.9 This finding suggests a strong relationship between perceived organizational support (POS) and personal effectiveness (PE).

POS -> EE, POS -> CE, POS -> JP, PE -> JP, EE -> JP, CE -> JP

* Explanation of the standardized regression weight POS-JP at -1.8:

In section 3.9.4, it is noted that the inclusion of mediation factors (b2 and b3) diminishes the strength of the relationship between the independent factor (b1) When b1 approaches zero, the connection between the independent and dependent factors becomes indirect, operating through the mediators (Nguyen Dinh Tho, 2011).

Research findings reveal that the coefficient b1 equals -1.8 (®0), suggesting that the presence of mediation factors JE, CE, and EE creates an indirect relationship between Perceived Organizational Support (POS) and Job Performance (JP) A more detailed analysis of the mediator roles can be found in section 4.5.3.

The analysis reveals that the presence of mediation factors JE, CE, and EE results in a p-value of 0.075 for the POS-JP relationship, indicating a non-statistically significant correlation Consequently, this suggests that there is no contravariance relationship between POS and JP when these three mediation factors are considered.

* Constructs extracted in full structural equation model test (Picture 9): POS,

The assessment of the structural measurement model indicates a satisfactory fit for construct validity, with all fit indices meeting or closely approaching the established cut-off values necessary for model acceptance.

To ensure robust model fit in structural equation modeling, key indices should meet the following criteria: GFI, TLI, and CFI should be equal to or greater than 0.9, CMIN/df should be less than or equal to 2, and RMSEA should not exceed 0.08 For further academic resources, please contact via email at vbhtjmk@gmail.com for the latest thesis downloads.

(Model with mediation factors) Regression Weights:

JP.1 < - JP 1.000 CE.1 < - CE 1.000 CE.2 < - CE 1.111 066 16.723 ***

The data indicates a series of performance metrics across various categories, with JP showing a range of scores: JP.4 at 0.845, JP.2 at 0.883, JP.1 at 0.867, and JP.239 at 0.6 In the CE category, scores include CE.1 at 0.858, CE.2 at 0.890, and CE.4 at 0.884 The EE category presents scores such as EE.4 at 0.917 and EE.6 at 0.886 Lastly, the PE category features metrics like PE.1 at 0.785 and PE.4 at 0.846, highlighting the overall performance variations within these segments.

Standardized regression weight of POS -> JP (SEM Picture 9) is: 0.64 [POS >JP = (.548*.444) + (.0608*.377) +(.678*.239) =.64]

- P-Value JP is 0.38

Standardized regression weight of POS -> JP is 0.64

- The difference of standardized regression weights 0.64 against 0.38 indicates that Job engagement plays an important mediation role to improve relation of POS -

>JB, and this result supports our expected model

Table 10 Summary of Standardized regression weights of SEM with and without mediation factors

The model fit test results, evaluated through Structural Equation Modeling (SEM) using AMOS, indicate a good fit based on various absolute fit measures, including Chi-square, Chi-square/df, Goodness of Fit Index (GFI), and Root Mean Square Error of Approximation (RMSEA) Additionally, incremental fit indices such as Comparative Fit Index (CFI) and Tucker-Lewis Index (TLI) further support the model's adequacy The adjustments made are aligned with both theoretical and practical implications, ensuring robust model evaluation.

After the adjustment, CFA results showed that the indicators evaluating theoretical structural model are significantly improved and appropriate to market data i For Measurement model

Before improvement: P=.000; χ 2 /df $2; GFI=.745; TLI=.862; CFI=.897; RMSEA = 108

After improvement: P=.000; χ 2 /df =2.102; GFI=.889; TLI=.950; CFI=.961; RMSEA = 074

* Components extracted for each construct (factor) in measurement model test:

- Construct POS : POS2, POS3, POS6

- Construct PE : PE1, PE2, PE4, PE5

- Construct CE : CE1, CE2, CE4

- Construct EE : EE3, EE4, EE6

- Construct JP : JP1, JP2, JP4 ii For structural model

P=.000, χ 2 /df =2.556; GFI=.868; TLI=.930; CFI=.944; RMSEA = 0881

*Constructs extracted in structural equation model test: POS, PE, CE, EE, JP

The standardized estimates and goodness-of-fit (GOF) indices indicate that all metrics either meet or closely align with the acceptable thresholds for model fit, including a P-value of less than 0.05, GFI, TLI, and CFI values of 0.9 or higher, CMIN/df ratios of 2 or less, and RMSEA values of 0.08 or lower.

CONCLUSIONS AND RECOMMENDATIONS

Summary of all hypotheses

Finally, all hypotheses from the research model were significantly supported and final result of hypotheses test is summarized as below:

The Impact of Perceived Organizational Support on Job Performance, the Mediation of Job Engagement -

- A study of Commercial Banks in Viet Nam

The research model has 96 degree of freedom, χ 2 /df =2.556; GFI=.868; TLI=.930;

The final structural equation model (SEM) reveals statistically significant relationships among constructs, with p-values less than 5% Notably, the relationship between perceived organizational support (POS) and job behavior (JB) is nearly zero, indicating that the factors of personal engagement (PE), employee engagement (EE), and employee commitment (EC) mediate this relationship.

The research model's measurement scales demonstrate a strong theoretical foundation and align well with market data, leading to the acceptance of all hypotheses.

Summary of hypotheses and structural equation analysis results

1 Hypothesis 1A: Perceived organizational support is positively related to Physical engagement Strongly supported

2 Hypothesis 1B: Perceived organizational support is positively related to cognitive engagement Strongly supported

3 Hypothesis 1C: Perceived organizational support is positively related to Emotional engagement Strongly supported

4 Hypothesis 1D: Perceived organizational support is positively related to Job performance Not supported

5 Hypothesis 2A: Physical engagement is positively relate to Job performance Supported

6 Hypothesis 2B: Cognitive engagement is positively relate to Job performance Supported

7 Hypothesis 2C: Emotional engagement is positively relate to Job performance Supported

8 Hypothesis 3A: Physical engagement positively meditates the relationship between Perceived organizational support and Job performance

9 Hypothesis 3B: Cognitive engagement positively meditates the relationship between Perceived organizational support and Job performance

10 Hypothesis 3C: Emotional engagement positively meditates the relationship between Perceived organizational support and Job performance Supported

Conclusions and implications

The analysis presented in Chapter 4 confirms that the research questions have been positively answered, indicating that the proposed model can be effectively applied in commercial banks in Vietnam, with minor adjustments to align it with the local environment.

5.2.1 Practical significant of this thesis

Through a survey of relationship of “Perceived organizational support and job performance” in commercial banks in Vietnam, this study provides the following specific Practical significant:

This study directly addresses the questions outlined in section 1.3, focusing on the latest full download of the thesis The findings emphasize the importance of the thesis's relevance and its accessibility through various platforms, including Gmail for easy retrieval The research aims to provide a comprehensive understanding of the master's thesis process, ensuring that students have the necessary resources for successful completion.

This study examines the influence of perceived organizational support on job performance, with a specific focus on the mediating role of job engagement within commercial banks in Vietnam The research highlights how employees' perceptions of support from their organization can significantly enhance their engagement levels, ultimately leading to improved job performance By understanding these dynamics, banks can implement strategies to foster a supportive environment that boosts employee motivation and productivity.

* There is the common relationship between perceived organizational support and job performance in commercial banks in Viet Nam

To enhance the impact of perceived organizational support on job performance in commercial banks in Vietnam, it is crucial to identify and prioritize key factors These factors include effective communication, employee recognition, opportunities for professional development, and a supportive work environment By focusing on these elements, banks can foster stronger relationships between perceived support and employee performance, ultimately leading to improved organizational outcomes.

Enhancing the relationship between perceived organizational support and job performance can significantly contribute to the competitive advantage and overall performance outcomes of commercial banks in Vietnam.

- Providing better understands and improvement:

* Where employees perceive banks is delivering value to them and where it's not

* Employees' perceptions of their banks, leadership, working environment, climate and culture

* The drivers of employees' perception, engagement and performance

* Specific actions and initiatives that is likely to have the most powerful impact on improving relationship between perceived organizational support and job performance

* Banks’ responsiveness to the concerns and issues that matter most to banks’ workforce

This study highlights effective strategies to enhance the relationship between perceived organizational support and job performance in Vietnamese banks It provides bank leaders with a clearer understanding of how human resource management impacts business outcomes, ultimately improving banking performance By emphasizing the importance of investing in human resource management systems, the study encourages leaders to attract and retain talented staff, leading to improved employee performance and overall bank success.

The study analyzes how various factors enhance the relationship between perceived organizational support and job performance in Vietnamese banks The findings highlight significant contributors to this positive correlation, offering valuable insights for improving workplace dynamics and employee productivity in the banking sector.

Adjustment of measure-scale of factors positively improving relationship between perceived organizational support and job performance in commercial banks in Viet Nam

This article presents a model tailored for human resource management in commercial banks in Vietnam, serving as a foundational framework for future research on specialized HR management practices within the Vietnamese banking sector.

Indication that employees' perception of the organization's commitment to them (POS) contributes to organizational objectives through Job performance

The findings indicate a positive correlation between Perceived Organizational Support (POS) and job engagement, which encompasses physical, cognitive, and emotional involvement This engagement fosters a commitment to the organization's welfare and encourages employees to act in its best interest Additionally, job engagement is linked to improved job performance, particularly enhancing affective job performance.

The findings reveal that job engagement serves as a mediator in the relationship between perceived organizational support (POS) and job performance, enhancing the connection between POS and job performance by emphasizing the key elements of job engagement.

The findings indicate a positive relationship between Perceived Organizational Support (POS) and affective job engagement Notably, job engagement plays a mediating role in the connection between POS and job performance, further reinforcing the positive impact of POS on overall job performance.

The research highlights the importance of reciprocity in employee-employer relationships, underscoring the concept of social exchange theory This theory suggests that mutual obligations and exchanges between employees and employers are crucial for fostering a positive work environment.

This study examines the impact of perceived organizational support on job performance, with a focus on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization influence their performance levels, emphasizing the importance of job engagement as a crucial factor in this relationship The findings suggest that fostering a supportive work environment can enhance employee engagement and, consequently, improve overall job performance in the banking sector.

To enhance HR management in banks, it is crucial to focus on factors that positively influence the relationship between perceived organizational support and job performance Implementing effective HR management solutions that leverage employee engagement as a mediator can significantly strengthen this relationship, ultimately leading to improved job performance in the banking sector.

Specific measures, manipulating practical and effective solutions in terms of improving relationship between perceived organizational support and job performance in banks are proposed as follows:

For priority of proposal: To improve relation between POS and job performance, physical engagement, cognitive engagement and emotion engagement should be paid attention on priority order respectfully

For specific solutions: Banks should develop good, appropriate policies and create good working environment in related to the improvement of:

- Really caring about employee’s well-being, valuing their contribution to its well- being, willing to help them if they need a special favor

- Motivating employee to working with intensity of their job; encouraging employee to exert their full effort to their job; try their hardest to perform well on job

- Emotional, feeling of employee to be energic at their job interested in and excited about their job

- Cognizance of employee on focusing, concentrating in their job, long staying with banks

The proposed policies address key areas of concern, including hygiene issues such as compensation, salary, benefits, welfare, appraisals, incentives, gain-sharing, and safety policies, which are critical for employee satisfaction Additionally, motivator issues, which enhance job satisfaction, encompass training, career development, employer-employee relations, labor relations, and employee counseling.

Limitations and recommendations

This research focuses on the relationship between perceived organizational support (POS), job engagement, and job performance, specifically limiting the scope to in-task performance It does not explore other potential relationships, such as POS with felt obligation or POS with positive mood in relation to job performance These limitations are acknowledged in the study.

* The complexity of the research (limit of time, finance, local culture, support of relevant organizations)

* Specific context of Viet Nam which is not convenience to conduct multi-factor researches by students

The limited sample size predominantly from local commercial banks may impact the representativeness of the data, suggesting that the findings should be cautiously generalized across various banking institutions Additionally, certain observed variables were eliminated during the model testing process, potentially due to the unique context of Vietnam compared to prior research locations, as well as the constraints posed by the 200 respondents and the specific banks targeted in this study Future research is recommended to involve a larger and more diverse sample size from a broader range of banks to enhance the validity of the results.

This chapter summarizes the research findings, confirming that the research questions have been positively addressed It demonstrates that the proposed model is applicable to commercial banks in Vietnam and outlines solutions to enhance the relationship between Perceived Organizational Support (POS) and Job Performance (JB) Additionally, it highlights the roles of mediators—Physical Engagement, Cognitive Engagement, and Emotional Engagement—in the POS-JB relationship The results offer valuable practical and theoretical insights beneficial to both employers and employees within the banking sector, particularly in the realm of HR management.

This chapter outlines the limitations encountered in the research and offers recommendations for future studies It emphasizes the need for further exploration in the field to enhance understanding and address existing gaps.

This study explores the impact of perceived organizational support on job performance, focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization significantly influence their performance levels Furthermore, the research emphasizes that job engagement acts as a crucial mediator, enhancing the relationship between perceived support and job performance The findings underscore the importance of fostering a supportive work environment to boost employee engagement and overall performance in the banking sector.

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Eisenberger et al (1986) conducted a pivotal study on perceived organizational support, published in the Journal of Applied Psychology, which highlights the importance of employees feeling valued and supported by their organization This research underscores how such perceptions can significantly impact employee motivation and overall job satisfaction, contributing to a positive workplace environment For those interested in academic insights on employee support dynamics, the full text is available for download.

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Worth, Texas tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

LIST OF REFERENCES

APPENDIX

OF MEASURED VARIABLES tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The analysis included a total of 200 participants, with a 100% response rate achieved through listwise deletion of all variables in the procedure For the latest updates on graduate theses, please download the complete document at the provided email address.

This study investigates the impact of perceived organizational support on job performance, specifically examining the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can significantly enhance their job performance through increased engagement The findings suggest that fostering a supportive work environment is crucial for boosting employee motivation and productivity in the banking sector.

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Mean Variance Std Deviation N of Items

Total 200 100.0 a Listwise deletion based on all variables in the procedure

.921 5 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Mean Variance Std Deviation N of Items

Total 200 100.0 a Listwise deletion based on all variables in the procedure

EE 5 5.49 1.178 200 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The study investigates the influence of perceived organizational support on job performance, specifically examining the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can enhance their job performance by fostering greater job engagement The findings suggest that organizations that actively demonstrate support can significantly improve employee performance and engagement levels, ultimately benefiting overall organizational effectiveness.

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Mean Variance Std Deviation N of Items

Total 200 100.0 a Listwise deletion based on all variables in the procedure

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

CE 4 17.31 7.871 852 881 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

Mean Variance Std Deviation N of Items

Total 200 100.0 a Listwise deletion based on all variables in the procedure

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Cronbach's Alpha if Item Deleted

Mean Variance Std Deviation N of Items

23.72 12.104 3.479 4 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The study explores the impact of perceived organizational support on job performance, highlighting the mediating role of job engagement within commercial banks in Vietnam It emphasizes that employees who feel supported by their organization are more likely to exhibit higher job performance, driven by increased levels of job engagement The research underscores the importance of fostering a supportive work environment to enhance employee motivation and productivity in the banking sector.

(TÍNH ĐƠN HƯỚNG/ ĐƠN NGUYÊN)

Kaiser-Meyer-Olkin Measure of Sampling Adequacy .884

Extraction Method: Principal Component Analysis

Initial Eigenvalues Extraction Sums of Squared Loadings Compone nt

Cumulativ e % Total % of Variance Cumulative %

The analysis utilized Principal Component Analysis (PCA) as the extraction method, revealing significant results with values of 6.189, 3.152, and 100.000 For the latest full download of the thesis, please contact via the provided email address: vbhtjmk@gmail.com.

Principal Component Analysis a 1 components extracted

Kaiser-Meyer-Olkin Measure of Sampling Adequacy .871

Extraction Method: Principal Component Analysis

Initial Eigenvalues Extraction Sums of Squared Loadings Component

% of Variance Cumulative % Total % of Variance Cumulative %

4 252 5.032 96.499 dimension0 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

This study examines the impact of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perception of support from their organization influences their job performance, with job engagement acting as a crucial intermediary factor The findings suggest that enhancing perceived organizational support can lead to improved job performance through increased employee engagement.

Initial Eigenvalues Extraction Sums of Squared Loadings Component

% of Variance Cumulative % Total % of Variance Cumulative %

Extraction Method: Principal Component Analysis

Principal Component Analysis a 1 components extracted

Kaiser-Meyer-Olkin Measure of Sampling Adequacy .887

The extraction method utilized in this study is Principal Component Analysis (PCA) This technique is essential for reducing the dimensionality of data while preserving its variance, making it easier to analyze complex datasets For further information or access to the latest thesis downloads, please contact via email at vbhtjmk@gmail.com.

Initial Eigenvalues Extraction Sums of Squared Loadings Component

% of Variance Cumulative % Total % of Variance

Extraction Method: Principal Component Analysis

Principal Component Analysis a 1 components extracted

Kaiser-Meyer-Olkin Measure of Sampling Adequacy .853

CE 3 1.000 757 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

The study examines the impact of perceived organizational support on job performance, specifically focusing on the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization significantly influence their performance levels, with job engagement acting as a crucial intermediary factor Understanding this relationship is essential for enhancing employee productivity and satisfaction in the banking sector.

Extraction Method: Principal Component Analysis

Initial Eigenvalues Extraction Sums of Squared Loadings Component

Extraction Method: Principal Component Analysis

Principal Component Analysis a 1 components extracted

Kaiser-Meyer-Olkin Measure of Sampling Adequacy .829

Sig .000 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

Extraction Method: Principal Component Analysis

Initial Eigenvalues Extraction Sums of Squared Loadings Component

Extraction Method: Principal Component Analysis

Principal Component Analysis a 1 components extracted

Regression Weights: (Group number 1 - Default model)

JP.4 < - JP 1.012 058 17.374 *** tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

This study explores the influence of perceived organizational support on job performance, emphasizing the mediating role of job engagement within commercial banks in Vietnam It highlights how employees' perceptions of support from their organization can enhance their job performance, driven by increased levels of engagement The findings suggest that fostering a supportive work environment is crucial for improving employee performance in the banking sector.

Standardized Regression Weights: (Group number 1 - Default model)

Estimate JP.2 < - JP 887 JP.1 < - JP 838 JP.4 < - JP 888 JP.3 < - JP 821

Regression Weights: (Group number 1 - Default model)

Standardized Regression Weights: (Group number 1 - Default model)

Estimate POS.6 < - POS 843 POS.5 < - POS 878 POS.4 < - POS 871 POS.3 < - POS 805 POS.2 < - POS 752 POS.1 < - POS 736

Regression Weights: (Group number 1 - Default model)

Standardized Regression Weights: (Group number 1 - Default model)

The estimated performance evaluations are as follows: PE.1 at 0.774, PE.2 at 0.881, PE.3 at 0.809, PE.4 at 0.864, and PE.5 at 0.866 For the latest thesis downloads, please contact via email at vbhtjmk@gmail.com for complete access to the full thesis documents.

Regression Weights: (Group number 1 - Default model)

Standardized Regression Weights: (Group number 1 - Default model)

Estimate EE.4 < - EE 896 EE.3 < - EE 886 EE.2 < - EE 686 EE.5 < - EE 884 EE.6 < - EE 895 EE.1 < - EE 676

Regression Weights: (Group number 1 - Default model)

Standardized Regression Weights: (Group number 1 - Default model)

Estimate CE.3 < - CE 808 CE.2 < - CE 868 CE.1 < - CE 856 CE.4 < - CE 909

Regression Weights: (Group number 1 - Default model)

Standardized Regression Weights: (Group number 1 - Default model)

It seems that the content provided is not coherent and may contain errors or nonsensical phrases Please provide a clearer article or specific information that you would like to have rewritten, and I would be happy to assist you.

The study explores the impact of perceived organizational support on job performance, with a focus on job engagement as a mediating factor Conducted within commercial banks in Vietnam, the research highlights how employees' perceptions of support from their organization can significantly influence their performance levels By examining the relationship between organizational support and job engagement, the findings provide valuable insights for enhancing employee productivity in the banking sector.

APPENDIX No 5 CONVERGENT VALIDITY - CALCULATING CR and AVE

Lamda = Li: Standardized factor loading e i: measurement error = [1 – (standardized loading) 2 ]

POS - The Perceived organizational support Standardized Regression Weights: (Group number 1 - Default model)

Lamda Lamda^2 1-Lamda^2 (Total lamda)^2

PE - The Physical engagement Standardized Regression Weights: (Group number 2 - Default model)

Lamda Lamda^2 1-Lamda^2 (Total lamda)^2

EE - The Emotional engagement Standardized Regression Weights: (Group number 3 - Default model)

Lamda Lamda^2 1-Lamda^2 (Total lamda)^2

CE The Physical engagement & Cognitive engagement Standardized Regression Weights: (Group number 4 - Default model)

Lamda Lamda^2 1-Lamda^2 (Total lamda)^2

JP - The Job performance Standardized Regression Weights: (Group number 5 - Default model)

Lamda Lamda^2 1-Lamda^2 (Total lamda)^2

SUM 3.434 2.95173 1.04827 11.792356 0.918 0.590 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg

GOF INDICES (Joseph F Hair, Jr William C Black Barry J Babin, Rolph E Anderson

The article discusses the seventh edition of "Multivariate Data Analysis," published by Pearson Prentice Hall in 2010, and emphasizes its significance in the field of data analysis It also mentions the availability of the latest thesis download for master's degree programs, highlighting the importance of accessing updated academic resources.