Employment and contractual relationships
The significance of jobs for human development is always recognized As employers, organizations contribute to one of the most widely recognized social objectives, which is to improve living standards through full, secure, and sustainable employment
Each country has a different legal framework that regulates the relationship between employers and employees Although the exact tests and criteria for determining whether an employment relationship exists will vary from country to country, the reality is that the positions of the contracting parties are not the same and that as a result, workers' demands for additional protection are widely recognized and form the basis of labor law The employment relationship confers rights and imposes obligations on both the employer and the employee in the interests of both the organization and society
Not all work is done within an employment relationship Work and services are also performed by self-employed men and women; in this case, the parties are considered independently of each other and have a more equal and commercial relationship The distinction between employment and commercial relationships is not always clear and is sometimes misinterpreted, with the result that workers do not always receive the protections and rights to which they are entitled It is important for both society and the individual doing the work that the appropriate legal and institutional framework is recognized and applied Whether the work is performed under an employment contract or a commercial contract, all parties to a contract have the right to be aware of their rights and responsibilities and to take appropriate action in the event of such terms in the contract is not respected In this context, labor is understood as work performed for pay and does not include activities carried out by volunteers.
Working conditions and social protection
Working conditions encompass various aspects of an employment relationship, including compensation, benefits, hours, rest periods, holidays, disciplinary measures, and employment termination Additionally, they include protection for pregnant employees and welfare provisions such as safe water, sanitation, canteen facilities, and health services While national laws and agreements govern many working conditions, employers also determine several parameters By adhering to these regulations and guidelines, businesses ensure fair and safe work environments that promote employee well-being and productivity.
Working conditions greatly affect the quality of life of workers and their families, and also affect economic and social development Fair and appropriate consideration should be given to the quality of working conditions
Social protection refers to all legal guarantees and organizational policies and practices aimed at minimizing the reduction or loss of income in the event of an employee's injury, illness, maternity, child-rearing, age-old age, unemployment, disability, or other financial hardship and is intended to provide medical care and family allowance Social protection plays an important role in maintaining human dignity and creating a sense of equity and social justice In general, the main responsibility of social protection rests with the state.
Social dialOQUG - SH n nhằ nn nh nh kh 11 1.3.4 Health and safety at WOIK ch nn HH nhờ 12 1.3.5 Human development and training in the workplace
Social dialogue includes any type of negotiation, consultation, or exchange of information between or among representatives of government, employers, and workers on issues of common interest related to the economy and society Dialogue should take place between employers and workers' representatives, on issues affecting their interests, but also the role of government, where broader factors, such as legislation laws and social policies are at risk of being violated
Independent parties need to engage in social dialogue Workers’ representatives should be freely elected, in accordance with national laws, regulations or general agreement, by members of the union or by the workers involved These representatives should not be appointed by the government or the employer At the organizational level, social dialogue takes many forms, including information and consultation mechanisms such as employment councils and collective bargaining Trade unions and employers’ organizations, as selected representatives of the respective parties play a particularly important role in social dialogue
Social dialogue is based on the recognition that employers and employees have both common and competitive interests and plays a particularly important role in labor relations, policy formation, and operation in many countries
Effective social dialogue provides a mechanism for policy development and solutions that take into account the priorities and needs of both employers and employees, leading to better outcomes meaningful and lasting for both the organization and society Social dialogue can contribute to the establishment of participatory and democratic principles in the workplace, to a better understanding between the organization and those who perform its work, healthy labor-management relationships, thereby minimizing costly labor disputes Social dialogue is an effective method for managing change Social dialogue can be used to design skills development programs that contribute to human development and increase productivity, or to mitigate the adverse social effects of change in people's activities organization Social dialogue may also include a disclosure about subcontractors’ social conditions
Social dialogue can take many forms and take place at many levels Workers may wish to form groups with a_ broader occupational, inter-occupational, or geographic scope It is best for employers and employees to decide jointly which level is most appropriate One way to do this is to adopt framework agreements that are complemented by local institutional arrangements that are consistent with national law or practice
In contexts of disagreement, social dialogue serves as a constructive channel for dispute resolution It provides a platform for parties to engage in dialogue and establish a framework for addressing grievances This is especially crucial in settings where workplace rights and protections may be lacking, ensuring that concerns of both employees and subcontractors can be effectively raised and addressed through established grievance mechanisms.
There is a tendency to develop international social dialogue, including regional and global dialogues and agreements between organizations operating at the international level and international trade unions
1.3.4 Health and safety at work
Health and safety at work are concerned with promoting and maintaining the best physical, mental, and social well-being of
13 workers and preventing unhealthy working conditions This also involves the protection of workers from health risks and the adaptation of the working environment to the psychophysiological needs of the workers
The financial and social burden on society due to work-related illness, accidents, and death are enormous Accidental and inherent pollution and other workplace hazards that are harmful to workers can also have an impact on communities and the environment (For more detailed information on environmental hazards) Health and safety-related problems arise from potentially hazardous equipment, processes, practices, and substances (chemical, physical and biological)
1.3.5 Human development and training in the workplace
Human development includes the process of expanding people's choices by enhancing human capacities and activities, thereby enabling men and women to live long, healthy, knowledgeable, and have a good standard of living Human development also includes access to political, economic, and social opportunities for creativity and efficiency, as well as the right to self-respect and a sense of belonging to the community and contributing to society
Organizations can use workplace policies and initiatives for more human development by addressing important social issues such as combating discrimination, balancing family responsibilities, and enhancing health, well-being and improving workforce diversity Organizations can also use workplace policies and initiatives to enhance the capacity and performance of individuals Workability refers to experiences, competencies and qualifications that enhance an individual's ability to secure and maintain decent work.
THE SITUATION OF IMPLEMENTING SOCIAL RESPONSIBILITY
Background of Textile & Garment industry in Vietnam
Vietnam's textile and garment industry is also one of the key export industries and plays an important role in the growth of the economy, accounting for 12 - 16% of the country's total export turnover According to the World Trade Statistical Review 2021 report released by the World Trade Organization (WTO), Vietnam is in the Top Ten Exporters of Textile in 2020
The Vietnamese textile and garment industry has experienced significant growth in recent years From 2016-2020, the industry's production witnessed an impressive average annual growth rate of 7.9% In 2018 alone, it surged by over 33% Despite the challenges of 2020, the textile and garment sector emerged as one of the country's key economic drivers.
Top Ten Exporters of Textile, 2020 (Sbillion USD and annual percentage change,%)
China European india Turkey USA Vietnam South Pakistan Taiwan Japan
Created by Dr Sheng Lu : :
Data source: WTO (2021) l8 Value of exports ® Annual percentage change (2020 vs.2019)
15 industries that are negatively affected and prolonged by the Covid-
Despite facing significant challenges posed by the global COVID-19 pandemic, textile and garment enterprises in Vietnam have remained resilient and achieved continuous growth According to a report by the Vietnam Textile and Apparel Association (VITAS), the textile industry has maintained a positive growth trend.
2021, estimated at $ 39 billion, up 11.2% compared to the previous year This number is even higher than in 2019 when there was no COVID-19 epidemic (up 0.3% compared to 2019)
The textile and garment industry has a massive labor scale, generating approximately 2.2 million jobs annually However, the workforce within textile enterprises primarily consists of unskilled laborers This lack of skilled workers, coupled with limited legal and international standards awareness, presents challenges within the industry.
Overall, the export situation of the textile and garment industry in recent years shows that the growth in the export of Vietnam's textile and garment industry fluctuates according to the general export trend of the country Notably, in the context of the epidemic, the export of the entire textile and garment industry still showed a jumpy growth in the first 9 months of 2021 (V-shaped growth) The above results are achieved because Vietnam's textile and garment industry has been making constant efforts to catch up with world trends In which, the most prominent is the initiative of enterprises
Finally, we've seen a snapshot of Vietnam's textile and apparel industry, which is rapidly evolving in terms of both quality and quantity The textile and garment industry's production activities interact with a variety of stakeholders, including the environment, people, society, and customers, among others, and the consequences of social responsibility will have a beneficial impact on the activities of Vietnamese textile and garment enterprises.
Reality of implementing the internal CSR in Vietnamese Textile
Vietnamese Textile and Garment enterprises
Textile is one of the important industries for the Vietnamese economy With more than 6,000 factories, the industry currently provides about 3 million jobs across the country This is the industry with the largest labor force and high labor turnover rate compared to other industries in the country The industry is not only important to the economy but also to Vietnamese society Labor relations in the textile and garment industry in Vietnam have many potential complications due to the low income of workers, limited working conditions, and industrial awareness and style of workers mostly from rural areas, young age, has not met the requirements, etc To build a harmonious, stable and progressive labor relationship in enterprises, the implementation of democracy in labor relations is a key factor and is always focused on by organizations
In recent years, Scavi Group in general and Scavi Hue Company, in particular, have achieved a very strong and stable growth rate, creating stable jobs for many local workers As of 2021, Scavi Hue has more than 7,200 members, making great contributions to the socio-economic development of Thua Thien Hue province It is expected that in the last 3 months of 2021, SCAVI Hue will recruit more than 2,000 employees with vacancies such as pattern worker, mechanic, electrician, line technician, etc In addition to creating jobs, employees are also guaranteed benefits and policies such as annual leave, weekly leave, full scholarships for children studying at SCAVI preschool In particular, garment workers from outside the province who return to their homeland to work, are entitled to the following policies: free COVID-19 testing; hot support in cash when signing a labor contract at the company, etc
As for Garment 10, at the time of the Covid-19 epidemic, Garment
10 Joint Stock Corporation Joint Stock Company (2020) said that although businesses are having to "measure" orders by month, even by the week, they still did not lay off a single worker,
17 guaranteeing full employment and income for workers The leaders of the textile and garment industry are still struggling day and night to retain workers, because more than anyone else, they know that letting workers quit now means pushing them into difficulties With an enterprise employing nearly 12,000 workers and having a 74-year history in the textile and garment market, keeping jobs for workers is really "a battle" for leaders of Garment
Garment 10 Corporation prioritizes employee well-being through a dedicated focus on both material and spiritual needs The company strives to foster a safe, productive, and motivating work environment By adhering to strict disease prevention measures, Garment 10 Corporation empowers its employees with a sense of security, enabling them to perform their duties effectively.
2.2.2 Conditions of work and social protection
The survey results of the Department of Labor Relations, Vietnam General Confederation of Labor in 2018 show the fact that the textile and garment industry is the industry with the lowest basic salary among industries, with VND 4,225 million, not enough to meet the basic needs of workers Regarding the welfare regime, according to the report of Vietnam Textile and Garment Trade Union in 2017, 100% of grassroots trade union members have basic trade union institutions such as cafeterias, medical rooms, a place for cultural activities to serve employees
According to the recruitment information post of Scavi Hue Company (2021), employees at the company are entitled to the following benefits and policies: Working time is 8 hoursfiday, from Monday to Saturday Weekend off on Sunday Regarding annual leave, employees who have worked for more than 12 months are entitled to 12 days off for normal work, 14 days for heavy and hazardous work; Every 5 years of working, 1 additional day of leave is added Employees who work for less than 12 months have a leave period corresponding to their working time Retirement with full salary: On public holidays and New Year according to the provisions of the Law Attractive salary, competitive, negotiable according to capacity and built according to the 3P method
Scavi Fashion offers competitive compensation based on position, performance, and abilities They comply with Labor Law requirements, providing Social, Health, and Unemployment Insurance Employees receive a 13th-month salary that can double as a bonus, along with core membership and annual free shares Remote staff are supported with accommodation or transportation assistance The company provides free meals and full scholarships for children to attend their kindergarten International garment workers receive pre-employment COVID-19 tests, cash bonuses, a 13th-month bonus, and flexible skills assessments with salaries commensurate with their abilities.
Garment 10 Joint Stock Corporation is very interested in employees, they develop businesses in association with improving the lives of workers One of the five guiding factors of Garment 10's success in recent years is "taking care of the material and spiritual life, sharing the thoughts and feelings of the employees" Employees here always receive the best remuneration, are interested in building the closest institutions According to the annual report of Garment 10 Corporation - Joint Stock Company (2021), labor policy to ensure the health, safety, and welfare of employees at Garment 10 Corporation has strictly implemented the social insurance policies and regimes, correctly deducted payment, enough, to ensure timely payment of benefits to employees, the total amount paid in 2020 is VND 109.15 billion In addition, the Corporation buys body insurance 24fi24 for 100% of employees The Corporation also has a Garment 10 Corporation Dormitory with full facilities and equipment capable of serving about 200 people to meet the accommodation needs of
19 employees The cultural activities center of the Corporation has 03 badminton courts, 01 outdoor event playground, 01 multi-purpose halls with an area of 400 square meters, with an air-conditioning system at the Long Bien Vocational College, contribute to taking care of the material and spiritual life of employees; Maintain and develop Garment 10 Corporation Kindergarten, which raises children who are the children of officials and employees, is the only private preschool in the area that accepts children from 6 months old so that their parents can work with peace of mind Garment 10 Corporation Kindergarten is honored to be one of 58 schools in Hanoi city certified for educational quality by the Department of Education; Organized to commend and reward 1,822 excellent students in the 2019-2020 school year who are children of officials and employees on the occasion of International Children's Day 1fi6 with a total amount of nearly 200 million VND; Employees are interested in giving gifts on holidays, Tet, International Women's Day 8fi3, birthdays, marriages and participate in many activities on the occasion of major national holidays such as: learning and contesting for wrapping Banh Chung, sharing fairs on the occasion of the Lunar New Year; meeting to celebrate the founding of the Vietnam Women's Union, International Women's Day
In general, dialogue activities are focused and organized regularly through employee conferences at many levels, contributing to raising awareness, sharing responsibilities between employers and employees, building relationships harmonious, and progressive labor However, the actual work of dialogue, building, and signing of collective labor agreements at enterprises still have shortcomings and limitations
The Vietnam Textile and Garment Union has cooperated with the Vietnam National Textile and Garment Group, directing and guiding units to organize Employee Conference to ensure democracy and compliance with regulations On average, more than 95% of the units organize the Employee Conference every year Most units have developed a Regulation on democracy and a Regulation on dialogue at work As a result, from 2011-2020 there were 1,505 dialogues held in the workplace Organized a high-level dialogue between the Vietnam Textile and Garment Trade Union, employees, and the Group's General Director on_ building sustainable remuneration policies, on rewarding and honoring employees, about business challenges, with trade unions and workers in the era of industrial revolution 4.0 In general, dialogue activities are focused and organized regularly through workers’ conferences at many levels, contribute to raising awareness, sharing responsibility between enterprises and employees, building harmonious and progressive labor relations However, the dialogue work in some enterprises has not yet complied with the principles and procedures on collective bargaining Social dialogue, organizing employee conferences are still formal and have not yet ensured the content, time, and process; and integrated with other conferences, the quality is not up to the requirements In some units, the role of trade union officials has not been properly promoted; qualifications, methods, and skills in negotiation and dialogue are not good; not yet grasp the process and content of the dialogue; lack of confidence and lack of courage in the process of dialogue
2.2.4, Health and safety at work
This is also considered as one of the key factors in ensuring social responsibility for the life and health of garment workers The textile and garment industry is also an occupation with numerous potential risks for occupational diseases as well as safety Therefore, the work of ensuring employees’ health and safety in the textile and garment industry needs to be focused on by both businesses and employees In fact, textile workers often must work in an environment with many toxic agents such as dust, garbage, noise , which is the cause of lung-related diseases and bronchi Besides, the textile and garment factories are the place where many flammable goods and materials are concentrated such as fabric, rubber, paper
Having determined these problems, Kinh Bac Garment Joint Stock Company (Duy Tien) ensured occupational safety and hygiene At Kinh Bac's textile and garment factories, 100% of workers are fully supplied with protective equipment such as protective hats, masks, earplugs, Every week and every month, the company makes progress inspecting the implementation of occupational safety and health in production areas such as whether employees wear labor insurance? how fire fighting tools, workplace hygiene, ventilation systems, lighting, noise? Thereby, promptly reminding the shortcomings of employees and managers in order to ensure safe production Along with that, the company also periodically organizes training courses on fire prevention, fighting, occupational safety, and hygiene for employees For electrical hazards, the company implements the annual self-inspection and maintenance regime on occupational safety for machines and equipment in factories and warehouses and installs lightning protection systems At the same time, the company also organizes periodical health checks, has a fostering regime for employees working in dangerous and hazardous locations, equips lockers and medicine cabinets in production areas
Aware of the importance of occupational safety, Vina KNF International Company Limited (Vina KNF) (Yen Bai province) established the grassroots fire prevention and fighting team, organized annual fire prevention and fighting training, invest in procurement of fire prevention and fighting equipment such as fire extinguishers, pumps, automatic smoke alarm systems in factories and related rooms and departments ( In addition, the Company also cooperates with trade unions to establish a Fire safety board This safety committee actively builds the inspection schedule and organizes the implementation strictly, on time, and in accordance with regulations; at the same time, actively coordinate with functional units, divisions, and departments to strengthen propaganda and raise awareness of officials and employees in the implementation of regulations on fire prevention and fighting on the spot; instructing units to maintain self-inspection of fire safety; turning self-inspection into a regular and continuous task, raising the sense of vigilance to prevent fire and explosion risks; proactively detect loopholes and shortcomings in fire prevention and fighting safety, helping units promptly take measures to prevent and overcome
According to research by Hoang Thi Giang (2020) on the health and conditions of garment workers at Haivina Kim Lien limited liability company, Nghe An, the results show that there are many shortcomings in the process implement the safety and health of employees, which can adversely affect the health of workers.In particurlar, the results showed that the proportion of samples with microclimate criteria that did not meet all accounted for nearly half Specifically, the target of working environment temperature that does not meet the allowable hygiene standards is 44.45%, of which 55.56% in the garment factory and Insonic workshop are above the allowable hygiene standard High air temperature is a condition that makes other pollution factors stronger Therefore, working in a hot environment will make the body tired quickly, the respiratory system and cardiovascular system increase
SOLUTION AND RECOMMENDATION .à
Industrial Orientation ch nn nen TK kh ky 24
The export market share of Vietnam's textile and garment industry in 2021 has risen to the second position, just behind China This shows the growth potential of the industry in the coming years Despite the heavy impact of the Covid-19 epidemic, textile and garment exports still achieved impressive record results In which, in order to achieve sustainable development, ensuring corporate responsibility for employees is a strikingly urgent requirement The goal for the period 2022-2025 is to form a supply capacity large enough for the clothes industry to meet the initial requirements of the world's large-scale supply chains, together with large and reputable garment industry Therefore, in order to increase production capacity in the following years, many textile and garment enterprises have focused on developing skilled human resources as well as being able to operate high-quality machinery
A big problem facing textile and garment enterprises is to find a way to stabilize production and retain employees If businesses let workers quit, hundreds of thousands of employees will be unemployed, creating a burden on society and when overcoming the Covid-19 epidemic, businesses have to take time to re-recruit workers, restore production exports
To enhance occupational safety and health, effective training programs are crucial Comprehensive training is essential, addressing relevant topics within the stipulated timeframes The content should be concise, practical, and tailored to specific job duties Professional trainers should facilitate all sessions Crucially, training should emphasize skill development for accident prevention and hazard identification in the workplace By focusing on these aspects, organizations can effectively reduce occupational risks and improve workplace safety.
- Human development and training in the workplace, enterprises need to implement solutions on training and development of human resources, in order to solve the weaknesses and inadequacies of the industry Specifically, building a design platform to respond to the rapid changes of the market, building, and training quality human resources, fashion vision, foreign languages to update world fashion trends Therefore, it is necessary to modify the training program in the direction of updating with technology 4.0 in both the technical and technological fields and the management and marketing fields Creating more training majors in the direction of an interdisciplinary approach to technology 4.0 which can be used in the field of textiles
To address the human resource shortage exacerbated by the COVID-19 pandemic, textile and garment enterprises must adopt innovative approaches to compensation Hourly wages and annual income should be considered, ensuring that employees receive compensation even during periods of reduced work This flexibility will incentivize workers, allowing them to earn higher wages during peak months while maintaining a safety net during slower periods.
- Employment and contractual relationships, the units apply flexible working regimes, reducing working hours, extending shifts, and rotating work to ensure production activities, jobs, incomes, and psychological stability for employees Businesses need to take advantage of the period when there are no orders to organize training courses and improve skills for workers to increase labor productivity Textile and garment enterprises should early propose to the government to quickly disburse approved support packages, simultaneously, consider allowing a part of unemployment insurance and social insurance funds to be used to support enterprises that continue to pay wages to workers
- Social dialogue, it is important to communicate and persuade employees to ensure human resources in the condition that production plans are volatile and difficult to predict early Enterprises need to regularly hold high-level dialogues between the Vietnam Textile and Garment Trade Union, employees, and the group's general director on building sustainable remuneration policies, the reward and honor system for employees, challenges for businesses,
CONCLUSION The raising of awareness, understanding, and strengthening of social responsibility of garment enterprises in our country is currently being promoted In particular, in the current deepening integration trend, corporate social responsibility is considered as one of the criteria and motivation for sustainable development The responsibility of enterprises to employees has become the most familiar concept, especially in the context of the current difficult economic situation, many businesses continue to maintain production activities as well as many employees continue to accompany the business because of the implementation of social responsibility This has shown that corporate social responsibility also becomes a core value in business
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