Văn hóa trách nhiệm của công chức hành chính trong thực thi công vụ ở việt nam hiện nay TT TIENG ANH

MINISTRY OF TRAINING MINISTRY OF AND EDUCATION HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION VU THI HUONG THAO CULTURE OF RESPONSIBILITY OF THE ADMINISTRATIVE CIIVL SERVANTS IN PERFORMING PUBLIC DUTIES IN VIET NAM AT PRESENT Specialization: Public Management Code : 34 04 03 SUMMARY OF THE DOCTORAL DISSERTATION HA NOI, 2021 The doctoral dissertation was completed at: NATIONAL ACADEMY OF PUBLIC ADMINISTRATION Supervisors: Prof.Dr Nguyen Huu Khien Prof.Dr Nguyen Duy Bac Reviewer 1: Reviewer 2: Reviewer 3: The doctoral dissertation is defended before the Doctoral Dissertation Assessment Council at the institutional level Venue: Room for Doctoral Dissertation Defense ……, National Academy of Public Administration 77, Nguyen Chi Thanh, Dong Da, Ha Noi Time: At: On: (day) (month), 2021 The doctoral dissertation can be found at: - National Library of Vietnam; - Library of the National Academy of Public Administration INTRODUCTION Reasons for choosing the topic In order to contribute to the improvement of the effectiveness and efficiency of the serving public administration, the construction and defense of the country in the new period, the author has chosen "Culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present” as the topic of the doctoral dissertation in Public Management for the following reasons: Firstly, there has not much literature with in-depth research on the culture of responsibility of the administrative civil servants in performing public duties: Although many studies on culture in general and on culture in specific fields in particular, on legal responsibility or responsibilities of cadres and civil servants in performing public duties could be listed, there have not been any research works devoted to the culture of responsibility of the administrative civil servants in performing public duties Secondly, it is the role of the culture of responsibility in improving effectiveness and efficiency of the public duty performance: There is an interplay between the culture of responsibility and the civil servants' act of performing public duties The act of performing public duties in a civil service environment with a good foundation of culture of responsibility is less likely deviant because it is subject to the influence, governance, and even supervision of those individuals who are governed by a system of right values and standards On the contrary, the act of performing public duties in a civil service environment with a poor foundation of culture of responsibility will have a higher risk of being deviant because it is less subject to the governance of the shared values and standards, which exerts negative influence on the effectiveness and efficiency of the public administration and civil service Thirdly, it is the current state of the culture of responsibility in performing public duties: In general, competent agencies, organizations, and individuals properly perform their functions and task as required by the regulations Cadres and civil servants are well aware of proper and full implementation of cadres and civil servants' obligations and the things that they are not allowed to However, the existing weaknesses and inadequacies affect the quality of the public duty performance of cadres and civil servants, which creates barriers to the integration and public administrative reform The weaknesses are expressed as a lack of full and clear awareness of the obligations and roles of the public duty performers; the sense of devotion, dedication, and responsibility of the public duty performers not becoming a permanent, popular value; an absence of professionalism in the duty performance of some civil servants Fourthly, it is the requirements of international integration: International integration provides opportunities for cadres and civil servants to access to new scientific knowledge and practices of different models of civil service and public administration, which helps the contingent of cadres and civil servants be aware of their actual position and capability in the civil service so that they can selfregulate their behaviors accordingly In addition, international integration also requires Viet Nam's public administration and civil service to make changes to be commensurate with the global trend of public administration and civil service Adaptation requires many factors The decisive factor is the cadres and civil servants themselves who must constantly improve their professional skills and knowledge, foreign language proficiency It is necessary to implement other factors to ensure the best conditions for cadres and civil servants to perform public duties Based on the above-mentioned reasoning, the author has chosen the topic for the doctoral dissertation: "Culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present" Research objectives and tasks 2.1 Research objectives Based on analysis and clarification of the theoretical bases of the culture of responsibility of the administrative civil servants in performing public duties, assessment of the current state of the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam, the doctoral dissertation aims to propose the viewpoints and solutions to build a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present 2.2 Research tasks In order to meet the above-mentioned objectives, the doctoral dissertation focused on the following research tasks: First, to a literature review of the research works related to the doctoral dissertation to inherit the research results and clearly identify the gaps and the issues that need to be further studied; Second, to analyze the theoretical bases of the culture of responsibility of the administrative civil servants in performing public duties; Third, to analyze and assess the current state of the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present; Fourth, to propose viewpoints and solutions to build a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present Research object and scope 3.1 Research object The research object of the doctoral dissertation is culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present 3.2 Research scope - Content scope: The doctoral dissertation focused on the theoretical basis of the culture of responsibility of the administrative civil servants in performing public duties; the current state, viewpoints and solutions to build a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present - Space scope: Research on culture of responsibility of the administrative civil servants in Viet Nam - Time scope: Since 2008 when the Law on Cadres and Civil servants took effect Methodology and research methods 4.1 Methodology The doctoral dissertation is based on the methodology of dialectical materialism and historical materialism of Marxism-Leninism, viewpoints of the Communist Party of Viet Nam and the State of Viet Nam, and Ho Chi Minh's thought on culture and civil service culture 4.2 Research methods A number of specific research methods have been used in the doctoral dissertation as follows: - Desk review; - Method of sociological survey; - Statistical method; - Method of expert; - Method of comparison Research questions and hypotheses 5.1 Research hypothesis Culture of responsibility plays an important role in performing public duties and is affected by various factors The culture of responsibility of the administrative civil servants in performing public duties in Viet Nam has both advantages and weaknesses which exert negative influence on the effectiveness and efficiency of the public duty performance The implementation of synchronous solutions will contribute to the building of a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam 5.2 Research questions The doctoral dissertation has to answer the following research questions: Question 1: What is the current state of the institutions and the implementation of the regulations related to the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present? Question 2: What are the factors influencing the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam? Question 3: How the administrative civil servant perceive the culture of responsibility in performing public duties in Viet Nam at present? Question 4: What are the directions and solutions to build a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present? New contributions of the doctoral dissertation 6.1 Theoretical contributions This is the first doctoral dissertation which studies the culture of responsibility of the administrative civil servants Therefore, the doctoral dissertation will make certain contributions to the system of theoretical issues of the civil service culture and the culture of responsibility of the administrative civil servants in performing public duties The doctoral dissertation has systemized, analyzed, and clarified the theoretical bases of the culture of responsibility in performing public duties, including concept, characteristics, and requirements of the culture of responsibility in performing public duties; the content of the culture of responsibility in performing public duties; the factors influencing the culture of responsibility in performing public duties 6.2 Practical contributions The doctoral dissertation has assessed the current state of the institutions and the implementation of the regulations related to the culture of responsibility in performing public duties in Viet Nam at present; assessed the administrative civil servants’ awareness of the culture of responsibility in performing public duties; and analyzed, clarified the influence of some factors on the culture of responsibility in performing public duties in Viet Nam at present; 6.3 Solution contribution The doctoral dissertation provided arguments, presents and analyzes viewpoints, and proposes solutions to build a culture of responsibility in performing public duties in Viet Nam at present Theoretical and practical significance of the doctoral dissertation - The research results of the doctoral dissertation have added scientific arguments to the public management science, specifically theoretical issues of responsibility and culture of responsibility in performing public duties - The research results can be used as references in research and teaching the public management science in general and culture of responsibility in performing public duties in particular - Solutions and scientific conclusions of the doctoral dissertation can be used as useful references in perfecting regulations, performing public duties, and implementing administrative reforms in Viet Nam in the coming time Structure of the doctoral dissertation In addition to the introduction, conclusion, references, and appendices, the doctoral dissertation is structured into four chapters, namely: Chapter 1: Literature review of the related research works Chapter 2: Theoretical bases of the culture of responsibility of the administrative civil servants in performing public duties Chapter 3: The current state of the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present Chapter 4: Viewpoints and solutions to build a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present CHAPTER LITERATURE REVIEW OF THE RELATED RESEARCH WORKS 1.1 Domestic research works on the culture of responsibility in performing public duties There are large domestic publications on civil service responsibility The existing related reseach works could be grouped into the research trends, including: - Research on the current state of the legal regulations on civil service responsibility of cadres and civil servants - Research on the current state of performing civil service responsibility of cadres and civil servants - Research on the causes and factors influencing the civil service responsibility of cadres and civil servants - Research on solutions to enhance the implementation of public service responsibility 1.2 Overseas research works on the culture of responsibility in performing public duties 1.3 Contributions of the research works on the culture of responsibility in performing public duties First, studies on a number of legal provisions on the culture of responsibility in performing public duties in Viet Nam: related issues, analysis of some limitations and gaps of these regulations Second, studies on experience of selected countries in the world in building a culture of responsibility in performing public duties: analysis of experience and comparison with the actual situation in Viet Nam, and practical lessons learned for Viet Nam Third, assessments of the current state of the culture of responsibility in performing public duties in Viet Nam Fourth, studies on the causes and factors influencing the performance of the civil service responsibility of cadres and civil servants Fifth, solutions to build a culture of responsibility in performing public duties in Viet Nam 1.4 Issues of the culture of responsibility in performing public duties to be studied further Firstly, future studies need to focus on the theoretical issues of the culture of responsibility in performing public duties in Viet Nam Secondly, it is necessary to conduct more studies which provide evidence as practical rationales, using survey methods Based on the identification of the gaps as mentioned above, the author has systemized and clarified the theoretical bases of the culture of responsibility in performing public duties, and used sociological survey methods to obtain reliable data to assess the implementation of the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present Based on the survey results, the doctoral dissertation presented viewpoints and proposed solutions to build a culture of responsibility in performing public duties in Viet Nam at present CHAPTER THEORETICAL BASES OF THE CULTURE OF RESPONSIBILITY OF THE ADMINISTRATIVE CIVIL SERVANTS IN PERFORMING PUBLIC DUTIES 2.1 Concept of culture of responsibility of the administrative civil servants in performing public duties - Concept of culture - Concept of responsibility - Concept of culture of responsibility - Concept of administrative civil servants - Concept of performing public duties - Concept of culture of responsibility of the administrative civil servants in performing public duties 2.2 Content of the culture of responsibility of the administrative civil servants in performing public duties "Culture of responsibility of the administrative civil servants in performing public duties" is understood as a system of values formed in the process in which administrative civil servants perform their responsibilities in the civil service The system of values is concretized through five specific groups of values, as follows: - The values of professional knowledge and skills, morale and attitude of the administrative civil servants in performing public duties - The values of the standards of communication and conduct of the administrative civil servants in performing public duties - The values of the standards of style and manner of the administrative civil servants in performing public duties - The values of the standards of ethics and lifestyle of the administrative civil servants in performing public duties - The values of accountability of the administrative civil servants in performing public duties 2.3 Characteristics of the culture of responsibility of the administrative civil servants in performing public duties The culture of responsibility of the administrative civil servants in performing public duties has six key characteristics as follows: - Expressing the characteristics of culture in general - Associated with the legislation and public policies - Measured by the effectiveness of the act of performing public duties - Subject to changes and developments in accordance with the requirements of the public duties performance - Playing the important role and significance in improving the effectiveness and efficiency of the public duty performance - Meeting the requirements of international integration 2.4 Foundation and factors influencing the culture of responsibility of the administrative civil servants in performing public duties in our country at present 2.4.1 Foundation of the culture of responsibility of the administrative civil servants in performing public duties in our country at present The characteristics of being associated with the economy, the politics, and the history of thousands of years has made the culture of responsibility of the administrative civil servants in performing public duty unique, which is reflected in the following factors: - Wetland rice civilization and agricultural production methods - The history of fighting against foreign invaders - Centralized feudal administration - The implementation of the centralized mechanism with bureaucracy and subsidies - The Party's viewpoint on building a socialist rule-of-law state - The process of opening up, comprehensive regional and international integration 2.4.2 Factors influencing the culture of responsibility of the administrative civil servants in performing public duties in our country at present The culture of responsibility of the administrative civil servants in performing public duties is influenced by a number of factors as follows: - The Party's viewpoint, public policies and regulations on ethics, responsibilities, and obligations of civil servants when performing public duties - National traditional culture and local culture - The civil service environment: Many aspects of the civil service environment influence the culture of responsibility of the administrative civil servants in performing public duties, specically: + The cultural environment of the public duty performance + Training and enhancing the sense of responsibility of the administrative civil servants in performing public duties + A mechanism for examination and supervision of responsibility in performing public duties + The role of the head of the agency or the organization - Subjective factors of the administrative civil servants: General knowledge of civil servants; Civil servants' awareness of the responsibilities in performing public duties; Personal morality and professional ethics of civil servants; and so on are the subjective factors that influence the culture of responsibility of the administrative civil servants in performing public duties CHAPTER THE CURRENT STATE OF THE CULTURE OF RESPONSIBILITY OF THE ADMINISTRATIVE CIVIL SERVANTS IN PERFORMING PUBLIC DUTIES IN VIET NAM AT PRESENT 3.1 Overview of the formation and development of the contingent of administrative civil servants in Viet Nam As soon as President Ho Chi Minh announced the Declaration of Independence and the establishment of the Provisional Government of the Democratic Republic of Viet Nam in 1945, the contingent of civil servants in Viet Nam was officially formed Decree No 18/SL/1945 dated September 8, 1945 abolished the education mandarin system set by the French during colonization and provided a foundation for building a new civil service of the Provisional Government which was based on merits and ethics Decree No 188/SL dated May 29, 1948 promulgated by the President of the Government of the Democratic Republic of Viet Nam on the establishment of a new civil servant regime and a single salary payroll for ranks and grades of civil servants in Viet Nam Accordingly, the contingent of civil servants in Vietnam was classified into five classes: Assistant, Personnel, Senior Personnel, Officer, and Supervisor Decree 76/SL dated May 20, 1950 on "Regulation on the Vietnamese civil servants" by the President of the Government of the Democratic Republic of Vietnam stipulated that civil servants were those who worked in government agencies The government and ministries directly managed and used the contingent of civil servants and can transfer the right to use civil servants to certain local agencies In the period of 1954 - 1990, the concept of civil servant was rarely used, instead the phrase "state cadre, public workers, and public employees" was used to refer to all people who were recruited into the the agencies and units receiving salaries from the state budget On May 25, 1991, the Council of Ministers issued Decree No 169-HDBT regulating state civil servants Compared to the previous period, the category of civil servants was greatly expanded On February 26, 1998, the Standing Committee of the Tenth National Assembly approved the Ordinance on Cadres and Civil Servants which was amended in 2003 According to the Ordinance, those who worked in the Party agencies and mass organizations were identified as state civil servants However, those working in public non-business organizations were removed from the category of civil servants and classified as public employees The Law on Cadres and Civil Servants in 2008 and the Law on Public Employees in 2010 completely distinguished cadres and civil servants from public employees The Law on Amending a number of articles of the Law on Cadres and Civil Servants and the Law on Public Employees (2019) has shrinked the category of civil servants compared to the previous regulations: the heads of the public non-business units continued to be separated from civil servants and classified as public employees There have been general regulations on civil servants but no specific regulations on different categories of civil servants The term administrative civil servant has not yet been specifically institutionalized 3.2 The current state of the institutions on the culture of responsibility of civil servants 3.2.1 The Party's viewpoints on upholding the roles and responsibilities of civil servants Since its establishment, the Communist Party of Vietnam has always paid attention to the development of a contingent of cadres and civil servants, clearly identified it as a key task to ensure the success of the revolutionary cause, national construction and development This viewpoint has been consistently expressed in the documents and resolutions of the National Party Congresses 3.2.2 Public policies and regulations on responsibilities of civil servants In order to put the Party's viewpoints and guidelines on the responsibility of civil servants into practice, the State has issued many legal normative documents specifying responsibilities, obligations, and powers of civil servants in performing public duties 3.3 Achievements in implementing the regulations on the culture of responsibility of the administrative civil servants in performing public duties in Viet Nam 3.3.1 Professional knowledge and skills, morale and working attitude of the administrative civil servants 3.3.1.1 Achievements The results of SIPAS 2019 showed that people and organizations’ satisfaction with services provided by civil servants in general has increased over the last three consecutive surveys (from 2016 to 2019) According to the PAPI 2019 report, citizens' satisfaction with some public administrative services has steadily increased over the last four consecutive surveys (from 2016 to 2019) The doctoral dissertation used Likert scale (with a scale of to 5, in which point is the worst and points is the best concerning the morale and working attitude) to measure the morale and working attitude of the administrative civil servants in performing public duties The results showed that the respondents rated the morale and working attitude of civil servants in their agencies and units at a good level with the scores ranging from 3.02 points to 3.57 points The criterion "Not bossy, authoritative, causing difficulties, troubles or harassment to the people" was rated with the highest score of 3.57 points; the criterion "Actively learn and study to perform tasks" got the next highest score with 3.4 points Criterion “Hard working, enthusiasm, dedication, devotiond in performing tasks” got 3.23 points; Criterion “Active and creative in performing duties” got 3.2 points; Criterion “Fairness and transparency in performing tasks” got 3.1 points; And criterion “Serving the people with dedication” got 3.02 points 3.3.1.1 Weaknesses About 44% to 67.9% of the respondents chose the statements that there were no phenomena in their agencies and units such as: Showing bossiness and authority, causing difficulties, troubles, and harassment to people; No dedication when serving the people; No fairness and transparency in performing tasks; Unwillingness to study to performing tasks; No hard-working and enthusiasm in performing tasks; No activeness and creativity in performing public duties This means that 32.1% to 56% of the respondents thought that the above phenomena still existed in their agencies or units The survey results of the doctoral dissertation showed that a small percentage (ranging from 1.3% to 5.9%) of the respondents thought that concerning the morale and working attitude of the administrative civil servants, some negative attitudes and behaviors still existed in their agencies and units; especialy the two phenomena of "No activeness and creativity in performing public duties" and "Unwillingness to study to performing tasks" prevailed more than others (with the percentage of 5.7% and 5.9% of the respondents, respectively) These two phenomena were assessed by 46.8% and 44% of the respondents, respectively as no existence in their agencies and units, which was the lowest percentage in comparison with other phenomena 3.3.2 Communication and conduct of the administrative civil servants in performing public duties 3.3.2.1 Achievements The survey results showed that communication and conduct of civil servants in performing public duties were rated relatively good when most of the criteria have been scored ranging from 3.03 to 3.9 points "The principle of hierarchy" is one of the basic principles of the public administration and institutionalized in the legal normative documents in our country The survey results of the doctoral dissertation showed that the criterion "The principle of hierarchy" was one of the criteria gaining a fairly high score (4.15 points) The criterion "No factions, no internal disunity" got a relatively high score (3.9 points), which is a positive issue The two criteria "Show politeness, respect colleagues" and "Always respect and listen to the people" had the same score of 3.8 points The followings are other criteria with scores in descending order: “Listening to colleagues' opinions” with 3.65 points; “Showing standard conduct and friendliness to the people” with 3.43 points: “Being active in collaboration, cooperation, and mutual assistance in performing tasks and public duties" with 3.37 points; “Respect, listen attentively, be fair and objective in use and assessment of subordinates” with 3.2 points; “Frank and responsible in advising for task performance” with 3.03 points 3.3.2.2 Weaknesses According to the survey results of the doctoral dissertation, there have been weaknesses in the communication and conduct of civil servants Three phenomena related to the communication and conduct of the administrative civil servants in performing public duties chosen by more than 40% of the respondents who thought they still existed in their agencies and units are : Not listening to colleagues' opinions (45.5%); Not providing explicit advice for task performance (43.4%); Not being active in collaboration, cooperation, and mutual assistance in performing tasks and public duties (43.3%) Two phenomena chosen by more than 30% of the respondents who thought they still existed in their agencies and units are: Not showing respect, not attentively listening, not evaluating subordinates in a fair and objective manner (36.6%); No politeness and respect for colleagues (30.3%) The remaining four phenomena chosen by more than 20% of the respondents who think they still exist in their agencies and units are: Factions, internal disunity (28.4%); Disrespect, not listening to the people (24.5%); Showing below-standard behaviors and unfriendliness (22.7%); Ignoring the principle of hierarchy (21.5%) 3.3.3 Style and manner of the administrative civil servants in performing public duties 3.3.3.1 Achievements The criteria of style and manner of civil servants were highly rated The criterion "Wearing the badge, being dressed neatly, well as regulated" had an average score of 4.5 points; the criterion "Good compliance with the regulation on working hours " had a score of 4.42 points; the criterion of "Showing civility, politeness, confidence in performing public duties" was ranked with 3.52 points; and the criterion "Being flexible, reasonable, logical in performing tasks" gained 3.27 points According to the PCI results, local authorities have improved their flexibility in interaction with the private sector in recent years When the PCI survey was first conducted in 2006, only 48.3% of the respondents thought the local governments showed a positivie attitude towards the private sector This figure was increased to 54.1% in 2019 3.3.3.2 Weaknesses The survey results of the doctoral dissertation showed that misconduct of the administrative civil servants in terms of style and manner in performing public duties still exists Concerning the phenomenon of not wearing the badge and not being dressed properly as regulated, 1.7% of the respondents thought that it frequently happened while 13.3% of the respondents thought that it existed but did not happen frequently Concerning the phenomenon of breaching the regulation on working hours, 2.1% thought that this situation was common and 13.7% said that it existed but was not common The phenomena of the lack of civility, politeness, confidence in performing public duties and the rigidity in handling the work were seen common by 3.2% and 3.7% of the respondents, respectively and uncommon by 20.5% and 24.2% of the respondents, respectively 3.3.4 Personal morality and professional ethics of the administrative civil servants in performing public duties 3.3.4.1 Achievements The survey results of the doctoral dissertation showed that most of the criteria of personal morality and professional ethics of civil servants were rated at a relatively high level The criterion "Not getting involved in social vices" had the highest average score with 4.68 points, close to the maximum point (the absolute maximum point is 5) The criterion "Compliance with the regulations on what civil servants are allowed and not allowed to do" was rated with 4.22 points The criterion "Having a thrifty, simple, honest, and healthy lifestyle" got 3.72 points The criterion "Being exemplary in implementing the Party's guidelines, legislation, and public policies" got 3.66 points The remaining two criteria "Compliance with the regulations on public speaking" and "Willingness to improve professional knowledge and skills and capacity" were ranked 3.25 points and 3.13 points, respectively 3.3.4.2 Weaknesses The survey results of the doctoral disseration showed that in general, the items related to personal morale of civil servants were ranked relatively good However, the phenomenon of violation of the code of conduct and the standards of professional ethics still existed For example, 25.5% of the respondents thought that the civil servants in their agencvies and units "No willingeness to improve professional knowledge and skills"; 11.8% thought that civil servants committed "Violation of the regulations on public speaking"; 3.6% thought that civil servants committed “Violation of the regulations on what civil servants are allowed and not allowed to do"” 3.3.5 The sense of responsibility and accountability of the administrative civil servants in performing public duty 3.3.5.1 Achievements The survey results of the doctoral disseration showed that compared with other criteria, all four criteria of the sense of responsibility and accountability recieved the average value lower than one of other criteria of the culture of responsibility of civil servants in performing public duties on the Likert scale However, these criteria's values were all above average, ranging from 2.87 to 3.23 points The criterion "Willingness to fight against corruption and manifestations of opportunitism in peforming public duties" received the lowest average values of 2.87 points The criterion "Responsible for the task they performed" achieved 2.95 points The criterion "Ready to assume the task, not passing the assigned responsibilities" achieved 3.12 points and the criterion "Do not choose an easy task and reject a difficult task" achieved 3.23 points 3.3.5.2 Weaknesses The survey results of the doctoral disseration has revealed that there have been most weaknesses concerning the sense of responsibility and accountability of civil servants as an element of the culture of responsibility of the administrative civil servants in performing public duties Only 25.2% of the civil servants surveyed thought that there has been no phenomenon of "No willingness to fight against corruption and manifestations of opportunitism in peforming public duty"in their agencies and units; 59.11% thought that this phenomenon existed but wasless common and 15.7% thought that this phenomenon was common in their agencies and units Concerning this phenomenon, Directive No 10/CT-TTg dated April 22, 2019 by the Prime Minister on strengthening the effective handling and prevention of harassment and trouble-making for people, enterprises in transactions stated: "The heads of some agencies, organizations and units have not upheld the responsibility of setting an example nor been exemplary in fulfilling their responsibilities in performing their tasks, even covered up and tolerated the wrongdoings of their employees" The phenomenon "Shirking responsibility for the task they perform" was seen absent by 39.8% of the surveyed civil servants, less frequent by 42.1%, and common by 18.1% The phenomenon “Ready to assume the task, not passing the assigned responsibilities” was seen absent by 52.1% of the respondents, less frequent by 35.6%, and common by 12.3% The phenomenon "Choose an easy task, reject a difficult task" was seen absent by 52.2%, less frequent by 33.7%, and common by 14.1% 3.4 Factors influencing the implementation of the regulations on the culture of responsibility of the administrative civil servants in Viet Nam The civil servants were surveyed to assess the impact of a number of factors on the culture of responsibility of civil servants in performing public duties Concerning the rating level "Very influential", the factor "The role of the head of the agency or organization" was chosen most with the rate of 91.3% of the respondents There were eight factors with a selection rate ranging from 83.5% to 87.5% of the respondents (including: Mechanism of examination and supervision of responsibility in performing public duties; Personal morality and professional ethics of civil servants; Professional knowledge of the field; Awareness of civil servants' rights, obligations, responsibilities, and duties; The system of institutions on civil servant management; Knowledge of the professional processes in performing public duties; Knowledge of the regulations on the principles in performing public duties; Physical facility conditions for performing public duties) Four factors were chosen with a rate ranging from 72.5% to 77.5% of the respondents (including: Knowledge of the rights and obligations of relevant organizations and individuals; Colleagues’ morale and working attitude; The Party's viewpoints on building a socialist rule-of-law state; Training and enhancing the sense of responsibility of civil servants in performing public duties) The two factors were chosen with the same rate of 56.3% of the respondents (including: The political, economic, and social context of the country; The process of globalization and international integration) The factor "Ideological values, morals, and traditional culture" was the only one chosen with a rate of less than 50% of the respondents (specifically 45.4%) Concerning the rating level "No influential", the survey results showed that all factors were chosen by less than 10% of the respondents The three factors chosen most had the rate ranging from 6.9% to 9.4% of the respondents (The political, economic, and social context of the country – chosen by 9.4% of the respondents; The process of globalization and international integration - by 8.4%; Ideological values, morals, and traditional culture - by 6.9%) The remaining factors were chosen by less than 4% of the respondents (with a rate ranging from 0.7% to 3.9%) The impact of the culture of responsbility in performing public duties on the overall civil service performance was rated very influential by 82.3% of the respondents, moderately influential by 14.9%, and influential by 2.8% No respondent thought that the culture of responsbility in performing public duties did not influence at all the civil service performance Although the surveyed civil servants acknowledged the role of the culture of responsbility in performing public duties, they were not fully aware of the elements of the culture of responsbility of civil servants in performing public duties Only 16 out of 29 items identified in the doctoral dissertation as elements of the culture of responsbility of civil servants in performing public duties were chosen by more than 50% of the respondents and the rest of 13 were chosen by less than 50% The highest rate was 65.3% (for two elements: Hard working, enthusiasm, dedication, and devotion in performing tasks; Good compliance with the regulation on working time) The lowest rate was 13.1% (for the element: Having a thrifty, simple, honest, healthy lifestyle) CHAPTER VIEWPOINTS AND SOLUTIONS FOR BUILDING A CULTURE OF RESPONSIBILITY OF THE ADMINISTRATIVE CIVIL SERVANTS IN PERFORMING PUBLIC DUTY IN VIETNAM AT PRESENT 4.1 The context influencing the building of a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present A number of factors should be mentioned in assessment of the context influencing the building of a culture of responsibility of the administrative civil servants in performing public duties in Viet Nam at present as follows: Firstly, the inevitable, expanding trend of globalization and regionalization in the world Secondly, the extremely rapid, and strong development of science and technology Thirdly, the increasingly important role of mass media Fourthly, the trend of public administrative reform of countries around the world Fifthly, the economic restructuring of Viet Nam Sixthly, the Party's viewpoints on public administrative reforms and building a rule of law state Seventhly, the Party's guidelines on promoting industrialization and modernization of the country 4.2 Viewpoints on building a culture of responsibility of the administrative civil seervants in performing public duties - Building a culture of responsibility of the administrative civil servants in performing public duties to meet the requirements of an advanced, professional, modern, effective civil service - Building a culture of responsibility of the administrative civil servants in performing public duties to meet the requirements of the public administrative reforms - Building a culture of responsibility of the administrative civil servants in performing public duties to best meet organizations and citizens’ satisfaction with the services provided by the public administration and the civil service - Building a culture of responsibility of the administrative civil servants in performing public duties to meet the requirements of socio-economic development and international integration in our country 4.3 Solutions to build a culture of of responsibility of the administrative civil servants in performing public duties 4.3.1 Build and complete the system of institutions on management of civil service and civil servants The completion of the system of institutions on management of civil service and civil servants should be promoted in the direction of clear delineation of the responsibility and powers between individuals and the collective in each activity in each stage of the whole process of performing public duties, which makes individuals and the collective well aware of their scope of responsibility and powers The clear delineation of responsibility and powers also reduces the cases of passing responsibility, "claiming accomplishments while blaming others for mistakes" In addition, the building and completion of the system of institutions on management of civil service and civil servants should ensure unity and synchronization, strictly follow President Ho Chi Minh's ideology that "cadres are public servants of the people", align with the Government's guidelines in the current period, which is to build an enabling, serving government The regulations in the documents governing the management of civil service and civil servants should completely eliminate the scheme of "ask and give", provide guidance for action for individual civil servants, individual agencies and units concerning morale, attitude, and responsibility in "serving the people, serving the organization" 4.3.2 Improve the capacity and sense of responsibility of the administrative civil servants in performing public duties Train and update the administive civil servants with professional knowledge and skills as well as new regulations to make them adaptive to rapid changes in the economy and society, scientific and technical progress Communicate and educate the administrative civil servants to raise their sense of responsibility The communication and education should focus on the Party's viewpoints and the State's regulations on the obligations and responsibilities of civil servants, on what civil servants are allowed and not allowed to Promote the communication and implementation of the campaign to study and follow Ho Chi Minh's moral example Promote the implementation of the Resolutions of the Fouth Plenum of the Twelfth, Thirteenth Party Central Committees on strengthening the building and rectification of the Party, preventing and reducing the degradation of political ideology, morality, lifestyle, and the manifestations of "self-evolution" and "selftransformation" in each agency and unit Promote the communication and implementation of the Project on Civil Service Culture on a large scale and in practice 4.3.3 Promote the role of the heads of agencies and organizations in building a culture of responsibility of the administrative civil servants in performing public duties The authorities should develop a scheme of the responsibility of the head in performing all the tasks of the agency or unit The head of an agency or unit should be a shining example in fulfilling his/her responsibilities and obligations, take the lead in building a culture of responsibility in performing public duities in the agency or unit The head should apply appropriate management methods to encourage individual civil servants in the agency or unit to fully promote their roles and responsibilities, motivate them to devote and dedicate themselves to the work The head should use and assess subordinate civil servants in an open, transparent, and fair manner; reward or discipline them properly and timely; inspire them to work; pass the pride of the organization to subordinates 4.3.4 Perfect the mechanism of examination and supervision of responsibilities of performing public duties Agencies and units should be properly and fully aware of the role of examination and supervision It should be clear that examination and supervision is not the task of the superior agencies Each agency and unit itself must develop a plan and perform internal examination and supervision tasks, build a mechanism to encourage and promote democracy at grassroots so that every civil servant, every citizen exercises the right to examination and supervision of the public duty performance The examination and supervision of the public duty performance should be linked with improvement of the quality of assessment Based on the results of the examination and supervision, measures to encourage and motivate those civil servants with good achievements, attitudes and sense of responsibility in performing public duties should be developed On the contrary, it is necessary to promptly take appropriate measures including giving corrective feedback, criticizing, detering, reprimanding, removing from office for those civil servants who work ineffectively and not show the sense of responsibility in performing public duties 4.3.5 Strengthen the role of organizations and citizens in supervising the public duty performance of the administrative civil servants Firstly, strengthen the participation of the Fatherland Front and socio-political organizations in the state management, supervision, and social criticism Secondly, promote the collection of feedbacks from organizations and citizens on the public duty performance of the administrative civil servants 4.3.6 Promptly encourage those acts that promote the development of the civil service culture in the organization; strictly handle those improper acts in the implementation of civil service responsibility that affect the building of a civil service culture in the organization Encourage those acts of properly performing public duties More importantly, it is necessary to provide timely encouragement and reward of all kinds for those acts of performing public duties that are significant for the development of a civil service culture in the organization, thereby replicating these acts in the organization and contributing to the effective, sustainable development of a civil service culture in the organization It is required to timely prevent the acts of improperly performing public duties, affecting the building of a culture of responsibility in the organization, even to strictly handle them if necessary, which allows to restrict the acts that negatively influence the building of a culture of responsibility in performing public duties in agencies and organizations Continue to renew the assessment of civil servants The assessment of the administrative civil servants should be conducted in a substantive, open, transparent, objective, fair manner, thereby creating work motivation, promoting administrative civil servants’ capacity and contribution to agencies and units 4.3.7 Develop a synchronous, modern infrastructure system; improve the environment of performing public duties Enhance the quality of physical facilities, promote modernization, improve the work environment, which is of practical significance in raising the sense of responsibility of the administrative civil servants in performing public duties In addition to the investment in physical facilities, the building of an organizational culture, a healthy environment for work culture is required; each unit in the administrative system should uphold the exemplary role of the leading and managerial civil servants It is necessary to build an environment of cooperation and sharing, democracy and mutual respect among members of the organization, which encourages individual civil servants to be creative and active in performing their tasks, and promotes unity in performing public duties 4.3.8 Complete the policies on incentives for administrative civil servants Resolution 27-NQ/TW on wage reform is under elaboration for implementation to contribute to to the building of a lean, clean political system that operates effectively and efficiently, and to the prevention and combating of corruption and wastefulness The organization of the implementation must be accelerated and alligned with the Party’s direction In addition to the Party’s the guidelines and public policies on salary reform to ensure the life of cadres, civil servants, and public employees, specific policies on incentives should be developed by individual agencies and units based on the actual situation These policies help encourage and motivate the administrative civil servants They coulld be policies on training; policies on planning and appointment; policies on additional income, and so on CONCLUSION After the Provisional Government of the Democratic Republic of Vietnam was established in 1945, a new civil service replacing the education mandarin system was formed and began to develop The Party and the State have issued many guidelines and specific regulations to improve the institutions on management of civil servants in general and administrative civil servants inparticular The Party and the Government has attached importance to the role of civil servants, considering the building of a contingent of civil servants as a key task to ensure the success of the revolutionary cause, national construction and development Building a contingent of civil servants who are competent and qualified, possess moral qualities, are capable of meeting the requirements of society for the public administration, civil service and the requirements of the country’s economic development, which has always been one of the top concerns of the Party and the State throughout the historical periods In the current context of impacts of globalization and regionalization, achievements in science and technology, the public administration and civil service have to implement administrative reforms and modernization, promote professionalization, openess and transparency, which becomes a common trend in the world; Viet Nam’s public administration and civil service is no exception In response to this trend, the Government of Viet Nam has set the orientation to build an enabling government, a professional, modern public administration that best satisfies organizations and citizens For realization of this orientation, in alignment with the Party's guiding, consistent viewpoints on the important role of civil servants, the Government has issued policies and synchronous solutions, including those that directly affect the contingent of the administrative civil servants As a result of the administrative reforms and improvement of the performance of the civil service and the political system as a whole, administrative civil servants have enhanced their awareness of the culture of responsibility in performing public duties The survey results of the doctoral dissertation have shown that the majority of the surveyed administrative civil servants highly rated the influence of the culture of responsibility in performing public dutiesy on the performance of the civil service in general However, it has been revealed that the the surveyed civil servants have not fully aware of the elements of the culture of responsibility of civil servants in performing public duties The head of the Government has shown the determination to build "a government with integrity, enabling development, acting decisively, serving the people" As a result, there has been improvement concerning the elements of the culture of responsibility of the administrative civil servants in performing public duties which are morale and working attitude, communication and conduct, style and manner, personal morality and professional ethics, the sense of responsibility and accountability This improvement has changed the overall performance of the civil service positively, which has been proved in the doctoral dissertation by the results of the author’s sociological survey and the data synthesized from PAR Index, PCI, PAPI, SIPAS However, there have been less positive changes in agencies and units; even negative acts of the administrative civil servants in performing public duties still eixst, such as administrative civil servants’ implementation of the discipline and rules is not strict, violation of the principles and standards of professional ethics still exists, avoidance of responsibility, blaming others, passing work has not been completely eliminated To some extent, organizations and citizens are not fully satisfied with the services provided by the administrative civil servants The research findings of the doctoral dissertation have shown that many factors have influenced the culture of responsibility of the administrative civil servants in performing public duties Some factors have shown their great impacts, specifically: the role of the head of the agency or organization; a mechanism for examination and supervision of the responsibility in performing public duties; personnal morality and professional ethics of the administrative civil servants; professional expertise of the sector; awareness of the rights, obligations, responsibilities, and duties of the administrative civil servants; the system of institutions on management of civil servants; knowledge of the work processes in performing public duties; knowledge of the regulations on the principles in performing public duties; conditions of the physical facilities for performing public duties; knowledge of rights and obligations of the relevant organizations and individuals; colleagues’ morale and working attitude; the viewpoints of the Communist Party of Viet Nam on building a socialist rule-of-law state; training and enhancing the sense responsibility of the administrative civil servants in performing public duties In Vietnam, the building of a culture of responsibility of the administrative civil servants in performing public duties is influenced by various factors given the constant economic, political, social changes and developments It should striclty follow the four guiding viewpoints, including: meeting the requirements of an advanced, professional, modern, effective civil service; meeting the requirements of the administrative reform; best meeting organizations and citizens’ satisfaction with the services provided by the public administration and the civil service; meeting the requirements of socio-economic development and international integration in our country The doctoral dissertation has proposed eight key, comprehensive solutions which serves as a reference for public managers in building of a culture of responsibility of the administrative civil servants in performing public duties and contributes to the improvement of the quality and performance of the public administration, civil service LIST OF PUBLICATION [1] Vu Thi Huong Thao (2016), Cultural environment in performing public duties in Viet Nam, State Management Review, Issue 3/2016 [2] Vu Thi Huong Thao (2017), Factors influencing the sense of responsibility of civil servants in performing public duties, Journal of State Organization, Issue 10/2017 [3] Vu Thi Huong Thao (2018), Discussing the professionalism of civil servants in performing public duties, Journal of Home Affairs Sciences, Issue 25/7/2018 [4] Vu Thi Huong Thao (2019), Training cadres, civil servants, and public employees in the context of building a serving public administration, Proceedings of the International Workshop on December 6, 2019 [5] Vu Thi Huong Thao (2019), Regulations on the obligations of civil servants in the Chinese legislation - implications for Viet Nam, Journal of State Organizations, Issue 10/2019 [6] Vu Thi Huong Thao (2020), Enhancing the responsibilities of officials and civil servants in performing public duties in Viet Nam, Journal of State Organization, August 2020 [7] Vu Thi Huong Thao (2021) Cultural responsibility of civil servants in performing public duties - Actual situation and solutions, Journal of Home Affairs Sciences, Issue 43/7/2021 [8] Vu Thi Huong Thao (2021) Approaches in the research on administrative culture, Journal of Educational Equipment, Issue 249 Vollume 2, September 2021  ... situation in Viet Nam, and practical lessons learned for Viet Nam Third, assessments of the current state of the culture of responsibility in performing public duties in Viet Nam Fourth, studies... thought that this phenomenon existed but wasless common and 15.7% thought that this phenomenon was common in their agencies and units Concerning this phenomenon, Directive No 10/CT-TTg dated April... working attitude) to measure the morale and working attitude of the administrative civil servants in performing public duties The results showed that the respondents rated the morale and working attitude