1. Full name of PhD student: Doan Thi Tham 2. Gender: Female
3. Date of birth: June 2, 1978 4. Place of birth: Thai Binh
5. Decision to recognize PhD students: Decision No. 4416/QD-XHNV dated November 26, 2019 of the University of Social Sciences and Humanities, Vietnam National University, Hanoi
6. Changes during the training process (if any): Minor edits to the thesis topic title according to the Resolution of the Overall Thesis Evaluation Council dated August 16, 2024
7. Thesis topic: Research on factors affecting the development of tourism human resources in accommodation establishments in Hanoi
8. Major: Tourism 9. Code: 9810101.01
10. Scientific advisor: Associate Professor, Dr. Nguyen Pham Hung
11. Summary of new results of the thesis:
Thesis research purpose: The purpose of the thesis is to study the factors affectingtourism human resource development (NNLDL)in accommodation establishments in Hanoi to find out the level of influence and the impact mechanism of factors on the development of human resources, on that basis, propose policy implications to contribute to improving the quality of human resources, meeting the increasing needs of tourists and the goal of developing tourism in Hanoi from now to 2030 with a vision to 2050.
The research objects of the thesis include:
- Developing tourism human resources in accommodation establishments in Hanoi;
- Factors affecting the development of human resources in tourist accommodation establishments in Hanoi.
Research methods used: Qualitative research methods and quantitative research methods.
Main results of the thesis
The research model of the thesis is based on the theoretical foundation of cooperative systems in organizations by Barnard (1938), the resource dependence theory of Pfeffer and Salancik (1978), combined with references to the research model of Atthakorn (2013). to incorporate individual employee factors into the study with the aim of examining more comprehensively the level of influence of internal and external factors of the organization and individual employees on the development of tourism human resources. The model was experimentally studied at accommodation establishments in Hanoi.
The thesis has shown that the overall level of development of human resources in accommodation establishments in Hanoi is quite high, but there are differences between aspects, in which training and self-development of employees are aspects with high levels of development, while supporting employees to learn through actual work and advanced education for employees to develop their careers are at a low level. The thesis has clarified the important factors affecting the development of tourism human resources in accommodation establishments in Hanoi. The results emphasize that personal motivation of employees is the factor with the strongest and most positive impact. This motivation not only has a direct impact but also plays an intermediary role in transmitting the impact of other factors on human resource development. When personal motivation is enhanced, employees will not only proactively and voluntarily develop themselves, but also exploit the organization's training and human resource development policies to the fullest and most effectively, take advantage of external support, grasp tourism development trends, and technological changes to develop their careers, develop the organization, and contribute to improving the quality of human resources in the tourism industry. Therefore, to effectively develop human resources, it is necessary to have policies that motivate employees to learn and develop themselves.
In addition, the organization's training and development policy is also identified as an important factor, affecting both directly and indirectly through personal motivation. However, this policy has not received high appreciation from employees, indicating that improvements are needed to increase efficiency. The business environment, support from leaders and technological development also have a positive impact but mainly through indirect mechanisms. In particular, technology, although important, is not fully recognized by employees for its influence in promoting human resource development.
On the other hand, organizational culture was found to have no significant impact, either directly or indirectly, on the development of tourism human resources. This result is different from previous studies and can be explained by the characteristics of the tourism industry, where employees must maintain professionalism in a high-pressure and demanding working environment, all priorities focus on serving tourists, not paying much attention to human resource development, one of the important factors contributing to determining service quality, organizational competitiveness and sustainable development of the tourism industry.
From the above results, the study recommends that accommodation establishments should prioritize improving the personal motivation of employees by creating motivation for employees to voluntarily learn and develop, perfecting training policies, developing human resources, and increasing awareness of the role of technology. At the same time, creating a favorable working environment, improving the business environment and enhancing support from leaders will indirectly help promote motivation, thereby improving the effectiveness of tourism human resource development in accommodation establishments.
New contributions of the Thesis
+ Theoretical contributions
(1) The thesis has chosen an approach to determine the level of development of tourism human resources through assessment and analysis from the individual employee unit, which is suitable for the research objectives and meaningful in the research context of the topic. From here, the analysis results have shown interesting discoveries about the level of development of tourism human resources in accommodation establishments in Hanoi, determining the importance of direct and indirect factors through the intermediary variable of individual motivation of employees to the development of tourism human resources. The addition and adjustment of factors as concluded above can be considered a new contribution of the thesis because this has not been mentioned in previous studies. However, to be able to confirm this discovery, further studies may be needed at a deeper level, on a wider scale or in contexts other than Hanoi.
(2) The thesis has developed factors affecting the development of tourism human resources through the assessment of employees and business managers. Clearly defining groups of abstract factors affecting specific activities of human resource development such as training, education, learning through work and self-development will create a more complete understanding of the level and importance of internal and external factors of the organization. This result is appropriate and necessary to deeply explain the level or in other words, the level of development of human resources at accommodation establishments in Hanoi.
(3) The thesis has identified in detail the direct and indirect impacts on the development of human resources in accommodation establishments. The analysis results show that the impact of the learning motivation of the employees themselves is the most important factor, with the strongest and most positive impact on the development of human resources in accommodation establishments in Hanoi. In addition, other factors also affect the development of human resources in accommodation establishments in Hanoi through both direct and indirect mechanisms through the intermediate variable "Self-motivation" of employees, in which the important role of factors such as "Organizational policies on training and development", "Business environment" of the organization, "Leadership support", "Technology development" ... This contribution can be the basis for policy makers on human resources development to consider promoting factors that motivate employees, perfecting the organization's policies on training and development of human resources, improving the business environment to support the development of human resources, especially individual employees can also create their own motivation or even work pressure, life pressure if they see it positively, are also factors that motivate them to rise up and grow in their careers.
(4) The thesis has determined that the relationship between internal and external factors of the enterprise and the development of tourism human resources in accommodation establishments is a reciprocal relationship. This result can be the basis for further research, especially in the opposite direction, to better support the theory of human resource development.
+Practical contributions
(1) The thesis has contributed a new research result to the practical development of tourism human resources in accommodation establishments in Hanoi. This result is a necessary data source to support state management agencies and tourism accommodation businesses in developing appropriate policies, plans and orientations for tourism human resource development.
(2) The thesis has synthesized and identified attributes to measure factors affecting the development of human resources in accommodation establishments, suitable for the context of Hanoi in particular and Vietnam in general. This result will also be a contribution of great practical significance because this is the basis for human resources development researchers to use as a basis for their research tasks.
(3) The thesis has proposed a system of policy implications on motivating employees to voluntarily study, develop, improve training policies, develop human resources of the organization and improve the business environment. Hopefully, these implications will also be useful for state management agencies, enterprises and employees to refer to in practice.
Conclude:The research results confirm that internal and external factors of the organization affect all aspects of human resource development in accommodation establishments in Hanoi, however, depending on the direct or indirect impact mechanism through the "Personal motivation" of employees, the level of impact is different. To effectively develop human resource, it is necessary to create learning motivation for employees, improve the enterprise's human resource development policy and the business environment.
12. Further research directions:
+ Research to compare the impact level of factors on each type of accommodation facility to find the differences and have policy suggestions for developing and improving the quality of human resources for each type of accommodation facility.
+ Research the development level and impact level of factors affecting the development of tourism in other sub-sectors of the tourism sector or research in other regions, localities, and destinations.
+ In-depth research and analysis of the impact of advanced technologies such as artificial intelligence (AI), automation and human resource management software that have been and are changing the way human resources are managed in accommodation establishments on factors such as recruitment, training and development of employees in hotels and resorts. In particular, the ability to apply technology to optimize workflows, enhance customer experience, and increase employee satisfaction in the accommodation environment needs further research.
+ Research factors affecting training and development of tourism human resources for specific human resource groups such as management human resources, policy makers, senior management human resources, etc.
+ Research on the relationship between the level of human resource development with customer satisfaction and revenue growth of tourism businesses.
13. Publications related to the thesis:
1- Doan Thi Tham (2022), “Strengthening the implementation of MRA-TP in tourism human resource development in ASEAN countries to adapt to the COVID-19 pandemic and prepare for the recovery of the tourism industry”,Times of Uncertainty: National Policies and International Relations under COVID-19 in Southeast Asia and Beyond, pp. 195-218.
2- Doan Thi Tham (2023), “Tourism human resource training and development under the impacts of COVID19 pandemic”,Proceedings of The 1st International Conference on Economics 2023, pp. 889-899.
3- Doan Thi Tham (2024), “Factors affecting the development of tourism human resources: Perspective from tourism accommodation businesses”,Proceedings of the International Conference on Smart Tourism and Sustainable Development: Potential Opportunities and Challenges, pp. 655-669.
4- Doan Thi Tham (2024), “Sustainable development of human resources for the tourism industry in Vietnam - Roles of stakeholders”, Proceedings of the International Conference onEnhancing Cooperation to Promote Sustainable Tourism in Response to Climate Change, the Fourth Industrial Revolution, and Artificial Intelligence,pp. 279-289.
INFORMATION ON DOCTORAL THESIS
Full name: Doan Thi Tham
Sex: Female
Date of birth: 02/06/1978
Place of birth: Thai Binh
Admission decision number4416/QD-XHNVdated 26/11/2019 by University of Social Sciences and Humanities, Hanoi National University.
Changes in academic process: Minor edits to the thesis title according to the Resolution of the Overall Thesis Evaluation Council dated August 16, 2024
Official thesis title: Research on factors affecting the development of tourism human resources in hospitals in Hanoi
Major: Tourism
Code:9810101.01
Supervisors: Assoc.Prof.Dr. Nguyen Pham Hung
Summary of the new findings of the thesis
The purposeof studying the factors affecting the development of tourism human resources (HRD) in hospitals in Hanoi is to find out the level of influence and the impact mechanism of the factors on the development of HRD, on that basis, proposes policy implications to contribute to improving the quality of human resources, meeting the increasing needs of tourists and the goal of developing Hanoi tourism from now to 2030 with a vision to 2050.
The research objectsof the thesis include:
- Development of tourism human resources in hospitals in Hanoi;
- Factors affecting the development of tourism human resources in hospitals in Hanoi.
Research methods: Qualitative and quantitative research methods.
Main results:
The thesis has shown that the overall level of development of human resources in accommodation establishments in Hanoi is quite high, but there are differences between aspects, in which training and self-development of employees are aspects with high levels of development, while supporting employees to learn through actual work and advanced education for employees to develop their careers are at a low level. The thesis has clarified the important factors affecting the development of tourism human resources in accommodation establishments in Hanoi. The results emphasize that personal motivation of employees is the factor with the strongest and most positive impact. This motivation not only has a direct impact but also plays an intermediary role in transmitting the impact of other factors on human resource development. When personal motivation is enhanced, employees will not only proactively and voluntarily develop themselves, but also exploit the organization's training and human resource development policies to the fullest and most effective, take advantage of external support, grasp tourism development trends, and technological changes to develop their careers, develop the organization, and contribute to improving the quality of human resources in the tourism industry. Therefore, to effectively develop human resources, it is necessary to have policies that motivate employees to learn and develop themselves.
In addition, the organization's training and development policy was also identified as an important factor, affecting both directly and indirectly through personal motivation. However, this policy has not received high appreciation from employees, indicating that improvements are needed to increase efficiency. The business environment, support from leaders and technological development also have positive effects but mainly through indirect mechanisms. In particular, technology, although important, is not fully recognized by employees for its influence in promoting human resource development.
On the other hand, organizational culture was found to have no significant impact, either directly or indirectly, on tourism human resource development. This result is different from previous studies and can be explained by the characteristics of the tourism industry, where employees must maintain professionalism in a high-pressure and demanding working environment, all priorities focus on serving tourists, not paying much attention to human resource development, one of the important factors contributing to determining service quality, organizational competitiveness and sustainable development of the tourism industry.
From the above results, the study suggests that accommodation establishments should prioritize improving the personal motivation of employees by creating motivation for employees to voluntarily learn and develop, perfecting training policies, developing human resources, and increasing awareness of the role of technology. At the same time, creating a favorable working environment, improving the business environment and enhancing support from leaders will indirectly help promote motivation, thereby improving the effectiveness of tourism human resource development in accommodation establishments.
New contributions of the Thesis
+ Theoretical contributions
(1) The thesis has chosen an approach to determine the level of development of tourism human resources through assessment and analysis from the individual employee unit, which is suitable for the research objectives and meaningful in the research context of the topic. From here, the analysis results have shown interesting discoveries about the level of development of tourism human resources in hospitals in Hanoi, determining the importance of direct and indirect factors through the intermediary variable of individual motivation of employees to the development of tourism human resources. The addition and adjustment of factors as concluded above can be considered a new contribution of the thesis because this has not been mentioned in previous studies. However, to be able to confirm this discovery, further studies may be needed at a deeper level, on a wider scale or in contexts other than Hanoi.
(2) The thesis has developed factors affecting the development of tourism human resources through the assessment of employees and business managers. Clearly defining groups of abstract factors affecting specific activities of human resource development such as training, education, learning through work and self-development will create a more complete understanding of the level and importance of internal and external factors of the organization. This result is appropriate and necessary to deeply explain the level or in other words, the level of development of human resources at hospitals in Hanoi city.
(3) The thesis has identified in detail the direct and indirect impacts on the development of human resources in hospitals. The analysis results show that the impact of the learning motivation of the employees themselves is the most important factor, with the strongest and most positive impact on the development of human resources in hospitals in Hanoi. In addition, other factors also affect the development of human resources in accommodation establishments in Hanoi through both direct and indirect mechanisms through the intermediate variable "Self-motivation" of employees, in which the important role of factors such as "Organizational policies on training and development", "Business environment" of the organization, "Support of leaders", "Technology development" ... This contribution can be the basis for policy makers on human resources development to consider promoting factors that motivate employees, perfecting the organization's policies on training and development of human resources, improving the business environment to support the development of human resources, especially individual employees can also create their own motivation or even work pressure, life pressure if they see it Positive, are also factors that motivate them to rise up and grow in their careers.
(4) The thesis has identified the relationship between internal and external factors of the enterprise relationship and the development of tourism human resources in hospitals as a reciprocal. This result can be the basis for further research, especially in the opposite direction, to better support the theory of human resource development.
+ Practical contributions
(1) The thesis has contributed a new research result to the practical development of tourism human resources in hospitals in Hanoi. This result is a necessary data source to support state management agencies and tourism accommodation businesses in developing appropriate policies, plans, and orientations for tourism human resource development.
(2) The thesis has synthesized and identified attributes to measure factors affecting the development of human resources in hospitals, suitable for the context of Hanoi in particular and Vietnam in general. This result will also be a contribution of great practical significance because this is the basis for researchers to develop human resources to use as a basis for their research tasks.
(3) The thesis has proposed a system of policy implications on motivating employees to volunteer study, develop, improve training policies, develop human resources of the organization and improve the business environment. Hopefully, these implications will also be useful for state management agencies, enterprises and employees to refer to in practice.
Conclusion: The research results confirm that internal and external factors of the organization affect all aspects of human resource development in accommodation establishments in Hanoi, however, depending on the direct or indirect impact mechanism through the "Personal motivation" of employees, the level of impact is different. To effectively develop human resources, it is necessary to create learning motivation for employees, improve the enterprise's human resource development policy and the business environment.
Further research directions
+ Research to compare the impact level of factors on each type of accommodation facility to find the differences and have policy suggestions for developing and improving the quality of human resources facility for each type of accommodation.
+ Research the level of development and the impact of factors affecting the development of tourism human resources in other sub-sectors of the tourism sector or research in other regions, localities, and destinations.
+ In-depth research and analysis of the impact of advanced technologies such as artificial intelligence (AI), automation, and human resource management software that have been changing the way human resources are managed in accommodation establishments on factors such as recruitment, training, and employee development in hotels and resorts. In particular, the ability to apply technology to optimize work processes, enhance customer experience, and increase employee satisfaction in the accommodation environment needs further research.
+ Research factors affecting the training and development of tourism human resources for specific groups of human resources such as management human resources, policy makers, senior management human resources, etc.
+ Research on the relationship between the level of human resource development with customer satisfaction and revenue growth of tourism businesses.
Thesis-related publications
1- Doan Thi Tham (2022), “Strengthening the implementation of MRA-TP in tourism human resource development in ASEAN countries to adapt to the COVID-19 pandemic and prepare for the recovery of the tourism industry”,Times of Uncertainty: National Policies and International Relations under COVID-19 in Southeast Asia and Beyond, pp. 195-218.
2- Doan Thi Tham (2023), “Tourism human resource training and development under the impacts of COVID19 pandemic”,Proceedings of The 1st International Conference on Economics 2023, pp. 889-899.
3- Doan Thi Tham (2024), “Factors affecting the development of tourism human resources: Perspective from tourism accommodation businesses”,Proceedings of the International Conference on Smart Tourism and Sustainable Development: Potential Opportunities and Challenges, pp. 655-669.
4- Doan Thi Tham (2024), “Sustainable development of human resources for the tourism industry in Vietnam - Roles of stakeholders”, Proceedings of the International Conference onEnhancing Cooperation to Promote Sustainable Tourism in Response to Climate Change, the Fourth Industrial Revolution, and Artificial Intelligence,pp. 279-289.
Author:New, Training Department
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