The MTKS factor of the labor force is measured through 4 observed variables (DL4, DL8, DL9 and DL10) using the Cronbach Alpha index, with the reliability of the factor reaching 0.797, which is acceptable.
The required confidence level and the variable-total correlation of the observed variables are both greater than 0.3.
The ninth factor consists of the following two observed variables:
Cronbach Alpha index of factor: 0.756
Variable | Variable-total correlation | Cronbach Alpha coefficient if variable is removed |
DL1 | 0.545 | 0.608 |
DL5 | 0.571 | 0.608 |
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Meaning of observed variables belonging to the eighth factor:
DL1: Support from superiors to subordinates at work
DL5: Always try to do a good job |
Based on the approach of planned behavior theory and motivation theory, the above observed variables show the content of the forms of motivation to promote the performance of employees in addition to the two forms of rewards and discipline belonging to the MTKS component. In essence, the above observed variables have the content of showing the support of superiors and the efforts of employees towards work, so the new factor is named the new factor Control Environment - Support Motivation (MTKS DLHT ).
The MTKS factor of DLHT is measured through 2 observed variables (DL1 and DL5).
By Cronbach Alpha index, with the factor reliability reaching 0.756, it reaches the necessary reliability level and the variable-total correlation of observed variables is greater than 0.3.
Reliability assessment for dependent factor group Dependent factor includes the following 4 observed variables:
Cronbach Alpha index of factor: 0.821
Variable | Variable-total correlation | Cronbach Alpha coefficient if variable is removed |
HQ1 | 0.672 | 0.766 |
HQ2 | 0.616 | 0.788 |
HQ3 | 0.585 | 0.800 |
HQ4 | 0.721 | 0.739 |
Meaning of observed variables of dependent factor: HQ1: Branch's credit balance target meets plan
HQ2: Branch's bad debt target meets plan
HQ3: Branch profit target achieved plan |
HQ4: Reports on TD activities are prepared reliably |
The above variables all show the level of completion of planned targets on TD activities. However, this result is only recorded when the reported data on these targets are established reliably. In terms of content, the new factor is called HQHDTD.
The HQĐTD factor is measured through 4 observed variables (HQ1, HQ2, HQ3, HQ4) using the Cronbach Alpha index, with the factor reliability reaching 0.821, reaching the necessary reliability level, and the variable-total correlation of the observed variables is greater than 0.3.
4.4.2.4. Hypotheses are reconstructed after exploratory factor analysis
With the above EFA results, the new hypothesis is set as: H 1 : The quality of labor resources has a positive impact on the quality of labor H 2 : The quality of labor resources has a positive impact on the quality of labor H 3 : The quality of labor resources has a positive impact on the quality of labor H 4 : The quality of labor resources has a positive impact on the quality of labor H 5 : The quality of labor resources has a positive impact on the quality of labor H 6 : The quality of labor resources has a positive impact on the quality of labor H 7 : The quality of labor resources has a positive impact on the quality of labor H 8 : The quality of labor resources has a positive impact on the quality of labor
H 9 : HDGSTD has a positive impact on HQHĐTD
4.4.2.5. Research results
Based on EFA analysis, the factors are extracted into main factor groups. To estimate the correlation level of the factors to the QHĐTD, the author uses multiple regression model to calculate the parameters of these factors used in the model. The factors affecting the QHĐTD are shown through the following regression model:
HQHDTD = β 0 + β 1 MTKS DĐNN + β 2 MTKS KQLV + β 3 MTKS DĐT + β 4 MTKS DĐV
+ β 5 MTKS ĐLHT + β 6 DGRRTD + β 7 HĐKSTD + β 8 TTTT + β 9 HĐGSTD
The results of regression analysis of factors affecting the quality of labor are shown in the following table:
Table 4.28. Factors affecting credit performance
Factor
Estimated regression coefficient | Standard error | t-index | Pvalue | |
HĐKSTD | 0.132 | 0.034 | 3,844 | 0.000 |
TTTT | 0.315 | 0.034 | 9,184 | 0.000 |
MTKS DDNN | 0.152 | 0.034 | 4,424 | 0.000 |
MTKS DLDT | 0.068 | 0.034 | 1,970 | 0.050 |
DGRRTD | 0.163 | 0.034 | 4,750 | 0.000 |
MTKS KQLV | 0.711 | 0.034 | 20,745 | 0.000 |
HDGSTD | 0.080 | 0.034 | 2,320 | 0.021 |
MTKS DLĐV | 0.032 | 0.034 | 0.932 | 0.352 |
MTKS DLHT | -0.019 | 0.034 | -0.551 | 0.582 |
Constant | 1,577 | 0.034 | 0.000 | 1,000 |
Model indicator: R 2 68.4%; Adjusted R 2 67.3% F test (9, 229) = 64.671 (pvalue =0.00) Durbin-Watson coefficient is 1.962 Breusch-Pagan / Cook-Weisberg test: λ 2 = 0.04 (pvalue = 0.833) Average VIF: 1 | ||||
4.4.2.6. Testing the results of regression analysis
Model fit testing
The author uses Fisher test to evaluate the suitability of the model. According to table 4.28, the F value is 64.671 with pvalue less than 1% significance level, showing that the estimated model is suitable and meets the criteria for regression analysis and testing.
The regression results have an adjusted R 2 of 67.3%, implying that the model explains
67.3% of the change in HQHDTD. The model fits the data at 95% confidence level with a very small significance level of the F statistic in the ANOVA test (Sig = 0.000 < 0.05).
Partial correlation test of regression coefficients
According to table 4.28, the pvalue column shows that the independent variables HDKS, TTTT, MTKS, MTDG, RR have a statistically significant impact with 99% confidence and the independent variable
DLDT and HDGS have a statistically significant impact with 95% confidence level on the dependent variable HQ.
The two independent variables DLDV and DLHT have no statistically significant impact on the dependent variable HQ.
Test for autocorrelation
The Durbin-Watson coefficient is 1.962 (1 < 1.962 < 3) so the model does not have autocorrelation.
Testing for multicollinearity of independent variables
The author uses standardized values of factors for the regression model, so multicollinearity is certainly not possible in the model.
Test for heteroscedasticity
The author tested the phenomenon of heteroscedasticity using the Breusch-
2
Pagan/Cook-Weisberg shows that the value is 0.04 with pvalue of 0.8383, which is
proves that the model does not have heteroscedasticity.
4.4.2.7. The level of influence of factors constituting internal control of credit activities on the efficiency of credit activities
Table 4.28 shows the results of the study on the influence of the factors constituting the internal control system on the operational efficiency of the TD, expressed through the following regression equation:
HQHDTDTD = 1.577 + 0.132*HĐKSTD + 0.315*TTTT + 0.152*MTKS DĐNN + 0.068*MTKS LDT + 0.163*ĐGRRTD + 0.711*MTKS KQLV + 0.080*HĐGSTD + ε i
Analysis of research results:
The impact level of factors constituting internal control of credit activities on credit performance
The research results show that there are 7 factors that have a positive impact on the QQHĐTD in descending order: MTKS KQLV , TTTT, ĐGRRTD, MTKS DDNN , HĐKSTD, HĐGSTD and MTKS DLDT . Of which, MTKS KQLV has the highest impact and MTKS DLDT has the lowest impact on the QQHĐTD.
Compare research results with research hypothesis
There are seven confirmed hypotheses and two unconfirmed hypotheses that the factors of labor productivity and labor market efficiency have no statistically significant impact on the quality of labor. The research results show that more empirical studies are needed to explain the relationship between the factors of labor productivity and labor market efficiency and labor market efficiency.
Table 4.29. Comparison of research results with research hypothesis
STT
Hypothesis | Expected | Estimated results | Conclude | |
1 | MTKS DDNN has a positive impact on HQHDTD | + | + | Confirm |
2 | MTKS KQVC has a positive impact on HQHDTD | + | + | Confirm |
3 | MTKS DLDT has a positive impact on HQHDTD | + | + | Confirm |
4 | MTKS DV has a positive impact on HQHDTD | + | Not correct receive | |
5 | MTKS DLHT has a positive impact on HQHDTD | + | Not correct receive | |
6 | The DGRRTD has a positive impact on HQHDTD | + | + | Confirm |
7 | HĐKSTD has a positive impact on HQHDTD | + | + | Confirm |
8 | TTTT has a positive impact on HQHDTD | + | + | Confirm |
9 | HDGSTD has a positive impact on HQHDTD | + | + | Confirm |
Compare the results of the study with previous studies
The author did not collect any research similar to the topic, studying the influence of factors constituting internal control of credit activities on credit quality, so there is no data to make comparisons.
4.5. ASSESSMENT OF THE CURRENT STATUS OF ESTABLISHING INTERNAL CONTROL OF CREDIT ACTIVITIES AT VIETNAMESE JOINT STOCK COMMERCIAL BANKS
4.5.1. Assess the level of proper functioning of the elements constituting internal control of credit activities
Approaching the research of Onumah, Kuipo and Obeng (2012), Ayagre, Appiah- Gyamerah and Nartey (2014), the level of proper functioning of the factors constituting the internal control system of TD activities is assessed through the average value index (Mean).
4.5.1.1. Control environment
The research results show that the MTKS component is divided into two factors with different levels of impact on the QHĐTD, which are MTKS KQLV and MTKS DDNN . In addition, because the newly proposed factor, MTKS DDDT, also has content belonging to the MTKS component, the MTKS component will be evaluated through three factors: MTKS KQLV , MTKS DDNN and MTKS DDDT , specifically:
4.5.1.1.1. Control environment – Professional ethics:
The level of proper functioning of the MTKS DDNN factor is shown in the following table:
Table 4.30. Level of proper functioning of the Control Environment factor – Professional ethics
Observation variable
Average value | |
MTKS3: Level of compliance with established standards Built by Code of Conduct/DDNN | 3.89 |
MTKS1: Leadership demonstrates integrity through words | 3.78 |
MTKS4: Behaviors that violate established norms by the Code of Conduct/DDNN is processed promptly | 3.63 |
MTKS2: Leadership demonstrates integrity through action dynamic | 3.58 |
Status of Leadership Commitment to Integrity Through Words and Actions (MTKS1 and MTKS2)
According to Table 4.30, the average value of the Board of Directors' expression of honesty through words is 3.78, higher than the average value of the Board of Directors' expression of integrity and ethical values through actions (Mean=3.58). Thus, the survey results show that the Board of Directors has expressed integrity through words rather than actions. This shows that the Bank's Board of Directors needs to further strengthen their actions, words go hand in hand with actions. The Board of Directors demonstrates integrity and has good ethical values, always being an example for employees to follow and from there, integrity
and good ethical values from the new Board of Directors spread throughout the bank, forming the bank's culture.
Level of compliance with standards established in the Code of Conduct/Code of Ethics and level of handling of violations of established standards (MTKS3 and MTKS4)
The Code of Conduct or DDNN is a set of standards that bank employees must comply with. The average value of compliance with the standards stipulated in the Code of Conduct or DDNN is only 3.89. The survey results show that there are still employees who do not comply with the standards stipulated in the Code of Conduct or DDNN. This result needs to be considered by managers of commercial banks, because the Code of Conduct or DDNN is the core value of the bank, requiring all employees to comply.
The average value of the level of timely handling of violations of standards established by the Code of Conduct or the Code of Conduct is 3.63, indicating that managers have not promptly handled violations of established standards.
In fact, in recent years, there have been continuous economic cases in which CBTD had to appear in court for violations of the law on foreign trade such as: signing fake contracts for the purchase and sale of goods and materials, falsifying financial reports, VAT declarations, VAT settlements; lacking responsibility in performing duties by not carefully examining documents...
4.5.1.1.2. Control environment – Performance
The level of proper functioning of the MTKS KQLV factor is shown in the following table:
Table 4.31. Level of proper functioning of the Control Environment factor – Work results
Observation variable
Average value | |
RR1: Specific credit target set | 3.38 |
MTKS5: Responsibility for credit activities is specifically defined. body | 3.81 |
MTKS8: Rewards/discipline corresponding to work results | 3.67 |
MTKS6: Credit activity reporting hierarchy clear setting | 3.64 |
Table 4.31 shows that the average value of the specific TD target set has the lowest value of 3.38, indicating that the staff has not highly appreciated the specificity of setting the bank's target. At some banks, in addition to being responsible for the assigned TD target, the TD staff must be responsible for other targets such as mobilization, insurance, etc.
Responsibility for credit activities is specifically assigned at the highest level of 3.81. However, at some banks applying the centralized credit risk management model, there is still a phenomenon of shirking responsibility when violations occur. At these banks, the same credit file of a customer will be divided into many credit officers in charge of three functions, business, risk management and operations. Some credit officers believe that because many people are responsible for only one credit file, when violations occur, some credit officers shirk responsibility to each other because the bank has not issued regulations on the specific responsibilities of each credit officer when performing the same function.
The reporting hierarchy on TD activities was established with an average value of 3.64, showing that the reporting hierarchy has been clearly established. However, according to some CBTDs, the reporting hierarchy on TD activities still occurs in the situation where the same content on TD activities is reported to multiple departments. The reporting work is so much that for small branches, the Branch Director must assign a specialized officer to be in charge of making reports according to the requirements of the Head Office. For large branches, a department must be established to be responsible for reporting.
The average value of MTKS8 - Correlation between rewards/discipline and employee performance evaluation results is 3.67. The results show that employees are not really satisfied with the correlation between rewards/discipline and work results. Some experts say that in some banks, the assigned targets for performance appraisal are very high, making it very difficult to achieve the rewards given by the bank. Meanwhile, if an employee fails to complete the assigned performance appraisal target, his/her employment contract will be easily terminated.
4.5.1.1.3. Control environment - Motivation to maintain