Số 238 | Tháng 01/2026
Luân chuyển và kết quả công việc của nhân viên: Nghiên cứu trường hợp công chức hải quan Đồng Nai
Vy Vũ Quỳnh Như, Nguyễn Thanh Lâm
Tóm tắt:
Mục tiêu nghiên cứu: Bài viết này nhằm phân tích tác động của luân chuyển công việc (LCCV) đến động lực làm việc (ĐLLV) và kết quả công việc (KQCV) của công chức Hải quan (CCHQ). Việc phân tích này thông qua nghiên cứu trường hợp tại Cục hải quan Đồng Nai, trong bối cảnh ngành Hải quan Việt Nam đang đẩy mạnh hiện đại hóa và chuyển đổi số.
Thiết kế nghiên cứu/phương pháp/tiếp cận: Nghiên cứu sử dụng phương pháp định lượng với dữ liệu khảo sát thu thập từ 129 CCHQ Đồng Nai. Các thang đo được kế thừa từ những nghiên cứu trước và điều chỉnh phù hợp với bối cảnh nghiên cứu thông qua thảo luận nhóm chuyên gia. Dữ liệu được phân tích bằng mô hình cấu trúc tuyến tính từng phần (PLS-SEM) với sự hỗ trợ của phần mềm SmartPLS, bao gồm đánh giá mô hình đo lường và mô hình cấu trúc bậc cao.
Kết quả nghiên cứu chính: Kết quả cho thấy LCCV có tác động cùng chiều và đạt ý nghĩa thống kê đến ĐLLV và KQCV của CCHQ. Đồng thời, ĐLLV cũng có ảnh hưởng cùng chiều đến KQCV. Các phát hiện cho thấy tác động từ LCCV đến KQCV không chỉ mang tính trực tiếp, mà còn được truyền dẫn thông qua ĐLLV của công chức.
Giá trị đóng góp mới: Nghiên cứu cung cấp bằng chứng thực nghiệm về vai trò quan trọng của LCCV trong quản trị nguồn nhân lực, đặc biệt ở ngành Hải quan. Đồng thời, nghiên cứu làm rõ vai trò trung gian của ĐLLV trong cơ chế tác động từ LCCV đến KQCV.
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Job Rotation and Job Performance: Empirical Study of Dong Nai Customs Officers
Abstract:
Purpose: This study aims to analyze the impact of job rotation on work motivation and job performance of customs officers through a case study conducted at the Dong Nai Customs Department, within the context of the Vietnamese Customs sector’s ongoing efforts toward modernization and digital transformation.
Design/methodology/approach: The study adopts a quantitative research approach, utilizing survey data collected from 129 customs officers in Dong Nai. Measurement scales were adapted from prior studies and refined to suit the research context through expert group discussions. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the support of SmartPLS software, encompassing assessments of both the measurement model and the higher-order structural model.
Findings: The results indicate that job rotation has a positive and statistically significant effect on both work motivation and job performance of customs officers. In addition, work motivation exerts a positive influence on job performance. These findings suggest that the impact of job rotation on job performance is not only direct but is also partially transmitted through the work motivation of customs officers.
Originality/value: This study provides empirical evidence of the critical role of job rotation in human resource management, particularly within the customs sector. It also elucidates the mediating role of work motivation in the mechanism through which job rotation influences job performance.