“Does the perception of training in labor law knowledge affect job satisfaction and organizational commitment in commercial banks?”

This study investigates the relationship and the magnitude of the influence of perceived training in labor law knowledge on employees’ organizational commitment, with job satisfaction as a mediating factor. The study concentrates on the commercial banking sector in Vietnam, an emerging developing country in Southeast Asia. Data were gathered through interviews with 496 employees from 20 commercial banks in Vietnam. Applying partial least squares structural equation modeling, the analysis indicates that employees’ perceptions of training in labor law knowledge have both direct and indirect effects on their job satisfaction and organizational commitment. The perceived motivation for training, perceived benefits of training, perceived availability of training, and perceived support from management and colleagues all serve as significant mediators in this relationship. Notably, increased job satisfaction significantly contributes to a positive impact on employees’ commitment to the organization. However, the study results suggest that employees’ perceived benefits of labor law training do not have a significant influence on their commitment to the organization. Nonetheless, these results serve as a foundation for managerial implications, offering valuable insights to enterprise managers in the commercial bank sector to improve future labor law training.


INTRODUCTION
The banking industry plays a crucial role in developing the national economies in developing countries.Several studies have explored various employee-related aspects such as training, job satisfaction, commitment to work, and organizational commitment in different industries worldwide, including Lovely et al. (2019), Ferdus and Kabir (2018) in Bangladesh, Kappagoda (2012), Godagampala (2020) in Sri Lanka, Ashraf et  (2011) in the services sector in China, Memon et al. (2016) in the gas and petroleum sector in Malaysia, and Rawashdeh and Tamimi (2019) in the medical field in Jordan, along with the study by Ramadhany et al. (2020) on convenience store chains in Indonesia.
Hence, there is a need for further studies that explore the impact of training on job satisfaction and organizational commitment, especially in the banking sector.This study intends to propose hypotheses and theoretical research models, followed by data collection through interviews and surveys for analysis, testing, and forecasting the impact of variables on the relationship between training, job satisfaction, and organizational commitment.The results will contribute to the existing literature, providing empirical evidence on the impact of employees' perception of training in labor law knowledge on job satisfaction and organizational commitment within the commercial banking sector in the emerging countries as Vietnam.

LITERATURE REVIEW AND HYPOTHESES DEVELOPMENT
Extensive research has been conducted across various countries and industries, investigating the effects of training on organizational satisfaction and engagement.The authors aim to construct and refine research hypotheses and models in line with this.As part of this endeavor, the study presents a comprehensive overview encompassing the following specific contents.
Various concepts related to job satisfaction have been explored using different approaches.However, there is a fundamental agreement that job satisfaction is influenced by employee perceptions and encompasses various components related to their work (Spector, 1997).Employee satisfaction is when employees feel enthusiastic and comfortable and respond positively to various aspects of their job (Hai, 2017).Research investigating the relationship between job satisfaction and perceived training, or organizational commitment follows various directions, depending on the specific scope or field of investigation.The majority of these studies indicate that employees' perception of training has a positive impact on their job satisfaction, subsequently exerting an indirect influence on organizational commitment (Bulut & Çulha, 2010;Ocen et al., 2017;Ramadhany et al., 2020).When employees experience higher job satisfaction, they tend to display a more significant commitment to their work and view the organization as a second home (Newman et al., 2011).
The concept of organizational commitment is intriguing, leading to diverse views and definitions.
According to Allen and Meyer (1990), organizational commitment refers to the psychological connection between employees and the organization, influencing their choice to continue their membership.It comprises three fundamental components: emotional commitment, continuance commitment, and normative commitment.Emotional commitment involves employees' emotional attachment to the organization, where individuals choose to remain voluntarily due to their genuine desire to do so.In contrast, continuance commitment is driven by the costs associated with leaving the organization, compelling employees to stay out of necessity.Normative commitment reflects an employee's moral obligation, loyalty, and sense of responsibility toward the organization and its members (Meyer et al., 1993).Therefore, an employee's commitment to the organization is significantly influenced by their attitude, psychology, and job satisfaction.Greater job satisfaction nurtures more substantial commitment in terms of emotional attachment, loyalty, and willingness to stay within the organization (Ramadhany et al., 2020).

Second, it is motivation for training
In every organization and job, employee motivation is a source of strength and energy, empowering them to overcome challenges and fulfill their assigned tasks.This motivation cultivates creativity and adaptability, empowering employees to maintain their commitment to both their work and the organization (Hang & Thong, 2020)

RESULTS
To investigate the hypotheses and measure the relationships among variables in the model, this study employs the Partial Least Squares Structural Equation Modeling (PLS-SEM) methodology.This modeling approach is highly beneficial when dealing with research models that encompass numerous observed variables and latent structures, and it has gained widespread popularity in recent times (Hair et al., 2014).The results of the data analysis conducted by the author group are presented through a series of well-defined steps as follows: The outcomes of the assessment of the measurement model are presented in Tables 3 and 4 below.the composite reliability coefficients (CR) ranged from 0.821 to 0.893, and the average variance extracted (AVE) coefficients varied from 0.824 to 0.903, all exceeding the threshold of 0.7.This result signifies that the scale used in the study attains the required levels of convergence and reliability, in accordance with the criteria set Hair Jr et al. (2014).

Based on the findings in
For assessing the discriminant value between the research variables, this study applied the criteria according to Fornell and Larcker (1981), Henseler et al. (2015).Table 4 reveals that all square root values of AVE, ranging from 0.774 to 0.864, exceed the 0.7 threshold, and the HTMT coefficients, ranging from 0.375 to 0.559, are all below 0.85.Hence, the research scales adequately satisfy the criteria for discriminant validity.(Henseler et al., 2015).Additionally, the f-square index highlights the significance of the impact of independent variables on the dependent variable.The findings in Table 5 reveal that the relationships in the model have a small yet statistically significant level of impact (SAS → COM, AVA → SAS, BEN → SAS, MOV → SAS, SUP → SAS) (Cohen, 1988).the direction, level of impact, and hypothesis testing are based on Table 7 and Figure 2. The results derived from Figure 2 and Table 7 indicate the acceptance of all hypotheses, except for hypothesis H2b, which shows a p-value exceeding 0.05 (H2b: β = 0.072, p-value = 0.139).This indicates that, except for the perceived benefits of participating in labor law training, all other aspects of training perception significantly positively impact employees' job satisfaction and commitment to the organization, both directly and indirectly.
Additionally, the results in Table 7 reveal a positive relationship between job satisfaction and organizational commitment.This suggests that the surveyed Vietnamese commercial banks have prioritized training their employees in le-gal knowledge.However, further investigation is necessary to clarify the specific benefits of participating in training to enhance organizational commitment in the future.The results of the study indicate that the current perceived training benefits do not have a direct impact on organizational commitment.However, there is an indirect effect mediated by job satisfaction.This suggests that many employees, especially new ones with little experience in labor law training, may not experience high job satisfaction and thus lack a strong commitment to the organization.This is reasonable as organizational commitment often requires challenges, time to develop, and experience in various positions.
Based on the empirical research results, this study recommends that Vietnamese commercial banks enhance information dissemination and organize dialogues and exchange sessions with employees.This will increase employee awareness and understanding of the benefits and value of labor law training.As the industry faces significant competitive pressure due to globalization, training on labor law becomes paramount.Enterprises must keep up with policy changes and adjustments in labor-related matters, such as social insurance, health insurance, salaries, and employment rules.
Nevertheless, it is crucial to recognize the limitations inherent in this study.The sample size, relative to the total number of enterprises and employees in the Vietnamese commercial banks sector, was relatively small, potentially affecting the generalizability of the findings.Additionally, the sampling method has its constraints in terms of representativeness.
Additionally, the predictive level of the model was relatively modest, at 30.5%.Despite these limitations, the study still provides valuable theoretical contributions and empirical evidence, serving as a foundation for future research endeavors.

CONCLUSION
This study aims to assess the influence of perceived labor law training on organizational commitment, mediated by job satisfaction, among commercial bank employees in Vietnam.Through a comprehensive approach, combining theoretical overview, in-depth interviews with experts, and group discussions, data from 496 employees across 20 commercial banks were collected and analyzed using the PLS-SEM model.
The findings reveal that perceived training components, including perceived benefits, motivation, readiness, and support from management and colleagues, significantly impact job satisfaction and organizational commitment.Job satisfaction emerges as a strong determinant of organizational commitment.The findings of this study lay the groundwork for future research in analogous developing nations, facilitating the creation of scales that delve into employees' perceptions of training in specific domains.By doing so, the study nurtures satisfaction and commitment among employees towards their organizations.
al. (2013), Saira and Babak (2016) in Pakistan, Nanjundeswaraswamy et al. (2023) in India, Ela Pelenk (2020) in Turkey, and Queiroz et al. (2022) in Brazil.Some authors have touched upon this topic in Vietnam within the commercial bank sector, as seen in Quan and Tho (2022) and Nguyen et al. (2014).However, there is a shortage of research specifically delving into the impact of training on job satisfaction and organizational commitment in the banking industry.Nonetheless, other industries have delved into similar relationships, like Bulut and Çulha (2010) in the hotel sector, Muhammad et al. (2020) in the retail sector in Pakistan, Newman et al.

Table 1 .
Scale measures of detailed variables used in the study MOV3I am frequently inspired to acquire skills that are highlighted in programs focused on employment law trainingMOV4I think the knowledge of labor law equipped after studying will help me work better in the futureMOV5I believe that learning knowledge of labor law will help me comply with the commitments that I have signedPerceived support of colleagues, management to learn knowledge in labor law (SUP)COM3 I sincerely believe that the business challenges encountered in the banking process are shared by numerous individuals, including myself.COM4A significant part of my life would face disruption if I were to decide to leave my current business COM5 I perceive that I have limited alternatives to contemplate leaving this bank

Table 3
, all the external loading coefficients of the 31 observations fall within the range of 0.710 to 0.901.Additionally,

Table 4 .
Result of discriminant reliability a Variance Inflation Factor (VIF) evaluation is conducted, as detailed in Table5.The results indicate that the Inner VIF coefficients, ranging from 1.280 to 1.498, all fall below 10, thereby confirming the absence of multicollinearity in the model

Table 5 .
Inner VIF, f-square test results

Table 6 .
Results of evaluating the predictability of the model

Table 7 .
Results of testing the research hypotheses