1. Full name: Mai Viet Dzung
2. Sex: Male
3. Date of birth: 28/08/1982
4. Place of birth: Hanoi
5. Admission decision number:
- 1243/QĐ-ĐHQGHN, dated 04/05/2021 by President of Vietnam National University, Hanoi
6. Changes in academic process:
- Decision No. 514/QĐ-QT&KD dated September 13, 2022, on the adjustment of the doctoral dissertation title, issued by the Rector of the School of Management and Business, Vietnam National University, Hanoi.
- Decision No. 174/QĐ-QT&KD dated March 19, 2024, on the extension of the study period for the PhD candidate of Cohort QH-2020-D, majoring in Management and Sustainable Development (DMS), issued by the Rector of the School of Management and Business, Vietnam National University, Hanoi.
7. Official thesis title: The impact of Hybrid Work on Employee Performance of Generation Z in Vietnam.
8. Major: Doctor in Management and Sustainable Development
9. Code: 9340407 (pilot training program)
10. Supervisors: Associate Professor Nguyen Ngoc Thang
11. Summary of the new findings of the thesis
Research objectives: The general objective of this dissertation is to investigate and evaluate the impacts of Hybrid Work on Employee Performance of the Generation Z in Vietnam, mediated by 3 determinants of Performance (Communication, Job Security and Job Satisfaction) and the moderating effect of Gender. The research also aims at proposing several recommendations to firms in order to improve the Generation Z’s employee performance as well as to have deeper understanding of such an important source of labor.
Research object of the thesis: Hybrid Work and its influence on Employee Performance within organizations in Accounting & Finance, Education, IT, and Marketing & Communication industries of Vietnam.
Research methods: the research adopted Mixed Methods and consists of two studies.
- Study 1: Quantitative research. A total of 370 samples were obtained from Generation Z individuals experiencing Hybrid Work arrangements. These participants are working in the Accounting & Finance, Education, IT, and Marketing & Communication sectors.
- Study 2: Qualitative research. Semi-structured interviews were conducted with 14 business leaders of the IT industry.
The major results
- Hybrid Work has a positive impact on Employee Performance of Generation Z
- Hybrid Work has a positive impact on Communication of Generation Z.
- Communication conditionally mediates the impact of Hybrid Work on Employee Performance of Generation Z.
- Hybrid Work has a positive impact on Job Security of Generation Z.
- Job Security mediates the impact of Hybrid Work on Employee Performance of Generation Z.
- Hybrid Work has a positive impact on Job Satisfaction of Generation Z.
- Job Satisfaction conditionally mediates the impact of Hybrid Work on Employee Performance of the Generation Z.
- Gender does not moderate the relationship between Hybrid Work and Communication.
- Gender moderates the relationship between Hybrid Work and Job Security.
- Gender moderates the relationship between Hybrid Work and Job Satisfaction.
Thesis contributions to theory:
- First, the study extends the Theory of Performance (Elger, 2007), Social Exchange Theory (P. Blau, 2017; Homans, 1961), and PE Fit Theory (Kristof, 1996) by examining how Hybrid Work shapes Employee Performance and how this relationship is mediated by Communication, Job Satisfaction and Job Security.
- Second, the dissertation contributes to the literature by introducing gender as a moderating factor in the hybrid work context. The study clarifies that genders do not experience Hybrid Work in the same manner.
- Third, the study enriches Hybrid Work scholarship in emerging markets, particularly Vietnam, a context where hybrid work is rapidly evolving but academically underexplored.
- Fourth, the dissertation contributes to theory by providing new insights into how Generation Z in Vietnam experiences hybrid work. As a growing part of the national workforce, Gen Z has unique expectations and behaviors. Understanding how this cohort responds to hybrid work and its related factors adds a valuable generational perspective to existing theories.
Thesis contributions to practice:
- The implementation of Hybrid Work not only improves Employee Performance but also helps organizations to attract and retain Gen Z talents.
- Hybrid Work shouldn’t be a standalone policy and should be accompanied by other factors such as clear communication channels, effective monitoring system, active leadership involvement.
- Hybrid Work should be implemented on an optional basis giving the employees the right to choose to opt in or opt out. Training for female workers and people of other Generation such as X an Y is recommended.
- Generation Z shouldn’t take Hybrid Work for granted. Conversely, they should show proactiveness and the right attitude to demonstrate that they deserve such a good policy and trust from the organizations.
12. Practical application:
- Businesses can consider using the research outcomes to develop flexible work policies to attract and retain Generation Z talent.
- For businesses that have already adopted a hybrid working model, the research results can be used to enhance the performance of Generation Z employees.
13. Future research direction:
- Research on the impact of Hybrid Work on Employee Performance of Generation Z employees using a Longitudinal approach. This method allows researchers to track changes and developments in employees’ behaviors, attitudes, and performance over multiple stages. Extending the study in this direction would provide stronger evidence of the long-term effects of hybrid work on Generation Z’s performance, while also helping organizations develop more appropriate and sustainable HR policies.
- Research on the impact of Hybrid Work on Employee Performance of Generation X or Generation Y workers because these groups do not possess the same technological advantages as Generation Z. Expanding the research focus to these generations would help assess their readiness and adaptability amid digital transformation. At the same time, such research could clarify the challenges they face, including limitations in digital skills, traditional work habits, and the pressure to adjust to new working environments.
- Research on factors influencing the performance of male versus female Generation Z employees in a Hybrid Work context adopting Diary Study method. This research method enables real-time data collection through daily entries recorded by participants, thereby capturing fluctuations in emotions, behaviors, interactions, and performance. This method is particularly useful for uncovering gender differences in how employees experience hybrid work. For instance, how they cope with job pressure, manage work–life balance, maintain social interactions, and perceive organizational support.
14. Thesis-related publications:
- The impact of internal CSR practices on organizational commitment in the construction industry of Vietnam (2025), Discover Sustainability, Springer [P.N, Nguyen; D.V, Mai (corresponding author); T.N, Nguyen]. 10.1007/s43621-025-01641-8.
- Study of factors influencing the organizational commitment of Generation Z working in the IT sector of Vietnam (2024), Journal of Infrastructure, Policy and Development [T.N, Nguyen; D.V, Mai; Vu A.T], doi:/10.24294/jipd.v8i7.4706
- Understanding generation Z job seekers’ expectations and their job pursuit intention: Evidence from transition and emerging economy (2022), International Journal of Engineering Business Management, 14, [T.N, Nguyen; D.V, Mai; C.Rowley, Bach.P], doi: 10.1177/18479790221112548.
- Tug of War on flexibility. Why will Hybrid Work be the sustainable solution? Sustainable Organizations. Model and Practices. Springer. [D.V, Mai; T.N, Nguyen]. To be published. Book chapter accepted, final manuscript sent to publisher on 13th Sep 2025.
