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All Journal Journal of Nursing Science Research EDUTREND: Journal of Emerging Issues and Trends in Education
Huy Hoang Doan
Thuongmai University, Hanoi, Vietnam
Education Languange, Linguistic, Communication & Media Nursing Other

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Career Anxiety, Behavioral Intention, and Job-Seeking Behavior among Economics Students in Hanoi, Vietnam: A PLS-SEM Approach Tran Ngoc Linh Nguyen; Vi Thi Ngoc Linh; Bui Huong Giang; Nguyen Hien Thao; Ngo Dieu Vy; Thi Lien Nguyen; Huy Hoang Doan
EDUTREND: Journal of Emerging Issues and Trends in Education Vol. 3 No. 2 (2026): EDUTREND: Journal of Emerging Issues and Trends in Education
Publisher : Lembaga Riset dan Inovasi Masyarakat Madani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59110/edutrend.913

Abstract

In an increasingly competitive labor market, employment has become a major concern for university students, particularly those in economics-related fields. According to the General Statistics Office, the unemployment rate among youth aged 15–24 reached 7.96% in 2024, highlighting growing challenges for young individuals entering the workforce. Additionally, a survey by the International School - Vietnam National University, Hanoi, reported that 41% of graduates work outside their fields of study, reflecting unclear career orientation and uncertainty in job choices. These pressures are further intensified by the rapid development of artificial intelligence (AI), which increases career-related uncertainty among economics students in Hanoi. This study aims to examine the impact of career anxiety on job search behavior, with behavioral intention serving as a mediating variable. A quantitative approach was employed using data collected from 174 economics students in Hanoi. The proposed relationships were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results show that career anxiety does not directly affect job search behavior but influences it indirectly through the formation of behavioral intention. Career anxiety acts as a psychological signal that encourages students to plan and develop intentions to engage in job search activities. These findings suggest that career anxiety can serve as a motivating factor, promoting proactive career preparation. The study provides implications for universities and career support services in facilitating students’ transition from education to the labor market.
HUMAN RESOURCE MANAGEMENT PRACTICES INFLUENCING NURSES' TURNOVER INTENTION: A NARRATIVE REVIEW AND CONCEPTUAL FRAMEWORK Huy Hoang Doan; Thi My Linh Tran
Journal Of Nursing Science Research Vol. 3 No. 1 (2026): Journal of Nursing Science Research
Publisher : Institut Citra Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33862/khvx9k13

Abstract

Nurse turnover remains a critical workforce challenge, yet predictors of nurses' turnover intention are typically examined as isolated factors rather than as components of an integrated human resource management (HRM) system. This narrative review synthesizes conceptual and empirical evidence on how HRM practices influence nurses' turnover intention and proposes a conceptual framework for nursing management. A theory-informed narrative review was conducted on peer-reviewed studies retrieved from Scopus, PubMed, and Web of Science Core Collection (January 2015 to October 2025), combining nursing workforce terms, HRM-related practices, and turnover-related outcomes. Sources were screened for relevance to HRM practices, turnover or retention outcomes, and conceptual or empirical contribution; 76 sources were retained for thematic synthesis, comprising 68 empirical and review studies and 8 foundational theoretical works identified through citation chaining. The review identifies three interrelated pathways through which HRM practices shape turnover intention: a workload–resource pathway, in which staffing adequacy, workload, and practice environment drive burnout and withdrawal cognition; a support–attachment pathway, in which nurse manager support, trust, and psychological safety strengthen commitment; and a growth–sustainability pathway, in which professional development, recognition, fair rewards, and work–life balance sustain motivation and career commitment. Integrating job demands–resources theory, social exchange theory, psychological contract theory, and the ability–motivation–opportunity framework, the review departs from variable-centred turnover models by reframing fragmented predictors as a bundled HRM retention system. The proposed framework guides healthcare leaders in designing supportive, fair, and sustainable work systems to reduce turnover intention and improve workforce stability, particularly in resource-constrained healthcare settings.  
Co-Authors Bui Huong Giang Ngo Dieu Vy Nguyen Hien Thao Thi Lien Nguyen Thi My Linh Tran Tran Ngoc Linh Nguyen Vi Thi Ngoc Linh