The Drive to Defend Employees in Mechanical Engineering Firms

According to Lawrence & Nohria (2002) [4], the drive to defend is fulfilled when there is greater transparency, fairness, and justice across all processes. To emphasize these characteristics, performance management and resource allocation processes are used. These processes make the assessment and decision process transparent, fair, and clear. The study's objective is to test the drive to defend employees in mechanical engineering firms in Hanoi and neighboring provinces. Based on the previous research and the actual situations, it has been recognized that the critical role of human resources is in developing the mechanical engineering industry, especially in developing countries such as Vietnam. In the next section, the study presents background information to promote the research. Improving the drive to defend has motivated workers to work enthusiastically. That is one of the solutions to retaining workers. We use qualitative and quantitative research methods. Quantitative research methods were carried out with SPSS software, including descriptive statistics, Cronbach's alpha, and EFA analysis. On the basis of a review of previous studies and after interviewing experts, the study has identified and analyzed six scales (component attributes) of the drive to defend employees in mechanical engineering firms in Hanoi and neighboring provinces. Based on this result, the study proposes some recommendations to improve the quality of human resources and business performance in mechanical engineering firms in Hanoi and neighboring provinces.