Thi Viet Nga NGUYEN, Thanh Quang DO, Cong Hoang DINH / Journal of Asian Finance, Economics and Business Vol 7 No 10 (2020) 413–421 413 413 Print ISSN: 2288-4637 / Online ISSN 2288-4645 doi:10.13106/jafeb.2020.vol7.no10.413 1 First Author and Corresponding Author. Department of Economics, Academy of Finance, Hanoi, Vietnam [Postal Address: 58 Le Van Hien, Bac Tu Liem District, Hanoi, 100000, Vietnam] Email: ngahvtc1605@gmail.com 2 Department of Ho Chi Minh City Customs, Ho Chi Minh City, Vietnam. Email: stevedo456789@gmail.com 3 Insitude for Africa and Middle East, Vietnam Academy of Social Sciences (VASS), Vietnam. Email: hoang0108@gmail.com. © Copyright: The Author(s) This is an Open Access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (https://creativecommons.org/licenses/by-nc/4.0/) which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. Factors Affecting Employees’ Organizational Commitment in Foreign Direct Investment Enterprises Thi Viet Nga NGUYEN 1 , Thanh Quang DO 2 , Cong Hoang DINH 3 Received: July 18, 2020 Revised: August 23, 2020 Accepted: August 28, 2020 Abstract This study aims to develop a research framework to investigate the factors afecting organizational commitment among employees who are working in Foreign Direct Investment (FDI) enterprises in Vietnam. The authors designed an online survey distributed to employees in FDI enterprises, collecting the data from 312 employees. All scales in this study are adopted from previous studies; tools employed include Cronbach’s Alpha, Exploratory Factor Analysis, and Confrmatory Factor Analysis (CFA) to examine the internal consistency, reliability, di- mensionality, and validity of each variable. Then, the structural equation modelling (SEM) was utilized in order to estimate path correlations between variables. Results indicate that the leadership style has the strongest efect on organizational commitment, followed by job satisfac- tion and working performance. Moreover, working performance and job satisfaction are also infuenced by leadership style. However, there is no statistical evidence to show that job satisfaction has an impact on working performance. In addition, bootstrapping method is used to show the indirect efect of variables; results reveal that leadership style, though, does not have indirect efect on working performance via job satisfaction, but it indirectly afects organizational commitment throughout working performance. In other words, the study fnds that working performance mediates the link between leadership style and organizational commitment. Keywords: Job Satisfaction, Organizational Commitment, Leadership Style, Working Performance, FDI Enterprises JEL Classification Code: M10, M52, M54 the organization. Organizational commitment serves as an important factor impacting several outcome variables including job satisfaction, work performance, turnover rate, leading to the higher level of achievement in many organizations. Organizations try to encourage commitment in their employees in order to achieve stability and improve the efficiency of its human capital. With the increasing speed and scale of changes in organizations, managers are constantly seeking ways to generate greater employees’ commitment and competitive advantage (Lok & Crawford, 2001). Furthermore, Schuster (1998, p. 51) contends “in an era in which organizations frequently confront the necessity of massive change, committed employees can be extremely valuable organizational resource in facilitating rapid adaptation to changing conditions”. Thus, for organizations that want to retain their employees, it is important to recognize factors leading to higher organizational commitment. Moreover, most of the research on organizational commitment (OC) has been conducted in Western countries and the models on this subject have often been developed and investigated in Western countries too (Meyer & Allen, 1991). In Vietnam, organizational commitment is a topic that has not been studied much and there is a lack of academic 1. Introduction Organizational commitment is considered to be one of the most important work attitudes that gives direction to behavior and binds a person to a course of action. When employees are committed, they do not tempt to look for other opportunities (Lok & Crawford, 2001). Mowday et al. (1979) states that organizational commitment is obtained when employees strongly believe in and accept the goals and values of an organization, when they are willing to do their utmost on behalf of the organization and to stay with