Determinants of Students’ Intention to Use e-Wallet in Hanoi – A PLS-SEM Analysis

Abstract

E-wallet is a cutting-edge payment method that fosters cashless transactions and supports the expansion of the digital economy. Hanoi plans to become a digital city and achieve 50% of electrical payments by 2025. Understanding the intention to use e-wallets is crucial for promoting e-payment. This paper explores a hybrid theory of behaviour, including the Technology Acceptance Model (TAM), the Unified Theory of Acceptance and Use of Technology (UTAUT), and the Theory of Planned Behaviour (TPB) to examine the factors influencing undergraduate students’ intention to use e-wallets. Using survey data on 363 students from 12 higher education institutions in Hanoi and the Partial Least Square Structural Equation Model (PLS-SEM) technique, the research findings indicate eight factors influencing students’ behavioural intention toward e-wallets in Hanoi: attitude, cost of e-payment, facilitating conditions, service quality, credibility, ease of use, usefulness, and social influence. Due to its multitude of factors, the proposed model offers high explanatory power. The results suggest implications to help Hanoi boost e-payment and digital transformation.

Human resource development in enterprises: The case of telecommunication of ho chi minh city

“…Human resources of an organization include all the employees working in that organization with different health and qualifications. They can form a force to fulfill the organization's goals if they are properly motivated and encouraged (Nguyen Tiep, 2005; Tran Xuan Cau and Mai Quoc Chanh, 2008; Bui Van Nhon, 2006; Nguyen Van Diem and Nguyen Ngoc Quan, 2004) [20,7,28,21] . Human resource development is the process of changing the quantity, structure and quality of human resources to meet production and business requirements of an enterprise.…”

“…Human resource development is the process of changing the quantity, structure and quality of human resources to meet production and business requirements of an enterprise. At the same time, it also includes activities to improve professional qualifications, improve the working efficiency of human resources as well as the operational efficiency of enterprises (Bui Van [7,28,21,11] . Through a review of some studies on the mediating role of corporate culture in the study of its impact on human resource management, it can be seen that the authors are often interested in aspects of corporate culture such as: recruitment, training -development, factors related to the working environment and remuneration and recognition policies of the enterprise.…”