Payroll governance via research on the impact of organizational culture on employees’ perception of salary policies

Payroll governance refers to wages paid to an employee as the amount for performing the work, including the salary according to the job or title, salary allowances, and other supplements. The salary according to the job or title is not lower than the regional minimum wage prescribed by the government (Labor Law No. 45/2019/QH14, 2019). This study aims to elucidate the extent of the impact of organizational culture on employees’ perceptions of salary policies. We use qualitative research methods and quantitative research methods. Through a survey of 513 employees in commercial banks in Vietnam and utilizing techniques such as assessing the accuracy of convergent validity and discriminant validity and a structural model, the authors have demonstrated that organizational culture factors such as involvement, consistency, adaptability, and mission positively impact employees’ perceptions of salary policies. Additionally, the research indicates variations in employees’ perceptions of salary policies based on gender, seniority, and job position. Based on these research findings, the authors provide discussions and recommendations to commercial bank managers on building a corporate culture to enhance positive employee perceptions of salary policies. This article has both theoretical and practical significance, contributing to the completion of the theoretical framework on salary governance, and is a useful reference document for commercial banks in Vietnam.