Authors : Vo Thi Thu Hong; Mai Nhat Huyen

Volume/Issue : Volume 11 - 2026, Issue 6 - June

Google Scholar : https://tinyurl.com/3czfhjxf

Scribd : https://tinyurl.com/emsdtza6

DOI : https://doi.org/10.38124/ijisrt/26jun230

Note : A published paper may take 4-5 working days from the publication date to appear in PlumX Metrics, Semantic Scholar, and ResearchGate.

Abstract : This study examines the determinants of succession planning effectiveness in small and medium-sized enterprises (SMEs) in Vietnam in the context of Generation Z entering the labor market. Drawing on Human Capital Theory, ResourceBased View, Social Exchange Theory, Transformational Leadership Theory, and Generational Cohort Theory, the study develops and tests a model linking seven organizational factors to succession planning effectiveness: top management commitment, strategic talent alignment, data-driven assessment, technology and artificial intelligence application, communication transparency, personalized learning pathways, and empowerment and flexibility culture. A mixed-method design was adopted. Qualitative expert consultation was first used to refine the measurement scales, followed by a quantitative survey of 268 Generation Z employees working in SMEs in Ho Chi Minh City. The data were analyzed using reliability analysis, exploratory factor analysis, Pearson correlation, and multiple linear regression.

Keywords : Succession Planning; Generation Z; SMEs; Artificial Intelligence; Talent Management; Vietnam.

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