key: cord-0831235-7zfahyy0 authors: Chi, Hsinkuang; Vu, Thinh-van; Vo-Thanh, Tan; Nguyen, Nguyen Phong; Van-Nguyen, Duy title: Workplace health and safety training, employees’ risk perceptions, behavioral safety compliance, and perceived job insecurity during COVID-19: Data of Vietnam date: 2020-09-24 journal: Data Brief DOI: 10.1016/j.dib.2020.106346 sha: 2074781d7ca96edc1ef37f4cc7196856653a14e0 doc_id: 831235 cord_uid: 7zfahyy0 This paper presents the dataset of a survey on workplace health and safety training, employees’ risk perceptions, behavioral safety compliance, and perceived job insecurity in Vietnam during COVID-19 pandemic. The data were collected through an online questionnaire completed by Vietnamese full-time employees between April and June 2020. Using E-mail, LinkedIn, and Facebook, the online questionnaire was sent to respondents who filled it out voluntarily. A two-wave survey was conducted in order to lessen the common method bias. Totally, we received complete matched data for 732 full-time employees. All data were processed through SPSS 22.0, AMOS 23.0 and Smart PLS 3.0. Besides descriptive statistics, the results of the explanatory factor analysis and the confirmation factor analysis were included in this paper, which may serve as a good reference for future studies. Business, Management and Accounting Human resource management, Workplace health and safety management, Risk perceptions, Employee perception and behavior.  This dataset advances the knowledge regarding the impact of workplace health and safety training on employees' perceived risk of COVID-19, their behavioral safety compliance at the workplace, and perceived job insecurity.  The present data is particularly useful for organizational behavior and human resource management researchers and organization managers to understand employees' perceptions and behavior during the pandemic.  The data can be reused for an empirical study that intends to examine workplace health and safety practices and employees' attitudes and behaviors during the COVID-19 pandemic in Vietnam, compared with other countries.  The dataset is a reference source for studies on workplace health and safety management as well as human resource management during a health crisis. COVID-19 originated in Wuhan, China, in December 2019, and became a global pandemic [1, 2] , the worst global crisis since the Second World War [3] . During this pandemic, workplace health and safety training should be provided to all levels of employees to improve their awareness, knowledge, and attitudes to health and safety in the workplace. Previous studies demonstrated that employees' awareness of the risks associated with the pandemic could influence their attitudes and behaviors [4, 5] . According to the protection motivation theory [6] , behavior adjustment may be achieved by playing to people's fears. Therefore, workplace health and safety training pandemic could have an impact on employees' perceived risk of COVID-19, which, in turn, influences their behavioral safety compliance and their perceived job insecurity. The questionnaire included two main information sections: socio-demographic-and work-related information and measurement scales. Concretely, the first section consisted of information related to respondent's characteristics, including age (4 categories), gender (2 categories), position (4 categories), type of work contract (3 categories), size of working organization (7 categories) and type of working organization (3 categories), organization type (5 categories), industry (6 categories), and working mode change due to COVID-19 (4 categories: constant, switch to working at home completely, about a half of work being done at home, and a small part of work being done at home). To fully complete the form, respondents spent about 12 minutes. Seven hundred thirty-two valid responses were collected through a two-wave survey. Respondents' profiles are shown in Table 1 . Table 2 ). We provided the results of exploratory factor analysis (EFA) with SPSS software, demonstrating that the 21 items were saliently loaded onto four dimensions, namely, workplace health and safety training, risk perceptions of COVID-19, behavioral safety compliance, job insecurity. The analysis was grounded on relevant ratios such as Kaiser-Meyer-Olkin statistic (KMO) equal to or higher than 0.50, Barlett test with p-value smaller than 0.05, and average variance extracted over 50%, factor loadings of each item of more than 0.50 (see Table 2 ). [8] . Table 3 presents that these constructs had AVE values greater than the 0.50 cut-off (from 0.565 to 0.77), and CR over 0.70 (from 0.831 to 0.944). Moreover, most of the outer loadings were above 0.50, except that of the item PC5, with a value of 0.438. We decided to retain PC5 as its outer loading was not smaller than 0.40 to be deleted as suggested by Avkiran and Ringle [9] . Thus, the measurement model was considered reliable. We then checked the measurement model for discriminant validity using the procedure suggested by Fornell and Larcker [10] . Table 4 shows that the square root values of AVE (bold diagonal) of the constructs (ranging between 0.751 and 0.878) were all higher than the absolute values of their correlations (between 0.131 and 0.533). This result shows an adequate level of discriminant validity. We also calculated the Heterotrait-Monotrait (HTMT) ratios to further confirm the discriminant validity and found the result was as robust as the HTMT ratios, ranging between 0.118 and 0.566, and were significantly less than 0.85 [11] . There is a risk that I will have to leave my current job in the near future. Four primary constructs in this survey were measured using scales extracted from previous studies. These scales were adapted to the context of COVID-19. Specifically, the scales of workplace health and safety training (5 items) and employees' behavioral safety compliance (5 items) were adapted from Vinodkumar and Bhasi [12] ; the scale of employees' risk perceptions (6 items) was adapted from Lau et al. [13] ; the scale of employees' perceived job insecurity (7 items) was adapted from Hellgren et al. [14] . The questionnaire was translated into Vietnamese and then back into English to avoid changes in meaning. We followed the recommendation of Hardesty and Bearden [15] by inviting eight experts specialized in human resource management (two full professors, four assistant professors, and two Ph.D. students) from three universities. The experts read the constructs' items adapted and provided us with suggestions to guarantee face validity. As a result, all the items were agreed by 75% or more of the experts and some wordings were adjusted. Moreover, to ensure the readability, the Vietnamese version was tested on five Vietnamese full-time employees and refined based on their feedback. The survey instrument consisted of 31 questions, including 23 statements of specific impact of COVID-19 which require participants to rate on a 5-point Likert scale, particularly 1 = Totally disagree; 2 = Somewhat disagree; 3 = Neither agree nor disagree; 4 = Somewhat agree; 5 = Totally agree. The data were collected through an online questionnaire completed by Vietnamese fulltime employees between April and June 2020. Using E-mail, LinkedIn, and Facebook, the online questionnaire was sent to respondents who filled it out voluntarily. We preferred this data collection method to reduce the risks of infection for participants and researchers. A two-wave survey was conducted in order to lessen the common method bias [16] . We set a cover letter at the beginning of the questionnaire indicating the survey objective and the procedure of this survey, assuring respondents about the confidentiality of their data. At wave 1, respondents reported their socio-demographic information, E-mails, and workplace health and safety training, employees' risk perceptions of COVID-19. At this stage, we collected 917 respondents. Data on dependent variables (employees' behavioral safety compliance and perceived job insecurity) were collected at wave 2 after 10 days. A short time frame between phase 1 and phase 2 was chosen to reduce the drop rate and memory bias [17] . The two-wave data were matched through an identification code assigned to each respondent. The use of the codes allowed us to exclude participants' email addresses, ensuring the confidential nature of the survey. Totally, we received complete matched data for 732 full-time employees. All data were processed through SPSS 22.0, AMOS 23.0 and Smart PLS 3.0. Before data collection, the instrument was reviewed and approved by the Ethics Committee of the University of Economics Ho Chi Minh City (No: 1661/QD-DHKT-QLKH). The authors received informed consent from participants. Participation was voluntary, and they could withdraw from the survey at any point. As an ethical research team, we value the privacy rights of human subjects. Therefore, the data we submitted does not identify participants based on their responses. The survey did not collect any identifiable information from the participants. Outbreak of pneumonia of unknown etiology in Wuhan, China: The mystery and the miracle Impact of the Covid-19 pandemic on perceptions and behaviors of university students in Vietnam International Labor Organisation, ILO Monitor 2nd edition: COVID-19 and the world of work-Updated estimates and analysis Predicting intention to receive a seasonal influenza vaccination using protection motivation theory Employee commitment before and after an economic crisis: A stringent test of profile similarity A protection motivation theory of fear appeals and attitude change Applications of structural equation modeling in marketing and consumer research: A review Use of partial least squares (PLS) in strategic management research: A review of four recent studies Partial least squares structural equation modeling: Recent advances in banking and finance Evaluating structural equation models with unobservable variables and measurement error A new criterion for assessing discriminant validity in variance-based structural equation modeling Safety management practices and safety behaviour: Assessing the mediating role of safety knowledge and motivation Anticipated and current preventive behaviors in response to an anticipated human-to-human H5N1 epidemic in the Hong Kong Chinese general population A two-dimensional approach to job insecurity: Consequences for employee attitudes and well-being The use of expert judges in scale development: Implications for improving face validity of measures of unobservable constructs Common method biases in behavioral research: A critical review of the literature and recommended remedies Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised The researchers acknowledge the respondents who took part in this survey during this special time. The research team did not receive financial support from any institutions. The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.