THE IMPACT OF INCOME ON LECTURER ATTRACTION IN PUBLIC UNIVERSITIES IN VIETNAM TODAY

This article researches the income level of lecturers at public universities in Vietnam and identifies the impacts of income on lecturer attraction in public universities. The article uses public university lecturer income data based on 22 state audit reports in 2018. In addition, 369 questionnaires are also used to analyze barriers in attracting lecturers to public universities in Vietnam. The research results show that salaries make up a small part of the total income of lecturers. The additional income currently accounts for the largest proportion of the lecturer's total income and there is a clear disparity between universities. Bonuses for international scientific publications vary widely between universities. The higher the bonus level of the university, the higher the lecturer's income compared to other universities. Inequality in salary payments and additional income payments have created barriers making it difficult to attract lecturers to public universities in Vietnam. The phenomenon of internal brain drain (social mobility without migration) is increasingly popular and becoming a development trend in the future.

disparity among public universities in terms of the additional income. The previous studies only provided the impact of salary on the satisfaction and extra jobs of teachers. There is not any study in Vietnam examining the impact of income on attracting university lecturers and considering the additional income. This study aimed at understanding the income of the public university lecturers and identifying the impact of income on attracting lecturers in public universities in Vietnam.

Litterature review
Social mobility is a topic of interest to economists as well as sociologists, but there are some differences in how they approach it approach. For sociologists, the relevant circumstances that we want to compare are measured in term of the occupation or social class and the study of intergeneration mobility involves the comparison of a person's social class with that of the family in which he or she grew up. Meanwhile, economists are interested in measuring income and they focus on intergenerational income or mobility (Richard Breen, 2010).
The British sociologist, Stephen Aldridge thinks that social mobility is the movement or moving opportunity between different groups in society, assessing the advantages and disadvantages according to criteria such as income, the chance of having a job or promotion… (Stephen Aldridge, 2003).
Studying on typical social mobility types of science and technology human resources, Truong, D.T et al (2018) summarized 4 types of social mobility: -Social mobility without migration: a person can take on multiple jobs (multi-job positions) at the same time (mobility without migration related to internal brain drain).
-Social mobility with migration: this phenomenon is related to the "brain drain" between countries, regions, territories, and science and technology organizations. Attracting lecturers is making a person interested and want to participate and contribute to the university, but not necessarily to be an official member of the university. They can collaborate, follow work packages/projects… as long as they contribute to the university.
In the context of international integration with the support of the internet, the coordination between interpersonal, individual and organization, organization and organization become easy. This support created a "flat world" that gives a lecturer the ability to access and work with universities around the world no matter where they are. The salary calculation has 2 variables, the basic pay and the coefficient. The base salary changes according to the State Budget adjustment based on the State budget balance and the annual inflation rate. The salary coefficient is defined according to the salary scale of the State, increasing gradually over the working years. This salary calculation (the longer time you work, the higher the salary will be) does not reflect the difference between the job positions.
Salary is calculated by the following formula: Salary = Coefficient x Base salary Table 1 below represents the salary by the rank of lecturers in public universities.
ii, Salary allowance (if any): Lecturers in a public university may receive some allowance such as career allowance, position allowance, ... however the coefficient is quite small. Allowances are calculated based on the coefficient level of the allowance type and the base salary. Among the four revenues making up the income of lecturers, the salary and additional income account for a large proportion, so this article focuses on the impact of salary and additional income on public university lecturers in Vietnam in recent day.

Methodology
The The author of this article, as a lecturer in a public university in Vietnam, has observed for many years the visible effects of salary policy on the lecturer. In addition, more than 20 formal and informal in-depth interviews conducted has confirmed some of the claims from the author's observations.   With such a breakthrough salary system, the attractiveness of income is evident compared to that of a public university. VinUni, along with other private universities and international universities in Vietnam, is making the competition of highly qualified lecturer more exciting than ever.

Lack of university lecturers in Vietnam nowadays
Political and economic renovations since 1986 have promoted economic

Barriers to attracting lecturers from paying inappropriate income
When examining barriers that make it difficult to attract lecturers at universities, the author gives some indicators on a scale of 1 to 5 where 1 is "not a barrier" and 5 is "a great barrier". The results of data analysis are not surprising when calculating the mean value, it shows that the barrier "salary is not worthy of the job + Creating an "inequality" in terms of performance: a newcomer has a low coefficient but high labour productivity and many output performance; one person's work does not meet the target, but due to the higher coefficient, the salary is still far different from the new employee.
In consideration of the "fair" and "worthy" criteria, the current salary policy is off the target.
The effects of improper payment policies created barriers to attracting lecturers, which are quite consistent with the rational-choice theory. Some classical economists emphasized the fundamental driving force role of the economic motivation, the profit motivation when people have to make decisions about their choice of action. Rational-choice theory is based on the premise that people always act deliberately to select and use resources rationally to achieve maximum results at minimum costs. When the salary is not enough to ensure their life, lecturers have to find other jobs to improve their income. Places with good income and favorable working environment would definitely attract collaboration from lecturers. This leads to a phenomenon called "internal brain drain" in public universities. A study on "internal brain drain" in the context of the 4th industrial revolution showed that in the context of the 4th Industrial revolution, "internal brain drain" is becoming increasingly visible and brings about more multidimensional impacts. Contrary to the conventional view that brain drain is associated with migration, in the context of globalization, brain drain is transformed into a new form called "internal brain drain" (Truong, D.T and Anh, N.T.N, 2018) which sociologists called "social mobility without migration".

The formation and development of mobility flows without migration
Social mobility without migration, also known as "Internal brain drain" is the  Through in-depth interviews, it is clearly seen that many jobs are considered "extra-job" but bring a relatively high income and even higher than the main job salary.
In-depth interviews revealed that female lecturers' part-time jobs are mainly selling via social networks (Facebook, Instagram ...), especially due to the influence of the Covid-19 epidemic, online sale is becoming more and more popularly chosen by female lecturers. In addition to factors affecting "internal brain drain" from information   is also currently the highest in any university. This is an attractive point that helps to attract lecturers with good professional qualifications and allows them to practice their passion for research and increase their income.

Conclusion
The research results showed that salaries only make up a small proportion in the structure of revenues constituting the income of public university lecturers in Vietnam. The additional income currently accounts for the largest proportion and there is a clear difference between universities. This is a difference in lecture income at Vietnam public universities to other public universities in the world. The inadequacy of the salary policy while it did not reflect the work efficiency and the bonus income disparity has markedly affected the attraction of lecturers to public universities. The research results showed that income is a barrier that makes it difficult to attract university lecturers. Low and unstable income sources have caused many lecturers to look for more jobs to increase their income. The