The study aims to identify and measure factors affecting the salaries of employees in manufacturing enterprises in Hanoi, the important area of Vietnam’s economy. We conducted a questionnaire consisting of 31 observation variables with a 5-point Likert scale. Independent variables were measured from 1 “without effect” to 5 “strongly”. Based on the literature review and results of interviews, a total of 350 questionnaires were sent to participants; 300 of them met the standards and were subject to be analyzed. The results of Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify six main determinants influencing the salaries of employees in manufacturing enterprises in Hanoi, including Paying views of business leaders (PV), Financial ability of the enterprise (FA), Capacity of workers (CW), Capacity of the contingent of employees engaged in salary work (CC), Role of grassroots trade unions (TU), and State policies and laws on labor – salaries (STL). Based on the findings, some recommendations have been proposed to help the firm leaders design appropriate personnel policies for creating better job satisfactions for employees in the future. On this basis, the authors propose a number of recommendations to improve the salaries of employees in manufacturing enterprises in Hanoi.

Abstract
1. Introduction
2. Literature Review
3. Theoretical Background
    3.1. Theory of Equity
    3.2. Maslow’s Needs Tower Theory
4. Research Methodology
    4.1. Research Model
    4.2. Hypotheses
    4.3. Research Methods and Sample
5. Results
    5.1. Descriptive Statistics
    5.2. Results of Quality Scale Analysis
    5.3. Exploratory Factor Analysis (EFA)
    5.4. Regression Model Analysis
6. Discussion and Implications
    6.1. Paying Views of Business Leaders
    6.2. Financial Ability of Enterprises
    6.3. Capacity of Workers
    6.4. The Capacity of the Contingent of EmployeesEngaged in Salary Work
    6.5. The Role of Grassroots Trade Unions
    6.6. State Policies and Laws on Labor – Salaries
References

• Thi Tuoi DO(Faculty of Human Resource Management, University of Labor and Social Affairs) Corresponding Author.