Factors affecting job satisfaction in a relationship with organizational commitment and employees' turnover intention
In recent years, especially in the post-COVID-19 context, the turnover rate in Vietnam has been increasing, so the intention to leave has become one of the important issues and widespread topics for academics as well as businesses, especially, the employees’ intention of leaving in the service indus...
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| Định dạng: | Research Paper |
| Ngôn ngữ: | English |
| Thông tin xuất bản: |
University of Economics Ho Chi Minh City
2024
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| Chủ đề: | |
| Truy cập trực tuyến: | https://digital.lib.ueh.edu.vn/handle/UEH/71030 |
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| Tóm tắt: | In recent years, especially in the post-COVID-19 context, the turnover rate in Vietnam has been increasing, so the intention to leave has become one of the important issues and widespread topics for academics as well as businesses, especially, the employees’ intention of leaving in the service industry. Paying attention to the Vietnamese market, mainly the Ho Chi Minh City region, in the context of the post-pandemic situation and the high turnover rate, the aim of this study is to focus on determining the factors that influence the service employee satisfaction and the association between organizational commitment, job satisfaction, and their intention to leave. For the data collection process, by means of the convenience sampling method, the author surveyed 321 office workers in the area of interest and screened 304 valid samples. In the process of data analysis, the author applied the structural equation modeling (SEM) method to test the proposed hypothesis. Specifically, the author uses Excel to synthesize and standardize data, SPSS 16.0 for descriptive statistics analysis and preliminary assessment of observed variables, then, SMART PLS 4.0 is used for examining measurement models, structural models, and confirmation of structure results. The assessment results show that: (1) job satisfaction is positively affected by job security, employee empowerment, and reward and negatively by job stress; (2) reward is stated to be the observed variable with the strongest impact on job satisfaction; (3) the relationship between job satisfaction, organizational commitment, and turnover intention is statistically significant. The proposed hypotheses are all accepted/supported, and the research objectives have been achieved. Since then, the research has also contributed to the academic and practical qualities of human resource management by recommending a number of implications on fundamental theories and solutions for service businesses in the current context. |
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