Determinants of turnover intention: The case of public servants in Vietnam
Turnover intention is an essential issue for every organization as retaining experienced and knowledgeable employees is an essential factor contributing to an organization’s competitive advantage and sustainable growth. Governmental and non-profit organizations, in particular, need to develop measur...
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| Format: | Article |
| Language: | English |
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LLC "CPC "Business Perspectives"
2022-05-01
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| Series: | Problems and Perspectives in Management |
| Subjects: | |
| Online Access: | https://www.businessperspectives.org/images/pdf/applications/publishing/templates/article/assets/16464/PPM_2022_02_Phuong Nguyen.pdf |
| _version_ | 1828364351575162880 |
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| author | Phuong V. Nguyen Nga Le Hoa Trieu Tien Huynh Hoa Quynh Tran |
| author_facet | Phuong V. Nguyen Nga Le Hoa Trieu Tien Huynh Hoa Quynh Tran |
| author_sort | Phuong V. Nguyen |
| collection | DOAJ |
| description | Turnover intention is an essential issue for every organization as retaining experienced and knowledgeable employees is an essential factor contributing to an organization’s competitive advantage and sustainable growth. Governmental and non-profit organizations, in particular, need to develop measures for reducing the increasing rate of turnover among federal officials. This study examines the factors influencing intentions to leave among civil servants in the public administration sector. Therefore, an online survey was undertaken to collect data from the targeted respondents, who are employees and managers working in governmental organizations in Vietnam. By using the convenience sampling method, a total of 300 responses were obtained. Men made up 53.3% of the participants, while women made up the remainder. Nearly 60% of the participants work for governmental and political organizations, and the rest work for state unions. The collected data were then processed via AMOS software and analyzed using the Structural Equation Modeling approach. The results indicate that job satisfaction strongly affects employees’ turnover intentions, with a path coefficient of 0.352 and a p-value less than 0.001. In addition, perceived organizational support has a significant positive relationship with organizational commitment, evidenced by the path coefficient of 0.315 and p-value less than 0.001. Overall, the results suggest that organizations are more likely to retain qualified and committed employees when they attempt to develop appropriate training programs and an incentive reward system. |
| first_indexed | 2024-04-14T05:14:35Z |
| format | Article |
| id | doaj.art-6871e539c1c2417cbe5295c28ed23c48 |
| institution | Directory Open Access Journal |
| issn | 1727-7051 1810-5467 |
| language | English |
| last_indexed | 2024-04-14T05:14:35Z |
| publishDate | 2022-05-01 |
| publisher | LLC "CPC "Business Perspectives" |
| record_format | Article |
| series | Problems and Perspectives in Management |
| spelling | doaj.art-6871e539c1c2417cbe5295c28ed23c482022-12-22T02:10:24ZengLLC "CPC "Business Perspectives"Problems and Perspectives in Management1727-70511810-54672022-05-0120214916010.21511/ppm.20(2).2022.1316464Determinants of turnover intention: The case of public servants in VietnamPhuong V. Nguyen0https://orcid.org/0000-0002-2034-4471Nga Le1https://orcid.org/0000-0003-3499-2290Hoa Trieu2https://orcid.org/0000-0002-8757-9275Tien Huynh3https://orcid.org/0000-0002-8649-8342Hoa Quynh Tran4https://orcid.org/0000-0003-2662-1406Ph.D., Associate Professor, Center for Public Administration, International University, Vietnam National UniversityMaster, Research Assistant, Center for Public Administration, International University, Vietnam National University-Ho Chi Minh CityMaster, Research Assistant, Center for Public Administration, International University, Vietnam National University-Ho Chi Minh CityMaster, Administrative Staff, International University, Vietnam National University-Ho Chi Minh CityGraduate Student, University of EconomicsTurnover intention is an essential issue for every organization as retaining experienced and knowledgeable employees is an essential factor contributing to an organization’s competitive advantage and sustainable growth. Governmental and non-profit organizations, in particular, need to develop measures for reducing the increasing rate of turnover among federal officials. This study examines the factors influencing intentions to leave among civil servants in the public administration sector. Therefore, an online survey was undertaken to collect data from the targeted respondents, who are employees and managers working in governmental organizations in Vietnam. By using the convenience sampling method, a total of 300 responses were obtained. Men made up 53.3% of the participants, while women made up the remainder. Nearly 60% of the participants work for governmental and political organizations, and the rest work for state unions. The collected data were then processed via AMOS software and analyzed using the Structural Equation Modeling approach. The results indicate that job satisfaction strongly affects employees’ turnover intentions, with a path coefficient of 0.352 and a p-value less than 0.001. In addition, perceived organizational support has a significant positive relationship with organizational commitment, evidenced by the path coefficient of 0.315 and p-value less than 0.001. Overall, the results suggest that organizations are more likely to retain qualified and committed employees when they attempt to develop appropriate training programs and an incentive reward system.https://www.businessperspectives.org/images/pdf/applications/publishing/templates/article/assets/16464/PPM_2022_02_Phuong Nguyen.pdfHR strategiesjob satisfactionorganizational commitmentorganizational supportpublic sector |
| spellingShingle | Phuong V. Nguyen Nga Le Hoa Trieu Tien Huynh Hoa Quynh Tran Determinants of turnover intention: The case of public servants in Vietnam Problems and Perspectives in Management HR strategies job satisfaction organizational commitment organizational support public sector |
| title | Determinants of turnover intention: The case of public servants in Vietnam |
| title_full | Determinants of turnover intention: The case of public servants in Vietnam |
| title_fullStr | Determinants of turnover intention: The case of public servants in Vietnam |
| title_full_unstemmed | Determinants of turnover intention: The case of public servants in Vietnam |
| title_short | Determinants of turnover intention: The case of public servants in Vietnam |
| title_sort | determinants of turnover intention the case of public servants in vietnam |
| topic | HR strategies job satisfaction organizational commitment organizational support public sector |
| url | https://www.businessperspectives.org/images/pdf/applications/publishing/templates/article/assets/16464/PPM_2022_02_Phuong Nguyen.pdf |
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