Determinants of turnover intention: The case of public servants in Vietnam
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Author(s)Phuong V. NguyenLink to ORCID Index: https://orcid.org/0000-0002-2034-4471
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Nga LeLink to ORCID Index: https://orcid.org/0000-0003-3499-2290
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Hoa TrieuLink to ORCID Index: https://orcid.org/0000-0002-8757-9275
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Tien HuynhLink to ORCID Index: https://orcid.org/0000-0002-8649-8342
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Hoa Quynh TranLink to ORCID Index: https://orcid.org/0000-0003-2662-1406
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DOIhttp://dx.doi.org/10.21511/ppm.20(2).2022.13
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Article InfoVolume 20 2022, Issue #2, pp. 149-160
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536 Downloads
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Creative Commons Attribution 4.0 International License
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.
- Keywords
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JEL Classification (Paper profile tab)J24, J53, J58
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References61
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Tables3
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Figures2
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- Figure 1. Research model
- Figure 2. SEM results
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- Table 1. Demographic characteristics
- Table 2. Constructs reliability and validity
- Table 3. SEM results
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The relationship between employee well-being and organizational trust in the context of sustainable human resource management
Vaida Jaskeviciute , Asta Stankeviciene ,
Danuta Diskiene ,
Julija Savicke
doi: http://dx.doi.org/10.21511/ppm.19(2).2021.10
Problems and Perspectives in Management Volume 19, 2021 Issue #2 pp. 118-131 Views: 2615 Downloads: 1683 TO CITE АНОТАЦІЯAs the impact of the COVID-19 pandemic continues to grow, new challenges in the organizational and business environment emerge, causing the human resource management (HRM) to develop a flexible yet strategic and sustainable response in the face of instability and uncertainty. HRM practices that focus on employees’ emotional, psychological, and cognitive states are becoming crucial. The aim of this paper is to disclose the relationship between employee well-being and organizational trust in the context of sustainable HRM. The literature analysis revealed that sustainable HRM practices focused on meeting the needs of employees are particularly significant as they positively influence employee well-being. Furthermore, ensuring employee well-being based on sustainable HRM principles leads to increased organizational trust. The results of the analysis proved direct and indirect relationships between employee well-being and organizational trust; however, further research is needed to distinguish the relationship between sustainable human resource management practices and employee well-being, with a mediating role and moderating role of organizational trust.
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Public finances, governance control and economic growth: a macroeconomic history approach
Ola Honningdal Grytten 
doi: http://dx.doi.org/10.21511/imfi.16(1).2019.15
Investment Management and Financial Innovations Volume 16, 2019 Issue #1 pp. 189-202 Views: 2538 Downloads: 492 TO CITE АНОТАЦІЯThe size of the public sector is an important tool in public governance. Public sector size may fuel both economic growth and political influence over the economy.
By compiling and processing data from different sources of public accounts the paper aims at mapping the development of key financial indicators for the Norwegian central government sector during the transition period from the mid 19th to the mid 20th century. The data enable us to give measures of the size of the public sector alone and compared to the overall economy.
It is found that the sector started its continuous growth before politicians deliberately started to increase the sector’s size of the total economy. The paper also finds that an increase of the public sector often, but not always, reflects political economy regimes. Persistent growth in public finances as a tool for economic policy making did not take place before the introduction of the social-democratic regime in 1935.
The paper also concludes that economic growth started before the growth in the public sector, suggesting that public sector growth might as well be a result of economic growth or vice versa. -
The development of talent management in Malaysian public sector: a comprehensive review
Sharmaine Sakthi Ananthan ,
Halimah Abdul Manaf ,
Mega Hidayati ,
Dian Suluh Kusuma Dewi
doi: http://dx.doi.org/10.21511/ppm.17(2).2019.18
Problems and Perspectives in Management Volume 17, 2019 Issue #2 pp. 242-253 Views: 2210 Downloads: 1110 TO CITE АНОТАЦІЯThe aim of this current study was to analyze recent development of talent management among public service managers in Malaysia. The study brings understanding on talent management and broader human capital issues within Malaysia context by analysing the comprehensive literature. Government of Malaysia is emphasizing on development of talent in the public sector, as it is the most significant resource for the public service. The study found that the government has invested in various programs and initiatives to develop and produce key talented human capital within the public sector. However, despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving. The study also indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch. Another key issue is the incapability to retain talented people that led to poor innovation and creativity within the country. Is key issue is part of the factors discussed in the 10th and 11th Malaysia Plan, and is a concern, as it plays a role in preventing the progress of Malaysia in achieving a developed nation by 2020. As one of the key aspirations of Malaysia is to enrich public service in Malaysia as a citizen centre that is having talented human capital. The study revealed that there is a need for in-depth quantitative and qualitative further research to discover new insights on talent management and retain talent among the public sector managers in Malaysia.
