Han Nu Ngoc Ton

Internal public relations are used to control the relationship between the organization and its employees. The paper explored whether and how internal public relations stimulate employees’ life satisfaction and job performance. The conceptual framework was built to link internal social media, perceived organizational transparency (POT), organizational identification, employee engagement, life satisfaction, and job performance. Using the hierarchical component model with employee engagement measured by job engagement and organizational engagement is a nascent point from this study. A mass survey was distributed to employees working in the aviation industry in southern Vietnam. Partial least squares structural equation modeling was used to analyze primary data from 193 valid respondents. It reveals that POT, internal social media, and organizational identification significantly positively impact employee engagement. It shows that employee engagement has significantly positive impacts on life satisfaction and job performance. It indicates that both organizational identification and POT are partial mediators intervening in the strong relationship between employee engagement and internal social media. It also indicates that life satisfaction is a partial mediator intervening the positive linkage between employee engagement and job performance. Practical implications and theoretical contributions were suggested for using internal public relations to enhance employees’ life satisfaction, and job performance.

Acknowledgment
This study is funded by Vietnam National University of Ho Chi Minh City (VNU-HCMC) under grant number B2020-28-02.

Type of the article: Research Article

Abstract
This study explores the relationship among glass ceiling, work–family conflict, job strain, and intention to quit among female employees in the Vietnamese public sector. Data were gathered through a mass survey of 635 respondents in Ho Chi Minh City and An Giang province by utilizing a non-probability sampling method and analyzed using partial least squares structural equation modeling (PLS-SEM). The results indicate that glass ceiling is positively associated with both work–family conflict and intention to quit, while work–family conflict is positively connected with job strain. Job strain is positively associated with intention to quit. Work–family conflict shows no meaningful direct association with intention to quit. However, the results show that job strain mediates the association between work–family conflict and intention to quit, whereas work–family conflict does not significantly mediate the link between glass ceiling and intention to quit. Multigroup analysis reveals that the direct link between glass ceiling and intention to quit is significant only for female employees with children, women in leadership roles, and married women, but not for women without children, non-leaders, or single and divorced women. These findings contribute to the literature on gendered organizations and job strain by showing how structural career barriers and work–family pressures relate to the turnover intentions of female public sector employees in an emerging economy and offer practical implications for retention-oriented human resource policies in Vietnamese public organizations.

Acknowledgment
This research is funded by Vietnam National University HoChiMinh City (VNU-HCM) under a project within the framework of the Program titled “Strengthening the capacity for education and basic scientific research integrated with strategic technologies at VNU-HCM, aiming to achieve advanced standards comparable to regional and global levels during the 2025-2030 period, with a vision toward 2045”.