Exploring the Relationship between Recruitment Process and Turnover Intentions with Mediating Role of Affective Commitment: Implications for European Enterprises

This research explores the relationship between the recruitment process and turnover intentions, with the mediating role of affective commitment among Generation Z working in European enterprises operating in Vietnam. Specifically, the study explores the relationship between job description, job evaluation, job specification, job analysis and affective commitment of Generation Z while also identifying the influence of affective commitment on turnover intentions. Based on the theoretical and literature summary, the research model is proposed. Accordingly, hypotheses are developed, and we apply a quantitative analysis with a research sample of 250 Generation Z respondents working for European businesses in Vietnam using the snowball sampling technique. Questionnaires were designed in the form of an online survey (using Google Forms) and sent privately via personal emails to respondents. The collected data were then processed and analysed by SPSS v.22 and AMOS software to estimate the research model, test hypotheses and evaluate the impact of variables on turnover intentions. The research results reveal that job description contributes to enhancing affective commitment (0.232), job evaluation positively influences affective commitment (0.283), job specification significantly affects affective commitment (0.184), job analysis has a strong and positive relationship with affective commitment (0.532) and affective commitment negatively influences turnover intentions (-0.433). Based on the research findings, we propose some managerial policy implications for Central European enterprises to increase the affective commitment of their employees, including (1) regularly reviewing and updating the requirements as well as job descriptions for each position, ensuring that they accurately reflect the tasks that employees need to perform. This helps the company provide clearer guidance on roles and expectations for employees from the outset; (2) overcoming cultural barriers and fostering a sense of inclusion and respect for the unique values and work expectations of Vietnamese employees, which helps employees perform better in their jobs while also enhancing their commitment and expectations; (3) creating a flexible workplace that meets Generation Z employees' needs to attract and retain talent effectively; and (4) emphasizing a supportive team environment, job-life integration and meaningful work through recruitment marketing. Implications for the Central European audience: The insights gained from the research are particularly relevant for Central European enterprises looking to navigate the challenges and opportunities of the Generation Z workforce in Vietnam. Our insights on managing new-generation workforces in a developing and emerging country context can guide Central European enterprises in tailoring their strategies when expanding their businesses into Southeast Asian countries that have some characteristics in common with Vietnam regarding economic development, culture, population, technology level, etc. It emphasizes the significance of comprehending local dynamics and meeting employees' needs to improve affective commitment through aspects of the recruitment process to reduce turnover intentions. The results can be used by companies in a variety of fields, sizes, regions, etc.