J28 - Safety; Job Satisfaction; Related Public PolicyReturn

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, r

Criticism as a result of an evaluation process is a common topic of everyday communication within the working environment. The research starts from the assumption that criticism significantly affects the self-perception of employees and it evokes negative emotions that in the end influence job satisfaction and motivation to perform work tasks. The paper presents the frame of a new concept of impact that the criticism has on employee motivation and the first results of the study prove that concept in particular. The main aim was to define whether criticism expressed inappropriately evokes more negative emotions. Hypotheses that focus on its correlation with gender, age, level of education and work status are discussed in the continuation of the paper. The research was conducted on 520 participants in Croatia. The results show a significant impact of the quality of communication on the perception of criticism and its significance in correlation with gender, while hypotheses that correlated evoking negative emotions when expressing criticism within the working environment with age, level of education and work status were rejected. The hypothesis about the correlation between expressing criticism inappropriately and the occurrence of demotivation was rejected.
Implications for Central European audience: The working environment is recently focusing on the digital transformation of all processes and so communication as well. By this transformation, people become alienated and lose basic communication skills. This paper brings together the presentation of long-established communication starting points and the most modern thinking and research on the impact of communication on the motivation, satisfaction and productivity of employees. Based on this, but also with the presented results of the conducted research, it proposes a new communication concept of communicating negative messages that are an integral part of everyday business communication in the organization.

This article aims to investigate the impact of training perception on work engagement. In addition, self-efficacy and organisational based self-esteem are hypothesised as mediators of the above relationship. Data were collected from employees in Vietnam using a self-administered questionnaire survey. Path analyses with Structural Equation Modelling (SEM) were used to verify the proposed relationships. The results show that both perceived training benefits and transfer of training significantly and positively influence work engagement. In addition, organisational based self-esteem partially mediates the impact of perceived training benefit on work engagement. Self-efficacy mediates a portion of the effects of the transfer of training on work engagement. The results add to the existing literature on the determinants of work engagement and on the consequences of the transfer of training. The findings also provide insight into the conditions for effective training in organisations.
Implications for Central European audience: Developing an engaged workforce is a vital task to all organisations. However, data showed that the work engagement level in Europe is low, especially in Central Europe. The results of the study provide insight into the determinants of employee engagement at work. In addition, like Vietnam, most countries in Central Europe have been in transition from former central-command systems to market economies. The application of contemporary Western human resource practices needs special consideration to ensure its effectiveness. The current study may supply some empirical implications for both academics and practitioners.