Mediator analysis of employee engagement in Vietnamese companies: Role of perceived organizational support, profit, organizartional commitment, and job satisfaction

Abstract

This study aimed to investigate how employee engagement affects the relationship between perceived organizational support (POS) and person-organization fit (P-O fit), which are antecedents, and organizational commitment and job satisfaction, which are outcomes. The study used data from 200 Vietnamese workers in industrial companies. The results showed that P-O fit and POS directly influence employee engagement, which in turn affects organizational commitment and job satisfaction. The study also aimed to show the difference between corporate commitment and employee engagement. Researchers used a confirmatory analysis to determine if employee engagement and organizational commitment were different. The results showed that the employees' assessments of the two categories were consistent. The study also provided evidence for the relationship between employee engagement and work happiness. The results showed that people are more motivated to work hard when they feel organizations are collaborative. Increased psychological safety and meaningfulness lead to better employee engagement. P-O fit is key to this relationship as it aligns personal values with those of the business. Those whose values align with organizational standards are given more responsibility and feel more influential. Higher levels of employee engagement indicate more loyalty and trust between the individual and the company. This could indicate that the person is becoming more dedicated to the company they work for. This study contributes to the pool of knowledge regarding corporate commitment and engagement among staff members. It provides recommendations for future research and suggestions for organizations and companies in industrial zones to improve employee satisfaction and work engagement