Factors Influencing Employee Withdrawal Behavior In The Workplace: Case Study Of Generation Z In Vietnam

Abstract

This study examines the effects of five factors, including organizational commitment, job motivation, job satisfaction, job expectation, and employee training and development policy, on the job attitudes of Vietnamese generation Z employees. Additionally, this study aims to determine the relationship between employee withdrawal behaviors and job attitude. The study used a questionnaire survey to collect data. Using convenience sample techniques, the researcher was able to gather 376 respondents; of these, only 275 responses were valid for further analysis. Reliability test, exploratory factor analysis, confirmatory factor analysis and structural equation modeling were used to evaluate the outcomes, using AMOS and SPSS software during the data analysis process. The findings indicate that while employee training and development policy and organizational commitment are not confirmed to influence the job attitude, the three other factors—job motivation, job satisfaction, and job expectation—have a positive impact on the work attitude of Vietnamese generation Z. Moreover, the study's findings indicate that employee withdrawal behavior is negatively and significantly impacted by job attitude. The report suggests some theoretical and practical measures that companies can do to enhance staff attitude and prevent employee withdrawal behavior. The study also points out its shortcomings and recommends techniques for further study.