Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model
Abstract
:1. Introduction
2. Literature Review
2.1. Psychological Contract and Young Talent Retention
2.2. Conceptual Model and Hypothesis Development
3. Methodology
Questionnaire Survey
4. Findings
4.1. Analysis of Measurement Model
4.2. Assessment of Higher-Order Structural Model Hypotheses Testing
5. Discussion
6. Conclusions and Future Research
Study Limitations and Future Research
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Particulars | Categories | Percent |
---|---|---|
Age Group | 20 to 24 | 9.6 |
25 to 29 | 56.2 | |
30 to 35 | 34.2 | |
Gender | Male | 28.8 |
Female | 71.2 | |
Position | Officer | 84.9 |
Deputy Manager/Manager | 12.3 | |
Working time | Less than 1 year | 23.3 |
1 to 3 years | 39.7 | |
More than 3 years | 37.0 | |
Education | Bachelor’s degree | 76.7 |
Master’s degree or above | 23.3 |
First Order |
yi = ∆y.ηj + εi yi = manifest variables ∆y = loadings of first order latent variables ηj = first order latent variables εi = measurement error of manifest variables |
Second Order |
ηj = Г.ξk + ζj ηj = first order factors Г. = loadings of second order latent variables ξk = second order latent variables ζj = measurement error of first order factors |
Constructs | Items Summary | Loadings | CR | CA | rho_A | AVE |
---|---|---|---|---|---|---|
Transactional | Regular meetings | 0.834 | 0.879 | 0.793 | 0.795 | 0.707 |
Paying attention | 0.856 | |||||
Recognition | 0.833 | |||||
Relational | Performance evaluation | 0.832 | 0.881 | 0.798 | 0.798 | 0.712 |
Encouraging teamwork | 0.855 | |||||
Constructive feedback | 0.844 |
Constructs | R Square | Adjusted R Square |
---|---|---|
Transactional | 0.935 | 0.934 |
Relational | 0.936 | 0.935 |
Original Sample Coefficient | Sample Mean Coefficient | Standard Deviation (STDEV) | p Values | T Statistics | |
---|---|---|---|---|---|
Overall Psychological Contracts -> Transactional | 0.967 | 0.967 | 0.007 | <0.0001 | 134.847 |
Overall Psychological Contracts -> Relational | 0.968 | 0.968 | 0.006 | <0.0001 | 151.103 |
Hypothesis | Path Coefficient | t-Value | Conclusion |
---|---|---|---|
H1a: Regular meetings as a factor of transactional psychological contracts and employment relations will not be independent from each other. | 0.834 | 18.334 | Supported |
H1b: Paying attention as a factor of transactional psychological contracts and employment relations will not be independent from each other. | 0.856 | 21.938 | Supported |
H1c: Recognition as a factor of transactional psychological contracts and employment relations will not be independent from each other | 0.833 | 22.700 | Supported |
H2a: Performance evaluation as a factor of relational psychological contracts and employment relations will not be independent from each other. | 0.832 | 21.527 | Supported |
H2b: Encouraging teamwork as a factor of relational psychological contracts and employment relations will not be independent from each other. | 0.855 | 23.221 | Supported |
H2c: Constructive feedback as a factor of relational psychological contracts and employment relations will not be independent from each other. | 0.844 | 22.025 | Supported |
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Dam, N.; Hack-Polay, D.; Rahman, M.; Mahmoud, A.B. Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model. Businesses 2023, 3, 36-51. https://doi.org/10.3390/businesses3010003
Dam N, Hack-Polay D, Rahman M, Mahmoud AB. Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model. Businesses. 2023; 3(1):36-51. https://doi.org/10.3390/businesses3010003
Chicago/Turabian StyleDam, Ngan, Dieu Hack-Polay, Mahfuzur Rahman, and Ali B. Mahmoud. 2023. "Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model" Businesses 3, no. 1: 36-51. https://doi.org/10.3390/businesses3010003