Vietnam's Gen Z: Recruitment Process and Turnover Intentions

Abstract

Purpose: The study aims to explore the dynamics between recruitment process factors and their impact on affective commitment and turnover intentions among Vietnam's Generation Z workforce in the technology sector. The objectives are multifaceted: firstly, to assess how various recruitment practices influence affective commitment among this demographic; and secondly, to examine the extent to which affective commitment can mitigate turnover intentions. This investigation is grounded in the context of Vietnam's rapidly evolving technology landscape, where retaining young talent has become increasingly critical.   Methods: This research employed a quantitative methodology, gathering data from 250 Generation Z employees within Vietnam's technology sector through surveys. The sampling strategy incorporated both proportionate stratified random sampling and purposive sampling to ensure a representative cross-section of respondents. Data collection relied on standardized questionnaires, enabling the capture of nuanced insights into participants' perceptions and experiences. The analytical framework was anchored in Structural Equation Modeling (SEM), facilitating a robust examination of the intricate relationships between recruitment process elements, affective commitment, and turnover intentions.   Results and Discussion: The findings underscore the significant influence of recruitment process factors—namely job analysis, job evaluation, job specification, and job description—on the affective commitment of Generation Z employees in the technology sector. Notably, job analysis emerged as the most potent predictor of affective commitment, suggesting that detailed understanding and clarity of job roles are paramount for this cohort. Conversely, affective commitment exhibits a strong negative correlation with turnover intentions, affirming its role as a crucial mediator. These outcomes highlight the pivotal role of strategic recruitment practices in fostering organizational loyalty and reducing turnover among Generation Z employees in Vietnam's technology sector. The discussion integrates these results with the broader literature, suggesting that transparent, purpose-driven recruitment strategies aligned with the values and aspirations of Generation Z can significantly enhance their affective commitment and retention.