Abstract
The topic of employee retention has garnered considerable interest from researchers and practitioners. Despite the abundance of studies on this subject, there are still some research gaps that exist in the current literature. This study aims to investigate the correlation between organizational democracy, trust, commitment, and the retention of lecturers in Vietnamese universities. The research sample comprises 174 lecturers. The findings of the study reveal a positive association between organizational democracy, institutional trust, lecturers’ commitment, and employee retention within the organization. This research provides significant contributions to both the academic literature and practical implementation in Vietnamese universities.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Holt-Reynolds, D.J.T., T. Education: What does the teacher do? Constructivist pedagogies and prospective teachers’ beliefs about the role of a teacher 16(1), 21–32 (2000)
McCabe, A., O’Connor, U.J.T.i.H.E.: Student-centred learning: the role and responsibility of the lecturer 19(4): p. 350–359 (2014)
Matongolo, A., et al.: Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda 50(5), 217–233 (2018)
Hong, E.N.C., et al.: An effectiveness of human resource management practices on employee retention in institute of higher learning: a regression analysis 3(2), 60–79 (2012)
Iqbal, S., Hashmi, M.S.J.P.J.o.C., Sciences, S.: Impact of perceived organizational support on employee retention with mediating role of psychological empowerment 9(1), 18–34 (2015)
Bibi, P., et al.: The impact of compensation and promotional opportunities on employee retention in academic institutions: the moderating role of work environment 11(1), 378–391 (2017)
Khoa, V.Đ., Anh, N.T.M.: The role of trust and social responsibility awareness in the cooperative relationship between business and universities to create employment opportunities for graduates. J. Sci. Technol.—Hanoi Univ. Ind.
Han, K.-S., Garg, P.J.M.R.R.: Workplace democracy and psychological capital: a paradigm shift in workplace 41(9), 1088–1116 (2018)
Mason, R.M.: Participatory and Workplace Democracy: A Theoretical Development in Critique of Liberalism. Southern Illinois University Press Carbondale (1982)
Cheney, G.: Democracy in the Workplace: Theory and Practice from the Perspective of Communication (1995)
Hatcher, R.L., Gillaspy, J.A.J.P.r.: Development and validation of a revised short version of the Working Alliance Inventory 16(1), 12–25 (2006)
Weber, W.G., Unterrainer, C., Schmid, B.E.J.J.o.o.b.: The influence of organizational democracy on employees’ socio‐moral climate and prosocial behavioral orientations 30(8), 1127–1149 (2009)
Battilana, J., Fuerstein, M., Lee, M.Y.: New prospects for organizational democracy? How the joint pursuit of social and financial goals challenges traditional organizational designs (2018)
Ahmed, K., et al., Organizational democracy and employee outcomes: The mediating role of organizational justice 2(3), 204–219 (2019)
Hilton, S.K., Arkorful, H., Martins, A.J.M.R.R.: Democratic leadership and organizational performance: the moderating effect of contingent reward 44(7), 1042–1058 (2021)
Bilge, H., et al.: Organizational democracy in the private sector: A field research. 12(8), 3446 (2020)
Mayer, R.C., J.H. Davis, and F.D.J.A.o.m.r. Schoorman, An integrative model of organizational trust. 1995. 20(3): p. 709–734.
Thi Mai Anh, N., et al., Relational capital and supply chain collaboration for radical and incremental innovation: An empirical study in China. 2019. 31(4): p. 1076–1094.
Schoorman, F.D., R.C. Mayer, and J.H.J.A.o.M.r. Davis, An integrative model of organizational trust: Past, present, and future. 2007, Academy of Management Briarcliff Manor, NY 10510. p. 344–354.
Thi Mai Anh, N., et al., Relational capital and supply chain collaboration for radical and incremental innovation. Asia Pacific Journal of Marketing and Logistics, 2019. 31(4): p. 1076–1094.
Suifan, T.S., H. Diab, and A.B.J.J.o.M.D. Abdallah, Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment. 2017. 36(9): p. 1137–1148.
Mai Anh, N.T., L. Hui, and V.D.J.J.o.B.-t.-B.M. Khoa, Emerging Economies of Southeast Asia: Achieving and increasing radical innovations through collaborating with buyers and suppliers by fostering trust: the Case of Viet Nam. 2018. 25(4): p. 357–372.
Bijlsma, K. and P.J.P.R. Koopman, Introduction: trust within organisations. 2003. 32(5): p. 543–555.
Kramer, R.M. and T.R. Tyler, Trust in organizations: Frontiers of theory and research. 1996: Sage.
Dinh Khoa, V. and N.T. Mai Anh, Examining the Relationship Between Supply Chain Integration, Innovation Speed and Supply Chain Performance Under Demand Uncertainty. Engineering Management Journal, 2023: p. 1–16.
Morgan, R.M. and S.D.J.J.o.m. Hunt, The commitment-trust theory of relationship marketing. 1994. 58(3): p. 20–38.
Mai Anh, N.T., L. Hui, and V.D. Khoa, Emerging Economies of Southeast Asia: Achieving and increasing radical innovations through collaborating with buyers and suppliers by fostering trust: the Case of Viet Nam. Journal of Business-to-Business Marketing, 2018. 25(4): p. 357–372.
Curado, C. and S.J.P.R. Vieira, Trust, knowledge sharing and organizational commitment in SMEs. 2019. 48(6): p. 1449–1468.
Gloster, A.T., et al.: The empirical status of acceptance and commitment therapy: A review of meta-analyses. 18, 181–192 (2020)
Pratama, E.N., E. Suwarni, and M.A.J.A.T.o.M. Handayani, The effect of job satisfaction and organizational commitment on turnover intention with person organization fit as moderator variable. 2022. 6(1): p. 74–82.
Farndale, E., V. Hope‐Hailey, and C.J.P.r. Kelliher, High commitment performance management: The roles of justice and trust. 2011. 40(1): p. 5–23.
Hom, P.W., D.G. Allen, and R.W. Griffeth, Employee retention and turnover: Why employees stay or leave. 2019: Routledge.
Kurdi, B. and M.J.M.S.L. Alshurideh, Employee retention and organizational performance: Evidence from banking industry. 2020. 10(16): p. 3981–3990.
Arasanmi, C.N., A.J.I. Krishna, and C. Training, Employer branding: perceived organisational support and employee retention–the mediating role of organisational commitment. 2019. 51(3): p. 174–183.
Agarwal, S., et al.: Testing the reciprocal relationship between quality of work life and subjective well-being: a path analysis model. 11(2), 140–153 (2019)
Turabik, T. and G.J.J.o.A.R.i.H.E. Atanur Baskan, The relationship between organizational democracy and political behaviors in universities. 2020. 12(5): p. 1135–1146.
Pircher Verdorfer, A. and W.G.J.J.o.m.e. Weber, Examining the link between organizational democracy and employees’ moral development. 2016. 45(1): p. 59–73.
Andersen, I.-E., B.J.S. Jæger, and p. policy, Scenario workshops and consensus conferences: towards more democratic decision-making. 1999. 26(5): p. 331–340.
Sarin, M., et al.: Devolution as a threat to democratic decision-making in forestry? Findings from three states in India. In: Local Forest Management, pp. 55–126. Routledge (2013)
Ertürk, A. and L.J.J.o.B.R. Vurgun, Retention of IT professionals: Examining the influence of empowerment, social exchange, and trust. 2015. 68(1): p. 34–46.
Anh, N.T.M., et al.: Relational capital and supply chain collaboration for radical and incremental innovation: an empirical study in China. 31(4), 1076–1094 (2019)
Dinh Khoa, V. and N.T.J.E.M.J. Mai Anh, Examining the Relationship Between Supply Chain Integration, Innovation Speed and Supply Chain Performance Under Demand Uncertainty. 2023: p. 1–16.
Bulut, C., O.J.I.j.o.t. Culha, and development, The effects of organizational training on organizational commitment. 2010. 14(4): p. 309–322.
Klimchak, M., A. Ward Bartlett, and W.J.P.R. MacKenzie, Building trust and commitment through transparency and HR competence: A signaling perspective. 2020. 49(9): p. 1897–1917.
Safari, A., R. Salehzadeh, and E.J.T.T.J. Ghaziasgar, Exploring the antecedents and consequences of organizational democracy. 2018. 30(1): p. 74–96.
Chen, S.-Y., et al., Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. 2015. 15(1): p. 1–17.
Zainee, I.A. and F.J.R.d.G. Puteh, Corporate social responsibility impact on talent retention among Generation Y. 2020. 27(4): p. 369–392.
Nunnally, J.C. and I. Bernstein, Elements of statistical description and estimation. Psychometric Theory 3 Edition (Edited by: Nunnally JC, Bernstein IH), 1994.
Fornell, C., Larcker, D.F.: Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. J. Mark. Res. 18(1), 39–50 (1981)
Chin, W.W., Marcolin, B.L., Newsted, P.R.: A Partial Least Squares Latent Variable Modeling Approach for Measuring Interaction Effects: Results from a Monte Carlo Simulation Study and an Electronic-Mail Emotion/Adoption Study. Inf. Syst. Res. 14(2), 189–217 (2003)
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2024 The Author(s), under exclusive license to Springer Nature Singapore Pte Ltd.
About this paper
Cite this paper
Khoa, V.D., Anh, N.T.M., Cuong, T., Chinh, T.T.Q. (2024). Organizational Democracy and Employee Retention: An Empirical Study in Vietnamese Universities. In: Nguyen, T.H.N., Burrell, D.N., Solanki, V.K., Mai, N.A. (eds) Proceedings of the 4th International Conference on Research in Management and Technovation. ICRMAT 2023. Springer, Singapore. https://doi.org/10.1007/978-981-99-8472-5_35
Download citation
DOI: https://doi.org/10.1007/978-981-99-8472-5_35
Published:
Publisher Name: Springer, Singapore
Print ISBN: 978-981-99-8471-8
Online ISBN: 978-981-99-8472-5
eBook Packages: Business and ManagementBusiness and Management (R0)