Exploring the Relationship Between Recruitment Process and Turnover Intentions with the Mediating Role of Affective Commitment: Implications for European Enterprises
Exploring the Relationship Between Recruitment Process and Turnover Intentions with the Mediating Role of Affective Commitment: Implications for European Enterprises

Summary/Abstract: This research explores the relationship between the recruitment process and turnover intentions, with the mediating role of affective commitment among Generation Z working in European enterprises operating in Vietnam. The study examines the relationship between job description, job evaluation, job specification, job analysis, and affective commitment of Generation Z, while also identifying the influence of affective commitment on turnover intentions. A quantitative analysis was conducted on a sample of 250 Generation Z respondents working for European businesses in Vietnam using snowball sampling. Questionnaires were distributed via an online survey. Data were analyzed using SPSS v.22 and AMOS software. Results reveal that job description, job evaluation, job specification, and job analysis all contribute to enhancing affective commitment, and that affective commitment negatively influences turnover intentions. Managerial policy implications for Central European enterprises are proposed to increase employee affective commitment, including regularly reviewing job descriptions, overcoming cultural barriers, creating a flexible workplace, and emphasizing a supportive team environment. The insights are particularly relevant for Central European enterprises expanding into Southeast Asia.

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