The Role of Work-life Balance to the Youth’s Organizational Commitment after Covid-19: Evidence from Vietnam

Abstract

This study is to examine and identify the balance between work and personal life, which is one of the most major contributors to the tendency of Generation Z and Y to change jobs in the post COVID-19. By combining both the Social Cognitive Career Theory Model (SCCT) and The Social Exchange Theory Model (SET), which was used by Siew et al. (2021) and Hassan et al. (2020), the authors made certain adjustments to create a research model that is appropriate for the context and objectives of this study. Data analysis was based on 320 questionnaires that were collected from employees of generation Y and Z from the age of 18-41 and met the requirements of the research. The variables' consistency and validity were evaluated using SPSS 23, and a regression model was employed to test the hypotheses. The study indicated that Work-life balance is negatively related with organizational commitment. Moreover, Organizational commitment has a clear correlation with Job-hopping behavior of young people. The results showed that the correlation between independent and dependent variables, namely Work-Life balance, Self-efficacy and Emotional Intelligence, are very clear. In the context of the labor market in the post pandemic, Work-life Balance plays a crucial role in affecting the extent of organizational commitment of young workers. Human resources managers, human resources policy manners and organizations need to take this into consideration while implementing the strategies to retain the workers and mitigate the turnover risks.