HUMAN RESOURCE MANAGEMENT PRACTICES, WORK-FAMILY CONFLICT, AND ORGANIZATIONAL COMMITMENT AMONG FEMALE HEALTHCARE WORKERS: THE MODERATING ROLE OF GENDER STEREOTYPES IN PUBLIC HOSPITALS IN THE MEKONG DELTA, VIETNAM
DOI:
https://doi.org/10.18623/rvd.v23.n4.5076Keywords:
Organizational Commitment, Work–Life Balance, Human Resource Management Practices, Work–Family Conflict, Gender StereotypesAbstract
This study examines how human resource management practices, work–family conflict, and family support influence organizational commitment among female healthcare workers in public hospitals, considering the mediating roles of work–life balance and job satisfaction and the moderating role of gender stereotypes. Using a mixed-methods design, survey data were collected from 695 female healthcare workers in four public hospitals in the Mekong Delta, Vietnam, and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that compensation and benefits, working conditions, and work environment significantly improve work–life balance, while all HRM practice dimensions positively affect job satisfaction. Job satisfaction emerges as the strongest predictor of organizational commitment and serves as a key mediating mechanism. Work–family conflict displays asymmetric effects: work-to-family interference weakens commitment, whereas family-to-work interference strengthens it. Family support enhances work–life balance, and gender stereotypes shape organizational commitment both directly and indirectly by moderating work–family relationships.
References
Addow, A., Haghani, M., & Yeşiltaş, M. (2022). The Role of Human Resources Management Practices in Employee Job Satisfaction in Salaam Bank: The Moderating Role of Organizational Justice. Journal of Business Research - Turk. https://doi.org/10.20491/isarder.2022.1474
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18. https://doi.org/https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Anggriansyah, D., Qamari, I. N., & Nuryakin, N. (2022). The Effect of Family Support, Leader Support, and Work-Life Balance on Teacher Performance in Pringsewu Regency. MIX: JURNAL ILMIAH MANAJEMEN, 12(1), 70. https://doi.org/10.22441/jurnal_mix.2022.v12i1.006
Armstrong, M. (2014). Armstrong’s handbook of human resource management practice (13th ed.). Ashford Colour press Ltd, UK. www.koganpage.com
Aryateja, K. B., Susita, D., & Sebayang, K. D. A. (2021). The International Journal of Social Sciences World The Influence of Work-Life Balance and Work Environment on Employee Commitment. The International Journal of Social Sciences World , 3(2), 152–168. https://doi.org/10.5281/zenodo.5214804
Ayuningtyas, D. (2014). Health policy principles and practices. Jakarta: PT. Raja Grafindo Persada.
Banik, S., Akter, K. M., & Molla, M. S. (2021). Impact of Organizational and Family Support on Work-Life Balance: An Empirical Research. Business Perspective Review, 3(2), 1–13. https://doi.org/10.38157/businessperspectivereview.v3i2.344
Bisharat, H. , Obeidat, B. Y. , A. A. A. , Tarhini, A. , & Mukattash, I. (2016). The Effect of Human Resource Management Practices on Organizational Commitment in Chain Pharmacies in Jordan. International Journal of Business and Management, 12(1), 50. https://doi.org/10.5539/ijbm.v12n1p50
Carvajal, M. J., Popovici, I., & Hardigan, P. C. (2018). Gender differences in the measurement of pharmacists’ job satisfaction. Human Resources for Health, 16(1). https://doi.org/10.1186/s12960-018-0297-5
Creswell, J. W., & Vicki L. Plano Clark. (2007). Designing and Conducting Mixed Methods Research (Sage Publication).
Dang, T. H. (2020). Ảnh hưởng của thực tiễn quản trị nguồn nhân lực đến sự cam kết của nhân viên trong doanh nghiệp nhỏ và vừa tại khu vực Hà Nội. VNU Journal of Science: Economics and Business, 36(4). https://doi.org/10.25073/2588-1108/vnueab.4419
Eagly, A. H. (1987). Sex differences in sexual behavior: A social-role interpretation. (No Title).
Geisler, M., Berthelsen, H., & Muhonen, T. (2019). Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment. Human Service Organizations Management, Leadership and Governance, 43(1), 1–15. https://doi.org/10.1080/23303131.2019.1569574
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of Conflict between Work and Family Roles. The Academy of Management Review, 10(1), 76. https://doi.org/10.2307/258214
Greguras, G. J., & Diefendorff, J. M. (2009). Different Fits Satisfy Different Needs: Linking Person-Environment Fit to Employee Commitment and Performance Using Self-Determination Theory Part of the Human Resources Management Commons, and the Organizational Behavior and Theory Commons. http://ink.library.smu.edu.sg/lkcsb_researchhttp://ink.library.smu.edu.sg/lkcsb_research/2559
Guest, D. (2002). Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM. The Journal of Industrial Relations, 44(3), 335–358. https://doi.org/https://doi.org/10.1111/1472-9296.00053
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). Multivariate Data Analysis, 7th Edn New York. NY: Pearson.[Google Scholar].
Harini, S. , Luddin, M. R. , & Hamidah, H. (2019). Work life balance, job satisfaction, work engagement and organizational commitment among lecturers. Ournal of Engineering and Applied Sciences, 7(14), 2195–2.
Hoài Phương, P., Sang, N., Bá Thành, V., & Quế Minh, P. (2017). Tác động của xung đột công việc – gia đình đến sự hài lòng trong công việc: trường hợp các công ty kiến trúc tại TP.Hồ Chí Minh. Tạp Chí Quản Lý và Kinh Tế Quốc Tế, 98(98). https://tapchi.ftu.edu.vn/c
Hoyle, R. H. (1995). The structural equation modeling approach: Basic concepts and fundamental issues.
Ikhsani, M. M., Bagis, F., & Darmawan, A. (2022). The role of human resource management on increasing organizational commitment to hospital employees in Banyumas Regency. Business and Accounting Research (IJEBAR) Peer Reviewed-International Journal, 6. https://jurnal.stie-aas.ac.id/index.php/IJEBAR
Jawaad, M., Amir, A., Bashir, A., & Hasan, T. (2019). Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy. Cogent Business and Management, 6(1). https://doi.org/10.1080/23311975.2019.1608668
Kan, M. Y., Sullivan, O., & Gershuny, J. (2011). Gender convergence in domestic work: Discerning the effects of interactional and institutional barriers from large-scale data. Sociology, 45(2), 234–251. https://doi.org/https://doi.org/10.1177/0038038510394014
Karya, D. F., Zahara, R., Anshori, M. Y., & Herlambang, T. (2021). Work-family conflict and organizational commitment of female lecturers of Nahdlatul Ulama University of Surabaya: An investigation of job satisfaction as a mediator using partial least square. IOP Conference Series: Earth and Environmental Science, 747(1). https://doi.org/10.1088/1755-1315/747/1/012110
Kock, N., & Hadaya, P. (2018). Minimum sample size estimation in PLS‐SEM: The inverse square root and gamma‐exponential methods. Information Systems Journal, 28(1), 227–261.
Lippa, R. A., Preston, K., & Penner, J. (2014). Women’s representation in 60 occupations from 1972 to 2010: More women in high-status jobs, few women in things-oriented jobs. PLoS ONE, 9(5). https://doi.org/10.1371/journal.pone.0095960
Locke, EA. (1976). The nature and causes of job satisfaction. Handbook of Industrial and Organizational Psychology. https://cir.nii.ac.jp/crid/1574231875206883072.bib?lang=en
Lu, Y., Hu, X. M., Huang, X. L., Zhuang, X. D., Guo, P., Feng, L. F., Hu, W., Chen, L., Zou, H., & Hao, Y. T. (2017). The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: A cross-sectional study. BMJ Open, 7(5). https://doi.org/10.1136/bmjopen-2016-014894
Luturlean, B. S., Prasetio, A. P., & Saragih, R. (2019). The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment. GATR Journal of Management and Marketing Review, 4(4), 242–253. https://doi.org/10.35609/jmmr.2019.4.4(3)
Mccarthy, G., Tyrrell Med, M. P., & Lehane, E. (2007). Intention to “leave” or “stay” in nursing.
Nayak, P. , & Sharma, N. (2018). Managing faculty’s work–life balance in Indian Business Schools. Teorija in Praksa, 55(3). https://doi.org/https://www.proquest.com/scholarly-journals/managing-facultys-work-life-balance-indian/docview/2136874640/se-2
Nguyen, & Uong. (2022). The Impact of Human Resource Management Practices on Job Satisfaction, Organizational Commitment and Turnover Intention of Officers at State Agencies in the Fisheries Sector-A Case Study of the North Coast. VNU Journal of Economics and Business, 2(5), 72–81. https://doi.org/10.25073/2588-1108/vnueab.4729
Quách Hằng, & Đức Đương. (2021). ĐBSCL “khát” nhân lực y tế: Tuyển khó, bác sĩ lại liên tục nghỉ việc. VTV ONLINE. https://vtv.vn/xa-hoi/dbscl-khat-nhan-luc-y-te-tuyen-kho-bac-si-lai-lien-tuc-nghi-viec-20210309114212996.htm
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of Applied Psychology, 87(4), 698–714.
Saragih, R., Pradana, M., Elvira, A. Z. I. S., Driana, T. F., & Ramadhana, N. S. (2021). The Relationship between Human Resources Practice, Work-Life Balance, and Employee Engagement: An Empirical Study in Indonesia. Journal of Asian Finance, 8(7), 357–0364. https://doi.org/10.13106/jafeb.2021.vol8.no7.0357
Shaffer, M. A., Sebastian Reiche, B., Dimitrova, M., Lazarova, M., Chen, S., Westman, M., & Wurtz, O. (2016). Work-and family-role adjustment of different types of global professionals: Scale development and validation. Journal of International Business Studies, 47, 113–139. https://doi.org/DOI:10.1057/jibs.2015.26
Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies, 7(1), 129–146. https://doi.org/DOI:10.1108/SAJBS-02-2017-0018
Uddin, M. , Ali, K. , & Khan, M. A. (2020). Impact of perceived family support, workplace support, and work-life balance policies on work-life balance among female bankers in Bangladesh. International Journal of Economics, 28(1), 97–122.
Van Tran, H. , Tran, A. V. , & Le, M. N. B. (2023). The Relationship between Organizational Culture, Job Satisfaction, and Commitment of Lecturers at Universities. Emerging Science Journal, 7(Special Issue), 279–292. https://doi.org/10.28991/ESJ-2023-SIED2-021
WHO. (2016). Human Resources for Health Country Profiles. www.who.int/about/licensing/co-
Wong, K., Chan, A. H. S., & Teh, P. L. (2020). How is work–life balance arrangement associated with organisational performance? A meta-analysis. International Journal of Environmental Research and Public Health, 17(12), 1–19. https://doi.org/10.3390/ijerph17124446
Yuswanti, M., Saefuddin, D. T., Said, S., & Suleman, N. R. (2021). The Effect of Work Life Balance, Work Family Conflict and Family Work Conflict Moderated by Job Satisfaction on the Performance of the Midwife Coordinator in the Province of Southeast Sulawesi (Vol. 11, Number 2).
Zhang, J., Rehman, S., Addas, A., & Ahmad, J. (2024). Influence of Work-Life Balance on Mental Health Among Nurses: The Mediating Role of Psychological Capital and Job Satisfaction. Psychology Research and Behavior Management, 17, 4249–4262. https://doi.org/10.2147/PRBM.S497305
Downloads
Published
How to Cite
Issue
Section
License
I (we) submit this article which is original and unpublished, of my (our) own authorship, to the evaluation of the Veredas do Direito Journal, and agree that the related copyrights will become exclusive property of the Journal, being prohibited any partial or total copy in any other part or other printed or online communication vehicle dissociated from the Veredas do Direito Journal, without the necessary and prior authorization that should be requested in writing to Editor in Chief. I (we) also declare that there is no conflict of interest between the articles theme, the author (s) and enterprises, institutions or individuals.
I (we) recognize that the Veredas do Direito Journal is licensed under a CREATIVE COMMONS LICENSE.
Licença Creative Commons Attribution 3.0
