The role of adaptive resilience in the relationship between transformational leadership, affective commitment and turnover intention in the post COVID-19 era: a case of Vietnam
Abstract
This study investigates the direct or indirect impact of transformational leadership and adaptive resilience on affective commitment and turnover intention. Qualitative research was conducted to validate the concepts and the research model and quantitative research was carried out to analyze data from 310 employees selected via convenient sampling in Vietnam. The results reveal that transformational leadership does not only directly affect adaptive resilience and turnover intention, but also indirectly and fully affects affective commitment via adaptive resilience, and indirectly and partially affects turnover intention via affective commitment and adaptive resilience. Furthermore, adaptive resilience significantly impacts turnover intention via affective commitment. There is no proof in the research that adaptive resilience directly affects turnover intention. This research has documented valuable experiences related to the adaptive resilience of organizations following social crises in the relationship between leadership and turnover for scholars and managers in the future.
Keyword : transformational leadership, adaptive resilience, affective commitment, turnover intention, COVID-19
How to Cite
Ha, M. T. P., Ho, D. T., & Nguyen, L. N. (2024). The role of adaptive resilience in the relationship between transformational leadership, affective commitment and turnover intention in the post COVID-19 era: a case of Vietnam. Business: Theory and Practice, 25(1), 200–209. https://doi.org/10.3846/btp.2024.20091
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Gim, G. C. W., Desa, N. M., & Ramayah, T. (2015). Competitive psychological climate and turnover intention with the mediating role of affective commitment. Procedia – Social and Behavioral Sciences, 172, 658–665. https://doi.org/10.1016/j.sbspro.2015.01.416
Gonçalves, L., Navarro, J. B., & Sala, R. (2019). Spanish validation of the benchmark resilience tool (short-form version) to evaluate organisational resilience. Safety Science, 111, 94–101. https://doi.org/10.1016/j.ssci.2018.09.015
Griffeth, R. W., & Hom, P. W. (2001). Retaining valued employees. Sage. https://doi.org/10.4135/9781452231242
Gyensare, M. A., Anku-Tsede, O., Sanda, M.-A., & Okpoti, C. A. (2016). Transformational leadership and employee turnover intention: The mediating role of affective commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 12(3), 243–266. https://doi.org/10.1108/WJEMSD-02-2016-0008
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Hobfoll, S. E., Halbesleben, J., Neveu, Jean-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. https://doi.org/10.1146/annurev-orgpsych-032117-104640
Holmberg, R., Larsson, M., & Bäckström, M. (2016). Developing leadership skills and resilience in turbulent times. Journal of Management Development, 35(2), 154–169. https://doi.org/10.1108/JMD-09-2014-0093
Jennings, D. F., & Seaman, S. L. (1994). High and low levels of organizational adaptation: An empirical analysis of strategy, structure, and performance. Strategic Management Journal, 15(6), 459–475. https://doi.org/10.1002/smj.4250150604
Jeswani, S., & Dave, S. (2012). Impact of individual personality on turnover intention: A study on faculty members. Management and Labour Studies, 37(3), 253–265. https://doi.org/10.1177/0258042X13484837
Kar, A., & Nguyen Thi Phuong, T. (2022). Investigating the influences of employer branding attributes on turnover intentions of hospitality workforce in the COVID-19 in Vietnam. Journal of Hospitality and Tourism Insights, 6(5). https://doi.org/10.1108/JHTI-05-2022-0211
Labrague, L. J., & de los Santos, J. A. A. (2021). Resilience as a mediator between compassion fatigue, nurses’ work outcomes, and quality of care during the COVID-19 pandemic. Applied Nursing Research, 61. https://doi.org/10.1016/j.apnr.2021.151476
Le, L. H., Hancer, M., Chaulagain, S., & Phamm, P. (2022). Reducing hotel employee turnover intention by promoting pride in job and meaning of work: A cross-cultural perspective. International Journal of Hospitality Management, 109, Article 103409. https://doi.org/10.1016/j.ijhm.2022.103409
Lee, J., Kim, S., & Kim, Y. (2021). Diversity climate on turnover intentions: A sequential mediating effect of personal diversity value and affective commitment. Personnel Review, 50(5), 1397–1408. https://doi.org/10.1108/PR-11-2019-0636
Lee, A. V, Vargo, J., & Seville, E. (2013). Developing a tool to measure and compare organizations’ resilience. Natural Hazards Review, 14(1), 29–41. https://doi.org/10.1061/(ASCE)NH.1527-6996.0000075
Linnenluecke, M. K., Griffiths, A., & Winn, M. (2012). Extreme weather events and the critical importance of anticipatory adaptation and organizational resilience in responding to impacts. Business Strategy and the Environment, 21(1), 17–32. https://doi.org/10.1002/bse.708
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