MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY TRAN QUOC BINH PH. DISSERTATION WORK-LIFE QUALITY, PERCEIVED ORGANIZATIONAL TRANSPARENCY, AND THE MODERATING EFFECT OF SELF-COMPASSION ON EMPLOYEE ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN VIETNAM RUBBER INDUSTRY ENTERPRISES Ho Chi Minh City, 2024 MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY TRAN QUOC BINH Ph. DISSERTATION WORK-LIFE QUALITY, PERCEIVED ORGANIZATIONAL TRANSPARENCY, AND THE MODERATING EFFECT OF SELF-COMPASSION ON EMPLOYEE ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN VIETNAM RUBBER INDUSTRY ENTERPRISES Major: Business Administration Code: 9340101 ACADEMIC ADVISORS: Prof. Nguyen Dong Phong Assoc.
Tu Van Binh Ho Chi Minh City, 2024 i STATEMENT OF AUTHENTICATION I hereby declare that the work presented in this dissertation is the result of my own independent research and has not been submitted for a degree or any other qualification at any other academic institution. All sources of information, including books, articles, interviews, and any other forms of material used in the preparation of this dissertation, have been appropriately acknowledged and referenced in accordance with the required citation style. I affirm that all work conducted and presented within this dissertation has been performed ethically and with integrity, in compliance with the ethical guidelines provided by University of Economics Ho Chi Minh City. Furthermore, any assistance received during the research process, including support from supervisors, colleagues, or other individuals, has been duly credited.
I fully understand the consequences of breaching academic honesty and integrity, and I confirm that this dissertation abides by the guidelines set forth by University of Economics Ho Chi Minh City regarding plagiarism and research conduct. Tran Quoc Binh ii ACKNOWLEDGEMENTS The completion of this PhD dissertation represents the culmination of a challenging yet fulfilling journey, and I am deeply grateful to the many individuals who have supported and guided me throughout this process. First and foremost, I would like to express my profound gratitude to my supervisor, Prof. Nguyen Dong Phong and Assoc.
Tu Van Binh for their unwavering guidance, encouragement, and invaluable feedback throughout the duration of my research. Your insightful advice, constructive criticism, and support have been instrumental in shaping this dissertation, and I am deeply thankful for the time and effort you dedicated to mentoring me. I would also like to thank the faculty and administrative staff at University of Economics Ho Chi Minh City for providing the resources and environment necessary to conduct my research. Special thanks to the committee members who reviewed my work and provided valuable suggestions that enhanced the quality of this dissertation.
I am indebted to my colleagues and fellow PhD candidates for their camaraderie, thought-provoking discussions, and moral support. The sense of community I found during this journey has been an incredible source of motivation and comfort. A special mention to Dr. Huynh Dang Khoa for always being available to share ideas and offer encouragement during the toughest moments.
I would also like to extend my gratitude to the employees and experts in the Vietnamese Rubber Industry who participated in this research. Without your time, insights, and openness, this study would not have been possible. On a personal note, I wish to acknowledge the unwavering support of my family. To my parents, Tran Ngoc Thuan and Nguyen Thi Thu, and my sister, Tran Ngoc Xuan Trang, thank you for your constant love, encouragement, and belief in my abilities.
To my partner, Le Mai Han, your patience, understanding, and emotional support have sustained me during the most difficult phases of this journey. I could not have completed this dissertation without your presence by my side. Lastly, I would like to express my deepest appreciation to everyone who, in one way or another, contributed to the successful completion of this dissertation. My name appears on the title page, but this work represents the combined efforts and support of many.
Thank you all. iii TABLE OF CONTENT STATEMENT OF AUTHENTICATION. ii TABLE OF CONTENT. iii LIST OF ABREVIATION.
vi LIST OF FIGURES. vii LIST OF TABLES. ix CHAPTER 1: INTRODUCTION. Previous Empirical Studies.
Objectives of the Study. The intergration of self-compassion in previous studies. Structure of the Study. Summary of Chapter.
22 CHAPTER 2: LITERATURE REVIEW. The study contructs. Work-Life Quality (WLQ). Organizational Citizenship Behavior (OCB).
Perceived Organizational Transparency (POT). Social Exchange Theory (SET). Organizational Support Theory (OST). The Theory of Leader-Member Exchange (LMX).
Psychological Contract Theory. Self-Determination Theory (SDT). The link between TLE and WLQ. The link between TLE and POT.
The link between POT and WLQ. The role of WLQ mediation on the link between TLE and OCB. The role of POT on the link between TLE and OCB. The Role of COM as a moderator on the link between quality of work-life and organizational citizenship behavior.
The role of COM as a moderator on the link between perceived organizational transparency and organizational citizenship behavior. Critical Evaluation of Existing Literature. TLE and its limitations in diverse contexts. Work-life quality: A Narrow Focus.
Perceived organizational transparency: Overemphasis on trust. Organizational citizenship behavior: A need for multidimensional analysis. Self-compassion: An emerging but underexplored construct. Contextual Gaps: The Vietnamese Rubber Industry.
Importance of Mediating and Moderating Variables in the Vietnamese Rubber Industry. Summary table of key studies. Summary of chapter 2. 60 CHAPTER 3: RESEARCH METHODOLOGY.
Purpose of the Qualitative Study. Qualitative Research Design. Sampling and Participants. Data Collection Procedure.
Results of Research. Summary of Qualitative Findings. Quantitative Research Design. Sampling and Data Collection.
Preliminary Research: Pilot Test Results. Data Analysis of Main Survey. Scale and questionnaire. Work-Life Quality (WLQ).
Perceived Organizational Transparency (POT). Organizational Citizenship Behavior (OCB). 82 CHAPTER 4: RESEARCH RESULTS AND DISCUSSION. Results of qualitative method.
Results of quantitative method. Testing research model with constructs. Arguments on findings. 91 CHAPTER 5: CONCLUSIONS AND IMPLICATIONS.
Limitations and Directions for Future Research. 121 vi LIST OF ABREVIATION Abbreviation Interpretation LMX The theory of Leader-Member Exchange OCB Organizational Citizenship Behavior OST Organizational Support Theory MLQ Multifactor Leadership Questionnaire POT Perceived Organizational Transparency COM Self-compassion SDT Self-Determination Theory SET Social Exchange Theory PCT Psychological Contract Theory TLE Transformational Leadership vii LIST OF FIGURES Figure 2. 88 viii LIST OF TABLES Table 2. Key constructs of previous studies.
Relevant studies with respect to TLE. Relevant studies with respect to WLQ. Relevant studies with respect to POT. Relevant studies with respect to OCB.
Relevant studies with respect to COM. Components with reliability and validity. The result of Heterotrait-Monotrait Ratio (HTMT). Relationships amongst factors and total effects.
Total indirect effects. Specific indirect effects. 90 ix ABSTRACT This PhD dissertation investigates the relationships between Transformational Leadership (TLE), Quality of Work-Life (QWL), Perceived Organizational Transparency (POT), Organizational Citizenship Behavior (OCB), and Self-Compassion (SEC) within the context of the Vietnamese Rubber Industry. The industry, characterized by labor- intensive work and fierce global competition, presents unique challenges for employee engagement, well-being, and organizational performance, making it an ideal setting for exploring the impact of leadership, transparency, and self-compassion on work-related behaviors.
Adopting a mixed-methods approach, this study integrates both qualitative and quantitative research phases. The qualitative phase involved expert interviews and group discussions, providing context-specific insights and refining the constructs under investigation. These qualitative findings informed the development of the survey instruments used in the subsequent quantitative phase. The quantitative phase involved the administration of a questionnaire to 406 employees across various companies in the Vietnamese Rubber Industry, testing the hypothesized relationships between the key variables.
The results of the study confirmed that Transformational Leadership significantly enhances both Quality of Work-Life and Perceived Organizational Transparency. Furthermore, both QWL and POT were found to positively influence Organizational Citizenship Behavior. The study also identified Self-Compassion as a significant moderator, particularly in mitigating the effects of workplace stress and enhancing the positive impacts of QWL and POT on OCB. This research makes several theoretical and practical contributions.
Theoretically, it extends Transformational Leadership and Organizational Behavior literature by integrating self-compassion as a moderating factor. Practically, it provides actionable insights for industry leaders and HR professionals on how to foster a supportive work environment through leadership practices and organizational transparency, while highlighting the importance of self-compassion in enhancing employee resilience and performance. The findings are particularly relevant for industries like the Vietnamese Rubber Industry, where high-stress working conditions and competition necessitate leadership and x organizational practices that prioritize employee well-being. This study suggests that organizations can benefit from adopting transformational leadership, fostering transparency, and integrating self-compassion development to improve both employee engagement and organizational outcomes.
Research Background Overview of the Vietnamese Rubber Industry The rubber industry in Vietnam has been a cornerstone of the country's agricultural and export economy since its introduction by French colonists in the early 20th century. Over the decades, the industry has grown substantially, with Vietnam now being the third-largest producer of natural rubber globally, following Thailand and Indonesia. According to the Vietnam Rubber Association (2023), the industry contributes significantly to the country's GDP, accounting for approximately 2.5% in 2022, and employs over 600,000 workers directly and indirectly (Nguyen & Le, 2022). Vietnam's rubber industry is characterized by a diverse structure, comprising large state-owned enterprises such as the Vietnam Rubber Group (VRG), private companies, and smallholder farmers who collectively manage over 900,000 hectares of rubber plantations (Minh & Phuong, 2021).
The industry plays a crucial role in the livelihoods of many rural communities, particularly in the Central Highlands and Southeast regions. However, despite its importance, the Vietnamese rubber industry faces numerous challenges that threaten its sustainability and competitiveness. Environmental and Social Challenges The expansion of rubber plantations in Vietnam has brought about significant environmental challenges. Large-scale deforestation to make way for rubber plantations has led to biodiversity loss, soil degradation, and increased greenhouse gas emissions (Nguyen & Tran, 2021).
These environmental impacts have drawn criticism from both local and international environmental groups, leading to stricter regulations on land use and environmental protection (World Wildlife Fund, 2023). Moreover, the social impact of rubber plantation expansion has been profound. The displacement of indigenous communities, poor working conditions, and inadequate wages have been persistent issues in the industry (Nguyen & Phan, 2022). Workers in rubber plantations often face long hours, exposure to hazardous chemicals, and limited access to healthcare and education (Tran & Vu, 2021).
These conditions have led to 2 high turnover rates and difficulty in attracting younger workers to the industry, further exacerbating labor shortages (Le & Nguyen, 2023). In response to these challenges, there has been a growing emphasis on sustainable and ethical practices within the industry. Initiatives such as the Sustainable Natural Rubber Initiative (SNR-i) and certification schemes like the Forest Stewardship Council (FSC) aim to promote responsible rubber production (Nguyen et al. However, the adoption of these practices has been slow, particularly among smallholders who lack the resources to implement them effectively (Minh & Phuong, 2021).
Internal Industry Challenges In addition to external pressures, the Vietnamese rubber industry faces several internal challenges that hinder its development. One of the most pressing issues is the aging workforce. Many of the industry's workers are nearing retirement age, and there is a lack of younger workers willing to take up jobs in the industry due to the physically demanding nature of the work and low wages (Le & Nguyen, 2023). This has led to a shortage of skilled labor, which in turn affects productivity and the quality of rubber produced.
Operational inefficiencies, including outdated equipment, poor infrastructure, and inefficient supply chain management, also pose significant challenges to the industry. The transportation of rubber from plantations to processing facilities and ports is often hampered by inadequate road networks, leading to delays and increased costs (Chen et al.