Work-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprises

Work-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprisesWork-life quality, perceived organizational transparency, and the moderating effect of self-compassion on employee organizational citizenship behavior in Vietnam rubber industry enterprises

MINISTRY OF EDUCATION AND TRAINING UNIVERSITY OF ECONOMICS HO CHI MINH CITY

-

TRAN QUOC BINH

WORK-LIFE QUALITY, PERCEIVED ORGANIZATIONAL TRANSPARENCY, AND THE MODERATING EFFECT OF SELF-COMPASSION ON EMPLOYEE ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN VIETNAM RUBBER INDUSTRY ENTERPRISES

SUMMARY OF DOCTORAL THESIS Specialization: Business Management- Code: 9340101

Ho Chi Minh City, 2024

The Dissertation is accepted at: University of Economics Ho Chi Minh City (UEH)

Academic advisor: Prof Dr Nguyen Dong Phong; Assoc Prof Dr Tu Van Binh

Reviewer 1:

Reviewer 2:

Reviewer 3:

The Dissertation is presented to defend at Ph.D Evaluation Committee of University level at: University of Economics Ho Chi Minh City (UEH) - 59C Nguyen Dinh Chieu St, Dist 3, Ho Chi Minh City, Vietnam

At …… date …… month …… year ………

The dissertation can be found at UEH Library, 279 Nguyen Tri Phuong, Dist 10, Ho Chi Minh City ……

…

LIST OF PUBLICATIONS

1 Binh, T., & Ha, T (2024) Compassion Moderates Work-Life Quality and Organizational

Citizenship Behavior The Joint Asian Conference on Business and Economic Studies, 78 – 79

2 Binh, T., & Ngo, T (2024) Mediators of Work-Life Quality and Happy Workplace to the Link between Transformational Leadership and Employees’ Organizational Commitment Journal

of Economics, Finance And Management Studies, 07(11) https://doi.org/10.47191/jefms/v7-i11-32

TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION 1

1.1 Research background 1

1.2 Research Rationale 1

1.3 Research Objectives 1

1.4 Research Significance 2

1.5 Research Questions 2

1.6 Conceptual Framework 2

1.7 Research Context 2

1.9 Methodological Approach 3

1.10 Structure of the Dissertation 3

CHAPTER 2: LITERATURE REVIEW 3

2.1 Study Construct 3

2.2 Background Theories 3

2.3 Hypothesis Development 4

2.4 Research Model 5

2.5 Critical Evaluation of Existing Studies 5

CHAPTER 3: RESEARCH METHODOLOGY 6

3.1 Research Design 6

3.2 Qualitative Phase: 7

3.3 Quantitative Phase: 7

3.4 Qualitative Data Collection 7

3.5 Quantitative Data Collection 7

3.5.1 Measurement Instruments 8

3.5.2 Quantitative Data Analysis 8

3.6 Ethical Considerations 9

3.7 Justification of Methodology 9

CHAPTER 4: RESULTS AND DISCUSSIONS 9

4.1 Qualitative Findings 9

4.2 Quantitative Findings 10

4.3 Arguments on findings 11

CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS 12

5.1 Summary of Key Findings 12

5.2 Contributions 12

5.2.1 Theoretical Contributions 12

5.2.2 Practical Contributions 13

5.3 Recommendations 13

5.3.1 Recommendations for Organizational Practices 13

5.3.2 Policy Recommendations 14

5.4 Limitations of the Study 14

5.5 Directions for Future Research 14

CHAPTER 1: INTRODUCTION 1.1 Research background

The Vietnamese Rubber Industry plays a crucial role in the nation's economy, contributing significantly to export revenues and providing employment for thousands of workers This labor-intensive sector, however, faces considerable challenges, including fluctuating global rubber prices, increasing operational costs, and high levels of employee turnover These challenges are compounded

by the physically demanding nature of the work, which often leads to employee dissatisfaction and burnout Addressing these issues requires a deeper understanding of the factors that influence employee engagement, resilience, and organizational performance

In this context, the dissertation examines the interplay between transformational leadership (TLE), work-life quality (WLQ), perceived organizational transparency (POT), and self-compassion (COM) in shaping organizational citizenship behavior (OCB) Organizational citizenship behavior, which refers to discretionary behaviors that go beyond formal job requirements, is critical for sustaining productivity and fostering a positive work environment in industries like rubber production Despite its importance, the mechanisms that drive OCB in high-pressure and labor-intensive settings remain underexplored, particularly in the Vietnamese context

1.2 Research Rationale

The rationale for this research lies in addressing two critical gaps in the existing literature First, while transformational leadership is widely recognized for its positive impact on organizational outcomes, its indirect effects through mediating variables such as work-life quality and perceived organizational transparency remain insufficiently examined Second, the role of psychological constructs like self-compassion in organizational settings is a relatively novel area of research This study aims to bridge these gaps by developing and testing an integrative model that links leadership, organizational factors, and individual traits to OCB

The Vietnamese Rubber Industry provides a unique and relevant context for this research As

a labor-intensive industry, it exemplifies the challenges of managing a workforce under physically and emotionally demanding conditions By focusing on this industry, the study contributes both to the broader field of organizational behavior and to the specific needs of an economically significant sector

1.3 Research Objectives

The overarching objective of this dissertation is to explore the relationships between leadership, organizational constructs, and individual traits in shaping OCB Specifically, the study aims to:

1 Investigate the direct effects of transformational leadership on OCB

2 Examine the mediating roles of work-life quality and perceived organizational transparency in the TLE-OCB relationship

3 Assess the moderating role of self-compassion in enhancing employee resilience and mitigating the adverse effects of workplace stress on OCB

By addressing these objectives, the research seeks to develop a comprehensive framework for understanding and improving employee engagement and performance in high-stress environments

1.4 Research Significance

The significance of this research is twofold: theoretical and practical Theoretically, the study advances the understanding of transformational leadership by exploring its indirect effects through mediating and moderating mechanisms It also introduces self-compassion as a novel construct in organizational behavior literature, providing new insights into how psychological resilience can enhance employee engagement Practically, the findings offer actionable recommendations for improving leadership practices, fostering organizational transparency, and promoting employee well-being in the Vietnamese Rubber Industry and similar contexts

1.5 Research Questions

To achieve the stated objectives, the dissertation is guided by the following research questions:

1 What is the impact of transformational leadership on organizational citizenship behavior in the Vietnamese Rubber Industry?

2 How do work-life quality and perceived organizational transparency mediate the relationship between transformational leadership and OCB?

3 In what ways does self-compassion moderate the effects of work-life quality and perceived organizational transparency on OCB?

These questions form the foundation of the study's conceptual framework and methodological approach

1.6 Conceptual Framework

The conceptual framework developed for this research integrates leadership, organizational factors, and individual traits into a cohesive model Transformational leadership serves as the independent variable, influencing organizational citizenship behavior both directly and indirectly Work-life quality and perceived organizational transparency act as mediators, explaining the pathways through which leadership behaviors affect employee outcomes Self-compassion is introduced as a moderating variable, enhancing the positive effects of WLQ and POT on OCB

This framework is grounded in well-established theories, including Social Exchange Theory (SET), which explains how positive exchanges between leaders and employees foster trust and engagement, and Self-Compassion Theory, which highlights the role of psychological resilience in managing stress and promoting well-being By integrating these theoretical perspectives, the framework offers a holistic view of the factors that drive employee engagement and performance

1.7 Research Context

The Vietnamese Rubber Industry represents an ideal context for examining the proposed model Characterized by physically demanding work, hierarchical organizational structures, and intense market pressures, the industry provides a real-world setting to explore how leadership and organizational practices influence employee outcomes The study's focus on this sector not only addresses a critical need for practical solutions but also enhances the generalizability of its findings to other labor-intensive industries

1.9 Methodological Approach

The study adopts a mixed-methods approach, combining qualitative and quantitative research

to achieve a comprehensive understanding of the research problem The qualitative phase involves interviews with industry experts and group discussions with employees to explore contextual factors and inform the development of the survey instruments The quantitative phase employs a survey-based design, with data collected from 400 employees in the rubber industry Structural Equation Modeling (SEM) is used to test the hypothesized relationships, ensuring robust and reliable results

1.10 Structure of the Dissertation

The dissertation is organized into five chapters:

1 Introduction: Provides the research context, objectives, significance, and questions

2 Literature Review: Explores the theoretical foundations and research gaps

3 Research Methodology: Describes the mixed-methods approach, data collection, and analysis

4 Results and Discussions: Presents the findings from qualitative and quantitative analyses

5 Conclusions and Recommendations: Summarizes the contributions, implications, and directions for future research

Each chapter builds on the preceding one, creating a cohesive narrative that addresses the research problem and contributes to both theory and practice

CHAPTER 2: LITERATURE REVIEW 2.1 Study Construct

This section defines and elaborates on the key constructs of the study: transformational leadership (TLE), work-life quality (WLQ), perceived organizational transparency (POT), self-compassion (COM), and organizational citizenship behavior (OCB)

Transformational leadership is identified as a leadership style characterized by idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration It fosters trust, innovation, and alignment with organizational goals, making it a key driver of employee engagement

Work-life quality is defined as the extent to which employees perceive their work environment

as supportive of their physical, emotional, and social well-being High WLQ is associated with job satisfaction, reduced stress, and enhanced performance

Perceived organizational transparency refers to employees' perceptions of openness and clarity

in communication, decision-making, and access to information Transparency builds trust and aligns employees with organizational objectives

Self-compassion is described as a psychological construct encompassing self-kindness, recognition of shared humanity, and mindfulness It enhances resilience and reduces workplace stress, particularly in high-pressure environments

Organizational citizenship behavior refers to voluntary actions by employees that contribute to organizational effectiveness but are not part of formal job requirements These behaviors are influenced

by leadership, organizational environment, and individual traits

2.2 Background Theories

The study draws on several foundational theories to explain the relationships among the key constructs:

1 Social Exchange Theory (SET)

SET emphasizes the reciprocal nature of relationships between leaders and employees Transformational leadership fosters trust and commitment, creating a sense of obligation among employees to reciprocate through discretionary behaviors like OCB

2 Organizational Support Theory (OST)

OST highlights the importance of perceived organizational support in enhancing employee engagement and satisfaction WLQ and POT are framed as forms of organizational support that mediate the impact of leadership on OCB

3 Self-Compassion Theory

This theory focuses on self-compassion as a resilience-building mechanism It explains how self-compassion moderates the effects of workplace stressors, enhancing employees’ ability to manage challenges and maintain engagement

4 Leader-Member Exchange (LMX) Theory

LMX theory emphasizes the quality of relationships between leaders and employees High-quality exchanges foster trust, communication, and mutual respect, which are critical for promoting OCB

5 Self-Determination Theory (SDT)

SDT explains how intrinsic motivation and psychological needs, such as autonomy and relatedness, drive employee behavior Transformational leadership fulfills these needs, fostering intrinsic motivation and engagement

2.3 Hypothesis Development

This section develops the hypotheses guiding the study, grounded in theoretical insights and empirical evidence:

1 The Link Between Transformational Leadership and Work-Life Quality

Transformational leaders influence work-life quality by creating supportive environments that enhance employees’ well-being Leaders’ behaviors, such as individualized consideration and empathetic communication, directly impact employees’ perceptions of WLQ

2 The Link Between Transformational Leadership and Perceived Organizational Transparency Transformational leadership fosters transparency through open communication and inclusive decision-making Leaders inspire trust and align employees with organizational goals, enhancing perceptions of transparency

3 The Link Between Perceived Organizational Transparency and Work-Life Quality

Transparent organizational practices contribute to WLQ by reducing uncertainty and fostering trust Employees in transparent environments are more likely to feel valued and supported

4 The Role of Work-Life Quality as a Mediator

WLQ mediates the relationship between transformational leadership and OCB by enhancing employee satisfaction and engagement, which translate into discretionary behaviors

5 The Role of Perceived Organizational Transparency as a Mediator

POT mediates the impact of transformational leadership on OCB by fostering trust and alignment with organizational goals

6 The Role of Self-Compassion as a Moderator

Self-compassion moderates the effects of WLQ and POT on OCB by enhancing employees’ resilience to stress, amplifying the positive impact of these factors on discretionary behaviors

2.4 Research Model

The conceptual framework integrates transformational leadership, work-life quality, perceived organizational transparency, self-compassion, and organizational citizenship behavior

Transformational leadership serves as the independent variable, influencing OCB directly and indirectly through WLQ and POT Self-compassion acts as a moderating variable, enhancing the relationships between WLQ, POT, and OCB

This model is informed by Social Exchange Theory, which explains the reciprocal nature of leadership-employee dynamics, and Self-Compassion Theory, which highlights the psychological resilience required to manage workplace challenges By combining these perspectives, the model provides a comprehensive framework for understanding the factors that drive OCB in the Vietnamese Rubber Industry

2.5 Critical Evaluation of Existing Studies

The literature review critically evaluates existing studies to identify gaps and establish the study’s contribution:

Gaps in Leadership Research: while transformational leadership is widely studied, its indirect effects on OCB through WLQ and POT are underexplored Few studies examine these relationships in labor-intensive and hierarchical industries

Limitations in WLQ and POT Research: existing research on WLQ and POT often focuses on service-oriented or corporate sectors, neglecting physically demanding industries This study addresses this gap by investigating these constructs in the context of the Vietnamese Rubber Industry

Novelty of Self-Compassion in Organizational Studies: self-compassion is primarily studied in psychological research, with limited exploration of its role in workplace settings By introducing COM

as a moderator, this study offers a novel contribution to organizational behavior literature

Cultural Context: most studies on leadership and OCB are conducted in Western contexts This dissertation contributes to cross-cultural research by situating its investigation within a collectivist

Transformational

leadership (TLE)

Perceived organizational transparency (POT)

Organizational citizenship behavior (OCB)

Self-Compassion (COM)

Work-life quality (WLQ) H1

H2

H3

H4

H5