Impacts of sexual harassment in the workplace on job burnout and labour turnover, moderated by psychological empowerment: evidence from the hospitality industry of Vietnam

Abstract

Sexual harassment's prevalence within workplaces hinders employee commitment and contribution. Labour turnover, a consequence of harassment, impedes an organisation's long-term viability. Hospitality, notorious for high turnover and harassment risks, presents a sustainability challenge. However, cultural viewpoints often mask the issue, as interpretations vary across societies. Despite Vietnam's perceived workplace safety, employees struggle to respond due to job burnout and a lack of perceived psychological empowerment. This five-chapter thesis examines the significant impact of sexual harassment on job burnout and labour turnover, moderated by psychological empowerment. Conservation of Resources Theory, Social Cognitive Theory, and Cultural Dimensions Theory are integrated to bridge research gaps and enhance framework robustness. While sexual harassment can be difficult to quantify, this research employs a multi-stage approach encompassing both qualitative and quantitative methods. Data from 270 validated respondents in Vietnamese luxury hotels is analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) via SMART PLS 4. Empirical findings reveal sexual coercion as the primary harassment concern, impacting both burnout and turnover. At the same time, respondents were well-tolerated by gender harassment and unwanted sexual attention, which did not lead to any consequences. Psychological empowerment is further shown to moderate the relationship between sexual coercion, job burnout, and labour turnover from both practical and theoretical perspectives. Recommendations are provided to Vietnamese hotels for fostering safe and supportive work environments and promoting sustainable people management practices.