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

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

INTRODUCTIONTOTHERESEARCH

Overview ofChapter1

Chapter1introducesthefoundationofresearchproblemsrelatedtothisthesis.Thischapter has nine (09) parts, including (1) the backgrounds of theresearch,(2) gapsfrompreviousresearch,(3)researchobjectives,(4)Researchquestions,(5)theresearchsubjects andscopes,(6)thenoveltyoftheresearch,(7)theimportanceoftheresearch,(8)researchethics, and

(9) the structure of the thesis.

Backgrounds oftheresearch

Theintricaciesofworkplacedynamicshavebeenafocalpointofnumerousstudies, with a particular emphasis on phenomena that impede the optimal functioning of an organisation This research investigates three interconnected parameters significantly affecting workplace cohesion and productivity: sexual harassment in the workplace, job burnout, and labourturnover.

Diez-Canseco et al (2022), Acquadro Maran et al (2022), and Heymann et al (2023) indicate that sexual harassment is a pervasive issue that plagues various industries across the globe It represents an egregious violation of an individual’s rights and dignity, with profound negative implications on the victim’s psychological health and job performance Despite numerous legal provisions and organisational policies to curb this vice, sexual harassment remains a daunting challenge and creates job dissatisfaction (Acquadro Maran et al., 2022; Julios, 2022) Job burnout, one of the results of sexual harassment in the workplace, has evolved from being a mere byproduct of high-stress working environments to being recognised as a critical factor impairing personal well- beingandjobperformance.Itischaracterisedbyemotionalexhaustion,depersonalisation, and reduced personal accomplishment, often resulting from prolonged occupational stress (Halbesleben, 2006; Kim et al., 2020; Lu &Gursoy,2013) The severe consequences of burnout, reduced efficiency, and health problems make it an essential subject of inquiry(Edú-Valsaniaet al.,2022).

(Alrawadieh et al., 2022).Withthe negative impact of job burnout, employees may voluntarilyleavetheirorganisations,orso-called“labourturnover”.Labourturnoverrefers to the rate at which employees leave an organisation and are replaced by recruits (Bolt et al., 2022) Ghani et al (2022) state that high turnover rates can harm an organisation’s performanceduetotheassociatedcostsofrecruitment,training,andlossoforganisationalmemory,and it can disrupt the social and communication structures within the team, leading to decreased morale and productivity (Michael & Fotiadis,2022).

Therefore, identifying the links between sexual harassment, job burnout, and employee turnover provides insights into the complex dynamics within the workplace.Notably,a hostile work environment characterised by sexual harassment may fuel job burnout (Maslach & Leiter, 2022), which, in turn, could lead to higher turnover rates (Baquero,2023).Conversely,highturnoverratesmightcultivateaworkenvironmentmore susceptible to harassment and burnout due to the lack of stability and continuity in staff relationships These potential associations underscore the need to understand these variables and their interplaycomprehensively.

The thesis aims to contribute to the existing body of knowledge by analysing the intricate relationships between these parameters This investigation’s findings will offer a theoreticalunderstandingofthesephenomenaandprovideevidence-basedsuggestionsfor policydevelopmentandinterventionstrategiestopromoteahealthierandmoreproductive workingenvironment.

1.2.1 Myths about sexual harassment in theworkplace

Fitzgerald (2017) shows that the most noticeable idea of sexual harassment in the workplaceiscommonlyreferredtoasmyths,atermthatmainlyoriginatedinanthropology andsociology,which is described as conceptions used to explain the world and that are generally accepted while being demonstrably incorrect In other words, myths explain thingsthatwouldotherwisebeunknown,unacceptable,orunexplained.Sexualharassment in the workplace contains fourmyths.

The first and foremost myth about sexual harassment is that it only happens to women(Goh et al., 2022; Loukaitou-Sideris & Ceccato, 2022) Nonetheless, sexual harassment can happen to anyone, regardless of their gender (Murphy-Oikonen & Egan, 2022; Nazareno et al., 2022) While women are more commonly targeted, men and individualsofLGBTQ+communitiescanalsoexperiencesexualharassment.Itisessential to recognise that both men and women can be victims and perpetrators of sexual harassment (Cortina & Areguin,2021).

The second myth about sexual harassment is that it is always overt and explicit Sexual harassment can manifest in various ways (Galdi & Guizzo, 2021) While some involve direct physical or verbal advances (Ford et al., 2021), others may involve subtle forms of harassment, such as inappropriate comments, gestures (Jones & Wade, 2020), or unwelcome advances (Tews et al., 2019) It is essential to understand that the impact of sexual harassment depends on the perception of the victim, and even seemingly minor incidents can have a profound effect.

Nonetheless,theresponsibilityforsexualharassmentliesentirelywiththeperpetrator,not the victim (Fitzgerald & Cortina, 2018) No one should be blamed or held responsible for the inappropriate actions or behaviours of others.Victimsare not at fault for experiencing harassment,regardlessoftheirclothing,behaviour,orotherfactors(Maswandietal.,2022;Woodet al., 2022). The focus should be on addressing and preventing harassment rather than questioning the actions or choices ofvictims.

The fourth myth is that reporting sexual harassment always leads to immediateresolution Hart (2019) indicates that reporting sexual harassment can be challenging, and resolution may not always be prompt or satisfactory Victims may face various obstacles, including fear of retaliation, disbelief, lack of support, or inadequate organisational responses It is crucial to improve support systems, encourage reporting, and ensure appropriatemeasures are in place to address complaintseffectively.

1.2.2 #Metoomovement, sexual harassment and its related issues inreality

The#MeToomovement is a global social movement that emerged in October2017 tor a i s e a w a r e n e s s a b o u t t h e w i d e s p r e a d p r e v a l e n c e o f s e x u a l h a r a s s m e n t a n d a s s a u l t , particularlyintheworkplace(Gibsonetal.,2019).Themovementencouragessurvivorsto share their experiences and aims to combat the culture of silence and stigma surrounding theseissues.

The campaign was initially created by activistTaranaBurke, who began using the phrase“MeToo”in2006tosupportandempowersurvivorsofsexualviolence,particularly women of colour(Daigle, 2021) However, the movement gained significant momentum and visibility in October 2017 when actress Alyssa Milano tweeted, “If you’ve been sexually harassed or assaulted, write ‘me too’ as a reply to this tweet.” This tweet went viral, with millions using the hashtag#MeTooto share their experiences or express solidarity with survivors (Kaufman et al., 2021) The#MeToomovement quickly spread across various social media platforms, with survivors from different countries,industries, and backgrounds sharing their stories (Irshad & Samad, 2021; Tranchese,2023).Themovement exposed theissue’smagnitude and created a sense of solidarity among survivors,showingthatsexualharassmentandassaultarepervasiveandsystemicproblems affecting individuals from all walks of life (Bongiorno et al., 2020; Rivara et al., 2019).Theseallegationsandsubsequentlegalactionsagainstinfluentialindividualsfueledpublic discussions and demands for change The#MeToomovement has profoundly impacted public discourse (Peleg-Koriat & Klar-Chalamish, 2020), increasing awareness (Castle et al., 2020), accountability(Zhang et al., 2020), and conversations about consent (Clarke-Vivier& Stearns, 2019), power dynamics (Kovach, 2020), and gender equality (Reyes- Menendez et al., 2020) It has created a platform for survivors to be heard, challenged societal norms, and prompted policies, laws, and workplace culture changes to address sexual harassment and assault more effectively(O’Mochain,2020).

Gaps frompreviousstudies

1.3.1 Thesituation of sexual harassment in theworkplace

1.3.1.1 The victims and perpetrators of sexualharassment

Sexualharassmentintheworkplaceisacomplexandpervasiveissuethatvictimises individualsacrossvariousindustries,professions,anddemographics (Brunner&Dever,

2014) While it is essential to underscore that anyone can become a victim of sexual harassment, certain groups have been identified as more vulnerable due to various socio- cultural and structural factors.Womenare disproportionately affected, with research suggesting that they are more likely to experience sexual harassment than their male counterparts (Camargo et al., 2017; Quick & McFadyen, 2017) This gender disparity can be attributed to entrenched patriarchal norms that objectify women and devalue their contributions,leadingtoanenvironmentconducivetoharassment(Bongiornoetal.,2020) Moreover, Ram

(2018) shows that individuals in lower-ranking positions or those in jobs historicallydominatedbytheoppositesexareatgreaterrisk.Herein,powerdynamicsplay a crucial role, with those in positions of power often exploiting their status at the expense of those who are subordinate or in theminority.

According to Shields et al (2021), young workers, mainly those new to the workforce, are another group frequently victimized They may lack the experience or confidence to navigate workplace dynamics effectively, making them easy targets for harassers.Similarly,individualsfrommarginalisedgroups,includingethnicminoritiesand LGBTQ+ individuals, are more prone to sexual harassment due to societal prejudice and discrimination (Klein & Martin, 2021; Roscigno, 2019; A Schuyler et al., 2020; Sears et al., 2021) These individuals often confront a double burden, as they must contend with sexual harassment and discrimination based on their identity. Furthermore, temporary workers (Jacobs et al., 2015; Shaw et al., 2018), contractors(Valantineet al.,

2022), or thoseinprecariousemploymentconditions(Reuteretal.,2020)arevulnerableastheymay fear losing their jobs or suffer retaliation if they report incidents of harassment This fear isamplifiedinindustriesthatlackrobustworkerprotectionsorwherethereisasignificant power imbalance between employers andemployees.

In the context of why individuals become victims of sexual harassment, the issueis deeplyrootedinpowerdynamics(Quick&McFadyen,2017),culturalnorms(McDonald, 2012;Wamoyiet al., 2022), and structural inequities (Minnotte & Legerski, 2019) Those in power often use harassment to assert dominance and control over others, particularly in hierarchicalorganisations.Culturalnormsandsocietalattitudesthatnormaliseortrivialise sexual harassment also contribute to its prevalence For instance, workplaces that tolerate sexist jokes, objectification, or gender stereotyping create an environment where sexual harassmentcanthrive.Similarly,structuralinequities,suchasgenderandracialdisparities in leadership positions, can perpetuate a culture of harassment by reinforcing power imbalances.

The complex interplay of personal, organisational, and societal factors makes specific individuals more susceptible to sexual harassment (Schuyler et al., 2020; Sears et al., 2021; Zurbrugg & Miner, 2016) However, it is essential to note that theresponsibility for sexual harassment lies solely with the harassers and the systems that enable them As such, addressing this issue requires a multi-faceted approach that empowers not only potential victims and encourages reporting (Cheng &Hsiaw,2022; Jacobson & Eaton, 2018) but also promotes cultural and structural changes within organisations (Hennekam & Bennett, 2017) to prevent harassment in the first place It includes cultivating a culture of respect and equality (Johnson et al., 2018), implementing effective anti-harassment policies (Quick & McFadyen, 2017), and holding perpetrators accountable regardless of their position or status within the organisation (Sadler et al., 2018).Wecan only createsafer,more inclusive workplaces for all by tackling the problem at itsroots.

Perpetrators of sexual harassment in the workplace are individuals who engage in unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature that creates a hostile or intimidating work environment (Pinaet al., 2009) These individuals may include employees (Davis et al., 2023; Mathews et al., 2019b), managers (Basile et al., 2020; Minnotte & Legerski, 2019), or customers(Kundro et al.,2022).

Moreover, sexual harassment is a form of gender-based violence (Jatmiko et al., 2020; Latcheva, 2017) that can have severe and long-lasting effects on the victims andthe overallworkenvironment(Bondestam&Lundqvist,2020;Hứghetal.,2021).Thomasand

Kopel(2023)indicatethatperpetratorsofsexualharassmentoftenexertpowerandcontrol over their victims, utilising their authority or influence to exploit and demean others One common characteristic of perpetrators of sexual harassment is a sense of entitlement anda belief in their right to objectify or harass others (Loxton & Groves, 2022) They may hold sexist attitudes, reinforce gender stereotypes, and view their targets as objects of sexual gratification rather than as colleagues or professionals (Serrano-Bernal, 2023) Moore and Mennicke(2020)provethatperpetratorsoftendisplayalackofempathyanddisregardfor the feelings and well-being of others, focusing solely on their desires and self-interest In some cases, perpetrators may perceive their behaviour as harmless or even as a form of flirting, failing to recognise the impact of their actions on the victims (Pina et al.,2009).

Bell et al (2018) demonstrate that perpetrators of sexual harassment in the workplace may also use intimidation and coercion tactics to maintain control over their victims They may use threats of retaliation, such as demotion, termination, or denial of promotions, to silence the victims and prevent them from reporting the harassment Additionally, perpetrators may create a hostile work environment by spreading rumours, derogatorycomments,orengaginginverbalorpsychologicalabuse(Espelageetal.,2016) It can contribute to a climate of fear and silence, making it difficult for victims to come forward and seek support (Bendixen & Kennair, 2017; Stubbs-Richardson et al.,2018).

1.3.1.2 Reasons for sexual harassment in theworkplace

Quick and McFadyen (2017) indicate that sexual harassment in the workplace is a pervasive issue that has severe implications for both individuals and organisations based ondifferentreasons.Oneoftheprimaryargumentsisthatitoccursduetopowerdynamics It is a multi-faceted dimension that includes both official and perceivedpower.Official powerreferstothehierarchicalstructurewithinanorganisationwhereindividualsinhigher positions have more control than those in lower positions (Bakker & deVries,2021; Hessels et al., 2017; Pinion et al.,

2017) On the other hand, perceived power refers to an individual who has influence over others, which can derive from factors such as charisma or personal connections (LePine et al., 2016; Sun et al., 2016) Tinkler and Zhao (2020) prove that power can be misused to exploit or dominate others, leading to sexual harassment An individual in a position of power may feel entitled to act without considerationfortherightsandfeelingsofthosewithlesspower.Thissenseofentitlement anddis re ga rd fo ro th er sca nma ni fe st as s e x u a l ha ras sme nt, as t h e a g g r e s s o r u s e s th e ir power to coerce, intimidate or otherwise exploit their victim It is not to say that all individuals in positions of power will engage in sexual harassment, but rather that the power dynamics within an organisation can create conditions in which sexual harassment is more likely to occur.

The second main reason for sexual harassment in the workplace is the perpetuation ofdiscriminatoryandsexistattitudes(Tayloretal.,2018).ShiandZheng(2020)arguethat despite advancements in gender equality, a persistent cultural undercurrent still views women as objects or inferior to men This cultural narrative, which often goes unnoticed or unchallenged, can infiltrate the workplace and influence the behaviour of its members.

Darke(1990),SundaramandJackson(2018),andHenryandFlynn(2019)statethatsexual harassment often manifests these attitudes, serving to degrade, humiliate, and objectify women It can occur in several ways, from blatant acts such as unwanted sexual advances to subtler forms of discrimination like belittling comments or inappropriate jokes (Marín et al., 2021; Mills & Scudder, 2023) Furthermore, these attitudes can also contribute to a culture of silence around sexual harassment, where victims feel unable or unwilling to report incidents for fear of not being believed, being blamed, or facing retaliation (Ford et al., 2021; Spiliopoulou & Witcomb, 2023) This culture of silence can further perpetuate the problem, as it allows perpetrators to act with impunity and discourages victims from seeking help orredress.

The third reason for sexual harassment in the workplace, as stated by Ram (2018), is the lack of effective policies and enforcement mechanisms Organisations may have formal procedures to prevent and address sexual harassment Still, if these policies arenot enforced,oremployeesarenotawareofthem,theywilldolittletodeterpotentialharassers Furthermore, policies focusing merely on compliance without addressing the underlying issues of power dynamics and discriminatory attitudes are unlikely to result in significant change (Carstensen, 2016) Sadler et al (2018) said that effective sexual harassment prevention requires transparent and enforceable policies and a commitment from leadership to create a respectful and inclusive culture It includes regular training on what constitutessexualharassmentandhowtorespondtoit,establishingclearproceduresfor reportingandinvestigatingcomplaints,andensuringthatperpetratorsareheldaccountable fortheiractions.Withoutthiscommitment,policiesandpracticeswilllikelybeineffective andmayevencontributetoacultureofcomplacencyandsilencearoundsexualharassment.

1.3.1.3 Cultural viewpoints on sexual harassment in theworkplace

Workplacesexual harassment is a universal concern, yet cultural contexts can significantly influence perceptions and interpretations Cultural norms and values shape understanding of what constitutes appropriate behaviour, and therefore, the threshold for what is considered sexual harassment can vary across cultures (Pina et al., 2009) According to Mishra and Stair (2019), in patriarchal cultures, traditional gender roles can normalise power imbalances, leading to a higher tolerance for sexual harassment In such societies,unwelcomesexualadvancesmaybedismissedas“normal”behaviour,makingit less likely to be reported and more difficult for victims to seek redress (Merkin & Shah, 2014) On the contrary, in cultures emphasising gender equality, sexual harassment is typically more easily identifiable and less tolerated (Choi, 2021) However, cultural dichotomies can also exist within a society due to ethnicity, religion, or socioeconomic status, leading to varied perceptions of sexual harassment (Berdahl & Moore,

Researchobjectives

The thesis examines and evaluates the relationships among sexual harassment, job burnout, and labour turnover in hospitality in Vietnam The study also assesses the moderating effects of psychological empowerment in awareness, perceptions, and reactionstowardssexualharassmentanditsoutcomesinthehotelindustry.Theresultwill suggest relevant theoretical implications from the collected and analysed data for future research It also has a managerial impact on hotels to sustain and develop a robust human resource foundation, increase employees’ motivations and commitment, promote future financial development, and, more importantly, preserve a clean and healthy working environment for hotels inVietnam.

There are three main detailed objectives for the thesis including:

Objective1:Examiningandevaluatingtherelationshipsamongsexualharassment, job burnout, and labourturnover.

Objective 2:Examining and evaluating the moderating effects of psychological empowerment in the three relationships: (1) sexual harassment to job burnout, (2) job burnout to labour turnover, and (3) sexual harassment to labour turnover.

Objective 3:Providing theoretical and managerial implications for the hospitality industry’s future sustainability.

Researchquestions

The following research questions are to fulfil the research objectives of this thesis:Question

1:How negative are the relationships among sexual harassment, job burnout, and labour turnover in the hospitality industry in Vietnam?

Question2:I sthereanynegativedirectinfluenceofsexualharassmentonlabourturnover and indirect effect from the mediating roles of job burnout in the hospitality industry in Vietnam?

Question 3:Does psychological empowerment have negative moderation roles in the relationshipsamongsexualharassment,jobburnout,andlabourturnoverinthehospitality industry inVietnam?

Question 4:What implications could be withdrawn from the research to apply for both academic and natural working environments in the hospitality industry in Vietnam?

Research subjectsandscopes

The subjects of the thesis are employees working in the luxury hotel industry in Vietnam They had experienced sexual harassment in the workplace at least once, felt burnout and decided to change their jobs within 12 months The subjects can be from different nationalities, but they must work in hotels in Vietnam, regardless of 4 or 5-star hotels, in various departments, including front of the house (such as front desk, food and beverages, concierge or customer service) and back of the house (like housekeeping, sales and marketing,finance,andlikewise).Theagerangesvaryfrom18yearsoldtoretirementage of 65 All heterosexual and homosexual groups are welcome to take part in theresearch.

Theoretical scope:The thesis utilises three main theories to explain the relationships of variables, which are Conservation of resource (COR), Social Cognitive theories (SCT), and Cultural Dimension Theory (CDT) Besides, the new concept of Psychological empowerment is considered a moderator to justify the result of each relationship The central idea of sexual harassment in the workplace represents one of the main external reasons for job burnout. Labour turnover is a concept that represents individual action resulting from sexual harassment.

Research scope:The research is conducted with employees working in 4 and 5 hotelsorequivalentinVietnamininternationalordomesticbrands.Theselectedhotelsare located in different cities in three regions: the North, the Central and theSouthVietnam.Employeesinvariouslocationswillvarytheirperceptionofsexualharassmentatworkand come out with several reactions The participants are working or have experienceworking in three positions: management, supervisory, and staff It ensures different viewpointsand outcomes regarding the issue of sexualharassment.

Timingscope:Theresearchthesiswasconductedthroughmanyadjustmentsduring implementation The official thesis implementation time is from 2021 to 2023 The interview with experts will take place in June

2023, and the time to collect survey questionnaires (both pilot and official survey) will be from July to October2023.

The research utilises qualitative research and quantitative research methods While thequalitativemethodissolelyusedinadjustingaresearchmodelandmeasurementscales, quantitative research is the primary method used in Pilot tests and officialresearch.

Sexual harassment and its influences in the workplace are too sensitive to be discussed publicly; therefore, it is ideal to discuss it privately with in-depth interviews (Nguyen, 2013b, p 110) The qualitative research method assists the research model and the research scale amendment The interviews will be jotted down and recorded based on the questions or topics. However, the order and ways of asking questions may depend on the context and characteristics of the interviewees The results from in-depth interviews will be collected and adjusted to suit the Vietnamese context and will later form a draft scale for the pilot test and official quantitative research.

The study uses descriptive and inferential statistics to fulfil different purposes. Descriptivestatisticsareusedtoanalysethestudysample.Inferentialstatisticsareapplied to test the model and research hypotheses to determine the relationships among concepts in the researchmodel.

The PilotTest(n = 50):Data from the pilot test is analysed with Cronbach Alpha to examine validity and reliability before being tested with Exploratory FactorAnalysis(EFA)toobservetheconvergentanddiscriminantvaluesofthevariablesinthescale.Only valid variables will be represented in the official survey using the quantitative research method.

The official research (n = 270):The thesis conducts a survey using a final questionnaire The scales will be retested for reliability, validity, convergent, and discriminant by Cronbach’s Alpha andEFAbefore being evaluated by analysing the PLS- SEM software’s measurement and linear structural models The PLS-SEM method is essential because this method allows for handling a small sample size The study used the PLSBootstrappingtechniquewitharepeatedsamplesizeof5,000observationstotestthe researchhypothesis.

The general research framework:sexual harassment will significantly influence labourturnoverdirectly.Jobburnoutisalsoanundesirableresultofsexualharassmentand a mediating part leading to labour turnover Psychological empowerment has moderating effects on relationships among sexual harassment, job burnout, and labourturnover.

The novelty oftheresearch

Research regarding sexual harassment, job burnout, and labour turnover in the workplacehasbeenconductedseparately,yieldingnumerousvaluablefindings.However, the interconnections among these three critical issues remain largely unexplored, thus creatinggapsintheexistingliteratureandopportunitiesforupcomingresearch.Thisthesis proposes an innovative perspective, emphasizing the correlation and causal relationships among sexual harassment, job burnout, and labourturnover.

Sexual harassment in the workplace is a pervasive issue that has been extensively studied, but its impact on job burnout and labour turnover is under-researched The proposed research aims to delve into this less-explored area, i.e psychological empowerment, hypothesizing that sexual harassment contributes to job burnout and increases labour turnover. This triadic relationship, if established, would provide deeper insights into the psychological and social phenomena in the workplace, enriching the existing body of knowledge.

Job burnout, characterized by exhaustion, depersonalisation, and decreased professionalefficacy,isafrequentconcernintoday’sfast-pacedworkenvironments.While theliteraturehaslinkedjobburnoutwithhighturnoverrates,theroleofsexualharassment as a contributing factor to this burnout-turnover link is yet to be thoroughly examined By investigatingthepotentialinfluenceofsexualharassmentonjobburnout,theresearchwill contribute a new dimension to understanding burnout drivers and their subsequent impact on labourturnover.

Labour turnover, often an organisational challenge, has been linked with direct and indirect costs such as recruitment, training, and loss of productivity While the links between job burnout and turnover have been established, the role of sexual harassment as a precipitating factor in this dynamic has not been thoroughly explored The thesis will, therefore,notonlyyieldinsightsintotherootcausesofturnoverbutalsoprovideactionable strategies for organisations to mitigate this costlyissue.

The proposed research will be novel in its methodology as well Most previous research in the same area preferred using qualitative methods, but this thesis implements the quantitative method By employing a quantitative approach, the study will provide a more nuanced understanding of the complex dynamics among sexual harassment, job burnout, and labour turnover This methodological novelty will allow us to capture the depth and breadth of employees’ experiences and provide more comprehensive insights.

The implications of this novel research are multifold For academia, it will fill a significant gap in the literature, fostering a more comprehensive understanding of the interplay between sexual harassment, job burnout, and labour turnover Understanding these dynamics could lead to more effective interventions for organisations to reduce sexual harassment, curb job burnout, and decrease labour turnover The findings could inform policymakers of legislative and regulatory measures to protect employees from sexual harassment and job burnout.

This study aims to contribute significantly to academic knowledge, practical organisational strategies, and public policy by exploring an under-researched area.Drawingfrompsychology,sociology,andbusinessstudies,thisinterdisciplinaryapproach offers a comprehensive and innovative perspective on the complex issues of workplace dynamics.

The importance oftheresearch

Firstly,thetheoriesusedinthisthesisaresummarisedandflexiblyappliedtosexual harassmentintheworkplace,jobburnout,andlabourturnoverinVietnam.Threetheories, Conservation of Resources theory (COR), Social Cognitive Theory (SCT), and Cultural dimension theory (CDT), are systemised to concentrate on the problem of sexual harassment in the hospitality workplace in Vietnam It assists hospitality organisations in realising, thinking, and solving the issues of sexual harassmentrationally.

Secondly, the research model is formed by theories and initially tested in Vietnam with expected results, including:

(1) The Sexual Experience Questionnaire (SEQ) is suitably applied to the questionnaire on Gender discrimination inVietnam’scontext Sexual harassment in the workplace negatively impacts employees’ well-being and partially creates the intention to leave theorganisation.

(2) Sexual harassment is a global issue, but it varies from one country to another. The SEQ is constructed by Fitzgerald et al (1995) inWesterncontexts, so it may not be entirely suitable for Vietnam Therefore, experts have adjusted the SEQ questionnaire to ensure the correct results are collected The author has adjusted, supplemented, and tested the scale The concepts are turned into variables to suitVietnam’scontext.

(3) Researchers can assess the relationships among the mentioned theories and reexamine the above relationships in otherareas.

Research results assist hotel managers, employees in hospitality, institutions, and policymakers(atalllevelsofgovernment)inpredicting,preventing,andprotectingvictims from sexual harassment and labour turnover Additionally, it improves the level of safety intheworkingenvironment,whichcanbeusedasanadvantageforVietnamtoattractmore talented employees to work, commit and dedicate themselves to theorganisation.

For hotel managers: Because workers are a source of value and profits for every business, employers and associated human resource departments must understand their employees unbiasedly Protecting employees with appropriate treatments and justice is essential for long-term financial and non-financial development.

For hotel employees: Each employee should be well-trained with information, abilities,andskills.Besidesfocusingonlawsandself-protectionrights,beingprofessional at work and aware of sexual harassment is crucial to reducing the chance of becoming a victim of sexual harassment The deeper the understanding is, the more committed it will be.

For educational institutions: Each school should offer courses on genderequality, sexual orientations, and sexual concerns to teach students to enhance their knowledge and abilitiesassoonaspossiblebecause,asprospectivevictimsofharassmentgetmature,they willincorporatesocialvariablesintotheirbeliefsandacceptthemasstandards.Asaresult, sexual education should be applied widely ineducation.

For policymakers : Several decisions, decrees, and laws have been issued but have not mentioned specific content to identify or prevent sexual harassment Therefore, researchresultshelppolicymakersidentifyclearandpracticalpoliciesandsolutions.Italso helps to prevent sexual harassment in the workplace, especially in the hospitalityindustry.

Understanding the importance of a practical perspective in different regions of Vietnam (the North, Centre, and South) is crucial in addressing issues such as sexual harassment, job burnout, and labour turnover In a country with diverse cultural and regional characteristics, the practical perspective allows for considering unique local dynamics, customs, and attitudes towards these issues By recognizing different regions' specific social, economic, and cultural contexts, more effective interventions and policies can be developed to combat sexual harassment, alleviate job burnout, and reduce labour turnover.

Moreover, the practical perspective also enables a deeper understanding of the moderation effect of psychological empowerment on these issues Understanding this moderationeffectisessentialfortailoringinterventionsandstrategiestothespecificpower dynamics present in each region, thereby enhancing theireffectiveness.

Ultimately, taking a practical perspective in different regions of Vietnamfacilitates a more nuanced and contextually relevant approach to addressing sexual harassment, job burnout,andlabourturnoverwhileconsideringtheimpactofpsychologicalempowerment This approach can lead to more successful and sustainable solutions to these critical workplaceissues.

Researchethics

Researching sensitive topics such as sexual harassment in the workplace, job burnout, and labour turnover requires a strict application of ethical principles Ethics in research ensures the protection of participants’ rights, dignity, and well-being while upholding the integrity and quality of the study.

Informedconsentisparamount.Participantsmustunderstandthenatureofthestudy,theproceduresinvol ved,thepotentialrisksandbenefits,andtheirrighttowithdrawatany point without penalty In the context of sexual harassment in the workplace,it’scrucial to clearlydefinethetermtoensureparticipantsunderstandwhattheyconsenttodiscuss.The researcher must also ensure that participation is voluntary and free fromcoercion.

Confidentiality and anonymity are further ethical considerations Given these topics’ personal and sensitive nature, researchers must implement measures to safeguard participants’ identities and responses It might include using pseudonyms, ensuringsecure datastorage,andpresentingfindingsinawaythatdoesnotallowindividualidentification When discussing sexual harassment, the emotional safety of participants must be prioritized, and researchers should be prepared to provide referrals to support services if necessary.

Moreover, the author must consider the potential for harm Discussing experiences of sexual harassment and job burnout can be distressing and even traumatising for some participants The author was trained in trauma-informed approaches and offered participantsthechancetodebrieforaccesssupportafterparticipating.Theresearchshould aim to contribute positively to understanding and preventing sexual harassment in the workplace, job burnout, and labour turnover The author must ensure that the potential benefits of the research outweigh any possible harm or discomfort to the participants.

The author must also consider the power dynamics inherent in investigating workplace issues They should strive for an egalitarian relationship with participants, avoiding exploitation or manipulation Participants’ perspectives should be respected and valued, and findings should be reported honestly and accurately.

Structure ofthethesis

Chapter 1: Introduction to the research topic:

This chapter presents the necessity of the research problem, the objectives, the methodsof conducting the research, the units, the scope, and the thesisstructure.

The second chapter presents, summarizes, and systematizes background theories and research concepts This foundation establishes the research model with the relevant hypothesis in Vietnam's hospitality industry.

This chapter presents the research procedures and methods It consists of the sampling methods,theprocessofdatacollectionandprocess,themethodsofmodeltesting,andthe methods for hypothesis testing The primary purpose is to analyze concepts’ relationships and levels ofinfluence.

Thischapterpresentsthecharacteristicsoftheresearchsamplesonsexualharassment,job burnout,andlabourturnoverinVietnam’shospitalityindustry.Next,thetechnicalanalysis steps includeCronbach Alpha, the exploratory factor analysis(EFA),and Partial LeastSquaresStructuralEquationModeling(PLS-SEM)toevaluatethemeasuringandstructural models.Thethesisexaminesandevaluatestheinitiallyproposedhypothesesanddiscusses theresults.

Chapter 5: Conclusions, implications, recommendations, limitations, and directions forfuture research

This chapter summarizes the research findings Based on the final analysis, the thesis provides managerial implications to help hospitality organisations, institutions, and employees prevent, protect and sustain healthy relationships in the workplace and reduce the potential for labour turnover In addition, the study presents existing limitations and suggests directions for future research.

LITERATUREREVIEWS

Introduction toChapter2

In Chapter 2, the particularresearchconcepts will be expressed The thesisutilisesthree (3) foundational theories, including the theory of Conservation ofresources(COR), Social Cognitive Theory (SCT), and Cultural dimensions theory (CDT) From these theories,therearethree concepts to be analysed: (1) impacts of sexual harassment on job burnout, (2) influences of negative perceptions on turnover intention, and (3) moderating effects of psychological empowerment on job burnout and labour turnover in terms of sexual harassment The thesis uses theories, previousresearchreferences, and articles to strengthen the relationships of variables As a result, the hypothesis and the conceptual frameworkareproposed and presented in thischapter.

Researchconcepts

2.2.1 Sexual harassment in the modern world: from daily life toworkplaces

Sexualharassment,whichcanbecharacterizedasanyphysical,verbal,ornonverbal sexual activity, as well as any sex-based behaviour that compromises the integrity of all sexual orientations, is a severe form of sex discrimination and a violation of civil rights Since the perception of sexual harassment varies among nations, different countries have various ways of explaining sexualharassment.

Fitzgerald and Cortina (2018) have created more sophisticated words to define sexualharassmenttomoreaccuratelyassessandaccountforthebehavioursthatconstitute sexualharassmentandexplainhowtargetsexperiencesuchbehaviours.Sexualharassment is classified into three categories: gender harassment, unwanted sexual attention, and sexual coercion (Stark et al.,2009).

In the Equality Act (2010) of the U.K., sexual harassment is defined as any unwelcome sexual behaviour that upsets, scares, offends, or humiliates someone or is intended to do so(Humphreys, 2010) Sexual harassment is a kind of sexual assault, defined as any sexual behaviour or act that occurs without permission Someone sexually harasses another person if they engage in unwanted sexual activity with the intention or effect of either breaching the other person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.

In the U.S., harassment can include "sexual harassment," or unwanted sexual approaches, demands for sexual favours, and other sexual verbal or physical harassment (Department of State, 2019) Harassment does not have to be sexual and might include disrespectful statements regarding a person's gender or sexual orientation The victim and theharassermightbefemaleormaleandcanbeofthesamegender(Fitzgeraldetal.,1997; Hay & Elig,1999).

In Vietnam, according to decree 144/2021/NĐ-CP (2021), sexual harassment is a type of sexual violence Non-consensual physical contact, such as grabbing, pinching, slapping, or sexually rubbing against another person, is sexual harassment It is also non- physical violence, such as catcalls, sexual comments about a person's body orappearance, demands for sexual favours, sexually suggestive staring, stalking, and exposing one's sex organs Domestic violence, for example, can occur in the private realm, at work, or in publicareas.

Thus, a wide range of sexual behaviours and actions may be considered sexual harassment,includingunwantedsexualstatementsorapproaches,sexualjokes,thedisplay of photos or posters that objectify others, physical touching, and sexual assault Sexual harassment is a severe kind of gender discrimination and a violation of human rights International Labour Organisation (ILO, 2019b) states that sexual harassment is uninvited sexual activity that causes insult, embarrassment, and intimidation Sexual harassment consistsofthreetypes:verbal,non- verbal,andphysical.Verbalsexualharassmentincludes comments and inquiries about one's looks, lifestyle,sexual orientation, and rude phone calls At the same time, non-verbal sexual harassment consists of whistling, sexual gestures, and the show-off of sexual materials Physical harassment is about physical aggression,touching,andunacceptablecloseness.Harassmentmayoccurinvarioussocial situations,including the workplace, thefamily,the school, and others Harassers and victims can be of any sexual orientation (EEOC,2019).

Sexual harassment is a type of gender discrimination It includes unwanted sexual approaches, demands for sexual favours, and other sexually related verbal or physical actions when (1) submission to that behaviour is made a requirement or condition of employment either expressly or tacitly, (2) individuals' submission to or rejection of such behaviour is utilised as a component of the rationale for employment decisions affecting that individual, or

(3) the conduct is intended or has the effect of significantly interfering with an individual's work performance or producing a hostile, or offensive work environment(Boland,2005,pp.34- 39;LiliaM.Cortina&MairaA.Areguin,2021).Sexual harassment happens at different levels (Adler et al., 2021;

Ranganathan et al., 2021).Both thevictimandtheharassermightbefemaleormale,whichmeansthereisnoexceptionfor genders in terms of being sexually harassed (Cesario, 2020; Lilia M Cortina & Maira A Areguin, 2021; Fitzgerald & Cortina,2018).

Notably,sexual harassment in the workplace has two main elements: (1) quid pro quoand(2)ahostileworkenvironment(ILO,2019a,2019b).Quidproquorepresentsany physical, verbal, or non-verbal lead of a sexual sort and other direct dependents on sex influencing the respect of ladies and men, which is unwanted, nonsensical, and hostile to the beneficiary An individual's dismissal of, or accommodation to, such direction is utilised unequivocally or verifiably as a reason for choosing which influences that individual'swork.Anexampleofquidproquoisapatternofsexualharassmentthatoccurs when approval or rejection of a sexual offer is equivalent to appointments, career advancement, pay increases, bonuses, work and task distribution, or contract extension or renewal Hostile work environment behaviour makes the recipient's working environment frightening,unpleasant,orhumiliating.Unwantedorembarrassingsexualjokes,insults,or depictions of undesirable sexually explicit content are typical examples of a hostile work environment (ILO, 2019a).

Differentnationsvaryinsexualharassmentanditsexistenceintheworkplace.Each country has proposed a law to identify and justify sexual harassment in the workplace Eight countries in Appendix 1 in different regions imply laws on workplace sexual harassment, including developing and developed countries in America, Europe, andAsia-

Pacific The problem of sexual harassment is not synchronized, and the judgments are pretty subjective It shows that sexual harassment is well-perceived inWesterncountries, and punishments are insignificant On the other hand, Asian nations struggle to identify sexual harassment and prevent and impose penalties on those perpetrators Even though somecodesoflabourorlawsimplementsignificantpenaltiesforharassers,theproblemof sexual harassment is stillvague.

Sexual harassment laws vary across countries, but many nations have recognised theneedtoaddressthisissueandhaveimplementedlegalprotections.Whilethesummary provides a brief overview, it is essential to consider sexual harassment in the workplace withdifferentculturesandscenarios.Differentcountriesmayhavevaryingdefinitionsand classifications of sexual harassment However, common elements include unwelcome sexual advances, requests for sexual favours, or other verbal, non-verbal, or physical conduct of a sexual nature that interferes with an individual’s work or creates an intimidating, hostile, or offensiveenvironment.

InWesterncountries, including the United States, European nations, and Australia, laws against sexual harassment are typically based on principles of equality andnon-discrimination. These laws ensure a safe and respectful working environment for all individuals Many Asian countries have recently enacted legislation that places the responsibility on employers to prevent and address sexual harassment in the workplace. Theselawsoftenrequireemployerstoestablishpolicies,procedures,andtrainingprograms to educate employees about their rights and responsibilities Employers are typically expected to investigate complaints, take appropriate disciplinary action against perpetrators,andsupportvictims.Itiscrucialtonotethatcultural,social,andlegalcontexts differ across countries, leading to variations in the level of protection and enforcement of sexual harassment laws Some nations may have more comprehensive legal frameworks, while others may have limited or no specificrules.

In the workplace, the harassers vary from the victim's boss, an employer's agent, a supervisor in another department, a co-worker, or a non-employee, such as a vendor or a client(Basile et al., 2020) Besides the directly sexually harassed victims, anybody impacted by unpleasant behaviour is considered a victim (Goh & Lee, 2018; Gramazio etal., 2021) Usually, sexual harassment might occur without causing economic harm ordischarging the victim, but the harasser's behaviour must be unwanted (Tews et al., 2019). Sexual harassment creates exceptionally adverse outcomes for victims, especially in the workplace Both victims and organisations may quantify the problems.Tovictims, sexual harassment in the workplace creates decreased financial, emotional, and psychologicalstatus(Boland,2005,pp.132-133).Victimsfeelterribleandmayleavethe organisationswhentheyfeelunsafeandchangetoanotherplacewithasaferenvironment, but this does not guarantee higher incomes The victims may not find an immediate replacementforthelostjobsincetheymaychooseanewcompanywiththesameexpertise or a different job field They are jobless because of getting away from sexual harassment (McLaughlinetal.,2017).Sexualharassmentalsonegativelypressuresvictims'mentaland physical health (Fitzgerald & Cortina, 2018) According to Willness et al (2007), sexual harassment is linked to an increased risk ofanxiety,depression, post-traumatic stress disorder, lower self-esteem, and psychological prosperity The victims of sexual harassment tend to have higher intentions toward withdrawal from the organisation

(Cheungetal.,2017),higherabsenteeism(Hersch,2018),notfocusingonassignmentsand reducedproductivity(H.McLaughlinetal.,2017).Theeconomiclossofsexualharassment inorganisationsvariesfromlostproductivitytomanagerialcost.Themostsignificantpart oflostproductivityistheexpenseofstaffturnover,asvictims,harassers,andobserversare likely to have contracts terminated It forces costs on the association to find, recruit and train substitutional employees for the missing positions or impose higher wages for stayoverstaff(Cicietal.,2021;Lensbergetal.,2013).Besides,sexualharassmentcreates atoxicworkingenvironmentanddestroysorganisations'reputations(Phipps,2018;Zinkin, 2019, p.311).

Burnout, either mental or physical exhaustion, happens if a person has long-term job stress or has worked in a physically or emotionally draining role for a long time (Alenezi et al.,2019; Duan, Ni, Shi, Zhang, Ye, Mu, Li, Liu, Fan, Wang, et al., 2019).

Theoreticalframework

The Conservation of Resources Theory (COR) is also widely used to identify the relationship between the workplace and labour turnover by explaining the reasons for job burnout(Mackeyetal.,2016).Jinetal.(2016)provethatimprovedperson-organisationfit will lead to higher work satisfaction and diminish a loss of resources Therefore, it results inalowerdesiretoleave.Choi(2020)alsostatesthatsexualharassmentcreatesstressand job dissatisfaction, directly decreasing individuals'energy.As a result, victims of sexual harassment lose their resources, reduce their job performance, and lower their civil consciousness behaviours (Choi, 2020) Emotional labourers exhaust employees inthe hospitality industry, and they may leave the organisations if bad manners or treatment happen(Wang,2019).Yousafet al (2019) also prove that there are two significant relationships between (1) occupational stress and job engagement and (2) occupational stress and employee turnover intentions in hotels, which can redirect the levels of job satisfaction The COR enables a better understanding of the impact of occupational stress on key employee outcomes such as labour turnover or decreased commitment(Yousafet al.,2019).ZhaoandTinkler(2020)utilisetheConservationofResources(COR)theoryto giveinsightsintosupervisors’harassmentinpredictingemployees’behaviours,i.e.,actual resource loss, including self-esteem and social support in the hotel environment Xu et al (2020) state that since emotional employees in the hospitality industry take other people’s emotions as their emotional resources, they tend to act intensely when performing their assignments As such, they attempt to reserve resources to cope with internal and external stresses Then, job commitment reduces (Xu et al., 2020) The COR is commonly used to explain the relationship between emotional labour and job satisfaction in the hospitalityindustry.Still,theCORsolelyexaminessurfaceactingratherthandeepacting,whichneeds improvement in futureresearch.

Social Cognitive Theory (SCT) is used in social science to examine personal behaviours in social interactions The SCT examines the links between employees and career-related social contexts, impacting job retention and labour turnover (Lin, 2017). Externalfactorsoftheenvironmentcanshifttheperceptionsofaperson.Liaoetal.(2016) showthattheSCTiscommonlyusedtoexaminetheimpactlevelof sexualharassmenton victims’ moral identities It is because socio-environmental signals influence people's cognition, including self- regulation, and, as a result, their actions Sexual harassment via the SCT is an important social- environmental signal that can be used as a moderator for work-life balance In the workplace, the SCT explains why job satisfaction changes based on the workingambience.

Regarding sexual harassment in the workplace, the SCT is utilised to improve employees' self-efficacy by providing different scenarios with which to get acquainted(Medeiros & Griffith, 2019) In the hospitality industry, the SCT is suitable because of its attachmenttotheworkplaceandemployees'emotions.Intheflexibleworkingenvironment of any hotel, individuals are proactive, innovative, and capable of devising plans of action that lead to desiredgoals.

Sexual harassment varies from one country to another Several studies have compared perceptions of sexual harassment in different countries (Mishra & Davison, 2020).BecausesexualharassmentisanacuteprobleminAsiancountries,itisadvisableto consider the Cultural Dimensions Theory (CDT) In male-dominant countries like Asian ones, women tend not to report sexual harassment cases (Luthar & Luthar, 2002) In addition, Asian respondents are more tolerant of sexual harassment-related acts than non- Asian ones (Kennedy & Gorzalka, 2002). Applying the CDT in business management has not been widely considered in previous studies Still, since sexual harassment is difficult to capture in Vietnam, the CDT should be involved independently to justify the actions of perpetrators and the reactions ofvictims.

Three theories explain sexual harassment in the workplace and different cultures. Eachtheoryexertsdimensionstoevaluatesexualharassmentanditsadverseoutcomesand clarifies the unveiled problems of sexual harassment in the workplace The leading theory usedtoexplainthefinalresultoflabourturnoverbysexualharassmentistheconservation of resourcestheory,and the other three theories support defining other relationships of variables.

2.3.2 Conservation of Resources Theory(COR)

Because sexual harassment psychologically stresses victims, the Conservation ofResources (COR) theory analyses such issues According to Hobfoll and Shirom (2001), COR shows that stress is not primarily a result of individuals' feelings or experiences It consists of environmental, social, and cultural factors to acquire and protect the circumstancesthatensuretheirwell-beinganddistancethemselvesfromthreats.Thestress arises from the difficulties of accomplishing the common goals for which members of societystrive.Sexualharassmentisabarriertosustainingemployees’commitments(Choi, 2020).

CORtheoryshowsthatpeoplearedriventosafeguardtheirpresentresourceswhile acquiring new ones Objects, situations, circumstances, and other things people value are informally characterized as resources Individuals' perceptions of the worth of resources differ and are influenced by their unique experiences and circumstances (Hobfoll, 1989) Many concepts about the causes of stress have been generated, refined, and changed to form the Conservation of Resources Theory (COR).

Hobfoll (1989) emphasizes that COR theoryisanalternativetootherstresstheoriessinceitemphasizestheobjectiveandcultural viewsoftheenvironmentratherthantheindividual'spointofviewininfluencingthestress process Resource loss is fundamental to stress (Hobfoll & Shirom, 2001) As a result, regainingthelostresourcesiscriticaltobalancingpeople'slives,andresourcesplaycrucial rolesinpreventingthelossofthefollowingresources.Sexualharassmentcausesworkplace stress and increases labour turnover in the service business Based on COR, victims lose their resources of a safe working environment and tend to choose a better workplace (Halbesleben, 2006; Hobfoll & Shirom, 2001) As a result, regaining the lost resource is critical to balancing people's lives, and resources play crucial roles in preventing the loss ofthefollowingresource.Sexualharassmentcausesworkplacestressandincreaseslabour turnoverintheservicebusiness.Victimslosetheirresourcesofasafeworkingenvironment and tend to choose a better place towork.

2.3.2.2 COR explains the relationship between sexual harassment and labourturnover in the hospitalityindustry

COR theory states that resources are things that people value Resource loss is a fundamental component of creating problems These losses are psychologically stressful and are blamed for people's poor mental health (e.g., burnout and depression) (Meng &Choi,2021).Furthermore,whenpeoplesensealossofresources,theytrytosaveresources to deal with threatening situations (Hobfoll, 1989; Hobfoll, 2001; Hobfoll & Shirom, 2001) Halbesleben (2006) states that the Conservation of Resources theory (COR) explains stress-coping behaviours It contends that individuals have motives to invest appropriate resources to complete activities and collect resources to avoid potentialfuture loss.Employeesfrequentlytrytoescapejobpressuresbroughtonbydysfunctionalclients.

Employeesevaluatethestressintheirregularjobssincetheseclientsmayrepresentahigh psychological cost to employees and physical damage to service companies (i.e., possible exhaustion) (Lee & Ok, 2014).Workingin the hospitality industry, employees facesexual harassment in different forms Sexual harassment is likely to drain patients' resources and deplete their job engagement to the degree that resource content is necessary for job engagement (Ranganathan et al., 2021) The experience of sexual harassment is a stressor that demotivates employees and depletes their resources Harassment victims may safeguard their remaining resources (such as energy) by withdrawing from workplace involvement and reducing their proactive performance attempts (Kim et al., 2020) Therefore, the link between job resources and proactive employee behaviour fluctuates through jobengagement.

According to Hobfoll and Shirom (2001), resources are not allocatedevenly,and those with fewer resources are more vulnerable to subsequent losses Frontline personnel are generally resource-poor individuals controlled by the power imbalance produced by solidhierarchicalsystemsinthehospitalitysector.Asaresult,whenconfrontedwithsexual harassment, employees in the hospitality sector who lack resources tend to adopt passive reactionstosavetheirremainingresourcesinstressfulsituations(Parketal.,2020).Ithelps explainwhy,in the hotel sector, few victims make harassment complaints (Cheung et al., 2018).

In the COR model, job instability, unsafe workplace, and everyday situations of hospitality employees are viewed as work stressors that deplete employees' resources. Therefore, COR theory varies in several perspectives of the service industry (Lee & Ok, 2014).Firstly,employeesintheservicebusinessfrequentlyadapttoclientaggression.Even inmildcasesofclientaggression,theymightexperiencegrief,pain,hatred,andresentment (Choi et al., 2019). Employees get emotionally upset and psychologically and physically strainedasaresultofsuchexposuretoviolence.AccordingtoYehetal.(2020),individuals strive to safeguard and maintain their psychological, social, emotional, and physical resources Individuals might use this tendency to guarantee their survival andavoid dangers Employees either withdraw from their employment (e.g., excessive job withdrawal behaviour) or buffer the negative impact by draining other personal resources to reduce resource drain (e.g., social support) Anser et al (2020) also indicate the relationshipsbetweenage,jobburnout,andjobsatisfaction.Theconservationofresources (COR) theory hypothesizes a negative relationship between subjective age and work satisfaction.Jobburnoutmodulatesthepersonalage-jobsatisfactionrelationshipbasedon the progressive depletion of physical and emotionalenergy.Job burnout costs businesses moneybecauseofthenegativeconsequencesonemployees'work-relatedresults(Anseret al.,2020).Employees'emotional,physical,andbehaviouralhealthsufferfromjobburnout.

Italsoleadstodecreasedjobsatisfaction,turnover,absenteeism,andreducedcommitment(Teoet al.,2021). Furthermore, Zhou et al (2018) explain the relationship between empowering supervision and employee service sabotage The research shows that employees are more likely to perceive a rapid loss of resources and severe physical and psychological health suffering It leads to negative work behaviour, such as service sabotage, which harms service quality and the effectiveness of hospitality organisations (Zhou et al., 2018) The studiesoncustomerservicebyTuan(2018),Lee(2018),andZhaoandTinkler(2020)have found that the leadership styles of supervisors may influence subordinates' attitudes, actions, and performance Unlike other leadership styles, empowerment leadership provides greater decision-making autonomy and expresses confidence in subordinates' abilities It also offers persuasive and encouraging communication to subsidiaries It is an effectiveinstrumentforemployeestoreduceworkstress,replenishtheirresourcepool,and increase their motivation and investment in work(Wu& Lee, 2020) By studying job engagementasamediatorandgeneralself-efficacyasamoderatorinthisconnection,COR is utilised to investigate how and when empowered supervision impedes service sabotage behaviour in the hospitality sector—performing the time-lagstudy,the job engagement in the relationship between empowered management and service sabotage Furthermore, generalself- efficacyisboostedbythedirecteffectofempoweringsupervisiononwork engagement and the indirect influence on service sabotage through job engagement(Zhou et al.,2018).

TheCORtheoryisvitalinthehotelindustrysinceemployeeresourcesareconstantly vulnerable to loss. According to Ruiz-Palomino et al (2020), employees see social circumstances and hotel employment conditions as psychological resources (for example, fair treatment, gender advantages, contract type, union presence, social ties, the quality or authority of positions, and likewise) Because appropriate treatment is a core or essential resource at work, losing such a resource causes people to be concerned and anxious Applying the COR theory to examine the influences of sexual harassment on labour turnover via job burnout is relevant, and the results will besignificant.

Social cognitive theory (SCT) is a human agency paradigm that emerged from the health sciences and analyzed how humans proactively self-reflect, self-regulate and self- organize(Bandura,1989).SCTevaluatestheabilityofanindividualtoengageinaspecific behaviour based on internal and environmental factors and their interrelationships The interrelation among the interplay of personal, environmental, and behavioural variables, whichcreatesTriadicReciprocity,iscentraltoSCTandservesasaregulatorandinfluencer ofhumanbehaviour.AccordingtoSCT,moralityandotherpsychosocialvariables(suchas working circumstances and environment) explain how moral thinking regulates moral behaviour One aspect of this idea is moral disengagement It suggests that while moral beliefsassistinavoidingspecificactions,somemechanismsdisengagetheseinhibitorsand allow us to act immorally Social Cognitive Theory aims to give a comprehensiveaccount ofhumanbehaviourdevelopment.AccordingtoSocialCognitiveTheory,individualhabits interact with human experiences, the actions of others, and environmental variables (Bandura, 1989,1999).

Hypothesis development andconceptualframework

2.4.1 Therelationship between sexual harassment and labourturnover

According to Salman et al (2016), sexual harassment did influence employee turnover plans The findings showed that sexual harassment increased employee turnover despite the respondents' reluctance to share their experiences As a result, the employer must have paid high turnover expenses Furthermore, since sexual harassment lowered worksatisfactionandraisedturnoverintention,thetwohadanegativeinverserelationship Future studies should concentrate on qualitative methodology to understand the most prevalent form of harassment experienced.

Given that the findings of Salman et al (2016) showedthatsexualharassmentsubstantiallyimpactedemployeeturnoverintentions,itwas vital to identify the types of sexual harassment employees most frequently experience It would be beneficial in various ways,especially when developing responsemodels.

Furthermore,Aytacetal.(2016)indicatedthatsexualharassmentwasaseriousissue thataffectednotonlypeople'shealthandsafetybutalsotheproductivityofbusinessesand thequalityoflifefortheirworkers.Theresearchlookedintotheeffectsofsexual,physical, and verbal abuse at work on employees' commitment to their jobs and their intention to leave them A statistically significant correlation existed between the desire to leave a job and sexual violence The result showed that those exposed to workplace violence had a significantlyhigherrateofjobturnoverintentionthanthosewithout.Althoughitwasfound that this group had a poor commitment rate, the difference was not statistically significant(Aytacet al., 2016).

Ram (2018) showed much violence in the travel and tourismsector.Three significant factors: structural causes, inadequate managerial abilities, and widespread misconceptionsaboutthetourismindustry,ledtobullying,violence,andsexualharassment of employees. Negative organisational indicators like high staff turnover rates and low profitability resulted from the harmful effects on victimized employees, including their intentions to quit and psychological distress.Victims'peers were also adversely impacted Research has not yet been conducted on the effects on customers who observed bullying, violence, or harassment Additionally, the high frequency of violent acts harmed the reputation of the travel and hospitality sectors (Ram,2018).

Poulston (2008a) stated that gathering information from hotels and restaurants was challenging Nearly half of the answers were obtained directly from young employees, which tipped the data toward younger age groups and shorter employment durations Findings from this research were thought to have been influenced by the data but not validated The study was conducted in a region that relied on youth labour and had a high staff turnover rate. However, the findings of this study suggested that training was likely to reduce workplace issues like theft and staff turnover Therefore, care should have been takenwhenextrapolatingtheresultstoothergroups,particularlythosewherethestaffwas older and lesstransient.

Parketal.(2022)consideredtheeffectsofsexualharassmentonmaleemployeesin the hotel industry They explored how male victims of a phenomenon typicallyassociated with male perpetrators and female victims perceived and experienced verbal, physical, visual, and psychological sexual harassment Sexual harassment against men in the workplace had been ignored because it typically involved a male perpetrator against a female victim who was lower in the organisational hierarchy However, Park et al (2022) pointed out four main limitations First off, since this study's coverage of male sexual harassment was restricted to the hotelsector,caution was advised when extrapolating its findings to larger groups Second, these results did not apply to hotel workers in other nations and areas and only to male hotel employees in a particular country It wasbecause sexualharassmentandculturalnormsvarybynation,especiallyifitisahigh-powernation with a distinctively male- and customer-centred culture Third, because we did not hear from female hotel workers who had experienced sexual harassment, any generalizations should have only applied to males The study focused on instances of male sexual harassmentinmotels.Asaresult,itcanbenotedthatself- reporteddatamaynotaccurately reflect reality because victims of sensitive situations may have usually been reluctant to share theirexperiences.

According to Heather McLaughlin et al (2017), approximately 35% of this effect was attributed to targets changing jobs, a typical response to severe sexual harassment Some women quit their jobs to avoid harassment, and others left because they were dissatisfied or frustrated with their employer's response In both cases, harassment targets frequently reported that leaving their jobs was the only way to escape the toxic workplace environment (Heather McLaughlin et al., 2017).

Furthermore, it is recommended that three elements of sexual harassment, i.e. genderharassment,unwantedsexualattention,andsexualcoercion,shouldbeimposedand analysed carefully to evaluate the influence of sexual harassment on labourturnover.

First, gender harassment, the most frequent sexual harassment, also known as gender- based harassment, is discrimination against people based on gender It is knownas sexism when someone harasses another person because of their gender or the gender they identifywith(Fitzgerald&Cortina,2018).Genderharassmentisdifficulttodistinguish from sexual harassment, although it is evident when the harasser's behaviour is sexually related Gender harassment creates a hostile work environment for individuals of one gender (Johnson et al., 2016) Gender harassment can take many forms in the workplace, including negative behaviour between two or more co-workers, a boss and a subordinate, and various scenarios (Harnois & Bastos, 2018) Sexual harassment has continuously affected working women, including changes in job attitudes (e.g., decreased job satisfaction) and reactions (e.g., increased work withdrawal) According to Leskinen et al (2011), Bothma and Roodt (2012), Faldetta et al (2013), Shechory-Bitton and Zvi(2020), and Rothgerber et al (2020), harassment impacts turnover intentions.

As a result, examining gender harassment is necessary to determine whether it can be attributed to labour turnover and draw a possible conclusion for furtherresearch.

H1a: Gender harassment negatively influences labour turnover

2.4.1.2 Unwanted sexual attention vs labourturnover

Secondly,unwantedsexualattentioncanrangefrombeingtouchedwithoutconsent to sexual activities that causeanxiety,fear, or discomfort, as well as rape and sexual misconduct It may happen to people of any sexual orientation due to harassers' activities (Clarke et al., 2016). Respondents may learn about the full scope of sexual harassment in thissection,whichhelpsreducemisunderstandingsaboutansweringsurveysbecausethree forms of harassment are depicted However, it must be contextualized inVietnamsince cultural factors negatively influence how people perceive unwanted sexual attention (Khuat, 2020) Because it was allowed by civilizations, certain modest acts are not consideredsexualharassment.Asaresult,creatingpertinentquestionsbasedonthepresent national condition is critical for obtaining the bestresults.

Unwanted sexual attention within the workplace constitutes a form of sexual harassment that can significantly impact employees' psychological well-being, job satisfaction,and,consequently,theirdecisionstoremaininorleavetheirpositions(Clarke et al., 2016) This phenomenon can lead to labour turnover for severalreasons.

First, exposure to unwanted sexual attention creates a hostile work environment, underminingtheaffectedindividuals'senseofsafetyandbelonging.Suchexperiencescan leadtoincreasedstress,anxiety,anddepression,severelyimpactinganindividual'smental health and work performance The psychological toll can make the work environment intolerable, pushing employees to seek employment elsewhere where they feel respected and safe(Tewset al.,2019).

Second,accordingtoGunbyetal.(2020),thepresenceofunwantedsexualattention often indicates a failure in the organisational culture and management to address and prevent such behaviours effectively This failure can lead to diminished trust inleadership and the organisation's commitment to employee welfare, further eroding job satisfaction Employees may question the value the organisation places on creating a respectful and inclusive work environment, leading to disillusionment and decreased organisational commitment.

Third, the professional consequences of experiencing or addressing unwanted sexual attention can also influence turnover Victims may face retaliation, isolation, or professional stagnation if they report the harassment or if the work environment becomes untenable due to unresolved tensions Such outcomes can force individuals to leave their positions to escape further harm or to seek advancement opportunities no longer available to them in their current roles.

H1b: Unwanted sexual attention negatively influences labour turnover

Thirdly,sexual harassment, in general, is a significant and widespread problem in theservicesector,whichcanbeattributedtothestressfulnatureoftheserviceindustryand itssymbolicculturalnorm.Therespondents'experienceswiththeseactionsresultinmental and bodily anguish, job loss, and hatred Sexual coercion occurs when victims are pressured or compelled in a sexually psychological manner (Fitzgerald & Cortina, 2018) Sexual coercion makes victims think they owe someone sex, usually between employees andupper- levelexecutives(Curry,2019).Sexualcoercioncanleadtosexuallytransmitted infections,lowsexualself-esteem,melancholy,flawedsexualself-perceptions,and unpleasant sentiments in victims (Saez et al., 2019) Unlike unwanted sexual attention, which may happen to anybody, sexual coercion only happens to those with previous relationships (Keplinger et al., 2019) As a result, sexual coercion is the final piece to the puzzle of sexual harassment and conveys the image of a workplace where sexualcoercion is acondition.

Lamarche and Seery (2019) investigate how self-esteem personality characteristics impact non-communal views and combine them with a situational factor, i.e., perceived social rejection, to predict intentions and reactions to sexual coercion The rejection may cause some people to support sexual coercion when they would not do otherwise Personality traits (such as narcissism and self-esteem) and social settings (such as relationship status) impacted the degree to which coercion was supported due torejection.

H1c: Sexual coercion negatively influences labour turnover

2.4.2 Therelationship between sexual harassment and jobburnout

Summary ofChapter2

Chapter2presentstheleadingtheoryofConservationofresources(COR)toexplain why victims of sexual harassment at work prefer to change their workplace and job to preservetheirenergyandpride.Besides,twoothertheories,socialcognitivetheory(SCT) and cultural dimension theory (CDT), are utilised to strengthen the relationships of variablesinthemodel.Therearefourteenhypothesesintheproposedresearchmodel.The research methods will be expressed in Chapter3.

RESEARCHMETHODS

Introduction toChapter3

Because sexual harassment may necessitate the investigation of numerousresearchhypotheses, quantitative analysis would be the most appropriate methodology.However,b e c a u s e t h e m o d e l ' s c o n c e p t s arenovel inVietnam,they must be modified to reflect local conditions As a result,qualitativeresearchcould be used to fine-tune the scale before employing the quantitative method This topic aims to introduce theresearchmethodsand approachesusedtoinvestigatetheimpactofsexualharassmentintheworkplaceonlabour turnover and job burnout at various psychological empowerments This topic contains general information about the system under investigation, theresearchcontexts, measurement, sampling, data collection,and data analysisprocedures.

Researchcontext

The issues of sexual harassment happen in hospitality more frequently because of variousreasonssuchasgenderimplications,fast-pacedenvironment,andclose-upworking ambience (Ram, 2015). Since the labour turnover caused by sexual harassment happensin different positions, the targeted interviewees were hotel managers, supervisors, and employees who had experienced sexual harassment in various forms The respondents or interviewees are currently working or are experienced in 4- and 5-star hotels They have experienced at least one form of sexual harassment and have been introduced carefully to sexual harassment, job burnout, and labour turnover Only full-time contractedemployees will be selected to ensure the validity of the collected results Respondents are equally separated by their sexual orientations (homosexual or heterosexual) to expand a new dimension of perception The luxury hotels chosen are located from North to South Vietnam.

Sexual harassment is a pervasive issue worldwide, and Vietnam is no exception However,the perception and understanding of sexual harassment can vary significantly acrossdifferentregionswithinacountry,influencedbyamyriadoffactorssuchascultural norms,socio- economicconditions,andeducationallevels.Tounderstandperceptionsof sexualharassmentamongpeopleintheNorth,South,andCentralregionsofVietnam,itis clear to identify whether the problem could be solvedeffectively.

AccordingtoKrantzetal.(2005),thisculturalbackdropmayinfluenceperceptions ofsocialissuesintheregion.Forinstance,victimsofsexualharassmentmaybelesslikely to report incidents due to fear of disrupting social harmony or humiliating their families. NorthernVietnamisoftenviewedastheculturalandpoliticalheartlandofthecountry.The region is characterized by its adherence to traditional values and Confucian principles, emphasising respect for authority and social hierarchy (Kelley, 2006; Nguyen & Angelique, 2017) Furthermore, the patriarchal norms prevalent in this region may contribute to a culture of victim-blaming, where victims are often held responsible for the harassment they experience (Ha, 2008;Tran&Walter,2014) However, it is essential to note that urbanization and the influence ofWesternculture are gradually changing these perceptions, particularly among the younger generation (Thi et al., 2021; Trung &Van,2020).

Central Vietnam, with its unique history and cultural heritage, presents a different perspectiveonsexualharassment.Chamethnic,forinstance,incentralVietnam,isknown for its matriarchal society, which may influence perceptions of gender roles and sexual harassment (Do et al., 2019; Nakamura, 2020) In this context, women may be more empowered to speak out against sexual harassment, and there may be less victim-blaming compared to other regions However, the region's relative economic disadvantage compared to the North and South could limit access to education and resources for addressing sexual harassment (Hong & Cong, 2021), potentially leading tounderreporting and a lack of awareness about theissue.

Southern Vietnam, particularly Ho Chi MinhCity,is often seen as the country's economic powerhouse characterized by its openness to foreign influences and progressive attitudes (Do

& Sum, 2021) These factors may contribute to a more liberal perception of sexualharassmentcomparedtotheNorthandCentralregions(Selvarajah&Meyer,2020) Pham and Hoang

(2021) state that the influence of advanced international feminist ideas, coupled with higher education and economic development, may lead to greaterawareness and recognition of sexual harassment in the South of Vietnam However, despite these progressive attitudes, societal pressure and fear of retaliation may still deter victims from reportingincidents,suggestingthateveninthemostdevelopedregions,sexualharassment remains a complex issue (Karunaratne & Harris,2022).

Research procedure, samples,and questionnaires

The research was conducted with several steps, from qualitative to quantitative methods,tofindoutthemainproblems,revisingrelatedarticlestodevelophypothesesand observable variables, interviewing experts with qualitative questions to reconfirm the validity of the research and finalising the questionnaire before quantitative research, collecting and analysing data to conclude, and give recommendations (see figure3.1).

Toconduct this research, the author had to observe sexual harassment in a natural workingambienceforalmostsevenyearsandcompareittopreviousresearchwithrelated topics The next step is to summarise the main ideas from other relevant research in the literaturereview.Because literature research aims to understand previous authors' studies, it is an essential step in the research process Previous research revealed that the concepts included in the research model had been studied and tested when studying thetheory.The matrix of research gaps in literature reviews helped develop a hypothesis and observe the research variableslater.

Aninterviewwithexpertswasconductedtoverifytherelevanceandvalidityofthe questionnaires. The author asked three lecturers in Human resource management, four hotel management level respondents and two hotel supervisors to test the significance of the questionnaire Some of them were distributed directly in online form, whereas others gotdirectinterviews.Allmanagersrequiredthatthequestionnairesbestraightforwardand not offensive to respondents and organisations The questionnaires were translated into both English andVietnamese by qualified translation companies The experts would read through the questionnaires,highlight the unclear points, and show them to the author for further adjustments All the statements from each questionnaire were revised before heading to the Pilot quantitative test and the officialsurvey.

Figure 3.1 The general procedure of research- source: the author (2022)

Purposive sampling was used in both the qualitative and quantitative tests It is a practical approach in which respondents focus on specific characteristics to help with the survey because of certain limitations The following criteria should be met bythetarget respondents in the current study: (1) to ensure that all respondents clearly understand and evaluatesexualharassment,jobburnout,labourturnover,andtheirpoweratwork;and(2) to ensure that all respondents' data collection procedures are consistent (e.g., introduction to concepts, relationships of variables, conduct surveyquestionnaire).

For quantitative research, data analysis consists of the Pilot test and the officialsurvey.R e s p o n d e n t s w i l l b e a s k e d t o c o m p l e t e f o u r q u e s t i o n n a i r e s a b o u t s e x u a l e x p e r i e n c e , j o b b u r n o u t , l a b o u r t u r n o v e r a n d p s y c h o l o g i c a l e m p o w e r m e n t R e s p o n d e n t s m u s t f o c u s o n e a c h s t a t e m e n t ' s s u i t a b i l i t y a n d v a l i d i t y a n d s u g g e s t r e l e v a n t a m e n d m e n t s

The research was conducted over three years with several steps In the first two years, the author focused on the literature review and observation with interviews In the third year, the author looked for the hotels that agreed to research, adjusted the questionnaires, and conducted the study The stages of doing Pilot and official tests are listed in Table 3.1.

Table 3.1 Stages in doing Pilot and Official tests

Seq Stage Research Methods Size Time Location

1 Pilot tests Qualitative Interview with experts

In Malaysia: Kuala Lumpur (for interviewon ly)

Direct onlinequestion nairesdistribut ed to hotels in Vietnam

Source: summarised by the author (2023)

3.3.1.1 Phase 1: The PilotTest a Qualitative PilotTest

Toadjust the current scale to suit the context in Vietnam, Churchill's (1979) procedure is utilised, with face-to-face interviews with nine experts This process aims to adjustthescale'smeasurementvariablestosuittheresearchcontext,sothisstudydoesnot fully implement the steps in Churchill's scale design and testingprocess.

Basedontheresearchobjectives,backgroundtheories,concepts,andresultsrelated to designing a research model are examined After conceptualising the research model, research concepts, hypotheses and relationships between concepts are also connected.The questionnaireswillbeselectedbasedontheinformationstatedbythecontextandresearch object Foreign questionnaires used in Vietnam will receive translation support from two translationcompaniesinVietnamandMalaysiatoensurecompatibilityintermsofcontent and meaning of original scales The translated questionnaire is called Draft Scale 1 From theDraftScale1,aPilotquantitativetestwasconductedbydirectlyinterviewing50other respondents to adjust the final scales to suit thecontext. b Quantitative PilotTest

TheQuantitativePilotstudyisanessentialstepintheresearchprocess,asitallowsthe researchers to test the feasibility of their research design and make necessary adjustments before conducting a full-scalestudy.It also provides an opportunity to pretest andvalidate the questionnaire, ensuring that the questions are clear, relevant, and capable of eliciting the desired information The feedback from the Pilot test can be used to improve the questionnaireandincreaseitsreliabilityandvalidity.Furthermore,thepilotstudycanhelp identify potential problems in the data collection process, such as non-response or social desirabilitybias,anddevelopstrategiestomitigatetheseissues.Despiteitssmallscale,the pilotstudycanprovidevaluableinsightsandcontributetotherobustnessandcredibilityof thesubsequentresearch.TheprimarygoalofthePilottestistofine-tunethemeasurements embedded in the draft questionnaire for word arrangement, relevance, and accuracy The quantitativemethodusedinthispilotstudyisasurveyresearchdesign,apopularapproach ins o c i a l s c i e n c e s d u e t o i t s a b i l i t y t o c o l l e c t l a r g e a m o u n t s o f d a t a f r o m a s i z e a b l e population in a highly economicalway.According to Sim and Lewis (2012), the size of a pilot study should be calculated statistically with the desired confidence level for the Standarddeviationandthechosenpowerandsignificanceleveloftheanalysisinthemainstudy.At a high level of confidence, a pilot study of at least 50 is recommended in many circumstances The questionnaire was revised and tested after valuable expert recommendations were obtained, and then the author conducted a PilotTestwith asample size of 50 A direct survey using questionnaires was used to collect information for the Draft Scale1.

The questionnaire was designed to gather data on the prevalence and impact of sexual harassment at work and its relationship with labour turnover The questionnaire consisted of closed-ended questions, which are easier to analyze quantitatively and provide more standardized responses The questionnaire was divided into several sections to capture differentaspectsoftheresearchtopic.Thefirstsectioncollecteddemographicinformation such as age, gender, job position, and length of service The second section contained questions about the respondents' experiences of sexual harassment at work, job burnout, labour turnover, and perceptions of psychological empowerment, using a 7-point Likert scale to measure the frequency and severity of suchincidents.

One hundred respondents who have worked in the hospitality industry for years were chosen to join the Pilot test In one week, the employees were also asked to evaluate the research items regarding how well they understood the questions in a 7-point Likert scale The data collected from the questionnaire were then analyzed using statistical software Using SPSS 27.0 software, Pilot quantitative research was conducted to examine Cronbach's Alpha reliability and exploratory factor analysis (EFA) The criteria for evaluating the pilot test result are in Appendix 9.1.

Descriptive statistics were used to examine the relationships of variables The results of this Pilot study will provide preliminary insights into the research problem and help refine the research design for a more extensive analysis The author extracted the scale's measurement variables based on the test results This stage produces an official questionnaire scale used for official quantitative research.

3.3.1.2 Phase 2: The official quantitative survey byPLS-SEM

Quantitative research requires sufficient samples, which allows a valid and reliable statistical conclusion towards the results Therefore, developing a sampling plan will help specify the respondents needed According to Krejcie and Morgan (1970), the appropriate sample size for the opinions of 100,000 experienced guests should be 384 (approximately

400) respondents (See Appendix 9.2) The number was relevant to analyse the papersince it could identify the ability to use the smaller group of respondentstomake inferences aboutlargergroups.Assuch,itsavesmoneyforthestudyandminimisesalphaerrors(non- existing differences in the population) (Kotrlik & Higgins,2001).

However, since the author used Partial Least Squares (PLS) to analyse the results, thesamplesizemustdiffer.AccordingtoRamlietal.(2018),PLSisamethodforanalysing relationships in Structural Equation Models (SEM) that allows researchers to analyse severalinteractionssimultaneously.TheauthorusesthePLS-SEMtoevaluatetheresearch model and hypotheses because of its advantages First, the PLS-SEM analysis method is used because it allows data processing with a small sample size.Secondly,the PLS generally provides higher statistical power for finding statistically significant connections inside a model (e.g., lower probability of aTypeII error) Because PLS can discover significant correlations in data, it is more suited for exploratory research and theory development Third, the PLS does not require any distributional assumptions Moreover, testing the moderating relationship among the proposed variables issimpler.

TheminimumsamplesizerequirementsforPLS-SEMareprimarilyindependentof the total complexity of a structural model The algorithm does not compute every connection in the structural model at once, which is the cause Instead, it estimates the model's partial regression connections usingregressions.

PilotQuantitativeresult

ToensurevariablesaresuitablefortheresearchcontextinVietnam,theinheritance of the original scale was collected, and through interviews with experts, the meaning and appropriateness to the subject and context were clarified and became Draft Scale 1 Draft scale 1 was used in pilot quantitative research, and the results were analysed forreliability via Cronbach's Alpha andEFA.

The respondents are hoteliers in three hotels in Ho Chi Minh City andVungTauCity.The author arranged meetings with the general managers of each hotel to explain the purpose and methods used to collect data The general managers are then assigned to their director of the human resource department or staff to conduct the PilotTest.All questionnaires were distributed in digital form If respondents were confused about any statement, the author stayed there until they completed the questionnaires The process lasted from July 13 th to July

20 th , 2023, with 50 respondents from 5-star hotels.

Since the author decided to use a digital questionnaire, all respondents replied with a rate of 100% All statements were considered compulsory for rating, so they could not miss any statement.

Researchresultsfrom50surveysamplesinTable3.2showthattwenty-sevenrespondents arefrom4- starhotels,and23arefrom5-starhotels.Within50respondentsare24%males, 62% females, and 14% LGBTQ+ members Their age ranges are evenly distributed, with 36%from18to22,30%from23to30,32%from31to45andonly2%from45yearsold andabove.

For their working experiences, the number of respondents working for hotels for less than one year and more than 5 years are equal (32%), followed by from 1 to 3 years

(26%) and from 3 to 5 years (10%) Most of the respondents have been working for only onehotel(34%),followedby3hotels(26%)and2hotels(22%).Thenumberofhotelsfor turnover from three and above only accounts for 18% 68% of respondents are staff, 24% are at the intermediate management level, and 8% are topmanagers.

Table 3.2 Demographic information in the Pilot test

Demographicinform ation Categories Frequency Percentage

Source: analysed and combined by the author

3.4.3 Cronbach’s alpha test results for Pilot quantitativeresearch

According to the results shown inTable3 3 , a l l C r o n b a c h ’ s A l p h a s i n a l l q u e s t i o n n a i r e s a r e g r e a t e r t h a n 0 6 t h e h i g h e s t r e s u l t o f

6),whichisonly0.783.Allvariablesmeetthecondition for total variable correlation greater than0.3.

However, the total correlation coefficient of variables AGD2 (0.249), JBO12 (0.291), JBO18(0.030),GTI4(0.289),GTI7(0.281)andPES7(0.240)arelessthan0.3,sotheyare eliminated and not used in the subsequent analysissteps.

Table 3.3 Cronbach’s Alpha results for Pilot Quantitative research

Statistics Draft scale 1 Eliminatedstat ements Remained statements

Maslach burnout inventory forthe humanservices survey (MBI-

Source: analysed and combined by the author

The Principal Components method will retain variables that meet the conditions for EFA analysis The results are shown in table 3.4.

Table 3.4 EFA results for Pilot quantitative research

Number groups of Total Cumulative

Maslach burnout inventory for the human services survey (MBI-

Source: analysed and combined by the author

3.4.4.1 EFAresults for independent variables inSEQ

SEQ is the leading independent variable group in the research The results ofEFAforSEQ’selements, such as Gender discrimination, unwanted sexual attention, andsexual coercion, are greater than 0.5 All sig levels are less than 0.05 with Eigenvalues greater than1.Therefore,thediscriminantvalidityvaluesaresignificant.Thecumulativevariances explainedaregreaterthan50%.TheresultofEFAforthescaleofgenderdiscriminationis completed after eliminating the statement ADG2 Each element of SEQ is analysed separatelybecausethethreegroupsinthisquestionnairerepresentdifferentlevelsofsexual harassment.

3.4.4.2 EFAresults for mediating variables(JBO)

MBI-HSS is the mediating scale to examine the effect of job burnout The MBI-HSSquestionnairehasthreegroups:Emotionalexhaustionatwork,depersonalisation,and reduced personal accomplishment Each group is examined separately because levels of burnoutvary.After SPSS analysis with the elimination of two variables, JBO5 and JBO6, theEFAresults show that allKMOs of the three groups are greater than 0.5 and siglevels are less than 0.05 The cumulative variances explained are greater than 50% Therefore, it is obvious to indicate the discriminant validity.

However, since the author uses MBI-HSS as a mediating scale to evaluate the variable of job burnout, combining three groups is essential.Table3.5 shows that the original 16 variables were grouped into three component groups The Rotated Component Matrix identifies three significant groups A loading factor threshold of 0.5 is utilised to select quality observed variables instead of choosing the corresponding loading factor according to sample size Comparing this threshold with the results in the rotated component matrix, two variables (JBO5 and JBO6) need to be considered for further elaboration.ThevariableJBO5loadsonbothfactors,Component1andComponent2,with loading factors of 0.786 and 0.506, respectively The difference in loading factors is 0.28, which is greater than 0.2 The variable JBO6, loading on components 1 and 2, has a difference of 0.772 – 0.524 = 0.248, which is also greater than 0.2 As such, two variables are kept for the final questionnaire Surprisingly, the variable JBO7 falls into component 2, which is about the segment of depersonalisation The statement of JBO7, “After being sexually harassed, I felt stuck in life”, sounds neutral to both emotional exhaustion and depersonalisation As such, the respondents may get confused regarding the results An academicexpertsuggeststhatitshouldbekeptinthesegmentofemotionalexhaustionand further examined in the officialtest.

However, it is suggested that all three elements of job burnout should be merged intooneonly.TheintegrationofthethreecoreelementsoftheMaslachBurnoutInventory

– Human Services Survey (MBI-HSS), namely emotional exhaustion, depersonalisation, and reduced personal accomplishment, into a singular questionnaire for quantitative research,offersacomprehensiveapproachtounderstandingthemultifacetedphenomenon ofburnoutamongprofessionalsinhumanservices.Thisconsolidationispivotalforseveral reasons that enhance the research's validity, reliability, and applicability By combining these elements, researchers can capture the full spectrum of burnout experiences, acknowledging that burnout is not a singular or isolated feeling but a complex interplayof emotional, cognitive, and self-evaluative components.Together,these dimensions offera holistic view of burnout, enabling a more accurate and nuanced understanding of its impactsonindividualsinthehumanservicessector.Italsofacilitatesamoreefficientdata collection process Instead of administering multiple instruments to assesseachaspect of burnout separately, a combined questionnaire reduces the time and resources needed for bothresearchersandparticipants.Thisefficiencycanleadtohigherparticipationratesand, consequently, larger sample sizes that enhance the generalizability of the findings The combined questionnaire allows for the exploration of the interrelationships between the threedimensionsofburnoutinamorecoherentmanner.Understandinghowtheseelements interact with each other can provide deeper insights into the progression of burnout and identify potential interventionpoints.

Table 3.5 Rotated component matrix for MBI-HSS

Original code New code Component 1 Component 2 Component 3

Source: analysed and combined by the author

3.4.4.3 EFAresults for dependent variables(TIS-6)

TheresultofEFAforthescaleofTIS-6inTable3.4isevaluatedafterremovingthe statementsGTI4andGTI7.ItshowsthatKMOis0.753,greaterthan0.5,withsigis0.000.

3.4.4.4 EFAresults for moderating variables(PES)

Six out of seven statements remain to be tested withEFA.The results inTable3.4 indicatethatKMOis0.775(greaterthan0.5),sig.is0.000,andEigenvalueisgreaterthan

1 As such, PES has significant discriminant validity.

The retained variables will be used for official quantitative research based on the Pilot quantitative research results The scales are shown in Appendix 6.7.

Summary ofChapter3

Chapter 3 shows the research context, methods, procedure, and pilot test results.TheoriginalscalesareexaminedwiththePilotqualitativeresearchbyinterviewingexperts to clarify and amend the meaning to suit the Vietnamese environment The Pilot quantitative results form the draft scale one before conducting the official research In Chapter 4, the results of official quantitative research to test the hypothesized model will bepresented.

RESULTSANDDISCUSSIONS

Introduction toChapter4

In chapter 4, the thesis will present the research results Chapter 4 will begin withsampleinformation,testmodels,andhypothesesusing270validquestionsfromthesurvey.The main content of theresearchresults includes characteristics of the research sample,results of testing Cronbach's Alpha reliability coefficient,EFAanalysis of the scales,evaluation of the measurement model, evaluation of the analytical factor model, and evaluation of the structural model Finally, the thesis discusses theresearchresults(comparing the results of the thesis with the background theory of previous research,presenting new results discovered from thethesis.

Results

Table4.1 displays specific information about hotel respondents in three regions inVietnam– The North (8.9%), Centre and Highlands (16%), and the South (75.1%) with a totalof270samplescollectedfrom113respondentsfromfour-starhotels(41.9%)and157 respondents from 5-star hotels (58.1%) Initially, there were three main categories for sexualorientations:Heterosexualmale,heterosexualfemale,andhomosexual(LGBTQ+) Most of the respondents were heterosexual females (64.8%) Only 63 out of 270 respondents were heterosexual males And especially in thisstudy,the homosexual group accounted for 11.9%, which was a new point since it focused on the minor group of LGBTQ+.

For ages, 62.2% of respondents were between 18 and 22 The 23-to-30-year-old age group accounted for 30%, the age group from 31 to 45 was 7.4%, while the 45-and-above agegroupaccountedfor0.4%.Fortheworkingyears,131outof270(48.5%)hadlessthan 1 year of experience, the largest proportion Seventy-three respondents (27.1%) had 1 to3 years of experience, and 18.5% had 3 to 5 years of experience Only 5.9% of those with more than 5 years of working in the hotel industry participated in thissurvey.

The respondents worked in numerous hotels before settling down 37% work in one hotelonly,while the percentage of respondents working in two, three, four, five and more than five hotels were 33.7%, 12.2%, 14.4%, 1.2%, and 1.5%, respectively Besides, regarding respondents' working positions, staff accounted for 67%, the middle management level and equivalence came in second with 25.2%, followed by senior level and equivalent (5.6%) Only 2.2% of respondents were self-employed Most respondents (181 out of 270, equivalent to 67%) earned less than ten million Vietnamese Dong(VND) or approximately USD 400.00 monthly The percentages of earning from ten to twenty million VND and 20 million VND and above were 25.2% and 7.8%,respectively.

Working position staff 181 67 middle management or equivalent 68 25.2 senior manager or equivalent 15 5.6

Salary per month less than 10 million VND (400 USD) 181 67 from 10 to under 20 million VND (from 400 - under 800 USD) 68 25.2 from 20 million and above (from 800USD) 21 7.8

Source: analysed by SPSS and summarised by the author (2023)

7-point Likert scales are a commonly used tool in academic surveys due to their simplicity and flexibility One advantage of using 7-point Likert scales is their ability to capture a wide range of responses With seven response options, ranging from strongly disagree to strongly agree, researchers can obtain a more nuanced understanding of participants' attitudes, opinions, or beliefs (Lodico et al., 2010) This increasedgranularity allowsforfinerdistinctionsandcanprovidericherdataforanalysis.Anotheradvantageof 7-point Likert scales is their ease of use and familiarity with respondents The scale is straightforward and easy to understand, which minimizes respondent confusion and reducesthelikelihoodofresponseerrors(Babbie,2016).Additionally,7-pointLikertscales have been widely used in academic research, leading to a certain standardization and familiarityamongparticipants(Lodicoetal.,2010).Thisfamiliaritycanimproveresponse rates and enhance the reliability and validity of the collecteddata.

However, there are also some limitations associated with the 7-point Likert scale One drawback is the potential for response bias due to the midpoint response option Including a neutral response (e.g., neither agree nor disagree) can lead participants to select this option as a default choice, even when they may have a more nuanced opinion (Alwin, 1997) It can result in a loss of valuable information and reduce the accuracy of data analysis Another limitation is the restricted range of response options Although 7-point Likert scales offer more response choices than their 5-point counterparts, they may still impose limitations on expressing participants' true attitudes or feelings (Lodico et al.,

2010).Someindividualsmayfindthescaletoorestrictiveandprefermoreextremeoptions to reflect their opinions accurately This limitation may impact the validity and reliability of the collecteddata.

The interpretation of mean scores on a 7-point Likert scale to determine high, average, and low levels can vary depending on the context and research field However, a commonly used approach is to consider the scale's midpoint as the threshold for determining average or neutral responses Mean scores above the midpoint generally indicate a higher level, while mean scores below the midpoint suggest a lower level For instance, some researchers consider mean scores above 5.5 on a 7-point Likert scale indicative of a high level, scores between 4 and 5.5 as average, and scores below 4 as low (Sorde Marti & Mertens, 2014) This approach assumes that responses toward the upper end of the scale reflect greater agreement or more positive attitudes In comparison, responses toward the lower end indicate lesser agreement or more negative attitudes It is important to note that the interpretation of mean scores can vary across disciplines and specific research contexts.

Table 4.2 Mean scores and data criteria codes Statements (in English and Vietnamese) Mean Std deviation Data criteria

I felt it unfair when someone mistreated me because of my gender (either male/ female/ or

AGD2 I felt abnormal when someone gave me sexual materials 4.69 0.967 Average

AGD3 I felt frustrated when someone made sexually offensive comments 4.45 1.007 Average

AGD4 I felt upset when someone insulted an individual

(including me) about gender 4.7 0.938 Average

AGD5 I felt obsessed when someone tells stories related to sexuality (even if it's a joke) 4.53 1.041 Average AGD6

I felt terrible when someone made unwelcome attempts to attract me to a discussion of sexual matters.

AGD7 I felt stressed when someone made rude comments about an individual (including me) using sexually suggestive language.

AGD8 I felt disgusted when someone made sexual gestures toward an individual (including me) 5.87 0.578 High BUS1 I felt uncomfortable when forced to discuss sexual issues 5.72 0.599 High

BUS2 I felt uncomfortable when someone tried to attract an individual (including me) to pay attention to them through sexual advances 5.77 0.619 High

BUS3 I felt uncomfortable when someone tried to initiate sex with an individual (including me) 5.81 0.513 High BUS4

I felt uncomfortable when I was invited to go on a personal outing (including eating, drinking alcohol, or going to a hotel ) with a colleague I didn't like.

BUS5 I felt uncomfortable when someone tried to touch an individual (including me) 5.97 0.554 High

BUS6 I felt scared when someone flirted, rubbed, or openly touched an individual (including me) 5.98 0.558 High BUS7 I felt uncomfortable when someone stared at an individual (including me) 5.92 0.522 High

CSC1 I felt unhappy being bribed with material things when offered sex 5.1 0.691 Average

CSC2 I felt scared of being threatened when I refused to have sex 5.08 0.699 Average

CSC3 I felt it unfair when someone mistreated me for refusing to have sex 4.92 0.683 Average

CSC4 I felt terrible when someone exchanged sexual activity for faster promotions 4.94 0.783 Average CSC5 I felt uncomfortable being isolated after refusing to have sex with a certain individual 4.89 0.782 Average JBO1 I felt emotionally drained from my work after being sexually harassed 5.76 0.431 High

JBO2 After being sexually harassed, I felt physically tired 5.7 0.459 High

JBO3 I felt fatigued when I got started my job after being sexually harassed 5.74 0.437 High

JBO4 I felt tired of working with harasser(s) 5.74 0.437 High JBO5 I felt burned out from my work after being sexually harassed 5.68 0.468 High

JBO6 After being sexually harassed, I felt like I no longer had the motivation to strive at work 5.76 0.428 High JBO7 After being sexually harassed, I felt stuck in life 5.72 0.449 High JBO8 I felt I was an anonymous object after being sexually harassed 5.76 0.431 High

JBO9 I became more callous toward people after being sexually harassed 5.7 0.459 High

JBO10 I felt disgusted about my workplace after being sexually harassed 5.74 0.437 High

JBO11 I ignored other people after being sexually harassed 5.74 0.437 High

JBO12 After being sexually harassed, I can understand my feelings 5.68 0.468 High

JBO13 After being sexually harassed, I can deal with the perpetrator 5.76 0.428 High

JBO14 I could remain positive after being sexually harassed 5.72 0.449 High

JBO15 After being sexually harassed, I can still use positive emotions to handle work 5.71 0.456 High JBO16 After being sexually harassed, I was still able to maintain the company's comfortable atmosphere 5.7 0.461 High GTI1 I quit my job immediately after being sexually harassed 5.64 0.481 High

GTI2 I spent some time researching other job opportunities 5.64 0.482 High

GTI3 I considered a lot about whether to stay or find another job 5.69 0.462 High

GTI4 I want to move to a completely different field 5.77 0.424 High GTI5 I am always willing to work at the place where I experienced sexual harassment 5.73 0.445 High

HPE1 I am confident in my ability to proactively complete work in my current position 5.78 0.417 High

HPE2 I prioritize work in my life 5.76 0.428 High

HPE3 I have significant autonomy in determining how I do my job 5.87 0.522 High

HPE4 I can significantly impact the operations of the entire department in which I work 5.83 0.53 High HPE5 I can control the activities of the department where I work 5.8 0.549 High

HPE6 I have mastered the soft skills necessary for my job 5.77 0.592 High

Source: analysed by SPSS and summarised by the author (2023)

According to data fromTable4.2, all mean scores showed average and high levels ForSexual experience questionnaires (SEQ), gender discrimination (from AGD1 to AGD8) had only one element of AGD8 with a high mean score; the rest was average Unwanted sexual attention (from BUS1 to BUS7) showed all high mean scores, while sexualcoercion(fromCSC1toCSC5)indicatedthatallelementshadaveragemeanscores.

Itshowedthatrespondentswerehighlyawareofsexualharassmentatworkandrelatedthe issues to their real- lifeexperiences.

All statements were highly scored for job burnout based on the MBI-HSS questionnaire A high mean score suggests that these issues are prevalent within the organisation and may require intervention to address them.

All items had high scores for the labour turnover segment by the TIS-6 questionnaire.Itmeantthatallrespondentsrealisedthatsexualharassmentatworkandjob burnoutwouldsomehowinfluencetheirlabourturnoverintention.Still,someotherreasons may have affected their decisions before confirming theirresignation.

Psychologicalempowerment(fromHPE1toHPE6)hadallhighlyscoredelements It showed that respondents understood that different working positions could lead to various solutions to handle workplace sexualharassment.

4.2.3 Evaluation of the scales byCronbach’salpharesults

To evaluate the relationships among sexual harassment at work, job burnout, and labour turnover with the moderation effect from psychological empowerment, four sets of questionnaires of SEQ, MBI-HSS, TIS-6 and PES were utilised with step-by-step adjustments. With data from official research, these scales are further evaluated using Cronbach's alpha reliability coefficient.

According to the results, the Cronbach alpha values of Gender discrimination, unwanted sexual attention, and sexual coercion in the Sexual Experience Questionnaire (SEQ), Maslach burnout inventory for the human services survey (MBI-HSS), Turnover Intention Scale (TIS-6), and Psychological empowerment scale (PES) are 0.903, 0.905, 0.889, 0.840, 0.784, and 0.828 respectively inTable4 3 E x c e p t f o r J B O 6 < 0 3 ( e l i m i n a t e d ) , a l l o t h e r v a r i a b l e s s a t i s f i e d t h e r e q u i r e m e n t s o f c o r r e c t e d i t e m - t o t a l c o r r e l a t i o n , w h i c h w e r e a l l g r e a t e r t h a n

Table 4.3 The final Cronbach’s Alpha results of all questionnaires.

Construct Questionnaire s Measurement items Cronbach's

Cronbach's alpha if the item deleted

Maslach burnout inventory for the human services survey (MBI-HSS)

Source: analysed by SPSS and summarised by the author (2023)

4.2.4 Evaluation of measurement model byPLS-SEM

According to Hair Jr et al (2021) in A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), the outer loading inSMARTPLS is the absolute square rootoftheR 2 valueofthelinearregressionfromthelatentvariabletotheobservedvariable.

Thequalityobservedvariable'souterloadingfactormustbegreaterthanorequalto0.708 Given that 0.708 2 = 0.5, the latent variable may explain 50% of the variation in the observable variable If the latent variable accounts for at least 50% of the variation in the observed variable, the researchers consider the observed variable to be of high quality Since 0.708 is not rounded, 0.7 is a relevant level to compare the outer loadings of variables Although the findings of those investigations indicated several outer loadings, the 0.7 barrier is the most widely applied criterion Removing any observed variable with an outer loading of less than 0.7 is recommended, and then reevaluating themodel.

Table 4.4 The results of outer loadings

Sexual coercion Job burnout Labourtu rnover Psychologicale mpowerment

Source: collected by the author and analysed by SMART PLS-SEM 4.0

According to the data shown inTable4.4, only the sexual coercion (CSC) segment hadallrelevantouterloadings(greaterthan0.7).Othersegmentshadatleastonevariable, which was less than 0.7 outer loading The eliminated variables consist of AGD3 = 0.652 (Gender harassment), BUS3 = 0.493 (Unwanted sexual attention), GTI2 = 0.654 (Labour turnover), and HPE6 = 0.527 (Psychological empowerment) The category of job burnout especially did not satisfy the required level of outer loadings, which were less than0.7.

Discussion ofresearch results

4.3.1 Gender harassment and its impacts on job burnout and labourturnover

The hypothesis H1a and H2a represent the impact of gender harassment on labour turnoverandjobburnout.Theresultsshowed thatH1awithβ=0.061andp>0.05,which means gender harassment did not negatively influence the labour turnover decision It soundsirrelevanttootherdevelopedcountriesinpreviousresearchbyAmberetal.(2020),

Vietnam Gender harassment, while a pervasive issue in many workplaces globally, does not negatively influence labour turnover decisions in Vietnam for several reasons.

Firstly,Vietnam's cultural context, particularly its Confucian heritage, emphasizes the importance of harmony, endurance, and maintaining face (Pham, 2005) This cultural backdropmaydiscouragevictimsofgenderharassmentfromleavingtheirjobs,assuchan act could be perceived as a failure to maintain harmony or as an admission of victimhood Consequently, employees tend to remain silent about harassment and endure their circumstances rather than seek a newjob.

Secondly,the legal and institutional framework inVietnamdoes not sufficiently address workplace harassment, including gender-based harassment (Nguyen, 2017; Węziak- Białowolskaetal.,2020).WhiletheVietnameseLabourCodeprohibitssexualharassment, it lacks clear definitions and enforcement mechanisms, leading to low reporting rates and negligibleconsequencesforperpetrators.Inthiscontext,victimsmayfeelthatleavingtheir jobs would not necessarily protect them from similar experiences in future workplaces They may also fear reporting harassment and seeking new employment, which could lead to reputational damage or retaliation (Bergenfeld et al., 2021; Do & van den Broek, 2020; Nguyen,2015).

Thirdly,according to Nguyen and Shao (2019), gender norms and economic factors inVietnammay also contribute to the low impact of gender harassment on labour turnover. Traditional gender roles often place men in positions of authority and women in subordinate roles, a dynamic that can contribute to harassment Additionally, women, particularly those in low-wage jobs, may feel economically compelled to stay in theirjobs despite experiencing gender harassment The gender wage gap and the lack of equal job opportunitiesinVietnamcanlimittheoptionsforwomentoswitchjobs(Han,2023;Leet al.,2023).

For hypothesis H2a, it showed β = 0.013, p > 0.05, which meant that gender harassment had a slight impact on job burnout In the context of the hotel industry in

Vietnam, several factors may contribute to limiting the influence of gender harassment on job burnout.

Initially,theculturalandsocialdynamicsinVietnammayplayaroleinshapingtheimpact of gender harassment on employees Vietnamese society is characterized by collectivist values and an emphasis on maintaining harmony (Tuan & Anh, 2023) These cultural norms may foster a supportive work environment where individuals are more resilient to the negative effects of gender harassment, thereby reducing its potential to lead to job burnout.

Next, Khoo and Lantos (2020) stated that the organisational culture within Vietnamese hotels may act as a mitigating factor against the influence of gender harassment on job burnout The familial and team-oriented nature of organisational dynamics in the Vietnamese hospitality industry can provide employees with a strong support network, which may help them cope with instances of gender harassment and prevent its escalation into negative job burnout.

Lastly,the legal and regulatory framework inVietnamprotects against gender discrimination and harassment in the workplace The Labour Code ofVietnamprohibits gender-based discrimination and includes provisions for addressing harassment in employment(WorldBank Group, 2019) The existence of these legal safeguards, along withtheincreasingawarenessandenforcementoflabourlaws,maycreateanenvironment where instances of gender harassment are less likely to result in negative job burnout among employees in the hotel industry These factors collectively suggest that gender harassment may have a limited influence on job burnout in the hotel industry in the Vietnamese context(Van,2022).

As such, it can be inferred that the results of H1a and H2a reflected the reality of gender harassment in job burnout and labour turnover With the higher perception toward gender equality in Vietnam, gender harassment seems not to have any negative impact on negative outcomes.

4.3.2 Unwanted sexual attention and its impacts on job burnout and labourturnover

Unwanted sexual attention in the workplace is a grave concern that can inflict serious emotional and psychological harm on victims Hypotheses H1b and H2b representingtheinfluenceofunwantedsexualattentiononlabourturnoverandjobburnout, respectively, also showed a low impact H1b, the hypotheses presenting how unwanted sexualattentioninfluencedlabourturnover,wasnotaccepted.Therearethreemainreasons used to explain this phenomenon such as the normalization of unwanted sexual attention, lack of effective reporting mechanisms, and socioeconomic pressures that can prevent victims in the hotel industry from leaving their jobs inVietnam.

First, the hierarchical and gendered nature of the hospitality industry can create an environment where such behaviours are normalized The hotel industry often involves closephysicalproximity,late-nightshifts,andone-on-oneinteractions,whichcanincrease vulnerability to unwanted sexual attention (Baum, 2019; Baum et al., 2017) Despite experiencing discomfort, employees may become desensitized over time and view these incidents as part of thejob.

Second,alackofeffectivereportingmechanismsandfearofretaliationcanprevent victims from leaving their jobs Sexual harassment is often under-reported inVietnamdue toalackofclearlegaldefinitions,insufficientenforcementoflaws,andinadequatesupport for victims (Nguyen & Shao, 2019) Additionally, victims may fear that their complaints will not be taken seriously, or they may face negative consequences, such as job loss or further harassment Thus, they might endure the situation rather than risk retaliation orthe uncertainty of seeking new employment (Tung et al.,2021).

Third, socio-economic factors can contribute to the decision to stay in a jobdespite unwanted sexual attention The fear of economic instability and unemployment can negatively deter job turnover, especially in a developing country like Vietnam Many employeesinthehotelindustryarefromlowersocio-economicbackgroundsandmayhave limitedjoboptions(Leetal.,2023;Tram&NgocHuy,2021).Theneedforastableincome may outweigh the distress caused by unwanted sexual attention, leading to a decision to remain in the job.

The result was the same when proving the impact of unwanted sexual attention towards job burnout by H2b It did not seem to be negative with the results collected in Vietnam This problem may have become normalized in the hotel industry; therefore, peopletoleratediteasilyandwouldnothaveanyissues.Threemainreasonscouldexplain the unclear influence of unwanted sexual attention on jobburnout.

First and foremost, individual resilience and coping mechanisms can play a negative role in how one responds to adverse events, including unwanted sexual attention Various factors can influence resilience, including personal characteristics, life experiences, and cultural backgrounds Some individuals may have developed effective coping strategies that help them manage stress and prevent burnout (Gunby et al., 2020).

Furthermore, in some work environments like the hospitality industry, if unwanted sexual attention occurs frequently, it may become normalized This normalization can lead to victims underplaying the impact of the harassment on their mental health While this doesn't mean the behaviour is acceptable or does not have harmful effects, it might be one reason why some individuals do not report feeling burnout (Hadjisolomou et al., 2023).

Summary ofChapter4

Chapter 4 presented the results of testing the empirical research model on the impact of factors in the sexual experience questionnaire (SEQ), including gender harassment, unwanted sexual attention, and sexual coercion, on the factors of job burnout and labour turnover, along with testing the moderating effect of the “psychological empowerment” variable The results showed that the scales were reliable The proposed theoretical model was consistent with market data The first empirical study on the impactoffactors in the sexual experience questionnaire (SEQ), including gender harassment, unwanted sexual attention, and sexual coercion, on the factors of job burnout and labour turnover has 7 hypotheses, including 4 direct hypotheses and 3 mediating hypotheses The final results concludedthat2hypotheseswereacceptedand5wererejected.Thesecondempiricalstudy on moderating the Psychological empowerment variable on the remaining relationships had7hypotheses.Thefinalresultsillustratedthat2outof7hypotheseswereaccepted,and the remaining 5 wererejected.

Chapter 4 also discussed the results, explaining why hypotheses were rejected based on different perspectives, such as cultural, social, cognitive, and financial situations.

Introduction toChapter5

The thesis surveyed 270 individuals to test the theoretical model andresearchhypotheses In this conclusion, the study will conclude the entireresearchand provide the theoretical, managerial and practical implications, limitations and futureresearchdirections.

Conclusion oftheresearch

The research has delved into the intricate dynamics of sexual harassment, job burnout, and labour turnover within the context of the hotel industry in Vietnam, with a specificfocusonthemoderatinginfluenceofpsychologicalempowerment.Thisstudyhas made significant contributions to academic scholarship and practical implications for the hospitality sector through an extensive review of existing literature, empirical investigation, and the application of sophisticated statistical analyses The findings of this research have shed light on the pervasive nature of sexual coercion in the hotel industry, its detrimental impact on employee well-being, and the consequent high levels of job burnout and labour turnover Moreover, exploring psychological empowerment as a moderator has revealed its profound influence on the relationships between sexual coercion,jobburnout,andlabourturnover,therebyemphasizingtheimportanceofcultural dimensions in shaping employee experiences withinorganisations.

Sexual harassment, including gender harassment, unwanted sexual attention, and sexualcoercion,isapervasiveproblemworldwide,includinginVietnam.Victimsoftendo not leave their organisation or hotel immediately due to a multitude of social, financial, cultural, and opportunity-related reasons affecting these decisions From a social perspective, the victims may fear retaliation, ostracism, or damaging their reputation, which can deter them from leaving immediately This fear can be exacerbated in a tight- knit community or workplace where everyone knows each other, and word can spreadquickly.The stigma associated with being a sexual harassment victim can be asignificant barrier Victims may feel shame or fear judgment from others, which can prevent them from leaving the organisation or hotel.

Financially, many victims may be economically dependent on their jobs or the people perpetrating the harassment In Vietnam, where income inequality persists and many people still live in poverty, leaving one's job could have severe financial repercussions This financial dependence can make it problematic for victims to leave immediately, even when they are experiencing harassment or coercion They might feel trapped because they cannot afford to lose their income.

Culturally, traditional gender norms and expectations can also influence a victim's decision tostay.In Vietnam, Confucian values, including the importance of maintaining harmony and saving face, are deeply rooted As a result, victims might feel obligated to stay quiet about the harassment they are experiencing to avoid causing trouble orbringing dishonour to themselves or their families This cultural pressure can make it difficult for victims to leave an organisation or hotel immediately after experiencing harassment or coercion From an opportunities perspective, victims may worry about the potential negative impact on their careers if they choose to leave The fear of losing job opportunities, being blocklisted or facing difficulties in finding new employment can prevent victims from leavingimmediately.

Thehotelindustry,despiteitsdemandingnatureandpotentialissues,suchassexual harassment, often attracts and retains workers due to a variety of factors Compensation is one of these aspects, as good pay can make the hardships of the job more tolerable Competitivepay,including tips and bonuses, can strongly incentivise people to remain in their positions even when faced with challenging work conditions (Kim & Jogaratnam, 2010) Besides, according to Kryscynski et al (2021) and Michael and Fotiadis (2022), in many high-end hotels and resorts, employees may also benefit from other financial incentives,suchasdiscountedmeals,accommodationorfreeaccesstofacilities,whichcan significantly enhance their overall compensationpackage.

Working conditions are another factor that might discourage employees from leaving the hospitality industry While this industry is known for its long hours and high- pressure environment, some people thrive in these conditions and find them stimulating and rewarding (Wang et al., 2020a) The dynamic nature of hotel work, with its variety of tasks and frequent interaction with different people, can appeal to those who prefer non- routine work (Yang, 2010).

Furthermore, the sense of stability and security that comes with a job in the hotel industry canalsobeasignificantfactor.Despitetheindustry'scyclicalnature,thedemandforhotels and the jobs they provide remains relatively stable, particularly in popular tourist destinations (Baum, 2019) Chang and Busser (2020) stated that career advancement opportunities within the hospitality sector can appeal to many employees The industry's hierarchical structure often provides clear promotion pathways, offering workers the possibility of career progression and improved jobsecurity.

Besides the positive side of retaining employees and reducing labour turnover, the hospitality industry also shows evidence of attracting employees negatively The hotel industry is a specialized sector that often requires specific skills and expertise that are not easilytransferabletootherindustries.Itcanmakeitdifficultforhospitalityworkerstofind alternative employment According to Prentice et al (2020), one of the main reasons for this is the unique customer service skills that hospitality workers need to master While these skills are highly valued in the hotel industry, they are not always equally applicable or valued in other sectors For example, managing guest expectations and resolving issues withahighdegreeofempathyanddiplomacyarekeyskillsinthehotelindustry.Still,they may be less relevant in industries with less direct customercontact.

Furthermore, the operational structures and systems used in the hospitalityindustry are often unique to the sector and do not have direct parallels in other industries (Bajrami et al., 2021) The complex systems used for booking, reservation management, and customer relationship management in hotels are generally specific to the industry Employees who have spent considerable time mastering these systems may find adapting to the operational systems used in other sectors challenging Employees in the hotel industryaretrainedtoadheretothesehighstandards,whichcanbeasignificantadjustment whenmovingtoindustrieswithlessprescriptiveguidelinesandexpectations.Thehigh- pressure and fast-paced environment in hotels, which demands adaptability and quick decision-making skills, may not be mirrored in other sectors, making it difficult for hotel industry employees to find identical roles elsewhere.

Implicationsandrecommendations

The former theoretical implication of this research is associated with the Conservation of Resources (COR)theory.COR posits that individuals strive to obtain, retain, protect, and foster things they centrally value and that stress occurs when these resources are threatened, lost, or not gained following investment (Hobfoll, 1989) In the contextofsexualharassmentatwork,jobburnout,andlabourturnover,thistheorysuggests thatsexualharassmentcanleadtoasignificantlossofworkplaceresources-bothphysical (job security) and psychological (self-esteem, job satisfaction) (Halbesleben et al., 2014) This depletion of resources can, in turn, precipitate job burnout and prompt employees to leave their jobs The moderation effect of psychological empowerment can also be theorisedunderCOR:employeesinhigherpositionsmayhavemoreresourcestocopewith harassment and its effects, potentially reducing their likelihood of burnout and turnover However, recent research by Lee and

Brotheridge (2006) and O'Leary-Kelly et al (2009) hassuggestedthatpowerdynamicsinherentinjobpositionscanalsofacilitateharassment, complicating this moderation effect.

Sexualharassmentatworkcandepleteanindividual'sresources,includingphysical, psychological, and social resources (Halbesleben et al., 2014) This resource loss can lead to heightened levels of job burnout and ultimately increase the likelihood of labourturnover.Employees who experience sexual harassment may face increased stress, decreased job satisfaction, and impaired psychological well-being, all of which contribute to burnout (Cortina et al., 2013) The moderating effect of psychological empowerment can also be explained within the COR framework Higher- ranking employees may have access to more resources, such as decision-making authority or social support, which can bufferthe ne g a t i v e effects of harassment and r e d u c e b ur no ut an d t u r n o v e r (L am be rt

Hogan, 2018) Employees in lower-ranking positions, in contrast, may have fewer resources to cope with harassment, exacerbating the negative consequences.

Thesecondtheoreticalimplicationcentresonthedifferentialimpactofresourceloss and gain on burnout and turnover According to CORtheory,individuals strive to acquire andprotectpersonalvalues(asaresource),andthelossofresourceshasamoresignificant impact than the gain (Hobfoll, 1989) In the context of sexual harassment, the depletionof resourcesresultingfromtheharassmentexperiencemayhaveastrongerimpactonburnout and turnover than resource gain Research has shown that resource loss due to harassment isassociatedwithincreasedburnoutandhigherintentionstoquit,whileresourcegain(e.g., organisational support) may not fully mitigate these negative effects (Cortina et al., 2013; Halbesleben et al., 2014).

The third theoretical implication pertains to the role of organisational factors in the conservation and depletion of resources COR theory suggests that organisational support and resources can act as protective factors against the negative consequences of resource loss (Hobfoll & Shirom, 2001) In the context of sexual harassment, supportive organisational climates, policies, and procedures can buffer against the resource depletion resulting from harassment experiences, thereby reducing burnout and turnover (Cortina & Berdahl, 2008).

Psychological empowerment can play a crucial role in facilitating or hindering the availability of organisational support Employees with higher empowerment may be more confidentinadvocatingforsupportivepracticesandfosteringapositiveworkenvironment that discourages harassment (Lambert & Hogan,2018).

ThelaterimplicationisdrawnfromSocialCognitiveTheory(SCT),whichexplains behaviour in a triadic, dynamic, and reciprocal model where personal factors, environmentalinfluences,andbehaviourcontinuallyinteract(Bandura,1999).Byapplying SCT to the investigation of sexual harassment, job burnout, and labour turnover, it can be theorised that exposure to sexual harassment (an environmental influence) can alter an individual's cognitive and emotional states (personal factors), leading to job burnout and possiblyresultinginthebehaviourofleavingthejob.Theroleofpsychological empowerment within this theory is multifaceted On the one hand, individuals in higher- ranking positions may feel more empowered to change their environment or possess stronger self-efficacy beliefs that buffer against the negative impact of harassment Onthe other hand, hierarchical power differences may also foster an environment conducive to harassment, especially if the culture tolerates such behaviours (Willness et al.,2007).

AccordingtoSCTbyBandura(1999),individuals'cognitiveprocesses,suchasself- efficacy beliefs and outcome expectations, play a crucial role in shaping their behaviours and responses to environmental stimuli.

In the context of sexual harassment, employees who experience harassment may develop negative cognitive and emotional states, such as reducedself- efficacy,increasedanxiety,anddecreasedjobsatisfaction(Cortina&Berdahl, 2008) These negative states can contribute to job burnout and increase the likelihood ofturnover.Psychological empowerment can moderate these relationships by influencing individuals' perceptions of their capabilities and the effectiveness of available coping strategies.

The next implication of SCT is the role of observational learning in the context of sexual harassment, burnout, and turnover SCT posits that individuals observe and learn from others' behaviours and the consequences of those behaviours (Bandura, 2001) Inthe workplace, employees may observe how their colleagues, supervisors, or organisational leaders respond to harassment, burnout, and turnover These observations can shape their own beliefs, attitudes, and behaviours For example, if employees observe that reporting incidents of harassment leads to positive outcomes, such as support and resolution, they may be more likely to engage in such behaviours themselves Therefore, if they witness negative outcomes, such as victim-blaming or inaction, they may be discouraged from taking action and may experience higher levels of burnout andturnover.

The last theoretical implication of SCT is the influence of environmental factors, such as organisational policies and practices, on the dynamics of sexual harassment, burnout,andturnover.SCTemphasizesthereciprocalrelationshipbetweenindividualsand theirenvironment,suggestingthatindividuals'behavioursandoutcomesareshapedbythe socialandorganisationalcontexttheyareembeddedin(Bandura,2001) Inthecaseof sexual harassment, the organisational climate, policies, and procedures play a critical role in shaping employees' cognitions, behaviours, and responses to harassment experiences. Supportive and inclusive organisational environments that condemn harassment and provideresourcesforvictimscanreducethenegativeimpactofharassmentonburnoutand turnover(Cortinaetal.,2018).Psychologicalempowermentcanmoderatethisrelationship by influencing the extent to which individuals have access to organisational resources and can influence the organisational climate Higher-ranking employees may have more opportunities to advocate for supportive practices and foster a positive work environment, thus reducing the prevalence of harassment and itsconsequences.

Lastly,Hofstede's Cultural Dimensions Theory provides a framework for understanding how cultural values can influence the dynamics of sexual harassment, job burnout, and labour turnover For instance, cultural tolerance might be more vulnerable to sexualharassmentduetotheacceptanceofunequalpowerdistribution,whichmayleadto higher rates of job burnout and turnover (Chen & Spector, 1992; Hofstede, 2001, 2011). CulturalDimensionsTheorysuggeststhatculturesdifferintheirvaluesandbeliefs,which can shape individuals' behaviours and attitudes (Hofstede, 2011) In the context of sexual harassment, psychological empowerment can play a significant role For instance, high psychological empowerment may have greater rejection of unequal power distribution, contributing to a lower prevalence of harassment These cultural values can influence the experiences and perceptions of harassment, the likelihood of burnout, and the decision to leavethejob.Themoderationeffectofpsychologicalempowermentwithinthisframework suggests that cultural values may shape the power dynamics and tolerance of harassment among differentindividuals.

The next theoretical implication is related to the influence of cultural factors on the perception and evaluation of sexual harassment, burnout, and turnover Cultural DimensionsTheorysuggeststhatculturesdifferintheircommunicationstyles,norms,andinterpretations of behaviours (Hofstede, 2011) These cultural differences can influence how individuals perceive and label behaviours as sexual harassment, which, in turn, can shapetheexperienceofburnoutandthedecisiontoleavethejob.Forexample,incultures with more conservative norms and strict gender roles, individuals may be more likely to attribute blame to the victim rather than the harasser, leading to increased feelings of burnoutanddecreasedreportingrates(Focketal.,2013).Psychologicalempowermentcan moderate cultural factors by influencing the organisation's power dynamics and communicationpatterns.

The first major managerial implication is about creating a safe and inclusive working environment Research indicates a direct correlation between sexual harassment at work and increased job burnout, eventually leading to higher labour turnover (Nielsen & Einarsen,

2018) This effect can be intensified in certain job positions due to the power dynamics and hierarchical structures that characterize them Managers should establish a zero-tolerance policy for harassment of any kind, including sexual harassment It encompasses not only clear guidelines and procedures for reporting harassment but also includes preventative measures such as regular training and awareness programs Managers should also consider establishing support mechanisms for victims, such as counselling services and confidential reporting channels Furthermore, creating a culture of respect and equality can help reduce the power imbalances that often contribute to harassment situations.

The second implication revolves around the management of job burnout Research haslinkedsexualharassmenttoincreasedstressandjobburnout,which,inturn,contributes to higher labour turnover rates (An, 2019;Ayodeleet al., 2020; Basnyat & Clarence Lao, 2020a;Duan,Ni,Shi,Zhang,Ye,Mu,Li,Liu,Fan,&Wang,2019).Itsignificantlyaffects productivity, morale, and the organisation's overall health Managers must proactively address burnout by promoting work-life balance, providing adequate resources and support,andrecognizingandrewardingemployees'efforts.Inpositionswithhighstressor workload, it is crucial to implement strategies to manage and reduce job burnout, such as job rotation, flexible working hours, and mental health support Regularly assessing employees' stress levels and job satisfaction can help managers identify and address burnoutearly.

Finally,the research highlights the importance of effective turnover management. Turnovercanbecostlyintermsoffinancialresourcesandlossofknowledgeandexpertise (Hancock et al.,

2013) The link between sexual harassment, job burnout, and turnover impliesthatbyaddressingtheformer,managerscanpotentiallyreducethelatter.Itinvolves not only dealing with the immediate aftermath of a harassment claim but also taking steps to prevent such incidents from occurring in the first place Managers must create an environmentwhereemployeesfeelvalued,respected,andsecure.Itincludesfairtreatment, opportunities for growth and development, and a supportive and inclusive culture.Specifically,in high-pressure positions or those with significant power differentials, managersmustbeespeciallyvigilantaboutenforcinganti- harassmentpoliciesandcreating an open dialogue for all employees to join.

In the hotel industry context, addressing sexual harassment in the workplace, job burnout, and labour turnover while considering the moderating effects of psychological empowerment requires nuanced managerial strategies Initially, top management should prioritize developing and implementing comprehensive policies and training programs to prevent and address sexual harassment It includes fostering a culture ofzero tolerance for such behaviours and providing employees and managers with the necessary tools to recognizeandeffectivelyrespondtoharassment.Creatingopenchannelsforreportingand supporting harassment victims is essential to cultivating a safe and inclusive work environment Considering the potential influence of psychological empowerment, management should promote transparent and participative decision-making processes to empower employees and reduce the likelihood of harassment going unreported due to hierarchicaldynamics.Topmanagementmustpromoteemployeewell-beingandresilience in tackling job burnout Those actions can be achieved through initiatives that support work-life balance, provide resources for stress management, and offer opportunities for skill development and career growth.Encouraging a leadership style that emphasizesempathy,support, and recognition of employee efforts is crucial in mitigating the factors contributing toburnout.

Limitations and directions forfutureresearch

Limitations in this research present challenges that warrant consideration forfuture research. One limitation lies in the complexity of measuring and defining the moderating effects of psychological empowerment within diverse cultural contexts Future research should aim to develop culturally sensitive measures of psychological empowerment and explorei t s i n t e r p l a y w i t h s e x u a l h a r a s s m e n t , j o b b u r n o u t , a n d l a b o u r t u r n o v e r a c r o s s differentculturalsettings.Itcouldinvolveemployingmixed-methodapproachestocapture the multifaceted nature of power dynamics within organisations and their implications for employeeexperiences.

Another limitation pertains to the potential underreporting of workplace issues, particularly sexual harassment, due to fear of retaliation or cultural norms that discourage disclosure This limitation can hinder the accuracy of data and the comprehensive understandingoftheprevalenceandimpactoftheseissues.Futureresearchshouldexplore innovative methodologies to mitigate underreporting, such as anonymous surveys, qualitative interviews, or external data sources to triangulatefindings.

Additionally, longitudinal studies that track the evolution of workplace issues over time and the associated changes in power dynamics could provide valuable insights into the long- term impact of psychological empowerment on organisational outcomes Furthermore, the generalizability of findings may be limited by the specific cultural, organisational,andindustrycontextsinwhichtheresearchisconducted.Differentregions, industries, and organisations may exhibit distinct power structures and cultural norms, which could influence the observed relationships between psychological empowerment and workplace issues Future research should seek to replicate studies across diverse contexts and explore the boundary conditions of the moderating effects of psychological empowerment.Comparativestudiesacrosscountriesorindustriescouldshedlightonhow cultural and organisational factors interact with psychological empowerment to influence workplace dynamics,providing a more comprehensive understanding of the phenomena underinvestigation.

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