HUMAN RESOURCE MANAGEMENT PRACTICES, WORK-FAMILY CONFLICT, AND ORGANIZATIONAL COMMITMENT AMONG FEMALE HEALTHCARE WORKERS: THE MODERATING ROLE OF GENDER STEREOTYPES IN PUBLIC HOSPITALS IN THE MEKONG DELTA, VIETNAM

This study examines how human resource management practices, work–family conflict, and family support influence organizational commitment among female healthcare workers in public hospitals, considering the mediating roles of work–life balance and job satisfaction and the moderating role of gender stereotypes. Using a mixed-methods design, survey data were collected from 695 female healthcare workers in four public hospitals in the Mekong Delta, Vietnam, and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that compensation and benefits, working conditions, and work environment significantly improve work–life balance, while all HRM practice dimensions positively affect job satisfaction. Job satisfaction emerges as the strongest predictor of organizational commitment and serves as a key mediating mechanism. Work–family conflict displays asymmetric effects: work-to-family interference weakens commitment, whereas family-to-work interference strengthens it. Family support enhances work–life balance, and gender stereotypes shape organizational commitment both directly and indirectly by moderating work–family relationships.