Sociocultural Adaptation and Job Satisfaction as Mediators Between Cultural Competence and Intention to Stay Among Vietnamese Workers in Taiwan

Taiwan's economic expansion in the late 1980s led to labor shortages, prompting the government to permit foreign workers, primarily from Southeast Asia, including a significant number from Vietnam. Despite Vietnam being the second largest source of migrant workers in Taiwan, research on this population remains limited, particularly quantitative studies focusing on job retention. While Taiwan has implemented policies to improve foreign workers' legal rights and benefits, high rates of job abandonment, particularly among Vietnamese workers, persist. This study addresses this gap by investigating the factors influencing Vietnamese migrant workers' intention to stay (ITS). The central research questions are: 1) Does cultural competence (CQ) influence ITS, and how do sociocultural adaptation (SCA) and job satisfaction (JS) mediate this relationship? 2) How do local language proficiency and length of residence moderate the relationship between CQ and SCA and CQ and JS?

The study draws on the theoretical frameworks of cultural intelligence (CQ), motivation, adaptation, and psychological and behavioral models. CQ is defined as the ability to function effectively in culturally diverse settings. Sociocultural adaptation (SCA) involves gaining culture-specific skills and adapting to daily life. Job satisfaction (JS) refers to feelings about one's job and is a strong predictor of turnover intentions. Existing research has shown the influence of CQ on ITS, both directly and indirectly through mediators like JS and cross-cultural adjustment. However, the mediating roles of SCA and JS in the relationship between CQ and ITS, especially among Vietnamese migrant workers, require further investigation. Social exchange theory is used to explain workers' social and cultural perceptions of job attitude, suggesting that a positive work environment enhances motivation and retention. Studies have shown that poor sociocultural adaptation is linked to higher rates of job abandonment.

A cross-sectional research design with purposive sampling was used to survey 636 Vietnamese migrant workers in Taiwan's manufacturing sector. Data were collected using self-reported questionnaires at brokerage agencies and factory dormitories. A pilot study with 64 respondents was conducted to assess the validity and reliability of the questionnaire, which was translated into Vietnamese and back-translated for accuracy. The questionnaire measured CQ using a modified version of the Mini-CQS, SCA using the Revised Sociocultural Adaptation Scale (SCAS-R), JS using adapted scales from Depré et al. (1995), and ITS using criteria from Kim et al. (1996). Chinese proficiency and length of residence were included as moderators. To mitigate common method variance, several strategies were implemented, including using reversed items, different point scales, and Harman's single-factor test, which indicated no significant common method bias.

The sample comprised 64% males and 36% females, with most respondents aged 18-30 and having a high school education. Confirmatory factor analysis (CFA) confirmed the reliability and validity of the measurement scales. Regression analysis revealed a positive direct effect of CQ on ITS. PROCESS macro analysis (Model 9) indicated that SCA and JS fully mediated the relationship between CQ and ITS. Specifically, SCA (β = 0.04, 95% CI [0.0154, 0.0648]) and JS (β = 0.10, 95% CI [0.0653, 0.1471]) significantly mediated this relationship. The interaction between CQ and Chinese proficiency (β = 0.11, p < 0.05) and between CQ and length of residence (β = 0.17, p < 0.01) positively affected SCA. However, these moderators did not significantly affect the relationship between CQ and JS. ANOVA indicated significant differences in ITS based on marital status (married workers had higher ITS) and income levels (higher income, higher ITS).

The findings support the importance of sociocultural adaptation and job satisfaction in influencing Vietnamese migrant workers' intention to stay. High cultural competence enables better sociocultural adaptation, leading to higher job satisfaction and increased intention to stay. Local language proficiency and longer residence time facilitate better sociocultural adaptation but do not directly affect job satisfaction. This suggests that interventions should focus on improving both sociocultural adaptation and job satisfaction to increase retention. The full mediation suggests that directly improving cultural competence might not be as effective as addressing the mediating factors. These results contribute to the understanding of cultural factors influencing job retention in cross-cultural settings.

This study demonstrates the crucial mediating roles of sociocultural adaptation and job satisfaction in the relationship between cultural competence and intention to stay among Vietnamese migrant workers. It also highlights the moderating effects of language proficiency and length of residence on sociocultural adaptation. These findings provide valuable insights for policymakers and employers to develop effective strategies for improving retention rates. Future research could explore longitudinal data, expand to other migrant worker groups, and investigate the experiences of undocumented workers.

The study's limitations include the use of a convenience sample and self-reported data, which may introduce biases. The cross-sectional design limits the ability to determine causality. The focus on Vietnamese workers in the manufacturing sector restricts the generalizability of the findings. Future studies should address these limitations using a more robust methodology.