Tech Science Press

DOI: 10.32604/ijmhp.2024.050961

ARTICLE

Exploring the Interplay between Job Stress,

Work Performance, and Attitudes toward
Professional Psychological Help among
Employees
Cong Minh Le1, Son Van Huynh2, Ky Luu2,*, Quynh-Nhi Ngoc Ho2, Van Thi Le Nguyen3 and
Vinh-Long Tran-Chi2,4

1
Center for Mental Health Research and Support, University of Social Sciences and Humanities, Vietnam National University Ho Chi
Minh City, Ho Chi Minh City, 700000, Vietnam
2
Faculty of Psychology, Ho Chi Minh City University of Education, Ho Chi Minh City, 700000, Vietnam
3
Faculty of Tourism, College of Business, University of Economics Ho Chi Minh City, Ho Chi Minh City, 700000, Vietnam
4
Scientific Management Department, Dong A University, Da Nang, 500000, Vietnam
*Corresponding Author: Ky Luu. Email: kyluuhihi@gmail.com
Received: 23 February 2024 Accepted: 30 April 2024 Published: 30 July 2024

ABSTRACT
Objective: This study explores the interplay between job stress, job-related factors, work performance, and attitudes toward
seeking professional psychological help among Vietnamese employees. Methods: A total of 374 employees in Vietnam were
surveyed using random sampling and an online questionnaire from November 07 to November 28, 2023. Demographic data
and self-reported from three scales: The New Job Stress Scale (NJSS), Work Performance (WP), and Attitudes Toward Seeking
Professional Psychological Help (ATSPPH_SF) were collected. Results: Significant variations were found across several
variables, including forms of work, operating hours, education levels, monthly income, numbers of daily working hours, and
the presence of a psychological counseling department within the company. Our analysis has highlighted direct relationships
between key latent variables. Employees who were more open to seeking professional help tended to report higher levels of job
stress. The negative relationship was found between job stress and attitudes toward seeking professional help. Additionally,
work effort was positively associated with work quality. Moderation analyses revealed the influence of co-worker support on
role expectation conflict and work effort, role expectation conflict and work-life balance, as well as interactions between role
expectation conflict and attitudes needed toward seeking professional help. Mediation analyses showed that work effort
mediated relationships between openness to seeking professional help, co-worker support, work-life balance, role expectation
conflict, and work quality. Attitudes toward seeking professional help also mediated relationships between work-life balance,
job stress, and work quality. Conclusion: The study highlights the complex dynamics surrounding job stress, job-related
factors, work performance, and attitudes toward seeking professional psychological help among Vietnamese employees. It
highlights the importance of addressing help-seeking barriers, promoting work engagement, and fostering healthy work-life
balance for employee well-being and productivity. Further research across diverse contexts and interventions is needed.

KEYWORDS
Stress; co-worker support; work-life balance; role expectation conflict; professional psychological help-seeking

This work is licensed under a Creative Commons Attribution 4.0 International License, which permits unrestricted
use, distribution, and reproduction in any medium, provided the original work is properly cited.
532 IJMHP, 2024, vol.26, no.7

Introduction psychological help because of different obstacles, such as

stigma, lack of awareness, cost, and accessibility [7,15,16].
In contemporary working life, job stress is a global Openness to seeking professional psychological support can
phenomenon, having occurred everywhere in many different be affected by various personal and situational factors, such
forms. Increasing responsibilities lead employees to work as level of job stress, gender, education level, and daily
harder. Over the past three decades, the stress of employees working hours [7,17]. Females typically displayed more
on the job has gradually become a topic of increasing positive attitudes toward seeking help than males due to
attention and has been comprehensively researched in the societal norms and alexithymia hindering men from
field of occupational health. According to Vietnam, a expressing emotions [7,17]. Higher education correlated
country with a rapidly developing economy, more and more with more favorable attitudes, while lower education levels
occupational health problems are emerging in employees may have fostered self-reliance, reducing the likelihood of
[1]. Many studies have shown that job stress has a negative seeking support [7,17]. Longer working hours could
impact on work performance [2,3]. Constant exposure to intensify stress and disrupt work-life balance, potentially
high-pressure environments, long working hours, and the influencing whether individuals prioritized seeking
emotional toll contribute to elevated stress levels among psychological support or not as they prioritize work [10,11].
employees. Prolonged exposure to stressful conditions can Job-related stress, particularly in cases of anxiety or
weaken the body’s resistance to stressors and have a depression, could prompt individuals to seek psychological
detrimental impact on overall health. In addition, support due to emotional strain [18]. However, societal and
experiencing prolonged stress will also have a negative organizational pressure to manage emotions may have
impact on mental health [4]. For work performance, deterred seeking support, resulting in exhaustion and
psychological health is as much a result as it is a cause of decreased job satisfaction, impacting willingness to seek
job performance levels and there is evidence that poor professional help [19]. Therefore, it is essential to know the
psychological health contributes to cognitive deficits that are factors that affect employees’ attitudes and behaviors toward
relevant for work performance [5,6]. Seeking professional getting professional psychological help.
psychological help is the optimal solution for Vietnamese Hypothesis 1: There would be a relationship between job
employees in particular and the world in general. Despite stress and attitudes towards seeking professional psychological
recent research indicating a rise in the number of help.
individuals seeking professional psychological assistance, a
substantial portion of people still opt not to seek help for Work performance
their mental health concerns [7]. By encouraging an attitude Effective work performance requires aligning individual
and behavior toward obtaining professional psychological actions with job demands, influenced by personal qualities
help, this study will have practical consequences for like effort, loyalty, and satisfaction [20–22]. Beyond its initial
managers, workers, and policy makers on how to improve definition of persistence [23], effort encompasses both
work performance, lessen stress from the job, and support mental and physical exertion tailored to the job, ranging
employees’ psychological well-being. from minimal engagement to exceeding expectations [24].
Scholars also view effort as allocating personal resources
Job stress, attitudes toward seeking professional psychological towards productive tasks [25], highlighting its critical role in
help performance assessment [24]. Furthermore, intrinsic
Employees who face work demands that are beyond their motivation buffers against negative colleague interactions
abilities and resources experience job stress, a combination and compensates for decreased motivation, ultimately
of psychological and physiological responses [8]. When impacting performance [26]. Research recognizes the
employees experience prolonged periods of stress, they influence of positive emotions on performance, enhancing
experience negative mental health outcomes (depression, creativity and efficacy evaluations [27]. Additionally, higher
anxiety, etc.), and concurrently are at a higher-than-normal education is associated with better core task performance
risk of physical harm (cardiovascular system, nervous across various occupations [28,29]. Regardless of negative
system, etc.) [9,4]. Job stress can harm employees’ health, factors impacting work quality and mental health, including
well-being, performance, and intention to stay in the heightened stress levels, employees still may refrain from
organization [10,11]. A possible solution is to seek seeking psychological help due to fear of judgment [30].
professional psychological help when necessary. Fischer Mental health support is always crucial for optimizing work
et al. [12] investigated positive help-seeking attitudes as well performance [31], emphasizing the need for addressing
as the history of help-seeking behavior and discovered that psychological well-being in the workplace. Therefore,
attitudes toward treatment belong to a set of ideas about openness to professional support fosters motivation and
therapy. One of the main factors is openness to seeking resilience, enhancing work effort and quality [32].
professional psychological help, which is how willing and Hypothesis 2: Work effort would influence work quality.
ready employees are to get psychological help [12]. Hypothesis 3: Need for seeking professional psychological
Professional psychological help can help employees cope help would influence work quality.
with their stress, improve their coping skills, and enhance Hypothesis 4: Work effort would mediate the relationship
their mental health outcomes [13,14]. However, many between openness to seeking professional help for emotional
employees do not want to or are hesitant to get professional problems and work quality.
IJMHP, 2024, vol.26, no.7 533

Hypothesis 5: The need for seeking professional [45,46]. A harmonious balance fosters higher-quality work
psychological help would mediate the relationship between and supports the notion of a happy employee being a
job stress and work quality. productive one [47,48]. However, an imbalance may
negatively affect mental health, necessitating professional help
Role expectation conflict, co-worker support [49]. Additionally, several other factors have been noted to
Role expectation conflict is a term that refers to the degree of significantly impact work-life balance, such as forms of work
difference between the expectations of different role senders [50], operating hours [51], monthly income [52], number of
(e.g., supervisor, co-worker, etc.) regarding the performance daily working hours [11]. By influencing time allocation and
of an individual’s role, these things can make employees well-being, they shape individuals’ ability to balance
stressed and unsatisfied [33,34]. Co-worker support refers to professional and personal commitments, affecting their
the perception of employees that their co-workers are overall equilibrium between work and life. Understanding
willing and able to help them with their tasks and problems. these needs companies with well-established psychological
Recent studies have shown that there is a positive support services (such as Employee Assistance Programmers-
relationship between role expectation conflict and work EAPs) are better equipped to assist employees in managing
effort, as well as work quality [35,36]. Role expectation mental health concerns, mitigating the negative effects of
conflict may positively boost work effort by promoting a personal distress, improving performance, and ultimately
sense of responsibility, striving, and healthy competition contributing to a more balanced work-life dynamic [53,54].
among employees [37]. However, when co-worker support Hypothesis 10: Work-life balance would influence the
is present, the positive impact of role expectation conflict on need for seeking professional psychological help.
work effort may diminish. Support from colleagues may Hypothesis 11: The need for seeking professional
foster dependency and reduce the need for independent psychological help would mediate the relationship between
problem-solving, potentially undermining the motivation work-life balance and work quality.
generated by role conflict [38]. Co-worker support can Hypothesis 12: Work effort would mediate the relationship
mitigate the negative effects of role expectation conflict between work-life balance and work quality.
by offering emotional, informational, and instrumental Hypothesis 13: Co-worker support would moderate the
support to employees [39]. Previous studies have examined relationship between role expectation conflict and work-life
the relationships between role expectation conflict, co- balance.
worker support, and various work outcomes, such as work Thus, this study investigated the relationships between
effort, work quality, work-life balance, mental health, and job stress and job-related factors with Vietnamese
turnover intention [35,40,41]. However, there is a lack of employees’ attitudes towards seeking professional
research on how role expectation conflict and co-worker psychological help and work performance. It aims to better
support affect the necessary attitude toward seeking understand the factors affecting mental health and work
professional psychology help among employees. Seeking performance, and to propose practical solutions to help
professional psychological help is an important factor for employees balance work, reduce stress, and seek
promoting mental health and well-being in the workplace, psychological help when needed. This research contributes
especially for employees who experience high levels of role- to improving the work environment and enhancing the
expectation conflict and low levels of co-worker support [32]. quality of life for Vietnamese employees.
Hypothesis 6: Work effort would mediate the relationship
between co-worker support and work quality. Methods
Hypothesis 7: Work effort would mediate the relationship
between role expectation conflict and work quality. Participants
Hypothesis 8: Co-worker support would moderate the The study was conducted among 374 employees residing and
relationship between role expectation conflict and work effort. working in Vietnam, employing random sampling. An online
Hypothesis 9: Co-worker support would moderate the questionnaire was administered, ensuring anonymity and
relationship between role expectation conflict and the need confidentiality for participants, with voluntary participation
for seeking professional psychological help. and no remuneration. Withdrawal rights were granted at
any stage. The sample size adhered to guidelines
Work-life balance recommending 100 to 200 observations for path estimate
Work-life balance refers to the equilibrium between work and analysis [55]. Data were screened and cleansed according to
personal/family responsibilities, promoting employee well- Osborne [56] recommendations, eliminating outliers and
being and satisfaction [42,43]. Positive co-worker support inconsistent response patterns.
enhances this balance, aiding in stress management and A screening question was used to confirm daily customer
effective performance [44]. Role conflict, on the other hand, interaction among participants. Out of 374 distributed
is linked to reduced work performance and increased stress questionnaires, 346 were deemed valid, with 28 being
[33]. Moreover, extended work hours can negatively impact invalid. Data collection spanned from November 07 to
employee productivity through poor work-life balance November 28, 2023, achieving a return rate of 92.5%,
[10,11]. Maintaining a positive work-life balance correlates exceeding the 30% minimum response rate typically
with higher work effort, job satisfaction, and life satisfaction required for analysis [57].
534 IJMHP, 2024, vol.26, no.7

Demographic Work performance (WP)

Out of the total number of participants, 70.8% were female The 10-item measure assessing work effort and work quality
and 29.2% were male. The mean age of the participants was was derived from a 6-item self-report scale developed by
28.3 years, with an age range from 18 to 63 years. The Kuvaas [60]. As the original scale lacked a clear distinction
participants worked in three different forms of work: between effort and quality, four items directly about quality
working while studying (45.4%), working part-time (9.8%), or effort were retained from the original scale, and an
and working full-time (44.8%). Regarding operating hours, additional six items were developed specifically for the
participants worked in regular hours (52.3%), worked current study. Work performance was evaluated using these
irregular hours (30.6%), and shift work (17.1%). The 10 items, designed to capture both the level of effort exerted
majority of the employees had a university education level by employees in their roles and the quality of their output.
(61.6%), followed by college level (15.0%), post-university Work Effort, consisting of 5 items (Eg: I try to work as hard
education level (12.4%), up to secondary school (6.1%), and as possible.; I intentionally expend a great deal of effort in
intermediate level or vocational training (4.9%). About carrying out my job…), and Work Quality, comprising 5
monthly income, under 7 million VND (48.6%), from items (Eg: The quality of my work is usually high.; The
7 million VND to under 15 million VND (35.5%), from quality of my work is top-notch…), were previously validated
15 million VND to 30 million VND (11.3%), and more than by Kuvaas et al. [61] within this scale. Participants
30 million VND (4.6%). In terms of daily working hours, responded using a 5-point Likert scale, ranging from “1 =
participants worked under 5h per day (11.6%), from 5 to Strongly Disagree” to “5 = Strongly Agree”. In our research,
under 10h per day (68.5%), from 10 to 15h per day (18.2%), the Cronbach’s alpha of scale reliability coefficient was
and more than 16h per day (1.7%). Among all respondents, established as 0.880 for WE and 0.871 for WQ.
individuals stated that their company has a psychology
department for employees (32.4%), while the remaining Attitudes toward seeking professional psychological help
individuals responded in the negative (67.6%). Table 1 (ATSPPH_SF)
shows the demographic of participants. The Attitude Toward Seeking Professional Psychological
Help-Short Form (ATSPPH_SF) is a 10-item questionnaire
Measures developed by Fischer et al. [12], adapted from the 29-item
Three scales have been selected: (1) The New Job Stress Scale; ATSPPH by Fischer et al. [62]. It evaluates attitudes toward
(2) Work Performance; (3) Attitudes Toward Seeking seeking mental health support. The scale demonstrates good
Professional Psychological Help. The translation process of internal consistency (α = 0.84) and test-retest reliability
the questionnaire employed conceptual methods. Initially, (0.80). It assesses two dimensions: openness to seeking help
an individual proficient in both English and Vietnamese and (items 1, 3, 5, 6, and 7) (Eg: If I believed I was having a
native in Vietnamese, translated the English version into mental breakdown, my first inclination would be to get
Vietnamese. It is essential to note that a literal translation professional attention.; If I were experiencing a serious
may not always encapsulate the intended health concepts for emotional crisis at this point in my life, I would be confident
measurement. Therefore, the authors diligently scrutinized that I could find relief in psychotherapy…) and the perceived
each question to ensure that the translations accurately value of help-seeking (items 2, 4, 8, 9, and 10, reverse-
conveyed the intended concepts [58]. scored) (Eg: The idea of talking about problems with a
psychologist strikes me as a poor way to get rid of emotional
The new job stress scale (NJSS) conflicts.; There is something to admire about a person who
The NJSS, which consists of 22-items, is a concise copes with conflicts and fears without going for professional
questionnaire designed to assess a broader range of factors, help…). Responses range from “1 = Strongly Disagree” to “5
including job stress (Eg: I have a lot of work and fear that = Strongly Agree”. The Vietnamese version of ATSPPH_SF
very little time to do it.; I feel so burdened that even a day was used, showing good reliability (Cronbach’s α = 0.837)
without work seems bad...), role expectation conflict (Eg: I’m [63]. In our study, the reliability coefficient Cronbach’s
not able to satisfy the different demands of various people alpha of the scale was determined to be 0.650 for
above me.; I’m not able to satisfy the conflicting demands of ATSPPH_SF_N and 0.836 for ATSPPH_SF_O.
my colleagues and juniors...), co-worker support (Eg: Have In addition to the questionnaire, socio-demographic
the people working with me ever given any information or information was collected from the participants using a
advice to me?; Have the people working with me ever structured questionnaire. The information collected included
understood me and given advice?...), and work-life balance (I age, gender, educational level, monthly income, forms of
am able to balance between time at work and time at other work, operating hours, daily working hours, and the
activities...). On a 5-point Likert scale, responses regarding presence of a psychological counseling department within
job stress, role expectation conflict, and work-life balance the company.
are rated as follows: “1 = Strongly disagree” to “5 = Strongly
agree”. Co-worker support responses were evaluated using a Ethical
6-point Likert scale: “1 = Never” and “6 = All the time”. In line with the ethical standards outlined in the Declaration
The reliability of the NJSS scale showed 0.81 [59]. Our study of Helsinki [64] and the guidelines set forth by the
determined the Cronbach’s alpha of the scale to be in the American Psychological Association [65] regarding research
range of 0.798 to 0.874 for the subscales. involving human subjects, the current study meticulously
 TABLE 1

Demographic characteristics table

Total (n = 346) JS REC CS WLB WE WQ ATSPPH_SF_O ATSPPH_SF_N

frequency Mean ± SD Mean ± SD Mean ± SD Mean ± SD Mean ± SD Mean ± SD Mean ± SD Mean ± SD
Forms of workb p < 0.05 p < 0.05
1
Working while studying 157 (45.4) 3.05 ± 0.791 2.45 ± 0.959 3.00 ± 1.060 3.32 ± 0.916 3.73 ± 0.767 3.31 ± 0.828 2.78 ± 0.656 3.48 ± 0.763
IJMHP, 2024, vol.26, no.7

Working part-time2 34 (9.8) 3.17 ± 0.728 2.42 ± 0.831 3.10 ± 1.208 3.16 ± 0.797 3.95 ± 0.724 3.64 ± 0.745 2.64 ± 0.647 3.51 ± 0.774
3
Working full-time 155 (44.8) 2.97 ± 0.741 2.39 ± 0.932 2.83 ± 0.945 3.52 ± 0.740 3.91 ± 0.644 3.39 ± 0.632 2.74 ± 0.591 3.49 ± 0.748
Operating hoursb p < 0.05
Regular1 181 (52.3) 2.94 ± 0.785 2.37 ± 0.980 2.98 ± 0.961 3.50 ± 0.741 3.84 ± 0.688 3.39 ± 0.700 2.76 ± 0.636 3.48 ± 0.795
2
Irregular 106 (30.6) 3.16 ± 0.740 2.47 ± 0.886 2.95 ± 1.177 3.32 ± 0.952 3.83 ± 0.776 3.37 ± 0.802 2.70 ± 0.646 3.54 ± 0.677
Shift work3 59 (17.1) 3.03 ± 0.763 2.50 ± 0.872 2.78 ± 0.934 3.22 ± 0.861 3.82 ± 0.692 3.37 ± 0.770 2.78 ± 0.561 3.44 ± 0.768
a
Gender
Male 101 (29.2) 3.09 ± 0.672 2.51 ± 0.925 3.00 ± 0.984 3.34 ± 0.808 3.81 ± 0.689 3.45 ± 0.737 2.72 ± 0.547 3.40 ± 0.701
Female 245 (70.8) 3.00 ± 0.797 2.39 ± 0.937 2.91 ± 1.045 3.42 ± 0.848 3.84 ± 0.726 3.35 ± 0.744 2.76 ± 0.657 3.53 ± 0.775
b
Education level p < 0.05 p3-4 < 0.001 p3-4 < 0.01 p3-4 < 0.05 p < 0.05 p < 0.05
Secondary1 21 (6.1) 2.83 ± 0.543 2.19 ± 0.728 2.75 ± 1.170 3.44 ± 0.748 3.74 ± 0.749 3.10 ± 0.802 3.17 ± 0.760 3.27 ± 0.985
Intermediate/Vocational2 17 (4.9) 3.06 ± 0.813 2.29 ± 1.008 2.69 ± 1.178 3.45 ± 0.726 3.80 ± 0.704 3.27 ± 0.919 2.81 ± 0.531 3.36 ± 0.562
College3 52 (15.0) 2.90 ± 0.875 2.32 ± 1.012 2.44 ± 0.864 3.22 ± 0.873 3.40 ± 0.933 3.10 ± 0.856 2.90 ± 0.863 3.22 ± 0.890
University4 213 (61.6) 3.12 ± 0.723 2.52 ± 0.914 3.12 ± 1.017 3.44 ± 0.850 3.96 ± 0.585 3.47 ± 0.698 2.65 ± 0.542 3.59 ± 0.698
Post-university5 43 (12.4) 2.80 ± 0.827 2.24 ± 2.42 2.79 ± 0.906 3.36 ± 0.813 3.77 ± 0.794 3.45 ± 0.602 2.80 ± 0.525 3.50 ± 0.711
Monthly incomeb p1-2 < 0.05
Under 7 million VND1 168 (48.6) 3.08 ± 0.769 2.49 ± 0.923 2.96 ± 1.048 3.27 ± 0.889 3.76 ± 0.759 3.30 ± 0.818 2.75 ± 0.658 3.49 ± 0.736
From 7 million VND to under 15 million VND2 123 (35.5) 2.98 ± 0.735 2.40 ± 0.934 2.84 ± 0.975 3.55 ± 0.727 3.96 ± 0.598 3.43 ± 0.655 2.69 ± 0.580 3.52 ± 0.718
From 15 million VND to 30 million VND3 39 (11.3) 2.92 ± 0.771 2.43 ± 0.970 2.94 ± 1.119 3.44 ± 0.869 3.84 ± 0.785 3.44 ± 0.631 2.86 ± 0.523 3.49 ± 0.885
4
More than 30 million VND 16 (4.6) 3.10 ± 0.909 1.91 ± 0.864 3.30 ± 0.950 3.48 ± 0.834 3.60 ± 0.766 3.66 ± 0.729 2.84 ± 0.840 3.24 ± 0.910
Daily working hoursb p < 0.05 p1-2 < 0.001 p1-2,3 < 0.05
p1-3 < 0.05
Under 5 h1 40 (11.6) 3.18 ± 0.931 2.48 ± 1.049 2.93 ± 1.311 2.90 ± 1.030 3.49 ± 0.962 3.05 ± 0.966 2.75 ± 0.710 3.49 ± 0.647
2
From 5 to under 10 h 237 (68.5) 2.95 ± 0.739 2.37 ± 0.948 2.90 ± 1.011 3.50 ± 0.790 3.84 ± 0.666 3.39 ± 0.703 2.75 ± 0.632 3.48 ± 0.789
From 10 to 15 h3 63 (18.2) 3.17 ± 0.706 2.54 ± 0.805 3.07 ± 0.933 3.36 ± 0.751 4.01 ± 0.649 3.52 ± 0.671 2.74 ± 0.554 3.54 ± 0.715
More than 16 h4 6 (1.7) 3.61 ± 0.578 2.90 ± 0.629 2.96 ± 0.246 3.00 ± 0.919 3.73 ± 0.745 3.53 ± 0.816 2.83 ± 0.662 3.33 ± 0.532
a
The company have a psychology department for employees p < 0.05
Yes 112 (32.4) 3.03 ± 0.769 2.44 ± 0.998 2.97 ± 0.990 3.55 ± 0.780 3.82 ± 0.810 3.49 ± 0.815 2.78 ± 0.700 3.57 ± 0.794
No 234 (67.6) 3.03 ± 0.762 2.42 ± 0.903 2.92 ± 1.046 3.32 ± 0.854 3.84 ± 0.666 3.33 ± 0.701 2.73 ± 0.588 3.45 ± 0.734
Note: Abbreviations: Job Stress (JS); Role Expectation Conflict (REC); Co-Worker Support (CS); Work-Life Balance (WLB); Work Effort (WE); Work Quality (WQ); Openness to Seeking Professional Help (ATSPPH_SF_O);
535

Need in Seeking Professional Help (ATSPPH_SF_N). Note: a. Independent Sample t-test; b. One-Way ANOVA.
536 IJMHP, 2024, vol.26, no.7

followed ethical protocols. Adherence to these guidelines was balance (F(2, 343) = 3.794, p < 0.05) and work effort (F(2, 343)
paramount to safeguarding the well-being, rights, and = 3.188, p < 0.05).
confidentiality of all participants involved in the research Work-life balance significantly varied between different
endeavor. The study was approved by the Ethic Committee types of operating hours (F(2, 343) = 3.091, p < 0.05):
of the Department of Science and Technology-Ho Chi Minh employees who work with regular hours were better able to
City University of Education (under the Vietnamese MoET), balance their work-life than irregular employees, and shift
in Decision No. 450/QD-DHSP on September 12, 2023, workers. Despite detecting overall differences among the
code CS.2022.19.08DH). All participants signed the groups for these variables, our analysis did not uncover any
informed consent in this study. significant distinctions when comparing specific pairs of
groups.
Data analysis There was a significant difference in education levels
The present study utilized a quantitative approach to explore between job stress (F(4, 341) = 2.606, p < 0.05), co-worker
the interconnections among variables within a cross-sectional support (F(4, 341) = 5.648, p < 0.001), work effort (F(4, 341) =
framework. Data obtained underwent organization, coding, 4.725, p < 0.01), work quality (F(4, 341) = 2.928, p < 0.05),
and cleansing procedures using Excel, followed by analysis openness to seeking professional psychology help (F(4, 341) =
through Statistical Package for the Social Sciences (SPSS) 3.594, p < 0.05), need in seeking professional psychology help
version 26.0. Descriptive statistics were then computed to (F(4, 341) = 2.591, p < 0.05). There were statistically significant
delineate participant characteristics. The partial least squares differences from individuals with college education level to
structural equation modeling (PLS-SEM) approach was university education level in coworker support (p < 0.001),
employed to examine the study hypotheses and intricate work effort (p < 0.01) and work quality (p < 0.05).
interactions among variables [66]. Data analysis utilized There was a significant difference in monthly income
SmartPLS 4, suitable for reflective models, moderation, between work-life balance (F(3, 342) = 2.834, p < 0.05).
mediation, and non-normal data [67]. Following Hair et al. Concretely, those with a salary under 7 million VND and
[67] approach, researchers assessed measurement and those with a salary from 7 million VND to under 15 million
structural models. Evaluation included indicator and VND had a significant effect on work-life balance (p < 0.05).
construct reliability, convergent and discriminant validity. There was a significant difference in daily working hours
Structural model analysis involved collinearity, coefficient between job stress (F(3, 342) = 3.867, p < 0.05), work-life
determination, and path coefficients’ significance using 5000 balance (F(3, 342) = 6.737, p < 0.001), and work quality
bootstrap samples. This analysis aimed to enrich existing (F(3, 342) = 3.542, p < 0.05). Individuals working under 5h
literature. The p < 0.05 was considered statistically significant. per day differed significantly from those working from 5 to
under 10h per day in work-life balance (p < 0.001) and in
work quality (p < 0.05). Similarly, those working under 5h
Results per day differed significantly from those working from 10 to
15h per day in both work-life balance (p < 0.05) and work
Descriptive study and normality tests quality (p < 0.05).
Table 1 presents the demographic characteristics of the The results of the independent samples T-test indicated
participants. that there was a significant difference in the presence of a
For the normality test, in accordance with Mishra et al. psychological counseling department within the company in
[68], with sample size >300 substantial non-normality is work-life balance (t(344) = 2.381, p < 0.05).
indicated by an absolute skewness value exceeding 2 or an
absolute kurtosis value exceeding 7. Conversely, significant Model specification
normality is suggested by absolute skewness and kurtosis Fig. 1 shows the final PLS model. The proposed research
values of ≤2 and ≤4, respectively. In our study of 346 model for this study included 8 distinct latent constructs: JS
participants, the skewness and kurtosis values all fall within (consisting of items from the Job Stress Subscale), REC
these established ranges, affirming the robustness of our (consisting of items from the Role Expectation Conflict
adherence to the criteria outlined in Kim [69] and Mishra Subscale), CS (consisting of items from the Co-worker
et al. [68] for assessing normality. This meticulous evaluation Support Subscale), WLB (consisting of items from the
underscores the credibility and reliability of our dataset, thus Work-Life Balance Subscale), WE (consisting of items from
reinforcing the validity of the statistical analyses conducted. the Work Effort Subscale), WQ (consisting of items from
Since all scales had a normal distribution, parametric the Work Quality Subscale), ATSPPH_SF_O (consisting of
statistics were conducted for JS, REC, CS, WLB, WE, WQ, items from the Attitudes Toward Seeking Professional
ATSPPH_SF_O and ATSPPH_SF_N. Psychological Help Short Form-Openness Subscale) and
ATSPPH_SF_N (consisting of items from the Attitudes
Comparison test Toward Seeking Professional Psychological Help Short
The One-way ANOVA tests were utilized, followed by post Form-Need Subscale).
hoc Tukey’s HSD test.
The study findings indicated noteworthy variations Measurement model
among employees across various variables. There was a Indicator reliability in the model hinged on outer loadings,
significant difference in forms of work between work-life which gauged the bond between latent variables and their
IJMHP, 2024, vol.26, no.7 537

FIGURE 1. Results of structural modeling

measured counterparts. While a threshold of 0.70 was structural model. Criteria for scrutiny include the coefficient
preferred, items below it were not excluded if the composite of determination (R2), the effect size (f2), the blindfolding-
reliability remained acceptable [70]. Only loadings under based cross-validated redundancy measure (Q2), and the
0.30 triggered automatic removal [71]. In our analysis, item statistical significance and practical relevance of path
WLB20 from the WLB construct exhibited a negative outer coefficients (see Table 3).
loading, indicating poor reliability and potential issues with
its wording or interpretation. This item was consequently Collinearity statistic (VIF)
removed to ensure acceptable outer loadings. Formative indicator multicollinearity, a potential concern in
After reanalyzing, the outer loadings ranged from 0.867 structural models, was assessed using the Variance Inflation
to 0.889 for WLB, 0.626 to 0.772 for JS, 0.647 to 0.790 for Factor (VIF). All VIF values, ranging from 1.000 to 2.706,
REC, 0.833 to 0.861 for CS, 0.779 to 0.871 for WE, 0.730 to fell below the general threshold of 3 for acceptable levels of
0.861 for WQ, 0.569 to 0.716 for ATSPPH_SF_N, and 0.657 collinearity. This suggests a low to moderate degree of
to 0.849 for ATSPPH_SF_O. Notably, all remaining outer multicollinearity in our formative indicators, minimizing
loadings were statistically significant (p < 0.001). potential issues with inflated standard errors or unreliable
Internal consistency, measured by Cronbach’s α, ranged coefficient estimates [67].
from 0.650 to 0.880 for the eight constructs, all within
acceptable limits, particularly in exploratory research where Model fit (SRMR)
α values as low as 0.60 are considered acceptable [67]. The results indicated a suboptimal fit of the proposed model
Consistent with good convergent validity, AVE scores to the data. The SRMR for the estimated model was 0.099,
surpassed 0.50 for REC, CS, WLB, WE, WQ, and which is slightly above the recommended threshold of 0.08.
ATSPPH_SF_O. While JS and ATSPPH_SF_N exhibited Additionally, the NFI for the estimated model (0.721) fell
AVEs slightly below 0.50, their CR values exceeded 0.60 below the benchmark of 0.90 for reflective constructs,
(0.874 and 0.646, respectively), supporting adequate indicating limitations in explaining the variance in the data
convergent validity for all constructs [72]. compared to a baseline model [74].
Discriminant validity was rigorously assessed using
Heterotrait-Monotrait Ratios (HTMT), with bootstrapping Coefficient of determination (R2)
employed to ensure statistical robustness. The resulting R² estimates the percentage of variance observed in the
HTMT values, ranging from 0.082 to 0.729, fell well below endogenous variable that can be statistically explained by
the 0.85 threshold commonly recommended for the variations in the exogenous variables within a structural
discriminant validity [73]. This outcome provides strong equation model. In other words, R² gauges the model’s
evidence that the constructs within the model are indeed explanatory power. The value of R2 should be higher than
distinct from one another (see Table 2). 0.1, which is considerable [75], with higher values indicating
greater explanation [67]. In our study, the model explained
Structural model varying degrees of variance in work-related outcomes and
Upon confirming the adequacy of the measurement model, key findings include: WLB R² = 0.127, indicating
the examination proceeds to the assessment of the PLS-SEM 12.7% variance explanation; WE R² = 0.377, signifying
538 IJMHP, 2024, vol.26, no.7

TABLE 2

Heterotrait-Monotrait ratios (HTMT) of correlations

JS REC CS WLB WE WQ ATSPPH_SF_N ATSPPH_SF_O

JS
REC 0.660
CS 0.161 0.142
WLB 0.082 0.106 0.354
WE 0.295 0.317 0.444 0.485
WQ 0.273 0.300 0.329 0.451 0.729
ATSPPH_SF_N 0.408 0.402 0.270 0.331 0.469 0.453
ATSPPH_SF_O 0.365 0.349 0.201 0.169 0.389 0.292 0.553
Note: Abbreviations: Job Stress (JS); Role Expectation Conflict (REC); Co-Worker Support (CS); Work-Life Balance (WLB); Work Effort (WE); Work Quality
(WQ); Need in Seeking Professional Help (ATSPPH_SF_N); Openness to Seeking Professional Help for Emotional Problems (ATSPPH_SF_O).

37.7% variance explanation; and WQ R² = 0.435, reflecting 12.0% of the variance in ATSPPH_SF_N. WLB
43.5% variance explanation. R² values in our model demonstrated a modest effect on ATSPPH_SF_N (f2 = 0.087,
indicated a diversity of explanatory power across work- p < 0.05), explaining 8.7% of its variance. However, other
related constructs, with WQ exhibiting the strongest factors played less of a role and did not significantly
explanation. contribute to variations. The interaction between CS and
REC predicting WE (f2 = 0.045, p > 0.05), CS × REC
Cross-validated redundancy (Q2) predicting WLB (f2 = 0.032, p > 0.05), and ATSPPH_SF_N
Q2 assesses predictive relevance. Our model demonstrates predicting WQ (f2 = 0.025, p > 0.05), explaining 4.5%, 3.2%,
substantial predictive power (from 0.099 to 0.283), affirming and 2.5% of variance, respectively.
its validity and utility. Positive values above zero indicate
successful reconstruction and confident prediction of Structural hypothesis testing
endogenous construct values. Moreover, the Naïve Fig. 1 and Table 4 show the final PLS-SEM model. In our
Benchmarks revealed that a substantial portion of indicators investigation, we explored the direct relationships among
within the PLS-SEM analysis exhibited smaller prediction key latent variables. The analysis revealed that the
errors compared to the LM, suggesting a medium level of inclination to ATSPPH_SF_O significantly and positively
predictive power for the latent constructs [76]. influenced JS (β = 0.331, p < 0.001). Conversely, JS exhibited
a significant negative association with ATSPPH_SF_N (β =
The effect size (f2) −0.315, p < 0.001). Moreover, WE positively affect WQ (β =
f2 quantifies varying levels of effect sizes and shows how each 0.602, p < 0.001), WLB exhibited a negative influence on
outer construct affects the internal construct. In our study, the ATSPPH_SF_N (β = −0.268, p < 0.001), and
path model demonstrated a substantial effect size for the path ATSPPH_SF_N negatively impacted WQ (β = −0.129, p <
from WE to WQ, with an f2 ¼ 0.555 (p < 0.001), indicating that 0.01). Thus, our analysis has confirmed the validity of H1,
WE accounted for 55.5% of the variance in WQ. The path from H2, H10 and H3.
ATSPPH_SF_O to JS exhibited a moderate effect size (f2 = To comprehensively examine the dynamics within our
0.123, p < 0.01), explaining 12.3% of the variance in JS. model, we conducted moderation analyses. CS jointly
Similarly, the path from JS to ATSPPH_SF_N yielded a moderated the relationship between REC and WE (β =
moderate effect size (f2 = 0.120, p < 0.01), accounting for −0.169, p < 0.01) and REC and WLB (β = −0.130, p < 0.01).
Additionally, the interaction effect between REC and
ATSPPH_SF_N was also significant (β = 0.035, p < 0.05).
TABLE 3 The results have provided sufficient grounds to accept H8,
H13, H9.
Structural model estimates In exploring the intricate pathways among our latent
variables, mediation analyses were conducted. notably, the
Construct R2 Q2 predict
ATSPPH_SF_O positively influenced WQ through the
JS 0.110 0.099 mediating role of WE (β = 0.107, p < 0.001). CS similarly
WLB 0.127 0.107 positively affected WQ through WE (β = 0.129, p < 0.001).
WE 0.377 0.283 WLB indirectly impacted WQ through ATSPPH_SF_N (β =
WQ 0.435 0.163
0.035, p < 0.05), and through WE (β = 0.167, p < 0.001).
REC also exhibited a positive mediated effect on WQ
ATSPPH_SF_N 0.170 0.112
through WE (β = 0.118, p < 0.001). Finally, the mediated
Note: Abbreviations: Job Stress (JS); Work-Life Balance (WLB); Work Effort
(WE); Work Quality (WQ); Need in Seeking Professional Help (ATSPPH_ effect of JS on WQ through ATSPPH_SF_N was also
SF_N). significant (β = 0.041, p < 0.05). Hypotheses H4, H6, H11,
IJMHP, 2024, vol.26, no.7 539

TABLE 4

Hypothesis testing

Path β coefficient t-value 95% confidence intervals 95% BC confidence intervals

Direct effects
ATSPPH_SF_O → JS 0.331 6.977*** [0.244, 0.429] [0.224, 0.413]
JS → ATSPPH_SF_N −0.315 6.505*** [−0.414, −0.222] [−0.400, −0.201]
WE → WQ 0.602 14.704*** [0.517, 0.676] [0.517, 0.676]
WLB → ATSPPH_SF_N −0.268 4.740*** [−0.382, −0.159] [−0.375, −0.152]
ATSPPH_SF_N → WQ −0.129 2.763** [−0.225, −0.043] [−0.214, −0.032]
CS x REC → WE −0.169 3.319** [−0.206, −0.047] [−0.206, −0.047]
CS x REC → WLB −0.130 2.996** [−0.212, −0.043] [−0.214, −0.046]
Indirect effect
ATSPPH_SF_O → WE → WQ 0.107 3.600*** [0.048, 0.166] [0.047, 0.163]
CS → WE → WQ 0.129 4.154*** [0.067, 0.190] [0.070, 0.193]
WLB → ATSPPH_SF_N → WQ 0.035 2.238* [0.010, 0.070] [0.009, 0.068]
WLB → WE → WQ 0.167 4.739*** [0.097, 0.235] [0.100, 0.237]
REC → WE → WQ 0.118 4.077*** [0.064, 0.179] [0.062, 0.177]
JS → ATSPPH_SF_N → WQ 0.041 2.396* [0.013, 0.080] [0.010, 0.074]
CS x REC→ ATSPPH_SF_N 0.035 2.295* [0.010, 0.068] [0.011, 0.071]
Note: *p < 0.05; **p < 0.01; ***p < 0.001. Abbreviations: Bias Corrected (BC); Job Stress (JS); Role Expectation Conflict (REC); Co-Worker Support (CS); Work-
Life Balance (WLB); Work Effort (WE); Work Quality (WQ); Need in Seeking Professional Help (ATSPPH_SF_N); Openness to Seeking Professional Help
for Emotional Problems (ATSPPH_SF_O).

H12, H7 and H5 have been retained based on the observed hours. To explain that longer work hours, less family time,
data. These mediated relationships shed light on the hindered employee productivity through poor work-life
complex interdependencies among the studied constructs. balance [11]. Additionally, education levels were found to
In addition, we focused on key, statistically significant significantly influence both sides of attitudes towards
relationships in the model, excluding others with negligible seeking professional psychological help and co-worker
impact (small, non-significant effects). This strategic choice support. The previous findings suggested educational
prioritizes clarity and understanding of the primary attainment influences help-seeking attitudes: higher
influencing factors, ensuring robust study results. knowledge of options and benefits promoted favorability,
while lower knowledge might relate to increased self-reliance
Discussion [7]. Social networks also formed through high education
levels could increase access to supportive colleagues [79].
Our study also revealed significant differences across several Our interesting findings indicated that openness to
variables. In line with previous studies, our results indicated seeking professional help for emotional problems positively
that work-life balance varies significantly depending on influences job stress. This statement suggested that
forms of work [50], operating hours [51], monthly income individuals who were open to seeking professional help for
[52], number of daily working hours [11], and the presence emotional issues were more likely to experience higher levels
of a psychological counseling department within the of job stress. One interpretation of these findings was that
company [54]. An intriguing finding was the notable individuals predisposed to seeking help for emotional issues
disparity observed depending on both forms of work and were more likely to recognize symptoms of stress and were
education levels in work effort. Varied schedules and equipped with pre-existing knowledge to self-manage through
commitments influenced how individuals allocated time those issues [80]. Additionally, those seeking professional
and energy [77]. Education level also impacted skills and help might confront pre-existing psychological issues,
motivation, shaping work approach and quality [29]. Job amplifying job stress. Employees seeking help for anxiety or
stress exhibited significant discrepancies associated with depression have reported higher job stress, highlighting the
education levels and number of daily working hours. This emotional toll [18]. Societal and organizational pressures for
has also been demonstrated through previous studies, emotional management competence could discourage seeking
suggesting that longer working hours can increase stress external help. To reinforce this, the previous study has shown
levels due to fatigue and lack of work-life balance [11] that employees pressured to suppress emotions at work
whereas employees with higher education exhibit elevated experience elevated exhaustion, decreases job satisfaction, and
levels of job stress in comparison to their counterparts [78]. increases intentions to quit [19].
Similarly, work quality demonstrated significant differences Our finding indicated that heightened job stress
related to education levels [29] and number of daily working diminishes the likelihood of individuals’ need for seeking
540 IJMHP, 2024, vol.26, no.7

professional psychological help. This statement seemed to necessary support through non-professional channels for
contradict the findings presented earlier, which suggested mental health issues such as talking to their family and
increased job stress was associated with higher need for friends [80]. Consequently, they might concentrate more
seeking professional help [13,14]. However, in recent years, effectively on their work, achieving higher efficiency.
negative attitudes among individuals experiencing high The positive relationship between work effort and work
levels of work-related stress towards seeking professional quality was also found in our study, reinforcing the findings
help have also been reported [81,82]. Several potential of earlier research [24]. Personal resources inherently
explanations existed for this counterintuitive relationship as facilitated the refinement of skills, leading to an elevated
societal stigma surrounding mental health created a barrier, proficiency that positively influenced the quality of work
discouraging help-seeking even when feeling overwhelmed [24]. The intrinsic motivation derived from an authentic
[83,84]. Coping mechanisms like avoidance or denial, interest in the task propelled individuals towards surpassing
employed during stressful periods, could prevent individuals conventional expectations, thereby contributing to the
from recognizing the need for professional intervention production of outcomes characterized by a heightened
[85,86]. Practical obstacles, including cost and limited access standard of excellence [91]. The augmented sense of
to professionals, compound difficulties during challenging responsibility associated with sustained effort ensures a
times [7,16]. Additionally, effective employees were expected steadfast commitment to the pursuit of superior quality [21].
to demonstrate robust emotional management and mental Other results concerning the mediating role of work effort
well-being. Seeking professional support might be seen as an from this study were also noteworthy. Our finding suggested
admission of work-related challenges, resulting in lower that being open to professional help for emotional issues
evaluations and credibility. So, employees could fear enhanced work quality by fostering increased work effort.
managers’ judgment and avoid seeking psychological Seeking help for emotional challenges has been seen as a
assistance if it jeopardized career prospects [30]. This pathway to restoring motivation, strengthening coping skills,
concern could lead to compromise mental health and boosting mental resilience, and promoting happiness [32].
consequently impact work quality. Meanwhile, by letting go As individuals regain motivation and well-being, their
of concerns about seeking professional mental help, heightened work effort was proposed to directly contribute
employees could concentrate more on work, striving for a to elevated work quality. This underscored the significance
singular goal and ultimately improving work quality. This of mental health support not only for individual well-being
explanation also provided insight into our subsequent but also for optimizing work performance and output
discovery why the need for seeking professional quality [31]. Next, we found that work effort mediated the
psychological help negatively influenced work quality. The relationship between co-worker support and work quality.
crucial role of the need for seeking professional The relationship proposed that co-worker support played a
psychological help was consistently emphasized, and this pivotal role in enhancing work quality by revitalizing work
was further evidenced in our findings that it helped mediate motivation and fostering a sense of comfort and
the relationship between job stress and work quality. The camaraderie [46]. Positive work atmospheres created by co-
failure to address work-related stress through professional worker support were seen as reinforcing and elevating work
support resulted in a deterioration of work quality [87]. effort, thereby contributing to an overall increase in work
Persistent job-related stress not only detrimentally affected quality [92]. In the relationship between role expectation
employees’ mental well-being but also diminished job conflict and work quality, we also identified the positive
satisfaction [88], and work engagement [89]. This cycle, mediating role of work effort. Role expectation conflicts
perpetuated by the failure to seek professional assistance, could serve as a motivational driver, promoting a heightened
resulted in a negative impact on both individuals’ sense of responsibility, creativity and encouraging a
psychological state and work-related outcomes, ultimately proactive approach to work [22,27]. Faced with conflicting
contributing to a decrease in overall work quality. expectations, individuals might experience cognitive
Individuals with good mental well-being did not think dissonance, prompting them to resolve the conflict and
about seeking professional psychological help. This positive fulfill their perceived duties [93]. To manage conflicting
mental state has been intricately linked to a well-maintained expectations, individuals might proactively seek information,
work-life balance [43]. When individuals successfully clarify roles, and negotiate solutions, enhancing problem-
managed the demands of work and personal life, they solving skills and initiative [94]. Increased motivational drive
tended to possess effective coping mechanisms and was expected to translate into elevated work effort, directly
stress management strategies [44,90]. Consequently, the influencing and improving work quality. Finally, our finding
presence of a favorable work-life balance contributed to a emphasized that work effort also mediated the relationship
diminished need for seeking external psychological support. between work-life balance and work quality. It asserted the
Furthermore, our subsequent findings continued to indicate importance of achieving a harmonious balance between
the need for seeking professional psychological mediating in work and personal life for both individual well-being and
the relationship between work-life balance and work quality. professional performance [43,48]. A better work-life balance
In alignment with the previously stated information, the low contributed to higher life satisfaction, fostering a positive
concern about seeking professional psychological help might attitude towards work [95]. The increased satisfaction with
lead to higher work quality. This was because it could attest work was expected to drive greater work effort, subsequently
that individuals were in good mental health or received leading to an improvement in work quality [96].
IJMHP, 2024, vol.26, no.7 541

Three other moderating results from this study deserved towards seeking professional psychological help and work
to be commented on. First, co-worker support moderated the performance. Notably, it found that more stress may
relationship between role expectation conflict and work surprisingly lead to less help-seeking, suggesting stigma,
effort. While role expectation conflict might boost work denial, and practical barriers play a significant role. This
effort by enhancing a sense of responsibility, striving, and calls for deeper investigation into diverse help-seeking
healthy competition [37], support from colleagues could motivations across various contexts. Furthermore, the study
diminish this relationship. A plausible explanation lied in the highlights work effort as a key bridge, connecting factors
positive assistance from peers potentially fostering like mental well-being, social support, and conflict
psychological dependence, a sense of reliance, and an resolution to better work quality. This implies that
inclination to defer to colleagues rather than independently interventions promoting work engagement and effort can
striving to resolve personal challenges. This could result in a potentially improve both mental health and work
counterproductive impact, diminishing the self-driven performance. However, co-worker support exhibits
qualities associated with role conflict and shifting the focus complex moderating effects, impacting mental health and
towards interdependence on colleagues for issue resolution work outcomes based on individual and work factors.
[38]. Co-worker support potentially exacerbated the adverse This necessitates nuanced approaches to leverage its
effects of role expectation conflict on the need for seeking benefits while mitigating job stress and role conflicts,
professional psychological help. As discussed earlier, to ultimately promoting a healthy work-life balance. Finally,
explain the negative link between role expectation conflict the study reinforces the criticality of work-life balance for
and the need for professional psychological help, factors like both individual well-being and work quality, emphasizing
shame, stigma, fear of judgment, and work impact were the need for further research on interventions that
relevant. Role expectation conflict could hinder self-care effectively help employees achieve and maintain this
prioritization, as individuals may prioritize work over well- equilibrium.
being, exacerbating mental health issues [97] and delaying
help-seeking [82]. However, when co-worker support Practical implications
increased, this relationship became even more negative. Co- The research brings practical results for managers and policy
worker support could lead to the sharing of negative makers to have a basis to organize support strategies for
emotions and negative perceptions of the work environment employees in Vietnam. Employees who are willing to seek
[39], reinforcing the negative impact of role expectation professional psychological help are at higher risk of
conflicted on the need for seeking professional psychological experiencing job stress, so businesses should be more
help. As individuals became dependent on co-worker proactive in taking care of their employees’ mental health
support, they might have less motivation to seek external by organizing regular mental health check-ups to screen for
problem-solving strategies. Finally, our research also found employee work stress issues that may arise. Employers can
that co-worker support played a role in mitigating the diminish job stress and aid in fostering employees’ work-
positive effects of role expectation conflict on work-life life balance by guaranteeing clearly defined and manageable
balance. High levels of role expectation conflict could lead to job duties and responsibilities. It is crucial to ensure that
increased engagement in work tasks, fostering a sense of the workload assigned to employees is reasonable and
accomplishment and job satisfaction [98], thereby reducing aligned with their capabilities. That way, employees will
work-related stress. In some cases, experiencing conflicting also limit the pressure of role expectation conflict.
expectations might prompt individuals to clarify their roles Employers need to be aware of the positive impact of work
and responsibilities at work and at home. This could result in effort on work quality, thereby creating an ideal working
setting clear boundaries between work and personal life, environment, specifically increased compensation when
potentially reducing work-life interference [99]. Additionally, work quality is good, open opportunities for professional
high levels of role conflict provided opportunities for improvement and career development for employees, etc.
individuals to reflect on their values, priorities, and In addition, coworker support is also closely and intricately
limitations. This self-awareness could guide conscious choices related to work effort and work quality. Therefore,
about managing work and personal commitments, management should focus on team activities, fostering a
potentially leading to a more balanced life [100]. However, spirit of solidarity among employees by encouraging cross-
co-worker support could provide individuals with emotional functional collaboration between departments, promoting
and instrumental assistance in navigating the challenges a collaborative culture of mutual support in the
posed by conflicting expectations and offered a buffer against workplace organization. The need to seek professional
the negative consequences of role conflict [39]. In this way, psychological help plays an important role in the
co-worker support helped individuals cope with role conflict relationship between job stress and work quality. To
in a manner that minimized its impact on work-life balance, support employees in this regard, businesses can create
ultimately contributing to a more balanced and fulfilling life. conditions for employees to access information about
professional psychological help services, and cooperate with
Implications psychological experts to provide counseling services
consultants, or businesses may choose to host workshops
Theoretical implications on stress management and work-life balance to help
This study explores the relationships between job stress and employees better understand the importance of taking care
job-related factors with Vietnamese employees’ attitudes of their mind and spirit.
542 IJMHP, 2024, vol.26, no.7

Limitations and fostering healthy work-life balance holds promise for

improving employee well-being and workplace productivity.
This study’s limitations include potential shared method Overall, this study contributes significantly to understanding
variance, as all measures were completed by the same the multifaceted influences on Vietnamese employees’
individuals, possibly introducing bias and affecting the mental health, help-seeking attitudes, and work
validity of the findings. The relatively low number of performance, paving the way for a healthier and more
responses received (<1000) may limit statistical power and productive work environment.
generalizability. The reliance on self-report measures may
introduce response bias, potentially skewing the results and Acknowledgement: This research would not have been
affecting their reliability. Additionally, 71% females and only possible without the invaluable participation of individuals
45% full-time employees in the sample could also skew who willingly completed the questionnaire. We are also
results and restrict applicability to full-time work settings. immensely grateful to My-Tien Nguyen-Thi, Gia-Phuoc
The cross-sectional design which calls for further Tran-Thien, and Bao-Tran Nguyen-Duong for their
longitudinal research to provide more comprehensive data. assistance in proofreading the translated scale. We would
Moreover, the study’s context within Vietnam limits its especially like to express our deepest gratitude to Gia-Phuoc
generalizability, warranting additional research across Tran-Thien for his constant support and encouragement.
diverse cultural and geographical contexts. Therefore, the We are deeply grateful for their contribution to advancing
study’s findings may lack generalizability to diverse locations our understanding of the study.
and ethnicities due to the sample’s potential lack of
Funding Statement: The authors did not receive any specific
representativeness. The sample’s composition may not
funding.
accurately reflect the broader population, including
individuals from various geographical regions or ethnic Author Contributions: The authors affirm their contribution
backgrounds. Finally, it is important to acknowledge that to the paper in the following manner: The study was designed
the proposed model exhibited a suboptimal fit to the data. by Vinh-Long Tran-Chi, Ky Luu and Quynh-Nhi Ngoc Ho.
This limitation indicates potential issues with the model’s Data was collected by Van Thi Le Nguyen, Cong Minh Le,
adequacy in representing the underlying relationships Ky Luu, Quynh-Nhi Ngoc Ho, Vinh-Long Tran-Chi and
among the variables examined. Future research should Son Van Huynh. The results were analyzed and interpreted
address these limitations to validate findings and enhance by Ky Luu, Vinh-Long Tran-Chi, Quynh-Nhi Ngoc Ho,
their applicability across diverse settings. Van Thi Le Nguyen and Cong Minh Le. The manuscript
was prepared by Ky Luu, Quynh-Nhi Ngoc Ho, Van Thi Le
Conclusion Nguyen, and Vinh-Long Tran-Chi. All authors collectively
assessed the results and accepted the final version of the
In conclusion, this study delved into the intricate dynamics article.
surrounding job stress, job-related factors, seeking
professional psychological help, and work performance Availability of Data and Materials: The research data
among Vietnamese employees, shedding light on an under- underlying this publication is available upon reasonable
researched area. Notably, the findings revealed several key request to the corresponding author. Please email the
insights. Firstly, a counterintuitive relationship was corresponding author to discuss access and data sharing
observed, as heightened job stress correlated with reduced procedures.
openness to seeking professional help, indicating the Ethics Approval: The study was approved by the Ethic
presence of stigma and practical barriers. This underscores Committee of the Department of Science and Technology-
the necessity for targeted interventions addressing these Ho Chi Minh City University of Education (under the
challenges to foster help-seeking behaviors. Secondly, work Vietnamese MoET), in Decision No. 450/QD-DHSP on
effort emerged as a pivotal mediator, positively influencing September 12, 2023, code CS.2022.19.08DH). All
work quality and mitigating the adverse effects of job stress participants signed the informed consent in this study.
on help-seeking attitudes, highlighting the importance of
promoting engagement and effort to enhance both mental Conflicts of Interest: The authors affirm that there are no
health and work performance. Thirdly, while co-worker conflicts of interest to disclose for the current study.
support yielded positive outcomes, its moderating effects
were complex, necessitating nuanced approaches to leverage
its benefits and address potential conflicts effectively. References
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