Tác động của văn hóa tổ chức, sự nhận dạng tổ chức đến ý định ở lại và vai trò trung gian của cam kết tình cảm

Các tác giả

  • Trần Thị Ái Cẩm Trường Đại học Nha Trang Tác giả

DOI:

https://doi.org/10.24311/jabes/2017.28.6.912

Từ khóa:

Văn hóa tổ chức, Ý định ở lại, Cam kết tình cảm, Việt Nam

Tóm tắt

Nghiên cứu nhằm mục tiêu kiểm tra tác động của văn hóa tổ chức, sự nhận dạng tổ chức đến ý định ở lại của nhân viên và vai trò trung gian của cam kết tình cảm. Sử dụng phương pháp nghiên cứu định lượng với mẫu thu được từ 734 nhân viên làm việc trong 30 công ty công nghệ thông tin ở VN. Kết quả cho thấy văn hóa tập thể, văn hóa sáng tạo, văn hóa phân cấp, nhận dạng nhóm và nhận dạng tổ chức là những tiền đề quan trọng ảnh hưởng đến cam kết tình cảm và ý định ở lại của nhân viên. Cam kết tình cảm đóng vai trò trung gian trong mối quan hệ giữa văn hóa tổ chức, nhận dạng của tổ chức và ý định ở lại. Đóng góp về mặt lí thuyết và thực tiễn được đưa ra dựa vào kết quả của nghiên cứu và các đề xuất cho nghiên cứu trong tương lai.

Tài liệu tham khảo

Abratt, R., & Shee, P. S. B. (1989). A new approach to the corporate image management process. Journal of Marketing Management, 5(1), 63–76.

Agwu, O. (2013). Organizational culture and employees commitment in Bayelsa State Civil Service. Journal of Management Policies and Practices, 1(1), 35–45.

Akhtar, S. Ch., Naseer, Z., Haider, M., & Rafiq, S. (2013). Impact of organizational culture on organizational commitment: A comparative study of public and private organizations. Research Journal of Recent Sciences, 2(5), 1–8.

Anderson, L. E. (2015). Relationship between leadership, organizational commitment, and intent to stay among junior executives. Retrieved from http://scholarworks.waldenu.edu/ dissertations/1184/

Ashforth, B. E., Rogers, K. M., & Corley, K. G. (2011). Identity in organizations: Exploring cross-level dynamics. Organization Science, 22(5), 1144–1156.

Bamford, D. R., & Forrester, P. L. (2003). Managing planned and emergent change within an operations management environment. International Journal of Operations & Production management, 23(5), 546–564.

Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173–1182.

Berson, Y., Oreg, S., & Dvir, T. (2008). CEO values, organizational culture and firm outcomes. Journal of Organizational Behavior, 29(5), 615–633.

Blais, D. (2005). Les déterminants de la satisfaction au travail et de l’intention de rester. Cahier de recherche exploratoire du cours Instruments de recherché en gestion de projet, 2(1), 1–27.

Blau, P. M. (1964). Exchange and power in social life. New Jersey: Transaction Publishers.

Brunaker, S., & Kurvinen, J. (2006). Intrapreneurship, local initiatives in organizational change process. Leadership and Organization Development Journal, 27(2), 118–132.

Cameron, K., & Quinn, R. E. (2011). Diagnosing and changing organizational culture : Based on the competing values framework (3rd ed.). San Francisco: The Jossey–Bass.

Chiu, W. Y. B., & Ng, F. F. (2013). Improvement of job satisfaction and organizational commitment through work group identification: An examination of the quantity surveyors in Hong Kong. Australasian Journal of Construction Economics and Building, 13(3), 80–95.

Cohen, A. (1996). On the discriminate validity of the Meyer and Allen measure of organizational commitment: How does it fit with the work commitment construct. Educational and Psychological measurement, 56(3), 494–503.

Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? Journal of Organizational Behavior, 27(5), 585–605.

Dadgar, H., Barahouei, F., Mohammadi, M., Ebrahimi, M., & Ganjali, A. (2013). The relationship between organizational culture, job satisfaction, organizational commitment and intention to stay of health personnel's of Zahedan University of Medical Sciences. World Applied Sciences Journal, 21(8), 1220–1228.

Davila, M. C., & Garcia, G. J. (2012). Organizational identification and commitment: Correlates of sense of belonging and affective commitment. Span J Psychol, 15(1), 244–255.

Dowling, G. R., & Dowling, G. (1994). Corporate reputation: Strategies for developing the corporate brand. London: Longman Cheshire.

Elsbach, K. D., & Bhattaharya, C. B. (2001). Defining who you are by what you’re not: Organizational disidentification and the National Rifle Association. Organization Science, 12(4), 393–413.

Furnham, A. (2000). Work in 2020: Prognostications about the world of work 20 years into the millennium. Journal of Managerial Psychology, 15(3), 242–254.

Habib, S., Aslam, S., Hussain, A., Yasmeen, S., & Ibrahim, M. (2014). The impact of organisational culture on job satisfaction, employees commitment and turnover intention. Advances in Economics and Business, 2(6), 215–222.

Hacket, R. D., Bycio, P., & Hausdorf, P. A. (1994). Further assessment of Meyer and Allen’s (1991) three-component model of organizational commitment. Journal of Applied Psychology, 79, 15–23.

Hewitt, A. (2004). Strategies for Cost Management of the HR Function. Timely Topics Survey Results.

Huy, T. N. (2010). L’influence de la culture nationale sur la politique de rémunération des entreprises multinationales, une comparaison Vietnam – Europe. Thèse de doctorat de l’université de Toulouse. Retrieved from http://publications.ut-capitole.fr/859/

Ind, N. (1992). The Corporate Image. London: Kogan Page.

Klein, K. J., & Kozlowski, S. W. J. (2000). Multilevel theory, research, and methods in organizations. Foundations, extensions, and new directions. San Francisco: Jossey-Bass.

Kontoghiorghes, C. (2015). Linking high performance organizational culture and talent management: Satisfaction/motivation and organizational commitment as mediators. The International Journal of Human Resource Management, 27(16), 1833–1853.

Kreiner, G. E., & Ashforth, B. E. (2004). Evidence toward an expanded model of organizational identification. Journal of Organizational Behavior, 25(1), 1–27.

Leng, G. E, & Chin, L. C. C. (2016). Person-job fit, personality, organizational commitment and intention to stay among employees in marketing departments. Jurnal Psikologi Malaysia, 30(1), 80–89.

Li, T. (2015). Organizational culture & employee behavior. Degree Programme in Business Information Technology. Lahti University of Applied Sciences. Retrieved from https://www.theseus.fi/bitstream/handle/10024/92815/LI_Tianya.pdf?sequence=1

Mael, F. A., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103–123.

Mael, F. A., & Tetrick, L. E. (1992). Identifying organizational identification. Educational and Psychological Measurement, 52(4), 813–824.

Mehtap, O., & Kokalan, O. (2014). Prevailing organizational identity strength: The relationship between identity, justice perceptions and organizational citizenship behavior. International Journal Of Social Sciences and Humanity Studies, 6(1), 32–46.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.

Mitic, S., Vukonjanski, J., Terek, E., Gligorovic, B., & Zoric, K. (2016). Organizational culture and organizational commitment: Serbian case. Journal of Engineering Management and Competitiveness (JEMC), 6(1), 21–27.

Muhammad, S. A., & Umar, S. (2012). The influence of job burnout on intention to stay in the organization: Mediating role of affective commitment. Journal of Basic and Applied Scientific Research, 2(4), 4016–4025.

Pratt, M. G. (1998). To be or not to be? Central questions in organizational identification. In D. A. Whetten & P. C. Godfrey (Eds.). Identity in organizations: Building theory through conversations (pp. 171–201). Thousand Oaks, CA: Sage. Google Scholar.

Quinn, R. E., & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5(2), 122–140.

Quinn, R. E., & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29(3), 363–77.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.

Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358–384.

Riordan, C. M., & Weatherly, E. W. (1999). Defining and measuring employee's identification with their work groups. Educational and Psychological Measurement, 59(2), 310–324.

Stinglhamber, F., Marique, G., Caesens, G., Desmette, D., Hansez, I., & Hanin, D. (2015). Employees’ organizational identification and affective organizational commitment: An integrative approach. PLoS ONE, 10(4). doi: 10.1371/journal.pone.0123955

Tajfel, H. (1978). Differentiation between social groups. Studies in the social psychology of intergroup relations, London: Academic Press.

Thévenet, M. (1992). Impliquer les personnes dans l’entreprise. Paris: Editions Liaisons.

Triandis, H. C., & Gelfand, M. J. (1998). Converging measurement of horizontal and vertical individualism and collectivism. Journal of Personality and Social Psychology, 74(1), 118–128.

Turner, J. C. & Haslam, S. A. (2001). Social identity, organizations and leadership. In M.E. Turner (Ed.). Groups at Work: Theory and Research (pp. 25-65). Mahwah, NJ: Lawrence Erlbaum.

van Dick, R. (2004). My job is my castle: Identification in organizational contexts. International Review of Industrial and Organizational Psychology, 19, 171–203.

van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., … Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351–360.

van Dick, R., van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72(3), 388–399.

van Riel, C. B. M., & Balmer, J. M. T. (1997). Corporate identity: The concept, its measurement and management. European journal of Marketing, 31(5/6), 340–355.

Youcef, S., Ahmed, S. S., & Ahmed, B. (2016). The Impact of Job Satisfaction on Turnover Intention by the Existence of Organizational Commitment, and Intent to Stay as Intermediates Variables Using approach PLS in Sample Worker Department of Transport Saida. Management, 6(6), 198–202.

Tải xuống

Đã Xuất bản

2017-06-30

Số

Chuyên mục

Bài nghiên cứu

Cách trích dẫn

Trần Thị Ái , C. (2017). Tác động của văn hóa tổ chức, sự nhận dạng tổ chức đến ý định ở lại và vai trò trung gian của cam kết tình cảm. Tạp Chí Nghiên cứu Kinh Tế Và Kinh Doanh Châu Á, 28(6), 63–83. https://doi.org/10.24311/jabes/2017.28.6.912

Các bài báo tương tự

11-20 của 684

Bạn cũng có thể bắt đầu một tìm kiếm tương tự nâng cao cho bài báo này.