ĐẠI HỌC QUỐC GIA HA NOT KHOA QUAN TRI VA KINH DOANE LÊ CẢNH DUY THE IMPACT OF CORPORATE CULTURE ON STICKING OF EMPLOYEES AT GTEL MOBILE JSC ANH HUONG CUA VAN HOA DOANH NGHIEP DEN SU CAM KET GAN BO CUA NIIAN VIEN TAI CONG TY CO PIIAN VIEN THONG DI DONG TOAN CAU (GTEL MOBILE} Chuyên ngành: Quản trị kinh doanh Mã số: G1 34 01 02 LUẬN VAN THAC Si QUAN TRI KINH DOANH NGƯỜI HƯỚNG ĐÂN KHOA TIỌC: TS. TRÁN KIM HÀŒ Hà Nội - 2018 DECLARATION The author confirms that the research outcome in the thesis is the result of author’s independent work during study and research period and it is not yet published in other’s research and article. The other’s research result and documentation (extraction, Lable, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given The author is responsible in front. of the Thesis Assessment, Commitice, Hanoi School of Business and Management, and the laws for above-mentioned declaration.
(01/2018 TABLE OF CONTENTS LIST OF TABLES: i LIST OF FIGURES AND CHARTS.2 Specific objective: 5 4, Research object. Restarch 1neth0ds. ees eeens ers iseesnsennsceeenssenseicsancsnaee ` 6. Orgamzation of lhe thesis - - 6 CHAPHR l: THƯORPHCAL FRAMEWORK ON ORGANIZATIONAL CULTURE AND INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPI.
8 L1 Overview of organizational cuÏture.2 Levels of organizational culture.2 Concepts of organizational conmittmehi. eo ccc eee ¬.3Relationship between organizalional culture and employee commitment .4 Previous studies on relationship betweon organizational culture and employee commitment and research model of the thesis. Ha Hee sen T7 1.1 Some previous studies .2 Research model of the study.32 CHAPTER 2; RELAITY OF INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPLOYEE COMMITMENT AT GTEL MOBILE.27 Research by the authors Traong Hoang Lam and Đo ThiThanhVinh (2012) on “The impact of organizational culture on the commitment of the employees: A case study of FPT company". Conchicting research, the authors use quantitative methods to test the relationship between factors of organizational culture and the commitment of staff at the FPT Information System Company (IPT-IS).
The theoretical model was developed based «m research by Recardo and Jolly (1997) with eight components of organizational culture affect commitment levels of employees such as communication in corporate, training and development, rewards and recognition, risk-taking by creativity and immovalion, team working, orientation and future plans, fairness and consistency in the policies of management and the effectiveness of the management decides. The research results indicate that there are 7 factors influencing positively to commitment of the employees in the company. However, the aulhors have nol buill solutions help managers in the company KPT Information System maintenance and senovation company culture consistent with the organization in each period in order to xotain employees, especially skilled workers. Jim and Jerry PorrasCollim (1993) studied on “Organizational oulture and job satisfaction”.
In this study, the authors give reasons for success of some companies in the world related to the organizational culture. ‘The cultural concept of discipline, adaptation. is highly recommended authors. Research results indicate that culture of discipline is an important element to help businesses from start-up become the world's loading compares.
However, limitation of this study is Uhal, the authors did not to assess the impact of the culture of discipline to the commitment and loyalty of employees Another research by Mary Monica Jiony et al (2013) with the title of "Understanding the effect of organizational culture on organizational performance and employee engagement organizational communication using as mediator: A conceptual framework”. The authors conducted the research model based on the model of Recardo and Jolly (1997) and deducted four of eight factors. In this research, these authors used four factors are: communication, teamwork, training and development, rewards and recognition. The study results showed that the four LIST OF FIGURES AND CHARTS Figure 1.1: Levels of organizational culture Figure 1.2: loeberg of organizational culture.3: Structure of organizational culture Figure 1.4: Model of ZeinalsInantouSFi-Young Alm (2016) Figure 1.5: Research model o£ ZahariahMohdZain et aÌ.6: Research model of Nguyen ThiThuy Dueng et al.7; Rescarh model of Vu Dang QuocAnh (2013) Figure 1.8: Proposed research model in the stuẢÿ.1: Organizational structure of Gtel Mobile Figure?,2: Rescarch procedure .ssssssnutnenunnustiantnnseinnnsenaane INTRODUCTION 1, Rationale Organizational culture is the content is becoming more and more important to the business community in Vietnam in general, and start-up businesses community, in particular.
This factor has gradually become an indispensable content of the development strategies of all businesses. enterprises (except for some of family companies), the working environment is often quite complex and varied due to the differences in culture, education, awareness, social relations, social status. Tn addition, among the trend of globalization and intermalional integration, enterprises are required to contimuously innovation and creativeness to increase competitiveness and building a strong brand in the market. One of the important factors to inercase the compelitivencss for culerprises that is building a professional and stability labor foree.
So how to make the working environment in enterprises become more efficient, capable of promoting the creativ of employees to achieve the strategic objectives? Moreover, maintaining a stable workforce, limited the situation of talent staffs leave company is also an important task else. This is consistent with the trend of the modem world in the “knowledge economy” nowadays, Market power is not only ‘tesed on financial strength, technology, natural resources, but also depends on the quality of human resources. The warld is now in the era of knowledge economy (aller the technology era), so, human resources and infellectual strongth are particularly important factors for any enterprises today. Tw this end, the modem management theory has also gradually changed.
Hunan resource no longer regarded as "factors of production” that now tum into "an invaluable asset of the enterprise". As the results, enterprises also change their strategy from “save Tabor cosls to reduce production costs,” into strategy of "lo invest in high-quality human resources" to take the competitive advantage. On this perspective, enterprises need to maintain the organizational culture really suitable to promote the value of knowledge, orcativily and inereasc the loyally of employees Research by the authors Traong Hoang Lam and Đo ThiThanhVinh (2012) on “The impact of organizational culture on the commitment of the employees: A case study of FPT company". Conchicting research, the authors use quantitative methods to test the relationship between factors of organizational culture and the commitment of staff at the FPT Information System Company (IPT-IS).
The theoretical model was developed based «m research by Recardo and Jolly (1997) with eight components of organizational culture affect commitment levels of employees such as communication in corporate, training and development, rewards and recognition, risk-taking by creativity and immovalion, team working, orientation and future plans, fairness and consistency in the policies of management and the effectiveness of the management decides. The research results indicate that there are 7 factors influencing positively to commitment of the employees in the company. However, the aulhors have nol buill solutions help managers in the company KPT Information System maintenance and senovation company culture consistent with the organization in each period in order to xotain employees, especially skilled workers. Jim and Jerry PorrasCollim (1993) studied on “Organizational oulture and job satisfaction”.
In this study, the authors give reasons for success of some companies in the world related to the organizational culture. ‘The cultural concept of discipline, adaptation. is highly recommended authors. Research results indicate that culture of discipline is an important element to help businesses from start-up become the world's loading compares.
However, limitation of this study is Uhal, the authors did not to assess the impact of the culture of discipline to the commitment and loyalty of employees Another research by Mary Monica Jiony et al (2013) with the title of "Understanding the effect of organizational culture on organizational performance and employee engagement organizational communication using as mediator: A conceptual framework”. The authors conducted the research model based on the model of Recardo and Jolly (1997) and deducted four of eight factors. In this research, these authors used four factors are: communication, teamwork, training and development, rewards and recognition. The study results showed that the four 3.7 Solution for teamwork.8 Solutions for fairness and consistency in management policies.3 Limitations and further research orientation.
CONCLUBION occ eseenaniessenssmeesenianesssnnanienseesie REFERENCES. LIST OF TABLES Table 2.1: Business Activity result of Gtel Mobile.2 Annual rituals, festivals Table 2.3 Characleristics of responders 4 Table 2.4 Communication within the organization.5 Training and developmen.6 Reward and recognition - - - .7 Lfficieney in đecision making.8 Innovation and risk acccptaiec.9 Future plan orientation - - - co AD Table 2.ececeeeceesesersenasanan inne 50 Table 2.11 Fairness and consistency in management policies 4 Table 2.12 Employee commitment to the organization - .13 Reliability of the scale.14 Resulis of EFA with variables in the model - - - 4 Table 2.15 Results af regression analysis - - 57 Table 2.16 Difference mà terms o£ aender.17 Differcnce in terms of age - - 89 Table2.18 Difference in terms of education level 68 Table2.19 Difference m terms oÊ I1eomne. 60 Table? 20 Difference in terms of working experience 61 Table2.21 Results of testing researchhypotheses. LIST OF TABLES Table 2.1: Business Activity result of Gtel Mobile.2 Annual rituals, festivals Table 2.3 Characleristics of responders 4 Table 2.4 Communication within the organization.5 Training and developmen.6 Reward and recognition - - - .7 Lfficieney in đecision making.8 Innovation and risk acccptaiec.9 Future plan orientation - - - co AD Table 2.ececeeeceesesersenasanan inne 50 Table 2.11 Fairness and consistency in management policies 4 Table 2.12 Employee commitment to the organization - .13 Reliability of the scale.14 Resulis of EFA with variables in the model - - - 4 Table 2.15 Results af regression analysis - - 57 Table 2.16 Difference mà terms o£ aender.17 Differcnce in terms of age - - 89 Table2.18 Difference in terms of education level 68 Table2.19 Difference m terms oÊ I1eomne.
60 Table? 20 Difference in terms of working experience 61 Table2.21 Results of testing researchhypotheses. LIST OF TABLES Table 2.1: Business Activity result of Gtel Mobile.2 Annual rituals, festivals Table 2.3 Characleristics of responders 4 Table 2.4 Communication within the organization.5 Training and developmen.6 Reward and recognition - - - .7 Lfficieney in đecision making.8 Innovation and risk acccptaiec.9 Future plan orientation - - - co AD Table 2.ececeeeceesesersenasanan inne 50 Table 2.11 Fairness and consistency in management policies 4 Table 2.12 Employee commitment to the organization - .13 Reliability of the scale.14 Resulis of EFA with variables in the model - - - 4 Table 2.15 Results af regression analysis - - 57 Table 2.16 Difference mà terms o£ aender.17 Differcnce in terms of age - - 89 Table2.18 Difference in terms of education level 68 Table2.19 Difference m terms oÊ I1eomne. 60 Table? 20 Difference in terms of working experience 61 Table2.21 Results of testing researchhypotheses. LIST OF FIGURES AND CHARTS Figure 1.1: Levels of organizational culture Figure 1.2: loeberg of organizational culture.3: Structure of organizational culture Figure 1.4: Model of ZeinalsInantouSFi-Young Alm (2016) Figure 1.5: Research model o£ ZahariahMohdZain et aÌ.6: Research model of Nguyen ThiThuy Dueng et al.7; Rescarh model of Vu Dang QuocAnh (2013) Figure 1.8: Proposed research model in the stuẢÿ.1: Organizational structure of Gtel Mobile Figure?,2: Rescarch procedure .ssssssnutnenunnustiantnnseinnnsenaane On market today, in general, most of enterprises and the start-up enterprises in the field of information technology have its own strategy in attracting talent staffs.
There are some solutions for success in attracting talemt strategies inchude: promoting personal capacity, improve the working environment, create effective teams, increasing investment in human resources, public mechanisms encourage and motivate employees These elements are all focused on to the overall subject thal.