Impacto de la cultura corporativa en el compromiso de los empleados que trabajan en pequeñas y medianas empresas del Delta del Mekong, Vietnam
Palabras clave:
Cultura empresarial, compromiso, empresas, Mekong Delta
Resumen
En el contexto actual de competencia cada vez más evidente entre las empresas, construir y promover los efectos positivos de la cultura corporativa para desarrollar los recursos humanos y retener a los buenos empleados se considera una de las prioridades que deben llevar a cabo las empresas. Para aclarar el impacto de la cultura corporativa en el compromiso de los empleados que trabajan en pequeñas y medianas empresas del delta del Mekong, el estudio realizó una encuesta a 228 empleados de pequeñas y medianas empresas. El autor llevó a cabo la investigación a través de dos fases: investigación cualitativa e investigación cuantitativa. Además, el método de análisis de datos seleccionado por el autor (1) análisis estadístico descriptivo; (2) evaluar la fiabilidad de la escala con el coeficiente Alfa de Cronbach; (3) análisis de correlación; (4) probar la diferencia de medias (5) analizar el modelo de regresión múltiple. Los resultados del análisis muestran que una cultura que fomenta la innovación y el trabajo en equipo, promueve las normas y la responsabilidad social tiene un impacto positivo en el compromiso de los empleados. El artículo ha contribuido teóricamente aportando más pruebas empíricas sobre el papel de la cultura corporativa en la mejora del compromiso de los empleados de las pequeñas y medianas empresas. Además, se sugieren algunas implicaciones de gestión importantes para las pequeñas y medianas empresas en la construcción de la cultura corporativa hacia la mejora del compromiso de los empleados.
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Citas
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AnithaJ. and Farida B. N, (2016). “Role of Organisational Culture and Employee Commitment in Employee Retention”. International Journal of Asian School of Business Management, 10, pp. 17-28.
Barbars, A. (2018). “Interaction between organi- zational culture and work engagement in the informa- tion and communication technology sector in Latvia”. Journal of Business Management, 4(2), pp. 84-100.
Bradley, R.V., Pridmore, J.L., Byrd, T.A. (2006). “Information systems success in the context of different corporate cultural types: an empirical investigation”. Journal of Management Information Systems, 23 (2), pp. 267-294.
Chow, C.W., Harrison,G.L., McKinnon,J.L., & Wu, A (2011). Organizational Culture: Association with Affective Commitment, Job Satisfaction, Propensity to Remain and Information Sharing in a Chinese Cultural Context. CIBER Working paper. San Diego State University.
Copus, L., Sajgalikova, H. & Wojca, E (2019). “Organizational culture and its motivational potential in manufacturing industry: Subculture perspective”. Procedia Manufacturing, 32, pp. 360-367.
Ezekiel S. N. and Darius N. I., (2012). “The Influence of Corporate Cultureon Employee Commitment to the Organization”. International Journal of Business and Management, 7, pp. 22-31.
Herminingsih, A. (2015). “Building employees, engagement through leadership, human resources management practices and organizational culture”. Journal of Business and Economics, 6(9), pp. 1613- 1620.
Huynh Thi Thu Thanh (2013). “Factors affecting employees' attitudes and tendency to leave when the organization changes”. Economic Development Journal, no. 278, pp. 13-25.
Heye, Dennie (2016) Creativity and Innovation: Two key characteristics of successful 21st century information professional. Business Information Review. SAGE Publications, London.
Johnson, A., Nguyen, H., Groth, M., & White, L. (2018). “Workplace aggression and organisational effectiveness: The mediating role of employee engagement”. Australian Journal of Management, 43(4), pp. 614-631.
Lockwood NR (2007). “Leveraging employee engagement for competitive advantage: HR’s strate- gic role”. Society for Human Resource Management Quarterly, 1/4.
Maslach, C., Schaufeli, W.B. and Leiter, M.P. (2001). “Job burnout”. Annual Review of Psychology, 52(1), pp. 397-422.
Najeemdeen, I.S., Abidemi, B.T., Rahmat, F.D. & Bulus, B.D. (2018). “Perceived Organizational Culture and Perceived Organizational Support on Work Engagement”. Academic Journal of Economic Studies, 3, pp. 199-208.
Nguyen Nam Hai (2019). The relationship between organizational culture, job engagement and employee performance in Vietnamese information technology enterprises, PhD Thesis, National Economics University.
OsibanjoO.A. and Adeniji A., (2013). “Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities”. Journal of Competitiveness, 5, pp. 115-133.
Phan Quoc Viet, Nguyen Le Anh and Nguyen Huy Hoang (2017). Corporate culture and competitiveness, quoted in the book Improving the competitiveness of Vietnamese enterprises in WTO integration, Vietnam Chamber of Commerce and Industry.
Saks, A.M. (2006). “Antecedents and consequences of employee engagement”. Journal of Managerial Psychology, 21 (7), pp. 600-619.
Schneider, B., Gonzalez-Roma, V., Ostroff, C., & West, M. A. (2017). “Organizational Climate and Culture: Reflections on the History of the Constructs in JAP”. Journal of Applied Psychology, 102(3), pp. 468-482.
Song, H.J., Hun Lim, D., Gu Kang, I. and Kim, W. (2014). “Team performance in learning organizations: mediating effect of employee engagement”. The Learning Organization, 21(5), pp. 290-309.
Syed M. A. et al, (2012). “The Impact of Organizational Culture on the Organizational Commitment: A Study of Faculty Members of Private Sector Universities of Pakistan”. Interdiscliplinary Journal of contemporary research in business, 5, pp. 92-101.
Syed Z.R.et al, (2011). Effects of Organizational Culture on Psychology of Employee Commitment, IEEE, pp. 2049-2053.
Tepeci, M., & Bartlett, A. L. (2002). “The hos- pitality industry culture profile: A measure of indi- vidual values, organizational culture, and person- organization fit as predictors of job satisfaction and behavioral intentions”. International Journal of Hospitality Management, 21, pp. 151-170.
Tran Kim Dung (2015). “Measurement of job satisfaction in Vietnamese conditions”. Journal of Science and Technology Development, Vietnam National University, Ho Chi Minh City.
Truong Hoang Lam and Do Thi Thanh Vinh (2012). “The influence of company culture on employee commitment: The case of information system company FPT”. Economic and Development Magazine, No. 185, pp. 119-127.
Recardo, R., & Jolly, J. (2015). Organizational Culture and Teams, S.A.M Advanced Management Journal.
Vu Thanh Tu Anh & Nguyen Phuong Lam (2022). Mekong Delta Annual Economic Report. VCCI Can Tho & Fulbright.
Xiaoming C., (2012). “A Literature Review on Organization Culture and Corporate Performance”. International Journal of Business Administration, 2, pp. 28-37.
Zhang, Y., Guo, Y., & Newman, A. (2017). “Identity judgements, work engagement and organi- zational citizenship behavior: The mediating effects based on group engagement model”. Tourism Management, 61, pp. 190-197.
Publicado
2023-04-09
Cómo citar
Giac Tri, N. (2023). Impacto de la cultura corporativa en el compromiso de los empleados que trabajan en pequeñas y medianas empresas del Delta del Mekong, Vietnam. Interacción Y Perspectiva, 13(2), 269-288. Recuperado a partir de https://www.produccioncientificaluz.org/index.php/interaccion/article/view/40877
Sección
Artículos de Investigación
