Tác động của cam kết với tổ chức đến hiệu quả công việc tại doanh nghiệp Việt Nam
Nội dung chính của bài viết
Tóm tắt
Nghiên cứu này tìm hiểu cam kết với tổ chức thông qua các yếu tố khác tác động đến hiệu quả công việc tại doanh nghiệp Việt Nam. Sử dụng phương pháp nghiên cứu định lượng, kỹ thuật mô hình cấu trúc tuyến tính bình phương nhỏ nhất từng phần (PLS-SEM) với cỡ mẫu là 303 nhân viên làm việc tại TPHCM. Trên nền lý thuyết sự phù hợp giữa con người và tổ chức (P-O), lý thuyết tài sản nhân viên (EE). Cam kết với tổ chức tác động mạnh đến hợp đồng tâm và yếu tới duy trì nhân viên, đồng thời hai yếu tố này có tác động đến hiệu quả công việc của nhân viên, trong đó sự tác động của hợp đồng tâm lý là mạnh hơn so với duy trì nhân viên. Hơn nữa, hai giới tính (nam, nữ) và quy mô doanh nghiệp (doanh nghiệp lớn, doanh nghiệp SME) không có sự khác biệt có ý nghĩa thông kê đối với hiệu quả công việc của nhân viên. Tại bối cảnh doanh nghiệp Việt Nam có ít nghiên cứu về chủ đề này, do vậy nghiên cứu đã góp phần nhỏ bổ sung vào khoảng trống nghiên cứu. Tuy nhiên, nghiên cứu có một số hạn chế như mới khảo sát các doanh nghiệp Việt Nam tại TPHCM
Chi tiết bài viết
Từ khóa
Cam kết với tổ chức, Duy trì nhân viên, Hiệu quả công việc, Hợp đồng tâm lý
Tài liệu tham khảo
Bam, L., De Stobbeleir, K., & Vlok, P. J. (2019). Outcomes of team creativity: a person-environment fit perspective. Management Research Review, 42(6), 760-774. https://doi.org/10.1108/MRR-02-2018-0098.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Borman, W. C., Ackerman, L. D., Kubisiak, U. C., & Quigley, A. M. (1994). Development of a performance rating program in support of Department of Labor test validation research. Contract, (93-2), 93-3.
Bộ Kế hoạch và Đầu tư. (2020). Sách trắng doanh nghiệp Việt Nam năm 2020 [Vietnamese Enterprises White Book 2020]. http://www.mpi.gov.vn/Pages/tinbai.aspx?idTin=46136&idcm=37
Cardy, R. L., & Lengnick-Hall, M. L. (2011). Will they stay or will they go? Exploring a customer-oriented approach to employee retention. Journal of Business and Psychology, 26(2), 213-217.
Cardy, R. L., Miller, J. S., & Ellis, A. D. (2007). Employee equity: Toward a person-based approach to HRM. Human Resource Management Review, 17(2), 140–151.
Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms Jennifer A. Chatman. Administrative Science Quarterly, 36, 459-484.
Chen, J. C., Silverthorne, C., & Hung, J. Y. (2006). Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America. Leadership & organization Development journal, 27(4), 242-249. https://doi.org/10.1108/01437730610666000
Chen, Y., Tjosvold, D., & Pan, Y. (2010). Collectivist team values for Korean–Chinese co-worker relationshiPC and job performance. International Journal of Intercultural Relations, 34(5), 475-481.
Conway, N., & Coyle‐Shapiro, J. A. M. (2012). The reciprocal relationship between PCychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure. Journal of occupational and Organizational PCychology, 85(2), 277-299.
D'Amato, A., & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations: A study of European managers. Journal of Managerial Psychology, 23(8), 929-953. https://doi.org/10.1108/02683940810904402
Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of Business and Management, 14(2), 8-16.
De Vos, A., & Meganck, A. (2009). What HR managers do versus what employees value: Exploring both parties’ views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45–60.
Evans, J.R., & Mathur, A. (2018). The value of online surveys: A look back and a look ahead. Internet Research, 28(4), 854–887.
Hair, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Thousand Oaks, CA: Sage.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24.
Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2(3), 195-215.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences OF INDIVIDUALS'FIT at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit. Personnel PCychology, 58(2), 281-342.
Lakhal, L., Pasin, F., & Limam, M. (2006). Quality management practices and their impact on performance. International Journal of Quality & Reliability Management, 23(6), 625-646. https://doi.org/10.1108/02656710610672461
Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees' perceptions of person–job and person–organization fit. Journal of vocational behavior, 59(3), 454-470.
Miller, D., & Lee, J. (2001). The people make the process: Commitment to employees, decision making, and performance. Journal of Management, 27(2), 163-189.
Mitchell, T.R., Holtom, B.C., Lee, T.W., Sablynski, C.J., & Erez, M. (2001). Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover. Academy of Management Journal, 44(6), 1102–1121.
Moroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Morrison, D. E. (1994). PCychological contracts and change. Human Resource Management, 33(3), 353-372.
Na-Nan, K., Chaiprasit, K., & Pukkeeree, P. (2017). Performance management in SME high-growth sectors and high-impact sectors in Thailand: Mixed method research. International Journal of Engineering Business Management, 9, 1847979017718451.
Nayak, S., Jena, D., & Patnaik, S. (2021). Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study. International Journal of Engineering Business Management, 13, 1-10.
Na-Nan, K., Chaiprasit, K., & Pukkeeree, P. (2018). Factor analysis-validated comprehensive employee job performance scale. International Journal of Quality & Reliability Management, 35(10), 2436-2449. https://doi.org/10.1108/IJQRM-06-2017-0117
Naz, S., Li, C., Nisar, Q. A., Khan, M. A. S., Ahmad, N., & Anwar, F. (2020). A study in the relationship between supportive work environment and employee retention: Role of organizational commitment and person–organization fit as mediators. Sage Open, 10(2), 2158244020924694. https://doi.org/10.1177/2158244020924694
Pradhan, R. K., Jena, L. K., & Pradhan, S. (2017). Role of psychological contract between organisational commitment and employee retention: Findings from Indian manufacturing industries. World Review of Science, Technology and Sustainable Development, 13(1), 18-36.
Raja, U., Johns, G., & Ntalianis, F. (2004). The Impact of personality on psychological contracts. Academy of Management Journal, 47(3), 350-367.
Restubog, S. L. D., Hornsey, M. J., Bordia, P., & Esposo, S. R. (2008). Effects of psychological contract breach on organizational citizenship behaviour: Insights from the group value model. Journal of Management Studies, 45(8), 1377-1400.
Restubog, S. L. D., Bordia, P., Tang, R. L., & Krebs, S. A. (2010). Investigating the moderating effects of leader–member exchange in the PCychological contract breach–employee performance relationship: A test of two competing perspectives. British journal of management, 21(2), 422-437.
Robertson, A., & Khatibi, A. (2013). The influence of employer branding on productivity-related outcomes of an organization. IUP Journal of Brand Management, 10(3), 17.
Rust, R. T., Zeithaml, V. A., & Lemon, K. N. (2000). Driving customer equity: How customer lifetime value is reshaping corporate strategy. New York: Free Press.
Ringim, K. J., Razalli, M. R., & Hasnan, N. (2012). A framework of business process re-engineering factors and organizational performance of Nigerian banks. Asian Social Science, 8(4), 203–216.
Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, California: Sage Publications, Inc.
Sobaih, A. E. E., Ibrahim, Y., & Gabry, G. (2019). Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance. Tourism Management Perspectives, 30, 171-181.
Tanwar, K. (2016). The Effect of employer brand dimensions on organisational commitment: Evidence from Indian IT industry. Asia-Pacific Journal of Management Research and Innovation, 12(3/4), 282-290.
Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17, 186S-206S.
Tsui, P. L., Lin, Y. S., & Yu, T. H. (2013). The influence of psychological contract and organizational commitment on hospitality employee performance. Social Behavior and Personality: An International Journal, 41(3), 443-452.
Vandenberg, R. J., & Lance, C. E. (1992). Examining the causal order of job satisfaction and organizational commitment. Journal of Management, 18(1), 153-167.
De Waal, A. A., & Oudshoorn, M. (2015). Two profiles of the Dutch high performing employee. European Journal of Training and Development, 39(7), 570-585. https://doi.org/10.1108/EJTD-12-2014-0082.
Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale:Validity analysis of a theory-based measure. Academy of Management Journal, 41(5), 540-555.
Zhao, H. A. O., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: A meta‐analysis. Personnel Psychology, 60(3), 647-680.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Borman, W. C., Ackerman, L. D., Kubisiak, U. C., & Quigley, A. M. (1994). Development of a performance rating program in support of Department of Labor test validation research. Contract, (93-2), 93-3.
Bộ Kế hoạch và Đầu tư. (2020). Sách trắng doanh nghiệp Việt Nam năm 2020 [Vietnamese Enterprises White Book 2020]. http://www.mpi.gov.vn/Pages/tinbai.aspx?idTin=46136&idcm=37
Cardy, R. L., & Lengnick-Hall, M. L. (2011). Will they stay or will they go? Exploring a customer-oriented approach to employee retention. Journal of Business and Psychology, 26(2), 213-217.
Cardy, R. L., Miller, J. S., & Ellis, A. D. (2007). Employee equity: Toward a person-based approach to HRM. Human Resource Management Review, 17(2), 140–151.
Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms Jennifer A. Chatman. Administrative Science Quarterly, 36, 459-484.
Chen, J. C., Silverthorne, C., & Hung, J. Y. (2006). Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America. Leadership & organization Development journal, 27(4), 242-249. https://doi.org/10.1108/01437730610666000
Chen, Y., Tjosvold, D., & Pan, Y. (2010). Collectivist team values for Korean–Chinese co-worker relationshiPC and job performance. International Journal of Intercultural Relations, 34(5), 475-481.
Conway, N., & Coyle‐Shapiro, J. A. M. (2012). The reciprocal relationship between PCychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure. Journal of occupational and Organizational PCychology, 85(2), 277-299.
D'Amato, A., & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations: A study of European managers. Journal of Managerial Psychology, 23(8), 929-953. https://doi.org/10.1108/02683940810904402
Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of Business and Management, 14(2), 8-16.
De Vos, A., & Meganck, A. (2009). What HR managers do versus what employees value: Exploring both parties’ views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45–60.
Evans, J.R., & Mathur, A. (2018). The value of online surveys: A look back and a look ahead. Internet Research, 28(4), 854–887.
Hair, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Thousand Oaks, CA: Sage.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24.
Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2(3), 195-215.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences OF INDIVIDUALS'FIT at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit. Personnel PCychology, 58(2), 281-342.
Lakhal, L., Pasin, F., & Limam, M. (2006). Quality management practices and their impact on performance. International Journal of Quality & Reliability Management, 23(6), 625-646. https://doi.org/10.1108/02656710610672461
Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees' perceptions of person–job and person–organization fit. Journal of vocational behavior, 59(3), 454-470.
Miller, D., & Lee, J. (2001). The people make the process: Commitment to employees, decision making, and performance. Journal of Management, 27(2), 163-189.
Mitchell, T.R., Holtom, B.C., Lee, T.W., Sablynski, C.J., & Erez, M. (2001). Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover. Academy of Management Journal, 44(6), 1102–1121.
Moroko, L., & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Morrison, D. E. (1994). PCychological contracts and change. Human Resource Management, 33(3), 353-372.
Na-Nan, K., Chaiprasit, K., & Pukkeeree, P. (2017). Performance management in SME high-growth sectors and high-impact sectors in Thailand: Mixed method research. International Journal of Engineering Business Management, 9, 1847979017718451.
Nayak, S., Jena, D., & Patnaik, S. (2021). Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study. International Journal of Engineering Business Management, 13, 1-10.
Na-Nan, K., Chaiprasit, K., & Pukkeeree, P. (2018). Factor analysis-validated comprehensive employee job performance scale. International Journal of Quality & Reliability Management, 35(10), 2436-2449. https://doi.org/10.1108/IJQRM-06-2017-0117
Naz, S., Li, C., Nisar, Q. A., Khan, M. A. S., Ahmad, N., & Anwar, F. (2020). A study in the relationship between supportive work environment and employee retention: Role of organizational commitment and person–organization fit as mediators. Sage Open, 10(2), 2158244020924694. https://doi.org/10.1177/2158244020924694
Pradhan, R. K., Jena, L. K., & Pradhan, S. (2017). Role of psychological contract between organisational commitment and employee retention: Findings from Indian manufacturing industries. World Review of Science, Technology and Sustainable Development, 13(1), 18-36.
Raja, U., Johns, G., & Ntalianis, F. (2004). The Impact of personality on psychological contracts. Academy of Management Journal, 47(3), 350-367.
Restubog, S. L. D., Hornsey, M. J., Bordia, P., & Esposo, S. R. (2008). Effects of psychological contract breach on organizational citizenship behaviour: Insights from the group value model. Journal of Management Studies, 45(8), 1377-1400.
Restubog, S. L. D., Bordia, P., Tang, R. L., & Krebs, S. A. (2010). Investigating the moderating effects of leader–member exchange in the PCychological contract breach–employee performance relationship: A test of two competing perspectives. British journal of management, 21(2), 422-437.
Robertson, A., & Khatibi, A. (2013). The influence of employer branding on productivity-related outcomes of an organization. IUP Journal of Brand Management, 10(3), 17.
Rust, R. T., Zeithaml, V. A., & Lemon, K. N. (2000). Driving customer equity: How customer lifetime value is reshaping corporate strategy. New York: Free Press.
Ringim, K. J., Razalli, M. R., & Hasnan, N. (2012). A framework of business process re-engineering factors and organizational performance of Nigerian banks. Asian Social Science, 8(4), 203–216.
Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, California: Sage Publications, Inc.
Sobaih, A. E. E., Ibrahim, Y., & Gabry, G. (2019). Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance. Tourism Management Perspectives, 30, 171-181.
Tanwar, K. (2016). The Effect of employer brand dimensions on organisational commitment: Evidence from Indian IT industry. Asia-Pacific Journal of Management Research and Innovation, 12(3/4), 282-290.
Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17, 186S-206S.
Tsui, P. L., Lin, Y. S., & Yu, T. H. (2013). The influence of psychological contract and organizational commitment on hospitality employee performance. Social Behavior and Personality: An International Journal, 41(3), 443-452.
Vandenberg, R. J., & Lance, C. E. (1992). Examining the causal order of job satisfaction and organizational commitment. Journal of Management, 18(1), 153-167.
De Waal, A. A., & Oudshoorn, M. (2015). Two profiles of the Dutch high performing employee. European Journal of Training and Development, 39(7), 570-585. https://doi.org/10.1108/EJTD-12-2014-0082.
Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale:Validity analysis of a theory-based measure. Academy of Management Journal, 41(5), 540-555.
Zhao, H. A. O., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: A meta‐analysis. Personnel Psychology, 60(3), 647-680.
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