A Model of Organizational Culture for Enhancing Organizational Commitment in Telecom Industry: Evidence from Vietnam

Abstract

The aim of this study is to investigate the influence of organizational culture on organizational commitment in the context of the Vietnam telecom industry. The model was tested with a sample of 324 employees working for telecom companies. The result from the partial least squares method (PLS) using SmartPLS 3.0 program revealed a good fit between collected data and measurement scales which were introduced and developed in the Western contexts. Besides, the findings showed that the six dimensions of organizational culture had positive impacts on organizational commitment decreasingly: innovativeness, teamwork, training and development, reward and recognition, organizational communication, empowerment. This discovery highlighted the importance of organizational culture in enhancing employee commitment towards the organization as well as calls the management attention to these dimensions and long-term development policies.

A Model of Factors Influencing Behavioral Intention to Use Internet Banking and The Moderating Role of Anxiety: Evidence from Vietnam

“…For example, the minimum factor loading was 0.601 (Table 3). Besides, convergent validity will be confirmed when the average variance extracted (AVE) for each of the latent variables is greater than 0.5 [22]. As shown in Table 3 below, AVE values were reported for each of the variables ranging from 0.611 to 0.860.…”

Determinates of factors influencing job satisfaction and organizational loyalty

“…Consequently, the structures have achieved convergence values . The results of CFA after considering the correlation among observed variable errors show that the model has 593 degrees of freedom, Chi-squared is 922.371; PClose = 0.550 > 0.000; CFI = 0.934 (CFI> 0.9); Chi-squared / df = 1.555; RMSEA = 0.049 (CMIN / df <3, RMSEA <0.08), all indicators were satisfactory Giao, Vuong, & Tung, 2020). Therefore, the model was suitable for the survey data.…”

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

“…For example, some scholars have pointed out that job satisfaction (positive emotional response) has a close positive relationship towards work commitment [47], while emotional exhaustion (negative emotional response) will lead to damaged self-esteem, frustration, tension and irritability of employees [48], and reduce employees' commitment to work [49]. In summary, employees with organizational culture perception will produce many positive states, such as higher job satisfaction [50,51], high organizational commitment [52], strong job engagement [53] and less emotional exhaustion [54], etc. In other words, the higher the miner's organizational culture is, the more likely it is to produce a positive emotional response, and thus trigger work commitment.…”