SỐ 194 | THÁNG 5/2022
Nghiên cứu thực nghiệm về khả năng lãnh đạo, văn hóa tổ chức, xung đột và đạo đức nghề nghiệp trong việc xác định hiệu quả công việc ở tổ chức giáo dục tại Việt Nam
Nguyễn Văn Hưởng, Trần Thị Tuyết Linh, Đỗ Hữu Hải
Tóm tắt:
Nghiên cứu nhằm mục đích kiểm tra ảnh hưởng của xung đột, lãnh đạo, văn hóa tổ chức và đạo đức nghề nghiệp đối với hiệu quả công việc (HQCV) của nhân viên tại các tổ chức giáo dục Việt Nam. Điều này trở nên quan trọng bởi vì tổ chức giáo dục không phải là một hình thức tổ chức hướng tới lợi nhuận. Vì vậy, cần hiểu biết để đưa ra về cách thúc đẩy HQCV. Phương pháp định lượng hồi quy tuyến tính đã được sử dụng để thực hiện nghiên cứu này, trong đó dữ liệu được thu thập trực tiếp và được sử dụng để phân tích dữ liệu trong nghiên cứu. Kết quả cho thấy năng lực lãnh đạo, xung đột, văn hóa tổ chức và đạo đức nghề nghiệp có ảnh hưởng tích cực đến HQCV của nhân viên. Từ đó, gợi ý rằng các tổ chức nên chú ý hơn khi tuyển dụng những người ở cấp điều hành và các nhà lãnh đạo có thể nhìn thấy mức độ tín nhiệm của nhân viên hoặc nhân viên tương lai bởi vì những người có mức độ tín nhiệm cao có xu hướng đi kèm đạo đức nghề nghiệp cao.
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An Empirical Study of Leadership, Organizational Culture, Conflict, and Work Ethic in Determining Employees' Work Performance in Vietnam Education Organization
Abstract:
This study aims to examine the influences of leadership, organizational culture, conflict, and work ethic on employees' work performance in Vietnam Education Organization. This becomes important because this organization is not a profit-oriented organization, so it needs further understanding of how to foster employees' work performance. A quantitative approach was used to conduct this study, where data were collected directly for data analysis. The results show that leadership, conflict, organizational culture, and work ethic have positive impacts on employees' work performance. In addition, this study also suggests that organizations pay more attention when recruiting people at the executive level. The implication of this is that company leaders can see the level of credibility of employees or prospective employees because someone who has a high level of credibility tends to have a high work ethic.