RESEARCH PROPOSAL THE INFLUENCE OF ORGANIZATIONAL CULTURE ON INNOVATION

1 NATIONAL ECONOMICS UNIVERSITY □ □ RESEARCH PROPOSAL THE INFLUENCE OF ORGANIZATIONAL CULTURE ON INNOVATION Students: Tran Hoang Thanh - 11194734 Major: Business Administration Intake: 61 Class: Management of quality and innovation Supervisor: Vũ Hoàng Nam, PhD Ha Noi, 06/2021 TIEU LUAN MOI download : skknchat123@gmail.com DECLARATION I hereby declare that this is my recent research proposal The study's references are included in the references section All data utilized in the research article for evaluation and analysis was gathered by me, examined honestly and objectively, has a clear source, and has never been used or published in any other project If I'm wrong, I'd prefer to accept full responsibility and accept all of the consequences imposed by the faculty and the institution Ha Noi, November, 2021 TIEU LUAN MOI download : skknchat123@gmail.com Table of Contents DECLARATION LIST OF TABLES AND FIGURES ABSTRACT INTRODUCTION CHAPTER LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT CHAPTER RESEARCH METHOD CHAPTER CONCLUSION REFERENCE APPENDIX: QUESTIONNAIRE TIEU LUAN MOI download : skknchat123@gmail.com LIST OF TABLES AND FIGURES Figure 1: Conceptual framework 14 TIEU LUAN MOI download : skknchat123@gmail.com ABSTRACT Innovation plays a crucial role in organizational culture Innovation is the process of developing and improving products, processes, and markets with the goal of increasing value Define innovation as the successful implementation of creative ideas within a company The purpose of this research is to investigate the relationship between corporate culture and innovation It is critical for both innovation and organizational culture specialists to comprehend the systemic relationship between these concepts and its value in generating and preserving sustainable competitive advantage for firms Purpose: The following article studies the influence of organizational culture on employee innovation Methodology: A questionnaire of 100 personnel will be undertaken from new hires to experienced and expert employees; we've got you covered in Vietnam The study hypotheses will be examined using correlation and regression analysis and considered from a descriptive statistic analysis Research limitations/implications: Because the scope of this study will be limited to one country, additional research in other nations is required The poll will be performed during a period of economic downturn It would be proposed that the investigation be repeated in a stable financial condition to analyze the findings' specificity TIEU LUAN MOI download : skknchat123@gmail.com Practical implications: Directors could use this proposal to find the results to tackle practical problems by prioritizing organizational culture that improves employee innovation Value: This research proposal contributes to organizational culture research by highlighting the impact of organizational culture activities in improving employee innovation Keywords: organizational culture, employee innovation, influence TIEU LUAN MOI download : skknchat123@gmail.com INTRODUCTION From 1990s, Vietnam has made a move from a exceedingly centralized aggranged economy to a communist situated advertise economy Over that period, the economy has experienced rapid growth At present, Vietnam is in a period of integration into the global economy But the major of all Vietnamese enterprises are still small and medium enterprises and lack competitiveness, especially in this global market In order to take advantage of chances and go through challenges in the market in the long term, Vietnam companies need to concentrate on the root problems, especially innovation In reality, innovation is critical to the development of a dynamic and entrepreneurial firm (Johannessen et al., 2001a) that has become widely realized as the important element to competitive success(Francis & Bessant, 2005) Furthermore, organizational culture is a component that arises in every internal corporation in order to improve work performance and create an environment conducive to creativity Strong cultures rated higher in new product development and were predicted to expand more in the future, according to growth projections in stock prices, according to some experts On the other side, a well-balanced culture can aid an organization's ability to innovate Some researchers have discovered that attributes such as engagement and adaptability are vital for execution and implementation, which leads to innovation(Schein, 1989a) In recent years, according to my knowledge, there have been a number of researches about innovation on companies deeply but they are still fragmented and disconnected As a result, it's critical to conduct a comprehensive literature review to assess previous work and identify relevant study themes and developing patterns Moreover, we will be able to consolidate and integrate existing knowledge, as well as present the key TIEU LUAN MOI download : skknchat123@gmail.com discoveries related to this link for future studies to expand on Secondly, earlier research has a tendency to treat the impact of culture on innovation in an absolutized manner However, a more comprehensive and complete understanding of the relationship between culture and innovation requires synthesizing conceptual advancements and different empirical data Finally, there is a gap in current research on the impact of organizational culture on innovation at various phases As a result, the study will attempt to investigate and seek an answer to the following questions “Does the organizational culture encourage employee innovation ?” Research method Primary data will be used from online survey questionnaires collected from 100 people in our research The relationship between organizational culture and employees' innovation will be tested by multiple linear regression,… used by me Structure of the report The following chapters will go over the specifics of the project: Chapter illustrates the literature review and hypothesis influence of organizational culture on employee innovation; Chapter presents the study technique used in this study, which includes collection and information capture, measurement, and statistical analysis; Chapter gives conclusions TIEU LUAN MOI download : skknchat123@gmail.com CHAPTER LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT 1.1 Organizational culture In an organization, organizational culture is depicted as the people's shared mental software or shared concepts(Hofstede et al., 1991) It is a shared understanding of how members of an organization think and carry out their responsibilities that separate one organization from another It is one of an organization’s most essential social qualities.(Schein, 1989b) Organizational culture refers to the workplace value system that influences how employees think, do, and distinguish substantially between and within firms(Warrick et al., 2016) It correlates well with the desired workplace development and performance (Chatterjee et al., 2018) Organizational culture can be diagnosed using a variety of descriptive methodologies (Handy, 1999; Schein, 1989b) In the literature, the competing value framework and Dension organizational culture taxonomies are commonly utilized Competing esteem system could be a typological system that employments the Jungian prime example approach to classify organizations into one of numerous commonly elite societies, such as clan, progressive, market-oriented, or adhocracy, while Dension organizational culture could be a settled structure of organizational culture in which the first-order measurements are particular sufficient to permit clear explanations almost behavioral standards and values, and the higher-order variables are wide sufficient to permit conceptual linkages to other cultures(D Denison et al., 2014) Dension organizational culture does not categorize organizations as a whole; rather, it profiles an organization's organizational culture Mission, engagement, consistency, and flexibility are the four dimensions of Dension organizational culture TIEU LUAN MOI download : skknchat123@gmail.com 1.2 Employee Innovation Innovation is widely regarded as an important source of competitive advantage in a rapidly changing environment According to management scholars, innovation capability is the most crucial determination of firm performance(Mone et al., 1998) According to Schumpeter, innovation manifests in novel outputs: a new product or a new quality of a product; a new method of production; a new market; a new organizational structure or perhaps a new source of supply, which can be summed as “doing things distinctively” Innovation is defined as “ the deliberate admission and implementation of ideas, processes, goods, or procedures that are new to the relevant unit of adoption and are intended to improve the individual, group, organization, or wider society within a position, group, or organization” (van der Vlist, 1992a) Another definition about innovation is as an "An individual or other unit of adoption perceives a new idea, practice, or item." (Rogers, 1995) Enhancing management practices, in addition to introducing new and upgrading existing technology and procedures, is also considered innovation.(Johannessen et al., 2001b) Innovation is also regarded as newness, as suggested by(Johannessen et al., 2001b) in which case did their scholars decade, first of all, newness provides the beginning of implementing innovative concepts is provided by novelty Second, when intellectual capital is the end result that inspires creativity and improves organizational performance, newness can be an indicator of developing organizational competitive advantages that are sustainable This study considers innovation as a process relating to the generation, adoption, implementation, and incorporation of new the organization's ideals, procedures, or artifacts.(van der Vlist, 1992b) TIEU LUAN MOI download : skknchat123@gmail.com 14 Involvement Adaptability Employee Innovation Consistency Mission Figure 1: Conceptual framework TIEU LUAN MOI download : skknchat123@gmail.com 15 CHAPTER RESEARCH METHOD 2.1 Sample and data collection To collect data for analysis, I will conduct an employee survey in Quang Ninh, Vietnam The targets would be young people under the age of 30 This research proposal would use a convenient sampling method to approach and deliver the surveys to the respondents who have been targeted Because of the use of scale measurement, which has been shown in prior studies(Johannessen et al., 2001a), the questionnaire is easily translated into Vietnamese without the requirement for a pilot test The questionnaire will be conducted in 2021 2.2 Measurement scale For the variables that will be used in this research proposal, we will create scales from the research All items will be assessed on a Likert 5point scale (1 = strongly disagree to = strongly agree) The appendix contains the scales that will be modified for this study Organizational culture dimensions: The Denison organizational culture inventory was used to assess organizational culture(D R Denison & Mishra, 1989b) There are four culture dimensions in this inventory, consistency, involvement, adaptability, mission The Denison model defines three organizational practices in each of the four aspects For instance, "mission" encompasses strategic direction, ambitions, objectives, and sight; "involvement" includes empowerment, team orientation, and development planning; "consistency" encompasses core values, contract, and coordination, as well as integration; and "adaptability" encompasses adjust, customer satisfaction, and organizational learning Four survey TIEU LUAN MOI download : skknchat123@gmail.com 16 items are used to assess each sub-factor The four characteristics of Denison culture are assessed using a total of 48 items Employee innovation: (Wallace et al., 2016) illustrated innovation as the invention and application of new ideas, implying that creativity is a prerequisite for innovation The advancement, incitement, and usage of thoughts have a solid relationship, and they can be combined and utilized as a single added substance (Janssen, 2004) Employee Innovation is assessed via an eight-item questionnaire derived from commonly used measurements of (Janssen, 2004; Scott & Bruce, 1994) 2.3 Data analysis All multivariate analytic assumptions (missing data, normality, linearity, equality of error variance, and multicollinearity) will be verified To meet the two study objectives, the data will be examined using the statistical software SPSS To test our hypothesis, i'll employ: Multiple linear regression: The best linear combination of four dimensions of organizational culture and employee innovation will be determined using multiple linear regression Correlation: To ascertain the relationship between four dimensions of organizational culture and employee innovation Cross-tabulation: To evaluate the relationship between each (gender, age, education status, working seniority, and present position) Factor analysis: To determine the reliability of each scale (consistency, involvement, mission, adaptability) Reliability analysis: To check the reliability of each scale (consistency, involvement, mission, adaptability) Descriptive statistic analysis: to describe the distribution, means, percentage, the standard deviation of all variable 2.4 Ethic TIEU LUAN MOI download : skknchat123@gmail.com 17 Because the research question and procedure are not sensitive, it should be difficult to unethical behavior However, for the sake of safety, this study will take the following precautions First and foremost, volunteer engagement is critical It means that each participant has the right to join and leave a study at any time As a result, participants will be given the opportunity to give their informed permission before participating in the study They can ignore the questionnaire if they aren't interested Second, anonymity and confidentiality are critical considerations As a result, the participants are not asked to provide their names on the form Furthermore, because the questionnaire distribution and submission are done via the Internet, the researcher and the participants should not know each other It is assumed that they will not meet face to face Third, there is an introduction at the start of the questionnaire that explains the research aims to participants It is necessary, even though it may influence the participants' responses It is due to the fact that researchers must be truthful Finally, negative wordings will be omitted in the questionnaire because bad wordings can affect participants' psychological well-being An ethical study should not cause bodily or psychological harm to the participants TIEU LUAN MOI download : skknchat123@gmail.com 18 CHAPTER CONCLUSION Many researchers have previously explored the relationship between organizational culture and creativity; however, experts in Vietnam are relatively new to this field This research proposal specifically used Denison's model to investigate the link between organizational culture and innovation As a result, future investigate ought to center on creating a modern social measurement appraisal scale that can be utilized to evaluate the social highlights of distinctive nations and regions, as well as people and ethnic bunches with a multicultural foundation Future inquire about ought to see into the affect of the interrelationship between organizational culture and national culture on development, such as what sort of corporate culture energizes multinational enterprises to improve within the have nation, which is characterized by vulnerability shirking, and how multinational organizations get laborers from diverse societies to adjust to and acknowledge their corporate culture At last, my investigate has the potential to deliver a factual unification of the existing thinks about on the relationship between specific social measurements and advancement TIEU LUAN MOI download : skknchat123@gmail.com 19 REFERENCE A Multilevel Model of Employee Innovation: Understanding the Effects of Regulatory Focus, Thriving, and Employee Involvement Climate—J Craig Wallace, Marcus M Butts, Paul D Johnson, Flannery G Stevens, Mickey B Smith, 2016 (n.d.) Retrieved 25 November 2021, from https://journals.sagepub.com/doi/10.1177/0149206313506462 Amabile, T M (n.d.) COMPONENTIAL THEORY OF CREATIVITY 10 Chatterjee, A., Pereira, A., & Bates, R (2018) Impact of individual perception of organizational culture on the learning transfer environment International Journal of Training and Development, 22(1), 15–33 https://doi.org/10.1111/ijtd.12116 Damanpour, F., Szabat, K A., & Evan, W M (1989) The Relationship Between Types of Innovation and Organizational Performance Journal of Management Studies, 26(6), 587–602 https://doi.org/10.1111/j.1467-6486.1989.tb00746.x Denison, D., Nieminen, L., & Kotrba, L (2014) Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys European Journal of Work and Organizational Psychology, 23(1), 145–161 https://doi.org/10.1080/1359432X.2012.713173 Denison, D R., & Mishra, A K (1989a) Organizational Culture and Organizational Effectiveness: A Theory and Some Preliminary Empirical Evidence Academy of Management Proceedings, 1989(1), 168–172 https://doi.org/10.5465/ambpp.1989.4980714 Denison, D R., & Mishra, A K (1989b) Organizational Culture and Organizational Effectiveness: A Theory and Some Preliminary Empirical Evidence Academy of Management Proceedings, 1989(1), 168–172 https://doi.org/10.5465/ambpp.1989.4980714 Denison, H J., Dodds, R M., Ntani, G., Cooper, R., Cooper, C., Sayer, A A., & Baird, J (2013) How to get started with a systematic review in epidemiology: An introductory guide for early career researchers Archives of Public Health, 71(1), 21 https://doi.org/10.1186/0778-7367-71-21 TIEU LUAN MOI download : skknchat123@gmail.com 20 Dibyantoro, Prahiawan, W., & Ramdansyah, A D (2021) MENINGKATKAN KINERJA KARYAWAN DENGAN BUDAYA ORGANISASI PERBAIKAN BERKELANJUTAN Fair Value: Jurnal Ilmiah Akuntansi Dan Keuangan, 4(3), 551–569 https://doi.org/10.32670/fairvalue.v4i3.716 Francis, D., & Bessant, J (2005) Targeting Innovation and Implications for Capability Development Technovation, 25, 171–183 https://doi.org/10.1016/j.technovation.2004.03.004 Handy, C (1999) Understanding organizations Penguin Books Hofstede, G., Hofstede, G., & Minkov, M (1991) Cultures and Organizations: Software of the Mind https://doi.org/10.5860/choice.42-5937 Janssen, O (2004) How fairness perceptions make innovative behavior more or less stressful Journal of Organizational Behavior, 25(2), 201–215 https://doi.org/10.1002/job.238 Jaskyte, K., & Dressler, W (2005) Jaskyte, Kristina and William W Dressler (2005) Organizational culture and innovation in nonprofit human service organizations Administration in Social Work 29: 23-41 Administration in Social Work, 29, 23–41 Johannessen, J., Olsen, B., & Lumpkin, G T (2001a) Innovation as newness: What is new, how new, and new to whom? European Journal of Innovation Management, 4(1), 20–31 https://doi.org/10.1108/14601060110365547 Johannessen, J., Olsen, B., & Lumpkin, G T (2001b) Innovation as newness: What is new, how new, and new to whom? European Journal of Innovation Management, 4(1), 20–31 https://doi.org/10.1108/14601060110365547 Lemon, M., & Sahota, P S (2004) Organizational culture as a knowledge repository for increased innovative capacity Technovation, 24(6), 483–498 https://doi.org/10.1016/S01664972(02)00102-5 Leonard-Barton, D (1992) Core Capabilities and Core Rigidities: A Paradox in Managing New Product Development Strategic Management Journal, 13, 111–125 TIEU LUAN MOI download : skknchat123@gmail.com 21 Lizardo, O (2006) How Cultural Tastes Shape Personal Networks American Sociological Review AMER SOCIOL REV, 71, 778–807 https://doi.org/10.1177/000312240607100504 Martins, E C., & Terblanche, F (2003) Building organisational culture that stimulates creativity and innovation European Journal of Innovation Management, 6(1), 64–74 https://doi.org/10.1108/14601060310456337 Mone, M A., McKinley, W., & Barker, V L (1998) Organizational Decline and Innovation: A Contingency Framework The Academy of Management Review, 23(1), 115–132 https://doi.org/10.2307/259102 Nguyen, P A., & Robinson, A G (2015) Continuous improvement in Vietnam: Unique approaches for a unique culture Journal of Asia Business Studies, 9(2), 195–211 https://doi.org/10.1108/JABS11-2014-0093 Rangus, K., & Slavec, A (2017) The interplay of decentralization, employee involvement and absorptive capacity on firms’ innovation and business performance Technological Forecasting and Social Change, 120(C), 195–203 Rogers, E M (1995) Diffusion of Innovations: Modifications of a Model for Telecommunications In M.-W Stoetzer & A Mahler (Eds.), Die Diffusion von Innovationen in der Telekommunikation (pp 25–38) Springer https://doi.org/10.1007/978-3-642-79868-9_2 Schein, E H (1989a) Corporate culture and organizational effectiveness, by D R Denison New York, NY: John Wiley & Sons, Inc., 1990, 267 pp $39.95 Human Resource Management, 28(4), 557– 561 https://doi.org/10.1002/hrm.3930280408 Schein, E H (1989b) Corporate culture and organizational effectiveness, by D R Denison New York, NY: John Wiley & Sons, Inc., 1990, 267 pp $39.95 Human Resource Management, 28(4), 557– 561 https://doi.org/10.1002/hrm.3930280408 Scott, S G., & Bruce, R A (1994) Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace Academy of Management Journal, 37(3), 580–607 https://doi.org/10.5465/256701 TIEU LUAN MOI download : skknchat123@gmail.com 22 Shahzad, F., Xiu, G., & Shahbaz, M (2017) Organizational culture and innovation performance in Pakistan’s software industry Undefined https://www.semanticscholar.org/paper/Organizational- culture-and-innovation-performance-ShahzadXiu/424d00c33b6c2b899c214f88181851585dd6500b van der Vlist, R (1992a) Book Reviews: M A West and J L Farr (eds.): Innovation and Creativity at Work Psychological and Organizational Strategies 1990, Chichester: Wiley 349 pages Organization Studies, 13(2), 281–287 https://doi.org/10.1177/017084069201300209 van der Vlist, R (1992b) Book Reviews: M A West and J L Farr (eds.): Innovation and Creativity at Work Psychological and Organizational Strategies 1990, Chichester: Wiley 349 pages Organization Studies, 13(2), 281–287 https://doi.org/10.1177/017084069201300209 Wallace, J C., Butts, M M., Johnson, P D., Stevens, F G., & Smith, M B (2016) A Multilevel Model of Employee Innovation: Understanding the Effects of Regulatory Focus, Thriving, and Employee Involvement Climate Journal of Management, 42(4), 982–1004 https://doi.org/10.1177/0149206313506462 Warrick, D D., Milliman, J F., & Ferguson, J M (2016) Building high performance cultures Organizational Dynamics, 45(1), 64–70 https://doi.org/10.1016/j.orgdyn.2015.12.008 TIEU LUAN MOI download : skknchat123@gmail.com 23 APPENDIX: QUESTIONNAIRE Chào bạn, Chúng sinh viên năm ngành Quản trị Kinh doanh trường Đại học Kinh tế Quốc Dân thành phố Hà Nội Chúng thực nghiên cứu kinh doanh với chủ đề "Ảnh hưởng văn hóa doanh nghiệp(Organizational culture) đến đổi mới" Chúng vui bạn giúp chúng tơi hồn thành nghiên cứu kinh doanh cách thực bảng khảo sát bên *Lưu ý: Bảng khảo sát sử dụng với mục đích phục vụ cho nghiên cứu kinh doanh không sử dụng với mục đích cá nhân khác Nếu Bạn cần thêm thơng tin nghiên cứu này, xin liên hệ theo địa Trân trọng cảm ơn bạn nhiều! Trưởng nhóm Trần Hồng Thành Quản trị Chất lượng Đổi E-MQI K61 Trường đại học Kinh tế Quốc dân ĐTDD: 0979 725 616 Email: thanhth.emqineu@gmail.com Giới tính bạn gì? - Nam - Nữ Bạn tuổi ? ……… Nghề nghiệp bạn ………… TIEU LUAN MOI download : skknchat123@gmail.com NO Tiêu Chí Nhiệm vụ Có mục tiêu chiến lược dài hạn Công việc có sứ mệnh riêng biệt mang lại ý nghĩa hướng cho Có chiến lược tương lai xác định chỗ Tôi tin tưởng vào định hướng chiến lược Tôi tin tưởng vào định hướng chiến lược Các nhà lãnh đạo phát triển mục tiêu cao đạt Chúng theo dõi tiến độ liên quan đến mục tiêu nêu Mọi người nhận thức cần phải làm để chúng tơi thành cơng lâu dài Tất chúng tơi có chung tầm nhìn cơng ty tương lai Các nhà lãnh đạo nghĩ mặt dài hạn 10 11 12 Quan điểm dài hạn bị tổn hại suy nghĩ ngắn hạn Nhân viên say mê bị thúc đẩy mục tiêu Sự liên quan Phần lớn nhân viên đầu tư sâu vào cơng việc họ Thơng tin tốt thường có sẵn cấp độ mà định đưa Thông tin phổ biến rộng rãi để người tiếp cận với thơng tin mà họ yêu cầu họ yêu cầu TIEU LUAN MOI download : skknchat123@gmail.com 10 11 12 Lập kế hoạch kinh doanh trình liên tục có tham gia tất người mức độ Sự hợp tác phận cơng ty khuyến khích tích cực Mọi người làm việc thể họ thành viên nhóm Thay phân cấp, làm việc theo nhóm sử dụng để hồn thành nhiệm vụ Cơng việc tổ chức để người nhận thức mối liên hệ công việc họ mục tiêu tổ chức Mọi người trao quyền để họ hành động độc lập Kỹ nhân viên không ngừng nâng cao Khả người coi nguồn lợi cạnh tranh đáng kể Bởi chúng tơi có kiến thức chun mơn cần thiết để hồn thành công việc nên xảy vấn đề Tính quán "Các nhà lãnh đạo quản lý làm họ rao giảng," câu nói Có kỹ thuật quản lý riêng phong cách quản lý riêng biệt Cách kinh doanh điều chỉnh tập hợp lý tưởng rõ ràng quán Có quy tắc đạo đức điều chỉnh hành động dạy điều điều sai Khi có khác biệt, chúng tơi làm việc chăm để tìm giải pháp “đơi bên có lợi” Ngay vấn đề phức tạp, việc đạt đồng thuận đơn giản TIEU LUAN MOI download : skknchat123@gmail.com 26 10 11 12 Đối với chủ đề chính, chúng tơi gặp khó khăn việc tìm kiếm phù hợp Có hiểu biết rõ ràng hành vi sai Các hoạt động kinh doanh chúng tơi dễ đốn quán Mọi người từ nhiều phận cơng ty có chung quan điểm Các mục tiêu thống tốt tất cấp Làm việc với người từ phận khác công ty không giống làm việc với người từ cơng ty khác Sự thích nghi Mọi thứ thực cách linh hoạt có khả thích ứng cao Chúng tơi phản ứng nhanh chóng với thay đổi môi trường kinh doanh, bao gồm đối thủ cạnh tranh Nơi làm việc áp dụng phương pháp cải tiến Các thay đổi thường xuyên nhắc nhở phản hồi đề xuất khách hàng Phản hồi khách hàng có ảnh hưởng trực tiếp đến định Theo đánh giá chúng tôi, tính đến lợi ích khách hàng Nhân viên chúng tơi khuyến khích tương tác trực tiếp với khách hàng Chúng coi thất bại hội để trưởng thành phát triển Sự đổi chấp nhận rủi ro khen ngợi khen thưởng TIEU LUAN MOI download : skknchat123@gmail.com 27 10 11 Trong công việc hàng ngày, đặt ưu tiên hàng đầu cho việc học Chúng đảm bảo "tay phải hiểu tay trái làm." Đổi nhân viên Tơi ln tìm cách để cải thiện nơi làm việc Tơi tị mị khơng biết làm để thứ cải thiện tốt Tơi nghĩ cách để nâng cao kiến thức kỹ cho phận Đối với ý tưởng giải pháp mình, tơi tranh thủ giúp đỡ đồng nghiệp Tôi xếp thời gian để thực dự án ý tưởng riêng Để thực ý tưởng mới, lập đủ kế hoạch thời gian biểu Tôi biến khái niệm đột phá thành ứng dụng thực tế Tơi khơng làm để thứ tốt TIEU LUAN MOI download : skknchat123@gmail.com ... prioritizing organizational culture that improves employee innovation Value: This research proposal contributes to organizational culture research by highlighting the impact of organizational culture. .. Employee Innovation Null hypothesis: There is no relationship between organizational consistency and Employee Innovation Alternative hypothesis: there exists a relationship between organizational consistency... study Organizational culture dimensions: The Denison organizational culture inventory was used to assess organizational culture( D R Denison & Mishra, 1989b) There are four culture dimensions in