LUẬN văn THẠC sĩ impact of organizational creativity climate on employee’s innovative behaviors evidence from vietnam

VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY NGUYEN THI HUYEN IMPACT OF ORGANIZATIONAL CREATIVITY CLIMATE ON EMPLOYEE’S INNOVATIVE BEHAVIORS: EVIDENCE FROM VIETNAM MASTER’S THESIS BUSINESS ADMINISTRATION Hanoi, 2019 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY NGUYEN THI HUYEN IMPACT OF ORGANIZATIONAL CREATIVITY CLIMATE ON EMPLOYEE’S INNOVATIVE BEHAVIORS: EVIDENCE FROM VIETNAM MAJOR: BUSINESS ADMINISTRATION CODE: 60340102 RESEARCH SUPERVISORS: DR TRAN BICH HANH PROF.DR KODO YOKOZAWA Hanoi, 2019 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com ACKNOWLEDGMENTS This is my sincere thanks to Prof Kodo Yokozawa and Dr Tran Thi Bich Hanh, my supervisors, for their guidance, support and valuable recommendations to this work as well as their encouragement always Without their support, my thesis would remain incomplete My special thanks go to my friends and participants who provided me with data for this thesis My special thanks also extended to Ms Huong-Assistant of MBA program and friends from MBA02 as they are my huge source of energy and motivations Besides, I want to express my gratitude to the Vietnam Japan University, and Yokohama National University for nurturing and giving me an excellent educational environment Last but not least, I wish to express my deepest gratitude to my family who was sacrificed to my growth education, gave endless encouragement and support and provide spiritual strength for me Nguyen Thi Huyen May 01st, 2019 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com ABSTRACT Purpose: Innovation is the key for organizations to maintain their competitive advantages in the world of growing competition The employees are individuals who creates and implements these innovations and innovative behaviors of employees have been asserted to have a significant impact on work outcomes and organizational innovation performance Interested in understanding effects of environmental factors on employee’s innovative behavior, this research adopted an 8-dimensional model from Amabile (1996) and 4-dimensional innovative behavior from De Jong and Den Hartog (2010) to test the relationship between them Moreover, as there are very limited in innovative behavior are conducted in Vietnam, this research hopes to contribute to literature about creativity climate and innovative behavior in Vietnam Design/methodology/approach: There are 245 valid responses from employees working in an organization in Vietnam The effect of each climate factor on each factor of employee’s innovative behavior Findings: Challenging work to have the strongest influence on both creativity oriented behaviors and implementation oriented behavior Obstacle factors such as organizational impediments and workload pressure still present positive relationship with innovative behavior Research limitations: due to a small number of respondents and a large difference among genders, the results lack generalization Self-report method and an online survey may make the result less objective Contributions: Contribute to current literature about creativity climate in Vietnam Keywords: organizational climate, creativity climate, innovative behavior, creativity LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com TABLE OF CONTENTS CHAPTER 1: INTRODUCTION 1.1 Background of the study 1.2 Research objectives and research questions 1.3 Subject and scope of the study 1.4 Outline of the thesis CHAPTER 2: LITERATURE REVIEW 2.1 Organizational Creativity Climate 2.2 Employee innovative behavior 10 2.3 Hypothesis development and research framework 13 2.3.1 Organizational encouragement and employee’s innovative behavior 14 2.3.2 Managerial encouragement and employee’s innovative behavior 15 2.3.3 Workgroup support and employee’s innovative behavior 16 2.3.4 Freedom/Autonomy and employee’s innovative behavior 16 2.3.5 Sufficient resource and employee’s innovative behavior 17 2.3.6 Challenging work and employee’s innovative behavior 17 2.3.7 Organizational impediment and employee’s innovative behaviors 18 2.3.8 Workload pressure and employee’s innovative behavior 19 2.4 Research model & scales 19 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com CHAPTER 3: RESEARCH METHODOLOGY 22 3.1 Sampling 22 3.2 Data collection procedure 22 3.3 Data Analysis 23 3.4 Measurements 23 CHAPTER 4: RESEARCH ANALYSIS AND RESULTS 25 4.1 Demographic analysis 25 4.2 Reliability analysis 27 4.3 Exploratory factor analysis 27 4.3.1 Exploratory analysis of Organizational creativity climate scales 27 4.3.2 Exploratory factor analysis of employee’s innovative behavior scale 32 4.3.3 Revised research model 34 4.4 Regression analysis 36 CHAPTER DISCUSSION AND CONCLUSION 39 5.1 Discussion 39 5.1.1 Impacts of creativity climate factors on creativity oriented behaviors 39 5.1.2 Impacts of creativity climate factors on implementation oriented behaviors41 5.2 Theoretical implications 42 5.3 Practical implications 43 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 5.4 Limitations and future research direction 44 CONCLUSION 45 REFERENCES 46 APENDIX A 52 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com LIST OF TABLES Table 2.1: Measures for assessing the climate for innovation Table 2.2 Summarized researches about organizational creativity climate Table 2.3 Summarized researches about innovative behavior 12 Table 2.4 Scale descriptions 20 Table 4.1: Summary of sample characteristics 25 Table 4.2: Summarize Cronbach’s Alpha values 27 Table 4.3: Exploratory factor analysis of Organizational creativity climate 28 Table 4.4: Factor analysis for Organizational creativity climate scale – 2nd time 30 Table 4.5: Exploratory factor analysis of employee’s innovative behavior 32 Table 4.6 Reliability and Exploratory factor analysis of employee’s innovative behavior2nd time 33 Table 4.7: Correlations 36 Table 4.8: Structural relationships and hypotheses testing 37 LIST OF FIGURES Figure 2.1 Conceptual model of KEYS Figure 2.1: Proposed research model 20 Figure 4.1: Revised research model 35 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com CHAPTER 1: INTRODUCTION 1.1 Background of the study Vietnam is now a developing country with remarkable speed in economic development We are witnessing the rapidly changing in the business environment and increasing competition in Vietnam According to the Ministry of Science and Technology (2010), innovation is a critical factor for Vietnam in order to achieve the target of becoming an industrial economy by 2020 At the organizational level, it is no argued that innovation is the key to maintain competitive advantages for companies France, Mott, and Wagner (2007) assert that innovation is the key for the organization to gain a competitive advantage Meanwhile, all innovation comes from creative ideas (Scott & Bruce, 1994), the person who develops, promote, discuss, modify, and ultimately implement ideas are employees (Van de Ven, 1986) Therefore, employee’s innovative behaviors play an important role in achieving organizational effectiveness and maintain organization’s survival (Oldham & Cummings, 1996; Richter, & Shipton, 2004) Especially for companies in innovative industries such as IT, marketing, media, etc., the role of employee innovative behaviors become more critical Therefore, most organizations are striving to hire the highly creative people (Sternberg et al., 1997) However, research has shown that having creative people in the organization is not enough; the organization must create the environment that fosters and bring out the creativity within the employees (Amabile, Conti, Coon, Lazenby, & Herron, 1996) Therefore, it is critical to know how to create an organizational climate that actively develops innovation among employees (Patterson et al, 2004) Knowing what organizational climate factors promote employee’s innovative behaviors will help the organization adjust themselves to better foster innovative behaviors to enhance its competitiveness and business performance Moreover, currently, Vietnam is ranked 45th LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com in Global innovation index, among 127 economies and the country is making an effort to become an innovative economy The government has taken many decisive actions to foster innovation such as launching Vietnam innovation network to connect Vietnamese scientist worldwide, provide an attractive policy to solicit talents overseas, provide technological innovation support for business, etc Organizations themselves also take several initiatives to improve innovation Thus, understanding employee’s innovative behaviors will contribute some implications to attain this goal at an individual level However, currently in Vietnam, the research on innovation is still rare and factors that affect innovative behaviors at the individual level are still not clearly explored Until now, there have been very few academic publications on employee’s innovation in Vietnam The research will provide some propositions on employee’s innovative behavior and to test these propositions through real data in Vietnam As employees' innovative work behavior is assumed to have a positive contribution to innovation in the organization, many researchers have dedicated efforts in identifying potential factors that could develop innovative behaviors (Fairness et al., 2015; Janssen, Van De Vliert, & West, 2004; and Mumford, Scott, Gaddis, &Strange, 2002) According to J De Jong & Den Hartog (2010), although there is a positive relationship between innovative climate and innovation, most empirical research examined effects of organizational climate on innovation at the team level and organizational level Some studies (e.g Amabile, Conti, Coon, Lazenby, & Herron, 1996) at the organizational and team level have indicated that climate positively affected the innovation However, there are still very limited empirical work study about the influences of climate on innovative behavior of the employee Scott and Bruce (1994) found a positive but weak relationship between employee’s perceptions of organizational climate and their innovative behavior Moreover, while most of the previous studies have investigated the link between organizational creativity climate and innovative work behavior in general, there are limited researches that provide understanding about the relationship between the LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com Moghimi, S., & Devi Subramaniam, I (2013) Employees’ Creative Behavior: The Role of Organizational Climate in Malaysian SMEs International Journal of Business and Management, 8(5), 1–12 https://doi.org/10.5539/ijbm.v8n5p1 Moultrie, J., & Young, A (2009) Exploratory study of organizational creativity in creative organizations Creativity and Innovation Management, 18(4), 299–314 https://doi.org/10.1111/j.1467-8691.2009.00536.x Neal, A., Griffin, M A., & Hart, P M (2000) The impact of organizational climate on safety climate and individual behavior Safety Science, 34(1–3), 99–109 https://doi.org/10.1016/S0925-7535(00)00008-4 Litwin, G H., & Stringer, R A., Jr Motivation and organizational climate Boston: Harvard University, Division of Research, Graduate School of Business Administration, 1968 Oldham, G R., &Cummings, A (1996) Employee creativity: Personal and contextual factors at work Academy of Management Journal, 39, 607–634 Patterson et al (2004) Organizational climate and company productivity: The role of employee affect and employee level Journal of Fluid Mechanics, 77, 193–216 https://doi.org/10.1017/S0022112070000939 Ramamoorthy, N., Flood, P C., Slattery, T., & Sardessai, R (2005) Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model Creativity and Innovation Management, 14(2), 142–150 https://doi.org/10.1111/j.1467-8691.2005.00334.x Ren, F., & Zhang, J (2015) Job Stressors, Organizational Innovation Climate, and Employees’ Innovative Behavior Creativity Research Journal, 27(1), 16–23 https://doi.org/10.1080/10400419.2015.992659 Sagiv, L., Arieli, S., & Goldenberg, J (2009) Structure and freedom in creativity : The interplay between externally imposed structure and personal cognitive style (July) https://doi.org/10.1002/job Sellgren, S F., Ekvall, G., & Thomas, G (2008) Leadership behavior of nurse managers in relation to job satisfaction and work climate Journal ofNursing Management, 16,578–587 Scott, G (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/10.1049/iet-rsn:20080009 Shanker, R., Bhanugopan, R., van der Heijden, B I J M., & Farrell, M (2017) 49 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior Journal of Vocational Behavior, 100, 67–77 https://doi.org/10.1016/j.jvb.2017.02.004 Sia, S K., & Appu, A V (2015) Work Autonomy and Workplace Creativity: Moderating Role of Task Complexity Global Business Review, 16(5), 772–784 https://doi.org/10.1177/0972150915591435 Sundgren, M., & Styhre, A (2007) Creativity and the fallacy of misplaced concreteness in new drug development: A Whiteheadian perspective European Journal of Innovation Management, 10(2), 215–235 https://doi.org/10.1108/14601060710745260 Tesluk, P E., Farr, J L., & Klein, S R (1997) Influences of organizational culture and climate on individual creativity Journal of Creative Behavior, 31(1), 27–41 https://doi.org/10.1002/j.2162-6057.1997.tb00779.x Tsai, C T., & Tseng, W.W (2010) A research agenda of transformational leadership and innovative behavior for the hospitality industry: An integrated multilevel model Annual international council on hotels restaurants and institutional education conference Puerto Rico, USA UNCTAD (2018) Creativity Economy Outlook: Trends in International Trade in Creative Industries 445 Van de Ven, A (1986) Central problems in the management of innovation Management Science, 32, 590–607 West, M.A and Farr, J.L (1990) Innovation and Creativity at Work: Psychological and Organizational Strategies Chichester: John Wiley West, M A., Hirst, G., Richter, A., & Shipton, H (2004) Twelve steps to heaven: Successfully managing change through developing innovative teams European Journal ofWork and Organizational Psychology, 13, 269–299 Yeh‐Yun Lin, C., & Liu, F (2012) A cross‐level analysis of organizational creativity climate and perceived innovation European Journal of Innovation Management, 15(1), 55–76 https://doi.org/10.1108/14601061211192834 Yuan, F., & Woodman, R W (2010) Innovative behavior in the workplace: The role of performance and image outcome expectations Academy of Management Journal, 53(2), 323–342 http://baoquocte.vn/cong-nghiep-sang-tao-va-bai-hoc-xay-dung-thuong-hieu-quoc-gia50 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 65038.html https://english.thesaigontimes.vn/61202/vietnam-stands-45th-in-global-innovationindex.html http://ven.vn/vietnam-supports-business-in-technology-innovation-34219.html https://e.vnexpress.net/news/news/vietnam-launches-innovation-network-to-tapdiaspora-expertise-3794880.html http://tuyengiao.vn/khoa-hoc/diem-danh-11-mang-xa-hoi-ua-thich-cua-nguoi-viet-nam118867 https://advertisingvietnam.com/2018/12/nhung-con-so-thong-ke-an-tuong-ve-socialmedia-nam-2018/ 51 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com APENDIX A QUESTIONNAIRE My name is Nguyen Thi Huyen, MBA student Currently I am doing research about innovation in organization Thank you so much for participating in this survey! It will take about 15 minutes to complete below questions There is no “right” or “wrong” answer, you just need to answer below questions honestly to your true feeling and experience at current organization The information you provided through this survey will be used for research purpose only Wish you have a nice day! Please help answer below questions: Gender: ☐ Male ☐ Female Age range: ☐18-25 ☐26-35 ☐36-45 ☐above 45 Education: ☐High school ☐Vocational education ☐College ☐University ☐Higher education Your work experience in current organization: ☐Under year ☐from to years ☐from to years ☐Above years What is your work function? ☐Art, cultural, entertainment field ☐Design, architecture ☐Journal, publishing ☐IT, software, computer services ☐Advertising, marketing, marketing communication ☐Engineering, technical service ☐R&D, market research ☐Finance, accounting, administrative, HR ☐Others Your job position ☐Staff ☐Team leader ☐Manager ☐ Top manager (CEO, CFO, COO…) 52 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com Below question are about you and your working environment Please read each statement and indicate to what extent you agree with that statement according to below scale: 1= Strongly Disagree No Scale 10 11 12 13 14 15 16 OrgEn 5= Strongly Agree Question “People are encouraged to Solve Problems creatively in this organization” ☐ “New Ideas are encouraged in this organization.” ☐ “This organization has a good Mechanism for encouraging and developing creative Ideas.” ☐ “People are encouraged to Take Risks in this organization.” ☐ “In this organization, top management Expects that people will Creative Work” ☐ “I feel that top Management is Enthusiastic about my work.” ☐ “Ideas are Judged Fairly in this organization.” ☐ “People in this organization can Express unusual Ideas without the fear of being called stupid.” ☐ “Failure is Acceptable in this organization, if the effort on the project was good.” ☐ “Performance Evaluation in this organization is Fair.” ☐ “People are Recognized for Creative work in this organization.” ☐ “People are Rewarded for Creative work in this organization.” ☐ “There is an Open Atmosphere in this organization” ☐ “In this organization, there is a lively and active Flow of Ideas.” ☐ “Overall, the people in this organization have a Shared Vision of where we are going and what we are trying to do.” ☐ “My boss's Expectations for my work are Clear” ☐ Answer ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 53 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 17 “My boss Plans well.” 18 “My boss clearly Sets overall Goals for me.” 19 ManEn “My boss Communicates well with our work group” 20 “My boss has good Interpersonal Skills.” 21 “My boss shows Confidence in our work group.” 22 “My boss Values individual Contributions to project(s).” 23 “My boss serves as a good Work Model.” 24 “My boss is Open to new Ideas.” 25 “My boss Supports my work Group within the organization” 26 “I get constructive Feedback about my work.” 27 “My co-workers and I make a Good Team.” “There is a feeling of Trust among the people I work with most closely” “Within my work group, we Challenge each other's Ideas in a constructive way.” 28 29 “People in my work group are Open to new Ideas” 30 Group 31 “In my work group, people are willing to Help Each Other” 32 “There is a good Blend of Skills in my work group.” 33 “The people in my work group are Committed to our work” 34 35 “There is free and Open Communication within my work group.” “I have the freedom to decide how I am going to Carry Out My Work” ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☒ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 54 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 36 Free 37 38 39 “I feel little Pressure to meet someone else's specifications in how I my work.” “I have the freedom to Decide What Project(s)/ Work I am going to do.” “In my daily work environment, I feel a Sense of Control over my own work and my own ideas.” “The Facilities I need for my work are readily Available to me.” 40 “Generally, I can get the Resources I need for my work.” 41 “The Budget for my project(s) is generally adequate.” Resource 42 “I can get all the Data I need to carry out my projects successfully.” 43 “I am able to easily get the Materials I need to my work.” 44 “The Information I need for my work is easily obtainable” 45 “I feel that I am working on Important Projects” 46 “The Tasks in my work are Challenging.” 47 Challen “The tasks in my work call out the Best in Me.” 48 “The Organization has an urgent Need for successful completion of the work I am now doing.” 49 “I feel Challenged by the Work I am currently doing” 50 “There are many Political Problems in this organization.” 51 52 53 “There are many Destructive Competition within this organization.” “People in this organization are very concerned about Protecting their Territory.” “Other areas of the organization Hinder My Project(s).” ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 55 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 54 Impe “People are Critical of New Ideas in this organization.” “Destructive Criticism is a problem in this organization.” 55 “People are concerned about Negative Criticism of their work in this organization.” “People in this organization feel Pressure to produce anything acceptable, even if quality is lacking.” “Top management is not Willing to Take Risks in this organization.” “There is many Emphasis in this organization on Doing Things the Way We Have Always Done Them.” “Procedures and structures are too Formal in this organization.” “This organization is Strictly Controlled by upper management.” 56 57 58 59 60 61 62 “I have too Much Work to in too little time.” 63 “I not have Sufficient Time to my project(s).” 64 Press “I feel too often distracted by colleagues, emails…” 65 “There are unrealistic Expectations for what people can achieve in this organization.” 66 “I feel a sense of Time Pressure in my work.” 67 “I pay attention to issues that are no part of my daily work” 68 Explore 69 70 Gene “I wonder how things can be improved” “I search out new working methods, techniques or instruments” “I generate original solutions for problems” 71 “I find new approaches to execute tasks” 72 “I make important organizational members enthusiastic for innovative ideas” ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 56 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com Cham 73 “I attempt to convince people to support an innovative idea” 74 “I systematically introduce innovative ideas into work practices” “I contribute to the implementation of new ideas” 75 76 Im “I put effort in the development of new things” ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 57 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com BẢNG HỎI Chào bạn, Tôi tên Nguyễn Thị Huyền, học viên MBA làm nghiên cứu sáng tạo tổ chức Cảm ơn bạn đồng ý tham gia khảo sát Bạn khoảng 15 phút để hoàn thành bảng câu hỏi Khơng có câu trả lời "đúng" hay "sai", cần bạn trả lời trung thực câu hỏi theo kinh nghiệm cảm nhận cá nhân bạn Hãy chọn câu trả lời phù hợp với bạn thời điểm Thông tin cá nhân bạn bảo mật tuyệt đối, tất phản hồi thông tin mà bạn cung cấp sử dụng cho mục đích nghiên cứu Chúc bạn vui vẻ !!! Bạn vui lịng cho biết Giới tính: ☐ Nam ☐ Nữ Độ tuổi: ☐18-25 ☐26-35 ☐36-45 ☐Trên 45 Trình độ học vấn: ☐Tốt nghiệp THPT ☐Trung cấp ☐Cao đẳng ☐Đại học ☐Sau đại học Thời gian công tác công ty tại: ☐Dưới năm ☐từ đến năm ☐từ đến năm ☐Trên năm Công việc bạn thuộc lĩnh vực đây: ☐Nghệ thuật, văn hóa, giải trí ☐Thiết kế, kiến trúc ☐Báo chí, xuất ☐Công nghệ thông tin, phầm mềm, dịch vụ máy tính ☐Quảng cáo, truyền thơng ☐Kỹ thuật, tư vấn kỹ thuật ☐Nghiên cứu phát triển (R&D), nghiên cứu thị trường ☐Tài chính, kế tốn, hành chính, nhân ☐Khác: vui lịng ghi rõ Vị trí bạn cơng ty tại: ☐Nhân viên ☐Trưởng nhóm (team leader) ☐Quản lý ☐ Quản lý cấp cao (CEO, CFO, COO…) Tiếp theo câu hỏi cảm nhận bạn môi trường nơi bạn làm việc Hãy chọn đáp án tương ứng với mức độ đồng ý bạn với câu đây, 1= Hồn tồn KHƠNG đồng ý 5= Hoàn toàn đồng ý 58 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com STT Câu hỏi Trong cơng ty này, người khuyến khích giải vấn đề cách sáng tạo Trong công ty này, ý tưởng khuyến khích Cơng ty có chế tốt để khuyến khích phát triển ý tưởng sáng tạo Trong công ty này, người khuyến khích chấp nhận rủi ro Trong công ty này, ban lãnh đạo kỳ vọng người làm công việc sáng tạo Tôi cảm thấy ban lãnh đạo quan tâm tới dự án mà tham gia Trong công ty này, Các ý tưởng đánh giá cơng Mọi người cơng ty đưa ý kiến khác lạ mà không sợ bị phê phán Ở công ty này, dù thất bại chấp nhận, miễn có nỗ lực công việc Trong công ty này, hiệu công việc đánh 10 giá công Trong công ty này, người ghi nhận cho 11 việc sáng tạo Trong công ty này, người khen thưởng 12 cho việc sáng tạo 13 14 15 16 17 18 19 Cơng ty có bầu khơng khí cởi mở Trong cơng ty này, ln tràn ngập ý tưởng mẻ Mọi người công ty có chung tầm nhìn hướng việc phải làm Sếp tơi có kỳ vọng rõ ràng công việc/dự án Sếp lên kế hoạch tốt Sếp đặt mục tiêu tổng thể cho cách rõ ràng Sếp giao tiếp tốt với nhóm tơi Trả lời ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 59 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 20 Sếp tơi có kỹ ứng xử tốt 21 Sếp thể tin tưởng vào nhóm tơi 22 23 Sếp tơi trân trọng đóng góp cá nhân vào dự án Sếp tơi đóng vai trị hình mẫu cơng việc 24 Sếp tơi ln chào đón ý tưởng 25 Sếp tơi hỗ trợ nhóm tơi cơng ty 26 27 28 29 30 31 32 33 34 35 36 37 Tơi nhận phải hồi mang tính xây dựng cơng việc Tơi đồng nghiệp tạo thành đội/nhóm ăn ý Có tin tưởng người mà thường xuyên làm việc Trong nhóm tơi, chúng tơi thách thức ý tưởng theo hướng xây dựng Mọi người nhóm tơi cởi mở với ý tưởng Trong nhóm tơi, người sẵn sàng giúp đỡ lẫn Có pha trộn kỹ thành viên nhóm tơi Những người nhóm tơi ln cam kết với cơng việc làm Có giao tiếp tự do, cởi mở bên nhóm tơi Tơi có quyền tự định cách tơi thực cơng việc Tơi cảm thấy bị áp lực việc phải đáp ứng yêu cầu người khác cách thực cơng việc Tơi có quyền tự định tham gia làm dự án ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 60 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 Trong mơi trường làm việc hàng ngày, tơi có cảm giác kiểm sốt cơng việc ý tưởng Các phương tiện, dụng cụ để làm việc ln sẵn sàng tơi cần Nói chung, tơi có nguồn lực tơi cần để phục vụ công việc ☐ ☐ ☐ ☐ ☐ ☐ ☐ Ngân sách cho dự án tơi nhìn chung đủ ☐ Tơi có tất liệu cần để thực dự án cách thành cơng ☐ tơi dễ dàng tiếp cận tài liệu cần để thực công việc ☐ Tơi dễ dàng lấy thông tin mà cần cho công việc ☐ Tơi có cảm giác làm việc cho dự án quan trọng ☐ Nhiệm vụ công việc đầy thử thách ☐ Công việc yêu cầu phải nỗ lực ☐ Cơng ty cần tơi hồn thành tốt cơng việc ☐ Tơi cảm thấy thử thách công việc làm ☐ Có nhiều vấn đề trị cơng ty ☐ có nhiều đấu đá, phá hoại lẫn công ty ☐ Những người công ty quan tâm đến việc bảo vệ vị trí ☐ Các phận khác công ty cản trở công việc ☐ Trong công ty này, người trích ý tưởng ☐ Viêc phê bình thiếu tính xây dựng vấn đề công ty ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 61 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 Trong công ty này, người để tâm đến trích tiêu cực công việc họ Mọi người công ty cảm thấy áp lực việc phải tạo thứ chấp nhận được, dù chất lượng không đạt Trong công ty này, ban lãnh đạo không sẵn sàng chấp nhận rủi ro Công ty coi trọng việc phải làm thứ theo lối cũ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ Các quy trình thủ tục cơng ty cứng nhắc ☐ Cơng ty bị kiểm sốt chặt chẽ lãnh đạo cấp ☐ Tôi phải làm nhiều việc khoảng thời gian ngắn ☐ Tơi khơng có đủ thời gian để thực cơng việc ☐ Tơi cảm thấy thường xuyên bị phân tâm đồng nghiệp, emails, … ☐ công ty đặt kỳ vọng/mục tiêu phi thực tế cho nhân viên ☐ Tôi cảm thấy bị áp lực thời gian làm việc ☐ Tơi để ý đến vấn đề ngồi cơng việc việc ☐ Tơi tự hỏi làm cách để cải tiến thứ ☐ Tơi tìm kiếm phương pháp làm việc mới, kỹ thuật công cụ phục vụ công việc ☐ Tôi nghĩ giải pháp ban đầu cho vấn đề ☐ Tơi tìm cách tiếp cận để giải công việc ☐ Tôi làm cho thành viên quan trọng công ty nhiệt tình với ý tưởng sáng tạo ☐ Tơi cố gắng thuyết phục người ủng hộ ý tưởng sáng tạo ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 62 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com 74 Tôi áp dụng cách hệ thống ý tưởng sáng tạo vào thực tiễn công việc 75 Tơi đóng góp vào việc thực ý tưởng 76 Tôi nỗ lực việc phát triển thứ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ ☐ 63 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com .. .VIETNAM NATIONAL UNIVERSITY, HANOI VIETNAM JAPAN UNIVERSITY NGUYEN THI HUYEN IMPACT OF ORGANIZATIONAL CREATIVITY CLIMATE ON EMPLOYEE’S INNOVATIVE BEHAVIORS: EVIDENCE FROM VIETNAM MAJOR:... DISCUSSION AND CONCLUSION 39 5.1 Discussion 39 5.1.1 Impacts of creativity climate factors on creativity oriented behaviors 39 5.1.2 Impacts of creativity climate factors on implementation... innovation: The mediating effect of work motivation” “The effects of individual creativity and organizational climate on firm innovativeness” “Drivers of organizational creativity: a path model of