Nghiên cứu mối quan hệ giữa cam kết của nhà quản trị cao cấp, các hoạt động quản trị nhân sự và cam kết với tổ chức của người lao động tại các công ty may việt nam

BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC KINH TẾ QUỐC DÂN NGUYỄN THỊ LIÊN HƯƠNG NGHIÊN CỨU MỐI QUAN HỆ GIỮA CAM KẾT CỦA NHÀ QUẢN TRỊ CẤP CAO, CÁC HOẠT ĐỘNG QUẢN TRỊ NHÂN SỰ VÀ CAM KẾT VỚI TỔ CHỨC CỦA NGƯỜI LAO ĐỘNG TẠI CÁC CÔNG TY MAY VIỆT NAM LUẬN ÁN TIẾN SĨ NGÀNH QUẢN TRỊ KINH DOANH HÀ NỘI - 2020 BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC KINH TẾ QUỐC DÂN NGUYỄN THỊ LIÊN HƯƠNG NGHIÊN CỨU MỐI QUAN HỆ GIỮA CAM KẾT CỦA NHÀ QUẢN TRỊ CẤP CAO, CÁC HOẠT ĐỘNG QUẢN TRỊ NHÂN SỰ VÀ CAM KẾT VỚI TỔ CHỨC CỦA NGƯỜI LAO ĐỘNG TẠI CÁC CÔNG TY MAY VIỆT NAM Chuyên ngành: Quản trị kinh doanh (Khoa) Mã số: 9340101 LUẬN ÁN TIẾN SĨ Người hướng dẫn khoa học: PGS.TS LÊ TRUNG THÀNH PGS.TS NGUYỄN NGỌC THẮNG HÀ NỘI - 2020 i LỜI CAM KẾT Tôi đọc hiểu hành vi vi phạm trung thực học thuật Tôi cam kết danh dự cá nhân nghiên cứu tự thực không vi phạm yêu cầu trung thực học thuật Hà Nội, ngày tháng năm 2020 Nghiên cứu sinh Nguyễn Thị Liên Hương ii MỤC LỤC LỜI CAM KẾT i MỤC LỤC ii DANH MỤC TỪ VIẾT TẮT v DANH MỤC BẢNG BIỂU vi DANH MỤC CÁC HÌNH viii PHẦN MỞ ĐẦU CHƯƠNG 1: NHỮNG VẤN ĐỀ LÝ LUẬN CƠ BẢN 10 1.1 Cam kết với tổ chức 10 1.1.1 Khái niệm 10 1.1.2 Bản chất cam kết với tổ chức 14 1.1.3 Phát triển cam kết với tổ chức 17 1.1.4 Ảnh hưởng cam kết với tổ chức 18 1.2 Cam kết nhà quản trị cấp cao cam kết với tổ chức người lao động 20 1.2.1 Cam kết nhà quản trị cấp cao 20 1.2.2 Cam kết với tổ chức người lao động 21 1.3 Các hoạt động quản trị nhân 24 1.3.1 Khái niệm hoạt động quản trị nhân 24 1.3.2 Các cấp độ hệ thống HRM 25 1.4 Mối quan hệ cam kết nhà quản trị cấp cao, hoạt động quản trị nhân cam kết với tổ chức người lao động 26 CHƯƠNG 2: TỔNG QUAN VÀ MƠ HÌNH NGHIÊN CỨU 30 2.1 Tổng quan cơng trình nghiên cứu 30 2.1.1 Các nghiên cứu cam kết với tổ chức 30 2.1.2 Các nghiên cứu tác động hoạt động quản trị nhân đến cam kết với tổ chức người lao động 36 2.1.3 Các nghiên cứu mối quan hệ cam kết nhà quản trị cấp cao, hoạt động quản trị nhân cam kết với tổ chức người lao động 41 2.1.4 Các nhận xét rút từ tổng quan cơng trình nghiên cứu 42 2.2 Mơ hình nghiên cứu giả thuyết nghiên cứu 44 2.2.1 Mơ hình nghiên cứu 44 2.2.2 Giả thuyết nghiên cứu 45 iii CHƯƠNG 3: PHƯƠNG PHÁP NGHIÊN CỨU 55 3.1 Lựa chọn phương pháp nghiên cứu 55 3.2 Thu thập liệu 56 3.3 Phương pháp chọn mẫu 58 3.3.1 Bộ mẫu 58 3.3.2 Phương pháp chọn mẫu 59 3.3.3 Quy mô mẫu 59 3.4 Đối tượng điều tra 60 3.5 Thiết kế bảng hỏi 60 3.5.1 Lựa chọn kế thừa thang đo câu hỏi nghiên cứu 60 3.5.2 Lựa chọn thang đo Linkert 63 3.5.3 Ngôn ngữ sử dụng cho bảng hỏi 63 3.6 Tổng quan bảng hỏi khảo sát thức 64 3.7 Nghiên cứu thử nghiệm 68 3.8 Khảo sát thu thập thông tin 69 3.9 Phương pháp phân tích liệu 69 3.9.1 Kiểm tra độ tin cậy giá trị thang đo 70 3.9.2 Hệ số tương quan Pearson 71 3.9.3 Phân tích hồi quy tuyến tính 72 CHƯƠNG 4: KẾT QUẢ NGHIÊN CỨU 74 4.1 Thống kê mô tả 74 4.2 Kết kiểm định thang đo 89 4.2.1 Kết kiểm định độ tin cậy thang đo theo Cronbach’s Alpha 90 4.2.2 Kết phân tích nhân tố khám phá (EFA) 94 4.2.3 Kết phân tích hệ số tương quan Pearson 98 4.3 Kết kiểm định mô hình giả thuyết nghiên cứu 100 4.3.1 Kết kiểm định mơ hình nghiên cứu mối quan hệ Cam kết nhà quản trị cấp cao với cam kết tình cảm, lợi ích đạo đức người lao động 100 4.3.2 Kết kiểm định mơ hình nghiên cứu mối quan hệ hoạt động quản trị nhân với cam kết tình cảm, lợi ích đạo đức người lao động 102 4.3.3 Kết kiểm định mối quan hệ điều tiết hoạt động quản trị nhân lên mơ hình nghiên cứu ảnh hưởng Cam kết nhà quản trị cấp cao với cam kết tình cảm, lợi ích đạo đức 106 4.3.4 Tổng hợp kết kiểm định giả thuyết nghiên cứu đề xuất 109 iv CHƯƠNG 5: THẢO LUẬN KẾT QUẢ NGHIÊN CỨU, HÀM Ý VÀ KIẾN NGHỊ 113 5.1 Thảo luận kết nghiên cứu hàm ý nghiên cứu 113 5.1.1 Thảo luận kết nghiên cứu 113 5.1.2 Hàm ý nghiên cứu 120 5.2 Kiến nghị từ kết nghiên cứu 123 5.3 Hạn chế nghiên cứu hướng nghiên cứu tương lai 128 KẾT LUẬN 130 DANH MỤC CƠNG TRÌNH KHOA HỌC CỦA TÁC GIẢ LIÊN QUAN ĐẾN ĐỀ TÀI LUẬN ÁN 132 TÀI LIỆU THAM KHẢO 133 v DANH MỤC TỪ VIẾT TẮT AC : Cam kết tình cảm CC : Cam kết lợi ích CPTPP : Hiệp định Đối tác Toàn diện Tiến xuyên Thái Bình Dương EC : Thù lao EFA : Phân tích nhân tố khám phá EVFTA : Hiệp định thương mại tự Việt Nam – EU HRM : Quản trị nhân NC : Cam kết đạo đức PE : Đánh giá nhân viên RS : Tuyển dụng TD : Đào tạo phát triển VITAS : Hiệp hội dệt may Việt Nam WE : Môi trường làm việc vi DANH MỤC BẢNG BIỂU Bảng 1.1: Một số định nghĩa cam kết tổ chức 14 Bảng 1.2: Tóm tắt ba thành phần mơ hình cam kết Meyer Allen .16 Bảng 1.3: Đặc trưng cam kết chuẩn vượt chuẩn 19 Bảng 1.4: Mơ hình Meyer Allen cam kết với tổ chức 23 Bảng 2.1 Tóm tắt nghiên cứu gần cam kết nhà quản trị cấp cao 31 Bảng 2.2 Các hoạt động HRM có ảnh hưởng đến cam kết 38 Bảng 3.1: Ví dụ bảng hỏi phần – Các hoạt động quản trị nhân .64 Bảng 3.2: Ví dụ bảng hỏi phần – Cam kết với tổ chức người lao động 65 Bảng 4.1: Kết thống kê tần suất thời gian làm việc 75 Bảng 4.2: Kết thống kê tần suất độ tuổi .76 Bảng 4.3: Kết thống kê tần suất giới tính 77 Bảng 4.4: Kết thống kê tần suất trình độ học vấn 78 Bảng 4.5: Kết thống kê tần suất vùng miền .79 Bảng 4.6: Kết thống kê tần suất loại công ty .80 Bảng 4.7: Kết thống kê mô tả nhóm biến Cam kết nhà quản trị cấp cao 82 Bảng 4.8: Kết thống kê mô tả nhóm biến Tuyển dụng 82 Bảng 4.9: Kết thống kê mơ tả nhóm biến Đánh giá nhân viên .83 Bảng 4.10: Kết thống kê mơ tả nhóm biến Đào tạo phát triển 83 Bảng 4.11: Kết thống kê mơ tả nhóm biến Mơi trường làm việc 85 Bảng 4.12: Kết thống kê mơ tả nhóm biến Thù lao 85 Bảng 4.13: Kết thống kê mơ tả nhóm biến Cam kết tình cảm 86 Bảng 4.14: Kết thống kê mô tả nhóm biến Cam kết Đạo đức 86 Bảng 4.15: Kết thống kê mô tả nhóm biến Cam kết lợi ích 88 Bảng 4.16: Kết kiểm định Cronbach’s Alpha .91 Bảng 4.17: Kết phân tích nhân tố khám phá (EFA) cho cam kết tình cảm 94 Bảng 4.18: Kết phân tích nhân tố khám phá (EFA) cho cam kết đạo đức .95 Bảng 4.19: Kết phân tích nhân tố khám phá (EFA) với Cam kết lợi ích .97 Bảng 4.20: Các biến mơ hình cịn lại đưa vào kiểm định giả thuyết 98 Bảng 4.21: Kết phân tích hệ số tương quan Pearson 99 Bảng 4.22: Kết kiểm định mối quan hệ Cam kết nhà quản trị cấp cao cam kết tình cảm 100 Bảng 4.23: Kết kiểm định mối quan hệ Cam kết nhà quản trị cấp cao cam kết đạo đức 101 vii Bảng 4.24: Kết kiểm định mối quan hệ Cam kết nhà quản trị cấp cao cam kết lợi ích .102 Bảng 4.25: Kết kiểm định mối quan hệ hoạt động quản trị nhân với cam kết tình cảm 103 Bảng 4.26: Kết kiểm định mối quan hệ hoạt động quản trị nhân với cam kết đạo đức 104 Bảng 4.27: Kết kiểm định mối quan hệ hoạt động quản trị nhân với cam kết lợi ích .105 Bảng 4.28: Kết kiểm định mối quan hệ điều tiết hoạt động quản trị nhân lên mối quan hệ Cam kết nhà quản trị cấp cao cam kết tình cảm 106 Bảng 4.29: Kết kiểm định mối quan hệ điều tiết hoạt động quản trị nhân lên mối quan hệ Cam kết nhà quản trị cấp cao cam kết đạo đức .107 Bảng 4.30: Kết kiểm định mối quan hệ điều tiết hoạt động quản trị nhân lên mối quan hệ Cam kết nhà quản trị cấp cao cam kết lợi ích .108 Bảng 4.31: Tổng hợp kết kiểm định giả thuyết 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Các hàm ý khuyến nghị đề xuất để nâng cao cam kết với tổ chức người lao động. .. khác nghiên cứu không dừng lại mối quan hệ cam kết quản trị cấp cao hoạt động quản trị nhân với cam kết với tổ chức người lao động, mà sâu nghiên cứu mối quan hệ yếu tố với cam kết với tổ chức