The Influence of Corporate Culture on Job Engagement of Employees in Travel Companies in Hanoi
Main Article Content
Abstract
: To quickly recover from the Covid-19 pandemic, travel companies are trying to find effective ways to improve employee engagement and stabilize human resources in the long term. This paper examines the influence of corporate culture on the job engagement of employees based on the survey results of 193 employees in travel companies in Hanoi. The analysis results show that the five aspects of corporate culture mentioned have a positive influence on job engagement. The paper discusses the results and provides implications for managers in developing corporate culture for employee engagement improvement.
Keywords:
Corporate culture, employee engagement, travel companies.
References
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VNAT - Tổng cục Du lịch (2020). Tốc độ tăng trưởng khách cao, đóng góp quan trọng vào phát triển kinh tế - xã hội. Accessed 10.03.2022.
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Bailey, C., Madden et al. (2017). The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis, International Journal of Management Reviews 19, 31-53.
Bakker, A. B., Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Management Psychology 22(3), 309-328.
Barbars, A. (2018). Interaction between organizational culture and work engagement in the information and communication technology sector in Latvia, Journal of Business Management 4(2), 84-100.
Breevaart, K. et al. (2014). Daily
transactional and transformational leadership and daily employee engagement, Journal of
Occupational and Organizational Psychology 87(1), 138-157.
Christian, M. S. et al. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel
Psychology 64(1), 89-136.
Federman, B. (2009). Employee Engagement: A Roadmap for Creating Profits, Optimizing Performance, and Increasing Loyalty. San Francisco, CA: Jossey-Bass.
Ha, N.K.G., Ho, T.T.T (2016). The affect of organization culture on the staff’s commitment in Ba Ria-Vung Tau provine. Jounal of Economics and Technology 24, 39-49. ,
Hair, J. F. et al. (2014). Multivariate Data Analysis (7th edition ed.). Upper Saddle River.
Heskett, J.L. (2012). The Culture Cycle. How to Shape the Unseen Force That Transforms Performance. New Jersey: FT Press.
Jalinik, M., Hryniewicki, B. (2020). Organizational Culture in the Management of Tourist Companies, Zarzadzanie w Kulturze 21(3), 239-251.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Karatepe, O. M. et al. (2014). Does work engagement mediate the effects of challenge stressors on job outcomes? Evidence from the hotel industry. International Journal of Hospitality Management 36, 14-22.
Kwon, K., Kim, T. (2020). An integrative literature review of employee engagement and innovative behavior: Revisiting the JD-R model. Human Resource Management Review 30, 100704.
Leyva-Duarte et al. (2020). Organizational culture in the hospitality industry a bibliometric analysis and systematic literature review. Independent Journal of Management & Production 11(4), 1140-1162.
Li, X. et al. (2012). How leader-member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees' job performance. International Journal of Hospitality Management 31(4), 1059-1066.
Maden, C. (2015). Linking high involvement human resource practices to employee proactivity: The role of work engagement and learning goal orientation. Personnel Review 44(5), 720-738.
May, D.R. et al. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work, Journal of Occupational and Organisational Psychology 77, 11-37
Parent, J.D., Lovelace, K.J. (2018). Employee engagement, positive organizational culture and individual adaptability. On the Horizon 26 (3), 206-214.
Pham, T.T.D et al. (2021). The influence of organizational culture on employees' satisfaction and commitment in SMEs: A case study in Vietnam. The Journal of Asian Finance, Economics and Business 8(5), 1031-1038.
Rodríguez-Sánchez, A. M. et al. (2017). What Makes creative teams tick? Cohesion, engagement, and performance across creativity tasks: A tthree-wave study. Group & Organization Management 42(4), 521-547.
Salanova, M., Schaufeli, W. B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management 19(1), 116-131.
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology 21(7), 600-619.
Saks, A.M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance 6(1), 19-38.
Schaufeli, W. B. et al. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational Behavior 30(7), 893-917.
Schein, E. H. (2004). Organizational Culture and Leadership (3rd ed.). San Francisco, CA: Jossey-Bass.
Schneider, B. et al. (2017). Organizational Climate and Culture: Reflections on the History of the Constructs in JAP. Journal of Applied Psychology 102(3), 468-482.
Sun, L. & Bunchapattanasakda, C. (2019). Employee Engagement: A Literature Review. International Journal of Human Resource Studies 9(1), 63-80.
Taneja, S. et al. (2015). A culture of employee engagement: a strategic perspective for global managers. Journal of Business Strategy 36(3), 46-56.
Tepeci, M. & Barlett, B.A.L. (2002). The hospitality industry culture profile: A measure of individual values, organizational culture, and person-organization fit as predictors of job satisfaction and behavioral intentions. Hospitality Management 21, 151-170.
VNAT - Tổng cục Du lịch (2020). Tốc độ tăng trưởng khách cao, đóng góp quan trọng vào phát triển kinh tế - xã hội.
Zimmerman, K.L. (2017). Perceived and preferred organizational culture on behavior intentions in the hospitality industry. Doctoral dissertation, Capella University.