Managing Culture for Management Innovation

Nguyen, Loi Anh; Hoang, Anh Lan Thi

doi:10.1007/978-3-030-51533-1_10

Cited by 2 publications

(6 citation statements)

References 51 publications

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“…These findings regarding the insignificant differences of gender and role showed a consensus among Vietnamese employers and employees about the equality of learning opportunities for all. These results serve as evidence supporting the emerging trend (influenced by Western culture) of investing in individual and workplace learning, in contrast to traditional Vietnamese culture in which learning opportunities have only been offered to high-ranking leaders and managers (Nguyen & Hoang, 2021). In addition, equality of opportunity reflects Vietnamese managers' perspective on the necessity of creating a learning culture for everyone (Nguyen & Hoang, 2021), especially for a talented and upwardly mobile generation of millennials.…”

Section: Differences Among Demographic Groups and Types Of Enterprisesmentioning

confidence: 54%

Section: Discussionmentioning

confidence: 99%

“…However, this is not true for most large corporations, both private and public (e.g. Vingroup, FPT and Viettel), where human resource development strategies have been implemented via their own training institutions, organizational learning culture and personalized learning mastery (Nguyen & Hoang, 2021). Finally, concerning the type of enterprise, while in general privately owned enterprises seem to have a more advanced LO culture than do SOEs, data from the Vietnamese context showed the opposite.…”

Section: Differences Among Demographic Groups and Types Of Enterprisesmentioning

confidence: 94%

“…As a result, mixed values of traditional cultural traits of the East and West are embedded in Vietnam’s contemporary socialist economy, which strongly influences entrepreneurship in efforts to transform Vietnam (Swierczek & Ha, 2003). For example, the influence of Confucianism, which highlights the values of life-long learning and top-down management as characterized by a hierarchical organizational structure (Nguyen & Hoang, 2021; Nguyen & Robinson, 2015), has resulted in an unequal distribution of learning opportunities. The system gives preference to managers, while lower-ranked staff must pursue learning at their own expense (Truong et al, 2021).…”

Section: Vietnamese Contextmentioning

confidence: 99%

“…The system gives preference to managers, while lower-ranked staff must pursue learning at their own expense (Truong et al, 2021). However, because of the influence of Western culture, which emphasizes individual and workplace learning, investment in staff training as a part of a company's learning culture has become an emerging trend among prominent SOEs and private corporations (Nguyen & Hoang, 2021). Yet, this is not the case for SMEs, where limited resources are allocated to higher-priority items such as technology and staff training, especially when retaining high-quality staff is a concern, because of the presence of Western cultural values (Nguyen & Robinson, 2015; Truong et al, 2021).…”

Section: Vietnamese Contextmentioning

confidence: 99%

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Validation of dimensions of the learning organization questionnaire (DLOQ) in a Vietnamese context

Nguyen-Duc

Phuong

et al. 2022

TLO

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Purpose The main purpose of this study was to validate the Dimensions of Learning Organization Questionnaire (DLOQ) in a Vietnamese context. Using the DLOQ as a research tool, this study also investigated the impact of demographic features on participants’ perceptions of learning organizations (LOs). Design/methodology/approach Data were collected from 748 valid responses to a version of the DLOQ translated into Vietnamese. Cronbach’s alpha and confirmatory factor analysis were used to test the reliable internal consistency and validity of the DLOQ in a Vietnamese context. Then, one-way ANOVA analyses and independent sample t-tests were used to assess the differences produced by the characteristics of respondents and their enterprises. Findings The results of this study show that three versions of the DLOQ are applicable to a Vietnamese context. The findings of this study also suggest that several demographic features produced significant differences in respondents’ perceptions of organizational learning. Research limitations/implications There are several limitations of this study. First, this study used self-reporting, and individual perspectives of questions can bring about perception bias. Also, the length of the original version of the DLOQ (i.e. 43 questions) might impact the results, because of participants’ lack of patience and focus. In addition, various levels of organizational learning may cause some confusion, leading to misinterpretation. Finally, the overrepresentation of large state-owned enterprises in the service industry in the sample may have caused bias when interpreting the results. Future research should be conducted to further validate and extend the findings of this study for small- and medium-sized enterprises, which account for 98% of businesses in Vietnam. It is strongly suggested that scholars use the validated Vietnamese DLOQ to measure the impacts of learning culture on learning-related results in Vietnam, such as individual/team/organizational performance, staff satisfaction and so on. Finally, future research should consider making appropriate study designs to collect and analyze data from various resources and not be limited to self-reported questionnaires. This would minimize common method bias. Practical implications Application of the DLOQ provides valuable insights and understanding for use in designing and evaluating efforts to learn at all levels in Vietnamese enterprises. Social implications Regarding designing, adjusting and implementing strategies to boost the learning capacity of an organization, the findings of this study also imply that business leaders and practitioners in Vietnamese enterprises can build strategies for enhancing LO culture without biases stemming from gender or management level. However, education level and work experience should be considered critical features that could impact the effectiveness of such strategies. Also, understanding and applying the DLOQ when building LOs will promote Vietnamese businesses’ competitiveness and international integration. Originality/value Using statistical results, this study confirmed that a rigorously translated Vietnamese version of the DLOQ produced reliable measurement scores with a construct validity sufficient to measure LOs in a Vietnamese context.

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Section: Differences Among Demographic Groups and Types Of Enterprisesmentioning

confidence: 54%

Section: Discussionmentioning

confidence: 99%

Section: Differences Among Demographic Groups and Types Of Enterprisesmentioning

confidence: 94%