Nguyenthihongtham e

NEW FINDINGS IN THE DISSERTATION
The research theme: The influence of the organizational culture on the incentive system in
Vietnamese enterprises
Specialty: Business management

Code: 62.34.01.02

PhD researcher: Nguyen Thi Hong Tham

PhD researcher code: NCS30.59QT

Supervisors: 1. Prof. PhD. Nguyen Thanh Do

2. Associate Prof. PhD. Nguyen Van Thang

Training organization: National Economics University
New theoretical findings
The prior studies of the relationship between culture and incentive mostly explored at the national level
or the entirely organizational level. While many researches confirmed different departments of an
organization do not have similar culture. However, the researches of the relationship between the section
culture and the incentive system at this level are quite few, specially in Vietnam. This thesis investigated the
relationship between the organizational culture and the incentive system at department level in Vietnamese
enterprises. The research outcome indicates that departments in the Vietnamese enterprises has significant
difference in employee-oriented organizational culture and loose versus tight control orientation
organizational culture and these dramatic difference affect significantly on the characteristics of the incentive
system.
The findings in this research reveal that the departmental culture has significant influence on the
incentive system. In particularly, in units with employee-oriented culture, bonus frequency is often higher, the
parity principle and the group-based bonus is used more popularly while individual-based bonus is used more
mostly in units with less employee-oriented culture. For the loose or tight control orientation culture, the
research result exposes that in units with tight control orientation organizational culture, the equity principle

and the individual-based bonus were used more commonly. Another new finding, that contrast with prior
researches in the Western countries and the outcome of the qualitative study stage is in units with less
employee-oriented culture, the secret principle in paying bonus is used more commonly. In general, the
discoveries of the influence of the organizational culture on the incentive system at the departmental level are
new, has implications in both theory and practice. Although the reward system at the departments are decided
by enterprise leaders, but the department culture is a factor having influence on the decisions.

New suggestions based on the research results
On the practical aspect, firstly, the findings help predict an incentive system applied in an
organization when understanding its organizational culture. Secondly, to managers, it helps them understand
the relationship between the organizational culture and the incentive system, then they can design their reward
systems for different sections more effectively. Finally, the outcome of this dissertation directs changes in the
organizational culture and the incentive system to have better results.
In addition, managers should assure the fitness between the organizational culture and the incentive
system for each department. Especially, in restructured enterprises, section merges should analyze the
organizational culture and the incentive system to avoid the collision. The government should have measures
to develop the stock market and to intensify the belief to each other among Vietnamese people in generally
and managers in particularly to support the application of various forms of incentives that are popular in
developed countries but have not been applied effectively in Vietnam. Finally, the government should change
actively our national culture following the international integration to support the suitability between the
organizational culture and the national culture.
Supervisors

PhD researcher


Prof. PhD. Nguyen Thanh Do

Associate Prof. PhD. Nguyen Van Thang

Nguyen Thi Hong Tham