The organizational culture has a powerful influence on employees. A positive, open organizational culture can give employees the passion and enthusiasm for their job. Employees who feel comfortable with working environment seem to be engaged with companies, which can improve the performance and increase productivity. By investing time and money to create a strong culture, you can make your company more competitive and profitable. Company can invest time and money to create a strong culture to be more profitable and competitive.
It is considered that commitment has a great effect on the successful performance of an organization. Because a highly committed workforce will associate with the objective and core values, have desire to belong to the organization. And if human resources are said to be an organization’s greatest assets, then committed human resources should be regarded as an organization’s competitive advantage.
The purpose of this research is to investigate the influence of four dimension of corporate culture including teamwork, communication, reward and training and development on employees’ organizational commitment in Petro Vietnam Exploration Production Corporation (PVEP). The data will be collected from employees in different departments, may be the result will be objective. The result of this research reveals the four dimension of corporate culture associate significantly with commitment of organization. Furthermore, this research provides a better understanding of impact of culture on organizational commitment within a company that has a diversification in workforces.

The organizational culture has a powerful influence on employees. A positive, open organizational culture can give employees the passion and enthusiasm for their job. Employees who feel comfortable with working environment seem to be engaged with companies, which can improve the performance and increase productivity. By investing time and money to create a strong culture, you can make your company more competitive and profitable. Company can invest time and money to create a strong culture to be more profitable and competitive.
It is considered that commitment has a great effect on the successful performance of an organization. Because a highly committed workforce will associate with the objective and core values, have desire to belong to the organization. And if human resources are said to be an organization’s greatest assets, then committed human resources should be regarded as an organization’s competitive advantage.
The purpose of this research is to investigate the influence of four dimension of corporate culture including teamwork, communication, reward and training and development on employees’ organizational commitment in Petro Vietnam Exploration Production Corporation (PVEP). The data will be collected from employees in different departments, may be the result will be objective. The result of this research reveals the four dimension of corporate culture associate significantly with commitment of organization. Furthermore, this research provides a better understanding of impact of culture on organizational commitment within a company that has a diversification in workforces.

ACKNOWLEDGMENTS I
ABSTRACT II
Contents III
Tables V
Figures VI
Chapter1 Introduction 1
1.1 Motivation 1
1.1.1 Corporate culture 1
1.1.2 Organizational commitment 1
1.2 Purpose 2
1.3 Research Scope and Limitations 2
1.3.1 Scope of research 2
1.3.2 Hypothesis 3
1.3.3 Limitations 3
1.4 Definition of Terms 3
1.4.1 Definition of corporate culture 3
1.4.2 Definition of organizational commitment 3
Chapter 2 Literature Review 4
2.1 Theory of corporate culture 4
2.1.1 Concept of culture 4
2.1.2 Concept of organizational culture 5
2.1.3 The roles of organizational culture 9
2.1.4 The relationship between organizational culture and various management aspects 11
2.2 Theory of employee commitment 12
2.3 Factors of corporate culture influence on organizational commitment 13
2.3.1 Training and development 13
2.3.2 Communication 14
2.3.3 Teamwork 15
2.3.4 Reward 16
2.4 A brief introduction about company 18
Chapter 3 Research Methodology 19
3.1 Introduction 19
3.2 Research Framework and hypotheses 19
3.3 Research Process 20
3.3.1 Choosing a Research Topic 20
3.3.2 Literature Review 21
3.3.3 Formulating a Research Problem 21
3.3.4 Sample and Survey Processes 21
3.4 Variable measurement 22
3.4.1 Independent Variables: Dimensions of Corporate Culture 23
3.4.2 Dependent Variable: Employee Commitment 23
3.4.3 Data Analysis Techniques and Procedures 24
Chapter 4 Research Results and Analysis 26
4.1 Analysis of Data 26
4.2 Descriptive statistics 26
4.2.1 Descriptive statistics about the sample 26
4.2.2 Descriptive statistics about variables 29
4.3 Reliability test 31
4.3.1 Reliability of teamwork 31
4.3.2 Reliability of communication 32
4.3.3 Reliability of rewards 32
4.3.4 Reliability of training and development 33
4.3.5 Reliability of commitment 34
4.4 Factor analysis 35
4.4.1 Hypothesis testing 38
4.4.2 Relation between teamwork and organizational commitment. 39
4.4.3 Relation between communication and organizational commitment 39
4.4.4 Relation between reward and organizational commitment 40
4.4.5 Relation between training and development and organizational commitment 40
4.5 Discussion 41
Chapter 5 Implications, Conclusions and Recommendations 43
5.1 Implication 43
5.2 Conclusion 43
5.3 Recommendation 44
References 47
Attachment 55

1. Abbott, K. (2006). A review of employment relations theories and their application. Problems and perspectives in management, 1(2006), 187-199.
2. Abdul Rashid, Z., Sambasivan, M., & Johari, J. (2003). The influence of corporate culture and organisational commitment on performance. Journal of management development, 22(8), 708-728.
3. Abraham, R. (1997). The relationship of vertical and horizontal individualism and collectivism to intrapreneurship and organizational commitment.Leadership & Organization Development Journal, 18(4), 179-186.
4. Acton, T., & Golden, W. (2003). Training the knowledge worker: a descriptive study of training practices in Irish software companies. Journal of European Industrial Training, 27(2/3/4), 137-146
5. Ahmad, K. Z., & Bakar, R. A. (2003). The association between training and organizational commitment among white‐collar workers in Malaysia.International Journal of Training and Development, 7(3), 166-185.
6. Akhter, S., Ghayas, S., & Adil, A. (2012). Self-efficacy and optimism as predictors of organizational commitment among bank employees. International Journal of Research Studies in Psychology, 2(2).
7. Allaire, Y., & Firsirotu, M. E. (1984). Theories of organizational culture.Organization studies, 5(3), 193-226.
8. Alvesson, M., & Berg, P. O. (1992). Corporate culture and organizational symbolism: An overview (Vol. 34). Walter de Gruyter.
9. Alvi, H. A., Hanif, M., Adil, M. S., Ahmed, R. R., & Vveinhardt, J. (2014). Impact of organizational culture on organizational commitment and job satisfaction. European Journal of Business and Management, 6(27), 30-39.
10. Armstrong, M. (2006). Competition in two‐sided markets. The RAND Journal of Economics, 37(3), 668-691.
11. Atak, M. (2005). Örgütlerde Resmi Olmayan İletişimin Yeri ve Önemi. [The Role and Importance of Informal Communication in Organizations]. Havacılık ve Uzay Teknolojileri Dergisi, 2 (2), 59-67
12. Azeem, M. F. R. i Tahir Paracha, A.(2013) Connecting Training and Development with Employee Engagement: How Does it Matter. World Applied Sciences Journal, 28(5), 696-703.
13. Barney, J. (1991). Firm resources and sustained competitive advantage.Journal of management, 17(1), 99-120.
14. Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human resource development quarterly, 12(4), 335-352.
15. Bartlett, K., & Kang, D. S. (2004). Training and organizational commitment among nurses following industry and organizational change in New Zealand and the United States. Human Resource Development International, 7(4), 423-440.
16. Baum, T. (2006). Human resource management for tourism, hospitality and leisure: An international perspective. Cengage Learning EMEA.
17. Bellou, V. (2010). Organizational culture as a predictor of job satisfaction: the role of gender and age. Career Development International, 15(1), 4-19.
18. Bishop, R., & Berryman, M. (2006). Culture speaks: Cultural relationships and classroom learning. Huia Publishers.
19. Boon, O. K., Arumugam, N., Vellapan, Y., & Wei, H. (2006). A quantitative analysis of the link between organizational culture and job satisfaction: Evidence from some Malaysian healthcare organizations. Malaysian Management Review, 41(1), 68-90.
20. Boxall, P., & Purcell, J. (2000). Strategic human resource management: where have we come from and where should we be going?. International Journal of Management Reviews, 2(2), 183-203.
21. Bratton, J. (2007). Strategic human resource management. Human Resource Management içinde, Der: John Bratton,-Gold, Jeffrey, London: Palgrave Macmillan, London, 37-71.
22. Bruce, K. B. (2008). Employee organizational Communications. Institute for Public Relations.
23. Ch, A. S., Zainab, N., Maqsood, H., & Sana, R. (2013). Impact of Organizational Culture on Organizational Commitment: A Comparative Study of Public and Private Organizations. Research Journal of Recent Sciences ISSN, 2277, 2502.
24. Chang, S. C., & Lee, M. S. (2007). A study on relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction. The learning organization, 14(2), 155-185.
25. Chew Keng Howe, I., Tsai-pen Tseng, A., & Teo Kim Hong, A. (1990). The role of culture in training in a multinational context. Journal of Management Development, 9(5), 51-57.
26. Cohen, A. (2007). One Nation, Many Cultures A Cross-Cultural Study of the Relationship Between Personal Cultural Values and Commitment in the Workplace to In-Role Performance and Organizational Citizenship Behavior.Cross-cultural research,41(3), 273-300.
27. Danish, R. Q., & Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International journal of business and management, 5(2), 159.
28. Deal, T. E., & Kennedy, A. A. (2000). Corporate cultures: The rites and rituals of corporate life. Da Capo Press.
29. Deshpande, R., & Webster Jr, F. E. (1989). Organizational culture and marketing: defining the research agenda. The Journal of Marketing, 3-15.
30. Engin, E., & Akgz, B. E. (2013). The Effect of Communication Satisfaction on Organizational Commitment. British Journal of Arts and Social Sciences, 14(2), 109-124.
31. Eren, E. (2010). Örgütsel Davranış ve Yönetim Psikolojisi [Organizational Behavior and Management Psychology]. İstanbul: Beta Basım Yayım Dağıtım.
32. Guest, D. E. (1999). Human resource management‐the workers' verdict. Human Resource Management Journal, 9(3), 5-25.
33. Handy, C. (1993).Understanding organizations. Penguin Uk.
34. Heery, E., & Noon, M. (2001). A Dictionary of Human Resource Management: Oxford University Press Inc. Hendrix, WH, Robbins, T., Miller, J., & Summers, TP (1998). Effects of procedural and distributive justice on factors predictive of turnover. Journal of Social Behavior & Personality, 13(4), 611-633.
35. Hellriegel, S., & Woodman. (2001). Organization Behavior. Ohio: South-Western College Publishing
36. Henderson, J. (2011).The constitution of the Russian Federation: a contextual analysis. Bloomsbury Publishing.
37. Hemdi, M. A., & Nasurndin, A. M. (2005). Turnover intentions of Malaysian Hotel Employees: The role of human resource management practices and trust in organization. Asean journal on Hospitality and Tourism, 4(2), 115-127.
38. Heskett, J. L., & Kotter, J. P. (1992). Corporate culture and performance.Business Review. Vol,2, 83-93.
39. Hofstede, G. (1986). Cultural differences in teaching and learning. International Journal of intercultural relations, 10(3), 301-320.
40. Hsu, Hsiu-Yen (2009). Organizational Learning Culture's Influence on Job Satisfaction, Organizational Commitment, and Turnover Intention among R&D Professionals in Taiwan during an Economic Downturn. A dissertation submitted to the Faculty of the Graduate School of the University of Minnesota.
41. Huey Yiing, L., & Zaman Bin Ahmad, K. (2009). The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance. Leadership & Organization Development Journal,30(1), 53-86.
42. Irefin, P., & Mechanic, M. (2014). Effect of Employee Commitment on Organizational Performance in Coca Cola Nigeria Limited Maiduguri, Borno State. Journal of Humanities and Social Sciences, 19(3), 33-41.
43. Jaeger, W. (1986). Paideia: The Ideals of Greek Culture: II. In Search of the Divine Centre (Vol. 2). Oxford University Press on Demand.
44. Kamalian, A. R., Yaghoubi, N. M., & Moloudi, J. (2010). Survey of relationship between organizational justice and empowerment (A case study). European Journal of Economics, Finance and Administrative Sciences, 24(2), 165-171.
45. Kanwar, Y. P. S., Singh, A. K., & Kodwani, A. D. (2012). A study of job satisfaction, organizational commitment and turnover intent among the IT and ITES sector employees. Vision: The Journal of Business Perspective, 16(1), 27-35.
46. Karia, N., & Ahmad, Z. A. (2000). Quality practices that pay: Empowerment and teamwork. Malaysian Management Review, 35(2), 66-76.
47. Karia, N., & Hasmi Abu Hassan Asaari, M. (2006). The effects of total quality management practices on employees' work-related attitudes. The TQM magazine, 18(1), 30-43.
48. Karp, G. G., & Williamson, K. (1993). PETE faculty at work: The reciprocal nature of organizational structures and identity. Journal of Teaching in Physical Education, 12, 413-423.
49. Kroeber, A. L., & Kluckhohn, C. (1952). Culture: A critical review of concepts and definitions. Papers. Peabody Museum of Archaeology & Ethnology, Harvard University.
50. Lau, H. C., & Idris, M. A. (2001). The soft foundation of the critical success factors on TQM implementation in Malaysia. The TQM magazine, 13(1), 51-62.
51. Legge, K. (1995). What is human resource management?. In Human Resource Management (pp. 62-95). Macmillan Education UK.
52. Locke, E. A. (1969). What is job satisfaction?. Organizational behavior and human performance, 4(4), 309-336.
53. Lok, P., & Crawford, J. (2004). The effect of organisational culture and leadership style on job satisfaction and organisational commitment: A cross-national comparison. Journal of management development, 23(4), 321-338.
54. Madigan, M., Norton, J., & Testa, I. (1999). The Quest for Work Life Balance.Roger media.
55. Marczyk, G., DeMatteo, D., & Festinger, D. (2005). Essentials of research design and methodology. John Wiley & Sons Inc.
56. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
57. Morgan, G. (1986). Images of organization. Beverly Hills.
58. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
59. Naicker, N. (2008). Organizational culture and employee commitment: A case study (Doctoral dissertation).
60. Niazi, B. R. A. S. (2011). Training and development strategy and its role in organizational performance. Journal of public Administration and Governance, 1(2), 42-57.
61. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage.
62. Nongo, E. S., & Ikyanyon, D. N. (2012). The influence of corporate culture on employee commitment to the organization. International Journal of Business and Management, 7(22), 21.
63. O'Driscoll, M. P., & Randall, D. M. (1999). Perceived organisational support, satisfaction with rewards, and employee job involvement and organisational commitment. Applied Psychology, 48(2), 197-209.
64. O’Reilly, C.A., Chatman J.A., Caldwell ,D.F., & Acad Manage, J. ( 1991), 34(3), 487-516 Press.
65. Orpen, C. (1999). The influence of the training environment on trainee motivation and perceived training quality. International Journal of Training and Development, 3(1), 34-43.
66. Pantouvakis, A., & Bouranta, N. (2013). The link between organizational learning culture and customer satisfaction: Confirming relationship and exploring moderating effect. The Learning Organization, 20(1), 48-64.
67. Parsley, A. (2006). A roadmap for employee engagement[online]. Retrieved from: http://www.management-issues.com/2006/5/25/opinion/a-road-map-foremployeeengagement.asp
68. PetroVietnam Exploration Production Corporation. Human resource policies. Retrieved from:
69. http://www.pvep.com.vn/en-us/Pages/chinh-sach-nhan-su.aspx?pageId=67
70. Recardo, R., & Jolly, J. (1997). Organizational culture and teams. SAM Advanced Management Journal, 62(2), 4.
71. Robbins, S. P. (2001). Organizational behavior, 14/E. Pearson Education India.
72. Sabuncuoglu, E. T. (2007). Analysing of the relationship between training, organizational commitment and intend to leave. Ege Academic Review, 7(2), 613-628
73. Saeed, M., & Hassan, M. (2000). Organizational culture and work outcomes: Evidence from some Malaysian organizations. Malaysian Management Review, 35(2), 54-59.
74. Sanjuq, G. M. The Impact of Internal environment elements on organizational commitment applied study in Social Security Corporation in KSA.
75. Schwepker, C. H. (2001). Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce. Journal of business research, 54(1), 39-52.
76. Seashore, S. E., & Taber, T. D. (1975). Job satisfaction indicators and their correlates. The American Behavioral Scientist, 18(3), 333.
77. Schein, E. H. (1995). The Leader of the Future1.
78. Schermerhorn, J., Hunt, J. and Osborn, R. (2005), Organizational Behaviour. 9 th Edition. John Willey & Sons, Inc.
79. Silverthorne, C. (2004). The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan.Leadership & Organization Development Journal, 25(7), 592-599.
80. Silos, I.M.(1999). Employee involvement--a component of total quality management. Production and Inventory Management Journal, 40(1), 56.
81. Simsek, Z., & Veiga, J. F. (2001). A primer on internet organizational surveys.Organizational research methods, 4(3), 218-235.
82. Singh, R.N., & Mohanty, R. P. (2011). Participation satisfaction and organizational commitment: moderating role of employee's cultural values. Human Resource Development International, 14(5), 583-603.
83. Smircich, L. (1983). Concepts of culture and organizational analysis.Administrative science quarterly, 339-358.
84. Tanova, C., & Nadiri, H. (2005). Recruitment and training policies and practices: The case of Turkey as an EU candidate. Journal of European Industrial Training, 29(9), 694-711
85. Taormina, R. J. (2008). Interrelating leadership behaviors, organizational socialization, and organizational culture. Leadership & Organization Development Journal, 29(1), 85-102.
86. Tarricone, P., & Luca, J. (2002). Successful teamwork: A case study
87. Tharp, B. M. (2009). Four organizational culture types. Hawort. Organizational Culture White Papper.
88. Valsecchi, R., Wise, S., Mueller, F., & Smith, C. (2012). The practice of teamwork in health industry call centres. Employee Relations, 34(3), 288-305
89. Vance, R. J. (2006). Employee engagement and commitment. SHRM Foundation.
90. Varona, F. (1996). Relationship between communication satisfaction and organizational commitment in three Guatemalan organizations. Journal of Business Communication, 33(2), 111-140.
91. Vasudevan, H. (2014). Examining the Relationship of Training on Job Satisfaction and Organizational Effectiveness. International Journal of Management and Business Research, 4(3), 185-202.
92. Watson Wyatt Worldwide (2008, 2009). The Communication ROI Study Report. Towers Watson, 1-23.
93. Willcoxson, L., & Millett, B. (2000). The management of organisational culture.Australian Journal of Management and Organisational Behaviour, 3(2), 91-99.
94. Yamaguchi, I. (2013). A Japan–US cross-cultural study of relationships among team autonomy, organizational social capital, job satisfaction, and organizational commitment. International Journal of Intercultural Relations, 37(1), 58-71.
95. Yenen, V. Z., & Öztürk, M. H. (2014). The Effects of Organizational Communication on Organizational Commitment and an Application. Australian Journal of Business and Management Research, 4(3), 9..
96. Zia ur Rehman, M., Khan, M. R., & Ali Lashari, J. (2010). Effect of Job Rewards on Job Satisfaction, Moderating Role of Age Differences: Emperical Evidence from Pakistan. African journal of business management, 4(6), 1131-1139.
97. Zincirkiran, M., Emhan, A., & Yasar, M. F. (2015). Analysis of Teamwork, Organizational Commitment and Organizational Performance: A Study of Health Sector in Turkey. Asian Journal of Business and Management (ISSN: 2321-2802), 3(02).