Nghiên cứu sinh Nguyễn Thùy Chinh bảo vệ luận án tiến sĩ
ORIGINAL CONTRIBUTIONS OF THE DISSERTATION
Dissertation title: How values influence voice under uncertainty: A study of Vietnamese workers
Specialization: Business Administration (E-PhD) Specialization code: 9340101
PhD candidate: Nguyen Thuy Chinh
Supervisor(s): Assoc. Prof. Dr. Tran Huy Phuong
Institution: National Economics University
Original contributions on academic and theoretical aspects
This dissertation advances employee voice (EV) theory by repositioning culture and individual values at the core of voice decision making under uncertainty. It makes three central theoretical contributions. First, it moves beyond conventional cross cultural dimensions by integrating Buddhism values (BV) and Confucianism values (CV) as macro level antecedents of Promotive (PmV) and Prohibitive voice (PhV). Rather than treating culture as a diffuse background variable, the study demonstrates that distinct cultural value systems shape how employees interpret the relational and moral risks of speaking up, and that these effects vary across voice types. Second, it extends Conservation of Resources (COR) theory into the domain of proactive behaviour by conceptualizing voice as a culturally framed resource evaluation process. Under crisis conditions, voice is shown to be neither uniformly suppressed nor universally encouraged, but contingent upon how cultural frames influence perceived resource protection or loss. Third, the study advances multi-level value theorization by positioning self-direction (SD) as an individual value that moderates the influence of cultural values on voice. This interactional perspective challenges massive views of culture and demonstrates that voice emerges from the dynamic interplay between macro cultural frames and individual motivational priorities.
Recommendations derived from the findings of the dissertation
Recommendations for Further Research: Future studies should adopt longitudinal or multi-wave designs to capture how value orientations and voice behaviours evolve across different phases and forms of uncertainty. Expanding empirical settings beyond northern FDI manufacturing firms would strengthen external validity. Incorporating mediating mechanisms, such as psychological safety or resource appraisal processes, and examining other individual values would deepen theoretical integration.
Recommendations for Practical Business: This study highlights implications for managers, employees, and policymakers in promoting EV under cultural and contextual constraints. Managers should create psychologically safe environments through structured communication and non-retaliation practices, while framing voice as collective contribution. Employees can enhance voice effectiveness by aligning with cultural norms and relational expectations. At the institutional level, policies reducing retaliation risk support constructive voice, strengthening organizational resilience under uncertainty.
