组织文化对员工组织认同影响研究

发布时间：2018-02-09 15:47

本文关键词： 组织文化组织认同　出处：《西南大学》2009年硕士论文　论文类型：学位论文

【摘要】： 组织文化与组织认同都是近三十年管理心理学中的热点研究课题。国内学者对于两者的概念、理论综述已经很多,也有一些它们各自的相关实证研究。但对组织文化和组织认同这两者的之间相关关系研究很少,结论不够成熟。零售企业的发展关乎国计民生。在全球经济一体化的形势下,我国零售企业在面对外资零售巨头的冲击显得势单力薄。因此,本研究选取零售企业为研究对象,探讨组织文化与员工的组织认同的相关关系,并对内外资零售企业的组织文化及员工组织认同的现状进行对比分析,从完善组织文化角度来提升员工对组织的认同,对发展壮大我国零售企业,对抗外资竞争,缓解经济危机都具有实际意义。本研究采用问卷调查和访谈法,选取权威的组织文化量表和国内最新的本土化组织认同量表,采取方便取样的方法,在北京、西安、重庆、成都四地选取20家零售企业,发放正式问卷450份,回收有效问卷405份,有效回收率为90%。调查数据采用SPSS13.0软件进行统计分析,用方差分析与相关分析比较分析了内外资零售企业文化及员工组织认同现状、以及组织文化与员工的组织认同之间的关系状况。本研究结论如下:第一,有关组织文化与员工组织认同相关关系的研究结果显示:除了组织文化的适应性和使命感维度与组织认同的情感归属维度呈不显著的负相关外,其他组织文化和组织认同的各个维度之间都呈显著(P＜0.05)或非常显著(P＜0.01)的正相关;回归分析结果显著零售企业组织文化的对其员工组织认同的四个方面都有非常显著的正向影响,即零售企业组织文化会影响员工对企业的认同感。由此可以进一步推论出良好的组织文化可以提升员工组织认同感,而不良的组织文化会使员工的组织认同感降低。第二,有关员工组织认同现状的调查结果显示:除婚姻变量外,员工的性别、年龄、教育背景、在职年限及职位对员工组织认同的不同维度有显著影响;内资零售企业员工在组织认知、积极评价和自主行动三个维度上的评价都显著低于外资企业员工。第三,内外资零售企业的组织文化现状调查结果显示:内资零售企业员工对本企业文化各个维度的评价低于外资零售企业,尤其是在核心价值观、授权、配合及远景目标维度上的差异显著,在能力发展、组织学习、战略导向、具体目标维度差异非常显著。根据研究结果,建议内资零售企业通过多方面的努力,积极推进和完善企业文化的建设,以此来提高员工的组织认同度,进而提升内资零售企业的竞争力。
[Abstract]:Organizational culture and organizational identity have been hot research topics in management psychology for nearly 30 years. There are also some empirical studies on the relationship between organizational culture and organizational identity. The development of retail enterprises is related to the national economy and the people's livelihood. Under the situation of global economic integration, the retail enterprises of our country appear to be weak in the face of the impact of foreign retail giants. Therefore, this study selects the retail enterprises as the research object. This paper probes into the relationship between organizational culture and organizational identity of employees, and makes a comparative analysis of the organizational culture of domestic and foreign retail enterprises and the status quo of organizational identity of employees, in order to improve the organizational identity of employees from the perspective of perfecting organizational culture. It is of practical significance for the development and expansion of Chinese retail enterprises, the fight against foreign capital competition and the alleviation of economic crisis. In this study, 20 retail enterprises were selected in Beijing, Xi'an, Chongqing and Chengdu by questionnaire survey and interview, selecting the authoritative organizational culture scale and the latest local organizational identity scale in China, and adopting convenient sampling method, and selected 20 retail enterprises in Beijing, Xi'an, Chongqing and Chengdu, and selected 20 retail enterprises in Beijing, Xi'an, Chongqing and Chengdu. 450 formal questionnaires were issued, 405 valid questionnaires were collected, and the effective recovery rate was 90. The survey data were statistically analyzed by SPSS13.0 software, and the present status of culture and employee organizational identity of domestic and foreign retail enterprises were analyzed by variance analysis and correlation analysis. And the relationship between organizational culture and organizational identity of employees. The conclusions of this study are as follows: first, the results of the research on the relationship between organizational culture and organizational identity of employees show that, except the adaptability of organizational culture and the sense of mission dimension and the emotional attribution dimension of organizational identity, there is no significant negative correlation between organizational culture and organizational identity. There was a significant positive correlation between other organizational culture and organizational identity (P < 0.05) or very significant (P < 0.01), and the results of regression analysis showed that the organizational culture of retail enterprises had a significant positive impact on the four aspects of organizational identity of employees. That is, the organizational culture of retail enterprises will affect the identity of employees, and it can be further deduced that a good organizational culture can promote the organizational identity of employees, while bad organizational culture can reduce the organizational identity of employees. Secondly, the results of the survey on the status quo of employees' organizational identity show that, except marital variables, the employee's gender, age, educational background, length of service and position have significant effects on the different dimensions of employee organizational identity; In the three dimensions of organizational cognition, positive evaluation and autonomous action, the evaluation of domestic retail employees is significantly lower than that of foreign-funded enterprises. Thirdly, the results of the investigation on the present situation of organizational culture of domestic and foreign retail enterprises show that the evaluation of the various dimensions of the enterprise culture of domestic retail enterprises is lower than that of foreign retail enterprises, especially in the core values, authorization. There are significant differences in the dimensions of coordination and vision goals, and in the dimensions of ability development, organizational learning, strategic orientation and specific goals. According to the research results, it is suggested that domestic retail enterprises should actively promote and improve the construction of corporate culture through various efforts, so as to improve the organizational identity of employees, and then enhance the competitiveness of domestic retail enterprises.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：C936

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