C公司组织认同改善策略研究

发布时间：2018-06-17 13:29

本文选题：组织认同 + 组织文化　；参考：《广东财经大学》2017年硕士论文

【摘要】：本论文将组织文化与组织认同相结合进行分析研究,以改善小微企业的组织认同状况为目标,试图找出该类型企业员工组织认同的主要影响因素,为其组织认同管理工作提供可兹参考借鉴的经验。论文运用组织文化分为精神层、制度层、行为层、物质层四个层次因素的理论对组织认同的影响因素进行分析。以C公司这一典型小微企业为分析对象,先对其全体员工进行研究,然后对知识型员工及非知识型员工进行比较分析,以图理清不同人群的组织认同影响因素,及同一因素对不同人群的重要程度。在文献研究的基础上,通过问卷调查、个体访谈等实证方法对其员工的组织认同影响因素及存在问题进行了探讨。由调研得到该企业员工的组织认同影响因素有:企业总体因素中的规章制度;工作本身因素中的劳动报酬和工作内容。员工整体组织认同存在问题的方面有:精神层因素中,与价值观相关的个人利益与企业利益的协调;制度层因素中的薪酬制度、培训制度、工作分配、劳动强度;行为层因素中的奉献类行为、领导行为、行为模式、离职倾向。对该公司知识型员工与非知识型员工组织认同现状的比较分析中发现他们的差异为:知识型员工对企业的积极看法偏少;非知识型员工的负面看法偏多。以上述分析为基础,根据该企业实际情况,本文以系统性、经济性、针对性和可操作性为原则,设计出一套适合C公司现状的员工组织认同改善方案,包括如下措施:密切沟通,当员工的合理利益确实受到损害时,企业应适当给予补偿;补充及完善企业管理制度;加强领导者与员工的沟通;树立行为榜样并对员工进行引导。期望通过对组织认同的改善达到留住和吸引企业所需人才的目标。
[Abstract]:In this paper, organizational culture and organizational identity are combined to analyze and study, with the aim of improving the organizational identity of small and micro enterprises, trying to find out the main factors that affect the organizational identity of employees in this type of enterprise. For its organizational identity management to provide reference experience. This paper analyzes the influence factors of organizational identity based on the theory of four levels of organizational culture: spiritual level, institutional level, behavioral level and material level. Taking C Company, a typical small and micro enterprise, as the object of analysis, this paper first studies all its employees, and then makes a comparative analysis of the knowledge workers and non-knowledge workers, in order to clarify the factors affecting the organizational identity of different groups of people. And the importance of the same factor to different population. On the basis of literature research, this paper discusses the influencing factors and existing problems of employees' organizational identity by means of questionnaire, individual interview and other empirical methods. The factors influencing the organizational identity of the employees are as follows: the rules and regulations of the overall factors of the enterprise, the labor remuneration and the content of the work itself. The problems existed in the overall organizational identification of employees are: the coordination of personal interests and enterprise interests related to values, the compensation system, training system, job distribution, labor intensity in the system level factors; Behavior level factors in dedication, leadership behavior, behavior patterns, turnover intention. Through the comparative analysis of the status quo of the organizational identity of the knowledge workers and the non-knowledge workers in the company, the differences are found as follows: the knowledge workers have less positive views on the enterprise, and the non-knowledge employees have more negative views. Based on the above analysis, according to the actual situation of the enterprise, this paper, based on the principles of systematization, economy, pertinence and maneuverability, designs a set of employee organizational identity improvement schemes suitable for the current situation of C Company. It includes the following measures: close communication, when the reasonable interests of employees are really damaged, the enterprise should give appropriate compensation; supplement and perfect the enterprise management system; strengthen the communication between leaders and employees; set an example of behavior and guide employees. The goal of retaining and attracting the talents needed by enterprises is expected to be achieved through the improvement of organizational identity.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.7

【参考文献】