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重庆银行企业文化认同感对员工积极组织行为的影响研究

发布时间:2018-03-02 02:32

  本文关键词: 企业文化 企业文化认同感 积极组织行为 出处:《西南大学》2017年硕士论文 论文类型:学位论文


【摘要】:随着供给侧改革力度不断加深,金融相关行业的压力越来越大。支撑企业运行的基础是员工,各项经营活动依赖员工的努力而实现,员工成为生产力的基本发力点。但是,各个行业都会出现员工惰性高、无创造性、离职率高等问题,金融行业也不例外。在这样的情况下,行业内的专家学者们一致认为,金融行业要想在激烈的国际竞争中存活下来必须要充分而全面地挖掘出金融行业以及金融从业人员最大的潜力,文化资源是其中最重要的组成部分,文化资源不像物质资源那样公开化、可视化,文化资源隐晦但往往直抵要害,效用明显。可以说,最大限度地挖掘企业的文化资源已经成为当代金融企业存活与发展的关键。重庆银行是我国西南地区重要的金融企业,深受当地百姓认可,文化传统深厚,历来重视企业文化建设并将其作为与西南其他金融企业竞争的核心力量。近些年来,有不少研究显示员工积极组织行为随着员工企业文化认同感程度的不同而不同,可惜,这些研究大多集中于理论层面,实证性依据较少。本研究查找了企业文化认同感与积极组织行为间的过往研究及其相关文献,将企业文化认同界定为员工自觉接受企业的价值观和经营理念并将这些价值观和经营理念内化的一种状态;积极组织行为是指增益或促进组织功能正常发挥,并能导致个体和组织效能提高的员工组织行为。了解两个变量的内涵后,本研究提出了研究假设,通过对重庆银行位于重庆市的内各分支机构员工进行问卷调查,一共收集了260份有效问卷,应用统计分析软件对收集的样本数据分析,以数据分析为基础探讨了企业文化认同感对积极组织行为的影响以及人口学变量在企业文化认同感和积极组织行为方面存在的不同。研究结果如下:1、总的来说,重庆银行员工的企业文化认同感积极影响本行员工的积极组织行为。2、重庆银行企业文化认同感的3个维度中,认知维度、行为维度、情感维度分别对积极组织行为的某个或某两个维度有显著影响。3、人口学变量在企业文化认同感和积极组织行为两方面显示出一定的差异。
[Abstract]:With the deepening of supply-side reforms, the pressure on the financial related industries is growing. The basis for supporting the operation of enterprises is employees, and all business activities depend on the efforts of employees, and employees become the basic starting point of productivity. Problems such as high staff inertia, lack of creativity, high turnover rates and so on occur in all industries, and the financial industry is no exception. In such cases, experts and scholars in the industry agree that. In order for the financial industry to survive in the fierce international competition, it is necessary to fully and comprehensively tap the greatest potential of the financial industry and the financial practitioners, in which cultural resources are the most important component. Cultural resources are not as open as material resources. They are visualized. Cultural resources are obscure but often direct to the point. The effects are obvious. It can be said, Maximizing the cultural resources of enterprises has become the key to the survival and development of contemporary financial enterprises. Chongqing Bank is an important financial enterprise in Southwest China, which is deeply recognized by the local people and has a profound cultural tradition. The construction of corporate culture has always been attached importance to as the core force of competition with other financial enterprises in Southwest China. In recent years, many studies have shown that the positive organizational behavior of employees varies with the degree of their corporate cultural identity. Most of these studies focus on the theoretical level, but the empirical evidence is less. This study looks for the past research and related literature between corporate cultural identity and active organizational behavior. Defining corporate cultural identity as a state in which employees consciously accept and internalize the values and business concepts of the enterprise; positive organizational behavior is to gain or promote the normal play of organizational functions. After understanding the connotation of the two variables, this study put forward the research hypotheses, and conducted a questionnaire survey on the employees of Chongqing Bank's branch offices in Chongqing, which can lead to the improvement of individual and organizational effectiveness. A total of 260 valid questionnaires were collected, and the collected sample data were analyzed by statistical analysis software. On the basis of data analysis, this paper discusses the influence of corporate cultural identity on positive organizational behavior and the differences between demographic variables in corporate cultural identity and positive organizational behavior. The results are as follows: 1. The corporate culture identity of Chongqing Bank employees has a positive impact on the positive organizational behavior of the bank employees. In the three dimensions of Chongqing Bank corporate culture identity, the cognitive dimension and the behavioral dimension. Emotional dimension has significant influence on one or two dimensions of positive organizational behavior. Demographic variables show certain differences in corporate cultural identity and positive organizational behavior.
【学位授予单位】:西南大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:B849

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