G公司企业文化建设优化研究

发布时间：2020-12-23 04:56

　　G公司作为一家国有企业,近年来随着我国改革开放的不断深化和“一带一路”倡议的提出,G公司“走出去”的步伐越来越快,在与世界同行业竞争中,除了在船舶设备和施工生产“硬实力”的比拼,以企业文化为核心的“软实力”较量也愈发重要。然而,笔者经过研究发现,G公司企业文化建设存在品牌形象传播未形成标准化模式、典型选树未能助推企业主流文化、制度建设未能匹配文化理念、精神文化未能深入员工骨髓等问题。学术界对企业文化的研究更多聚焦于文化相关概念、功能作用的研究,对如何具体解决G公司文化建设存在问题的参考价值有限。本研究首先对企业文化建设的理论基础和国有企业文化建设的相关概念、研究成果进行系统总结。分析了当前G公司企业文化建设内、外部环境、企业文化建设内容。在此基础上,运用调查问卷及访谈法对G公司企业文化建设现状进行调查分析,并利用分析工具SPSSv26以及常见的cronbach’s alpha(克朗巴哈系数法)系数来衡量调查问卷的信度,旨在进一步明确了G企业文化变革的方向和重点。本研究通过深入剖析成因,确定优化G公司企业文化建设的目标与基本原则,而后提出强化品牌标准化建设、发挥行为文化服务发展作用、规范... 

【文章来源】：广东外语外贸大学广东省

【文章页数】：79 页

【学位级别】：硕士

【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
1 Introduction
    1.1 Research background
    1.2 Research purpose and significance
        1.2.1 Research purpose
        1.2.2 Research significance
    1.3 Research content and framework
    1.4 Research methods
        1.4.1 Questionnaire
        1.4.2 Interview
        1.4.3 Case analysis
2 Theoretical Basis and Literature Review
    2.1 Theoretical basis of corporate culture
        2.1.1 Connotation of corporate culture
        2.1.2 Main functions of corporate culture
        2.1.3 Structure of corporate culture
        2.1.4 Concept of corporate culture construction
    2.2 Literature review
        2.2.1 Review of the corporate culture construction in China
        2.2.2 Review of corporate culture construction abroad
        2.2.3 Summary of the literature
3 Status of Corporate Culture Construction of G Company
    3.1 General situation of G company
    3.2 Analysis of internal and external environment of corporate culture construction of G company
    3.3 Culture construction content of G company
4 Survey and result analysis of corporate culture of G company
    4.1 Purpose of survey
    4.2 Survey methods
        4.2.1 Questionnaire design
        4.2.2 Sampling method
        4.2.3 Conduct survey
    4.3 Survey results
        4.3.1 Sample structures
        4.3.2 Statistical analysis
5 Problems and Causes of Corporate Culture Construction of G Company
    5.1 Problems of corporate culture construction of G company
        5.1.1 Failure of brand image communication in the formation of a standardized model
        5.1.2 Failure of typical models in promotion the corporate mainstream culture
        5.1.3 Failure of system construction match with cultural concept
        5.1.4 Failure of spiritual culture penetration into the marrow of employees
    5.2 Analysis of causes
        5.2.1 Unsystematic brand publicity
        5.2.2 Imperfect behavior culture mechanism
        5.2.3 Backward concept of system makers
        5.2.4 Low participation of employees in the corporate culture construction
6 Optimization of Corporate Culture Construction of G Company
    6.1 Objectives of optimizing corporate culture construction of G company
    6.2 Basic principles of optimizing corporate culture construction of G company
        6.2.1 Combination of leadership modeling and staff participating
        6.2.2 Combination of practice and leading development
        6.2.3 Combination of inheriting tradition and conforming to the times
    6.3 Countermeasures of optimizing corporate culture construction of G company
        6.3.1 Strengthening the construction of brand standardization
        6.3.2 Behavioral cultural services brought into play
        6.3.3 System construction of G company standardized
        6.3.4 Mechanism of participation in corporate culture construction perfected
7 Conclusion and future research
    7.1 Conclusion and promotion value
        7.1.1 Conclusion
        7.1.2 Promotion value
    7.2 Limitation and future research
        7.2.1 Limitation
        7.2.2 Future research
REFERENCE
APPENDIX
    Appendix1
    Appendix2


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