本文關(guān)鍵詞： 組織文化 組織認(rèn)同　出處：《西南大學(xué)》2009年碩士論文　論文類型：學(xué)位論文

【摘要】： 組織文化與組織認(rèn)同都是近三十年管理心理學(xué)中的熱點研究課題。國內(nèi)學(xué)者對于兩者的概念、理論綜述已經(jīng)很多,也有一些它們各自的相關(guān)實證研究。但對組織文化和組織認(rèn)同這兩者的之間相關(guān)關(guān)系研究很少,結(jié)論不夠成熟。 零售企業(yè)的發(fā)展關(guān)乎國計民生。在全球經(jīng)濟一體化的形勢下,我國零售企業(yè)在面對外資零售巨頭的沖擊顯得勢單力薄。因此,本研究選取零售企業(yè)為研究對象,探討組織文化與員工的組織認(rèn)同的相關(guān)關(guān)系,并對內(nèi)外資零售企業(yè)的組織文化及員工組織認(rèn)同的現(xiàn)狀進行對比分析,從完善組織文化角度來提升員工對組織的認(rèn)同,對發(fā)展壯大我國零售企業(yè),對抗外資競爭,緩解經(jīng)濟危機都具有實際意義。 本研究采用問卷調(diào)查和訪談法,選取權(quán)威的組織文化量表和國內(nèi)最新的本土化組織認(rèn)同量表,采取方便取樣的方法,在北京、西安、重慶、成都四地選取20家零售企業(yè),發(fā)放正式問卷450份,回收有效問卷405份,有效回收率為90%。調(diào)查數(shù)據(jù)采用SPSS13.0軟件進行統(tǒng)計分析,用方差分析與相關(guān)分析比較分析了內(nèi)外資零售企業(yè)文化及員工組織認(rèn)同現(xiàn)狀、以及組織文化與員工的組織認(rèn)同之間的關(guān)系狀況。 本研究結(jié)論如下:第一,有關(guān)組織文化與員工組織認(rèn)同相關(guān)關(guān)系的研究結(jié)果顯示:除了組織文化的適應(yīng)性和使命感維度與組織認(rèn)同的情感歸屬維度呈不顯著的負(fù)相關(guān)外,其他組織文化和組織認(rèn)同的各個維度之間都呈顯著(P＜0.05)或非常顯著(P＜0.01)的正相關(guān);回歸分析結(jié)果顯著零售企業(yè)組織文化的對其員工組織認(rèn)同的四個方面都有非常顯著的正向影響,即零售企業(yè)組織文化會影響員工對企業(yè)的認(rèn)同感。由此可以進一步推論出良好的組織文化可以提升員工組織認(rèn)同感,而不良的組織文化會使員工的組織認(rèn)同感降低。 第二,有關(guān)員工組織認(rèn)同現(xiàn)狀的調(diào)查結(jié)果顯示:除婚姻變量外,員工的性別、年齡、教育背景、在職年限及職位對員工組織認(rèn)同的不同維度有顯著影響;內(nèi)資零售企業(yè)員工在組織認(rèn)知、積極評價和自主行動三個維度上的評價都顯著低于外資企業(yè)員工。 第三,內(nèi)外資零售企業(yè)的組織文化現(xiàn)狀調(diào)查結(jié)果顯示:內(nèi)資零售企業(yè)員工對本企業(yè)文化各個維度的評價低于外資零售企業(yè),尤其是在核心價值觀、授權(quán)、配合及遠(yuǎn)景目標(biāo)維度上的差異顯著,在能力發(fā)展、組織學(xué)習(xí)、戰(zhàn)略導(dǎo)向、具體目標(biāo)維度差異非常顯著。 根據(jù)研究結(jié)果,建議內(nèi)資零售企業(yè)通過多方面的努力,積極推進和完善企業(yè)文化的建設(shè),以此來提高員工的組織認(rèn)同度,進而提升內(nèi)資零售企業(yè)的競爭力。
[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.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：C936

【引證文獻】

相關(guān)博士學(xué)位論文 前1條

1 卿菁;網(wǎng)商勝任力模型的構(gòu)建與測評研究[D];武漢理工大學(xué);2010年

相關(guān)碩士學(xué)位論文 前7條

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本文編號：1498283