本文關(guān)鍵詞： 企業(yè)文化 企業(yè)文化認(rèn)同感 積極組織行為　出處：《西南大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著供給側(cè)改革力度不斷加深,金融相關(guān)行業(yè)的壓力越來越大。支撐企業(yè)運(yùn)行的基礎(chǔ)是員工,各項(xiàng)經(jīng)營活動(dòng)依賴員工的努力而實(shí)現(xiàn),員工成為生產(chǎn)力的基本發(fā)力點(diǎn)。但是,各個(gè)行業(yè)都會(huì)出現(xiàn)員工惰性高、無創(chuàng)造性、離職率高等問題,金融行業(yè)也不例外。在這樣的情況下,行業(yè)內(nèi)的專家學(xué)者們一致認(rèn)為,金融行業(yè)要想在激烈的國際競爭中存活下來必須要充分而全面地挖掘出金融行業(yè)以及金融從業(yè)人員最大的潛力,文化資源是其中最重要的組成部分,文化資源不像物質(zhì)資源那樣公開化、可視化,文化資源隱晦但往往直抵要害,效用明顯�？梢哉f,最大限度地挖掘企業(yè)的文化資源已經(jīng)成為當(dāng)代金融企業(yè)存活與發(fā)展的關(guān)鍵。重慶銀行是我國西南地區(qū)重要的金融企業(yè),深受當(dāng)?shù)匕傩照J(rèn)可,文化傳統(tǒng)深厚,歷來重視企業(yè)文化建設(shè)并將其作為與西南其他金融企業(yè)競爭的核心力量。近些年來,有不少研究顯示員工積極組織行為隨著員工企業(yè)文化認(rèn)同感程度的不同而不同,可惜,這些研究大多集中于理論層面,實(shí)證性依據(jù)較少。本研究查找了企業(yè)文化認(rèn)同感與積極組織行為間的過往研究及其相關(guān)文獻(xiàn),將企業(yè)文化認(rèn)同界定為員工自覺接受企業(yè)的價(jià)值觀和經(jīng)營理念并將這些價(jià)值觀和經(jīng)營理念內(nèi)化的一種狀態(tài);積極組織行為是指增益或促進(jìn)組織功能正常發(fā)揮,并能導(dǎo)致個(gè)體和組織效能提高的員工組織行為。了解兩個(gè)變量的內(nèi)涵后,本研究提出了研究假設(shè),通過對(duì)重慶銀行位于重慶市的內(nèi)各分支機(jī)構(gòu)員工進(jìn)行問卷調(diào)查,一共收集了260份有效問卷,應(yīng)用統(tǒng)計(jì)分析軟件對(duì)收集的樣本數(shù)據(jù)分析,以數(shù)據(jù)分析為基礎(chǔ)探討了企業(yè)文化認(rèn)同感對(duì)積極組織行為的影響以及人口學(xué)變量在企業(yè)文化認(rèn)同感和積極組織行為方面存在的不同。研究結(jié)果如下:1、總的來說,重慶銀行員工的企業(yè)文化認(rèn)同感積極影響本行員工的積極組織行為。2、重慶銀行企業(yè)文化認(rèn)同感的3個(gè)維度中,認(rèn)知維度、行為維度、情感維度分別對(duì)積極組織行為的某個(gè)或某兩個(gè)維度有顯著影響。3、人口學(xué)變量在企業(yè)文化認(rèn)同感和積極組織行為兩方面顯示出一定的差異。
[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.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：B849

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