摘要
国有商业银行在促进战略转型的过程中,迫切要求发挥先进文化的生产力转化作用,以提升市场竞争能力。但提出新文化不等于建设新文化,文化"落地"必须依赖企业文化自身进化的基因。本文根据Hirschman(1970)提出的"退出—呼吁"理论,认为国有商业银行高素质人才的行动重心更倾向于退出,而不是呼吁,这对银行竞争力的提升和文化建设十分不利。鉴于信任与忠诚文化基因对高素质人才的"退出—呼吁"机制的决定性影响,文章提出了以激活呼吁为中心,推进国有商业银行信任与忠诚文化基因建设的六条具体政策建议。最后,文章对企业文化建设需要明晰的几个相关命题进行了阐述。
The state-owned commercial banks in the strategic transition period are in urgent need of productivity transforming function of the advanced culture to improve their market competence. But proposing a new culture was not equal to constructing a new culture, the' falling to the ground' of the culture must rely on enterprise's culture evolution gene. Based on Hirschman's theory of exit and voice, this study discusses the chara.cteristics of talents of high quality of the state-owned commercial banks, and points out that they have a tendency to exit but voice, which is very disadvantageous to enhance the bank's competence and culture construction. In view of the decisive influence of cultural gene of trust and loyalty on the exit and voice mechanism of the high quality talents, the paper puts forward six suggestions centering on stimulating ‘voice'. Finally, the paper also explains several topics that are important for enterprise culture establishment.
出处
《金融论坛》
CSSCI
北大核心
2008年第9期26-30,共5页
Finance Forum
关键词
国有商业银行
文化基因
信任
忠诚
退出-呼吁机制
the state-owned commercial bank
cultural gene
trust
loyalty
exit-voice mechanism