中国企业背景下组织文化认同度之概念与模型建构

A Study on the Concept and Structure of Organizational Cultural Identification in Chinese Business Context

尽管21世纪被认为是文化管理时代,但至今在组织文化的研究领域中,关于文化认同的研究和论述仍然较少,这对组织文化的研究和实践造成了一定阻碍。本研究首先对组织文化认同的相关文献进行探讨,辨析相关概念后,继而透过定性、定量结合的扎根理论方法,建构了组织文化认同度的概念模型和测量工具。本研究发现,组织文化认同度是由认知层面、情感层面、行为层面和社会化层面四个维度构成的复合结构;同时,本研究所开发的组织文化认同度量表(OC IS),也通过了探索性因子分析(EFA)和验证性因子分析(CFA)的检验,具有一定的信度和效度,对往后的组织文化相关实证研究具有一定意义。

Organizational culture is a system of shared values,beliefs and norms which are believed and followed by most employees in business.Therefore,cultural identification is a critical issue because business culture could not have any effect without the belief and identification by employees.Studies about organizational cultural identification,however,are very limited and lacking of reliably empirical process.This research reviewed recent studies about cultural identity,and tried to propose an exploratory model of organizational cultural identification.Through qualitative and quantitative studies,the paper proposed that organizational cultural identification has four dimensions: cognitive,affective,behavioral,and social.The Organizational Cultural Identification Scale(OCIS) developed by the study has also been proved to be reliable and valid for future researches.