在文献研究的基础上，通过问卷调查、个体访谈等实证方法对其员工的组织认同影响
因素及存在问题进行了探讨
由调研得到该企业员工的组织认同影响因素有：企业总体因素中的规章制度；工
作本身因素中的劳动报酬和工作内容。员工整体组织认同存在问题的方面有：精神层
因素中，与价值观相关的个人利益与企业利益的协调；制度层因素中的薪酬制度、培
训制度、工作分配、劳动强度；行为层因素中的奉献类行为、领导行为、行为模式、
离职倾向。对该公司知识型员工与非知识型员工组织认同现状的比较分析中发现他们
的差异为：知识型员工对企业的积极看法偏少；非知识型员工的负面看法偏多
以上述分析为基础，根据该企业实际情况，本文以系统性、经济性、针对性和可
操作性为原则，设计出一套适合 C 公司现状的员工组织认同改善方案，包括如下措施：
密切沟通，当员工的合理利益确实受到损害时，企业应适当给予补偿；补充及完善企
业管理制度；加强领导者与员工的沟通；树立行为榜样并对员工进行引导。期望通过
对组织认同的改善达到留住和吸引企业所需人才的目标
关键词：组织认同；组织文化；小微企业；民营企业II
ABSTRACT
Aiming at improving the organizational identification (OI)of small and micro enterprises,
this thesis combines theories of organizational culture and OI to analyze and try to find out
the main influencing factors of OI in this type of enterprises, looking for a suitable method
to their management of OI. This study applies the theory of the organizational culture
which divide the culture into four levels: spirit, institution, behavior and material to analyze
the influencing factors of OI. C company is a typical small and micro enterprise as the
object of this study. In order to clarify the influencing factors of OI in different groups, and
importance of the same factors for different kind of workers. This dissertation study all of
C company’s employees at first, and then to analysis knowledge workers and non
knowledge workers comparatively. To find out the influencing factors and existing
problems of their OI, theoretical and empirical research methods were used with data
collected through questionnaire surveys and interviews.
The whole research and conclusions are as follows: First, influencing factors of C
company’s OI are enterprise overall factors--rules and regulations; the factors of
work--labor remuneration, work content. Second, factors that existing problems of C
company’s OI are spiritual factors--the coordination of personal interests and corporate
interests; institutional level factors--salary system, training system, work distribution, labor
intensity; behavioral factors--dedicational behavior, leadership behavior, behavioral pattern,
turnover intention. And third, the results of comparative analysis on knowledge workers
and non knowledge workers: Improve the positive attitude of knowledge workers;
eliminate the negative factors that affect the OI of non knowledge workers.
After the research and analysis, according to the actual situation of C company, based on
systematic, economical, pertinence and operability, this dissertation designed a set of
programs to improve the OI of C company, including the following measures: to strengthen
communications between enterprise and its staff, when the reasonable interests of
employees was indeed damaged, they should be compensated appropriately; supplement
and improve enterprise management system; strengthen the communication between
leaders and employees; establish a behavior role model and guide employees accordingly.
Key Words: Organizational identification; Organizational culture; Small and micro
enterprises; Private enterpriseIII
目录
摘要 ...... I
ABSTRACT ... II
目 录 .... III
1 导论 ...... 1
1.1 研究背景和意义 ...... 1
1.2 研究内容1
1.3 研究方法1
1.4 研究思路与框架 ...... 3
1.5 研究的创新之处 ...... 4
2 相关理论及研究综述 .... 5
2.1 小微企业的概念与特点5
2.1.1 概念界定 .......... 5
2.1.2 小微企业面临的困境6
2.2 知识型和非知识型员工的定义及特点6
2.2.1 定义 .. 6
2.2.2 知识型员工的特点 .. 7
2.2.3 非知识型员工的特点8
2.3 组织文化9
2.3.1 概念 .. 9
2.3.2 维度及结构 ....... 10
2.4 组织认同 ........... 11
2.4.1 国内外组织认同研究 ........... 11
2.4.2 组织认同的重要性 . 16
2.5 相关概念界定及关系分析 ......... 16
2.5.1 组织认同概念 ..... 17
2.5.2 组织文化概念 ..... 17
2.5.3 组织文化四个层次 . 17
2.5.4 组织认同与组织文化的关系 ..... 20
3 C 公司组织文化概况.... 22
3.1 企业背景资料 ....... 22
3.1.1 行业概况 ......... 22
3.1.2 企业概况 ......... 22IV
3.2 人力资源 ........... 23
3.3 企业现有文化 ....... 23
3.3.1 精神层概述 ....... 23
3.3.2 制度设计 ......... 24
3.3.3 文化行为层 ....... 26
4 C 公司组织认同现状分析 28
4.1 调查问卷的设计 ..... 28
4.2 问卷的发放和回收 ... 28
4.3 数据统计及分析 ..... 29
4.3.1 认同影响因素 ..... 29
4.3.2 现状分析 ......... 30
4.4 存在的问题 ......... 33
4.4.1 精神层认同的欠缺 . 34
4.4.2 制度认同的不足 ... 34
4.4.3 行为认同的缺乏 ... 35
4.5 原因分析 ........... 36
4.5.1 精神层 ........... 36
4.5.2 制度层 ........... 36
4.5.3 行为层因素 ....... 38
4.5.4 知识型与非知识型员工比较 ..... 39
4.6 认同不足引起的问题 . 40
4.6.1 积极性 ........... 41
4.6.2 离职倾向 ......... 41
4.6.3 员工的相处 ....... 42
5 改善方案 . 45
5.1 设计原则 ........... 45
5.1.1 系统性原则 ....... 45
5.1.2 经济性原则 ....... 45
5.1.3 可操作性原则 ..... 45
5.1.4 针对性原则 ....... 45
5.2 方案设计 ...........
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