电力行业企业文化测评研究
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摘要
在现代企业管理理论发展进程中,对企业文化理论与实践的研究和应用越来越受到重视。拥有优秀的企业文化是一个企业持续成功的必备条件。企业要深入开展企业文化建设工作,就必须对其现有的企业文化有全面深入地了解。本文在借鉴国内外企业文化测评研究成果的基础之上,尝试建立一套具有电力行业特色的企业文化测评体系,使其能够对电力企业的企业文化进行科学有效的测量和评估。
本文首先对企业文化及企业文化测评的定义、功能等基础性的内容加以陈述,并对国内外已有的企业文化测评理论和方法进行了阐释。接着,本文构建了一个分三阶段进行的电力行业企业文化测评体系,即了解企业基本情况——测评的具体实施——深入测评,其中的第二阶段又划分为四个小的测评步骤。之后,本文将已构建的测评体系应用于一个具体的电力企业,验证了体系的有效性。最后,本文进行了总结,对测评体系的特点以及不足进行了概括,并且对体系未来的研究方向提出了自己的看法。
本文的创新点:将模糊数学的理论运用于安全文化测评,使测评结果更加客观和可信;提出了在不同阶段分别运用开放式访谈和针对式访谈两种访谈方法,使测评更加符合逻辑规律;对OCAI量表进行了修正,使其更加符合中国企业的特点。
In the development process of modern corporate management theory, the research and application of corporate culture theory and practice are concerned increasingly. It is a necessary requirement to own excellent corporate culture if an enterprise hope to success continually. It is necessary to recognize the existing corporate culture comprehensive and in-depth before an enterprise start to build or improve its corporate culture. In the basic of referring the research theories of domestic and overseas corporate culture measurement and evaluation, this article tries to build an corporate culture measurement and evaluation system, with the characteristics of power industry, so that the system can measure and evaluate the electricity business enterprises' culture scientific and effective.
In this article, the basic contents, such as the definition and the function of corporate culture and its survey are stated firstly, and the theories and methods of domestic and overseas corporate culture measurement and evaluation are also interpreted. Next, the article builds a corporate culture measurement and evaluation system in power industry, which includes three stages: learning the basic situation of the enterprise, the implementation of measurement and in-depth evaluation. The second stage is divided into four small steps in the measurement. Then, the system is applied to a specific power enterprise, to verify the effectiveness of the system. At last, a summary is presented. The summary concludes the characteristics and shortages of the system, and expresses the view of the future research direction of the system. Innovative points: apply fuzzy math to safety culture survey, to make the result more objective and credible; suggest using open or targeted interview in different stages to make the assessment more in line with the law of logic; amend the OCAI instrument to make it more consistent with the characteristics of Chinese enterprises.
本文首先对企业文化及企业文化测评的定义、功能等基础性的内容加以陈述,并对国内外已有的企业文化测评理论和方法进行了阐释。接着,本文构建了一个分三阶段进行的电力行业企业文化测评体系,即了解企业基本情况——测评的具体实施——深入测评,其中的第二阶段又划分为四个小的测评步骤。之后,本文将已构建的测评体系应用于一个具体的电力企业,验证了体系的有效性。最后,本文进行了总结,对测评体系的特点以及不足进行了概括,并且对体系未来的研究方向提出了自己的看法。
本文的创新点:将模糊数学的理论运用于安全文化测评,使测评结果更加客观和可信;提出了在不同阶段分别运用开放式访谈和针对式访谈两种访谈方法,使测评更加符合逻辑规律;对OCAI量表进行了修正,使其更加符合中国企业的特点。
In the development process of modern corporate management theory, the research and application of corporate culture theory and practice are concerned increasingly. It is a necessary requirement to own excellent corporate culture if an enterprise hope to success continually. It is necessary to recognize the existing corporate culture comprehensive and in-depth before an enterprise start to build or improve its corporate culture. In the basic of referring the research theories of domestic and overseas corporate culture measurement and evaluation, this article tries to build an corporate culture measurement and evaluation system, with the characteristics of power industry, so that the system can measure and evaluate the electricity business enterprises' culture scientific and effective.
In this article, the basic contents, such as the definition and the function of corporate culture and its survey are stated firstly, and the theories and methods of domestic and overseas corporate culture measurement and evaluation are also interpreted. Next, the article builds a corporate culture measurement and evaluation system in power industry, which includes three stages: learning the basic situation of the enterprise, the implementation of measurement and in-depth evaluation. The second stage is divided into four small steps in the measurement. Then, the system is applied to a specific power enterprise, to verify the effectiveness of the system. At last, a summary is presented. The summary concludes the characteristics and shortages of the system, and expresses the view of the future research direction of the system. Innovative points: apply fuzzy math to safety culture survey, to make the result more objective and credible; suggest using open or targeted interview in different stages to make the assessment more in line with the law of logic; amend the OCAI instrument to make it more consistent with the characteristics of Chinese enterprises.
引文
[1]金·S·卡梅隆,罗伯特·E·奎因著,谢晓龙译,组织文化诊断与变革[M],中国人民大学出版社,2006.10
[2]叶生,陈育辉著,破译企业文化——中国企业文化测评实务[M],清华大学出版社,2006.3
[3]张仁德,霍洪喜主编,企业文化概论[M],南开大学出版社,2001.2
[4]张文泉,沈剑飞编著,管理咨询与企业诊断[M],中国电力出版社,2002.2
[5]黎群编著,企业文化建设100问[M],经济科学出版社,2004.7
[6]蒋庆其,电力企业安全文化建设[M],中国电力出版社,2005.4
[7]马华维,企业文化建设的实证研究——对一国有大型电力公司企业文化建设的调查与分析,[C],管理世界,2001.3:56-61
[8]安军,对电力企业安全文化建设的研究,[C],供电企业管理,2006.3:40-42
[9]王军,构建企业文化评价体系的思考[C],管理视角,2006.5:80-81
[10]龚爱国,电力企业安全文化建设战略探讨,[C],湖南电力,2005,B03:23-24
[11]王敏,罗嘉,关于培育电力企业安全文化的思考,[C],中国电力教育,2007.4:50-53
[12]张惠玲,德尼森企业文化调查模型,[C],中外企业文化,2004年1期:42-44
[13]辜体仁,电力企业文化与电力企业管理,[C],中国电力企业管理,2005年11期:66-67
[14]陈要立,国外企业文化测评的现状与展望,[C],现代企业,2006年5期:56-57
[15]张明军,论电力企业文化的建设方向,[C],华北电业,1997年8期:36-38
[16]李赫亚,论企业文化评价与企业文化建设,[C],集团经济研究,2007年05X期:296-296
[17]曾吴,马力,王南,企业文化测量研究述评,[C],中国地质大学学报:社会科学版,2005年5卷4期:13-17
[18]汪宴敏,企业文化测评办法剖析,[C],商场现代化,2007年01X期:374-375
[19]董丽丽,企业文化测评体系的构建及其管理,[C],武汉理工大学学报:信息与管理工程版,2006年28卷8期:83-86
[20]郭跃显,白士强,企业文化调查问卷设计及其信度、效度检验,[c],统计教育,2004年4期:57-60
[21]李军波,江翱,企业文化评估研究述评,[C],湘潭大学学报:哲学社会科学版,2006年30卷5期:58-62,76
[22]刘宇,企业文化评估指标体系研究,[C],商场现代化,2006年03X期:252-253
[23]邓秋燕,浅谈电力企业文化,[C],山东电力高等专科学校学报,2006年9卷2期:88-91
[24]庞华,蒋力涌,中国电力需求的协整分析—基于1987年—2006年的数据分析,[C]湖南社会科学,2007年5期:192-195
[25]刘怡,中小企业组织学习能力的测度分析,[C],科技管理研究,2006年26卷3期:74-77
[26]张勉,张德,组织文化测量研究述评,[C],外国经济与管理,2004年26卷8期:2-7
[27]吴价宝,组织学习能力测度,[C],中国管理科学,2003年11卷4期:73-78
[28]毛建军,高俊山,组织学习能力测度模型研究,[C],商场现代化,2007年05S期:44-45
[29]樊耘,余宝琦,杨照鹏,基于激励性与公平性特征的企业文化模式研究,[C],科研管理,2007年28卷1期:110-117
[30]腾永波,企业文化测量—理论基础与模型分析,[C],山东财经学院学报,2006年第2期:78-80
[31]理查德·巴雷特著,公茂虹,李汀译,解放企业的心灵—企业文化评估及价值转换工具,[M],新华出版社,2005.1
[32]王璞,企业文化咨询实务,[M],中信出版社,2003.6
[33]郑伯熏,组织文化价值观的数量衡鉴[C],中华心理学刊,1990,32(2):9-11
[34]张仕璟,王国顺,邵留国,基于问卷调查的企业文化测量模犁改进及实证分析,[C],科技进步与对策,2006年23卷12期:48-53
[35]王宏伟,企业文化测量与量化管理的思索,[C],河南工业大学学报:社会科学版,2007年3卷2期:37-39
[36]王永干,电力企业文化:在变革中重塑,[C],中国电力企业管理,2006年11期:10-11
[37]Chatman.J.A,Matching people and organizations:selection and Socialization in public accounting firms[C],Administrative Science Quarterly,1991(36)
[38]Arnold,D.R.and Capella,L.M.(1985),corporate culture and the marketing concept:a diagnostic instrument for utilities,Public Utilities Fortnightly,116:32-38
[39]Cameron Kim S.(1994),"An empirical investigation of quality culture,practices and outcomes." Paper presented at the Academy of Management Meetings,Dallas,Texas
[40]Zammuto,Raymond E and Krakower,Jack Y.(1991)"Quantitative and qualitative studies of organizational culture." Research in Organizational Change and Development,Volume 5,pages 83-114. Greenwich, CT: JAI Press.
[41]Quinn, R. E., J. Rohrbaugh, A Spatial model of effectiveness criteria: towards a competing value approach to organizational analysis[J], Management Science, 1983, 29(3).
[42]Wai-Hung Ng, S.F. Lee, Elias Siores, 8C plus 6C management model for multi-national corporation: a locally compatible and globally fit culture model, Journal of Materials Processing Technology, 139 (2003) 44-50
[43] D. Diaz-Cabrera, E. Hernandez-Fernaud, R. Isla-Diaz, An evaluation of a new instrument to measure organizational safety culture values and practices, Accident Analysis and Prevention ,39 (2007)1202-1211
[44]Bartholomew E. Clark, Ph.D., Jeanine K. Mount, Ph.D., Pharmacy Service Orientation: A measure of organizational culture in pharmacy practice sites, Research in Social and Administrative Pharmacy, 2 (2006) 110-128
[45]Jean-Francois Henri, Organizational culture and performance measurement systems, Accounting, Organizations and Society, 31 (2006) 77-103
[46]Mustafa Tepeci, A.L. Bart Bartlett, The hospitality industry culture profile: a measure of individual values, organizational culture, and person - organization fit as predictors of job satisfaction and behavioral intentions, Hospitality Management, 21 (2002) 151 - 170
[47]Z. Irani, A. Beskese, P.E.D. Love, Total quality management and corporate culture: constructs of organizational excellence, Technovation, 24 (2004) 643-650
[48]Denison D.R., Mishra A.K., Toward a Theory of Organizational Culture and Effectiveness, Organization Science, 1995,6 (2):204—223.
[49]Hofstede G., Neuijen B., Ohayv D., Measuring Organizational Culture: A Qualitative and Quantitative Study across Twenty Cases [J], Administrative Science Quarterly, 1990, 35: 286-316
[50] Xenikou, A., A. Furnham. A corelational and factor analytic study of four questionnaire measures of organizational culture, [J], Human Relation, 1996, 49(3)
[51]O'Reilly C.A., Chatman J., Caldwell J., People and organizational culture: a profile comparison approach to assessing person-organization fit, [J], Academy of Management Journal, 1991,34:487-516
[52]http://info.ceo.hc360.com/2007/07/03083143672-6.shtml
[53]http://www.ceo123.com/pg/manage/DOC/ca-2-1-4.ppt
[54]http://www.china5e.com/www/dev/news/viewinfo-power-200803210230.html
[2]叶生,陈育辉著,破译企业文化——中国企业文化测评实务[M],清华大学出版社,2006.3
[3]张仁德,霍洪喜主编,企业文化概论[M],南开大学出版社,2001.2
[4]张文泉,沈剑飞编著,管理咨询与企业诊断[M],中国电力出版社,2002.2
[5]黎群编著,企业文化建设100问[M],经济科学出版社,2004.7
[6]蒋庆其,电力企业安全文化建设[M],中国电力出版社,2005.4
[7]马华维,企业文化建设的实证研究——对一国有大型电力公司企业文化建设的调查与分析,[C],管理世界,2001.3:56-61
[8]安军,对电力企业安全文化建设的研究,[C],供电企业管理,2006.3:40-42
[9]王军,构建企业文化评价体系的思考[C],管理视角,2006.5:80-81
[10]龚爱国,电力企业安全文化建设战略探讨,[C],湖南电力,2005,B03:23-24
[11]王敏,罗嘉,关于培育电力企业安全文化的思考,[C],中国电力教育,2007.4:50-53
[12]张惠玲,德尼森企业文化调查模型,[C],中外企业文化,2004年1期:42-44
[13]辜体仁,电力企业文化与电力企业管理,[C],中国电力企业管理,2005年11期:66-67
[14]陈要立,国外企业文化测评的现状与展望,[C],现代企业,2006年5期:56-57
[15]张明军,论电力企业文化的建设方向,[C],华北电业,1997年8期:36-38
[16]李赫亚,论企业文化评价与企业文化建设,[C],集团经济研究,2007年05X期:296-296
[17]曾吴,马力,王南,企业文化测量研究述评,[C],中国地质大学学报:社会科学版,2005年5卷4期:13-17
[18]汪宴敏,企业文化测评办法剖析,[C],商场现代化,2007年01X期:374-375
[19]董丽丽,企业文化测评体系的构建及其管理,[C],武汉理工大学学报:信息与管理工程版,2006年28卷8期:83-86
[20]郭跃显,白士强,企业文化调查问卷设计及其信度、效度检验,[c],统计教育,2004年4期:57-60
[21]李军波,江翱,企业文化评估研究述评,[C],湘潭大学学报:哲学社会科学版,2006年30卷5期:58-62,76
[22]刘宇,企业文化评估指标体系研究,[C],商场现代化,2006年03X期:252-253
[23]邓秋燕,浅谈电力企业文化,[C],山东电力高等专科学校学报,2006年9卷2期:88-91
[24]庞华,蒋力涌,中国电力需求的协整分析—基于1987年—2006年的数据分析,[C]湖南社会科学,2007年5期:192-195
[25]刘怡,中小企业组织学习能力的测度分析,[C],科技管理研究,2006年26卷3期:74-77
[26]张勉,张德,组织文化测量研究述评,[C],外国经济与管理,2004年26卷8期:2-7
[27]吴价宝,组织学习能力测度,[C],中国管理科学,2003年11卷4期:73-78
[28]毛建军,高俊山,组织学习能力测度模型研究,[C],商场现代化,2007年05S期:44-45
[29]樊耘,余宝琦,杨照鹏,基于激励性与公平性特征的企业文化模式研究,[C],科研管理,2007年28卷1期:110-117
[30]腾永波,企业文化测量—理论基础与模型分析,[C],山东财经学院学报,2006年第2期:78-80
[31]理查德·巴雷特著,公茂虹,李汀译,解放企业的心灵—企业文化评估及价值转换工具,[M],新华出版社,2005.1
[32]王璞,企业文化咨询实务,[M],中信出版社,2003.6
[33]郑伯熏,组织文化价值观的数量衡鉴[C],中华心理学刊,1990,32(2):9-11
[34]张仕璟,王国顺,邵留国,基于问卷调查的企业文化测量模犁改进及实证分析,[C],科技进步与对策,2006年23卷12期:48-53
[35]王宏伟,企业文化测量与量化管理的思索,[C],河南工业大学学报:社会科学版,2007年3卷2期:37-39
[36]王永干,电力企业文化:在变革中重塑,[C],中国电力企业管理,2006年11期:10-11
[37]Chatman.J.A,Matching people and organizations:selection and Socialization in public accounting firms[C],Administrative Science Quarterly,1991(36)
[38]Arnold,D.R.and Capella,L.M.(1985),corporate culture and the marketing concept:a diagnostic instrument for utilities,Public Utilities Fortnightly,116:32-38
[39]Cameron Kim S.(1994),"An empirical investigation of quality culture,practices and outcomes." Paper presented at the Academy of Management Meetings,Dallas,Texas
[40]Zammuto,Raymond E and Krakower,Jack Y.(1991)"Quantitative and qualitative studies of organizational culture." Research in Organizational Change and Development,Volume 5,pages 83-114. Greenwich, CT: JAI Press.
[41]Quinn, R. E., J. Rohrbaugh, A Spatial model of effectiveness criteria: towards a competing value approach to organizational analysis[J], Management Science, 1983, 29(3).
[42]Wai-Hung Ng, S.F. Lee, Elias Siores, 8C plus 6C management model for multi-national corporation: a locally compatible and globally fit culture model, Journal of Materials Processing Technology, 139 (2003) 44-50
[43] D. Diaz-Cabrera, E. Hernandez-Fernaud, R. Isla-Diaz, An evaluation of a new instrument to measure organizational safety culture values and practices, Accident Analysis and Prevention ,39 (2007)1202-1211
[44]Bartholomew E. Clark, Ph.D., Jeanine K. Mount, Ph.D., Pharmacy Service Orientation: A measure of organizational culture in pharmacy practice sites, Research in Social and Administrative Pharmacy, 2 (2006) 110-128
[45]Jean-Francois Henri, Organizational culture and performance measurement systems, Accounting, Organizations and Society, 31 (2006) 77-103
[46]Mustafa Tepeci, A.L. Bart Bartlett, The hospitality industry culture profile: a measure of individual values, organizational culture, and person - organization fit as predictors of job satisfaction and behavioral intentions, Hospitality Management, 21 (2002) 151 - 170
[47]Z. Irani, A. Beskese, P.E.D. Love, Total quality management and corporate culture: constructs of organizational excellence, Technovation, 24 (2004) 643-650
[48]Denison D.R., Mishra A.K., Toward a Theory of Organizational Culture and Effectiveness, Organization Science, 1995,6 (2):204—223.
[49]Hofstede G., Neuijen B., Ohayv D., Measuring Organizational Culture: A Qualitative and Quantitative Study across Twenty Cases [J], Administrative Science Quarterly, 1990, 35: 286-316
[50] Xenikou, A., A. Furnham. A corelational and factor analytic study of four questionnaire measures of organizational culture, [J], Human Relation, 1996, 49(3)
[51]O'Reilly C.A., Chatman J., Caldwell J., People and organizational culture: a profile comparison approach to assessing person-organization fit, [J], Academy of Management Journal, 1991,34:487-516
[52]http://info.ceo.hc360.com/2007/07/03083143672-6.shtml
[53]http://www.ceo123.com/pg/manage/DOC/ca-2-1-4.ppt
[54]http://www.china5e.com/www/dev/news/viewinfo-power-200803210230.html