宝鸡市国有企业文化建设研究
摘要
上世纪八十年代,国外的企业文化研究进入高潮期,而我国由于受到工业化推行滞后的自然约束,对企业文化的研究,在很长的一段时间内,依循着西方企业文化的研究路径开展本国的企业文化研究。但是,我国的公有制性质决定了国有企业这一特殊的组织形式,在企业文化建设方面的独特性,所以对国有企业文化建设的研究越来越成为我国企业文化研究的高地。
我国的国有企业文化建设研究,必须结合国有企业生存发展的经济社会环境,尤其是国有企业改制转型过程中,对企业文化重建的冲击。企业文化的作用在于能够把对职工的约束内化成其本能,变成群体心理的一种共识,这较之于用制度来管控效果要显著,也避免了制度管制过程中的投入成本过高等问题。越来越多的国有企业将企业文化作为企业竞争力的首要指标。
本研究依据特定地域国有企业文化建设的现状,结合对本地域经济社会发展的外部环境分析,通过实地调研,梳理该地域国有企业的演化发展历程,总结国有企业文化建设存在的问题,依据企业文化建设中要素的分析,构建适合这一地域的国有企业文化建设框架。由此,本研究一共涉及以下五部分:
第一章:导言。在分析背景的基础上,提炼出本研究的主要问题——优秀的国有企业文化是什么样的。通过国内外企业文化研究现状分析,找到研究的切入点,确定与研究主旨相适应的主要研究方法及技术路线,构成研究方案。
第二章:概念、理论基础与研究综述。首先解析了“文化”这一使用广泛但各家含义并不一致的关键术语,确定在本研究中的文化的性质、国有企业文化的特征及我国国有企业建设的进程等等,构成了本研究的理论基础。
第三章:历史视角。宝鸡市国有企业文化建设的历史进程及各阶段的特点,有助于对宝鸡市国有企业文化建设现状有一个总体性的把握。
第四章:案例分析。在宝鸡市国有企业文化的形成与变迁过程中企业改制对于文化提出哪些新的要求;国企文化建设存在哪些问题尚待解决。
第五章:要素与路径。以企业结构层次理论作为基点对宝鸡市国有企业文化建设进行模型建构,并确定各个阶段的目标与建设措施,力求为国企文化寻求一个有最大普适性的建设方案。
Foreign corporate culture research was in it’s heyday in the 1980s whereas in China, due to the natural lagged constraints of industrialization, corporate culture research, in a long time, was just a slavish imitation. However, the uniqueness of China's ownership of state-owned enterprises make the study of cultural construction of in the nature of state-owned enterprises becoming a research highlands.
The studies of China's state-owned corporate culture must be combined with economic and social environment where the state-owned corporate survive and develop, especially in the process of transformation and reform. The role of corporate culture is that it can internalize the constraints of the workers into their instincts, becoming a group psychology of a consensus. The administration via corporate culture is more effective when compared with using the control system, and can also avoid the high-costs in the process of institutional control. More and more state-owned enterprises viewed corporate culture as the primary indicators of the competitiveness of enterprises.
Based on the present corporate cultural construction status in a specific geography, this research combines the analysis of external environment (local economic social development) with field research, carding regional state-owned enterprises development process, summering problems in cultural construction, then, according to enterprise culture factor analysis, providing a suitable geographical framework of state-owned corporate cultural construction. Thus, this study involves a total of five parts:
Chapter I: Introduction. Based on the analysis of context, this dissertation extracts the main issues of this study-what is an excellent state-owned enterprises culture. Through corporate culture analysis by both domestic and international, the study found an entry point and then identify research methods and technical routes, constituting research programs.
Chapter II: Concept, theory and Research review. Firstly, this dissertation analyses the widely used term“culture”, which is not consistent in the various meanings. Secondly, determines the culture property, cultural characteristic of state-owned enterprise and the process of cultural construction of state-owned enterprises in China, and finally, outlines theoretical basis of this study.
Chapter III: Historical Perspective. The dissertation outlines the historical process and the characteristics of cultural construction of state-owned enterprises in Baoji City, giving an overall understanding of cultural construction.
Chapter IV: Case Study. In the course of formation and transition the of corporate culture, what are the new requirements proposed by enterprise restructuring.
Chapter V: Key Factors and Path: The dissertation regards a hierarchy of corporate structures as the basis of model construction, determining the target and measures of various stages for seeking a biggest cultural universality of construction scheme.
我国的国有企业文化建设研究,必须结合国有企业生存发展的经济社会环境,尤其是国有企业改制转型过程中,对企业文化重建的冲击。企业文化的作用在于能够把对职工的约束内化成其本能,变成群体心理的一种共识,这较之于用制度来管控效果要显著,也避免了制度管制过程中的投入成本过高等问题。越来越多的国有企业将企业文化作为企业竞争力的首要指标。
本研究依据特定地域国有企业文化建设的现状,结合对本地域经济社会发展的外部环境分析,通过实地调研,梳理该地域国有企业的演化发展历程,总结国有企业文化建设存在的问题,依据企业文化建设中要素的分析,构建适合这一地域的国有企业文化建设框架。由此,本研究一共涉及以下五部分:
第一章:导言。在分析背景的基础上,提炼出本研究的主要问题——优秀的国有企业文化是什么样的。通过国内外企业文化研究现状分析,找到研究的切入点,确定与研究主旨相适应的主要研究方法及技术路线,构成研究方案。
第二章:概念、理论基础与研究综述。首先解析了“文化”这一使用广泛但各家含义并不一致的关键术语,确定在本研究中的文化的性质、国有企业文化的特征及我国国有企业建设的进程等等,构成了本研究的理论基础。
第三章:历史视角。宝鸡市国有企业文化建设的历史进程及各阶段的特点,有助于对宝鸡市国有企业文化建设现状有一个总体性的把握。
第四章:案例分析。在宝鸡市国有企业文化的形成与变迁过程中企业改制对于文化提出哪些新的要求;国企文化建设存在哪些问题尚待解决。
第五章:要素与路径。以企业结构层次理论作为基点对宝鸡市国有企业文化建设进行模型建构,并确定各个阶段的目标与建设措施,力求为国企文化寻求一个有最大普适性的建设方案。
Foreign corporate culture research was in it’s heyday in the 1980s whereas in China, due to the natural lagged constraints of industrialization, corporate culture research, in a long time, was just a slavish imitation. However, the uniqueness of China's ownership of state-owned enterprises make the study of cultural construction of in the nature of state-owned enterprises becoming a research highlands.
The studies of China's state-owned corporate culture must be combined with economic and social environment where the state-owned corporate survive and develop, especially in the process of transformation and reform. The role of corporate culture is that it can internalize the constraints of the workers into their instincts, becoming a group psychology of a consensus. The administration via corporate culture is more effective when compared with using the control system, and can also avoid the high-costs in the process of institutional control. More and more state-owned enterprises viewed corporate culture as the primary indicators of the competitiveness of enterprises.
Based on the present corporate cultural construction status in a specific geography, this research combines the analysis of external environment (local economic social development) with field research, carding regional state-owned enterprises development process, summering problems in cultural construction, then, according to enterprise culture factor analysis, providing a suitable geographical framework of state-owned corporate cultural construction. Thus, this study involves a total of five parts:
Chapter I: Introduction. Based on the analysis of context, this dissertation extracts the main issues of this study-what is an excellent state-owned enterprises culture. Through corporate culture analysis by both domestic and international, the study found an entry point and then identify research methods and technical routes, constituting research programs.
Chapter II: Concept, theory and Research review. Firstly, this dissertation analyses the widely used term“culture”, which is not consistent in the various meanings. Secondly, determines the culture property, cultural characteristic of state-owned enterprise and the process of cultural construction of state-owned enterprises in China, and finally, outlines theoretical basis of this study.
Chapter III: Historical Perspective. The dissertation outlines the historical process and the characteristics of cultural construction of state-owned enterprises in Baoji City, giving an overall understanding of cultural construction.
Chapter IV: Case Study. In the course of formation and transition the of corporate culture, what are the new requirements proposed by enterprise restructuring.
Chapter V: Key Factors and Path: The dissertation regards a hierarchy of corporate structures as the basis of model construction, determining the target and measures of various stages for seeking a biggest cultural universality of construction scheme.
引文
艾伦·A·肯尼迪,特伦斯·E·迪尔.2009 .新企业文化——重获工作场所的活力.北京:中国人民大学出版社
爱德加·沙因.1996.组织文化与领导——“企业文化”理念的创造者之一沙因系统阐述企业文化的知和行.台北:五南图书出版公司
爱德加·沙因.2004.企业文化生存指南.北京:机械工业出版社
彼得·圣吉.2003.第五项修炼——学习型组织的艺术与实务.郭进隆译.上海:上海三联书店,7～13
毕纪伟.2007.中国移动企业文化建设研究[硕士学位论文].延边:延边大学
陈甘霖.2001.浅谈国有企业思想政治工作与企业文化建设的有机融合.厦门特区党校学报,(5):47～49
弗里蒙特·E·卡斯特、詹姆斯·E罗森茨韦克.1985.组织与管理.北京:中国社会科学版社
广西区政协课题组.2000.广西企业文化建设的调查与思考.广西社会科学,(2)109～115
郭咸纲.1999.西方管理思想史.北京:经济管理出版社
国务院发展研究中心课题组.2005.“十一五”规划的经济社会发展战略.金融信息参考,(7):26
黄少华.1995.评贝塔朗菲的系统认识论.兰州大学学报,(3):65～71
科特(John P. Kotter),赫斯科特(James Heskett).2004.企业文化与经营业绩.北京:中国人民大学出版社
黎永泰.2001.试论企业文化的两种基本类型.经济体制改革,(5):37～40
李桂荣.2002.创新型企业文化.北京:经济管理出版社,34～44
李奕.2009.企业创新文化评价体系研究.财会通讯(综合)(中),(12):32～33
刘光明.2002.企业文化(第三版).北京:经济管理出版社,前言
刘光明.2005.现代企业文化.北京:经济管理出版社
罗长海.2006.企业文化学(第三版).北京:中国人民大学出版社
罗争玉.2004.企业的文化管理.广州:广东经济出版社,15～23
南达.1987.文化人类学.西安:陕西教育出版社
强以华.2004.企业:企业文化与价值.北京:中国社会科学出版社
人民网.2005.中国共产党第十一届中央委员会第三次全体会议公报.
http://news.xinhuanet.com/ziliao/2005-02/05/content_2550304.htm.[2010-3-11]
芮明杰(主编),钱平凡(著).1999.组织转型.杭州:浙江人民出版社
邵春燕,唐德善.2009.企业创新文化的作用机制研究.江苏商论,(6):116～117
苏川运.2006.新疆石油管理局发展战略中的企业文化研究[硕士学位论文].重庆:重庆大学
特伦斯·迪尔,阿伦·肯尼迪.2008.企业文化——企业生活中的礼仪与仪式.北京:中国人民大学出版社
王成荣,周建波.2002.企业文化学.北京:经济管理出版社
王光军.2006.石油企业QHSE管理体系研究[硕士学位论文].武汉:武汉理工大学
王彦超.2005.永康供电公司企业文化建设研究.[硕士学位论文].大连:大连理工大学
威廉·A·哈维兰.1987.当代人类学.上海:上海人民出版社
威廉·大内.1984.《Z理论》.北京:中国社会科学出版社
魏杰,王波.2001.企业文化创新的成功之路——从昆明盘房看新文化萌芽.管理世界(2):183～195
杨其静.2008.国企改革:在摸索与争论中前进.世界经济文汇,(1):55～63
杨忠等.2006.组织行为学:中国文化视角.南京:南京大学出版社
叶晓倩.2008.复杂适应组织观与企业文化创新.生产力研究,(8):121～122,138
张立峰等.2007.关于泰康人寿保险股份有限公司企业文化的探究和思考.技术经济与管理研究,(1):100～101
赵常林.1999.企业文化的五种基本类型分析.中外企业文化,(4):37～38
仲夏.2007.华泰公司企业文化构建研究[硕士学位论文].西安:西安理工大学
周耀烈,王茜.2010.基于GEO维度的企业创新文化影响因素实证研究——以浙江省为例.软科学,24(1):60～64
朱兵,王文平等.2010.企业文化、组织学习对创新绩效的影响.软科学,24(1):65～69,74
Barley, S. R. and G. Kunda. 1992. Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly 37: 363～99
Calori, R. and Sarnin, P. 1991. Corporate culture and economic performance: A French study. Organization Studies, 12(1): 49～74
Denison, D. R. 1990. Corporate culture and organizational effectiveness. New York: Wiley.
Denison, D. R. and Mishra, A. H. 1995. Toward a theory of organizational culture and effectiveness. Organization Science, (6): 204～223
Judge, T. A. and Cable, D. M. 1997. Applicant personality, organizational culture, and organizational attactiveness. Personel Psychology, (50): 359～394
Kotter, J. P. and Heskett, J. L. 1992. Corporate culture and performance. New York: Free Press.
Mannix, E. A., Neale, M. A. and Northcraft, G. B. 1995. Equity, equality, or need? The effects of organizational culture on the allocation of benefits and burdens. Organizational Behavior and Human Decision Processes, 63(3): 276～286
O’Reilly, C. A ., III, Chatman, J, and Caldwell, D. F. 1991. People and organizational culture: A profile comparisons approach to assessing person-organization fit. Academy of Management Journal, (34): 487～516
Ouchi, W and A. L. Wilkins. 1985. Organizational culture. Annual Review of Sociology 11: 457～83.
Pascale, R. T. and A. Athos. 1982. The Art of Japanese Management. New York: Warner
Peters, T. J. and R. H. Waterman. 1982. In Search of Excellence: Lessons from America's Best-Run Companies. New York: Warner Books.
Pettigrew, A. M. 1979. On studying organizational cultures. Administrative Science Quarterly (24): 570～581
Schein, E. H. 1990. Organizational culture. American Psychologist, (45): 109～119
爱德加·沙因.1996.组织文化与领导——“企业文化”理念的创造者之一沙因系统阐述企业文化的知和行.台北:五南图书出版公司
爱德加·沙因.2004.企业文化生存指南.北京:机械工业出版社
彼得·圣吉.2003.第五项修炼——学习型组织的艺术与实务.郭进隆译.上海:上海三联书店,7～13
毕纪伟.2007.中国移动企业文化建设研究[硕士学位论文].延边:延边大学
陈甘霖.2001.浅谈国有企业思想政治工作与企业文化建设的有机融合.厦门特区党校学报,(5):47～49
弗里蒙特·E·卡斯特、詹姆斯·E罗森茨韦克.1985.组织与管理.北京:中国社会科学版社
广西区政协课题组.2000.广西企业文化建设的调查与思考.广西社会科学,(2)109～115
郭咸纲.1999.西方管理思想史.北京:经济管理出版社
国务院发展研究中心课题组.2005.“十一五”规划的经济社会发展战略.金融信息参考,(7):26
黄少华.1995.评贝塔朗菲的系统认识论.兰州大学学报,(3):65～71
科特(John P. Kotter),赫斯科特(James Heskett).2004.企业文化与经营业绩.北京:中国人民大学出版社
黎永泰.2001.试论企业文化的两种基本类型.经济体制改革,(5):37～40
李桂荣.2002.创新型企业文化.北京:经济管理出版社,34～44
李奕.2009.企业创新文化评价体系研究.财会通讯(综合)(中),(12):32～33
刘光明.2002.企业文化(第三版).北京:经济管理出版社,前言
刘光明.2005.现代企业文化.北京:经济管理出版社
罗长海.2006.企业文化学(第三版).北京:中国人民大学出版社
罗争玉.2004.企业的文化管理.广州:广东经济出版社,15～23
南达.1987.文化人类学.西安:陕西教育出版社
强以华.2004.企业:企业文化与价值.北京:中国社会科学出版社
人民网.2005.中国共产党第十一届中央委员会第三次全体会议公报.
http://news.xinhuanet.com/ziliao/2005-02/05/content_2550304.htm.[2010-3-11]
芮明杰(主编),钱平凡(著).1999.组织转型.杭州:浙江人民出版社
邵春燕,唐德善.2009.企业创新文化的作用机制研究.江苏商论,(6):116～117
苏川运.2006.新疆石油管理局发展战略中的企业文化研究[硕士学位论文].重庆:重庆大学
特伦斯·迪尔,阿伦·肯尼迪.2008.企业文化——企业生活中的礼仪与仪式.北京:中国人民大学出版社
王成荣,周建波.2002.企业文化学.北京:经济管理出版社
王光军.2006.石油企业QHSE管理体系研究[硕士学位论文].武汉:武汉理工大学
王彦超.2005.永康供电公司企业文化建设研究.[硕士学位论文].大连:大连理工大学
威廉·A·哈维兰.1987.当代人类学.上海:上海人民出版社
威廉·大内.1984.《Z理论》.北京:中国社会科学出版社
魏杰,王波.2001.企业文化创新的成功之路——从昆明盘房看新文化萌芽.管理世界(2):183～195
杨其静.2008.国企改革:在摸索与争论中前进.世界经济文汇,(1):55～63
杨忠等.2006.组织行为学:中国文化视角.南京:南京大学出版社
叶晓倩.2008.复杂适应组织观与企业文化创新.生产力研究,(8):121～122,138
张立峰等.2007.关于泰康人寿保险股份有限公司企业文化的探究和思考.技术经济与管理研究,(1):100～101
赵常林.1999.企业文化的五种基本类型分析.中外企业文化,(4):37～38
仲夏.2007.华泰公司企业文化构建研究[硕士学位论文].西安:西安理工大学
周耀烈,王茜.2010.基于GEO维度的企业创新文化影响因素实证研究——以浙江省为例.软科学,24(1):60～64
朱兵,王文平等.2010.企业文化、组织学习对创新绩效的影响.软科学,24(1):65～69,74
Barley, S. R. and G. Kunda. 1992. Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly 37: 363～99
Calori, R. and Sarnin, P. 1991. Corporate culture and economic performance: A French study. Organization Studies, 12(1): 49～74
Denison, D. R. 1990. Corporate culture and organizational effectiveness. New York: Wiley.
Denison, D. R. and Mishra, A. H. 1995. Toward a theory of organizational culture and effectiveness. Organization Science, (6): 204～223
Judge, T. A. and Cable, D. M. 1997. Applicant personality, organizational culture, and organizational attactiveness. Personel Psychology, (50): 359～394
Kotter, J. P. and Heskett, J. L. 1992. Corporate culture and performance. New York: Free Press.
Mannix, E. A., Neale, M. A. and Northcraft, G. B. 1995. Equity, equality, or need? The effects of organizational culture on the allocation of benefits and burdens. Organizational Behavior and Human Decision Processes, 63(3): 276～286
O’Reilly, C. A ., III, Chatman, J, and Caldwell, D. F. 1991. People and organizational culture: A profile comparisons approach to assessing person-organization fit. Academy of Management Journal, (34): 487～516
Ouchi, W and A. L. Wilkins. 1985. Organizational culture. Annual Review of Sociology 11: 457～83.
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