企業(yè)文化的本質(zhì)與組織績(jī)效(存儲(chǔ)版)
【正文】 red corporate culture and the culture perceived to exist in each division. It can be viewed as a measure of cultural ‘buyin’ by the divisions. The yaxis presents EBIT values for the various divisions.6 / 7。結(jié)果所得的數(shù)據(jù)比照后的結(jié)果顯示在下圖中。由于有可靠的動(dòng)機(jī)，所謂的強(qiáng)勢(shì)文化組織被認(rèn)為有較高的成功率，正如科特和赫斯克特所說(shuō)，強(qiáng)大的文化說(shuō)經(jīng)常被認(rèn)為有助于提高績(jī)效，因?yàn)樗鼈冊(cè)趩T工創(chuàng)造了一個(gè)不尋常的動(dòng)機(jī)水平（1992年，第16頁(yè)）。這些措施包括廣泛使用股票期權(quán)和對(duì)每周工作超過(guò)二十小時(shí)的員工提供全額補(bǔ)貼。它提供了一個(gè)比較難得的機(jī)會(huì)，去探討企業(yè)文化與財(cái)務(wù)績(jī)效之間的關(guān)系。不過(guò)這有一個(gè)例外，科特和赫斯克特（1992）對(duì)不同的公司進(jìn)行了宏觀層面上研究，比較了（先驗(yàn)）39。畢業(yè)設(shè)計(jì)(論文)外文資料翻譯學(xué)院（系）： 計(jì)算機(jī)科學(xué)與技術(shù)學(xué)院 專(zhuān) 業(yè)： 信息管理與信息系統(tǒng) 姓 名： 江 展 學(xué) 號(hào)： 200717020305 外文出處： European Management Journal ,–275,2001 附 件： ；。盡管有這一推定，但是很少有針對(duì)企業(yè)文化對(duì)財(cái)務(wù)績(jī)效的影響的實(shí)證研究。因此，本文的目的是發(fā)現(xiàn)在某單一公司中企業(yè)文化對(duì)財(cái)務(wù)績(jī)效的影響?！边@種信念導(dǎo)致了該公司的大量員工去實(shí)踐旨在提高對(duì)公司的自我認(rèn)同。更具體地說(shuō)，具有強(qiáng)勢(shì)文化的公司比有弱勢(shì)文化的公司更容易實(shí)現(xiàn)自身目標(biāo)。研究問(wèn)題本文研究一般問(wèn)題是：企業(yè)文化和財(cái)務(wù)績(jī)效之間是否存在一定的關(guān)系？具體研究問(wèn)題是：企業(yè)文化和財(cái)務(wù)績(jī)效之間的決定因素。 Flamholtz and Randle, 1998). Specifically, the pany’s paradigm is that: ‘the way we treat our people affects they way our people treat our customers, and, in turn, our success, which includes financial performance.’ This belief has led the pany to a number of human resource practices that are designed to enhance people’s feeling of being valued by the pany. These include the widespread use of stock options and the practice of providing full benefits to all employees who work more than 20 hours per week.There are many areas in which corporate culture influences behavior and decisionmaking. However,there appear to be four key areas in wh
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