企業(yè)文化外文翻譯-其他專業(yè)-資料下載頁(yè)
【導(dǎo)讀】原文來(lái)源：歐洲管理雜志卷，2021年11月19日，第3期，268頁(yè)-275頁(yè)。馬丁，1990年顯著影響;科特和赫斯克特，1992年）?；蛎魇净虬凳荆驯煌贫?，企。業(yè)文化會(huì)影響一個(gè)公司的整體財(cái)務(wù)表現(xiàn)。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。不過(guò)這有一個(gè)例外，科特和赫斯克特對(duì)不同的公。年，第19頁(yè)來(lái)自22個(gè)不同行業(yè)）。不過(guò)，他們和其他人一樣也沒(méi)有針對(duì)某一家單一的。在某種程度上，這可能是因?yàn)殡y于獲得適當(dāng)?shù)?。不過(guò)，這是我們對(duì)這一現(xiàn)象的認(rèn)識(shí)分歧。因此，本文的目的是發(fā)現(xiàn)在某單一公。務(wù)績(jī)效之間的關(guān)系。反過(guò)來(lái)，價(jià)值觀對(duì)組織、基礎(chǔ)決策和行為有重。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。性能標(biāo)準(zhǔn)，以及問(wèn)責(zé)意識(shí)。這些是所有組織應(yīng)該關(guān)注的企業(yè)文化的關(guān)鍵領(lǐng)域?，F(xiàn)其功能的六要素之一。具體來(lái)說(shuō)，企業(yè)文化已被視為是一個(gè)成功組。這一模式，將受到進(jìn)一步的實(shí)證研究支持（福萊姆霍特茲和艾克，
【正文】 en culture and financial performance, culture also has e to be viewed as ponent of other anizational effectiveness or success models (Flamholtz and Randle, 1998, 2021). It has been theorized that the role of culture, as part of a six factor framework, explains anizational effectiveness and, in turn, financial performance (Flamholtz, 1995。 Flamholtz and Randle, 1998, 2021). Specifically, culture has been viewed as a critical anizational development area, or key strategic building block, of successful anizations. This framework has, in turn, been supported by further empirical research (Flamholtz and Aksehirli, 2021). Research Question The general research question this article addresses is: Is there a relationship between a corporate culture and the financial performance of an anization? There was also a more specific research question in the context of this study. We were interested in determining the relationship between: (1) the extent to which people in the divisions accepted the stated culture of the pany and (2) the pany’s financial performance. Results The data derived and used in this parison are shown in a graph in Figure 3. The xaxis shows a ‘divisional agreement with corporate culture score.’ This is a measure of the degree of similarity between the desired 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.
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