Research On The Construct,dimension And Formation Mechanism Of Enterprise Employee Culture

China’s economic development is aimed at achieving high-quality development,which puts forward higher requirements and expectations for the knowledge,ability and spiritual outlook of the broad masses of Chinese workers.As early as 2015,the General Secretary Xi had pointed out that we should attach great importance to the dominant role of the people and their happiness and sense of gain,build a healthy,high-spirited,and full participated employee culture,and let the The Chinese Dream to enter all people’s hearts.Now,the well-off society has been fully completed in China,people’s material living standards have been greatly improved,and they begin to show strong longing and expectation for a better life with full spiritual experiences.In order to fully mobilize the work passion,labor enthusiasm and creative vitality of the Chinese workers in the new era,we must start from meeting the wishes of the workers for a better life.Only by giving the workers a full and pleasant spiritual life and stimulating their willingness to actively create a happy life,can we inject sustainable spiritual power into the country’s high-quality development.At the same time,as the new generation of employees enter the workplace and a large number of returnees devote themselves to the domestic economic construction,the composition of enterprise employees is becoming more and more complex,the double-edged sword effect brought by the diversity of employees’ values and needs is also becoming more and more obvious,and brings challenges to employee diversity management.In order to give full play to the positive impact of the knowledge,skills and innovative ideas of talents with different cultural backgrounds on the operation of enterprises and social progress,it is necessary to create a healthy and high-spirited employee culture with all employees’ participation.On the basis of meeting the positive and healthy needs of employees,we can carry out positive guidance,integration and restraint on the multiple values and behavior patterns among the employee groups,and use the power of employee culture to activate the consciousness and creativity of the employee masses to participate in production practice activities under different cultural backgrounds to the greatest extent.With the influence of employee culture,enterprises can obtain intellectual capital from the diversity of employees and transform it into efficiency and effectiveness,which will be the endogenous driving force for the sustained growth of enterprises and the high-quality development of China’s economy.Therefore,the construction of employee culture is an urgent problem for enterprise managers.As a concentrated reflection of the ideology,values and behavior patterns of enterprise employees,enterprise employee culture and the construction of enterprise employee culture exist widely and truly in enterprises.At the same time,enterprise employee culture belongs to the category of culture,and the academic world has formed a consensus that culture is an important part of the organization.As an emerging concept in the field of culture research,enterprise employee culture should be valued and deeply discussed by the academic world.However,at present,the academic world mainly study the enterprise’ culture from the perspective of operation and management,namely corporate culture,and the research on the enterprise employee culture is not given rise to enough attention and wide-ranging discussion.In the 1990 s,the research on corporate culture formed a qualitative analysis school centered on the Scholar Schein and a quantitative research school represented by the Scholar Quinn.The former focuses on the discussion of the concept and connotation of corporate culture,while the latter focuses on the development of measurement tools of corporate culture.As for the definition of corporate culture,the majority of domestic and foreign scholars believe that corporate culture is a collection of values that can reflect the basic assumptions of corporate management philosophy,highlight the enterprise’s own unique goals and a series of rules and regulations.After the majority of domestic and foreign scholars reached a unified consensus on the definition of corporate culture,they began to develop and verify the corporate culture measurement scale,and the measurement tools that have an important impact on the follow-up quantitative research of corporate culture have emerged,such as the Organizational Culture Questionnaire(OCP scale)developed by Denison,the Organizational Culture Profile(OCP scale)developed by Chatman and the Values in Organizational Culture Scale(VOCS scale)with chinese traditional cultural characteristics which is developed by Zhen.However,these research results are the content of cultural management from the perspective of enterprise management.There is no in-depth discussion on the independent consciousness and conscious behavior of employees driven by their demands.It can be seen that the research results of existing corporate culture can not be directly applied to enterprise employee culture.Therefore,it is necessary to pay attention to the connotation and dimension and the development of measurement tools of enterprise employee culture,and carry out the qualitative analysis and quantitative research of enterprise employee culture on this basis.Only in this way can we clearly define the connotation of the construct of enterprise employee culture from an academic perspective,find out its obvious difference from corporate culture and its own unique evolution and development process,so as to enrich the theoretical research of enterprise employee culture and provide scientific and reasonable management suggestions for the construction of enterprise employee culture.In order to deeply explore the dimensional of enterprise employee culture,find out the influencing factors of enterprise employee culture and clarify the internal causal relationship between these influencing factors,this dissertation will carry out four sub studies,including one procedural grounded theoretical study and three empirical studies.Sub-study 1 deeply excavates and abstracts the dimensional and influencing factors of enterprise employee culture based on the procedural grounded theory,and constructs the formation mechanism model of enterprise employee culture on this basis.Based on the three-level coding paradigm,it is preliminarily determined that the enterprise employee culture is a construct that includes three dimensions: spiritual belief,ability development and quality of life.Five factors are extracted: trade union practice,informal networks,high-quality relationships,mentoring system and social media use,which are classified as the influencing factors of enterprise employee culture,and further explains the internal relationship between these influencing factors and their influence on enterprise employee culture.The main content of Sub-study 2 is the development and verification of enterprise employee culture measurement scale.Based on the coding results of Sub-study1,the initial measurement items of enterprise employee culture were formed,followed the development steps of scale such as pre-test,exploratory factor analysis and confirmatory factor analysis,verified the initial scale of enterprise employee culture through questionnaire method,and finally obtained the enterprise employee culture measurement scale with 20 items.Sub-study 3,mainly based on the Social Information Processing Theory and combined with the Social Infection Theory,constructs the mechanism model of trade union practice on enterprise employee culture at the organizational level,and analyzes the mediator role of high-quality relationship in the relationship between trade union practice and enterprise employee culture and the moderator role of mentoring system,put forward the research hypotheses and verify it through questionnaire collection and empirical verification.Sub-study 4 proposed the mechanism of informal network on enterprise employee culture at the employee level,as well as analyzed the mediator role of high-quality relationship and the moderator role of social media use in the relationship,and verified the research hypothesis through empirical test.Through these studies,this study obtains five main conclusions.First,in the context of China,enterprise employee culture is a construct that includes three dimensions:spiritual belief,ability development and quality of life.Based on the perspective of employees’ demand,this study defines the enterprise employee culture as the common values and behavior patterns gradually agreed by the enterprise employees in the production practice in order to realize the life value and meet the desire for a better life.The definition not only includes the performance of employees at the life level,reflecting the differences between enterprise employee culture and corporate culture,but also recognizes the core position of values in the content of enterprise employee culture,which can reach an agreement with the view that the core values belong to corporate culture’s core content in the previous corporate culture literature.Secondly,trade union practice can not only promote the formation of enterprise employee culture directly,but also affect the formation of employee culture through the high quality relationships.This conclusion uses empirical methods to verify the promotion effect of trade union practice on enterprise employee culture proposed by previous domestic scholars,and reveals the internal mechanism of trade union practice on enterprise employee culture from the perspective of interpersonal interaction,so as to enrich the research on the impact results and mechanism of trade union practice.Thirdly,mentoring system positively moderates the positive effect of trade union practice on high-quality relationships,and further positively moderates the mediating effect of high-quality relationships between trade union practice and enterprise employee culture.As a way of human resource management,mentoring system is an important situational factor in the path of trade union practice affecting enterprise employee culture.Through these empirical analysis,the moderator’s positive effect has been verified,which not only defines the boundary conditions of trade union practice affecting enterprise employee culture at the organizational level,but also confirms the coupling relationship between China’s trade union practice and human resource management.Fourth,informal networks can not only directly and positively affect the enterprise employee culture,but also indirectly and positively affect the enterprise employee culture through high-quality relationships.This study analyzes the formation path of enterprise employee culture from the perspective of employees,emphasizes the dominant role of employees in the development of enterprise employee culture,enriches the perspective of influencing factors of enterprise employee culture,and reveals the transmission path on which the employee level factors affect the enterprise employee culture for the first time.Fifth,social media use is an important boundary condition to enhance the positive effect of informal networks on high-quality relationships and further promote the formation of enterprise employee culture.Taking social media use as a moderating factor which influence the relationship between informal networks and enterprise employee culture,further enriches the formation mechanism of enterprise employee culture at the employee level,and also emphasizes the role of media in the formation of enterprise employee culture.The innovations and theoretical contributions of this dissertation are as follows: in the division of the dimension of enterprise employee culture,this study clarifies the dimension of enterprise employee culture,develops the enterprise employee culture scale,and deepens the theoretical research of enterprise employee culture.In the research on the formation mechanism of enterprise employee culture,this study not only explores the formation mechanism model of enterprise employee culture at the organizational level,enriches the research on the influencing factors of enterprise employee culture from the organizational perspective,but also reveals the influence path of organizational factors on the formation of enterprise employee culture;it also constructs the formation mechanism model of enterprise employee culture from the perspctive of employees,and emphasizes the importance of factors at the employee level for the formation of enterprise employee culture.This study also puts forward relevant suggestions on the construction of enterprise staff culture.Enterprise managers should not only pay attention to the role of trade union and promote the cooperative effect between human resources practice and trade union practice in the yield of meeting the needs of employees,spreading corporate culture and progressive thinking,and improving their skills,but also create a loose working atmosphere to support the interpersonal interaction between employees and build a social platform for internal employee information acquisition and interpersonal mutual assistance.Then,guide employees to establish high-quality relationships,so as to promote the sustainable development of enterprise employee culture.