Heilongjiang Province Before And After The Restructuring Of N Bank Employees' Social Capital Research

This essay is aimed to study the change of the social capital of the state-owned commercial bank staff before and after shareholding system reforming. State-owned commercial Banks are the main bodies of China's banking industry, In September 2003, the party central committee and the state council decided to implement shareholding reform of state-owned commercial Banks in accordance with the goal "to establish a standardized corporate governance structure, to change its operating mechanism, and to become modern commercial banks with clear property rights, sufficient capital, strict internal control, safe operations, good services and benefits, and the international competitiveness". In the past five years, the four major state-owned Banks have completed the work of share-holding system reforming, in process of which the social capital of the bank staff has changed significantly.Taking the case of N bank, this essay is in research of the change of the social capital of its staff before and after shareholding system reforming. Using the research of LiuQian, David 0 Brien (2006), WangAiLi for reference, this essay embodies the conception of staff social capital with the notions of the staff's morale and harmony. The change of staff's social capital is measured with the twelve indexes as the employee's working enthusiasm, responsibility, the willpower to overcome the difficulties,the courage of taking risk, the creativity to solve the problems,the confidence for the future, the intimacy among members, equality, mutual trust and cooperation, and the degree of fair of the distribution of profits. Adopting case method, the author arranged described, summarized and analyzed the social capital of N bank's staff through the questionnaire of 20 chosen cases. The author thinks the social capital of N bank's employee is in greater damage compared with that before the shareholding system reformingTo further investigate the causes to this damage, three prime reasons can be summarized:the first is the reason of social role changing, that means due to the environmental changes, the maladjustment of the employee appeared with the problems of role illegibility, role conflicts, role interruption and role failure. The second one is about the problems of enterprise's internal mechanism, such as the poor enforcement of the internal controlling mechanism, the deficiency of personnel inspiring mechanism, and the unclear post function classification after the enterprise's reform. The last reason can be concluded into the reason of the enterprise's culture as the culture of excessive compliance, the culture of exorbitant execution, and the deep-rooted culture of favor.The methods to solve the problems are proposed based on the analyses of the problems above. First is to consummate all mechanisms of the enterprise, including to perfect the mechanism to express and feedback, to implement appropriate and effective internal control mechanism, to perfect talent incentive mechanism, to clear and definite the functions of new departments and jobs, and to strengthen the approaches of the system and process reengineering etc. Second is to reconstruct the enterprise's culture laying heavy stress on establishing the "people-oriented" cultural atmosphere. Third is to set up effective social work, and to undertake social responsibility through the unions and NGOs.Theoretically, this essay's research has been operated the definition of social capital into twelve indexes in order to explain the change of social capital of N bank's employee after the shareholding system reforming which is proved to be of great explanatory power and to rich and deepen the research of enterprise social capital and social capital research.Practically, this essay's research has analyzed the shareholding system reforming from a sociological point of view, differing from the conventional angels of economics and management. The practical significance is more about the concern with ordinary employees. Our research need to be people oriented, with the ultimate care to people, especially vulnerable groups. Therefore, the emphases of this study are not the enterprise's leaders but the ordinary employees, since enterprise's development must rely on people's strength, arousing the enthusiasm and creativity of employees, which is the decisive factor for the development of the enterprise. It's of the greatest significance to enhance the ordinary employee's social capital through the research and analysis of its damage caused during the share-holding system reforming process, of the problems' solving way.The paper is approxomately 38,000 words.