ZY Oilfield Employee Organization Identification Assessment And Improvement Countermeasure Research

The forms of social organization is rich and varied, however, in a complex social organizations, compared to other organizations, enterprise seems more independence and autonomy. The success of an enterprise depends on the creativity and enthusiasm of the members of the organization. Although the high efficiency of the enterprise does not entirely dependent on organizational identification of employees, however, the higher the degree of recognition of the employees of the organization, the stronger the internal cohesion, and it is conducive to improve the organizational efficiency of enterprises. Research on organizational identification of employee will help strengthen the effectiveness of human resource management, and has a far-reaching impact on the implementation of the "people-oriented" enterprise talent development strategy.By reading the literature data, as well as the summary of the theory of organizational identification, employee organizational identification evaluation theory model was established. By using the method of questionnaire survey and mathematical statistics, we constructed an organizational identification evaluation model about oil companies. The main conclusions are: measurement model consists of eight first indicators, for leadership behavior, organization image, management system, work environment, organizational justice, organizational culture, relationships and individual values, and 32 secondary indicators; after the evaluation, the overall level of oilfield enterprise organizational identification degree is low, and employee's identity situation for management system factor and organizational justice factor is not ideal; the organizational identification of employees under the age of 40 years was lower; bachelor degree of organizational identification of employees is low, employees whose degree is master or above get the highest score of organizational identification; employees whose working life less than 10 years get the lowest identification level, while employees whose work experience over 30 years get a highest level of organizational identification.To enhance employee organization identification level, companies should conjunction with external environmental factors and changes in the actual development itself, to find a path to enhance organizational identity of employees:pay more attention to organization fair management, especially for procedures involving the promotion, salary distribution system, fair management evaluation system, etc.; innovative leadership and management; innovative corporate culture construction; improve the incentive mechanism.