Research On The Influence Of The Employee-organization Value Fit Of The Chinese Traditional Culture On Organizational Commitment

In recent years,as western management theory has become more and more "acclimatized" in China,there are number of refreshing enterprises appears in mainland China.Their leaders putting the Chinese traditional culture into the enterprise management,creating a very local cultural characteristics of the organizational form,that is,Chinese traditional culture practice enterprise.Its organizational form also affects the management of enterprises."Tai Wei" company is a typical traditional culture practice enterprise.Through the follow-up observation and in-depth investigation of the company,we find that the importing way and matching process of the enterprise values are distinct from the common enterprise,which makes the enterprise have higher organizational commitment.Basing on this distinctive management phenomenon,this paper has produced the research problem--the impact of employee-organization value fit on organizational commitment based on Chinese traditional culture.This paper explores the particularity from the single case study of "Tai Wei".On the basis of reviewing the literature,this paper uses the grounded theory,collects the research data extensively,carries on the open coding,axial coding and selective coding,induces the core category(namely "the story line"):The traditional culture practice enterprise is based on on empathy with employees between great tradition and little tradition,and its strong way to import values,through traditional culture teaching and practice,to awaken employees' cultural tradition,to achieve the sharing of values and inheritance,to realize matching,so that organizational commitment to be promoted.On this basis,seven propositions are extracted by combining the existing literatures,and the conceptual model is formed.Baseing on the literatures,the paper discusses the differences between the Chinese traditional culture practice enterprise and the common firms in the value matching,and expounds the main conclusions of this paper are as follows:(1)The resonance of great tradition and little tradition is the premise and foundation of employee-organization value fit.(2)Strong import values play an active role in the follow-up value matching process.(3)Traditional culture teaching and practice can deepen employees' cognition of traditional culture.(4)The quasi-family practices can awaken the employees' value identification,realizes the value sharing,achieves the match.The traditional culture practice enterprise play the role of cultural carriers in the process of matching.(5)Under the role of value sharing,the employees' little tradition in the organization to show the inheritance,the organization advocated the great tradition in the employees' participation to carry forward the development.(6)The matching of values enables employees and organizations,employees and employees to form a sincere attitude and good organizational atmosphere,reflect and maintain ahigh level of organizational commitment.At last,the paper expounds the possible theoretical contribution,and some of practical inspirations are proposed.