The Relationship Research Between Organizational Culture、perceived Insiderstatus、employee Authenticity And Work Role Performance

This article takes 407 employees of 20 companies as the research object,adopts a convenient sampling method,and conducts a questionnaire survey on organizational culture,perceived insider status,employee authenticity and work role performance.On this basis,the use of statistical methods such as confirmatory factor analysis,variance analysis,and mediate effect test to explore the relationship between organizational culture,perceived insider status,employee authenticity,and work role performance.This article draws the following conclusions:(1)Organizational culture,employee authenticity and work role performance scores are at a medium level,while perceived insider status scores are at a higher level.(2)Organizational culture(clan culture,market culture,hierarchy culture),perceived insider status,employee authenticity and work role performance(individual task adaptivity,organization member adaptivity)have significant differences in demographic variables such as the size of the company,type of company,time of establishment,and working years.(3)There are significant correlations between organizational culture,perceived insider status,employee authenticity and work role performance.(4)Organizational culture has a positive predictive effect on work role performance.(5)Perceived insider status and employee authenticity play an intermediary role between organizational culture and work role performance.(6)Perceived insider status and employee authenticity play the role of chain mediations between various types of organizational culture and work role performance.Based on the above research,this paper proposes the following suggestions:(1)Organizations,especially leaders,should attach importance to their own cultural construction,enhance the organization cultural intensity and enhance enterprise soft power.(2)Efforts should be made to raise the awareness that employees are "insiders" in the organization,enhance employee ownership,and promote greater match betweenemployees and organizations.(3)The organization should pay attention to the staff’s own feelings and development,pay attention to humanistic care,and promote employees to make contributions to the enterprise and achieve win-win situation.