Research On Cultural Identity Of Members Of Shenzhen Sports Association Based On OCP Scale

Organizational culture is an inexhaustible motive force to promote the development of organizations.The identification of organizational culture is one of the important factors for the sustainable development of organizations.Sports associations are an important foothold for the realization of national fitness.At present,the development of sports associations in China is still in the primary stage.Many problems have emerged in the internal management and operation mode of organizations.Therefore,it is urgent to further enhance cultural consciousness and cultural innovation,and enhance the sense of organizational cultural identity in the construction of sports associations.As a national economic center city,Shenzhen's economic development has brought people's increasing demand for sports,and sports socialization has promoted the development of sports associations.This study attempts to use the relevant theories of "organizational culture" and "organizational cultural identity" to compile a questionnaire on organizational cultural identity of members of Shenzhen Sports Association with the help of OCP scale.The questionnaire is used for the Shenzhen Bicycle Association,respectively.Ten associations,such as Shenzhen Badminton Association,conducted a survey.400 questionnaires were sent out and 378 valid questionnaires were collected,with an effective rate of 94.5%.Based on the survey data,principal component analysis and factor analysis,and through regression analysis to identify the key factors affecting organizational cultural identity,provide reference for the development of Shenzhen Sports Association.1?Based on the OCP scale,a questionnaire on organizational cultural identity of members of Shenzhen Sports Association was compiled.The questionnaire included 8 first-level indicators and 40 second-level indicators of enterprising spirit,social responsibility,organizational support,innovation,quality-oriented,performance-oriented,stability and rational decision-making.2?The average score of the members of Shenzhen Sports Association is 4.613.The scores of the first-level indicators are as follows: stability,social responsibility,organizational support,enterprising spirit,quality-oriented,rational decision-making,performance-oriented and innovation.3?The top five scores in the secondary indicators are: high expectation,due diligence,stability,orderliness and teamwork;the bottom five are: outstanding performance,outstanding performance,high salary,not subject to too many rules,R&D innovation.There are significant differences in recognition of confrontation and result orientation among members with different educational background;there are significant differences in recognition of tolerance,R&D innovation,service quality,positive reflection and seizing opportunities among members of different ages;there are significant differences in recognition of high salary among members with different organizational sizes;members with different working years are quick and decisive,independent,career stability and stability.There are significant differences in the identification of indicators such as development,mutual support,seizing opportunities and calmness.4?The common factors affecting the organizational cultural identity of members of Shenzhen Sports Association are: social responsibility,organizational cohesion,stability,pursuit of quality,innovation consciousness and positive progress;the regression equation affecting the organizational cultural identity of members of Shenzhen Sports Association is Y = 0.105 + 0.544 * social responsibility + 0.200 * organizational cohesion + 0.120 * pursuit of quality + 0.105 * innovation consciousness.Suggestions: Shenzhen Sports Association should further strengthen cultural construction and promote cultural identity from the aspects of internalizing social responsibility,strengthening organizational cohesion,focusing on quality improvement,strengthening innovation consciousness,focusing on brand building and organizational management innovation.