【作者】 肖明发；

【导师】 曹大友；

【作者基本信息】 西南政法大学 ， 企业管理， 2011， 硕士

【摘要】 当前的劳动关系在不断地发生变化,劳动关系的问题也日益突出,为了更好的解决这一问题,需要更多的员工参与到企业的经营管理中来,员工参与成为理论界和企业界的热点问题。本研究采用实证研究方法,探讨企业文化对员工参与的影响,进而通过企业文化建设这一手段,为提高员工参与度提供针对性的建议。在回顾已有的相关文献的基础上,本研究运用问卷调查法,以北京、上海、重庆、长沙、南昌等9个城市240名企业员工作为调查对象获取相关数据,然后对所收集的数据进行统计分析,得出了以下主要结论:第一、员工参与度的整体程度较一般,员工参与决策度和平行参与度要高于工作参与度;第二、员工个人的不同特征会对其参与度产生影响,且员工的平行参与和工作参与度与年龄负相关,男性与女性相比,企业的参与决策度高;第三,参与性的三个子维度(授权、团队导向、能力发展)对员工参与度综合得分的影响十分明显,而这其中以团队导向的影响最为明显;一致性中的同意这一子维度,对于员工参与度综合得分的影响显著;使命感的战略方向和愿景两个维度对员工参与的影响发挥明显的作用,其中愿景与员工参与决策的关联度最高。第四,企业文化的适应性这一维度对员工参与度的影响不显著。在提出企业文化对员工参与的影响相关假设之后,通过实证检验提出的假设,然后本文就如何改进企业员工参与度提出了几条建议:首先,打破传统的等级观念,建立基于团队的工作单元,给予员工充分的自主权,并为员工制定发展计划;其次,形成稳定的业务模式和办公文化,保持高度一致的行为和价值判断;再次,强化公司的使命感,建立长远的发展目标和清晰的战略发展方向,通过给员工强化公司愿景,使得所有员工对公司愿景形成一致的认识,从而起到充分激励的作用。更多还原

【Abstract】 Currently, labor relations are experiencing constant change and issues related are becoming increasingly conspicuous. Solution to these problems requires the employees to be more involved in the management of an enterprise. Therefore, the participation of the employees turns into a heated topic among the theorists and the managements. With the method of empirical research, this study has focused on the effect that corporate culture can have on employee participation, and a suggestion is given that the construction of a good corporate culture can effectively encourage employee participation.With a review of the existing data and researches, this study is based on a survey and a statistical analysis of the data from questionnaire conducted among 240 employees in 9 cities, including Beijing, Shanghai, Chongqing, Changsha and Nanchang. Conclusions are as following: First, the employee’s participation is generally of the average level, and their participation in the decision-making and parallel level is higher than in the job involvement. Second, the different characteristics of individual employees will affect their participation, and a negative correlation is demonstrated between the age and paralleling participation and job involvement, and more male participation in decision-making than female. Third, the three elements involved in participation, namely authority, team-orientation and capacity development, can obviously affect the overall participation, among which the team orientation affects the most; while, the sub-division of consent in consistency has an obvious effect on the overall participation ; the strategic direction of mission and the envisioned future also play a important role in employee’s participation, the envisioned future especially is highly connected with decision-making participation. Fourth, adaptability to corporate culture doesn’t notably affect employee participation.After the corporate culture analyzed and the assumption evidenced by the empirical research, this thesis is to put forward a few suggestions on how to enhance employee participation: firstly, break the traditional hierarchy system and establish team work unit, and the employees are endowed with full autonomy and development programs formulated for them. What’s more, a stable business model and affair-handling culture be formed and a highly consistent behavior rule and value judgment should be promoted. In addition, the sense of mission for company is to be strengthened. This can be accomplished by building long-term goal, giving a clear strategic direction, and impart the envisioned future of the company to the employees and reach a concord among them. With all these, the employee participation will be fully aroused.更多还原