Creating harmonious corporate culture has been a new issue in present day society. Many scholars studied paths of creating harmonious corporate culture but nobody used quantitative methods. This study collected 205 valid questionnaires and held 12 study meetings to find the paths of creating harmonious corporate culture. Authors identified 62 analysis units and 27 small categories and 4 categories. All paths were assigned to 4 categories as spiritual culture, institutional culture, behavioral culture and material culture. This paper discussed paths of creating harmonious corporate culture in order to seek out which paths were perceived and received by most people. The results of this paper are useful to entrepreneurs who want to build harmonious corporate culture.
Purpose The purpose of this paper is to develop a motivation preferences scale and identify different groups' motivation preferences. Design/methodology/approach Song Lianke designed a motivation preferences scale in 2002. Authors developed this scale by factor analysis in 2006. Participants were a sample of employees from ten organizations in Jiangsu Province, Eastern China. This paper compared motivation preferences among different groups via multivariate analysis of variance. Findings Motivation preferences can be characterized by existence needs, relatedness needs and growth needs. Results indicated that motivation preferences were strongly related to needs with which individuals desire to be satisfied. There were significant differences in motivation preferences among groups that were categorized by gender or personality. Additionally, we found that Chinese culture influenced motivation preferences. Research limitations/implications Authors collected all data from Jiangsu Province, but future investigation ought to collect data from more places. This paper did not analyze why and how motivation preferences related to needs. Relationship between motivation preference and performance was not discussed. This research did not distinguish motivation preferences between managers and non‐managers. Future research should do those works. Originality/value This research provided an instrument for scholars and managers who want to measure motivation preferences. Results suggested that there were differences among different groups on motivation preferences.
More and more research on organizational culture(OC) has employed empirical methods,how to measure OC becomes the focus of study.Scale is an important instrument of measuring OC,designing and choosing scale have a directly effect on the result of study.Studying OC with scale is a new trend,but only a few literatures review on scale of OC roundly and systematically at home and abroad.This paper analyzes methodology of OC study,compares existing scales,and offers advice on designing and employing scale of OC.This study reviews on scales of OC roundly and systematically for reference.
Das Schaffen von harmonischen Unternehmenskulturen ist in der Offentlichkeit ein neues Thema geworden. Viele Gelehrte eruierten Wege hierfur, aber niemand setzte quantitative Methoden ein. Die vorliegende Studie sammelte 205 Fragebogen und hielt 12 Meetings ab, um Wege der Entwicklung einer harmonischen Unternehmenskultur zu finden. Die Autoren identifizierten 62 Analyse-Einheiten, 27 Unterkategorien und 4 Hauptkategorien. Alle Wege wurden den 4 Hauptkategorien Spirituelle Kultur, Institutionale Kultur, Verhaltenskultur und Materielle Kultur zugeordnet. Diese Arbeit diskutiert Wege der Entwicklung harmonischer Unternehmenskulturen, um heraus zu finden, welche Wege von den meisten Menschen wahrgenommen und angenommen wurden. Die Ergebnisse dieser Arbeit konnen fur Unternehmer nutzlich sein, die eine harmonische Unternehmenskultur aufbauen wollen.
Since it is believed that personality has an important influence on motivation, this paper simply has a theoretical analysis of the relationship among hygiene factors, motivating factors and porsonality. It is intended to build a model of personality-based motivation, which benefits from the previous studies on personality and work, and especially to make it feasible in practice.
'/%3e%3cuse xlink:href='%23a' transform='rotate(23.036 .093 25.536)'/%3e%3cuse xlink:href='%23a' transform='rotate(45.87 1.273 16.18)'/%3e%3cuse xlink:href='%23a' transform='rotate(69.945 .996 12.078)'/%3e%3cuse xlink:href='%23a' transform='rotate(20.66 -19.689 31.932)'/%3e%3c/svg%3e)