Research On Employees Degree Of Recognition On Corporate Culture Of Tai’an City Branch Of China Postal Savings Bank

With the continuous development of the market economy and the deepening of the globalization, the competition among enterprises became fiercely. In the process of this transformation, the modern enterprise management experience through traditional management systems, systems management and culture management in three stages. In the eighties of the20th century, management thinking corporate culture came into China. After a short period of rapid development, it came into the trough because the world of ideas and the adjustment in the1990s, and now it is gradually re-pay attention to business managers and academics. But our cultural identity of the research enterprise, and more to stay in abroad for advanced theory and practice of reference for stage, this far behind the practice stage in our corporate culture development. Therefore, this paper studies the identity of employees in the rich cultural identity of employees, has some practical significance.Strong corporate culture can create a strong sense of identity cohesion and solidarity, so that the employees tightly together to form a powerful driving force for enterprise development. At home and abroad, people have been carried out related research. In this paper, the Postal Savings Bank of China (hereinafter referred to as the Postal Savings Bank) Tai’an City branch as the subjet, we will focus on the staff of the corporate culture identity, using the method of questionnaire, interview method to comb the concept of corporate culture, identity, cultural identity. On the basis of previous studies on the combination of the characteristics of the Tai’an Postal Savings Bank, the preparation of the " Tai’an Postal Savings Bank questionnaires measuring corporate culture ", and employees of the Tai’an Postal Savings Bank conducted a random sample survey. In this study, a total of300questionnaires were returned290questionnaires,285valid questionnaires, the effective rate was95%. Using SPSS19.0statistical software, the status of the Tai’an Postal Savings Bank branch corporate culture management is analyzed by building corporate cultural identity factors model to identify the Tai’an Postal Savings Bank corporate cultural identity problems, combined with the analysis results to propose a solution. Specific findings are as follows:1. Score from29small items of view, there is no staff on the Postal Savings Bank branch in Tai’an City, held very dissatisfied corporate culture conditions. From the scores of each factor, the8factor scores were between3-4points, basically in the middle level, indicating that the corporate culture has begun to take shape branch, specific performance is that all aspects of corporate culture can be employee recognition, there is no obvious "short board.". But on the other hand reflects the Tai’an City branch corporate culture does not highlight their characteristics;2. Gender and department had no significant effect on the degree of recognition of cultural workers of the enterprise. Combined length of service analysis, corporate culture satisfaction are high for new recruits and recruits staff for more than10years, employee about five years into the bank has low satisfaction and prone to fluctuations in psychology. From the job analysis, senior managers pay more attention to quantitative data, ignoring the role of the corporate culture of junior staff, in the presence of faults between corporate executives and grassroots cultural heritage. In addition, asymmetric information and poor communication between senior staff and junior staff also allow companies to reduce the degree of cultural identity;3. Combined age and education situation analysis, corporate culture on the branches spoke highly of the two groups are-employees aged over40, have a master’s degree or above employees. Middle-aged employees have stable living conditions and strong ability to adapt to the corporate culture, this makes their branches have a more profound understanding; youth just graduated into a new work environment, they need a period of adaptation process. For the master’s staff, they perceive for the corporate culture is more profound, the requirements for cultural construction is higher, all those largely reflected higher degree of recognition of their branches culture of them.To enhance the cultural identity of employees in the process, enterprises should combine factors, carefully identify measures:First, build distinctive corporate culture; Second, leaders should play an exemplary role, to create a good atmosphere of corporate cultural identity; The third is to strengthen the organizational construction, improve the image of the organization.