Empirical Research On Corporate Culture Of Shenzhen Expressway Company Limited

Founded in 1997,Shenzhen Expressway Company Limited(SECL),become the backbone of Shenzhen International Holdings Limited(SIHL)in 2012.In the past 21 years,SECL has established corporate culture in the fierce market competition,effectively improved the internal cohesion and external competitiveness.As SIHL's key sub-branch,SECL is a typical representative.No matter from the theoretical value or practice value,it is a must for SECL to study and analyze the 21-year corporate culture,to further enhance its cohesion,and create good working atmosphere to promote SECL sustainable,vigorous and lasting development.The research can greatly help SECL to summarize and seek effective ways to improve the construction of corporate culture.This study takes a 3-step process of "finding problems,analyzing problems and solving problems".(1)Firstly,it raises the question:has SECL established 4-layer corporate culture(material culture,behavior culture,institution culture and spirit culture)?(2)Based on 2003 survey samples,it analyzes the satisfaction of SECLs staff to its current corporate culture.(3)It puts forward some countermeasures to further improve SECL's corporate culture.Based on the survey data,using SPSS(Statistical Product and Service Solutions),from 6 variables of gender,age,education,work experience,position and job region,this study analyzes four aspects:(1)focusing on the importance of staff satisfaction on the 4-layer concentric circle of corporate culture,and analyzing their differences and their reasons by the method of Chi square test;(2)analyzing the differences of staff satisfaction on corporate culture of the activities of Chinese Communist Party,Youth League and the Union,as well as exploring their difference reasons;(3)analyzing and comparing the agreement of the ten core elements of SECL's corporate culture;(4)analyzing SECL's cultural problems and trying to find the improvement measures for the construction of its corporate culture.The research results are as follows:(1)the staff satisfaction on the 4-layer corporate culture is very high;(2)the staff satisfaction of the activities on corporate culture of Chinese Communist Party,Youth League and the Union is very high;(3)the staff satisfaction on ten core elements of corporate culture is very high;(4)as for material culture,different genders show significant differences;(5)as for behavior culture,different genders,ages and work experiences show significant differences;(6)as for institution culture,different ages,educations,work experiences and positions show significant differences;(7)as for spirit culture,different educations show significant differences;(8)as for the satisfaction of the rules and regulations in accordance with the strategy of development,different genders,ages,educations and work experiences show significant differences;(9)as for the satisfaction of cultural icon,different genders,ages,educations and work experiences show significant differences;(10)as for the satisfactionof the activitis on corporate culture of Chinese Communist Party,Youth League and the Union,different genders,ages,work experiences show significant difference.Based on SECL's 21-year development status of its corporate culture and the survey data,this research puts forward three proposals to improve SECL's corporate culture:(1)leaders should be the models,the rules should be completed and all staff should be familiar with the corporate culture;(2)SECL shoud improve its culture system of "an idea core with five cultural modules" as the main contents of corporate identity system(CIS);(3)all the staff are in full participation in the construction of SFCL's corporate culture,to promote sustainable and rapid development of SECL's new construction of corporate culture in the future.