A Study On The Status And Improvement Of The Organizational Cultural Identity Of Bank A Employees

The competition of contemporary enterprises is no longer limited to the competition of products and services.More and more enterprises realize the importance of organizational culture to the organization,and they all invest in the construction of organizational culture.Organizational culture can only play a role in employees,so improving employees' identification of organizational culture is the core content of organizational culture construction.With the development of economy and society,commercial banks have ushered in the bottleneck period of their own development.How to break through the bottleneck and seek better development has become the goal of major commercial banks,and the construction of organizational culture is undoubtedly a key solution to break through the bottleneck.This article selects Bank A as the research object,and on the basis of understanding and investigating the employee's organizational cultural identity,puts forward relevant suggestions for the improvement of the employee's organizational cultural identity.In this paper,through extensive review of relevant literature studies on organizational cultural identity at home and abroad,management recommendations are proposed to improve the organizational cultural identity of Bank A employees.This article first introduces the basic situation of Bank A and the current status of organizational culture,and then through interviews and questionnaires,investigates the status of branch employees' organizational cultural identity.Among them,the questionnaire survey method uses a sample survey method to survey employees.The questionnaire is designed based on the "Organizational Cultural Identity Measurement Scale" of Zhang De and Chen Zhizhong,and the survey is conducted from the cognitive,emotional,behavioral and social levels.Staff make measurements,and use SPSS 22.0 to conduct descriptive statistical analysis,reliability analysis,validity test,difference analysis and correlation analysis of demographic variables.According to the results of the investigation and analysis,combined with the actual situation of Bank A,the following conclusions are drawn: First,the improvement of employees' organizational cultural identity should comprehensively consider the factors that affect the employee's organizational cultural identity,which includes the characteristics of the organizational culture itself,organizational culture Propaganda,individual characteristics and needs of employees,interpersonal relationships within the organization,positive emotions of employees,assessment mechanisms,characteristics of organizational cultural construction activities,and behavior of grassroots leaders.The second is the improvement path of employee organizational cultural identity: employee organizational cultural cognitive identity-employee organizational cultural emotional identity-employee organizational cultural behavior identity.Third,organizations need to continue to pay attention to the construction of the cognitive level of organizational cultural identity in order to enhance employees' organizational cultural identity.The fourth is to enhance employees' organizational cultural identity without harmonious organizational relationships and employees' positive emotions.Fifth,employees' enthusiasm for participating in organizational cultural construction activities has an important impact on enhancing employees' organizational cultural recognition.Through the above research,Bank A can provide suggestions for improving employees' organizational cultural identity,and provide examples for the application research of corporate organizational cultural identity.