Corporate Culture and Employee Mentality Capital Agree with Influencing Factor Analysis

Ying Liu

doi:10.5539/ies.v3n2p75

Abstract

In the enterprise development process, many companies put on the corporate culture and employee knowledge of psychological capital to stay in their respective functional areas, and can not really establish a humanistic ideas, nor will it recognize employees of psychological capital in the building of enterprise culture in the transmission and amendments to the role of corporate culture has led to the actual out of touch with employees, corporate culture can not achieve the desired results. Based on the corporate culture factors, staff factors affecting the psychological capital, define and analyze the introduction of corporate culture and employee fit the psychological factors of capital as an intermediary variable, and then study its outcome variables to explore the corporate culture and employee fit the relationship between psychological capital, build corporate culture and employee fit model of psychological capital. In this thesis, 10000 employees survey, empirical study found that employees in the corporate culture and fit the psychological capital, intermediate variables and outcome variables was significant positive correlation, based on empirical analysis of comments and suggestions.

Highlights

In the enterprise development process, many companies put on the corporate culture and employee knowledge of psychological capital to stay in their respective functional areas, and can not really establish a humanistic ideas, nor will it recognize employees of psychological capital in the building of enterprise culture in the transmission and amendments to the role of corporate culture has led to the actual out of touch with employees, corporate culture can not achieve the desired results
The author proposed hypothesis: H12: the leaders and staff, groups, attributes between the transmission cases, the right corporate culture and employee fit the level of psychological capital to generate positive effects; 2.3 The relationship between Capital accumulation and fit
The author proposed hypothesis: H13: the staff gathered psychological capital cases, the right corporate culture and employee fit the level of psychological capital to generate positive effects; 2.4 The relationship between Capital extravasations and fit

Summary

Introduction

In the enterprise development process, many companies put on the corporate culture and employee knowledge of psychological capital to stay in their respective functional areas, and can not really establish a humanistic ideas, nor will it recognize employees of psychological capital in the building of enterprise culture in the transmission and amendments to the role of corporate culture has led to the actual out of touch with employees, corporate culture can not achieve the desired results In this context, companies must pay attention to corporate culture and employee fit the importance of psychological capital in the understanding of corporate culture factors, psychological capital, on the basis of the second-order factor structure, improve corporate culture and employee fit the psychological level of capital, thereby enhancing employee satisfaction and business performance. The relevance and its capacity to two considerations, choose the collaborative performance, transmission properties, capital accumulation, capital overflow, organizational capabilities, organizational viability and economies of scale as the relevant variables to explore corporate culture and employee fit the psychological impact of the capital

The relationship between Synergistic and fit

The relationship between Transmission properties and Fit

The relationship between organizational vitality and fit

The proposed research model

Methodology

Data Analysis

Conclusion