论文总字数：20500字

摘 要

自2017年党的十九大提出国有企业改革以来，国有企业文化管理日益受到关注。中国国有企业组织架构大多由集团级、省级、地市级三级组成。其中，地市级单位是国有企业文化价值观和行为规范的主要服务对象，其企业文化落地对于集团优化文化管理具有重要意义。

然而，目前学术界虽有一些关于国有企业文化的研究，但现有文献仍缺少对国有企业地市级单位的关注。基于此，本文选取中国邮政集团公司南京市分公司作为典型案例，通过二手资料法、观察法、访谈法来收集数据，深入分析其对集团文化的落实与发扬。

本文所得结论如下。第一，员工本土化和经营本土化是影响国有企业地市级公司文化的两个重要因素。第二，国有企业地市级公司企业文化与集团企业文化的关系是主文化与亚文化的关系。第三，国有企业地市级公司落实集团文化的方式为：在内部文化管理上，国有企业地市级公司应严格遵守企业识别系统的要求，充分考虑员工群体的地域特征对其工作方式的影响，制定相应的文化管理措施；在经营管理上，地市级公司可通过品牌文化发扬企业文化。

关键词：组织文化 国有企业 案例研究

Organizational Culture of Chinese State-owned Enterprises: A Case Study of the Nanjing Branch of China Post Group Company

ABSTRACT

Since the 19th National Congress of the Communist Party of China put forward the reform of Chinese State-owned Enterprises in 2017, the cultural management of Chinese state-owned enterprises has received more attention. The organizational structure of it is mostly composed of three levels: group level, provincial level and prefectural level. Among them, prefectural units are the main service objects of state-owned enterprises’ cultural values and behavioral norms, whose implementation of organizational culture counts much to the optimization of state-owned enterprises’ cultural management.

Although some studies on the organizational culture of Chinese state-owned enterprise emerge, the existing literature still pays little attention to the prefectural units of Chinese state-owned enterprise. Based on these circumstances, we chose the Nanjing Branch of China Post Group Company as a typical case. And we deeply analyzed its implementation and development of the group company culture through second-hand data, observation and interview.

The conclusions of this paper are as follows. First, Employee localization and management localization are two important factors affecting the culture of prefectural and municipal companies in state-owned enterprises. Second, the relationship between the organizational culture of the prefectural and municipal branches of Chinese state-owned enterprises is the relationship between the primary culture and subordinate culture. Third, there are two ways for state-owned enterprises to implement group culture in prefectural and municipal companies. In terms of internal cultural management, the prefectural and municipal companies of state-owned enterprises should strictly abide by the requirements of the enterprise identification system, fully consider the influence of the regional characteristics of the staff groups on their working methods, and formulate corresponding cultural management measures. In terms of operational management, prefectural and municipal companies can promote organizational culture through brand culture.

Key Words: Organizational Culture; Chinese State-owned Enterprises; Case Study

目 录

摘 要 I

ABSTRACT II

第一章 绪论 1

1.1选题背景 1

1.2研究目的与研究问题 1

1.3研究意义 2

1.4研究方法 2

1.5研究思路 2

1.6论文结构 3

第二章 文献综述 4

2.1企业文化综述 4

2.2国有企业文化综述 5

2.3文献评述 6

第三章 研究设计 7

3.1研究方式与研究策略 7

3.2目标案例选取 7

3.3数据收集与处理 8

第四章 案例分析 9

4.1企业概况 9

4.2集团企业文化体系 10

4.2.1理念识别系统 10

4.2.2行为识别系统 11

4.2.3视觉识别系统 14

4.3南京市分公司企业文化与集团企业文化的相同之处 14

4.3.1观念层 14

4.3.2制度-行为层 15

4.3.3符号层 17

4.4南京市分公司企业文化的独特之处 18

4.4.1经营本土化对南京市分公司文化的影响 18

4.4.2员工本土化对南京市分公司文化的影响 19

第五章 结论与启示 21

5.1影响国有企业地市级公司文化的因素 21

5.2.1经营本土化 21

5.2.2员工本土化 21

5.2国有企业地市级公司文化与集团文化的关系 22

5.3国有企业地市级公司落实集团企业文化的方式 22

5.4研究启示 23

第六章 结语 24

参考文献 24

附录 28

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