摘要:本文是英国留学生毕业论文范文,主要内容是针对组织文化的相关问题进行研究和分析,并且通过实证调查研究组织文化对美国的卡梅伦和Freeman的企业营销人员的影响作用。
cer, 1997; Wright and Cropanzan, 1997; Wong, 1998. In general, overall job satisfaction has been defined as 'a function of the perceived relationship between that one wants from one's job and what one perceive it as offering'(Locke, 1969).
1.4 Background of Problem
The concept of culture is half a century old. Culture has always been a cornerstone variable in the study of International Business Subjects. Organizational culture refers to a system of' shared meaning held by members that distinguishes the organization from other organizations. This system of shared meaning is, on closer examination, a set of key characteristics that the organization values. An organization's culture can be understood as the sum total of the assumptions, beliefs, and values that its members' share and is expressed through 'what is done, how it is done, and who is doing it.' Organizational culture is the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.
All organizations have cultures just like all people have a personality. A culture is a persistent way, patterned way of thinking about the tasks of human relationships within an organization.
On the other hand job satisfaction is a multi-dimensional concept that includes a set of favorable or unfavorable feelings by which employees perceive their job. Job satisfaction can be identified by the degree to which individuals like their job. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job (Locke, 1976; Spector, 1997) and as the affective and cognitive attitudes held by an employee about various aspects of their work (Kalleberg, 1977; Mercer, 1997; Wright and Cropanzan, 1997; Wong, 1998. In general, overall job satisfaction has been defined as 'a function of the perceived relationship between that one wants from one's job and what one perceive it as offering'(Locke, 1969).
There has been a long debate amongst researchers regarding the relationship between organizational culture and job satisfaction. Many researchers have found supporting evidence about the relationship between these two.
By reviewing many articles that a lot of work has been done on determining the relationship between job satisfaction and different variables but few efforts are made on determining the relationship of job satisfaction with organizational culture. Out of these few Odom et al. (1990) examined the relationships between organizational culture and three elements of employee behavior, namely, commitment, work-group cohesion and job satisfaction. They concluded that the bureaucratic culture was not the culture most conductive to the creation of employee commitment, job satisfaction and work cohesion. Nystrom (1993) found that employees in strong culture tend to express great organizational commitment as well as higher job satisfaction. He investigated health care organizations.
One of the actual investigations concerning the relationship of job satisfaction and organization culture has been done by Daulatram B. Lund, who conducted a research on marketing professionals in cross section of firms in the USA. He used Cameron and Freeman's (1991) model of organizational culture, comprising of clan, adhocracy, hierarchy, and marke
本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。