企业文化内部传播渠道个人感知量表的建构

通过对企业文化内部传播渠道的文献调研和企业访谈获得了量表的初始条目,在预测试和正式测试两个阶段,采用探索性因子分析、相关分析等技术对量表进行了检验和修改,得出了沟通、CEO榜样作用、直接上级榜样作用、同事榜样作用、英雄人物与故事、奖惩、活动七个因子,数据分析结果表明,量表具有良好的同质信度、折半信度、结构效度和预测效度.

The Construction of the Scale of Personal Perceptions of the Internal Transmission Channels of Corporate Culture

This paper explains the process, method and result of the construction Scale of Personal Perceptions of the Internal Transmis- sion Channels of Corporate Culture. The primary items of the scale were derived from literature review and company interviews. Based on the literature review, ten channels are concluded, their functional mechanisms are briefly discussed. Company interviews were done in five companies, from which 56 people were interviewed. The findings of interviews confirmed most of the items developed from the literature review and explored a few new items. The original scale was then tested by a preliminary survey and the formal sur- vey. During the two phases, the scale was modified according to the result of exploratory factor analysis. Seven factors are concluded finally: the personal perception of communication, the model ef- fect of the CEO, the model effect of the direct supervisor, the model effect of colleagues, heroes and relevant stories, perceived award and punishment, rites and activities. The result of the data analy- sis shows that the split-half reliability (0.94 and 0.96), coefficient alpha (all above 0.74), construct validity and predictive validity of the scale are all acceptable. Multiple-factor analysis shows that the effects of most of the factors on corporate culture acceptance by employees are significant. The main limitation of this scale is that it missed two assumed channels: informal communication and media. This is the first scale constructed especially for the test of internal transmission channels of corporate culture. Although we can find items regarding internal transmission channels in existing corporate culture questionnaires, none of them are designed to test channels themselves, but instead to test corporate culture. This scale will be useful for further empirical research on the internal transmission of corporate culture.