作为影响企业竞争力最根本的因素之一，文化建设越来越受到理论界和企业界的重
视。优秀的企业文化不仅能充分调动员工的积极性、提升团队执行力，还在提高组织
运营效率、推动企业良性发展方面起着不可替代的作用。作为知识技术密集型产业，
IT 行业的员工满意度直接影响企业核心竞争能力。在信息人才争夺的环境下，企业
要想吸引、培养、挽留优秀员工就必须从文化建设方面入手，充分发挥他们的潜能从
而促进企业长远发展。

本文采用科学、规范的研究方法，对苏州地区 IT 行业进行调研，从员工满意度
角度出发对企业文化进行深入研究，构建了企业文化理论框架，编制了适用于 IT 行
业的企业文化测量量表和员工满意度量表，提出了企业文化影响员工满意度的研究假
设，并验证了企业文化影响员工满意度的结构模型。最后，通过实证分析结论，提出
了 IT 行业在企业文化建设中有效提升员工满意度的多方面举措。

关键词：企业文化；员工满意度；实证研究；IT 行业
Abstract
Nowadays, Enterprises is shifting their core competences from traditional resources,
capital to technology and management science. As a key factor for driving this success,
corporate culture has become more and more important in recent years. A positive
corporate culture not only encourages the mortal of an employee, but also improves the
productivity and efficiency of executing a task or a business strategy. Furthermore, it has
even more influence for an IT company that is mainly rely on their human resources or
intelligent property as core competences to compete for business advantages. As a result,
in order to maintain their top talented human resources pool, and therefore keep their
business continue to grow; a positive corporate culture is a must for any IT company and
need to be frequently reviewed for further evaluation and improvement.
This article is mainly focused on IT companies within Suzhou region by using
Empirical Research method to understand any internal influences between cooperate
culture and employee satisfaction. Based on the assumption that employee satisfaction has
positive influences on cooperate culture, a hypotheses model was established to evaluate
the outcome. In addition, qualitative research mechanism has been applied with the aim of
deducting consequences of hypothesis as testable predictions. This has been further
formulated to a survey with open questions regarding to targeted corporate culture and
employee satisfaction areas. Based on collected and analyzed feedback, the outcome of the
hypotheses is confirmed to be valid and does show that improve corporate culture results
positive influences on employee satisfaction. Finally, a couple of recommendations have
been made to IT companies to priorities their limited resources particularly on company
strategy and career goal development, which has been confirmed to have the most impact
from conducted survey and validated results.
Key words: Corporate culture; employee satisfaction; empirical research; IT industry
Written by: Yao Zhen
Supervised by: Chen YiXing
第一章 引 言
一、研究背景及意义
（一）研究背景
我国加入 WTO 后，经济上呈现出持续快速增长的趋势。在不断融入全球一体化、
全球竞争的同时，现代企业在其运行过程中，也同样面临着科学技术、管理理论和管
理思想在全球范围内的竞争，其中一个突出问题就是企业是否能持续良性发展。不难
发现，国际上一些知名的大公司有着悠久的经营历史，同时又显示出蓬勃的发展升级，
如惠普、宝洁、可口可乐等。它们是如何做到“长盛不衰” 的呢？其秘诀之一就在
于企业文化的魅力。优秀的企业文化能使员工产生较多的满意度、责任感及更高的工
作效率与质量，并且有效地感召和激励员工焕发工作热情，不断实现他们自己和组织
的目标，从而促进企业能够基业长青。

IT 行业属于高新技术行业，是我国经济发展中速度最快的行业之一，该行业的
人才稳定性和流动性也都随市场的快速变化而调整。近年来，越来越多的 IT 企业在
员工的管理方面受到严重的挑战，普遍存在着员工离职率高、管理成本上升等情况，
产生这些现象的一个重要原因就是员工满意度较低。在很多企业管理者看来，员工满
意度是指引企业不断改善和进步的风向标。而在影响员工满意度的诸多因素中，企业
文化发挥了越来越重要的作用。根据马斯洛的需求层次论，自我实现的需要是最高等
级的需要，需要满足这种高层次的需要就要求完成与自己能力相称的工作，最充分地
发挥自己的潜在能力，成为所期望的人物
[1]。对于 IT 行业这类高科技人才，当他们
的物质需求得到解决，自我实现的需求就上升成为主导性的需求。他们不再仅仅满足
于较高的薪酬，而是希望能够为自己所欣赏的、能够产生归属感和认同感的公司工作。

知识经济时代必须依靠文化管理。如今，企业文化已成为人们寻找新工作、选择
新公司的重要标准。企业本身也从依靠“物质留人” 发展到“文化留人”。管理学大
师彼得·德鲁克曾在《卓有成效的组织管理》一书中提到，要评估这些以知识为基础
的新产业的绩效，已逐渐变成要视这类产业如何吸引、维持及激励知识工作者而定