CAJ | 학술논문

企业文化的研究包括静态和动态两个方面，静态研究关注企业文化的概念、内容、结构以及企业文化对企业行为和绩效的影响，动态研究关注企业文化的形成、演化过程和演化的影响因素。要深入研究企业文化，就需要在对企业文化进行静态研究的基础上，深入研究企业文化的演化过程。企业文化从内容的同一性和形式的显性化程度出发，可大致归结为四种状态：默契文化状态、离散文化状态、形式文化状态和系统文化状态。在一个企业的发展过程中，企业会经历不同的企业文化状态，并在企业家思想观念的变化、企业员下素质和需求的改变、企业的发展和企业重大事件等因素的影响下，通过自然演化和强制演化两种方式实现由一种状态向另一种状态的演变。
기업문화적연구포괄정태화동태량개방면，정태연구관주기업문화적개념、내용、결구이급기업문화대기업행위화적효적영향，동태연구관주기업문화적형성、연화과정화연화적영향인소。요심입연구기업문화，취수요재대기업문화진행정태연구적기출상，심입연구기업문화적연화과정。기업문화종내용적동일성화형식적현성화정도출발，가대치귀결위사충상태：묵계문화상태、리산문화상태、형식문화상태화계통문화상태。재일개기업적발전과정중，기업회경력불동적기업문화상태，병재기업가사상관념적변화、기업원하소질화수구적개변、기업적발전화기업중대사건등인소적영향하，통과자연연화화강제연화량충방식실현유일충상태향령일충상태적연변。
Organization evolution theory probes into the principle of organization development, focusing on its evolution process and influencing factors. The purpose of this article is to define the concept of corporate culture in terms of a dynamic model of the evolution process of corporate culture and its influencing factors. Many static definitions have settled for the notion by simply focusing on the substantive content of culture, its structure and its effects on the organizational behavior. Many of these researches have been done vigorously in the field of anthropology and placed emphases on how aspects of the culture are interpreted within the organization. The research of corporate culture focuses on the process of its evolution, a process of cultural transmission in the aspect of culture content and its form （tacit or not）, from one stage to another, through natural evolution mechanism initiated by the staff, and compulsive evolution mechanism initiated by the administrative department. There are four major corporate culture stages in the organization evolution process： glue culture, discrete culture, exterior culture and system culture. According to the theory of life circle of leadership, there are four steps to staff maturation. Similarly, according to the time array, the corresponding corporate culture can be divided into four stages： unripe stage, preliminary ripe stage, pre-ripe stage and ripe stage. In general, corporate culture goes through these four stages from glue culture to system culture. The development from glue culture to discrete culture, is the result of the corporate culture＇s natural evolution, while the growth from discrete culture to exterior culture is the result of the corporate culture＇s compulsive evolution. The development from compulsive culture to system culture is the result of the two evolution mechanisms. Through natural evolution mechanism, staff of the firm will develop homogenous beliefs and routines through shared experiences, which leads to shared values and beliefs. The notion of corporate culture, which may be in one of the four stages or in the transitional condition, is usually disrupted by the revolutionary periods through compulsive evolution mechanism. The whole process seems to be in a punctuated equilibrium, evolving from one stage to another. There are four main factors influencing the evolution process of corporate culture： the change of entrepreneur＇s concept, the main incidents of the firm, the change of staff＇s character or demand （ capability, education etc. ） and the growth of the firm （ the expanding of the firm＇s boundary, the conflict with geographic culture or other industrial culture and the change of the structure）. The first two factors are episodic change factors. They often promote the corporate culture to evolve through compulsive evolution mechanism. The last two factors are continuous change factors. They often promote the corporate culture to evolve through natural evolution mechanism. These factors jointly determine the cultural evolution path. This article finally develops a systemic theoretic model, including the culture influencing factors, the evolution mechanisms and the culture stage factors which co-evolve with corporate culture.