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Global competition would not be a competition of comprehensive national strength but also a competition of talent innovation efficiency and the environment for talents played for their roles. The rise of the "mass entrepreneurship and innovation" trend drove more and more people with lofty ideals to innovate and start businesses. SMEs became the primary economic engine in the business market. As Generation Z continued to enter the workplace with new challenges, thus human resource management would need to work on corporate culture development for the need of young employees. Future market competition would focus not just on the business itself but also recruiting excellent talents. The purpose of this study was to explore the difference in organizational belonging of the SME corporate culture development of different control variables (gender, education, year after graduation, no of job, working experience, working level, and income) for Guiyang Generation Z employees; to examine the influencing mechanism of SME development on organizational belonging based on the corporate culture of material, spirit, institution, and behavior, and; to make feasible suggestions on SME corporate culture development strategies for improving the organizational. Four hundred and one completed questionnaires of Guiyang Generation Z were collected through the online survey platforms by random sampling in February 2023. The results showed the importance of corporate culture impacting the organizational belonging of Generation Z. Other intermediate variables, such as cultures of materials, spirits, institutions, and behaviors, were tested and showed significant impacts, respectively.