摘要
工作期望是影响新员工组织社会化的重要心理变量。以往相关研究主要集中在期望落差领域,但是期望落差假设的有效性至今仍存在分歧。本研究基于组织社会化理论,采用纵向问卷调查方法,研究了社会化早期(即新员工组织进入后三个月)新员工工作期望与近端适应结果(即角色清晰、任务掌握、组织理解和社会整合)的关系,重点探讨了领导—部属交换(LMX)对期望落差作用的调节效应,以期回答期望落差假设成立条件的问题。结果表明:①在同时考虑期望和经历的情况下,仅新员工实际工作经历与适应结果正相关,期望落差对适应的影响不显著。②LMX调节期望落差与适应的关系——当LMX关系质量低时,期望未实现对适应有破坏作用,与期望落差假设一致;而高质量的LMX会抵消期望未实现对适应的破坏作用。③不同维度LMX的调节作用模式存在差异——"贡献"维度调节工作责任期望落差与角色清晰的关系,"尊敬"和"情感"维度调节工作回报期望落差与组织理解的关系。
Newcomers＇ job expectations were among the important psychological variables influencing newcomer socializations. Previ- ous relevant research primarily focused on Met-Expectations. Most of them explored the effect of met-expectations on newcomers＇ adapta tion while rarely explored the conditions and mechanism of that. In recent years, Leader-Member Exchange （LMX） as a moderator of socialization process attracted much attention., but the following shortcomings existed： Firstly, met-expectations were manipulated by difference scores, which would cause the facial correlations with outcomes; Second, socialization outcomes were limited to distal outcomes such as job satisfaction, organizational commitment, which could be impacted by other factors besides socializations; Lastly, the single dimension scale of LMX impeded understanding of the moderating ef- fect, although might simplify our analysis. The present research stud- ied LMX as a moderator of the relationships between newcomers＇ job expectations and proximal socialization outcomes and answered the questions of＂when＂ met-expectations had impacts on newcomers＇ so cializations. Recruiting 470 newcomers from 9 firms as respondents, this research adopted longitudinal research design and collected data on newcomers＇ job expectations on organizational entry and data on newcomers＇ proximal socialization outcomes and LMX 3 months later. The finding of hierarchical regression analysis showed that： （1）Considering expectations and corresponding experience simultaneously, only did newcomers＇ job experience relate adjustment positively, which did not support Met-Expectations Hypotheses; （2）LMX moderated the re- lations between job expectations and adjustment--when the quality of LMX was low, consistent with Met-Expectations Hypotheses, unmet expectations impacted adjustment negatively, while high quality LMX could ameliorate the negative impact of unmet expectations on adjustmeat; （3）There were dimensional differences among
出处
《南开管理评论》
CSSCI
北大核心
2011年第2期52-60,共9页
Nankai Business Review
基金
高校基本科研业务费专项资金项目(NKZXB10157)资助
关键词
新员工
工作期望
组织社会化
领导—部属交换
Newcomer
Job Expectations
Organizational Socializa-tions
Leader-Member Exchange （LMX）
