摘要
新员工在工作持续性和未来职业发展上的不安全感对其绩效及留任意愿具有重要影响,现有的横向研究无法有效解释新员工在组织社会化过程中工作不安全感的阶段性变化及影响效应。通过对156名新员工两阶段调查的纵向对比分析,发现在组织社会化过程中,新员工工作不安全感对其任务绩效的积极影响逐渐显著,而对留任意愿一直保持着显著的消极影响;控制点在工作不安全感与员工绩效之间的调节作用逐渐显著,在工作不安全感与留任意愿之间保持着显著的调节作用。
The new staff continued insecurity in the work and future career development has an important impact on their performance and willingness to stay. However, the existing cross-sectional study can＇t effectively explain the changes and effects of Job Insecurity for new employees in the process of organizational socialization stage. Based on two-stage survey of 156 new employees, we conducted a longitudinal comparative analysis on 312 questionnaires, finding that in the organi- zational socialization process, the positive impact of new employees＂ job insecurity on the performance of their tasks gradu- ally significant, but wishes to remain always maintain a significant negative impact; the regulatory role of control point be- tween job insecurity and employee performance gradually significant, while it keep significant regulatory role between job insecurity and willingness to stay.
出处
《科技进步与对策》
CSSCI
北大核心
2015年第15期149-155,共7页
Science & Technology Progress and Policy
基金
国家社会科学基金项目(07CJY020)
中南财经政法大学"研究生学习与科研创新团队"培养项目(2015TD02)
关键词
工作不安全感
控制点
员工绩效
留任意愿
Job Insecurity
Control Points
Employee Performance
Willingness To Stay
