摘要
近年来随着就业市场流动性的提高,对组织社会化的研究越来越重视新员工的主动社会化行为。本文通过对北、上、广、深四城市的问卷调查,应用相关分析和回归分析,深入研究新员工主动社会化行为的构成及其对组织社会化后果的影响。研究表明:中国情景下新员工主动社会化行为包括信息与反馈搜寻、网络联系和开发人情关系等四个维度;新员工主动社会化行为显著影响组织社会化的近端后果和远端后果,且近端后果在主动社会化行为和远端后果之间起部分或完全中介作用。组织应该重视并鼓励新员工的主动社会化行为,帮助新员工尽快实现从组织"外部人"向"内部人"的转变。
Nowadays, with the free flow of employment market, researches on organizational socialization focus more on the newcomer proactive behaviors. Based on questionnaire conducted in top 4 cities in China, the paper, by using correlation and regres- sion analysis, studies how the proactive behaviors are constructed and how they influence socialization outcomes. The re- sults indicate that newcomer proactive behavior in China includes general socialization, network communication and inter- personal relationship development; and proactive behavior is independently related to proximal and distal adjustment out- comes. In addition, the proximal outcomes partially or completely mediate most of the relationships between the proactive behavior and the distal outcomes. Therefore, the management should encourage and guide newcomers to take some proac- tire behaviors so as to help them to become insiders as soon as possible.
出处
《企业经济》
北大核心
2015年第9期102-109,共8页
Enterprise Economy
基金
国家社会科学基金项目"组织社会化策略对女性员工工作适应与职业成长的作用机理研究"(批准号:13BGL084)
北京工商大学国有资产管理协同创新中心项目"国有企业运行与管控体系研究"(批准号:GZ20131001)
关键词
组织社会化
主动社会化行为
中介效应
organizational socialization
proactive behavior
mediating effect
