组织社会化交互视角下新员工政治自我效能的动态演化及作用机制

发布时间：2018-03-06 21:04

  本文选题：政治自我效能　切入点：组织社会化　出处：《心理科学进展》2017年09期 　论文类型：期刊论文

【摘要】：组织政治是工作场所不可回避的客观现象,新员工是否拥有充足的自我信念来有效应对组织政治是他们快速融入组织并且提升职业竞争力的关键所在。因此,将以组织社会化的交互视角为框架,来探讨新员工政治自我效能的作用机制和动态演化过程。首先,通过质性方法对政治自我效能进行概念界定,依照严谨的心理测量方法进行量表开发与信度、区分效度检验,并构建诺莫网络来检验其构念属性;其次,构建动态演化模型,来分析新员工政治自我效能如何随着他们在组织社会化过程中的政治学习而不断进行动态演化,以及在此过程中员工个人的政治意愿和学习导向又会产生何种影响;再次,建立多层级互动模型,系统地剖析在组织社会化阶段新员工与领导、同事之间的互动过程中,新员工政治自我效能如何通过匹配路径和关系路径对工作绩效产生影响。
[Abstract]:Organizational politics is an unavoidable objective phenomenon in the workplace. Whether new employees have sufficient self-belief to deal with organizational politics effectively is the key to their rapid integration into the organization and enhancing their professional competitiveness. Based on the interactive perspective of organizational socialization, this paper discusses the mechanism and dynamic evolution of the political self-efficacy of new employees. Firstly, the concept of political self-efficacy is defined by qualitative method. According to the rigorous psychological measurement method to develop the scale and reliability, distinguish validity test, and construct the Normore network to test its construction properties. Secondly, the dynamic evolution model is constructed. To analyze how the new employee's political self-efficacy evolves with their political learning in the process of organizational socialization, and what kind of influence the employee's political will and learning orientation will have in the process. A multi-level interaction model is established to systematically analyze how the political self-efficacy of new employees affects job performance through matching paths and relationship paths in the process of interaction between new employees and leaders and colleagues in the stage of organizational socialization.
【作者单位】： 北京邮电大学经济管理学院;首都经济贸易大学工商管理学院;
【基金】：国家自然科学基金项目(71572119;71672118;71302170;71302119)资助
【分类号】：D0;F272.92
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本文编号：1576481