新员工组织社会化与工作投入的影响机制研究

发布时间：2018-03-29 04:22

本文选题：新员工　切入点：组织社会化　出处：《首都经济贸易大学》2017年硕士论文

【摘要】：当新员工进入到一个新的组织中时,是从学生到社会人身份的转变,这种角色上的转换,会使得新员工更加急切地盼望融入到这个组织里面,所谓组织社会化,其实就是指新员工来到一个新组织,然后慢慢的变成组织一份子,新员工组织社会化的成功与否对组织的各个方面都有很重要的影响,包括组织成员的质量、组织文化的传承、员工的创造能力都有长久的影响。有效的组织社会化能指导新员工给自己准确的定位,对自身未来的发展有一个更加明确的想法,从而能够实现组织与自身的双赢。同时,越来越多的国内外的学者关注于对工作投入的研究,员工工作投入的增加有很多好处,更有助于其发挥自我效能提高其工作效率和工作满意度,为组织创造更多价值和贡献。因此探讨组织社会化和工作投入之间的作用机理问题,是非常有意义的一件事。本研究试图通过探讨新员工组织社会化对工作投入的影响机制,以心理契约为中介作用和自我效能感为调节作用,通过实证分析深入探讨四者之间的相互关系,进一步验证假设,以期为组织中的人力资源实践提出有针对性和建设性的意见与建议。在本文中采用了文献回顾和实证研究的方法,通过查阅前人文献和发放调查问卷的方式,本研究有效回收调查问卷625份,对回收的问卷进行一系列数据分析,包括描述性统计分析、回归分析、中介作用检验和调节作用检验等,进一步探讨了新员工组织社会化与工作投入之间的联系,还有心理契约在这两者中间的一个中介效应,自我效能感在这两者中间起到调节作用,得到本研究的结论如下:第一,新员工组织社会化及其各维度(除了工作胜任社会化外)对工作投入具有显著正向作用;第二,心理契约在组织社会化与工作投入这两者中充当部分中介作用。第三,自我效能感没有起到组织社会化与工作投入之间的调节作用,但是针对不同的学历的员工来说,自我效能感的调节作用显著。
[Abstract]:When a new employee enters a new organization, it is a shift from student to social identity. This shift in role will make the new employee more eager to be integrated into the organization, so called organizational socialization. In fact, it means that new employees come to a new organization and slowly become part of the organization. The success of the socialization of the organization of new employees has a very important impact on all aspects of the organization, including the quality of the members of the organization and the inheritance of the organizational culture. Effective organizational socialization can guide new employees to position themselves accurately and have a clearer idea for their future development, thus achieving a win-win situation between the organization and itself. More and more scholars at home and abroad pay attention to the research of job engagement. The increase of employee's work involvement has many advantages, which is helpful to improve their work efficiency and job satisfaction. Therefore, it is very meaningful to explore the mechanism between organizational socialization and work engagement. This study attempts to explore the influence mechanism of organizational socialization on work engagement by exploring the mechanism of organizational socialization of new employees. Taking psychological contract as intermediary role and self-efficacy feeling as moderating function, through empirical analysis, this paper probes into the mutual relationship between the four, and further verifies the hypothesis. In order to put forward specific and constructive suggestions and suggestions for the practice of human resources in the organization, this paper adopts the methods of literature review and empirical research, through the way of consulting previous literatures and issuing questionnaires. In this study, 625 questionnaires were collected, and a series of data were analyzed, including descriptive statistical analysis, regression analysis, mediating effect test and adjustment function test, etc. The relationship between organizational socialization and work engagement of new employees is further discussed. There is also an intermediary effect of psychological contract between the two. Self-efficacy plays a regulatory role between the two. The conclusions of this study are as follows: first, Organizational socialization of new employees and its dimensions (except job competence socialization) have significant positive effects on work engagement. Second, psychological contract acts as a partial intermediary between organizational socialization and work engagement. Self-efficacy does not play a moderating role between organizational socialization and job engagement, but for employees with different academic qualifications, self-efficacy plays a significant role.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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