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论文编号：	13194
作者编号：	2120202890
上传时间：	2022/6/7 12:01:28
中文题目：	管培生管理实践对其组织社会化的影响机制研究
英文题目：	A Research on the Influence Mechanism of Management Trainee Management Practice on Organizational Socialization
指导老师：	崔勋
中文关键字：	管培生;组织社会化;组织认同;角色认同;角色清晰;组织支持感
英文关键字：	Management Trainee; Organizational Socialization; Organizational Identity; Role Identity; Role Clarity; Perceived Organizational Support
中文摘要：	随着市场中企业对高素质人才的重视程度越来越高，管培生项目作为企业培养内部中高层管理人员的人才储备模式，逐渐受到市场和企业的广泛青睐。合适的管培生制度可以为企业提供持续的人才供给，为企业提供长远的保障。但同时，管培生项目也面临许多潜在的问题，导致实际制度运行中存在许多困难。在不健全的管理体系下，管培生不但得不到全面的培养，反而会因为难以度过组织社会化初期，选择退出管培生项目甚至离开组织，这会给管培生与组织双方带来负面结果。目前管培生管理体系相关的讨论大多集中在体系的建立，集中讨论其组织社会化问题的研究相对较少。本研究主要关注管培生的组织社会化问题，旨在探讨管培生管理实践对于管培生组织社会化的影响机制，解决现实中出现的管培生群体社会化问题。从组织社会化的认同视角出发，本文将管培生的组织社会化过程看作是他们发展角色认同、组织认同的过程。文章主要讨论了管培生体系中的导师制、岗位轮换以及职业方向指引三类管理实践措施带来的影响。本文根据角色认同理论与社会认同理论，讨论了组织的管理实践影响管培生组织社会化的两条路径：一方面，探讨管理实践如何影响管培生建立角色认同，促进其角色社会化，以及这一过程中角色清晰的中介作用。另一方面，探讨管理实践如何影响员工建立组织认同，促进其群体社会化，以及这一过程中组织支持感的中介作用。 通过问卷调查，共收集有效问卷272份，通过数据的分析得出的主要结论有：导师制、岗位轮换、职业方向指引对管培生的角色认同有显著的正向影响，角色清晰在这一关系中的中介作用显著。导师制、职业方向指引对管培生的组织认同有显著的正向影响，组织支持感在这一关系中的中介作用显著。研究结果证实了管培生实践措施对于管培生社会化的促进作用，并丰富了认同理论下的组织社会化相关讨论，对管培生管理有效性的提升具有一定的指导意义。
英文摘要：	As enterprises in the market pay more and more attention to high-quality talents, the management training program, as a talent reserve mode for enterprises to cultivate internal middle and senior management personnel, is gradually favored by the market and enterprises. Proper management trainee system can provide continuous talent supply and long-term guarantee for enterprises. But at the same time, the management trainee project also faces many potential problems, resulting in many difficulties in the actual system operation.From the perspective of identity theory, this paper regards the socialization process as the development of role identity and organizational identity. This paper mainly discusses the influence of three management practice in management trainee program: mentorship, job rotation and career direction guidance. Based on role identity theory and social identity theory, this paper discusses two ways that organizational management practice affect organizational socialization of management trainees. On the one hand, it discusses how management practice affect management trainees to establish role identity and promote role socialization, as well as the mediating effect of role clarity in this process. On the other hand, this paper discusses how management practice help employees establish organizational identity and promote group socialization, as well as the mediating role of perceived organizational support in this process. A total of 272 valid questionnaires were collected. Through the analysis of the data, the main conclusions are as follows: mentorship, job rotation and career direction guidance have a significant positive impact on the role identity of management trainees, and role clarity plays a significant mediating role in this relationship. Mentorship and career direction guidance have significant positive effects on organizational identity of management trainees, and perceived organizational support plays a significant mediating role in this relationship. The research results confirm the promotion effect of management practice on the socialization of management trainees, enrich the discussion on organizational socialization under the identity theory, and have certain guiding significance for the improvement of the effectiveness of management of management trainees.
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