联系我们

论文查询结果	返回搜索

论文编号：	530
作者编号：	20050745
上传时间：	2008/6/19 10:36:28
中文题目：	新入职大学毕业生感知的组织社会
英文题目：	The Research of New Graduate E
指导老师：	谢晋宇
中文关键字：	新入职大学毕业生; 组织社会化;<
英文关键字：	New graduate employees;Organiz
中文摘要：	组织社会化是个体学习并适应新组织或新角色的一个过程。组织社会化对于每一个有正常劳动能力的人来说，是其一生必然经历的过程。成功的组织社会化对于组织而言有着重要意义，如可以帮助组织节省大量的招聘与培训成本，增强新员工的归属感，降低他们的离职意愿，挽留所需要的人才等。成功的组织社会化对于新员工个人而言，作用也是显而易见的，如可以获得组织成员的认可，构建与他人的良好关系，发展通畅的职业生涯路径等。 对于初入职场的大学毕业生而言，除了一般性的融入组织之外，他们更需要从环境上适应从学校到工作的转换，从角色上适应从学生向工作者的转换，因此对于他们而言，组织社会化需要完成双重任务，具有特殊意义。成功的组织社会化可以帮助新入职大学毕业生树立克服困难的信心，激发他们的工作动力和热情，培养他们的良好心态，使他们融入组织并顺利完成从学生向工作者的转换。而能否顺利实现从学生向工作者的转换成为检验高校教育质量的重要指标，同时也关系到大学生能否很快地适应组织并为组织创造出价值。因此组织社会化的成败对于大学毕业生、组织和其毕业院校来说可谓意义重大。那么哪些因素可以帮助新入职大学毕业生成功地实现组织社会化，组织社会化的成功又会产生哪些积极效果呢？这个问题无论对于大学毕业生，组织还是高校来说，都十分重要，因此非常值得我们研究。 本研究首先回顾了国内外组织社会化领域的相关研究。以往的研究给了我们很好的借鉴和启发，不过，我们也发现了进一步研究的空间。一是前人的研究中将个人变量和组织变量相结合作为组织社会化影响因素的研究很少，另外对新的影响因素关注也很少；二是探讨组织社会化对后果因素作用机理的研究也较少。再加上组织社会化与文化紧密相关，所以我们认为在中国文化背景下，影响新入职大学毕业生组织社会化的因素可能会有所不同，不同因素对组织社会化的影响程度、组织社会化对不同后果的影响程度也可能不同。因此，在中国文化背景下以新入职大学毕业生为研究对象，开展组织社会化与其影响因素及其后果之间关系的研究可能会得出一些不同于国外研究的结论。鉴于此，本研究认为结合中国背景进行相关的理论探讨和实证研究是十分有必要的。 本文把从学校到工作转换（School-to-Work, STW）的相关研究作为重要的理论基础之一。从学校到工作转换的研究是在美国等西方国家针对高中生和职业教育学生在寻找职业和就业后适应组织的能力低下的情况下提出的。而在中国背景下，大学的大规模扩大招生一方面使大学生面临严峻的就业形势，另一方面，也将大学生的从学校到工作转换问题提到了日程。而从学校到工作转换正是大学毕业生组织社会化的重要任务。所以，对于大学毕业生这一特殊群体的组织社会化而言，不仅受其个人因素和组织因素的影响，而且还受学校因素的影响。因为高校在帮助大学生进入社会化应备状态方面发挥着重要作用，也会影响新入职大学毕业生的组织社会化。 之后，本研究在文献回顾的基础之上，通过深度访谈的研究方法确定了影响新入职大学毕业生组织社会化的具体因素。研究者进一步把这些影响因素归为四大类：即学校职业开发活动、组织职业开发活动（包括组织社会化策略和组织内部者帮助）、个人职业开发活动（包括入职前自我开发活动和主动社会化行为）以及人格特质（包括自我效能和成就需要）。在此基础上，本研究探讨了组织社会化与影响因素及其后果之间的关系。即本文一方面检测了学校职业开发活动、组织职业开发活动、个人职业开发活动和人格特质对新入职大学毕业生组织社会化的影响；另一方面，本文还研究了新入职大学毕业生组织社会化通过角色清晰、团队凝聚力和个人与组织匹配对工作满意度和离职意愿的影响。本研究的调查对象是全国发达地区企业中新入职4个月左右的大学毕业生。在进行调研的时候，我们考虑了行业、企业规模、企业性质的差异化，最终收集到有效样本551个，利用SPSS 13.0统计软件对其进行了实证检验。 实证分析得出的结论如下： 第一，学校职业开发活动、组织社会化策略、入职前自我开发活动、主动社会化行为和自我效能分别对组织社会化有显著正向影响，而组织内部者帮助和成就需要对组织社会化均没有显著影响；新入职大学毕业生的组织社会化对于角色清晰、团队凝聚力和个人与组织匹配均有显著正向影响。团队凝聚力和个人与组织匹配分别对工作满意度有显著正向影响，对离职意愿有显著负向影响。角色清晰对工作满意度有显著正向影响，但对离职意愿没有显著影响；新入职大学毕业生角色清晰和团队凝聚力分别是组织社会化影响工作满意度和离职意愿的部分中介变量。而个人与组织匹配是组织社会化影响工作满意度的部分中介变量，是组织社会化影响离职意愿的完全中介变量。 第二，不同性别的新入职大学毕业生在政治社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异；不同教育程度的新入职大学毕业生在语言社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异；不同学校的新入职大学毕业生在人员、组织价值观和目标等社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异；不同专业的新入职大学毕业生在历史、语言及政治社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异。不同企业性质的新入职大学毕业生在语言、人员、组织价值观和目标等社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异。不同企业规模的新入职大学毕业生在语言、政治和绩效熟练度等社会化程度上有显著差异，但在其他方面的社会化程度没有显著差异。 最后，本文对研究结论进行了总结，讨论了本文的局限性和未来的研究方向。
英文摘要：	Organizational socialization is the process for individual to learn and adjust to the role in a new organization, which is necessary for every person to experience at the beginning of career. Successful socialization is significant for organizations to retain the talent, enhance new employees’ sense of belongings and decrease their turnover intention. At the same time, successful organizational socialization is also helpful for new employees. For example, new employees may gain colleagues’ acceptance, build good relationships with organizational insiders, and have a smooth career paths. It is more significant for those graduates who just begin their career to experience the process of organizational socialization on the first job, because of the double duties. Besides entering and assimilating into a new organization, they also need complete the transition from school to work or from students to workers. Successful organizational socialization will help new graduate employees build up confidence to get over difficulties, stimulate their work motivation and enthusiasm, foster their good mentality and accomplish the transition from student to worker successfully. Success or failure in the transition from student to worker becomes a very important indicator to measure the quality of education. It is also important for graduates to fit the organization quickly and create value or not. So success or failure in the process of organizational socialization is significant for graduates, organizations and universities or colleges. Therefore, it deserves our attention to examine which antecedents will be helpful for successful organizational socialization of new graduate employees and what kind of outcomes the organizational socialization will produce. This study first reviews past research about organizational socialization，which give us lots of reference for further studying. There are few researches that integrate individual variables and organizational variables as antecedent variables of organizational socialization or pay attention to new antecedent variables of organizational socialization. Furthermore, there are few researches that examine how organizational socialization influences its outcomes. Considering organizational socialization is concerned with culture strongly, we think it is possible that different antecedents may have different effects on organizational socialization, and organizational socialization may have different outcomes in the culture background of China. The research regards new graduate employees as selected samples and discusses the relationship between the organizational socialization, its antecedents and outcomes, which may obtain some new findings. So it is quite necessary to explore the relationship between the organizational socialization, its antecedents and outcomes academically and empirically in China. The study is based on the related research of School-to-Work, which is focused on career development of high school and vocational education students. In China, the graduates face more competition in getting a job because of the expanding enrollment of colleges and universities, so it is very important to study the transition from school to work of graduates. And one of the important tasks of organizational socialization is to complete the transition from school to work for new graduate employees. As a result, organizational socialization of the new graduate employees is not only influenced by individual and organizational factors, but also the school. Therefore, the study believes colleges and universities should play more important roles to help graduates’ preparations for organizational socialization, namely school factors also affect the organizational socialization of new graduate employees. Based on the literature review, we confirmed the antecedents of organizational socialization of new graduate employees through the in-depth interview. The result indicated that there are four types of antecedents: university career development activities, organizational career development activities(i.e. organizational socialization tactics and organizational insiders’ help), personal career development activities（i.e. self career development activities before working and proactive soci- alization behavior）and individual characteristics(i.e. self-efficacy and achievement needs). Then, we discussed the relations between organizational socialization and its antecedents, and the relations between organizational socialization and its outcomes. In this research, we take 551 new graduate employees with various occupations and organizations who have just entered the workforce market for four months in the developed areas of China as a sample to test the model. We use SPSS 13.0 to analyze the data and validate the hypotheses. We have the following findings: Firstly, university career development activities, organizational socialization tactics, previous career development activities before working, proactive socialization behavior and self-efficacy have significant positive correlations with organizational socialization. However, organizational insiders’ help and achievement needs are unrelated to organizational socialization. The organizational socialization is positively related to role clarity, group cohesion and person-organization fit. Group cohesion and person- organization fit are positively related to job satisfaction, and negatively related to turnover intentions. Role clarity is positively related to job satisfaction, but unrelated to turnover intention. Role clarity and social cohesion is the partial mediator in the relationship between organizational socialization and job satisfaction as well as between organizational socialization and turnover intention respectively. Person- organization fit is the partial mediator in the relationship between organizational socialization and job satisfaction, and is the complete mediator in the relationship between organizational socialization and turnover intention. Secondly, the male and female graduate employees have significant difference in the Politics dimension of organizational socialization. The new graduate employees with different education background have significant difference in the Language dimension of organizational socialization. The new graduate employees who graduate from different kinds of universities have significant difference in the People and Organizational Values and Goals dimensions of organizational socialization. The new graduate employees with different majors have significant difference in the History, Language and Politics dimensions of organizational socialization. The new graduate employees who are in different types of enterprises have significant difference in the Language, People and Organizational Values and Goals dimensions of organizational socialization. The new graduate employees who are in different scales of enterprises have significant difference in the Language, Politics and Performance Proficiency dimensions of organizational socialization. Finally, this research summarizes the whole research findings, puts forward the limitations and implications of this research, and maps out the directions for future research.
查看全文：	预览  下载(下载需要进行登录)