新员工入职期望与组织社会化关系研究
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摘要
市场经济动态发展，企业之间的竞争日益复杂和激烈。人才成为企业健康持续发展的决定性资源。为适应不断变化的动态市场环境和保障企业持续健康发展，需要不断引入富有创意和激情的新员工为企业提供新鲜血液。新员工的到来不仅为企业发展和团队决策提供新的创意和动力，也为企业战略决策的实施和企业文化的传承提供保障。中国的企业强调敬业奉献，员工工作强度大和工作时间长几乎成为每一个企业的现实。这种劳动强度很难让80后甚至90后的新员工适应良好，离职成为摆在管理者面前的一大难题。如何控制新员工高居不下且逐年递增的离职率，更是人力资源管理的一大挑战。
组织社会化是员工从组织“外部人”向“内部人”转化的过程，员工通过不断的学习和了解组织文化，加深团队协作和同事交流，认同组织的管理方法加深组织承诺。良好的组织社会化可以提高员工的工作效率和组织忠诚度。新员工的入职期望受其自身经历和周围人群影响，往往与企业工作实际形成落差，这种落差在一定程度上可以预测员工的离职行为。从入职期望的角度视角分析新员工的组织社会化行为，即通过工作实践调整自身认知和定位，使其原有的入职期望动态变化且不断适应企业现实，进而重新定位自身顺利融入企业的过程。其中入职期望对新员工主动社会化行为存在着影响，但这种影响的程度如何，是正向的还是负向的？心理资本在入职期望对员工组织社会化行为的影响中是否具有中介作用，作用的程度和方向是怎样的，都需要进一步的研究。
本文从将研究对象限定在新员工，从入职期望即工作期望、团对期望和企业期望三个维度入手，研究入职期望和组织社会化之间的关系，以及对员工接受培训行为，加深组织了解，建立良好人际关系网络和职业生涯发展预测的影响。试图研究新员工入职期望对于组织社会化过程的影响及心理资本在其中的作用，提出心理资本的中介作用假设，建立以心理资本作为中介变量的入职期望、心理资本和组织社会化之间相互作用的理论模型，并通过实证研究进行验证。研究具体内容如下：
第一部分介绍本文的选题背景和研究的理论及现实意义，同时对文章的创新之处和整体的逻辑框架作以简单介绍。
第二部分梳理了国内外相关的研究成果，介绍所涉及文献的来源、国内外研究的经典及前沿成果，并对以往研究进行评价。
第三部分是研究设计及研究的模型假设，介绍主要研究方法，定义本研究设计的变量及测量方法，分析变量之间关系并提出研究假设，构建模型。本研究以入职期望作为自变量，组织社会化作为因变量，引入心理资本作为中介变量。
第四部分是问卷设计和小样本测试。设计调查问卷借鉴了国内外成熟量表，并在此基础上采取了李克特七点量表进行测量，通过小组讨论和小样本测试对问卷题项进行进一步的净化和改进，最终形成测量问卷。
第五部分是大范围的实证研究部分。利用SPSS19.0和AMOS作为分析工具，通过信度效度检验、相关分析、探索性和验证性因子分析和回归分析等统计方法，对模型和变量进行测量和验证。
第六部分是研究结论。总结本文的研究结论，分析变量之间的关系，解释研究假设被拒绝的原因，提出文章的不足之处，并对后来的研究提出展望。在调查问卷的基础上，通过因子分析、回归分析等方法，运用统计软件对模型中的理论假设进行了验证，主要得出以下结论：
（1）新员工入职期望对于组织社会化具有显著正向影响；
（2）新员工心理资本对于组织社会化具有显著正向影响
（3）心理资本在入职期望和组织社会化过程中起到部分中介作用。
Dynamic development of market economy makes enterprises’ competition complexand intense. Human resource become critical resources for health and sustaineddeveloping. In order to adapt changing marketing environment, and to ensure sustainableand healthy development, enterprises need to constantly introduce innovative andexciting new employees to provide fresh blood for itself. The arrival of the newemployees provide new ideas for the enterprise development and team decision, on theother side, it ensure strategic decisions for the enterprise goes long. Chinese enterprisesstress dedication. Employees always work overtime and under hard working strength.The intensity of labor is hard to make80s and90s adapt to their new position. Turnoveris a big problem for managers. How to control the newcomers’ turnover is a greatchallenge to human resources management.
Organizational socialization is a process that the employee from "outside people" to"insider". Employees deepen organizational commitment through continuous learningand understanding organizational culture, enhancing team collaboration and colleagues’communication, identiting management methods to of the organization. Goodorganizational socialization can improve the work efficiency of employees and theirorganizational loyalty. Pre-entry expectations of newcomer is influenced by their ownexperience and the surrounding crowd, which often produce met-expectation for workingreality.The met-expectation to a certain extent, can predict employee turnover behavior.Analysis newcomer’s turnover on the site of pre-entry expectation, is adjusting theirself-cognitive. This progress makes his original expected dynamic change and constantlyadapt to the enterprise reality. Newcomers could successfully make themselves “insider”of the enterprise. Newcomers’ pre-entry expectations influence initiative socializationbehaviors. The influence is a positive or negative? Does psychological capital havemedium action between pre-entry expectation and organization socialization? Thesequeations are needed to be research.
This object of this research is limited to newcomers, researching the relationshipbetween pre-entry expectations and organizational socialization. We also research as well as employees training, understanding organization, establishing interpersonal relationshipnetwork, and prediction on career development. We try to research how newcomers’pre-entry expectations affect their organizational socialization process, and role ofpsychological capital in this process. We propose medium hypothesis of psychologicalcapital, established theory model including pre-entry expectations, psychological capitaland organizational socialization. We verified it through empirical research. Researchingcontents are as follows:
The first part introduced researching background and the theory and practicalsignificance. Then introduce the innovation of the article and the overall logicframework.
The second part study the domestic and foreign related research results, sources ofreferences, researching achievements, and evaluating the previous studies.
The third part is the research design and model assumptions. It introduces the mainresearch method, variables and measurement method. We analyse the relationship ofvariables, and put forward research hypothesis. As a result we can build the model,pre-entry expectations as independent variables, organization socialization as thedependent variable, the introduction of psychological capital as a intervening variable.
The fourth part is designing the questionnaire and small sample tests. Designquestionnaire using the maturity scale, taking the Likert seven. We purificate andimproved the questionnaire item through group discussion and sample test, then finallyform a survey questionnaire.
The fifth part is empirical research of a wide range. We do research using SPSS19.0and AMOS as analysis tools. Measured and validated the model and variables by thereliability test, correlation analysis, exploratory and confirmatory factor analysis andregression analysis, statistical methods, such as on.
The sixth part is research conclusion. Summary of this article research conclusion,analysis the relationship between the variables, explain why the research hypothesis isrejected, proposed the the article deficiency, and puts forward prospect for later studies.The main conclusions of the article are as follow:
（1） Newcomers’ pre-entry expectation has significant positive effect onorganizational socialization;
（2）Newcomers’ psychological capital and has significant positive effect onorganizational socialization
（3）Psychological capital plays a partial mediating role in the organizationsocialization process
组织社会化是员工从组织“外部人”向“内部人”转化的过程，员工通过不断的学习和了解组织文化，加深团队协作和同事交流，认同组织的管理方法加深组织承诺。良好的组织社会化可以提高员工的工作效率和组织忠诚度。新员工的入职期望受其自身经历和周围人群影响，往往与企业工作实际形成落差，这种落差在一定程度上可以预测员工的离职行为。从入职期望的角度视角分析新员工的组织社会化行为，即通过工作实践调整自身认知和定位，使其原有的入职期望动态变化且不断适应企业现实，进而重新定位自身顺利融入企业的过程。其中入职期望对新员工主动社会化行为存在着影响，但这种影响的程度如何，是正向的还是负向的？心理资本在入职期望对员工组织社会化行为的影响中是否具有中介作用，作用的程度和方向是怎样的，都需要进一步的研究。
本文从将研究对象限定在新员工，从入职期望即工作期望、团对期望和企业期望三个维度入手，研究入职期望和组织社会化之间的关系，以及对员工接受培训行为，加深组织了解，建立良好人际关系网络和职业生涯发展预测的影响。试图研究新员工入职期望对于组织社会化过程的影响及心理资本在其中的作用，提出心理资本的中介作用假设，建立以心理资本作为中介变量的入职期望、心理资本和组织社会化之间相互作用的理论模型，并通过实证研究进行验证。研究具体内容如下：
第一部分介绍本文的选题背景和研究的理论及现实意义，同时对文章的创新之处和整体的逻辑框架作以简单介绍。
第二部分梳理了国内外相关的研究成果，介绍所涉及文献的来源、国内外研究的经典及前沿成果，并对以往研究进行评价。
第三部分是研究设计及研究的模型假设，介绍主要研究方法，定义本研究设计的变量及测量方法，分析变量之间关系并提出研究假设，构建模型。本研究以入职期望作为自变量，组织社会化作为因变量，引入心理资本作为中介变量。
第四部分是问卷设计和小样本测试。设计调查问卷借鉴了国内外成熟量表，并在此基础上采取了李克特七点量表进行测量，通过小组讨论和小样本测试对问卷题项进行进一步的净化和改进，最终形成测量问卷。
第五部分是大范围的实证研究部分。利用SPSS19.0和AMOS作为分析工具，通过信度效度检验、相关分析、探索性和验证性因子分析和回归分析等统计方法，对模型和变量进行测量和验证。
第六部分是研究结论。总结本文的研究结论，分析变量之间的关系，解释研究假设被拒绝的原因，提出文章的不足之处，并对后来的研究提出展望。在调查问卷的基础上，通过因子分析、回归分析等方法，运用统计软件对模型中的理论假设进行了验证，主要得出以下结论：
（1）新员工入职期望对于组织社会化具有显著正向影响；
（2）新员工心理资本对于组织社会化具有显著正向影响
（3）心理资本在入职期望和组织社会化过程中起到部分中介作用。
Dynamic development of market economy makes enterprises’ competition complexand intense. Human resource become critical resources for health and sustaineddeveloping. In order to adapt changing marketing environment, and to ensure sustainableand healthy development, enterprises need to constantly introduce innovative andexciting new employees to provide fresh blood for itself. The arrival of the newemployees provide new ideas for the enterprise development and team decision, on theother side, it ensure strategic decisions for the enterprise goes long. Chinese enterprisesstress dedication. Employees always work overtime and under hard working strength.The intensity of labor is hard to make80s and90s adapt to their new position. Turnoveris a big problem for managers. How to control the newcomers’ turnover is a greatchallenge to human resources management.
Organizational socialization is a process that the employee from "outside people" to"insider". Employees deepen organizational commitment through continuous learningand understanding organizational culture, enhancing team collaboration and colleagues’communication, identiting management methods to of the organization. Goodorganizational socialization can improve the work efficiency of employees and theirorganizational loyalty. Pre-entry expectations of newcomer is influenced by their ownexperience and the surrounding crowd, which often produce met-expectation for workingreality.The met-expectation to a certain extent, can predict employee turnover behavior.Analysis newcomer’s turnover on the site of pre-entry expectation, is adjusting theirself-cognitive. This progress makes his original expected dynamic change and constantlyadapt to the enterprise reality. Newcomers could successfully make themselves “insider”of the enterprise. Newcomers’ pre-entry expectations influence initiative socializationbehaviors. The influence is a positive or negative? Does psychological capital havemedium action between pre-entry expectation and organization socialization? Thesequeations are needed to be research.
This object of this research is limited to newcomers, researching the relationshipbetween pre-entry expectations and organizational socialization. We also research as well as employees training, understanding organization, establishing interpersonal relationshipnetwork, and prediction on career development. We try to research how newcomers’pre-entry expectations affect their organizational socialization process, and role ofpsychological capital in this process. We propose medium hypothesis of psychologicalcapital, established theory model including pre-entry expectations, psychological capitaland organizational socialization. We verified it through empirical research. Researchingcontents are as follows:
The first part introduced researching background and the theory and practicalsignificance. Then introduce the innovation of the article and the overall logicframework.
The second part study the domestic and foreign related research results, sources ofreferences, researching achievements, and evaluating the previous studies.
The third part is the research design and model assumptions. It introduces the mainresearch method, variables and measurement method. We analyse the relationship ofvariables, and put forward research hypothesis. As a result we can build the model,pre-entry expectations as independent variables, organization socialization as thedependent variable, the introduction of psychological capital as a intervening variable.
The fourth part is designing the questionnaire and small sample tests. Designquestionnaire using the maturity scale, taking the Likert seven. We purificate andimproved the questionnaire item through group discussion and sample test, then finallyform a survey questionnaire.
The fifth part is empirical research of a wide range. We do research using SPSS19.0and AMOS as analysis tools. Measured and validated the model and variables by thereliability test, correlation analysis, exploratory and confirmatory factor analysis andregression analysis, statistical methods, such as on.
The sixth part is research conclusion. Summary of this article research conclusion,analysis the relationship between the variables, explain why the research hypothesis isrejected, proposed the the article deficiency, and puts forward prospect for later studies.The main conclusions of the article are as follow:
（1） Newcomers’ pre-entry expectation has significant positive effect onorganizational socialization;
（2）Newcomers’ psychological capital and has significant positive effect onorganizational socialization
（3）Psychological capital plays a partial mediating role in the organizationsocialization process
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