基于组织社会化理论的JH公司新员工引导研究
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摘要
在竞争日趋激烈的社会发展环境下,企业间的竞争就是人才的竞争。企业的发展依靠的是高素质、高满意、高忠诚的员工队伍。但是,从众多企业的人力资源管理实际情况来看,新员工流失率却往往比较高,这种频繁的人力变动,给企业造成的损失不仅仅是金钱与时间,更重要的是流失了具有发展潜力的优秀人才。再者,新员工入职初期难以达到绩效标准要求也影响了企业的竞争优势。因此,企业开展有效的新员工引导可以帮助新员工迅速地适应企业,提高新员工对企业的认同,为企业累积丰富的人力资源。新员工引导是组织社会化的一种具体体现形式,新员工引导是组织为协助新员工明确自身的组织角色、适应组织环境和文化而设计安排的管理活动。
本论文首先从组织社会化的理论综述入手,对新员工引导进行内涵的界定；其次,结合组织社会化理论对新员工引导进行模型构建；最后,以JH公司为研究对象,分析该公司新员工引导中存在的问题,设计、实施和评价该公司的新员工引导策略。本论文的创新之处在于运用组织社会化理论来分析新员工引导,构建新员工引导模型,并提出新员工引导的原则与策略。通过对JH公司新员工引导的研究,希望能为其它企业的新员工引导和人力资源管理带来一定的借鉴意义。
In an increasingly competitive environment for social development, the competition among enterprises is the competition of talent. The development of enterprises rely on the staff which with high-quality, high satisfaction and high loyalty. However, through the actual conditions of many enterprises'human resource management, the new employees are often relatively high turnover rate, these frequent human changes to the enterprise cause the loss of more than money and time, the more important is the loss of potential talents.Furthermore, the new staff recruited initially difficult to meet performance standards also affect the enterprise's competitive advantage. Therefore, the enterprises make effective new employee orientation can help them quickly adapt to enterprises, increase the recognition of new employees to the company, accumulate a wealth of human resources for the enterprise. New employee orientation is a concrete expression form for the organization socialization; it is a series of management activities designed by the organization to help new employees clear their own organizational roles, to meet the organizational environment and culture.
In this paper, starting with the theory of organizational socialization overview, defines the connotation of new employee orientation; second, combined with the theory of organizational socialization to construct the model of new employee orientation; Finally, JH company is regarded as a research object, analysis its problems of new employee orientation, design, implementation and evaluation the policy of the company's new employee orientation. The innovation of this paper is the use of theory organizational socialization to analyze new employee orientation, build the model of new employee orientation, and to propose principles and strategies of new employee orientation. Through the.research of JH's new employee orientation, we hope that can bring a certain reference significance for other enterprises' new employee orientation and human resource management.
本论文首先从组织社会化的理论综述入手,对新员工引导进行内涵的界定；其次,结合组织社会化理论对新员工引导进行模型构建；最后,以JH公司为研究对象,分析该公司新员工引导中存在的问题,设计、实施和评价该公司的新员工引导策略。本论文的创新之处在于运用组织社会化理论来分析新员工引导,构建新员工引导模型,并提出新员工引导的原则与策略。通过对JH公司新员工引导的研究,希望能为其它企业的新员工引导和人力资源管理带来一定的借鉴意义。
In an increasingly competitive environment for social development, the competition among enterprises is the competition of talent. The development of enterprises rely on the staff which with high-quality, high satisfaction and high loyalty. However, through the actual conditions of many enterprises'human resource management, the new employees are often relatively high turnover rate, these frequent human changes to the enterprise cause the loss of more than money and time, the more important is the loss of potential talents.Furthermore, the new staff recruited initially difficult to meet performance standards also affect the enterprise's competitive advantage. Therefore, the enterprises make effective new employee orientation can help them quickly adapt to enterprises, increase the recognition of new employees to the company, accumulate a wealth of human resources for the enterprise. New employee orientation is a concrete expression form for the organization socialization; it is a series of management activities designed by the organization to help new employees clear their own organizational roles, to meet the organizational environment and culture.
In this paper, starting with the theory of organizational socialization overview, defines the connotation of new employee orientation; second, combined with the theory of organizational socialization to construct the model of new employee orientation; Finally, JH company is regarded as a research object, analysis its problems of new employee orientation, design, implementation and evaluation the policy of the company's new employee orientation. The innovation of this paper is the use of theory organizational socialization to analyze new employee orientation, build the model of new employee orientation, and to propose principles and strategies of new employee orientation. Through the.research of JH's new employee orientation, we hope that can bring a certain reference significance for other enterprises' new employee orientation and human resource management.
引文
[1]Andrea E.C. Griffin, Adrienne Colella, Srikanth Goparaju. Newcomer and organizational socialization tactics:an interactionist perspective [J].Human Resource Management Review,2000,10(4):453-474
[2]Alan M, Saks, Blake E. Ashforth. Socialization tactics and newcomer information acquisition[J].International Journal of Selection and Assessment,1997,5(1):48-61
[3]Elwood F. Holton Ⅲ. New employee development tactics:perceived availability, helpfulness, and relationship with job attitudes [J]. Journal of Business and Psychology,2001.16(1):73-85
[4]Ashforth,B.E.,Saksy,A.M.&Lee,R.T.,Socialization and newcomer adjustment:The role of organizational context,Human Relations,1998,51,897-926
[5]Chao G.T.,O'Leary-Kelly A.M.,Wolf S.,Klein H.J.,et al.,Organizational socialization:Its content and consequences,Journal of Applied Psychology,1994,79,730-743
[6]SCHEIN E H.Organizational socialization and the profession of msn-agement[J].Industrial Management Review,1968,9:1-16.
[7]VANMAANEN, SCHEIN EH. Toward a theory of organizational socialization[J].Research in Organizational Behavior,1979,1:209-264.
[8]Fisher,C.D.,Organizational socialization:An integrative review,Research in Personnel and Human Resource Management,1986,4,101-745
[9]Jones,G.R.,Socialization tactics,self-efficacy,and newcomers'adjustments to organizations Academy of Management Journal,1986,29,262-279
[10]陈维政,胡豪,员工—组织匹配中的组织社会化,西南民族大学学报(人文社科版),2003,24(9),11-15
[11]黑尔里格尔,D. (Hellriegel,Don),斯洛克姆,J.W. (Slocum, John W.),伍德曼,R. W. (Woodman, Richard W.),组织行为学,(岳进,王志伟),北京,中国社会科学出版社,2001,546
[12]李原,郭德俊,组织中的心理契约,首都师范大学学报(社会科学版),2002,(1),108-114
[13]刘小平,新员工组织社会化策略分析,继续教育,2003,24-25
[14]鲁森斯,F. (Luthans, Fred),组织行为学,(王垒),北京,人民邮电出版社,2003
[15]罗宾斯,S.P. (Robbins, Stephen P.),组织行为学,(孙建敏,李原),北京,中国人民大学出版社,Prentice Hall出版公司,1997,523
[16]钱颖,企业员工组织社会化因素结构及其与行为绩效关系的探讨[D].暨南大学,2004
[17]谭亚莉.企业新进员工工作适应的发展研究[D].华中科技大学,2005
[18]王明辉.企业员工组织社会化内容结构及其相关研究[D].暨南大学,2006
[19]王庆燕.组织社会化过程中的新员工信息寻找行为实证分析。管理科学,2007,20(2)：54-61
[20]王明辉,凌文辁.员工组织社会化研究的概况.心理科学进展,2006.14(5)：722-728
[21]董珊.新员工的组织社会化：质的研究[D].华中师范大学,2008
[22]王雁飞,朱瑜.组织社会化理论及其研究评介[J].外国经济与管理2006(5)：31-38
[23]王友平.职业生涯早期阶段的管理[J].技术经济,2005,(2)：8-10
[24]温金丰.新进管理硕士的组织调适：组织社会化实务、工作经验及成长需求强度的效应[J].人力资源管理学报,2001,1(2)：39-56
[25]温金丰.新进专业人员的组织社会化战术与组织认同之关系：工作经验与成长需求强度的干扰效应[J].台大管理论丛,2005,15(2)：143-164
[26]杨泉.企业如何开展新员工的引导活动[J].人才资源开发,2005(1)：68-69
[27]李强,姚琦,乐国安.新员工组织社会化与入职期望研究.南开管理评论,2006,9(3)：38-43
[28]马前进.做好企业新员工入职管理[J].航天工业管理,2005(8)：37-39
[29]刘玲,杨杰.新员工引导的内涵与策略解析[J].科技与管理2008(5)：108-110
[30]韩雪.基于企业创新的顾客忠诚研究[D].黑龙江大学,2008
[31]费孝通.社会学概论[M].天津人民出版社.1984
[32]加里·德斯勒.人力资源管理[M].中国人民大学出版社.2007
[33]斯蒂芬·P·罗宾斯.组织行为学[M].中国人民大学出版社.2005
[34]程延园.员工关系管理[M].复旦大学出版社.2004
[35]徐芳.培训与开发理论及技术[M].复旦大学出版社.2005
[36]雷蒙德·A·诺伊.雇员培训与开发[M].中国人民大学出版社.2001
[37]赵曙明.人力资源战略与规划[M].中国人民大学出版社.2002
[38]秦志华.人力资源管理[M].中国人民大学出版社.2000
[39]于桂兰,魏海燕.人力资源管理[M].清华大学出版社.2004
[40]石伟.文化管理[M].复旦大学出版社.2004
[41]石伟.组织文化[M].复旦大学出版社.2004
[41]王明辉,凌文辁.组织社会化理论及其对人力资源管理的启示[J].科技管理研究2008(5)：172-173
[43]魏洁文.组织社会化理论研究综述[J].商业时代,2008(5)：44-50
[44],张红霞,郭爱英,宋长生.基于组织社会化的新员工三层级培训模型[J].合作经济与科技,2008(9)：66-67
[45]赵国祥,王明辉,凌文辁.企业员工组织社会化内容的结构维度[J].心理学报,2007(6)：1102-1110
[46]许科,王明辉,刘永芳.员工组织社会化程度对其行为绩效的影响[J].心理学科‘学,2008(3)：584-587
[47]杨莉莉.组织社会化对工作满意度及组织承诺的影响[D].首都师范大学,2006
[48]凌文辁,张治灿,方俐洛.中国职工组织承诺的结构模型研究[J].管理科学学报,2000(2)：77-81。
[49]曾晖,韩经纶.提高员工敬业度[J].企业管理,2005(5)：99-101
[50]刘小平,王重鸣.组织承诺及其形成过程研究[J].南开管理评论,2001(6)：58-62
[51]郭玉锦.组织承诺及其中的文化思考[J].哈尔滨工业大学学报,2001(2)：51-5
[2]Alan M, Saks, Blake E. Ashforth. Socialization tactics and newcomer information acquisition[J].International Journal of Selection and Assessment,1997,5(1):48-61
[3]Elwood F. Holton Ⅲ. New employee development tactics:perceived availability, helpfulness, and relationship with job attitudes [J]. Journal of Business and Psychology,2001.16(1):73-85
[4]Ashforth,B.E.,Saksy,A.M.&Lee,R.T.,Socialization and newcomer adjustment:The role of organizational context,Human Relations,1998,51,897-926
[5]Chao G.T.,O'Leary-Kelly A.M.,Wolf S.,Klein H.J.,et al.,Organizational socialization:Its content and consequences,Journal of Applied Psychology,1994,79,730-743
[6]SCHEIN E H.Organizational socialization and the profession of msn-agement[J].Industrial Management Review,1968,9:1-16.
[7]VANMAANEN, SCHEIN EH. Toward a theory of organizational socialization[J].Research in Organizational Behavior,1979,1:209-264.
[8]Fisher,C.D.,Organizational socialization:An integrative review,Research in Personnel and Human Resource Management,1986,4,101-745
[9]Jones,G.R.,Socialization tactics,self-efficacy,and newcomers'adjustments to organizations Academy of Management Journal,1986,29,262-279
[10]陈维政,胡豪,员工—组织匹配中的组织社会化,西南民族大学学报(人文社科版),2003,24(9),11-15
[11]黑尔里格尔,D. (Hellriegel,Don),斯洛克姆,J.W. (Slocum, John W.),伍德曼,R. W. (Woodman, Richard W.),组织行为学,(岳进,王志伟),北京,中国社会科学出版社,2001,546
[12]李原,郭德俊,组织中的心理契约,首都师范大学学报(社会科学版),2002,(1),108-114
[13]刘小平,新员工组织社会化策略分析,继续教育,2003,24-25
[14]鲁森斯,F. (Luthans, Fred),组织行为学,(王垒),北京,人民邮电出版社,2003
[15]罗宾斯,S.P. (Robbins, Stephen P.),组织行为学,(孙建敏,李原),北京,中国人民大学出版社,Prentice Hall出版公司,1997,523
[16]钱颖,企业员工组织社会化因素结构及其与行为绩效关系的探讨[D].暨南大学,2004
[17]谭亚莉.企业新进员工工作适应的发展研究[D].华中科技大学,2005
[18]王明辉.企业员工组织社会化内容结构及其相关研究[D].暨南大学,2006
[19]王庆燕.组织社会化过程中的新员工信息寻找行为实证分析。管理科学,2007,20(2)：54-61
[20]王明辉,凌文辁.员工组织社会化研究的概况.心理科学进展,2006.14(5)：722-728
[21]董珊.新员工的组织社会化：质的研究[D].华中师范大学,2008
[22]王雁飞,朱瑜.组织社会化理论及其研究评介[J].外国经济与管理2006(5)：31-38
[23]王友平.职业生涯早期阶段的管理[J].技术经济,2005,(2)：8-10
[24]温金丰.新进管理硕士的组织调适：组织社会化实务、工作经验及成长需求强度的效应[J].人力资源管理学报,2001,1(2)：39-56
[25]温金丰.新进专业人员的组织社会化战术与组织认同之关系：工作经验与成长需求强度的干扰效应[J].台大管理论丛,2005,15(2)：143-164
[26]杨泉.企业如何开展新员工的引导活动[J].人才资源开发,2005(1)：68-69
[27]李强,姚琦,乐国安.新员工组织社会化与入职期望研究.南开管理评论,2006,9(3)：38-43
[28]马前进.做好企业新员工入职管理[J].航天工业管理,2005(8)：37-39
[29]刘玲,杨杰.新员工引导的内涵与策略解析[J].科技与管理2008(5)：108-110
[30]韩雪.基于企业创新的顾客忠诚研究[D].黑龙江大学,2008
[31]费孝通.社会学概论[M].天津人民出版社.1984
[32]加里·德斯勒.人力资源管理[M].中国人民大学出版社.2007
[33]斯蒂芬·P·罗宾斯.组织行为学[M].中国人民大学出版社.2005
[34]程延园.员工关系管理[M].复旦大学出版社.2004
[35]徐芳.培训与开发理论及技术[M].复旦大学出版社.2005
[36]雷蒙德·A·诺伊.雇员培训与开发[M].中国人民大学出版社.2001
[37]赵曙明.人力资源战略与规划[M].中国人民大学出版社.2002
[38]秦志华.人力资源管理[M].中国人民大学出版社.2000
[39]于桂兰,魏海燕.人力资源管理[M].清华大学出版社.2004
[40]石伟.文化管理[M].复旦大学出版社.2004
[41]石伟.组织文化[M].复旦大学出版社.2004
[41]王明辉,凌文辁.组织社会化理论及其对人力资源管理的启示[J].科技管理研究2008(5)：172-173
[43]魏洁文.组织社会化理论研究综述[J].商业时代,2008(5)：44-50
[44],张红霞,郭爱英,宋长生.基于组织社会化的新员工三层级培训模型[J].合作经济与科技,2008(9)：66-67
[45]赵国祥,王明辉,凌文辁.企业员工组织社会化内容的结构维度[J].心理学报,2007(6)：1102-1110
[46]许科,王明辉,刘永芳.员工组织社会化程度对其行为绩效的影响[J].心理学科‘学,2008(3)：584-587
[47]杨莉莉.组织社会化对工作满意度及组织承诺的影响[D].首都师范大学,2006
[48]凌文辁,张治灿,方俐洛.中国职工组织承诺的结构模型研究[J].管理科学学报,2000(2)：77-81。
[49]曾晖,韩经纶.提高员工敬业度[J].企业管理,2005(5)：99-101
[50]刘小平,王重鸣.组织承诺及其形成过程研究[J].南开管理评论,2001(6)：58-62
[51]郭玉锦.组织承诺及其中的文化思考[J].哈尔滨工业大学学报,2001(2)：51-5