組織社會化策略對新人適應之影響：以正向心理資本為中介變項

Abstract

組織社會化策略在當前快速變動的組織環境中佔有十分重要的意涵，對於新進人員有很重要的影響。故本研究目的在探討組織社會化策略對於新人適應的影響，以及心理資本的中介效果，並將新人適應分為組織、任務兩層面。本研究以現職年資一年以內之新進人員作為研究對象，並採用配對的方式進行問卷調查，新人問卷共回收106份，有效問卷為105份，主管問卷則回收55份。研究結果顯示組織社會化策略與組織承諾、組織認同、離職傾向、工作滿意度皆具有關聯性；組織社會化策略對心理資本具有正向關聯性；心理資本對組織社會化策略與組織承諾、組織認同、工作滿意度具有部分中介效果；心理資本對組織社會化策略與工作績效具有完全中介效果。 本研究結果顯示出組織社會化策略與新人適應息息相關，以及個體心理資本對員工態度與行為的重要性。期以根據研究成果進一步提供學術未來方向及企業實務上可能的思考與執行方向。Organizational socialization strategy plays an important role in rapid changing environment to the newcomer. Therefore, this study was designed to investigate the impact of socialization tactics to newcomer adjustment, and psychological capital as a mediator. The variables of newcomer adjustment was divided into task adjustment and organization adjustment. The participants in this study were newcomers whose seniority are less than one year. This study involved 105 valid samples from newcomers and 55 valid samples from supervisors. A questionnaire was conducted and results indicated that: 1. There is a relationship between organizational socialization tactics, organizational commitment, organizational identification, job satisfaction and turnover intention. 2. Organizational socialization tactics have significant positive effect on psychological capital. 3. Psychological capital partly mediates the association between organizational socialization tactics and organizational commitment, organizational identification, job satisfaction. 4. Psychological capital fully mediates the association between organizational socialization tactics and job performance. The results show that organizational socialization tactics are closely related to newcomer adjustment and the importance of psychological capital to employees’ behavior and attitude. Base on the results, we provide some suggestions for future studies and practices for enterpriser.