組織社會化策略與個人組織適配之關聯性研究：以員工需求為調節變項

Abstract

近年來，在組織社會化策略相關研究中逐漸重視員工個別差異的影響，然而員工需求此一個別差異因素並未被過去研究仔細探討，因此本研究旨在探討組織社會化策略與個人組織適配之關聯性，以及員工需求（包含成就需求、親和需求、自主需求、權力需求）的調節效果。研究採橫斷研究設計，並使用網路問卷形式的自陳式量表，共回收了202份問卷，其填答者為台灣地區的全職新進員工，平均年資為15個月。研究結果顯示，組織社會化策略與個人組織適配有正向的關聯性，並且成就需求及親和需求會強化兩者的正向關係，而這些需求代表了與員工工作行為有關的動機需求。研究結果支持了高制度化社會化策略的重要性，以及員工個別差異的重要性，並根據結果提出相關的實務意涵。On the field of organizational socialization tactics, the focus of employee individual differences has been discussed a lot these years, yet employee manifest needs, which also an important one, are not been discussed well. Therefore, the current study examined the linkage between organizational socialization tactics and person-organization (P-O) fit and examined the moderating influence of employee manifest needs, including need for achievement, need for affiliation, need for autonomy and need for dominance. Using cross-sectional design and a web-based self-reported questionnaire, the participants were given to a website and finished the questionnaire. Results from a sample of 202 full time employees (mean tenure were 15 months) in Taiwan revealed a positive relationship between organizational socialization tactics and P-O fit. However, the association between firm’s socialization tactics and P-O fit was facilitated by need for achievement and need for affiliation that employee’s motivational needs or drives on their work-related behaviors. The results support the importance of an institutionalized socialization tactic and the importance of individual difference and the application for practice are discussed below.