关系资源视角的新员工组织社会化过程机制研究

With the acceleration of the labor market, more and more employees are experiencing social adjustment process of entry into new workplace. In order to make successfully transition from being organizational outsiders to being insiders , accepted by the organization , and then achieve high quality performance, they usually need to build positive relationships with insiders firstly. Based on Chinese context. This project will study the antecedent variables of insiders relationship building（superiors, colleagues relationship building）, and how relationship building influences newcomers socialization outcomes through information outcomes adequacy . Firstly, this study tries to explore the influences of team atmosphere (team ethical climate, team goal orientation) on newcomer relationship building, focusing on the moderating effect of newcomers' proactive personality and social self-efficacy; Then, to explore the impact of supervisor performance expectations on newcomer relationship building, focusing on moderating effect of power distance orientation and newcomers’ emotional intelligence. Finally, this study will analyze the mediating effect of information outcomes adequacy in the relationship between relationship building and socialization outcomes (organizational identification, task performance, subjective well-being). Through this study, we can not only further improve newcomer socialization theory , but also provide practical strategies and methods for enterprises to intervene newcomers' socialization process.

随着劳动力市场流动的加快，越来越多的员工经历着新入职场的社会化调整过程。为了顺利完成从组织外部人到组织内部人的身份转变，进而被组织接纳，实现高质量工作绩效，他们通常需要首先与组织内部人构建积极的人际关系。本项目立足于中国文化与社会背景，从关系资源视角，研究新员工与内部人关系构建（上级，同事关系构建）的前因变量，以及关系构建如何通过信息内容胜任影响新员工社会化结果的机制。首先，探讨团队氛围（团队伦理氛围，团队目标导向）对新员工关系构建的影响，重点分析新员工积极个性以及社交自我效能的调节效应；然后，探讨上级绩效预期对新员工关系构建的影响，重点分析上级权力距离导向，新员工情绪智力的调节效应；最后，分析新员工信息内容胜任在关系构建到社会化结果（组织认同，任务绩效，主观幸福感）的中介效应。通过本研究，我们不仅能进一步完善新员工组织社会化理论研究，而且能为企业干预员工社会化过程提供切实可行的方法。

新员工进入组织的初始过程, 既是新员工学习新的组织知识，融入组织团队过程，也可能是团队汲取新员工新鲜血液的两者互补和双赢的动态发展过程。本项目从内部人关系资源视角探讨团队氛围，上级绩效预期对新员工关系构建的影响以及社会化结果机制。研究发现组织人际氛围和公平感知正向影响新员工上级和同事关系构建；上级绩效预期积极影响新员工内部关系构建，新员工情绪智力以及权力距离导向在其中起到调节作用；上级领导的真诚行为积极预测新员工对上级人际认同，进而有利于上下级的反馈寻求行为。不同行业合理的组织社会化策略使用对新员工融入组织感和组织认同的社会化结构有积极的作用。本研究的结果不仅是对现有社会化理论的补充，同时也为管理者更好的管理新员工，帮助新员工融入组织，促进双方合作有效性提供了一定的实践依据。