不只是针对新人:组织社会化,员工适应和经验,以及基于组织的自尊的增长

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Donald G. Gardner, Guo-Hua (Emily) Huang, Jon L. Pierce, Xiongying (Peter) Niu, Cynthia Lee
{"title":"不只是针对新人:组织社会化,员工适应和经验,以及基于组织的自尊的增长","authors":"Donald G. Gardner,&nbsp;Guo-Hua (Emily) Huang,&nbsp;Jon L. Pierce,&nbsp;Xiongying (Peter) Niu,&nbsp;Cynthia Lee","doi":"10.1002/hrdq.21458","DOIUrl":null,"url":null,"abstract":"<p>One of the more important responsibilities for HRD professionals is to help employees fit into the organization. This fitting in, or adjustment, to the organization includes the skills to perform one's job, understanding the relationships of one's role to the broader organization, and feeling accepted by one's peers. Onboarding, or more broadly, organizational socialization, is a proven practice that enhances employee adjustment through learning and development. Prior research reveals favorable relationships between organizational socialization (OS) practices and employee adjustment. Much less is known about which aspects of OS the HRD professional should focus on, why employees are motivated to use the knowledge gained from socialization to improve job performance, or whether relationships discovered in past research on newcomers can or should be generalized to more experienced employees. The current research is based on the multidomain, continuous model of OS. Consistent with that model, we found that effective socialization enhances employee organizational adjustment, which subsequently raises their organization-based self-esteem (OBSE), and that OS has stronger relationships with adjustment for less experienced employees than those with more experienced employees. Our results also reveal that adjustment mediated growth in OBSE that accompanied the ongoing process of OS, and that employees who perceived higher levels of socialization had greater increases in OBSE. We discuss the implications of our results for HRD professionals in designing OS programs, particularly as they relate to the targeted employees, and the framing of the communications.</p>","PeriodicalId":47803,"journal":{"name":"Human Resource Development Quarterly","volume":"33 3","pages":"297-319"},"PeriodicalIF":4.0000,"publicationDate":"2021-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/hrdq.21458","citationCount":"8","resultStr":"{\"title\":\"Not just for newcomers: Organizational socialization, employee adjustment and experience, and growth in organization-based self-esteem\",\"authors\":\"Donald G. Gardner,&nbsp;Guo-Hua (Emily) Huang,&nbsp;Jon L. Pierce,&nbsp;Xiongying (Peter) Niu,&nbsp;Cynthia Lee\",\"doi\":\"10.1002/hrdq.21458\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>One of the more important responsibilities for HRD professionals is to help employees fit into the organization. This fitting in, or adjustment, to the organization includes the skills to perform one's job, understanding the relationships of one's role to the broader organization, and feeling accepted by one's peers. Onboarding, or more broadly, organizational socialization, is a proven practice that enhances employee adjustment through learning and development. Prior research reveals favorable relationships between organizational socialization (OS) practices and employee adjustment. Much less is known about which aspects of OS the HRD professional should focus on, why employees are motivated to use the knowledge gained from socialization to improve job performance, or whether relationships discovered in past research on newcomers can or should be generalized to more experienced employees. The current research is based on the multidomain, continuous model of OS. Consistent with that model, we found that effective socialization enhances employee organizational adjustment, which subsequently raises their organization-based self-esteem (OBSE), and that OS has stronger relationships with adjustment for less experienced employees than those with more experienced employees. Our results also reveal that adjustment mediated growth in OBSE that accompanied the ongoing process of OS, and that employees who perceived higher levels of socialization had greater increases in OBSE. We discuss the implications of our results for HRD professionals in designing OS programs, particularly as they relate to the targeted employees, and the framing of the communications.</p>\",\"PeriodicalId\":47803,\"journal\":{\"name\":\"Human Resource Development Quarterly\",\"volume\":\"33 3\",\"pages\":\"297-319\"},\"PeriodicalIF\":4.0000,\"publicationDate\":\"2021-09-07\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1002/hrdq.21458\",\"citationCount\":\"8\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Development Quarterly\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21458\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Development Quarterly","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/hrdq.21458","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 8

摘要

人力资源开发专业人员更重要的职责之一是帮助员工融入组织。这种对组织的适应或调整包括执行工作的技能,理解个人角色与更广泛组织的关系,以及被同事接受的感觉。入职,或者更广泛地说,组织社会化,是一种经过验证的实践,可以通过学习和发展来增强员工的适应性。已有研究表明,组织社会化实践与员工适应之间存在良好的关系。人力资源开发专业人员应该关注OS的哪些方面,为什么员工会被激励使用从社会化中获得的知识来提高工作绩效,或者在过去对新人的研究中发现的关系是否可以或应该推广到更有经验的员工,这些问题都知之甚少。目前的研究是基于操作系统的多域连续模型。与该模型一致,我们发现有效的社会化促进了员工的组织适应,从而提高了员工的组织自尊(OBSE),并且经验不足的员工的OS与适应的关系比经验丰富的员工更强。我们的研究结果还表明,调整介导了osse的增长,伴随着持续的OS过程,并且感知到较高社会化水平的员工的OBSE增长更大。我们讨论了我们的结果对人力资源开发专业人员设计操作系统程序的影响,特别是当它们与目标员工和沟通框架相关时。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Not just for newcomers: Organizational socialization, employee adjustment and experience, and growth in organization-based self-esteem

One of the more important responsibilities for HRD professionals is to help employees fit into the organization. This fitting in, or adjustment, to the organization includes the skills to perform one's job, understanding the relationships of one's role to the broader organization, and feeling accepted by one's peers. Onboarding, or more broadly, organizational socialization, is a proven practice that enhances employee adjustment through learning and development. Prior research reveals favorable relationships between organizational socialization (OS) practices and employee adjustment. Much less is known about which aspects of OS the HRD professional should focus on, why employees are motivated to use the knowledge gained from socialization to improve job performance, or whether relationships discovered in past research on newcomers can or should be generalized to more experienced employees. The current research is based on the multidomain, continuous model of OS. Consistent with that model, we found that effective socialization enhances employee organizational adjustment, which subsequently raises their organization-based self-esteem (OBSE), and that OS has stronger relationships with adjustment for less experienced employees than those with more experienced employees. Our results also reveal that adjustment mediated growth in OBSE that accompanied the ongoing process of OS, and that employees who perceived higher levels of socialization had greater increases in OBSE. We discuss the implications of our results for HRD professionals in designing OS programs, particularly as they relate to the targeted employees, and the framing of the communications.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信