摘要
随着新生代员工逐渐成为职场的主力军,促进新生代员工和组织的相融成为热点和难点问题。本文运用扎根理论,搜集网络对新生代员工的相关评论,提炼出新生代员工的独特心理需求和主动行为增强的特征,及其影响组织社会化的"需求—认知—行为"模型,并运用社会学习理论和期望理论解释了形成该影响过程的深层机制,为加速新生代员工组织社会化提出了针对性的管理建议。
As the millennial generation enters into different workplaces, high turnout and low commitment of the millennial generation employees have been paid attention. How to promote the millennial generation＇ s integration into organization became a hot topic for both academics and practitioners. The management of new staff is actually an organizational socialization process to make newcomers adapt to the new conditions quickly and blend in with the organization. Past research has shown that effective socialization, whose key influencing factors are psychological needs and proactive behavior, is crucial for staying competitive and improving performance. In current research on the millennial generation, the difference between the millennial generation and other generations was found with respect to ability, need and proactive behavior, which is caused by many factors such as history and culture. However, no research probes into how these traits exert their influence on socialization, or suggests how corporation implements socialization tactics for the millennial generation according to their different features. This study applies the grounded theory method to the two aspects and contributes to the research on the millennial generation and organizational socialization.
Since there is no reliable measurement on millennial generation＇ s psychological needs and proactive behavior, the grounded theory method was chose to study its socialization process. Before beginning with a hypothesis, the authors collected internet comments on the millennial generation from Sina micro-biog. The key points were marked with a lists of codes extracted from the 600 effective comments collected. Then, the codes were grouped into similar concepts such that 117 workable concepts and 14 categories were formed from these concepts. Based on these concepts, the authors found that the millennial generation has unique psychological need and proactive behavior, built ＂need-cognition-action＂ model to explain how they impact organization socialization, and applied social learning theory and expectation theory to analyze the underlying mechanism. Results revealed that because of different circumstance, capacity and growing experience, the millennial generation has unique psychological needs, which further influence their organizational expectation; when the millennial generation compares expectation with organizational support, perceived match is formed. Good match is positively related to high degree of socialization, and proactive behavior positively moderates the relationship.
The study on the millennial generation＇ s socialization has important significance in both theory and practice. In theory ,firstly ,these findings provide different and complementary contributions to former literature that the characteristics of the times, new staff＇ s capacity and personality influence formation of their psychological needs. Moreover, these findings enrich the current research on socialization by discovering that perceived match mediates the relation between organizational expectation and organizational socialization. In particular, results show that proactive behavior moderates the effects of perceived match on organizational socialization. In practice, the current results indicate that the millennial generation＇ s socialization outcomes, such as high performance and organizational commitment are associated with their unique psychological need and proactive behavior. On the one hand, manager should take appropriate socialization tactics according to the unique psychological needs. On the other hand, the millennial generation＇ s proactive behavior should be embedded into the organizational socialization tactics.
出处
《经济管理》
CSSCI
北大核心
2013年第4期61-70,共10页
Business and Management Journal ( BMJ )
基金
国家自然科学基金"新生代员工工作价值观
组织社会化策略对工作行为的作用机理--一项多层次研究"(71172203)
国家社会科学青年基金项目"社会契约理论视角下的人力资源管理创新研究"(10CGL009)
关键词
新生代员工
心理需求
主动行为
组织期望
组织社会化
Millennial Generation
psychological need
proactive behavior
organizational expectation
organ-izational socialization
