新進人員調適策略對工作團隊整合、工作滿意與組織承諾之影響—組織社會化戰術觀點

A Study on The Influence of Newcomer Adjustment Strategy on Team Integration, Work Satisfaction and Organization Commitment : Organizational Socialization Tactics Perspective

郭奇靈(Chi-Ling Kuo)

指導教授 ： 梁世安

共同指導教授 ： 徐純慧

國立臺北大學/商學院/企業管理學系/碩士(2009年)

摘要

近年來企業極重視人才的價值，以求培育長久永續經營之實力。也因此在選才方面煞費苦心。然而，根據1111人力銀行的調查，至2008年11月止，在仍保有正職工作的新鮮人中，42.89%有年後轉職之計畫。若進一步分析其離職原因，其中又以「工作內容不如預期」(31.44%)占最大比例。在現今求才若渴的環境中，組織除積極尋找適合的高素質人力之外，更需要協助新進人員順利適應組織文化，展現才能，以達留任優秀人力，提昇組織整體戰力的目標。新進人員的調適過程，可視為一「社會化」(socialization)的過程，其目的在提高新進人員的「適應性」以促進「工作團隊整合」，進而提昇新進人員「工作滿意」與「組織承諾」。故組織「社會化戰術」在新進人員調適策略中扮演了重要的角色。過往有關組織「社會化戰術」的研究，諸多均有將六種戰術「類型」 (type)視為「因素」(factor)處理之謬誤。本研究乃由組織「社會化戰術」的三構念觀點—「脈絡」(context)、「內容」(content)、「社會面向」(social aspects)出發，以此三構念觀點建構模型，探討組織「社會化戰術」對新進人員「適應性」—「角色澄清」(role clarity)、「工作熟悉」(task mastery)及「工作團隊整合」(work group integration)的影響，並探討此「適應性」對「工作滿意」(job satisfaction)和「組織承諾」(organizational commitment)的影響。本研究選擇台灣高科技產業中的半導體與通訊產業新進人員為研究對象，進行問卷調查，並以結構方程模式(structural equation model)確證本研究所提出之概念模型。研究結果發現，組織「社會化戰術」對新進人員之「角色澄清」、「工作團隊整合」有正向影響；「角色澄清」對「工作熟悉」有正向影響；「工作熟悉」對「工作團隊整合」有正向影響；「工作團隊整合」對「工作滿意」、「組織承諾」有正向影響；「工作滿意」對「組織承諾」有正向影響。本研究認為，企業在新進人員「社會化」過程中，若能有效運用組織「社會化戰術」做為新進人員訓練策略之參考，當有助於新進人員之「工作團隊整合」，並有效提昇其「工作滿意」與「組織承諾」。

關鍵字

組織社會化戰術、工作團隊整合、工作滿意、組織承諾

並列摘要

For business continuity, enterprises think highly of the value of human resource in recent years. For this reason, enterprises care about recruiting more attentively than ever. According to the investigation taking at the end of November 2008 from the 1111 human resource service website, about 43% of the newcomers with a full time formal job have a job transferring plan after the Chinese New Year. Further analyzing the reasons of leaving, “working content’s contrary to expectation” with 31.44% is the biggest portion,obviously, that adaptive process has been influencing adjustment of newcomers greatly. In the years of high demand for talents, the requirement of enterprises is not only recruiting valuable professionals, helping them to adjust to the culture of organization,and to bring their skill into full play; but also promoting the total achievement of organization by retaining these newcomers. “Organization socialization tactic” plays an important role in newcomer adjustment strategy, because the adjustment process refers to the process of socialization by which organization enhances the social acceptation of newcomers objective to improve team integration; moreover, to heighten work satisfaction and organization commitment. Instead of regarding the six tacticals as factors like previous literature, this research focuses on the three major constructs of “organization socialization tactic” - content, context and social aspects. For probing into the adjustment influence upon job satisfaction and organizational commitment, this research studies on the influence of “organization socialization tactic” to newcomer adjustment – “role clarity”, “task mastery” and “work group integration” then construct the model with the second-order factor view. This survey takes the new employees both in semiconductor and network communication industry of Taiwan as object, which is the major working population. The second-order factor model and path model are validated by using the Structural Equation Modeling. We discover: the organization socialization tacticl positively effects upon role clarity and team integration; role clarity positively effects upon task mastery and team integration ; team integration positively effects upon work satisfaction and organization commitment. In the socialization process of newcomers, the enterprises will get the benefits if the proposing organization socialization tactic is applied as a reference in the newcomer training strategy. This will help the team integration with newcomers and promote work satisfaction organization commitment effectively.

並列關鍵字

organization socialization tactic, work group integration, work satisfaction, organization commitment.

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