新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應

The Relationships between Organizational Socialization Tactics and Organizational Identification of New-entry Professionals: Moderating Effects of Work Experience and Growth Need Strength

溫金豐(Jin-Feng Uen)

《臺大管理論叢》 15卷2期 (2004/12) Pp. 143-164

https://doi.org/10.6226/NTURM2004.15.2.143

摘要

組織認同在目前快速變化組織環境中的專業人員管理有重要的意涵。本研究的目的探討組織社會化戰術對新進專業人員的組織認同的影響，並引進工作經驗與個人成長需求為干擾變項。研究的結果發現：(1)在不考慮其他干擾因素的情形下，伴隨戰術是影響新進專業人員組織認同的重要因素。(2)在考慮工作經驗的干擾效應時，發現集體的與固定的社會化戰術可能有助於有工作經驗人員的組織認同。(3)在考慮個人成長需求時，則發現偏向正式與序列的社會化戰術有助於高成長需求的人員提升其組織認同，而高成長需求的專業人員在組織認同上普遍會有較佳的表現。

關鍵字

組織認同 ； 組織社會化 ； 專業人員管理 ； 工作經驗 ； 成長需求強度

並列摘要

Organizational identification (OID) has significant implications for managing the professionals in the fast changing organizations. This study focuses on the relationship between socialization tactics and OID of the professionals. Work experience and personal growth need strength (GNS) are included as moderators. Three results are found. (1) Ignoring the moderating effect, the serial tactic has significantly positive effect on the OID; (2) Considering the moderating effect of work experience, collective and fixed tactics are helpful to OID of the professionals with work experience. 3) Formal and sequential tactics have positive impacts on the OID no matter high or low GNS the professionals have, but high GNS professionals have higher OID than the low GNS ones commonly.

並列關鍵字

organizational identification ； organizational socialization ； management of professionals ； work experience ； growth need strength

參考文獻

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