摘要
工作期望是影响新员工组织社会化的重要心理变量。以往相关研究主要集中在期望落差领域,但是期望落差假设的有效性至今仍存在分歧。本研究基于组织社会化理论,采用纵向问卷调查方法,研究了社会化早期(即新员工组织进入后三个月)新员工工作期望与近端适应结果(即角色清晰、任务掌握、组织理解和社会整合)的关系,重点探讨了领导—部属交换(LMX)对期望落差作用的调节效应,以期回答期望落差假设成立条件的问题。结果表明:①在同时考虑期望和经历的情况下,仅新员工实际工作经历与适应结果正相关,期望落差对适应的影响不显著。②LMX调节期望落差与适应的关系——当LMX关系质量低时,期望未实现对适应有破坏作用,与期望落差假设一致;而高质量的LMX会抵消期望未实现对适应的破坏作用。③不同维度LMX的调节作用模式存在差异——"贡献"维度调节工作责任期望落差与角色清晰的关系,"尊敬"和"情感"维度调节工作回报期望落差与组织理解的关系。
Newcomers＇ job expectations were among the important psychological variables influencing newcomer socializations. Previ- ous relevant research primarily focused on Met-Expectations. Most of them explored the effect of met-expectations on newcomers＇ adapta tion while rarely explored the conditions and mechanism of that. In recent years, Leader-Member Exchange （LMX） as a moderator of socialization process attracted much attention., but the following shortcomings existed： Firstly, met-expectations were manipulated by difference scores, which would cause the facial correlations with outcomes; Second, socialization outcomes were limited to distal outcomes such as job satisfaction, organizational commitment, which could be impacted by other factors besides socializations; Lastly, the single dimension scale of LMX impeded understanding of the moderating ef- fect, although might simplify our analysis. The present research stud- ied LMX as a moderator of the relationships between newcomers＇ job expectations and proximal socialization outcomes and answered the questions of＂when＂ met-expectations had impacts on newcomers＇ so cializations. Recruiting 470 newcomers from 9 firms as respondents, this research adopted longitudinal research design and collected data on newcomers＇ job expectations on organizational entry and data on newcomers＇ proximal socialization outcomes and LMX 3 months later. The finding of hierarchical regression analysis showed that： （1）Considering expectations and corresponding experience simultaneously, only did newcomers＇ job experience relate adjustment positively, which did not support Met-Expectations Hypotheses; （2）LMX moderated the re- lations between job expectations and adjustment--when the quality of LMX was low, consistent with Met-Expectations Hypotheses, unmet expectations impacted adjustment negatively, while high quality LMX could ameliorate the negative impact of unmet expectations on adjustmeat; （3）There were dimensional differences among the moderations of LMX, which supported the opinion of LMX＇s multiple dimensional measurement. Theoretical and practical implications of this research were discussed. Future research may collect data from both leaders and employees and pay attention to the dynamics of LMX, in order to promote our understanding of the relationships between newcomers＇ job expectations and socializations.
出处
《南开管理评论》
CSSCI
北大核心
2011年第2期52-60,共9页
Nankai Business Review
基金
高校基本科研业务费专项资金项目(NKZXB10157)资助
关键词
新员工
工作期望
组织社会化
领导—部属交换
Newcomer
Job Expectations
Organizational Socializa-tions
Leader-Member Exchange （LMX）
