摘要
本文考察了人-组织价值观匹配(团队、活力、市场、规范价值观)对新员工早期组织适应的影响机制,并论证组织吸引力在这一作用机制中的中介效应。运用多项式回归与响应面分析等方法,对职前期和适应期两个不同阶段所收集的331份新员工样本进行分析,发现以下结果:(1)人-组织价值观匹配影响组织吸引力:对于团队/活力价值观,当组织价值观超过个人价值观时,组织对员工的吸引力更强;对于市场价值观,当个人价值观与组织价值观完全匹配时,员工的组织吸引力更强;对于规范价值观而言,人-组织价值观匹配与组织吸引力的影响关系不显著。(2)组织吸引力在团队价值观匹配、活力价值观匹配、市场价值观匹配与早期组织适应的关系间的中介作用,然而在规范价值观与早期组织适应的关系间未起到中介作用。衣文的研究结果为如何提升新员工的组织适应提供了一定启发。
This study examined the influencing mechanism of P-0 Fit on newcomers' adjustment from the interactionist perspective between employees and organization, and the mediating effect of organizational attraction. Based on the integrated use of quadratic polynomial regression with response surface analysis and hierarchical regression analysis, this study verified six theoretical assumptions through 331 effective samples which were collected at two different stages of prearrival stage and adjustment stage. The result showed: P-O Fit for clan value was positively related to organizational attraction, P-0 Fit for adhocracy value was positively related to organizational attraction, the relationship P-0 Fit for market value and organizational attraction was verified, and the relationship between P-0 Fit for hierarchy value and organizational attraction was not verified;The relationship between P-0 Fit for clan/adhocracy/market value and early newcomers' adjustment was mediated by organizational attraction.
作者
于维娜
王占浩
张旭
Yu Weina;Wang Zhanhao;Zhang Xu(School of Business, Shandong Normal University, Jinan 250100;School of Management, Xian Jiaotong University, Xian 710049)
出处
《中国人力资源开发》
CSSCI
北大核心
2019年第5期45-59,128,共16页
Human Resources Development of China
基金
国家自然科学基金(71802118
71702144)
山东省自然科学基金(ZR2018QG005)
教育部人文社会科学研究青年基金(16YJC630084)
山东省博士后创新人才支持计划的阶段性成果
关键词
人-组织价值观匹配
早期组织适应
组织吸引力
二次响应面分析
Person-Organization Fit
Organizational Attraction
Early Newcomers' Adjustment to Organization
Quadratic Polynomial Regression with Response Surface Analysis
