员工社会化、组织认同与组织公民行为——基于中国科技制造企业的实证研究

Organizational Socialization,Organizational Identification and Organizational Citizenship Behavior:An Empirical Research of Chinese High-tech Manufacturing Enterprises

组织社会化的策略、内容及其对员工态度和行为影响的研究已经比较丰富,但在结果变量上对组织公民行为的分析和实证研究都很不足。本文选取了组织社会化中的历史、语言、价值观和目标社会化三项内容,考察它们对组织公民行为的影响及其机制,尤其是组织认同在其中的中介作用。层级回归、结构方程建模分析的结果表明,历史、语言、价值观和目标社会化正向影响组织公民行为,组织认同在语言、价值观和目标社会化与组织公民行为的关系中起完全中介作用,在历史社会化与组织公民行为的关系中起部分中介作用。

Research on organizational socialization tactics, content and its influence on employees＇ attitudes and behaviors are in a wide variety and fruitful. However, in the existing research there is little theoretical analysis and empirical study on the relationship between organizational socialization and organizational citizenship behavior （OCB）. In this study, we focus on three types of organizational socialization： organizational history, organizational language, organizational values ＆ goals socialization, and analyze their influence on OCB and the underlying mechanisms, especially the mediated role of organizational identification. Firstly, we review the literature regarding the relationships between the three types of organizational socialization, OCB and organizational identification. Secondly, based on the literature, we use organizational identity theory to develop a theoretical model linking organizational socialization, organizational identification and OCB, and then propose a series of research hypotheses. Thirdly, drawing on samples of 7 high-tech manufacturing enterprises from Chongqing in China, we employ a series of measurement and statistical analysis to test our hypotheses. The results from hierarchical regression and structural equation model indicate that organizational history, organizational language, organizational values ＆ goals socialization are positively related to OCB and organizational identification. Furthermore, organizational identification mediates the relationship between organizational language, organizational values ＆ goals socialization and OCB, and organizational identification partially mediates the relationship between organizational history socialization and OCB. This study not only enriches and expands the research on organizational socialization and OCB, but also has important practical inspiration. This paper reveals that organizations need to apply multiple approaches to improve members＇ identification in many aspects （organizational history, organizational language, and organizational values ＆ goals etc） in the process of organizational socialization. Only in this way can socialization be truly realized. In the meanwhile, organizations should also note that the organization＇s history （especially the previous incentive measures） will drop hints on the staff, thus affecting their behavior in organizations directly. In sum, organizations should identify the different mechanism in the relationship between organizational socialization and OCB in the practices of management.