高校引进人才资源冲突对组织认同的影响

How Resource Conflict Influences Introduced Talents' Organizational Identification with Universities

基于对全国41所高校452名引进人才的调查结果表明,引进人才面临的资源冲突对其组织认同具有显著的消极影响,职称负向调节其间的关系,而组织工龄正向调节其间的关系。因此,应在承认组织结构多元化的基础上,使冲突合法化,通过一系列的社会化策略来促进引进人才的组织认同。

Based on the investigation of 452 introduced talents in 41 universities all over China, this study reveals that resource conflict has significantly negative relation with their organizational identifi- cation. Compared with talents with low professional title, the negative relationship between resource conflict and organizational identification is stronger for those with high professional title, and the neg- ative relationship becomes weaker for talents with longer tenure rather than those with shorter tenure. Therefore, introduced talents＇ organizational identification should be promoted by legalizing the re- source conflict and adopting various socialization strategies, with the prerequisite that the organization＇s character of pluralism be recognized.