新员工组织社会化的案例研究

Case Studies on Organizational Socialization of Newcomers

新员工是企业发展的主要动力,员工初入组织时,容易因不适应而产生工作倦怠甚至离职行为,对组织发展有不利影响。组织社会化是帮助新员工适应组织的重要途径,受到了企业在管理实践中的重视。本文分别在金融行业和互联网行业中选取了具有代表性的公司进行案例研究后发现:在中国文化背景下,新员工的社会化可归纳为三个阶段,分别是迷茫期、适应期与接受期;社会化策略的选择应考虑与企业的文化、战略等保持一致;工作内容的掌握被认为是组织社会化最为关键的学习部分;新员工主动寻求信息时,较多采用观察与询问的方式,并且观察行为先于询问行为发生。为更好地实现社会化,企业可以构建包括导师在内的参与者体系,努力创造条件帮助新员工融入组织,最终通过本文案例的讨论,以期对企业开展组织社会化实践有所帮助。

Newcomers are the main power of the development of a corporate. When employees enter a new organization, they will suffer job burnout and even generate the turnover intention if they cannot well integrate into the new environment. This circumstance will lead to an adverse effect on the development of the organization. Organizational socialization is an important way to help newcomers to adapt to the organization, which draws the attention of human resource practice of corporates. In this paper, a few representative companies of finance business and Intemet industry are selected as the research objects. The result shows that there are three stages of the socialization of newcomers that are confusion, adaptation and acceptance under the Chinese cultural background. Besides, this study found that the selection of socialization strategies should be consistent with the enterprise culture and strategy. Moreover, the better learning of work contents is considered as the most critical socialization section. Newcomers always adopt the methods of observation and enquiry to seek information and their observation is ahead of the enquiry. To achieve an advanced socialization, corporates can build up a participation system with mentors in it and create more conditions to help newcomers inegrate into the organization. The last part of this study provides further suggestions for the corporates to carry out organizational socialization practices.