谁对组织社会化的贡献更大——组织社会化作用的优势分析  

Who Make Greater Contribution to Organizational Socialization: Socialization Effect Dominance Analysis

作　　者：胡冬梅[1,2] 陈维政[2] 

机构地区：[1]西华大学人文学院,成都610039 [2]四川大学工商管理学院,成都610064

出　　处：《科学学与科学技术管理》2013年第5期172-180,共9页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目"基于员工对人力资源管理感知的工作场所偏离行为研究"(70972107)

摘　　要：从组织、员工和领导的视角研究了组织社会化策略、员工自我效能感、领导支持风格对组织社会化内容与工作满意度的正向预测作用,并用优势分析检验了这三个变量对组织社会化内容、工作满意度的相对贡献,得出如下结论:(1)组织社会化策略对组织社会化内容的贡献最大达到41.38%,其次是领导支持风格达到30.14%,最后是自我效能感达到28.48%;(2)对工作满意度的贡献中,领导支持风格在已预测方差中的比重相对较大是38.84%,其次是员工自我效能感是34.66%,最后是组织社会化策略是26.50%;(3)组织社会化内容在组织社会化策略与工作满意度之间、自我效能感与工作满意度之间、领导支持风格与工作满意度之间均起到部分中介作用。From the interaction perspective of organization, employees and leadership, the article studies that organizational socialization tactics, self-efficacy and supportive leadership style are significant positively effect, through dominance analysis, the results indicate： （1） Organizational socialization content partially mediates the relationship between organizational socialization tactics and job satisfaction, and mediates the relationship between self-efficacy and job satisfaction, also mediates the relationship between supportive leadership style and job satisfaction. （2） Organizational socialization tactics on organizational socialization content contribution reaches 41.38%, follow by supportive leadership style 30.14%, finally, self-efficacy, the variance of the percentage is 28.48%. （3） The contribu- tion of job satisfaction, supportive leadership style has been predicted variance in the relatively large percentage is 38.84%, follow by the employee self-efficacy, percentage is 34.66%, the last is the organizational socialization tactics 26.50% .

关 键 词：组织社会化策略 自我效能感 领导支持风格 优势分析 

分 类 号：F272.92[经济管理—企业管理]