作　　者： ;

机构地区： 暨南大学

出　　处： 《软科学》 2014年第5期48-52,共5页

摘　　要： 以工作嵌入作为中介变量,以210位新员工为调查样本,分析了组织社会化策略对新员工离职意向影响的理论机制。研究显示,工作嵌入与离职意向显著负相关,组织社会化策略显著影响新员工的工作嵌入,但就影响的统计显著性与经济显著性而言,情境策略对匹配和牺牲维度、内容策略对牺牲维度、社会策略对联结维度的影响最为显著;工作嵌入在组织社会化策略对新员工离职意向的影响中发挥部分中介效应。 Based on the sample of 210 new employees, this paper analyses how organizational socialization tactics affect the intention to turnover by using job embeddness as a mediator. The results show that job embeddedness has a negative relation with intention to turnover of new employees significantly, and organizational socialization tactics affect job embeddness sig- nificantly. The relations between context tactic and fit dimension or sacrifice dimension, content tactic and sacrifice dimen- sion, social tactic and linkage dimension are the most economic significantly and statistical significantly. The results also show that job embeddedness has a partial mediating effect on the relation between organizational socialization tactics and in- tention to turnover for new employees.

关 键 词： 组织社会化策略 工作嵌入 离职意向

领　　域： [经济管理] [社会学] [经济管理] [经济管理]