The Study On The Content Structure Of Employees' Organizational Socialization And Its Relationship With Other Factors

Recent years, the research of organizational socialization has become one of the critical issues in the fields of organizational behavior and human resource management. Organizational socialization is generally defined as a learning process by which, in order to adapt the organizational values, organizational goals and norms, an employee learns how to adjust his attitudes and behaviors.The purposes of this dissertation were to investigate the contents of organizational socialization of the enterprise employee, as well as to study the antecedents and consequences of organizational socialization content. For these purposes, some standard research methods, such as literature review, interview and survey were used in the research. In addition, exploratory factor analysis, confirmatory factor analysis, structural equation modeling, canonical correlation analysis and hierarchical regression analysis were also applied for data analysis. More than 1200 employees in 35 different kinds of Chinese companies which were from 14 cities in China were surveyed. The main conclusions are as the following:First, the content of organizational socialization consisted of four factors for Chinese employees, which included organizational culture, job competency, interpersonal relationship and organizational politics. The reliability and validity of organizational socialization content questionnaire were highly enough.Second, discussion about the relationship between the antecedents, such as proactive personality, internal/external locus of control, collective/individual tactics, fixed/variable tactics, serial/disjunctive tactics, and the contents of organizational socialization by canonical correlation analysis, we found that the proactive personality and collective/individual tactics mainly influenced organizational culture, job competency and interpersonal relationship.Third, discussion about the relationship between the contents of organizational socialization and their consequences by structural equation modeling, such as job performance, job satisfaction, organizational identification and turnout intention. It was discovered that organizational culture was positively correlated with the employee organizational identification; job competency was positively correlated their job performance; interpersonal relationship was positively correlated their job performance and job satisfaction; organizational politics was negatively correlated with their organizational identification and positively correlated with their turnout intention.