The Impact Mechanism Of Job Satisfaction Aroused By Newcomer Training Based On Organizational Socialization

The human resources are the key of the organizational development, in addition the newcomers are the important factor for organizational sustainable development. In a sense it is not only a method of saving human resources investment, but also improving organizational performance if organization can take effective way of training to improve employee of job satisfaction and reduce the cost of ineffective employment advertise and training.Organizational socialization is a hot spot theory in recent years. It is about researching how the new comers adapt organization after they enter into the organization. In the domestic and foreign organization researches about organizational socialization, there are few researches that put the theory into the practice of the newcomer training. Therefore, this paper adopted literature analysis method and questionaires to collect theoretical support and practical data. Based on these analysis of the data, we proposed the correlation between the newcomer training and the content of organizational socialization to measure the impact of the newcomer training to the extent of organizational socialization, followed analysis of the relationship between the content of organizational socialization and employee job satisfaction, finally explored intermediary function of organizational socialization between organizational socialization tactics and the job satisfaction, namely a outcome variable of organizational socialization. We provide 650 questionaires to the employees who have worked within 2 years after graduation from universities (a small part is the specialized middle school)throughout the country, and returned 406 valid questionaires. The main conclusions are follows:First, in the relationships between the newcomer training and the content of organizational socialization, we have found that content tactics were positively correlated with organizational culture, job competency and organizational politics, not the interpersonal relationship. The context tactics were positively correlated with organizational culture and interpersonal relationship, not the job competency and organizational politics, but the context tactics can influence job competency through interpersonal relationship. The social aspects were positively correlated with organizational culture and interpersonal relationship, not the job competency and organizational politics, but the social aspects can influence job competency through interpersonal relationship. Second, in the relationships between the organizational socialization and the job satisfaction, we have found that organizational culture and interpersonal relationship were also positively correlated with job satisfaction, but job competency and organizational politics have not obvious influence to the job satisfaction.Third,in the relationships between the newcomer training and the job satisfaction, we have found that content tactics, context tactics and social aspects that three dimensions of the newcomer training were positively correlated with job satisfaction.Fourth, in the study of intermediary effect about organizational socialization, we have found that organizational socialization contents were partially mediated the relationship between newcomer training and job satisfaction.Based on the theoretical analysis, this paper presented six recommendations: multi-layer training content, unblocked training information channel, Building good training environment, the new staff training rational mode, perfect training feedback mechanism, strengthen education organizational socialization. Finally, current limitations and future research orientation were also discusssed at the end of the dissertation.