The Research On The Relationships Among Organizational Socialization Tactics, Organizational Socialization Contents And Employee Engagement

In recent years, organizational socialization has become one of the focuses in the research field of human resource management. A successful organizational socialization can be a great help for the staff during the adaption to the organization, as well as an enhancement of organizational identity, organizational commitment and job satisfaction. In addition, it could also help in stabilizing the workforce and reducing the turnover rate.Based on analyzing the research literature of organizational socialization, both domestic and overseas, employee engagement, which is directly related to the enterprise efficiency, is chosen as the outcome variable. On discussing the relationships among organizational socialization tactics, organizational socialization contents and employee engagement, it is intended to assist the corporate leaders in properly utilizing organizational socialization tactics, and through learning on organizational socialization contents, a Win-Win between enterprise and stuff could be reached.The research is carried out through questionnaire survey to collect data which is processed with SPSS 17.0, in descriptive statistical analysis, reliability analysis and validity analysis, variety correlation analysis, and hierarchical regression analysis. The main conclusions are as follows:Firstly, organizational socialization tactics and its three dimensions (context factor, content factor, and social factor) are significantly positively correlated with employee engagement. Context factor and social factor have notable positive influence on employee engagement. On contrary, content factor have hardly this influence.Secondly, organizational socialization contents and its four dimensions (training, understanding, coworker support, and future prospect) are significantly positively correlated with employee engagement. Training, coworker support and future prospect have more positive influences than that of understanding.Thirdly, there is a significant positive correlation among organizational socialization tactics, its three dimensions, organizational socialization contents and its four dimensions. Among those, organizational socialization tactics and training, have a maximum correlation; while context factor have a lower one with coworker support.Fourthly, organizational socialization contents is the mediator variable between organizational socialization tactics and employee engagement. Within them, organizational socialization contents serve as a complete mediator in the relationship between context factor and employee engagement; as a partial mediator between social factor and employee engagement; and as no-mediator between content factor and employee engagement.In the end, proposals are made according to the result of the empirical study, along with the limitations of this research and the problems that need further concerns.