The Research On The Relationship Among Organizational Socialization, Organizational Identification And Innovation Behavior

As the development of economic globalization and high-tech, the world has entered the new age of knowledge-based economy. In this age, the competition was not between countries or corporations as between capable persons and the abilities of innovation.How to win the intense competition and keep the center competitive advantages through human resources is a key problem which related to the existence and development of corporation. But the development of employee's potential talent and the performance are related to the agreement of corporation values, the necessary skills of work, the reception of corporation's rules and regulations and the good cooperative relationships between colleagues. This vital function of human resources management is called "organizational socialization"The research on organizational socialization was started in 1968, as Schein lead this concept into management area, many researchers studied this concept from a number of angles. But the Chinese researchers just started the research on organizational socialization, especially the research on how the organizational socialization affect the employee's innovative behavior is still weak, not to mentioned the empirical research.This study put forward theoretical model of the organizational socialization, organizational identification and employee's innovative behaviors through the research on literature.According to the empirical research on the relationship among organizational socialization, organizational identification and employee's innovative behaviors of corporations in Guang Dong, we come to the following conclusion:1,Compared to the former researchers, the Chinese researcher divided the organizational socialization into four dimensions. This study invested corporation employees in Guang Dong, based on the empirical research, literature review, questionnaire and expert evaluation then divided organizational socialization into four dimensions too, including organization culture socialization, interpersonal relationship socialization, organizational political socialization and work competency socialization. And this view is similar to the formers'.2,This study combined the basic feature of organizational socialization and employee's innovative behaviors, putting forward a hypothesis which is the organizational socialization can positively affect employee's innovative behaviors. According to the empirical research, the higher level of organizational socialization is, the more the employee's innovative behaviors would emerge.3,Organizational socialization would positively affect organizational identification. The higher level of organizational socialization is, the higher level of organizational identification is.4,organizational identification have an important mediating effect between Organizational socialization and employee's innovative behaviors.