The Study On The Influence Of Organizational Socialization On Staff Performance

Under the background of market economy with increasingly fierce competition,human capital become the enterprise’s core competitiveness, and how to attract,keepand use well talented person is the key point to improving enterprise’s competitivepower. Organizational socialization is a process in witch staff gradually identify withorganizational value system,organizational objectives and behavioral norms,and thenfit in firm. The variable reflects objectively the degree of employees attracted andmaking positive contribution for the organization. Therefore,it has important theoreticand the practical meaning to study the relationship between organizationalsocialization and employees’ job performance and studying the mechanism, furtherputting forward the management suggestions for enterprise’s actual working.Inaddition,“work engagement”increasingly become a research focus, and has beenapplied in the field of management. Increasing the staff’s work engagement can givefull play to their potential to improve work efficiency. Previous research shows thatthe job involvement is an effective intermediary variable,however,there is no researchabout the relationship among organizational socialization (content), work engagementand job performance.The dissertation attempts to research the influence of Chineseemployees’ organizational socialization on work engagement and job performance.Finally put forward some meaningful enlightenment and advice for human resourcesdepartment.The dissertation adopts literature review and empirical research. In the empiricalresearch, the questionnaire is used to collect the data,which contains375validsamples. Then we analyze and probe into the relationship between organizationalsocialization and demography variables, the relationship between organizationalsocialization (content) and job performance,and work engagement’s intermediary rolebetween organizational socialization and job performance with statistical analysismethod of descriptive statistics, analysis of variance, correlation analysis andregression analysis.Finally, get the conclusion of this study are as follows:Firstly,Organizational socialization and its dimensions: professional competencesocialization, organizational culture socialization and interpersonal relationshipsocialization have significant positive effect on job performance and its dimensions:task performance, job dedication and interpersonal facilitation.Organizational political socialization has no direct influence on job performance and its dimensions.Secondly,Work engagement on the whole has a significant positive influence onjob performance. More concretely, vigor has significant positive impact on both taskperformance and interpersonal facilitation; dedication has positive prediction to taskperformance and job dedication; absorption has no direct impact on job performanceand its dimensions.Thirdly,Organizational socialization and its dimensions: professional competencesocialization and organizational culture socialization have significantly positiveprediction to work engagement and its dimensions: vigor,dedication, and absorption.Organization political socialization can negatively predict dedication significantly.Interpersonal relationship socialization has significantly positive prediction on vigor.Forthly,Organizational socialization has indirect prediction to job performanceand its dimensions through employees’ work engagement.Based on the discussion and analysis of the conclusion,the researcher obtains theenlightenment. Enterprise management department being committed to promoteemployees’ job performance levels, should carry out in two ways of enhancingemployees’ levels of organizational socialization and work engagement.At the end ofthe dissertation, the limitations and future research orientation were illustrated.