Organizational Socialization Tactics For New Employees Organizational Commitment Impact Study

This paper studies the relationship of organizational socialization tactics, person-organization fit and new employee organizational commitment with the evidence from manufacture firms in China.In the theoretical study, by systematically analyzing relevant researches, this paper summarizes the factors and measurement in organizational socialization tactics, person-organization fit, and organizational commitment. On this basis, the paper constructs a preliminary model and designs preliminary questionnaire of organizational socialization tactics, person-organization fit, and organizational commitment. Through pre-study and formal research, the paper uses exploratory factor analysis to build preliminary model, and prove the model with confirmatory factor analysis to get the final model. Finally, this paper makes the Independent-Samples T-test and One-way ANOVA analysis with the control variables, and does a research on the relationship of organizational socialization tactics, person-organization fit, and organizational commitment.Through these steps, this paper forms analytical framework of organizational socialization tactics, which includes context factor, content factor, and social factor. It also forms analytical framework of person-organization fit, which includes only one dimension, and it forms analytical framework of organizational commitment which includes affective commitment, continuance commitment, and normative commitment. Through variance analysis, it is found that the work duration and business ownership will affect the the new employee organizational commitment in the manufacture firms. Through empirical analysis, it is found that institutional organization socialization tactics can significantly improve employee organizational commitment while the context factor and content factor can predict organizational commitment, but the social factor can not. Organizational socialization tactics has a significant predictive effect in person-organization fit, while the context factor and content factor can predict it well but the social factor can not. The person-organization fit can significantly improve the organizational commitment. Besides, person-organization fit plays the intermediary role between the organizational socialization tactics and organizational commitment. Specifically, it plays a partial intermediary role in context factor influencing the affective commitment and the normative commitment, and it plays a complete intermediary role in content factor influencing the affective commitment and the normative commitment.