| The enterprises constantly innovate their development strategies and best allocate their resources to support its business growth,in which human resources is one of the most important factors to ensure the healthy and sustainable development of enterprises.In order to ensure the pace of development of enterprises and the stability of its market share,the companies must hire new employee who fit to the recruitment requirement which is defined by their talent strategy.The company set up its solid foundations through externally new hiring,in order to accomplish their development strategy and corporate culture inheritanceThe local companies focus on employee engagement and dedication.Under such situation,the employees have to bear the heavier workload with the long-term overtime working status.However the young generation cannot adapt to the such intensity of the work and they quit in a short time,how to manage the young work force,how to control the turnover rate for new employee,it has become a big challenge for the management team in the company.Organizational socialization for newcomer means that new comers facilitate their ad.justment of skills,behaviors,attitudes and value proposition to fit to the company value,mission and regulations tlirough the information acquisition etc.New comers establish their commitment to the company and the engagement to the work,through the communication,collaboration with the cross-teams and understanding of the organization policy.When organization socialization tactics is organized in a proper way,it can improve the efficiency of new employees,build up and enhance their loyalty.The process of new employees'adaptation to the new organization is not only affected by their own experience,but also by the environment including the cooperation and interaction between employees and direct supervisors,the sense of belonging of the employees to the organization and so on.As the bridge between the organization and the new comer,the supervisor's words and behaviors influence on the adaptation of the new comer.However,there is not much research on the organizational socialization behavior for newcomers' direct supervisors.We have analyzed the interaction between direct supervisor and new comer on organizational socialization and its result from relational identification perspective,then try to explain how new comer adapt to the new environment.Finally it proven that the relational identification with supervisor is the key factor that help new comer become the insider of the company successfully.In the first part of this study,we defined the concept of Supervisory organizational socialization behavior for the first time,and then have developed a new scale for this concept based on the 427 questionnaires which are collected naltional wide.In the second part,we have analyzed how supervisory organizational socialization behavior are positively related to work engagement and perceived insider status for new comer,meanwhile it proven that identification with leaders mediates a positive relationship between supervisory organizational socialization behavior and work engagement,perceived insider status.Firstly we establish a theoretical model,and then we collected 244 questiomaires through online survey.Structural equation model is used to validate the hypothesis and explore the mechanism for supervisory organizational socialization behavior on new comers.Our conclusion:Supervisory organizational socialization behavior(SOSB)is positively related to work engagement for new comer;SOSB is positively related to perceived insider status(PIS);SOSB is positively related to the identification with leader for new comer;the identification with leader mediates a positively relationship between SOSB and work engagement,PIS. |
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