Study On The Relationship Between Organizational Socialization And Work Engagement Of Standardized Training Nurses ——Based On The Data Of H Hospital

Standardized training nurses（referred to as "STN"）play an important role in medical institutions.They are not only the "reserve army" of future nursing team,but also the "commando" of current nursing work.In order to carry out scientific and effective standardized training for STN,two aspects should be emphasized.On the one hand,the training should make STN quickly and excellently qualified for specific requirements of professional skills and professional quality of nursing work,having competence of clinical practice.On the other hand,they should have valuable identity and career pursuit for their work,cultural adaptation and organizational commitment to their institutions,and gradually form a sense of professional identity and self-belonging.However,medical institutions often pay attention to the theory and skill training of STN,but ignore the "soft issues" they face,such as interpersonal interaction,change adaptation and organizational culture.Taking H hospital for example,the average dimission rate of STN in the hospital is 15.6%,because it lacks scientific systems and effective methods to prevent and manage various psychological,attitude and emotional problems of STN.Meanwhile,confusion and complaints about low work involvement,severe sense of lethargy and negative behavior also frequently occur in STN.Therefore,from the perspective of human resource management,this study focused on the role transformation and organizational adaptation of STN,and explored the theoretical mechanism of the degree of organizational socialization of STN affecting their work input,and made corresponding empirical research based on the survey data of H hospital.Based on the conservation of resources theory,transition shock theory and social control theory,current study logically analyzed the mediating effect of the degree of organizational socialization of STN on their work investment through core self-evaluation,and the moderating effect of team openness climate on the core self-evaluation of routine training nurses.Moreover,378 questionnaires were collected from 46 nursing groups in17 departments of H hospital.The results of hierarchical regression,Bootstrap analysis and multilevel linear analysis showed that:（1）The role socialization degree of STN had a significant positive effect on their dedication,concentration and vitality in their work;（2）The group socialization degree of STN had a significant positive effect on their work dedication and vitality;（3）The role socialization and group socialization degree of STN had significant positive effects on their core self-evaluation;（4）The core self-evaluation of STN had a significant positive effect on their dedication,concentration and vitality in work;（5）The mediating effect of core self-evaluation on the organizational socialization degree of STN on their job involvement was partially verified;（6）The moderating effect of team openness climate on the core self-evaluation of STN’s job engagement was partially confirmed.The thesis put forward a series of policy suggestions from three aspects of "perfecting system construction,perfecting system construction and optimizing management strategy".Based on this,the significance of the paper to the practice of human resource management in H hospital is mainly reflected in three aspects:（1）A survey was conducted on the work engagement,core self-evaluation,organizational socialization degree and team openness climate of nurses in some departments of H hospital.Sampling survey helped them better understand the specific results of their training work from the perspective of human resource management.（2）It provided a corresponding reference for the administrative department of H hospital to formulate more effective training plans and management strategies for STN.（3）It might help to introduce scientific human resource management concepts to some clinical departments and administrative departments of H hospital,and promote the use of evidence-based methods to solve various human resource management problems encountered in the work process.