A longitudinal investigation on the factors affecting newcomers' adjustment: evidence from Japanese organizations
A longitudinal investigation on the factors affecting newcomers' adjustment: evidence from Japanese organizations
复制标题
DOI：
10.1080/09585190902770877
复制
发表时间：
2009-04
期刊：
影响因子：
--
通讯作者：
N. Takeuchi;Tomokazu Takeuchi
中科院分区：
文献类型：
--
作者：
N. Takeuchi;Tomokazu Takeuchi
本研究利用对日本企业新员工的纵向调查数据，证明了日本企业使用的社会化策略与新员工的社会化程度呈正相关，并最终与新员工进入组织第一年（T1）到第二年（T2）的组织承诺和成就动机的时间序列差异呈正相关，从T1到T2，离职倾向的纵向变化与此呈负相关。此外，结果表明，新人的态度对他们的入职前的求职努力，与他们的入口（T1），有一个负面的影响，从T1到T2的价值承诺的变化，表明那些谁评价他们过去的求职活动为成功的倾向，作为他们进入该组织，减少他们的接受水平，其组织的价值观超过一年。研究结果被用来讨论企业如何有效地管理他们的入门级员工，以促进他们的调整和保留。
Using the longitudinal survey data of newcomers working for Japanese firms, this study demonstrates that the socialization tactics used by Japanese firms were positively related to the degree of socialization of newcomers, which eventually correlated positively with the time-series differences in organizational commitment and achievement motivation from the first year (T1) to the second year (T2) of their organizational entry, and negatively with the longitudinal change in turnover intention from T1 to T2. In addition, the results show that the newcomers' attitudes toward their pre-entry job search efforts, as with their entry (T1), had a negative influence on the change in value commitment from T1 to T2, indicating that those who rated their past job search activities as successful tended, as of their entry into the organization, to diminish their level of acceptance of their organization's values over a year. Findings are used to discuss how firms can effectively manage their entry-level employees to facilitate their adjustment and retention.