新员工主动行为及其在组织社会化中的作用

组织社会化是组织行为学的热点研究问题之一, 最近学者们开始更多关注新员工主动行为在组织社会化中的作用。综合以往的研究, 新员工主动行为可以分为三类：角色定位、关系构建、自我提升。人格特质、目标取向、自我效能、情境变量对新员工主动行为有显著的预测作用。角色定位、关系构建和自我提升在新员工组织社会化过程中有着明显的积极作用。未来, 有必要在前因研究中整合情境因素与个人特质因素, 研究新员工的主动行为可能产生的负面影响以及开展本土化研究和跨文化的比较研究。

Proactive Behaviors of Newcomers and Their Influences in the Organizational Socialization

Organizational socialization is one of the research hotspots in organizational behavior, and thus management scholars have become increasingly interested in understanding the impact of newcomers’ proactive behaviors on organizational socialization process. Based on the literature review, proactive behaviors of newcomers can be classified into three categories: role definition, relationship building and self-promotion. A set of variables consisting of personality trait, goal orientation, self-efficacy and context variables have been shown to contribute to the prediction of newcomers’ proactive behaviors. Proactive behaviors including role definition, relationship building and self-promotion have significant effects on newcomers’ organizational socialization. Future studies might consider integrating context factors and personal traits when studying the antecedents, examining the potential costs of proactive behaviors of newcomers as well as conducting indigenization researches and cross-cultural researches.