科技企业组织社会化策略对新生代员工组织承诺的影响——一个有调节的中介模型

余璇; 袁月; 张印轩; 唐炎钊

doi:10.6049/kjjbydc.2020060331

科技进步与对策 >

2021 , Vol. 38 >Issue 6: 147 - 154

DOI: https://doi.org/10.6049/kjjbydc.2020060331

科技人才培育

科技企业组织社会化策略对新生代员工组织承诺的影响——一个有调节的中介模型

余璇 ,
袁月 ,
张印轩 ,
唐炎钊

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（1.重庆工商大学工商管理学院，重庆 400067；2.上海交通大学安泰经济与管理学院，上海 200030；3.厦门大学管理学院，福建厦门 361005）

余璇（1986—），男，湖北天门人，博士，重庆工商大学工商管理学院副教授、硕士生导师，研究方向为积极心理学和人力资源开发；袁月（1996—），女，重庆永川人，重庆工商大学工商管理学院硕士研究生，研究方向为积极组织行为学与人力资源开发；张印轩（1992—），男，河北衡水人，上海交通大学安泰经济与管理学院博士研究生，研究方向为人力资源管理、创新创业管理；唐炎钊（1968—），男，湖北安陆人，博士，厦门大学管理学院教授、博士生导师，研究方向为创新创业管理、科技管理。本文通讯作者：张印轩。

收稿日期: 2020-07-20

修回日期: 2020-08-28

网络出版日期: 2021-03-25

基金资助

国家自然科学基金青年项目（71802033）；福建省社会科学规划重大项目（FJ2018MGCZ010）；共青团中央“青少年发展研究”研究项目（19ZD028）

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Research on the Impact of Organizational Socialization Tactics on Organizational Commitment of New Generation Employees in Technological Enterprises:a Moderated Mediation Model

Yu Xuan ,
Yuan Yue ,
Zhang Yinxuan ,
Tang Yanzhao

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(1.School of Business Administration, Chongqing Technology and Business University, Chongqing 400067,China;2.Antai School of Economics and Management, Shanghai Jiaotong University, Shanghai 200030,China;3.School of Management, Xiamen University, Xiamen 361005,China)

Received date: 2020-07-20

Revised date: 2020-08-28

Online published: 2021-03-25

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摘要

在易变性职业生涯环境下，组织与员工间冲突日益凸显，员工离职意愿明显升高，组织承诺作为预测员工离职的重要因素，受到组织高度重视。依据社会交换理论，以222名科技企业“85后”新生代员工为研究样本，采用层次回归分析法，打开易变性职业生涯视角下科技企业组织社会化策略影响新生代员工组织承诺的“黑箱”。结果表明：①科技企业组织社会化策略显著正向影响新生代员工的组织承诺；②组织支持感完全中介科技企业组织社会化策略与新生代员工组织承诺间的关系；③易变性职业生涯态度（自我导向/价值驱动）显著正向调节组织支持感与新生代员工组织承诺间的关系；④易变性职业生涯态度（自我导向/价值驱动）在科技企业组织社会化策略对新生代员工组织承诺的间接影响中起到被调节的中介作用。

关键词： 科技企业; 组织社会化策略; 组织承诺; 组织支持感; 易变性职业生涯态度

本文引用格式

余璇 , 袁月 , 张印轩 , 唐炎钊 . 科技企业组织社会化策略对新生代员工组织承诺的影响——一个有调节的中介模型[J]. 科技进步与对策, 2021 , 38(6) : 147 -154 . DOI: 10.6049/kjjbydc.2020060331

Abstract

Based on the social exchange theory,222 after 85s new generation employees of science and technology enterprises were selected as the research samples,and hierarchical regression analysis method was adopted to open the "black box" in which technological enterprises organizational socialization tactics influence the organizational commitment of new generation employees from the perspective of protean career attitudes.The results show that: technological enterprises' organizational socialization tactics significantly positively affects the organizational commitment of the new generation of employees.perceived organizational support fully mediates the relationship between technological enterprises' organizational socialization tactics and organizational commitment of the new generation of employees.protean career attitudes (self-directed/value-driven) significantly positively regulate the relationship between organizational support and organizational commitment of the new generation of employees.Protean career attitudes (self-directed / values-driven) play a mediating role in the indirect impact of organizational socialization tactics on the organizational commitment of the new generation of employees in technological enterprises.

Key words： Technological Enterprises; Organizational Socialization Tactics; Organizational Commitment; Perceived Organizational Support; Protean Career Attitudes

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