基于认知调的新员工作适应管理研究.docVIP

基于认知失调的新员工工作适应管理研究 ——应届毕业生视角 摘 要 社会心理学家赫伯特·斯宾塞认为适应是一个不断被打破又不断趋于平衡的过程，新员工工作适应过程是个体与工作环境互动的过程，个体和工作环境要做出相应的改变去适应对方，而认知失调的存在主要是由于原有的认知系统内部平衡被打破所造成的，从本质上看二者都遵循“平衡—失衡—再平衡”这一无限循环的过程，因此，从造成失调的关键因素分析出发，可以为效地解决新员工不适应问题提供理论和现实依据。 本论文首先简要介绍了工作适应、认知失调以及新员工期望的相关基本概念后，分析三者之间的关系，即入职前新员工由于受到他人期望、在校经历、招聘过程的影响，对即将开始的工作有一定的预期，当实际感受低于新员工期望时，会导致巨大的心理落差，原有的关于工作平衡的认知系统被打破，从而出现工作不适应，并在此基础上，根据职场新人的工作适应现状调查，提取出导致跳槽的三个首要因素，即上升空间、薪酬与福利、工作氛围，选取能有效代表上述三个因素的案例进行分析，在第三章主要对案例中导致员工跳槽的因素进行归纳，并将原因汇总为三大类，即事前、事中、事后因素；第四章主要从事前、事中、事后三个方面，并运用减轻认知失调的两种驱动力，即自我平衡力和情景平衡力这两种策略，促使大学生失调后心理状态恢复平衡，从而更好地适应目前的工作。 此外，本论文也存在着一些不足，例如没有经过实地调研，提取出导致跳槽的因素不具有代表性，在解决实际问题时可能会由于实践经验不足，没有太大的现实意义。 关键词：认知失调；工作适应；新员工期望 Abstract Social psychologist Herbert Spencer argued that adaptation is a process of being broken to balance. The new employee adaptation is an interactive process that individual and work environment make corresponding changes to adapt to each other, and cognitive dissonance are mainly due to the original cognitive system whose internal balance is broken. From the view of nature, the new employee adaptation and the cognitive dissonance follow the “two balance and imbalance” the infinite cyclic process. Therefore, from the analysis of the key factors causing dissonance, we can provide theoretical and practical basis to effectively solve the problem of new employees. This thesis firstly introduces the relevant conception of work adjustment, cognitive dissonance and new employee expectations, and analysis the relationship of the three. Before entering the current duty, newcomers have shaped some expectations due to others’ expectation, school life, the recruitment process. When the actual feelings is lower than expectations, new employees will suffer a huge gap and lead to the broken of original balance of cognitive system. And on this basis, according to the present situation investigation on new workplace, extracting three primary factors that lead to switch, namely the rise space, salary and welfare, work at