导师制对新员工组织社会化内容影响的实证研究工商管理专业论文.docx

PAGE PAGE IV Abstract Organizational socialization is a learning process. At the early stages after their entering into the organization, the new employees keep on learning, adjust their values, work attitude and behavior to integrate into the organization, and finally complete the transfer from outsiders into insiders. Studies show that there is direct relationship between effective organizational socialization process and a high staff job satisfaction, high performance, low turnover intention and some other factors. Especially nowadays when staff loyalty is generally low and the turnover rate of new staffs is very high, it bears far-reaching significance to strengthen the control of organizational socialization process of new staffs. For this purpose, basing on mentor program, its type and its function, this research is intended to investigate the possible relationship between tutorial mentor program and organizational socialization, in the hope of providing data support and suggestions for the structuring of mentor program and promoting process of the organizational socialization. On the basis of an review of associated documents on mentor program and organizational socialization, this paper uses type and function scale of mentor program developed by RaginsScandura (1993) as survey tools of mentor program and its function. In order to analyze in epth, mentor program is divided into two categories: mentor program with direct and indirect relationship, formal and informal mentor program. In addition, this paper uses content measuring scale of organizational socialization developed by Chao et al.(1994)to measure organizational socialization. The study gets data through a staff survey on about 45 companies, and uses spss16.0 to sort and analyses the data collected, so as to explore whether there are some differences among different kinds of mentor program in aspects of function dimension and content dimension of organizational socialization and the correlation soc