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研究生:黃亞筠
研究生(外文):Ya-Yun Huang
論文名稱:組織社會化實務、資訊尋找行為與高科技產業中新進專業人員的組織承諾之關係
論文名稱(外文):The Relationship between Organizational Socialization, Information Seeking Behavior, and Organizational Commitment of New High-tech Professionals
指導教授:溫金豐溫金豐引用關係
指導教授(外文):Jin-Feng Uen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2000
畢業學年度:88
語文別:中文
論文頁數:105
中文關鍵詞:組織承諾資訊尋找行為組織社會化高科技產業新進人員
外文關鍵詞:organizational socializationorganizational commitmentinformation seeking behaviorhigh-tech companynewcomer
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由於台灣高科技產業近幾年來急速成長,每年投入高科技產業的工作者不斷增加,因此高科技產業往往以優厚的福利政策來吸引人才,也造成高科技專業人員易由紅利低的公司轉換到紅利高的公司的現象。在此人力異動頻繁的情形下,對組織所造成的影響除了金錢及時間上的損失外,更重要的是流失具發展性及潛力的優秀人才,所以,瞭解新進人員適應環境的過程,並協助他們適應工作環境以發揮應有的工作潛力,即成為目前高科技產業管理者最關心的課題之一。
傳統的組織社會化研究認為組織可以透過組織社會化實務來影響新進人員的組織行為,例如工作滿意及組織承諾等;新觀點的組織社會化研究則認為新進人員可以透過自身的資訊尋找行為,而在社會化的過程中扮演主動的角色。因此,本研究將嘗試由組織社會化實務及資訊尋找行為著手,探討各變項與高科技產業中新進專業人員組織承諾的關係,並進一步探討組織社會化程度在組織社會化實務、資訊尋找行為及組織承諾關係之中介效果。
經過實證研究後,本研究的主要發現如下:
1. 高科技產業傾向於採用機構式的組織社會化戰術;新進專業人員較傾向用公開、第三者及觀察戰術來獲得資訊,其組織社會化程度皆很好,各種組織承諾則皆為中等。
2. 組織社會化實務中,集體、程序、伴隨、固定戰術與組織社會化程度有正向關係;資訊尋找行為中,公開、觀察戰術與組織社會化程度有正向關係。
3. 組織社會化實務中,程序、伴隨、固定戰術與組織承諾有正向關係;資訊尋找行為中,觀察戰術與組織承諾有正向關係;組織社會化程度各變項與組織承諾有正向關係。
4. 組織社會化程度對組織社會化實務與組織承諾之關係以及資訊尋找行為與組織承諾之關係的中介效果皆不顯著。
關鍵詞:組織社會化、資訊尋找行為、組織承諾、高科技產業、新進人員
The Relationship between Organizational Socialization, Information Seeking Behavior, and Organizational Commitment of New High-tech Professionals

Abstract

Due to the rapid growth of high-tech industry in Taiwan, there is an increasing need for high-tech professionals. Therefore, it is easy for high-tech professionals to switch jobs frequently. This phenomenon causes high-tech companies to spend a lot of money and time on the management of newcomers every year, so it is important to understand how newcomers adjust to the new environment and increase their commitment to the organization.

Organizational socialization is generally defined as the process whereby newcomers learn the behaviors and attitudes for assuming roles in an organization. Research on socialization has focused on the socialization tactics used by organizations and tends to portray newcomers as passive in the socialization process. However, relatively is known about how newcomers obtain the information they need. Hence, this study was designed to examine the relationship between organizational socialization, information seeking behavior and organizational commitment of high-tech professionals. Besides, this research also examined the mediating effects of socialization content on the relationship between organization socialization and organizational commitment and the relationship between information seeking behavior and organizational commitment. Surveys were given to 99 new professionals six and twelve months into their jobs.

The results of the research indicate that:
1. High-tech companies tend to use institutionalized socialization tactics; new professionals tend to use overt, third party and observing tactics to obtain the information .
2. Collect, sequential, fixed and serial socialization tactics are associated with high socialization content; overt and observing information seeking tactics are associated
with high socialization content.
3. Sequential fixed and serial socialization tactics are associated with high organizational commitment; observing information seeking tactic and high socialization content are associated with high organizational commitment.
4. The mediating effects of socialization content on the relationship between organization socialization and organizational commitment and the relationship between information seeking behavior and organizational commitment are not obvious.

Key words: organizational socialization, information seeking behavior, socialization commitment, high-tech company, newcomer
目 錄 頁次
第一章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 6
第二章 文獻探討 7
第一節 組織承諾 7
第二節 組織社會化 16
第三節 資訊尋找行為 27
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 35
第三節 變項定義與衡量 37
第四節 資料蒐集方法與樣本特性描述 48
第五節 資料分析方法 51
第六節 研究限制 53
第三章 結果分析與討論 55
第一節 各研究變項之特性分析 55
第二節 研究變項間相關性分析 62
第三節 組織社會化實務、資訊尋找行為、組織社會化程度與組織承諾之關係 68
第四節 組織社會化程度的中介效果分析 73
第五章 結論與建議 77
第一節 結 論 77
第二節 建 議 86

參考文獻 89
附錄 95

表 目 錄 頁次
表2-2-1 組織社會化戰術表 18
表3-3-1 組織社會化實務量表之信度分析表 39
表3-3-2 資訊尋找行為量表之信度分析表 42
表3-3-3 組織社會化程度量表之信度分析表 45
表3-3-4 組織承諾量表之信度分析表 47
表3-4-1 樣本基本特性分析表 49
表4-1-1 各研究變項之描述性統計分析表 57
表4-1-2 不同個人特徵在組織社會化實務上之描述性統計分析表 58
表4-1-3 不同個人特徵在資訊尋找行為上之描述性統計分析表 59
表4-1-4 不同個人特徵在組織社會化程度上之描述性統計分析表 60
表4-1-5 不同個人特徵在組織承諾上之描述性統計分析表 61
表4-2-1 組織社會化實務與組織社會化程度之相關分析表 63
表4-2-2 資訊尋找行為與組織社會化程度之相關分析表 64
表4-2-3 組織社會化實務與組織承諾之相關分析表 65
表4-2-4 資訊尋找行為與組織承諾之相關分析表 66
表4-2-5 組織社會化程度與組織承諾之相關分析表 67
表4-3-1 組織社會化實務、資訊尋找行為對組織社會化 程度之逐步多元迴歸分析表 69
表4-3-2 組織社會化實務、資訊尋找行為、組織社會化程度對組織承諾之逐步多元迴歸分析表 71
表4-4-1 三種組織承諾對組織社會化實務及組織社會化程度的層級迴歸分析比較表 74
表4-4-2 三種組織承諾對資訊尋找行為及組織社會化程度的層級迴歸分析比較表 76
表5-1-1 組織社會化實務與組織社會化程度的關係驗證表 79
表5-1-2 資訊尋找行為與組織社會化程度的關係驗證表 81
表5-1-3 組織社會化實務與組織承諾的關係驗證表 82
表5-1-4 資訊尋找行為與組織承諾的關係驗證表 83
表5-1-5 組織社會化程度與組織承諾的關係驗證表 84


圖 目 錄 頁次
圖1-3-1 研究流程圖 6
圖2-1-1 Steers組織承諾之前因與後果變項圖 12
圖2-1-2 Morris & Sherman組織承諾多元預測圖 13
圖2-1-3 Mowday的組織承諾之前因與後果變項圖 14
圖2-2-1 組織社會化戰術與假設的效果圖 26
圖3-1-1 研究架構圖 34
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