【摘要】 组织社会化被认为是工作者适应一个新工作或组织新角色的过程,其对研发人员离职倾向的影响越来越受到研究者的关注。但探索中国文化背景下,组织社会化策略对研发人员离职意愿影响及其边界的研究还较为少见。采用跨层次纵向追踪的研究方法,以101个研发团队446名新入职研发人员为研究对象,探索了团队导向人力资源实践与员工差序感知在新入职研发人员的组织社会化策略与离职意愿之间的调节作用,研究发现:实施制度化的组织社会化策略将降低新入职研发人员的离职意愿;员工差序感知在与团队导向人力资源实践中团队结构设计措施维度在组织社会化策略与新入职研发人员的离职意愿之间存在调节作用。更多还原

【Abstract】 Organizational socialization is considered to be a process that staff adjusts to a new job or a new role,and its effect on turnover intentions among newcomers in R&D team has attracted more and more attention of researchers. However, researches on the effect of organizational socialization tactics on R&D staff’s turnover intentions and its boundary are relatively rare, under the background of Chinese culture. Using the method of multilevel longitudinal study, this research investigates the moderating role team-based human resource practice and staff perception of difference may play in influencing the relationship between organizational socialization tactics and turnover intention among newcomers in R&D team with matched data from 466 newcomers of 101 R&D teams.Study found that implement of institutional organizational socialization tactics reduces turnover intentions among newcomers in R&D team. Furthermore, team structure design measure dimensions of team- based human resource practice and staff relational position perception e moderates the relationship between organizational socialization tactics and turnover intentions among newcomers in R&D team, but in different ways.更多还原