An Empirical Study On Development Pattern Of Work Adjustment Of Newcomers In Enterprises

The newcomers are important resource that makes organizations sustainable develop, work adjustment of newcomers in organizations could benefit work-life quality and career development of their own, more important, helping the newcomers convert themselves from the outsiders to the insiders of organizations would accelerate human capital increment and promote management efficiency of organization. It has visible theoretic and practical meaning to clarify the cause, outcomes and development process of work adjustment of newcomers in enterprises. Seldom studies concerning work adjustment could be found in HRM, OB or other correlation research field in China, the develop process, cause and outcomes of work adjustment of newcomers in enterprises would be discussed in this dissertation, cross-section and longitudinal study model were combined, and coordinate managing strategies of newcomers in enterprises were proposed based on research conclusions. The main conclusions of this dissertation are expatiated as following: Firstly, causes of work adjustment of career starters were studied in Chinese organization circumstance. The results showed that: socialization tactics of organizations had positive predict effect on task mastery and role clarity of work adjustment content; active socialization tactics of newcomers had positive predict effect on all indicators of work adjustment content; perceived person-organization fit had no effect on work adjustment content. Secondly, the mediate effects of work adjustment content between organizational socialization, person-organization fit and work adjustment outcomes (work attitude) were examined. It was found that: in the process of socialization tactics of organization effecting work attitude, work adjustment content had incomplete mediate effect; in the process of active socialization behavior of newcomers effecting work attitude, work adjustment content had full mediate effect; person-organization fit has direct effects on all indicators of work adjustment content except for continuance commitment. Based on above analysis, an integrated model of effecting factors and outcomes of newcomers'work adjustment was proposed and verified. Thirdly, the developing trajectories of work adjustment content and work attitude of the newcomers during the initial 7 months of entering organizations was described, the relationships between work adjustment content developing state and work adjustment outcomes developing status were discussed as well. Results revealed that:, work adjustment content increased significantly with a trend of growing fast at first then get slow; organization commitment increased significantly with a trend of quadratic that growing slow at first then get fast, the faster of work adjustment increase, the faster organization commitment grow; work satisfaction of the newcomers didn't change significantly, and there was no satisfying correlation between change status of work satisfaction and work adjustment content; work performance had prominent positive change, with a trend of liner model, newcomers whose work adjustment increased faster work performance increased faster too. Lastly, on the found of those conclusions of this study, human resource management strategies were proposed to facilitate work adjustment and positive work attitudes of the newcomers in enterprises. In the last part of this dissertation, a summary was made, and suggestions for future research were given.