Research On The Influence Mechanism Of Organizational Climate On Organizational Socialization Degree Of New Employees

In recent years,with the transformation of the economic situation and the development of technology,the development of enterprise is facing the influence of multiple factors,such as the continuous strengthening of the constraints of resources and the environment,the gradual disappearance of the demographic dividend and so on,and the employees become the core resources for the enterprise to gain the sustainable competitive advantage.How to attract and retain talents,and make rational use of this special resource and employee with subjective initiative" has been increasingly valued by scholars and managers.The construction industry plays an important role in our national economy,but the development of the construction industry is plagued by the employee turnover.How to improve the organizational socialization degree of the new employee of the the construction enterprise is the key to keep the talents,stimulate the talent potential and achieve sustainable competitive advantage and realize the sustainable development.This paper takes the new employee of the construction enterprise as the sample,chooses the situational variable of the organizational climate as the independent variable,the feedback seeking behavior frequency as the intermediary variable,the work experience as the regulating variable,and constructs the research framework.Focusing on the research topics,the main research contents include:(1)The paper systematically analyzes the research status and related theories on organizational climate,feedback seeking behavior,work experience,organization socialization and other variables;(2)On this basis,the relationship between different variables is carefully reasoned and theconceptual model model is constructed.In the two stage,we collect the longitudinal data from the new employees of some construction enterprises in the western region,analyze the control variables by the independent sample t test and the single factor variance analysis method,and use the regression analysis to carry out the hypothesis test;(3)Based on the results of this study,combined with the actual situation of human resources management in China's construction companies,we propose targeted recommendations from both new employees and corporate managers.The research results show that:(1)There are significant differences in feedback seeking frequency,quantitative work experience,qualitative work experience,and organizational socialization degree for new employees of different ages;there are significant differences in qualitative work experience among new employees with different levels of education;there are significant differences in the frequency of feedback seeking,quantitative work experience,qualitative work experience,and organizational socialization degree for new employees of different working level;(2)The relationship between organizational climate and organizational socialization degree is not a simple static relationship.With the change of time process,the direct effect of organizational climate on the socialization degree of new employee organization is weakened;(3)The frequency of feedback seeking behavior changes from the initial part of the intermediary effect in the relationship between organizational climate and organizational socialization degree to the full mediating effect;(4)The frequency of the new employee feedback seeking behavior positively affects the degree of organizational socialization,and the work experience plays a regulatory role in this process.However,the quantitative work experience only plays a positive regulatory role in the early stage of the employee's entry to the organization;The new employees who have more qualitative work experience,feedback seeking frequency has a stronger effect on the degree of organizational socialization and stronger duration.