The Study On The Influence Of Organizational Socialization Tactics On University Graduates' Work Adjustment

The newcomers are important human resources which make organization continually develop, their ability, skill and knowledge are the key factors of organization's core competence in future. How carrying on training and developing to the newcomers is the important topic which each modern enterprise must face. The newcomers' work adjustment not only relates to the work-life quality and the career development of their own, but also to promoting human capital increment and management efficiency enhancement. It has important theoretic and the practical meaning to study the work adjustment of the university graduates.The process of this study was divided into 2 stages: Firstly, preliminary test and questionnaire revision was done. After translation, evaluation and discussion, the forecasting questionnaire of organizational socialization tactics was formed. The exploratory factor analysis was conducted on 150 valid questionnaires, one item was deleted which factor loading was low than 0.40. The second exploratory factor analysis indicated that the questionnaire of organizational socialization tactics had three factors, including social,context and content factors. Secondly, formal measure was implemented. This time, the scales of organizational socialization tactics (11items), proactive personality (10items), role clarity (4items), social integration (4items), job satisfaction (3items), and turnover intentions (4items) were added to the formal questionnaire all together, and 213 valid data were collected. The confirmatory factor analysis and model comparison indicated that the three-factor structure model was optimal. After the reliability analysis of each scale, the relationship between three factors of organizational socialization tactics and role clarity,social integration,job satisfaction,turnover intentions was analyzed in detail. The results of hierarchical regression and dominance analysis indicated social factor and content factor had positive effect on role clarity, and the influence of social factor is stronger; social factor and context factor had positive effect on social integration, and the influence of social factor is stronger; social,context and content factors had positive effect on job satisfaction, and the influence of content factor is strongest; social,context and content factors had negative effect on turnover intentions, and the influence of context factor is strongest. The result also showed proactive personality had a moderating effect on the relationship of social factor and role clarity, social factor and social integration. Finally, the impact of demographic variables on proactive personality and the impact of organizational variables on organizational socialization tactics were discussed.