The Impact Of Newcomer Proactive Socialization Behaviors On Employee Engagement

In the knowledge economy era, business environment background is very complex. To be successful enterprises, first and foremost is to have the knowledge's carrier - the core staff. Core staff brought about by the knowledge and experience, along with their input level into enterprises has become the key to the maintenance and development. Now, however, many enterprises are faced with a confusing that staff of the organizations can not adapt to enterprises which resulting in low staff performance and the high turnover rate, and other phenomena, which is particularly evident in new staff. The impact on organizations caused by the high turnover rate of new employees, in addition to manpower costs and the loss of time, but more important is the loss of development potential and talents. Research shows that the new employee turnover is one of the main factors of the imperfect organization socialization, which means "when members into the organizations, organizations create the conditions so that members can assume the role of the organization's mission and the completion of the learning process and adapt to organizational culture, the process of progressive integration organizations" (Schein, 1968; Van Maanen, 1976).For the organization socialization, Western theory has been more mature sector and China scholars in recent years have begun to explore in this regard. Early theories of the organization socialization tend to describe new employees as the process of social events and reactive (Fisher, 1986; Van Maanen, 1976; Wanous & Colella, 1989). Then the focus becomes that the staff as proactivers, in order to make their process more effective so that take the proactive socialization behaviors (e.g., Ashford & Taylor, 1990; Bauer et al., 1998). In fact organization socialization is a process including organization and staff, the result is mutually acceptable (Wanous, 1980). Therefore, the actions taken by organization and staff and results from the organization socialization are interdependent so that interactive perspective for the process of organization socialization should become the future direction in the field of organization socialization (Jones, 1983; Reichers, 1987; Schneider, 1983). Another problem of previous studies is that it is too dependent on the existing socialization variables. Employee engagement as the better variable of measuring the working attitude of staff in organization than employee satisfaction, this paper will introduce it as a result variable of organization socialization, which expanding the content of the past research.Based on the literature, China's actual situation and the ideas of Andrea et al (2000), organization socialization tactics mainly reference Jones (1986) model of the two-dimensional three factors, new employees proactive socialization behaviors based on Andrea et al (2000)'s study, employee engagement is from the consulting firm's research results, eventually we establish the theoretical framework of this study and make assumptions.We construct a model to study the relationship between"organization socialization tactics","new employee proactive socialization behaviors"and the"employee engagement". Organization socialization is divided into three factors - situational factors, the content factors and social factors. Examine the influence of each factor on new employee proactive behaviors separately; further study the impact of the two interactive premises on the result of organization socialization-employee engagement.Take the new employees who graduate from schools less than three years as samples, by screening samples, questionnaire respondents, sending out and recovering questionnaires, statistic sing questionnaire and other steps to obtain required data, and then input the effective data into computer. This study used SPSS for Windows 13.0 statistical software for data analysis and processing, mainly take descriptive statistical analysis, reliability analysis, and construct validity of the analysis, T-test and analysis of variance, correlation analysis, regression analysis and the interaction analysis. This paper proposed by the empirical test on the theoretical framework, then analysis and discusses the test results with the actual situation of China's enterprises. Through empirical analysis, this study verified the dimension of organization socialization tactics, the new employee proactive behaviors as well as employee engagement; analysis the influence of demographic variables on employee engagement; explored the relationship between the three factors above; empirical tested the moderating effect of organization socialization tactics on new employee proactive socialization behaviors and employee engagement.In this paper, we choose empirical research method, not only take new employees as proactive socialization individuals, but also selected interaction perspective of organizations and staff, which expand the main perspective of the organization in the past organization socialization research. At present, most organization socialization research are abroad, which is the basis of Western culture background, so there is a great room for development of the localization study in our country. The theory and practice of organization socialization have a very important significance for understanding and helping the success of career beginner and effective transition, also have a significant role for reducing HRM costs and improving management performance. This paper provides suggestions for organization to train new staff for the professionalism and lower turnover rate, good for Organization to retain good staff and improve their work performance.However, due to time, the level of funding and research restrictions, this study has its inevitable limitations. First of all, because we selected the non-academic variable as the socialization result, which develops the research perspective, but also brought generally applicable issues for samples restrictions. Secondly, in this interactive perspective, we construct the model of"organization socialization tactics","new employees proactive socialization behaviors"and the "employee engagement", organization socialization tactics mainly reference Jones (1986) model of the two-dimensional three factors, new employees proactive socialization behaviors based on Andrea et al (2000)'s study. In fact, about these two variables, there is other academic research perspective, in subsequent studies from the point of view of other studies of the interaction model. Finally, the paper is a static study, but the integration between staff and organization is a dynamic development process, with the time and work experience, the behaviors taken by staff and employee engagement will change, according to the socialization tactics provided by the organization. This issue will be improved in the future study, an increase from the dynamic perspective to study changes in the development of this relationship, to get a more appropriate judgment for the whole socialization process.