Research On The Formation Process Of New Job Role Identity And Its Relationship With Job Performance

At present,all kinds of research reports and research papers have carried out detailed discussions on the new employees in the workplace.The results of the People’s Daily Online survey show that China’s new workplace has the characteristics of a large population and long-term existence.Some scholars at home and abroad believe that new employees refer to those who work within 3 years after graduation.Professional development scholars Super et al believe that new employees in the workplace are one of the important stages of individual career development,and the development quality of this stage will have a huge impact on subsequent career development and planning.Studies on new employees in the workplace show that they have such problems as "high dimission rate","high work pressure","unclear career planning" or "unadaptability".The author thinks that job role identity is the key to explain the above problems.At present,the changing process and influencing factors of job role identity still need to be further explored.The purpose of this study is to answer the changing performance,influencing factors and the influence of new job role identity.This study uses a combination of qualitative research and quantitative research.First of all,through qualitative research,three-level coding is carried out on the interview data of newcomers in the workplace on job role identification.Secondly,through quantitative research to measure the mental state of newcomers in the workplace,in order to explore the impact of job role identification on job performance and related aspects,and further explore the degree of influence.Finally,the conclusions of qualitative research and quantitative research are integrated.Semi-structured interviews were conducted with 16 new workplace employees.The core questions of the interviews included: "Before entering the workplace,what do you think it should be like as a working person? What about when you get on board? Why the change?" "," Have you ever taken the initiative to find out what a working person is like before you joined the company? By what means? " ","Before you started working here,how did you think you would approach your job Why?" "How did you approach your job after you joined the company Why is that? Why did you change? " " Before you joined the company,how did you feel you would treat your co-workers and supervisors? Why is that? How did you treat your colleagues and supervisors after you joined the company? Why is that? Why has changed " and so on.Based on the grounded theory analysis of the interview data of 120,000 words,1067 labels,25 categories,10 main categories and 4 core codes were obtained.After further analysis,obtained the new job role identity changeTransform the theoretical model.In this model,the change of job role identity of new employees is mainly divided into two stages: confusion period and recognition period.In the two stages,the role perception,role behavior and role conflict object of the newbies in the workplace have changed.According to the model,the factors that cause new employees to enter the same period of recognition from the confused period include internal factors and external factors.Both of them affect the change of new job role identity.The model also shows that the job role identity of new employees will have an impact on them.Specifically,the job role identity of new employees affects their work performance and emotional experience.A survey of 550 respondents was conducted by using the Job Role Identity Scale,Job Involvement Scale and Job Performance Scale.The results showed that the average value of job role identity,job involvement and job performance of new employees was 4.17,3.77 and 3.78 respectively.The correlation analysis found that the job role identification and job engagement were significantly positively correlated,the job role identification and job performance were significantly positively correlated,and the job engagement and job performance were significantly correlated,the correlation coefficients were 0.48,0.64 and 0.80,respectively.The mediating effect test of job engagement between job role identification and job performance shows that the confidence interval(CI)of direct effect is [0.25,0.33],which does not include 0.The confidence interval(CI)of indirect effect is[0.02,0.27],and 0 is not included in the interval.Based on qualitative research results,quantitative research results and previous studies,the following conclusions are drawn:Newcomers’ job role identity has experienced a process of change from confusion to recognition.These changes are mainly reflected in three aspects: role perception,role behavior and role conflict.The interaction between external factors and internal factors leads to changes in the job role identity of new employees in the workplace.The external factors include expectations of others,company system and competitive pressure,while the internal factors include willingness to work,work experience and achievement needs.The job role identity status of new employees has an impact on their job performance,work output and emotional experience in the work.The job performance is reflected in job involvement,work enthusiasm,executive power and turnover intention.Work output is reflected in job performance;Emotional experience is characterized by positive and negative emotions.There is a positive correlation between job role identity and job performance,and there is a positive correlation between job engagement and job performance.And the job role identity of the new job will affect the job performance of the new job through the influence of job engagement.