CAJ | 학술논문

领导掌控着组织的资源，其态度和行为对新员工能否顺利社会化起关键作用。基于真实型领导和员工反馈寻求社会化理论，探讨团队真实型领导、反馈导向对新员工反馈寻求行为和社会化结果的影响。纵向选取53个团队中304个入职9个月内的新员工为调查样本，运用多层回归和结构方程模型进行验证。研究结果表明，团队真实型领导和反馈导向正向影响新员工反馈寻求行为，团队真实型领导显著正向调节反馈导向与新员工反馈寻求行为之间的关系；在高团队真实型领导水平下，高反馈导向的新员工表现出更频繁的反馈寻求行为；团队真实型领导与反馈导向的交互作用通过新员工反馈寻求行为对角色清晰度、社会融入度和工作满意度3个社会化结果起间接积极作用，表明团队真实型领导可以促进新员工有更多的反馈寻求行为，进而帮助他们成功社会化。
령도장공착조직적자원，기태도화행위대신원공능부순리사회화기관건작용。기우진실형령도화원공반궤심구사회화이론，탐토단대진실형령도、반궤도향대신원공반궤심구행위화사회화결과적영향。종향선취53개단대중304개입직9개월내적신원공위조사양본，운용다층회귀화결구방정모형진행험증。연구결과표명，단대진실형령도화반궤도향정향영향신원공반궤심구행위，단대진실형령도현저정향조절반궤도향여신원공반궤심구행위지간적관계；재고단대진실형령도수평하，고반궤도향적신원공표현출경빈번적반궤심구행위；단대진실형령도여반궤도향적교호작용통과신원공반궤심구행위대각색청석도、사회융입도화공작만의도3개사회화결과기간접적겁작용，표명단대진실형령도가이촉진신원공유경다적반궤심구행위，진이방조타문성공사회화。
Newcomers′organizational socialization has been an important issue in the study of organizational behavior .Leaders as the delegate of organization , control organizational resources , their behavior and attitude play a key role in newcomers′successful socialization.This study tries to explore the mechanisms of how team-level authentic leadership and feedback orientation influ-ence newcomer feedback-seeking behavior , and which in turn promote their socialization outcomes .Based on authentic leadership and socialization theory , we argue that team authentic leadership and feedback orientation are positively related to newcomer feed -back-seeking behavior .Then we examine the moderating role of team authentic leadership .We hypothesize that team authentic leadership moderates the relationship between feedback orientation and newcomer feedback -seeking behavior , the relationship be-tween feedback orientation and newcomer feedback-seeking behavior is higher when team authentic leadership is high rather than low, then their interaction effect consequently are positively related to newcomers ′socialization outcomes . Data were collected from Wuhan , Tianjin, and Shenzhen with 10 companies involved in manufacturing industries , IT, finance service and so on in China .As newcomers filled the questionnaires , we collected questionnaires using longitudinal time period methods.At time 1, we collected data on feedback orientation , team authentic leadership; the time two survey measured new-comer feedback-seeking behavior , and then time three measured newcomer role clarity , social integration , and job satisfaction . Finally, we collected 53 team with 304 newcomers valid questionnaires , yielding an effective response rate reached 70.698%. Our samples are composed of males covering 52.128%and female 47.872%as well as an age average 27.We used hierarchical linear model and structural equation model methods to test our hypotheses . Results show that team authentic leadership and feedback orientation were positively related to newcomer feedback -seeking behav-ior while the moderating analysis shows that the relationship between feedback orientation and newcomer feedback -seeking behav-ior became higher as team authentic leadership has grown from low to high .Furthermore, conditional sobel test shows that team authentic leadership interacted with feedback orientation through their feedback -seeking behavior indirect positively influenced their socialization outcomes(role clarity, social integration and job satisfaction ).Hence, all hypotheses were supported . Our findings contribute to the literature in several ways .Firstly, this research offers a new approach to the influence of newcom-ers′organizational socialization by examining the relationship between team -level authentic leadership and newcomers′socializa-tion.Secondly , our results concerning the moderate effect of team authentic leadership on the relationship between feedback ori -entation and newcomer feedback-seeking behavior and then socialization outcomes contribute to the integration of newcomers ′so-cialization and leadership theory .Lastly, this study deepens our understanding of newcomers′socialization process by examining the interaction effect of feedback orientation and team authentic leadership thought newcomer feedback -seeking behavior positively influence their socialization outcomes in one framework .