CAJ | 학술논문

组织社会化研究一直以来被批评缺少理论基础,导致对组织社会化的本质和结构维度缺乏足够认识,从而影响到在实证中如何测量员工组织社会化的程度。角色认同理论和社会认同理论可以为该研究提供理论基础。在对概念重新进行理论界定的基础上,揭示了组织社会化本质是新员工角色及社会认同发展的过程。相应地,组织社会化程度是一个两维度结构。未来研究应以此为基础进一步发展组织社会化量表和理论模型,并依据认同理论改进实证研究方法。
조직사회화연구일직이래피비평결소이론기출,도치대조직사회화적본질화결구유도결핍족구인식,종이영향도재실증중여하측량원공조직사회화적정도。각색인동이론화사회인동이론가이위해연구제공이론기출。재대개념중신진행이론계정적기출상,게시료조직사회화본질시신원공각색급사회인동발전적과정。상응지,조직사회화정도시일개량유도결구。미래연구응이차위기출진일보발전조직사회화량표화이론모형,병의거인동이론개진실증연구방법。
The research on newcomer＇s organizational socialization （OS） has been criticized for lacking a fundamental theoretical basis, thereby imitating the method of how to measure OS effect. Role Identity Theory and Social Identity Theory can provide OS research a substantial theoretical basis. Based on the theoretical discussion on the boundaries of OS concept, the identity nature of OS was explored as a newcomers＇ role identity and social identity development process. The identity theory also revealed two dimensions of OS effect. The content of each dimension was further discussed. Future efforts are expected to develop new OS scale and conceptual model on the basis of identity theory. The identity theory also implies the advancement of research methodology in the future OS study.