高校教育管理
高校教育管理
고교교육관리
Journal of higher Education Management
2015年
4期
93~96
,共null页
引进人才 资源冲突 组织认同 职称 组织工龄
引進人纔 資源遲突 組織認同 職稱 組織工齡
인진인재 자원충돌 조직인동 직칭 조직공령
introduced talents; resource conflict; organizational identification; professional title; tenure
基于对全国41所高校452名引进人才的调查结果表明，引进人才面临的资源冲突对其组织认同具有显著的消极影响，职称负向调节其间的关系，而组织工龄正向调节其间的关系。因此，应在承认组织结构多元化的基础上，使冲突合法化，通过一系列的社会化策略来促进引进人才的组织认同。
基于對全國41所高校452名引進人纔的調查結果錶明，引進人纔麵臨的資源遲突對其組織認同具有顯著的消極影響，職稱負嚮調節其間的關繫，而組織工齡正嚮調節其間的關繫。因此，應在承認組織結構多元化的基礎上，使遲突閤法化，通過一繫列的社會化策略來促進引進人纔的組織認同。
기우대전국41소고교452명인진인재적조사결과표명，인진인재면림적자원충돌대기조직인동구유현저적소겁영향，직칭부향조절기간적관계，이조직공령정향조절기간적관계。인차，응재승인조직결구다원화적기출상，사충돌합법화，통과일계렬적사회화책략래촉진인진인재적조직인동。
Based on the investigation of 452 introduced talents in 41 universities all over China, this study reveals that resource conflict has significantly negative relation with their organizational identifi- cation. Compared with talents with low professional title, the negative relationship between resource conflict and organizational identification is stronger for those with high professional title, and the neg- ative relationship becomes weaker for talents with longer tenure rather than those with shorter tenure. Therefore, introduced talents＇ organizational identification should be promoted by legalizing the re- source conflict and adopting various socialization strategies, with the prerequisite that the organization＇s character of pluralism be recognized.
