CAJ | 학술논문

新员工在工作持续性和未来职业发展上的不安全感对其绩效及留任意愿具有重要影响,现有的横向研究无法有效解释新员工在组织社会化过程中工作不安全感的阶段性变化及影响效应。通过对156名新员工两阶段调查的纵向对比分析,发现在组织社会化过程中,新员工工作不安全感对其任务绩效的积极影响逐渐显著,而对留任意愿一直保持着显著的消极影响;控制点在工作不安全感与员工绩效之间的调节作用逐渐显著,在工作不安全感与留任意愿之间保持着显著的调节作用。
신원공재공작지속성화미래직업발전상적불안전감대기적효급류임의원구유중요영향,현유적횡향연구무법유효해석신원공재조직사회화과정중공작불안전감적계단성변화급영향효응。통과대156명신원공량계단조사적종향대비분석,발현재조직사회화과정중,신원공공작불안전감대기임무적효적적겁영향축점현저,이대류임의원일직보지착현저적소겁영향;공제점재공작불안전감여원공적효지간적조절작용축점현저,재공작불안전감여류임의원지간보지착현저적조절작용。
The new staff continued insecurity in the work and future career development has an important impact on their performance and willingness to stay. However, the existing cross-sectional study can＇t effectively explain the changes and effects of Job Insecurity for new employees in the process of organizational socialization stage. Based on two-stage survey of 156 new employees, we conducted a longitudinal comparative analysis on 312 questionnaires, finding that in the organi- zational socialization process, the positive impact of new employees＂ job insecurity on the performance of their tasks gradu- ally significant, but wishes to remain always maintain a significant negative impact; the regulatory role of control point be- tween job insecurity and employee performance gradually significant, while it keep significant regulatory role between job insecurity and willingness to stay.