機構型社會化戰術與新進員工心理調適：正向心情、自我效能與知覺社會支持之中介效果

Institutionalized Socialization Tactics and Newcomers’ Psychological Adjustment: The Mediation Effects of Positive Moods, Self-efficacy, and Perceived Social

本研究從資源建立觀點探討機構型社會化戰術與新進員工調適結果關係之中介歷程，提出正向心情、自我效能與知覺社會支持三個中介變數，主張組織在實行機構型社會化戰術後，能建立新進員工的情感資源（正向心情）、認知資源（自我效能）與社會資源（知覺社會支持），進而有效地提高工作滿足，降低離職意圖。本研究以76位工作未滿一年的新進員工為研究對象，連續六週調查正向心情、自我效能與知覺社會支持等變數，共得到337筆資料。研究發現，機構型社會化戰術中的資訊內容與社會人際戰術對正向心情有直接的正向影響，且會透過正向心情間提高工作滿足，降低離職意圖。資訊內容與社會人際戰術對自我效能有直接的正向影響，且會透過自我效能間接正向提高工作滿足。社會人際戰術對知覺社會支持有直接的正向影響，且會透過知覺社會支持間接提高工作滿足，降低離職意圖。

Based on the resource-building perspective, this study examines how institutionalized socialization tactics (context, content, and social tactics) impact newcomer adjustment (job satisfaction and turnover intention) through affective, cognitive, and social resources (referred to as positive moods, self-efficacy, and perceived social support) underlying newcomers’ psychological processes. With a sample of 76 newcomers and 337 observations across six weeks, results indicate that content tactics were positively related to newcomers’ weekly positive moods and self-efficacy, and that social tactics were positively related to positive moods, self-efficacy, and perceived social support. Moreover, positive moods mediated the relationship of content and social tactics with job satisfaction and turnover intention; self-efficacy mediated the relationship of content and social tactics with job satisfaction; and perceived social support mediated the relationship of social tactics with job satisfaction and turnover intention. Thus, our study contributes to a more comprehensive view of how positive moods, self-efficacy, and perceived social support act as simultaneous psychological resources induced by institutionalized socialization tactics during newcomers’ entry.