신입사원의 조직사회화에 대한 종단적 연구

• 영문명: A Longitudinal Study on Newcomers" Organizational Socialization
• 발행기관: 한국인사조직학회
• 저자명: 박경규(Kyung-Kyu Park) 윤종록(Jong-Roag Youn) 임효창(Hyo-Chang Lim)
• 간행물 정보: 『인사조직연구』인사·조직연구 제7권 제1호, 43~82쪽, 전체 40쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 1999.02.01

국문 초록

  본 연구는 기업이 제공하는 조직사회화 전략이 신입사원의 조직적응에 미치는 영향을 살펴보고, 조직내 근속기간이 길어짐에 따라서 이러한 영향이 어떻게 변하는가를 종단적으로  살펴보았다. 입사 6개월 후와 입사 1년 6개월 후로 나누어 동일인을 대상으로 실시한 두 차례의 설문조사 결과, 신입사원의 근속기간이 길어짐에 따라 신입사원이 지각하는 멘토관계의 형성정도는 통계적으로 유의하게 변화하는 것으로 나타났으며, 그들의 조직적응(순응적 역할 지향성 및 역할모호성)의 정도 역시 유의적으로 변화되고 있음을 발견하였다. 이러한 연구결과는 향후 신입사원의 조직적응을 위한 효과적인 조직사회화 전략수립의 필요성을 강조하고 있다.

영문 초록

  When the newcomers join the unacquainted firms, they may experience reality shock at circumstances of the new firms. Therefore, organizational socialization tactics are needed to minimize the difficulties the newcomers have due to reality shock and help guide easy adjustment as insiders of organizations.
  This study aims to identify the relationship between organizational socialization tactics and the newcomer"s organization adjustment longitudinally, and to examine how they change through newcomers" working period. Sample data are collected from newcomers who have been working for at least 6 months for the first test and we re-examined them after 1 year for the second test. 380 samples are collected for the first test and 281 samples for the seconds.
  The result reveals that the relationship between organizational socialization tactics and the newcomers" organization adjustment is positive for the two tests, that the first test of the newcomers" perception for the formal mentor system is stronger than the seconds, and that the relationship with peers is statistically significant at the first and second test but the relationship with superiors is different; at the first test it is not significant and at the second test it is significant.
  The results which are studied on the change of newcomers" organization adjustment through working hour reveal that newcomers" adaptive role orientation is significantly increasing, and role ambiguity is significantly reduced, but that the organization involvement is not statistically significant within 1 year. It means that the role orientation is obviously changed by the organizational socialization strategy for newcomers, and that overall satisfaction to the firm, meaning organization involvement, is not increasing by the organizational socialization strategy for newcomers.
  Therefore this study suggests that personnel managers should approach in the long term view of newcomer"s organizational adjustment. The firm should adapt and manage the formal mentor system as soon as possible for newcomers" organization adjustment. And it should be more interested in the informal mentor system than formal mentor system as newcomers are getting adapted for the firms. Superior supports can"t be influenced greatly on the newcomers at the beginning but can be influenced as they are getting adapted.
  Finally, the firm should perceive that superior and peer supports are key factors for newcomers organization adjustment, it should, therefore, include them in the organizational socialization management system for newcomers.

목차

〈초록〉
Ⅰ. 문제의 제기
Ⅱ. 이론적 배경
Ⅲ. 연구방법
Ⅳ. 가설검증
Ⅴ. 토의 및 결론
참고문헌
ABSTRACT