科技企业组织社会化策略对新生代员工组织承诺的影响——一个有调节的中介模型

在易变性职业生涯环境下，组织与员工间冲突日益凸显，员工离职意愿明显升高，组织承诺作为预测员工离职的重要因素，受到组织高度重视。依据社会交换理论，以222名科技企业“85后”新生代员工为研究样本，采用层次回归分析法，打开易变性职业生涯视角下科技企业组织社会化策略影响新生代员工组织承诺的“黑箱”。结果表明：①科技企业组织社会化策略显著正向影响新生代员工的组织承诺；②组织支持感完全中介科技企业组织社会化策略与新生代员工组织承诺间的关系；③易变性职业生涯态度（自我导向/价值驱动）显著正向调节组织支持感与新生代员工组织承诺间的关系；④易变性职业生涯态度（自我导向/价值驱动）在科技企业组织社会化策略对新生代员工组织承诺的间接影响中起到被调节的中介作用。

Research on the Impact of Organizational Socialization Tactics on Organizational Commitment of New Generation Employees in Technological Enterprises:a Moderated Mediation Model

Based on the social exchange theory,222 after 85s new generation employees of science and technology enterprises were selected as the research samples,and hierarchical regression analysis method was adopted to open the "black box" in which technological enterprises organizational socialization tactics influence the organizational commitment of new generation employees from the perspective of protean career attitudes.The results show that: technological enterprises' organizational socialization tactics significantly positively affects the organizational commitment of the new generation of employees.perceived organizational support fully mediates the relationship between technological enterprises' organizational socialization tactics and organizational commitment of the new generation of employees.protean career attitudes (self-directed/value-driven) significantly positively regulate the relationship between organizational support and organizational commitment of the new generation of employees.Protean career attitudes (self-directed / values-driven) play a mediating role in the indirect impact of organizational socialization tactics on the organizational commitment of the new generation of employees in technological enterprises.