新员工组织适应干预方法的效用、机制和整合性研究

The problem of newcomer socialization orientation is diffusely involving, lasting, and influencing. Fulfilling newcomer adjustment efficiently through intervention method is significant to both business administration and individual career development. At present, there existing three problems about scene researches of training intervention to be solved, namely, evaluating the effectiveness of newcomer orientation programs (content specific, ROPES vs. content free, ASE); the empirical evidence demonstration psychological and behavior mechanisms of orientation programs is insufficient; moreover, attempt to integrate existing intervention method. This project focuses on the three problems above, combining research methods of intervention training, scene experimenting, longitudinal tracking and orientation effectiveness evaluating to compare pros and cons of the two intervention method. By introducing physiological indicators to demarcate psychological processes, prove the evidential chain of "intervention method -> psychological and behavioral process -> results of socialization orientation"; additionally, integrate present technique path with multi-wave longitudinal intervention strategy, impelling applicability conversion of intervention method. Enclosing these problems, it is of great theoretical significance and practical value for the project to develop research about decreasing deficiency of newcomer socialization orientation, increasing management capacity of Chinese enterprises, promoting individual profession career development.

新员工组织适应的问题牵扯面广、持续时间长、对特定职业从业者影响重大。通过干预手段帮助新员工高效地实现组织适应，对企业管理和个人职业发展意义重大。现有关于培训干预的现场研究仍有三个问题未得到妥善解决，即评价新员工组织适应主要技术路线——基于组织具体情境（入职压力干预）或基于个体内在特点（真我表露技术）的效用优劣的比较；检验上述技术路线对员工适应影响的心理与行为机制；以及进一步整合不同技术路线的干预方法。本项目针对上述问题，结合干预培训、现场实验、长时程跟踪和效用评估的研究方法，比较上述技术路线的优劣；通过引入生理学指标来标定心理过程，验证“干预方法->心理与行为过程->组织适应结果”的证据链；通过融合或整合的策略整合现有技术路线，推进干预方法的应用性转化。围绕上述系列问题开展研究对于降低新员工的组织适应不良、提升中国企业管理能力、促进个人职业发展具有重要的理论意义和实践价值。

研究者考察了新员工入职适应的过程，比较两种组织适应干预方法的效用，检验干预方法对组织新成员适应影响的心理与行为机制并尝试确认整合现有干预路线的方法。系列研究工作的结果揭示，1）新成员入职适应的过程受人格因素和环境因素的交互作用影响；2）将工业心理学的干预范式与组织心理学的适应过程机制结合起来，可以确认干预方法产生作用的机制；3）干预方案可以对企业员工的工作绩效、创新绩效，和学生群体的生活适应与学业表现产生促进作用。更为重要的是，项目产生了积极的社会应用实践价值。研究团队所开展的现场干预范式被证明可以有效提升组织新成员入职适应的工作表现，以及大学新生在入学后的学业表现。相关干预研究范式已经被开发成为课程模块，被用于本科新生教育环节和新护士的入职培训过程中，并取得了良好的社会示范效应。