For young employees entering the workforce,there may be diverse career orientations in their relationship with leaders,where the collision of the"organization-centric"and"individual-centric"perspectives poses new challenges for their integration into the collective.This study,grounded in the Person-Environment Fit theory,focuses on the current alignment of career orientations between young newcomers and their leaders.It explores the early organizational socialization mechanisms for these young employees and validates the mediating role of perceived deep-level dissimilarities and the moderating effect of an inclusive climate.Employing polynomial regression and response surface analysis,the study empirically examines questionnaire data from 235 supervisory leaders.The research reveals that when there is a mismatch in career orientations between young employees and their supervisors,they perceive higher levels of deep-level dissimilarities,leading to difficulties in smoothly assimilating into the organization and displaying poorer early organizational adaptation.Conversely,a positive and inclusive organizational climate can alleviate the perceived deep-level dissimilarities among young employees and promote their early organizational adaptation.This research provides a theoretical foundation and practical recommendations for understanding the specific mechanisms through which career orientations impact the early organizational adaptation of young employees.It encourages managers to consider an inclusive climate as a crucial means of facilitating the early organizational adaptation of young newcomers.
关键词
职业定位/新员工早期组织适应/感知深层差异/包容型氛围
Key words
career orientation/early newcomers'adjustment to organization/perceived deep-level dissimilarities/inclusive climate
维普
万方数据