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我自己也会这样做:自我领导,积极主动和社会化

Zachary W. Goldman,博士 GA Cranmer JD Houghton
领导与组织发展期刊。 八月6,2019

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本文的目的是通过自我领导对主动性的影响以及随后的组织社会化和组织承诺,探索新移民作为他们自身社会化中的积极参与者。 从过程中的三个系列调解模型中检查了从193组织新人(即在组织的第一年内在组织中工作的人)收集的各种行业的数据。 这些分析的结果表明,自我领导能够通过帮助他们寻求组织资源来影响组织新移民的调整和后续承诺。 本研究回答了探索自我领导过程影响组织结果的中介机制以及人类工作场所互动与社会化近端和远端结果之间复杂关系的呼吁。 研究结果表明,组织利益相关者应该提高新人的自我领导能力,从而缓解组织的社会化负担。 本文提供了一个新的框架(即自我领导),用于理解新人的社会化,并提供一个包容的模型,承认个人能力,沟通行为,调整和随后的组织态度。

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