|Author's Email Address
||This thesis had been viewed 5569 times. Download 658 times.|
||Institute of Human Resource Management|
|Type of Document
||The Relations between Organizational Commitment and Investiture - Divestiture Tactics of Newcomers’ Organizational Socialization and Job Search Behavior: Personality Trait as a Moderator|
|Date of Defense
Job Search Behavior
Investiture vs. Divestiture Tactics
||Enterprises have always focused on the organizational commitment and turnover rate of newcomers. The typical approach to facilitate newcomers’ integration and having good performance is organizational socialization tactics. In the past, we usually assessed the organizational socialization tactics by the overall six tactics. However, we found that the domestic research is used to be weaker than the foreign literature on the reliability of “investiture – divestiture tactics”. Therefore, this study aims to explore the meaning of “investiture - divestiture tactics” and move further to remodel scales. We probe into investiture - divestiture tactics for organizational commitment and effect of job search behavior. Also, in this study we use personality traits as interference to understand whether need to adjust the ratio of imparting or deprivation in different characteristics newcomers.|
In this study, survey participants were newcomers, total recovery of 143 valid samples. The results show that: (1) The investiture - divestiture tactics scales have good reliability and validity. (2) The working and psychological level investiture in investiture - divestiture tactics have a positive impact on organizational commitment. (3) The organization and psychological level investiture in investiture - divestiture tactics have a negative impact on job search behavior. (4) Emotional stability can interfere with the relationship between organizational commitment and investiture - divestiture tactics of newcomers’ organizational socialization.
Finally, the study proposes practical suggestions to human resource Dep. and line manager on talent management in accordance with the empirical results. The ultimate purpose is to contribute greater performance to organizations.
||Liang-Chih Huang - chair|
Shih-Jer Chen - co-chair
Jin-Feng Uen - advisor
indicate access worldwide|
|Date of Submission