As more and more intense of the global competition, businesses now keep seeking for competitive advantages to sustain their operations, and a good staff is the key to it. The first step to keep these excellent people is the ¡§orientation.¡¨ During the orientation, newcomers begin to involve in the organizational culture and understand more and more about the job. This is also an important part of socialization. Especially the front-line employees in service industry, their work influence the performance of business directly. Therefore, the importance of the orientation of front-line employees in service industry goes without saying. However, can it really elevate the degree of socialization after the orientation of newcomers? The purpose of this research expects to realize the orientation practices in current service industry, and discuss if different orientation programs make any differences on the adaptation of font-line newcomers. At the end we analyze the influence of newcomers¡¦ adaptation to their performances and turnover intentions. This research investigated fifty service industry¡¦s companies¡Gone questionnaire for human resource department, and ten for the front-line newcomers. 34 copies of the 50 human resource departments¡¦ questionnaires issued were returned, among which 30 copies are valid. 254 copies of the 500 front-line newcomers¡¦ questionnaires issued were returned, among which 179 copies are valid. The data were analyzed by reliability analysis, descriptive statistics analysis, one-way ANOVA, Pearson correlation analysis and multiple regressions.
The result of this research are as follows:
1.Most companies¡¦ orientation training lasted under five days, internal instructors were mostly used, most companies use O.J.T. As the orientation training method, ¡§Mentoring¡¨ is the mostly used. ¡§Organization policy¡¨ information is the mostly used orientation training content.
2.Overall, the average of all socialization dimensions are above middle value 4, among which the dimension of ¡§people¡¨ is the highest. The averages of job performance dimensions are above 5, and task performance is higher than contextual performance. The average of turnover intention is under middle value 4, but individual differences are quite large¡C
3.Different orientation programs make obviously differences on the degree of socialization, job performances and turnover intention.
4.All dimensions of Socialization have positive correlations with task performance and contextual performance. And all dimensions of socialization have negative correlations with turnover intention.
5.In the degree of socialization, ¡§people¡¨, ¡§organizational goals and values¡¨ and ¡§performance proficiency¡¨ all have obvious positive impacts on task performance. ¡§Politics¡¨ and ¡§organizational goals and values¡¨ have obvious positive impacts on
contextual performance. Only ¡§organizational goals and values¡¨ has obvious negative influence on turnover intention.
6.Newcomers¡¦ past part-time job experiences (and time they¡¦ve spent), and the correlations of past job/part-time job have moderate effects on some parts among orientation and the degree of socialization.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0625107-131321 |
| Date | 25 June 2007 |
| Creators | Yang, Shih-Huei |
| Contributors | Jin-Feng Uen, Shyh-jer Chen, Liang-Chih Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0625107-131321 |
| Rights | withheld, Copyright information available at source archive |
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