社会化由Schein[1]首次引入组织管理,其基本内涵是新进员工为了适应特定的组织角色所需要学习的内容和经历的过程。目前员工社会化研究已经成为组织行为学领域研究的焦点问题,主要是基于管理实践中许多组织出现由于新员工对于组织缺乏认同感、对组织不适应从而严重阻碍组织绩效的提高和战略目标的实现。传统人力资源管理运用员工—岗位匹配模式,重视个人的专业技能、性格特征与岗位的工作要求,忽略了员工价值观、目标、个性与组织文化相匹配的重要性。本文以组织文化为研究视角,关注与价 Socialization was first introduced into organizational management by Schein [1], and its basic connotation is the process of newly recruited employees learning content and experience in order to adapt to a particular organizational role. At present, the socialization of employees has become the focus of research in the field of organizational behavior, which is mainly based on the fact that many organizations in management practice appear to have new employee’s lack of identity to organization and unwillingness to organization, which seriously hinders the realization of organizational performance and strategic goal . Traditional HRM employs the employee-job matching model, emphasizing individual professional skills, personality traits and post job requirements, neglecting the importance of employee values, goals, personalities and organizational cultures. This article takes organizational culture as the research perspective, attention and price