组织社会化策略对新生代员工留任意愿的影响——以科技类企业为样本

科技人员是科技企业存在和发展的前提。当前，新生代员工已成为科技企业职场主力，但具有与其他群体不同的特质。基于社会交换理论，选取无边界职业生涯态度为中介变量，对224名科技企业“85后”新生代员工进行调查，并采用层次回归分析法探索科技企业组织社会化策略对“85后”新生代员工留任意愿的影响机制。结果表明：组织社会化策略对新生代员工留任意愿有显著正向影响，无边界职业生涯态度在组织社会化策略对“85后”新生代员工留任意愿的影响中具有中介作用，组织支持感在无边界职业生涯态度对“85后”新生代员工留任意愿的影响中具有正向调节作用。科技企业管理者应时刻关注工作环境对“85后”新生代员工职业生涯态度和留任意愿的影响，从而在“85后”新生代员工管理方面探索出新的思路。

The Empirical Study of Organizational Socialization Tactics Towards Retention Intention of New Generation Employees in Technology Enterprises

Based on the theory of social exchange, this paper explores the "black box" mechanism of organizational socialization tactics towards retention intention of new generation employees who are born after 1985 in technology enterprises. Through the hierarchical regression analysis of 224 new generation employees who are born after 1985 in technology enterprises, we conclude that organizational socialization tactics does have a significantly positive impact on retention intention of new generation employees; boundaryless career attitudes (boundaryless mindset and organizational mobility preference) have the mediating effects in the impact of organizational socialization tactics on retention intention of new generation employees; perceived organizational support has positive moderating effect on the impact of boundaryless career attitude (boundaryless mindset and organizational mobility preference) on retention intention of new generation employees. We suggest that the executives of technology enterprises be concerned about th effect of work environment on career attitude and retention intention of new generation employees, and improve new generation employee management.