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新员工职业适应性与工作满意度的关系：工作压力的中介作用
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Abstract:
在个人–环境匹配理论视角下，探讨新员工职业适应性水平对新员工的工作满意度的影响，并探究工作压力在其中起到的作用。采用国内外成熟的量表，采用滚雪球抽样的方法对重庆部分企业近三年入职的新员工进行问卷调查，结果表明：1) 新员工职业适应性可以显著正向预测其工作满意度；2) 新员工的职业适应性水平对其工作压力存在显著负向作用，而工作压力对新员工的工作满意度起到显著负向影响，新员工的工作压力在其职业适应性和工作满意度的关系中起到部分中介作用。基于研究结论，从企业、高校、新员工三方面提出对策建议以提高新员工职业适应性，帮助其缓解工作压力，从而有助于提高其工作满意度。
From the perspective of individual environment matching theory, this paper discusses the impact of new employees’ career adaptability on their job satisfaction, and explores the role of work pressure in it. Using the mature scales at home and abroad and snowball sampling method, this paper conducts a questionnaire survey on the new employees in some enterprises in Chongqing in recent three years. The results show that: 1) the new employees’ occupational adaptability can significantly and positively predict their job satisfaction; 2) the level of new employees’ occupational adaptability has a significant negative effect on their work pressure, and work pressure has a significant negative impact on new employees’ job satisfaction. The work pressure of new employees plays a partial intermediary role in the relationship between their occupational adaptability and job satisfaction. Based on the research conclusion, this paper puts forward countermeasures and suggestions from three aspects of enterprises, universities and new employees to improve the career adaptability of new employees, help them relieve their work pressure, and thus help to improve their job satisfaction.
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