【正文】 I 基于認知失調(diào)的新員工工作適應管理研究 —— 應屆畢業(yè)生視角 摘 要 社會心理學家赫伯特斯賓塞認為適應是一個不斷被打破又不斷趨于平衡的過程，新員工工作適應過程是個體與工作環(huán)境互動的過程，個體和工作環(huán)境要做出相應的改變?nèi)ミm應對方，而認知失調(diào)的存在主要是由于原有的認知系統(tǒng)內(nèi)部平衡被打破所造成的，從本質(zhì)上看二者都遵循“平衡 — 失衡 — 再平衡”這一無限循環(huán)的過程，因此，從造成失調(diào)的關(guān)鍵因素分析出發(fā)，可以為效地解決新員工不適應問題提供理論和現(xiàn)實依據(jù)。 本論文首先簡要介紹了工作適應、認知失調(diào)以及新員工期望的相關(guān)基本概 念后，分析三者之間的關(guān)系，即入職前新員工由于受到他人期望、在校經(jīng)歷、招聘過程的影響，對即將開始的工作有一定的預期，當實際感受低于新員工期望時，會導致巨大的心理落差，原有的關(guān)于工作平衡的認知系統(tǒng)被打破，從而出現(xiàn)工作不適應，并在此基礎(chǔ)上，根據(jù)職場新人的工作適應現(xiàn)狀調(diào)查，提取出導致跳槽的三個首要因素，即上升空間、薪酬與福利、工作氛圍，選取能有效代表上述三個因素的案例進行分析，在第三章主要對案例中導致員工跳槽的因素進行歸納，并將原因匯總為三大類，即事前、事中、事后因素；第四章主要從事前、事中、事后三個方面，并運用減 輕認知失調(diào)的兩種驅(qū)動力，即自我平衡力和情景平衡力這兩種策略，促使大學生失調(diào)后心理狀態(tài)恢復平衡，從而更好地適應目前的工作。 此外，本論文也存在著一些不足，例如沒有經(jīng)過實地調(diào)研，提取出導致跳槽的因素不具有代表性，在解決實際問題時可能會由于實踐經(jīng)驗不足，沒有太大的現(xiàn)實意義。 關(guān)鍵詞： 認知失調(diào)；工作適應；新員工期望 II Abstract Social psychologist Herbert Spencer argued that adaptation is a process of being broken to balance. The new employee adaptation is an interactive process that individual and work environment make corresponding changes to adapt to each other, and cognitive dissonance are mainly due to the original cognitive system whose internal balance is broken. From the view of nature, the new employee adaptation and the cognitive dissonance follow the “two balance and imbalance” the infinite cyclic process. Therefore, from the analysis of the key factors causing dissonance, we can provide theoretical and practical basis to effectively solve the problem of new employees. This thesis firstly introduces the relevant conception of work adjustment, cognitive dissonance and new employee expectations, and analysis the relationship of the three. Before entering the current duty, newers have shaped some expectations due to others’ expectation, school life, the recruitment process. When the actual feelings is lower than expectations, new employees will suffer a huge gap and lead to the broken of original balance of cognitive system. And on this basis, according to the present situation investigation on new workplace, extracting three primary factors that lead to switch, namely the rise space, salary and welfare, work atmosphere. In third chapter, we will select case analysis which can effectively represent the three categories, namely before the matter, during the matter and after the matter. Chapter four mainly use two kind of driving force of cognitive dissonance strategies to help graduates own self balance and better adapt to the present job. In addition, the thesis also has some deficiencies, such as inadequate investigation, being not representative of the causes to switch. Due to the lack of experience, solving practical problems may not have much practical significance. Keywords: cognitive dissonance theory。 work adjustment。 newer expectations III 目 錄 目 錄 ..................................................................................................................................... III 插圖清單 ..................................................................................................................................IV 表格清單 ................................................................................................................................... V 引 言 ......................................................................................................................................VI 第 1章 緒論 ....................................................................................................................... 1 研究背景和研究意義 ............................................................................................. 1 研究內(nèi)容和方法 ..................................................................................................... 2 第 2章 基本概念與理論 ................................................................................................... 3 新員工期望 ............................................................................................................. 3 認知失調(diào) ................................................................................................................. 3 工作適應 ................................................................................................................. 4 三者之間的關(guān)系 ..................................................................................................... 5 第 3章 新員工工作適應現(xiàn)狀 ........................................................................................... 6 職場新人工作現(xiàn)狀調(diào)查 ......................................................................................... 6 新員工工作不適應原因分析 ................................................................................. 6 原因分類 ................................................................................................................. 8 第 4章 新員工工作適應解決方案 ................................................................................... 9 新員工期望的結(jié)構(gòu) ................................................................................................. 9 減輕認知失調(diào)的兩種作用力 ................................................................................. 9 解決方案 ............................................................................................................... 10 結(jié)論與展望 ......................................................................................................................... 14 致謝 ..................................................................................................................................... 15 參考文獻 ............................................................................................................................. 16 附錄 ..................................................................................................................................... 17 附錄 A 附加圖、表 ..................................................................................................... 17 附錄 C 引用的外文文獻及其譯文 ................