本研究以新進專業工程人員社會化的問題為核心，並結合社會化、社會學習及社會資訊處理等理論為基礎，嘗試將群體層次的社會化及個體層次的自我社會化(資訊尋找行為)同時納入研究架構之中，以改善以往理論與實證調查策略並不一致的問題，而對新進人員的社會化議題與能提供較完整的觀點。因此，本研究採取跨層次的研究設計，對群體與個體層次的社會化戰術與角色寬度自我效能及角色績效等變數間之關係進行探討，經蒐集91個群組(91位主管，384位新進專業工程人員)，得出的重要結論如下：
一、個體層次－資訊尋找行為、角色寬度自我效能與角色績效的關係
1.個體採取「直接」、「第三者」、「觀察」的資訊尋找行為時，對其角色績效有顯著正向之影響；採取「間接」及「測試」資訊尋找行為對角色績效則有顯著的負向影響。
2.個體採取「直接」、「第三者」及「觀察」的資訊尋找行為時，對角色寬度自我效能有顯著的正向影響；「間接」及「測試」對角色寬度自我效能則有顯著的負向影響。
3.個體的角色寬度自我效能愈高時，愈願意承擔超過技術規定要求以外的任務，對其角色績效有顯著的提升效果
4.角色寬度自我效能分別在「直接」、「間接」、「第三者」、「測試」等資訊尋找行為與角色績效的關係之間有完全的中介影響，而在「觀察」與角色績效的關係具有部份的中介影響。
二、跨層次－社會化戰術、角色寬度自我效能與角色績效的關係
1.當群體採取「賦與」、「程序」的社會化戰術時，對個體的角色績效有正向的提升；而「集體」、「正式」、「伴隨」及「固定」的社會化戰術對角色績效則並無顯著的影響。
2.群體層次的「集體戰術」在「第三者」的資訊尋找行為與角色寬度自我效能的關係中存在著負向調節效果，「程序戰術」在「第三者」的資訊尋找行為與角色寬度自我效能的關係中存在著正向調節效果；「正式戰術」在「測試」的資訊尋找行為與角色寬度自我效能的關係中存在著負向調節效果。「程序戰術」及「固定戰術」在「觀察」與角色寬度自我效能的關係中存在著負向調節效果；而「伴隨戰術」則在「觀察」與角色績效的關係中存在正向調節效果。
3.社會化戰術對角色寬度自我效能並無系絡直接影響效果；角色寬度自我效能對社會化戰術與角色績效的關係並無中介影響效果。

This study aims to explore the socialization issues of new-coming professional engineers. Based on theory socialization, social learning theory and social information processing approach, this study attempts to introduce work group socialization (group level) and self socialization (individual level), i.e., information seeking behavior, to the research model simultaneously. It is to improve the inconsistency between theories and empirical studies, and further to provide integral perspective on newcomer’s socialization issues. Therefore, this study applies cross-level research design to explore and analyze relationships among socialization tactics at group and individual level, role breath self-efficacy and role performance. Collecting data from 91 groups, which include 91 immediate supervisors and 384 new-coming professional engineers, the research draws conclusion in two dimensions: (1) information seeking behavior, role breath self-efficacy, and role performance relationships at individual level; (2) socialization tactics, role breath self-efficacy and role performance relationships at cross-level.
At the individual level, the results show that (1) when individuals apply overt, third party, and observation as the information seeking behaviors, there is a positive effect on role performance; when apply indirect and test as the information seeking behaviors, there is a negative effect on role performance. (2) When individuals apply “overt”, “third party”, and “observation” as the information seeking behaviors, there is a positive effect on role breath self-efficacy; when apply “indirect” and “test” as the information seeking behaviors, there is a negative effect on role breath self-efficacy. (3) When individuals have high level of role breath self-efficacy, they are more willing to undertake tasks beyond work requirement, and thus have significant increase in role performance. (4) Role breath self-efficacy has full mediating effect on the relationship between overt, indirect, third party, test and role performance, and it has partial mediating effect on the relationship between observation and role performance.
At the cross-level, it is found that (1) when the groups adopt “investiture” and “sequential” socialization tactics, the individual’s role performance is positively increased; when the groups adopt “collective”, “formal”, “serial” and “fixed” socialization tactics, there is no significant influence on individual’s role performance. (2) The level of groups’ “collective tactic” has negative moderating effect on the relationship between individual’s “third party” information seeking behavior and role breadth self-efficacy; “sequential tactic” has positive moderating effects on the relationship between third-party information seeking behavior and role breadth self-efficacy; “formal tactic” has negative moderating effect on the relationship between “testing” information seeking behavior and role breadth self-efficacy; sequential tactic and fixed tactic have negative moderating effect on the relationship between observation information seeking behavior and role breadth self-efficacy; and serial tactic have positive moderating effect on the relationship between observation information seeking behavior and role breadth self-efficacy. (3) Each socialization tactic does not have direct contextual effect on role breath self-efficacy, while role breath self-efficacy also does not have mediating effect on the relationship between socialization tactics and role performance.

目 錄 頁次
第一章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 7
第二章 文獻回顧與理論建構 9
第一節 組織社會化 9
第二節 資訊尋找行為 17
第三節 角色績效 25
第四節 角色寬度自我效能的中介效果 32
第五節 社會化戰術的跨層次影響 43
第六節 研究架構 57
第三章 研究方法 59
第一節 資料蒐集與樣本特性分析 59
第二節 研究變項的操作性定義與衡量 64
第三節 資料分析方法 80
第四章 實證分析與討論 83
第一節 各研究變項之描述性統計分析及相關分析 83
第二節 研究假設之驗證與討論 86
第五章 結論與建議 109
第一節 結論 109
第二節 研究限制與後續研究建議 119
參考文獻 123
附件一 問卷填答說明函 138
附件二 主管人員問卷 139
附件三 員工問卷 142

表目錄 頁次
表2-1-1 組織社會化概念發展之年表 12
表3-1-1 主管人員有效樣本之描述性統計 62
表3-1-2 新進專業工程人員有效樣本之描述性統計 63
表3-2-1 資訊尋找行為量表項目分析結果摘要 65
表3-2-1 資訊尋找行為量表項目分析結果摘要(續) 66
表3-2-2 角色寬度自我效能量表項目分析結果摘要 67
表3-2-3 角色績效量表項目分析結果摘要 68
表3-2-4 社會化戰術量表項目分析檢測結果摘要 69
表3-2-4 社會化戰術量表項目分析檢測結果摘要(續) 70
表3-2-5 資訊尋找行為量表之收斂效度分析結果 73
表3-2-6 資訊尋找行為量表之區別效度分析結果 74
表3-2-7 角色寬度自我效能量表之收斂效度分析結果 75
表3-2-8 角色績效量表之二階驗證性因素分析結果 76
表3-3-1 本研究之假設型式與驗證條件 81
表4-1-1 研究變項之描述性統計分析、相關分析及信度係數 85
表4-2-1 角色寬度自我效能對資訊尋找行為與角色績效關係的中介影響分析 94
表4-2-2 社會化戰術對角色績效之截距預測模式分析結果 97
表4-2-3 社會化戰術對角色寬度自我效能之截距預測模式分析結果 99
表4-2-4 社會化戰術對資訊尋找行為與角色寬度自我效能關係之系絡調節效果分析 101
表5-1-1 資訊尋找行為、角色寬度自我效能及角色績效關係之驗證結果彙總表 110
表5-1-2 社會化戰術、角色寬度自我效能及角色績效關係之驗證結果彙總表 113
表5-1-2 社會化戰術、角色寬度自我效能及角色績效關係驗證結果彙總表(續) 114

圖目錄 頁次
圖2-6-1 本研究之實證調查架構 57
圖4-2-1第三者與直接戰術之交互作用對角色寬度自我效能之影響 103
圖4-2-2第三者與程序戰術之交互作用對角色寬度自我效能之影響 104
圖4-2-3測試與正式戰術之交互作用對角色寬度自我效能之影響 105
圖4-2-4觀察與程序戰術之交互作用對角色寬度自我效能之影響 106
圖4-2-5觀察與伴隨戰術之交互作用對角色寬度自我效能之影響 107
圖4-2-6觀察與固定戰術之交互作用對角色寬度自我效能之影響 108

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