90 后与 00 后逐渐加入职场，这些新生代希望更多的认同，做有意义、不无聊的任务，期 待在工作中进步成长、取得成果。组织对这些新员工也提出了更高的要求，期待他们在进入 职场前做好准备，具备更多的实习经历和经验，能够主动学习、更快地融入组织，有最佳的 绩效表现，这对保持公司持续的竞争力和发展有着至关重要的作用。基于个体发展、组织需 求和整个商业环境的复杂性，实习呈现出时间不断提前、内容不断丰富、形式更加多样等特 点，实习经历如何对工作绩效产生影响？引起了学术界的关注。 本文对实习经历、工作绩效及其相关理论进行整合，通过理论推导构建研究模型，引入 职业认同作为中介变量，探讨实习经历对工作绩效的作用机制。通过理论分析、现场访谈、 专家评估等方法，形成初步的量表，进行预测、项目分析、信度和效度分析后，形成正式量 表。通过实证分析得出显著性结论如下：（1）新员工实习经历与工作绩效呈显著正相关关系， 其中实习环境特征维度对任务绩效和关系绩效的影响强于实习工作特征，但对适应绩效的影 响弱于实习工作特征；（2）实习经历与职业认同呈显著正相关关系，实习工作特征对职业认 同的正向影响最强，实习环境特征对职业认同的正向影响次之。同时，职业认同在实习经历 和工作绩效之间起到了部分中介作用。 基于研究结论，结合新员工的实习现状，从不同角度为新员工和企业提出了具体的管理建 议。新员工应当重视实习，树立职业规划意识，将实习作为职业探索的重要环节，投入其中， 努力将自己塑造为高素质、复合型人才，提升自身的绩效水平。对企业而言，实习生是企业 潜在的人力资源，对实习的科学化、制度化安排也能有效传递企业形象，为招募更多人才奠 定基矗 关键词：新员工，实习经历，工作绩效，职业认同II Abstract Employees who born in the 1990s and 2000s are gradually joining the workforce. These newcomers want more recognition. They want to do meaningful, non-boring tasks and look forward to growing and succeeding in their jobs. Organizations also have higher requirements for these new employees. Organizations expect them to be prepared before entering the workplace: having more internship experience, learning actively, integrating into the organizations faster, and having the best performance. These are crucial to maintaining the companies’ continued competitiveness and development. Based on the complexity of individual development, organizational needs and the overall business environment, internships are characterized by continuous advance of time, continuous enrichment of content and more diverse forms. How does internship experience affect work performance? This has aroused the academic community's concern. This paper integrates internship experience, work performance and other related theories. This paper constructs a research model through theoretical derivation, introduces career identity as a mediating variable, and discusses the mechanism of internship experience on work performance. Through theoretical analysis, live interview, expert evaluation and other methods, this paper forms a preliminary scale. After the prediction, item analysis, reliability analysis and validity analysis, this paper forms a formal scale. Through empirical analysis, the significant conclusions shows that: First, internship of newcomers has a positive impact on work performance. The environmental characteristics of internship have a stronger impact on task performance and relationship performance than the work characteristics of internship, but has a weaker impact on adaptation performance than the work characteristics of internship. Second, internship has a positive impact on career identity. The work characteristics of internship has the strongest positive impact on career identity, followed by the environmental characteristics of internship. Meanwhile career identity has incomplete mediating effect in the relationship of newcomers' internship and work performance. Based on the research conclusion and the internship status of newcomers, this paper puts forward specific management suggestions for newcomers and enterprises from different perspectives. Newcomers should attach importance to internship and establish the consciousness of career planning. Newcomers should take internship as an important part of their career exploration and devote themselves into it building themselves into high-quality and compound talents and improve theirIII performance. For enterprises, interns are potential human resources. Scientific and institutionalized arrangements for internships can also effectively convey the corporate image and provide a basis for recruiting more talents. Key Words：Newcomers, Internship, Work Performance, Career IdentityIV 目录 第一章 绪论.. 1 1.1 研究背景 ....................... 1 1.2 研究意义 ....................... 2 1.2.1 理论意义 ........... 2 1.2.2 实践意义 ........... 2 1.3 研究思路 ....................... 3 1.4 研究内容 ....................... 4 1.5 研究方法 ....................... 5 1.6 可能的研究创新点 ....... 6 第二章 文献综述......................... 7 2.1 实习经历的研究现状 ... 7 2.1.1 实习经历的概念界定 ...................... 7 2.1.2 实习经历的相关研究 ...................... 8 2.1.3 实习经历的测量 .............................. 9 2.2 工作绩效的研究现状 . 10 2.2.1 工作绩效的概念界定 .................... 10 2.2.2 工作绩效的维度与测量 ................ 12 2.2.3 工作绩效的影响因素 .................... 13 2.3 职业认同的研究现状 . 15 2.3.1 职业认同的概念界定 .................... 15 2.3.2 职业认同的影响因素 .................... 15 2.3.3 职业认同的结果变量 .................... 16 2.3.4 职业认同的测量 ............................ 17 2.4 文献回顾总结 ............. 18 第三章 研究模型与假设........... 19 3.1 实习经历与工作绩效的关系研究 ............ 19 3.2 职业认同和实习经历与工作绩效之间的关系 ....................... 20 3.2.1 实习经历与职业认同 .................... 20 3.2.2 职业认同与工作绩效 .................... 21 3.3 本章小结 ..................... 22 第四章 研究设计....................... 23 4.1 实习经历量表编制 ..... 23 4.1.1 量表编制步骤与思路 .................... 23 4.1.2 初始项目的形成 ............................ 24 4.1.3 初测结果与分析 ............................ 24 4.2 问卷设计及基本内容 . 28 4.3 变量度量与指标选取 . 29 4.3.1 自变量 ............. 29 4.3.2 因变量 ............. 30 4.3.3 中介变量 ......... 31 4.3.4 控制变量的选取 ............................ 31 4.4 小样本预调研 ............. 31V 4.5 正式问卷的发放及回收 ............................ 32 4.6 本章小结 ..................... 32 第五章 实证分析....................... 33 5.1 描述性统计分析 ......... 33 5.2 同源误差检验 ............. 34 5.3 信度分析 ..................... 35 5.4 效度分析 ..................... 35 5.4.1 内容效度 ......... 35 5.4.2 结构效度 ......... 36 5.5 相关分析 ..................... 40 5.6 假设检验 ..................... 41 5.6.1 实习经历对任务绩效的影响 ........ 41 5.6.2 实习经历对关系绩效的影响 ........ 42 5.6.3 实习经历对适应绩效的影响 ........ 43 5.6.4 实习经历对职业认同的影响 ........ 44 5.6.5 职业认同对工作绩效的影响 ........ 45 5.6.6 中介效应的检验 ............................ 45 5.7 本章小结 ..................... 49 第六章 研究结论、启示和展望 .............................. 50 6.1 研究结论 ..................... 50 6.1.1 实习经历与工作绩效的关系 ........ 50 6.1.2 职业认同与工作绩效的关系 ........ 51 6.1.3 实习经历与职业认同的关系 ........ 51 6.1.4 职业认同的中介作用 .................... 51 6.2 理论贡献与实践启示 . 52 6.2.1 理论贡献 ......... 52 6.2.2 实践启示 ......... 52 6.3 研究局限及未来研究展望 ........................ 54 6.3.1 研究局限 ......... 54 6.3.2 未来研究展望 . 54