The Organizational Socialization Path of New R&D Employees in High-Tech Enterprises: A Dual-Perspective Case Study

This study investigates the socialization strategies of GAC Group from a dual perspective encompassing both organizational and individual dimensions, employing qualitative methods through semi-structured interviews. The findings reveal that, at the organizational level, GAC effectively facilitates new employee integration through several coordinated mechanisms. First, precision screening differentiates recruitment pathways for campus graduates and experienced professionals, ensuring alignment between candidate capabilities and organizational requirements. Second, systematic development initiatives, including structured new employee orientation camps, tiered training programs, mentorship arrangements, and conversion support measures, promote a smooth transition into the company. Third, innovation-oriented incentives, comprising innovation funds and expert lectures, encourage knowledge acquisition and creative contribution. Additionally, cross-departmental collaboration is fostered through regular interdepartmental meetings and shared communication platforms, while conflict resolution strategies emphasize compromise and managerial intervention to maintain organizational harmony. Culturally, GAC promotes a value system characterized by pragmatism, innovation, controlled trial-and-error, and open communication, which collectively cultivate an adaptive and proactive work environment. From the individual perspective, new R&D employees demonstrate considerable initiative in navigating their socialization process. They actively connect training experiences with practical work, seek relevant information autonomously, adapt to multiple concurrent projects, and engage in innovative tasks, all of which accelerate their role transition and integration within the organizational ecosystem. Overall, the dual-level socialization mechanism at GAC illustrates how structured organizational support, combined with individual proactive behaviors, can effectively facilitate employee adjustment, skill development, and innovative engagement. These insights provide practical guidance for high-tech and automotive enterprises aiming to optimize talent development strategies, particularly in the context of digital transformation and intelligent manufacturing.