新员工的职业导向通常有着如下的特点:职业导向不同于社会化、心理契约、培训以及现实工作预览。一般来说,有三个不同领域的学术研究经常被用来创造一个框架借以设计和研究新员工的职业导向,这三个学术研究领域包括压力解除的理论和方法、态度转化的理论和方法,以及现实工作预览的理论和方法。新进人员导向的未来研究应该以这个常见的框架设计规律为方向,有必要的情况下也不妨自由地借用其他相关领域的研究成果。 Career orientation of new employees usually has the following characteristics: Career orientation is different from the socialization, psychological contract, training and preview of the real work. In general, academic research in three different areas is often used to create a framework for designing and studying occupational orientation for new hires. These three areas of academic research include theories and methods of stress relieving, theories and approaches to attitude change, and Realistic work preview theory and methods. The new staff-oriented future research should take this common framework for the design of the law as the direction, if necessary, may wish to freely borrow from other related fields of research.