Relevant bibliographies by topics / Socialization in organization

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
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Academic literature on the topic 'Socialization in organization'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 February 2022

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Journal articles on the topic "Socialization in organization"

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Chang, Hyungbin, and Changsoo Kim. "The Effect of Organization Socialization Strategies on Organization Socialization and Organizational Effectiveness in Hotel Banquet Employees." Journal of Tourism Management Research 20, no. 3 (2016): 171–97. http://dx.doi.org/10.18604/tmro.2016.20.3.9.

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Oh, Seok-young. "Socialization tactics and youth worker adjustment: the mediating roles of fit perceptions." Career Development International 23, no. 4 (2018): 360–81. http://dx.doi.org/10.1108/cdi-02-2018-0046.

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Purpose The purpose of this paper is to identify how three types of socialization tactics – content, context and social tactics – influence fit perceptions, and then how three types of fit perceptions – person–organization (P–O) fit, person–job (P–J) fit and person–group (P–G) fit – mediate the relationship between socialization tactics and positive socialization outcomes: organizational commitment, job satisfaction and intent to quit. Design/methodology/approach Responses from participants – 207 Korean youth workers – were subjected to ordinary least squares path analyses with bootstrapping to test the hypotheses. Findings First, this study found that socialization tactics promote youth workers’ perceived fit with organization, job, and people. Then, the mediation model showed that content socialization tactics do not influence dependent variables (socialization outcomes) through mediators (fits), while context tactics influence through perceived P–O fit and P–G fit for organizational commitment only, and social tactics through perceived P–O, P–J and P–G fit for organizational commitment, job satisfaction and intent to quit. Research limitations/implications The results of this study suggest that institutionalized social tactics can serve as a key socialization method for new employees. In addition, youth organizations need to implement jointly formal and collective training programs with follow-up social workplace learning (e.g. mentoring and study circle) to help newcomers share the values of the organization and integrate well into it. Originality/value This study contributes for understanding the socialization process of new employees working in educational and social work fields and role of fit perception between socialization tactics and their career successes.
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Starr, Jennifer A., and Nanette Fondas. "A Model of Entrepreneurial Socialization and Organization Formation." Entrepreneurship Theory and Practice 17, no. 1 (1992): 67–76. http://dx.doi.org/10.1177/104225879201700108.

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This model applies theories of organizational socialization to characterize the aspiring entrepreneur's journey from neophyte to firm founder and to Identify factors that may Influence the transition from a pre-organization to the formation of a new organization. The model distinguishes two identifiable stages which shape organization formation—Anticipatory Socialization and New Entrepreneur Socialization. Anticipatory Socialization characterizes the predisposing characteristics and experiences that precede the cognitive choice to become an entrepreneur. New Entrepreneur Socialization specifies the critical variables that Influence the new recruit once the decision Is made to start a firm. Three factors determine the transition into the entrepreneurial role: Motivational Bases for Adaptation, Socializing Agents and the Structural Context of the Entrepreneurial Setting. The eventual outcome of entrepreneurial socialization, Organization Formation, Is the survival or discontinuance of the venture. A model of entrepreneurial socialization focuses attention on the adaptive Intra-personal and Inter-personal processes that shape the new venture creation process.
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Baker, H. Eugene, and Kenneth M. Jennings. "Limitations in “Realistic Recruiting” and Subsequent Socialization Efforts: The Case of Riddick Bowe and the United States Marine Corps." Public Personnel Management 29, no. 3 (2000): 367–78. http://dx.doi.org/10.1177/009102600002900306.

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There can be no doubt that matching the needs of the organization to the expectations of new employees is a critical factor influencing the quality and effectiveness of the long-term employment relationship. Riddick Bowe's failed entry into an organization that has prided itself on its ability to communicate expectations, and the nature of the socialization process that the recruit will encounter, demonstrates what can happen when an organization varies from a successful recruitment/selection process. This paper begins by summarizing some of the important facets of organizational recruitment/selection and subsequent socialization tactics. Bowe's early departure from recruit training is detailed, identifying specific errors made by the Marine Corps relating to their established approach to realistic recruiting and socialization. Finally, implications for action by other organizations are discussed in the form of lessons to be learned.
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DeBode, Jason D., Kevin W. Mossholder, and Alan G. Walker. "Fulfilling employees’ psychological contracts: organizational socialization’s role." Leadership & Organization Development Journal 38, no. 1 (2017): 42–55. http://dx.doi.org/10.1108/lodj-02-2015-0014.

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Purpose The purpose of this paper is to examine the mediating role of psychological contract fulfillment in the relationship between socialization tactics and attachment-related outcomes (i.e. organizational commitment and person-organization fit). Design/methodology/approach Data were obtained from online data collection services which allowed for a custom sample of new employees (n=326) from a variety of organizations and industries. Findings Psychological contract fulfillment partially mediated the relationship between one socialization tactic (i.e. social) and attachment-related outcomes. Post hoc analyses offered support for a hierarchy of socialization tactics with respect to prediction of organization-relevant outcomes. Research limitations/implications Researchers and practitioners have long believed socialization plays an important role in creating successful new employees. However, researchers have yet to adequately examine the mechanisms facilitating these relationships. This study advances the socialization literature by highlighting one such mechanism – psychological contract fulfillment. Originality/value This study seeks to explore the “black box” of socialization. Specifically, whereas prior work has suggested one tactic (i.e. social) may be more important than others, this is among the few studies exploring a potential hierarchy of socialization tactics. The authors then discuss the implications of this hierarchy for future research.
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Moyson, Stéphane, Nadine Raaphorst, Sandra Groeneveld, and Steven Van de Walle. "Organizational Socialization in Public Administration Research: A Systematic Review and Directions for Future Research." American Review of Public Administration 48, no. 6 (2017): 610–27. http://dx.doi.org/10.1177/0275074017696160.

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Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach, we conducted a systematic review of 58 public administration studies of organizational socialization. Organizational socialization is the process of mutual adaptation between an organization and its new members. Our findings demonstrate a growing but geographically disparate interest in this issue. Public administration studies contribute to this research area with novel insights into the determinants of organizational socialization and its effects on employees’ public service motivation, Eurocrats’ support of supranational institutions, person–organization fit, and differences in the socialization of male and female public employees. The review also shows that the effects of organizational socialization on the homogenization of employees’ attitudes should not be exaggerated, especially relative to other homogenizing factors such as attraction or selection effects. The reviewed articles are methodologically eclectic, with a recent but growing interest in longitudinal designs. There are also weaknesses in the operationalization of organizational socialization. We conclude with an agenda for future studies on organizational socialization in public administration research.
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Cranmer, Gregory A., Zachary W. Goldman, and Jeffery D. Houghton. "I’ll do it myself: self-leadership, proactivity, and socialization." Leadership & Organization Development Journal 40, no. 6 (2019): 684–98. http://dx.doi.org/10.1108/lodj-11-2018-0389.

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Purpose The purpose of this paper is to explore newcomers as active participants within their own socialization, through the influence of self-leadership on proactivity and subsequently organizational socialization and organizational commitment. Design/methodology/approach Data collected from 193 organizational newcomers (i.e. individuals within their first year at an organization) working in a variety of industries were examined within three serial mediation models in PROCESS. Findings The results of these analyses suggest that self-leadership influences organizational newcomers’ adjustment and subsequent commitment by assisting them in seeking organizational resources. Research limitations/implications This study answers calls to explore both the mediating mechanisms through which self-leadership processes influence organizational outcomes and the complex relationships between human workplace interactions and the proximal and distal outcomes of socialization. Practical implications The findings indicate that organizational stakeholders should enhance the self-leadership abilities of newcomer, thereby easing the socialization burden on organizations. Originality/value This paper offers a novel framework (i.e. self-leadership) for understanding newcomer socialization and provides an encompassing model that recognizes individual capacities, communicative behaviors, adjustment and subsequent organizational attitudes.
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Choi, Yongjun. "When in Rome, Feel as the Romans Feel: An Emotional Model of Organizational Socialization." Social Sciences 7, no. 10 (2018): 197. http://dx.doi.org/10.3390/socsci7100197.

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Organizational socialization literature has long emphasized learning organizational culture upon entry. However, most previous socialization studies have largely focused on learning job skills, such as role clarity and task mastery. Focusing on emotional culture, the author provides a review about the roles of emotions in an organizational socialization context. Further, drawing upon the organizational socialization and emotion literature, the author builds a theoretical model, an emotional model of organizational socialization highlighting how newcomers adjust to the emotional culture within an organization, which ultimately leads to successful organizational socialization. This article provides new conceptual insights into the roles of newcomers’ adjustment to an emotional culture in a socialization context, providing fruitful ways for future empirical testing.
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Allen, David G. "Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover?" Journal of Management 32, no. 2 (2006): 237–56. http://dx.doi.org/10.1177/0149206305280103.

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The author proposes that socialization tactics influence newcomer turnover by embedding newcomers more extensively into the organization. Hypotheses are tested with a sample of newcomers in a large financial services organization. Results reveal that socialization tactics enable organizations to actively embed new employees; collective, fixed, and investiture tactics were positively related to on-the-job embeddedness. Results also indicate that on-the-job embeddedness is negatively related to turnover and mediates relationships between some socialization tactics and turnover.
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Kim, Kyungmin. "The influence of newcomers’ proactive personality on their job satisfaction: its mediating and moderating factors." Korean Journal of Industrial and Organizational Psychology 29, no. 4 (2016): 591–606. http://dx.doi.org/10.24230/kjiop.v29i4.591-606.

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This study investigated mediating and moderating factors on the relationship between newcomers’ proactive personality and job satisfaction. 203 newcomers participated in the survey 6 months after the entry. An additional survey has been conducted right after the entry in order to measure the change in the person-organization fits. Results showed that newcomers’ proactive personality has a positive relation with their job satisfaction. This relationship, however, was moderated by socialization tactics such that it is significant only when the organization employs institutionalized socialization tactics rather than individualized socialization tactics. Finally, newcomers’ proactive personality affected job satisfaction being fully mediated by the change of person-organization fit. These results imply that an individual’s proactive personality can influence the adaptation process to a new organization. It provides practical implications for organizations to effectively design and implement the selection and socialization practices.
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Dissertations / Theses on the topic "Socialization in organization"

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SA, VANESSA BURJACK MARANHAO GOMES DE. "ORGANIZATION FIT AND SOCIALIZATION ORGANIZATIONAL: A CASE S STUDY." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2012. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=21541@1.

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Este estudo teve como objetivo analisar se os valores transmitidos pela Companhia foram internalizados pelos empregados. Foi realizado um estudo de caso em uma empresa de economia mista cujo processo de recrutamento e seleção ocorre via concurso público. Os recém-chegados passam por um período de iniciação, conhecido por Ambientação, a partir do qual valores, comportamentos e normas da Empresa são transmitidos. Depois, participam do Curso de Formação com o objetivo de alinhar conhecimentos básicos e técnicos. Em seguida, ocorre a alocação efetiva na área, a partir da qual os empregados passam a ter contato mais direto com a cultura da Empresa. Durante este estudo, foram realizadas dezesseis entrevistas em profundidade, com empregados que já possuem aproximadamente seis anos de casa e que participaram juntos da Ambientação e do Curso de Formação, objetivando verificar se as táticas de socialização contribuíram para alinhar as expectativas dos empregados às necessidades da Empresa bem como os valores individuais aos valores organizacionais. Os principais resultados da pesquisa sugerem: a) com base nas expectativas dos entrevistados, os empregados ao aceitarem entrar na empresa, enxergavam que poderiam se encaixar no perfil desejável pela Companhia; b) com relação aos valores declarados explicitamente pela Companhia, especialmente, durante a Ambientação e o Curso de Formação, os entrevistados, em geral, compartilham desses valores. Nesse caso, o processo de socialização teve seu papel fundamental em prol do alinhamento cultural; c) com relação aos valores não explícitos, mas presentes na Cultura da Companhia há divergência entre os valores individuais e os organizacionais. A Companhia - ainda que defenda que privilegia competências técnicas, transparência, mobilidade e meritocracia - na prática - apresenta práticas organizacionais diferentes do Discurso.<br>With this study, we try to analyze if the employees learned about the organizational values. A case s study was conducted in a Brazilian mixed economy Company, where the recruiting process occurs by a public contest. The new employees have to go through a period of initiation, known as Ambientação, from which values, behaviors and rules are transmitted by the Company. Afterwards, they have a training course to get acquaintance with basic and technical issues. Then, they start working on a specific area where, for the first time, they really have contact with the Company s culture. During this study, there have been 16 in-depth interviews with the newcomers who have already worked for 6 years in the Company and attended the same training course when they joined the organization. These interviews were the instrument to measure if the socialization tactics were sufficient to achieve the expectations of the newly employees and the Company needs and also the individual values and organizational values. The results that were achieved suggest: a) based on the employees expectations, they figured that they could fit the company s employees profile; b) according to the Company s explicit values informed during Ambientação and the Training Course the employees accept these values. In this case, the socialization process was important to the cultural alignment; c) concerning the inexplicit values, there is some disagreement between individual and organizational values. The Company although defends technical practices, transparency, mobility and meritocracy really uses different organizational practices.
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Truong, Felicia. "From Preservice Socialization to Role Exit| Exploring Early-Career Principal Attrition." Thesis, The George Washington University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10076328.

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<p> With up to 50 percent of principals exiting prematurely in some localities, based on research-established norms, there is an immediate need to explore and understand principal attrition. While principals have an indirect role in student achievement, mediate by others such as teachers and other instructional leaders, the role is important. The principal is a potential leverage point that policy makers, local and otherwise, can utilize to have the greatest impact on teaching and learning and thus student outcomes, particularly with financial and human resource decisions. This grounded theory study used snowball sampling to identify and engage with ten former principals in the United States with semi-structured interviews. The aim was to explore the experiences and exit decision-making process of former educators who served five years or fewer as principal. There were four major findings in this research: (1) knowledge constructed during anticipatory socialization plays a key role in the later decision to exit the role; (2) educators rely heavily on personal interactions with peers and supervisors to create an idealized image of the role and expectations for day-to-day functioning as a principal; (3) there is no single cause for exit, rather educators experienced a series of compounding, unanticipated tasks they were unprepared for; and (4) exit from the principalship follows a linear path found in the pre-established role-exit process.</p>
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Welleford, Paul B. "Leadership in A Community-Based, Nonprofit Organization: Total Action Against Poverty, Roanoke, Virginia." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30427.

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Although there is an inexhaustible interest in leadership, research continues to escalate. One arena of study which has been neglected is leadership in the nonprofit sector. The intent of this dissertation is to see how the leader influences the effectiveness of his organization. Also, organizational culture and socialization will be examined to see if these elements are at the disposal of the leader of this community-based, nonprofit organization to enhance organizational effectiveness. The site for this study is the community-based, nonprofit organization known as Total Action Against Poverty of Roanoke, Virginia (TAP), a Community Action Agency. The Executive Director's role is examined to see how his leadership maintains and enhances this effective nonprofit organization. Whether his leadership nurtures a synergy among the leaders via his influence upon the organizational culture and socialization processes is of particular interest to this study. The question is whether there can be found any conscious recognition of a specific or unified organizational culture and process of socialization, and further, whether there is any evidence that either is intentionally influenced by the leadership. The research design follows the case study methodology. Archival records are reviewed, and qualitative data are gathered from interviews with TAP leadership personnel and individuals who volunteer their services to the organization. The interview questions relate to: leadership influence, the organizational culture and socializtion. Other related data used for further documentation are promotional publications written by the organization's staff and local newspaper articles about the organization. Speeches and writings by the core leaders of TAP are also reviewed. These data provide a vital resource of comparison among the primary actors of the TAP organization, For analysis of data, the computer software program, WordCruncher, is used.<br>Ph. D.
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Ljungberg, Caroline, and Charlotte Nyström. "En levande organisation : En studie om rekrytering och organisationskultur." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-17138.

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Syftet med uppsatsen är att försöka få en inblick i hur viktigt det anses vara att en nyanställd ”matchar” en organisation i form av personlighet och värderingar, snarare än att denne besitter rätt yrkeskunskaper. Syftet är även att utreda om det finns en existerande organisationskultur på ett industriföretag, samt hur genomgående denna kultur verkar vara. Avslutningsvis har författarna försökt utreda hur nya medarbetare socialiseras in i den undersökta organisationens kultur. Resultaten är baserade på tre gruppintervjuer med operativ personal, intervjuer med två personer från organisationens ledningsgrupp, samt intervjuer med två olika rekryteringsföretag. Resultaten pekar på att en ”match” med organisationen upplevs vara viktig när det gäller grundläggande värderingar, men att olika personligheter uppskattas mer än lika egenskaper hos nyanställda. Resultaten tyder även på att socialiseringsprocessen kan ha en större betydelse för en upplevd samstämmighet med organisationen, än vad en tillämpad P-O- fit vid rekryteringen kan tänkas bidra till.<br>The purpose with this study is to achieve a deeper knowledge and understanding for the perceived importance of using a Person-Organization fit in recruitment. The study also aims to investigate a possible existing organizational culture in an industrial company, and how concistent this culture seems to be throughout the organization. The authors have also tried to gain knowledge on how new employees are indroduced into this culture. The results are based on three group interviews with operational personnel, interviews with two persons from the manegerial group, and interviews with two recruitment firms. The results indicate that a Person-Organization fit is perceived to be important when it comes to some basic values. However, different personalities are more desirable within the investigated organization concerning recruits. Results also indicate that the socialization process, rather than an applied Person-Organization fit, might have a larger significance for a perceived congruence between personal and organizational values.
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Homsey, Dini Massad. "How memorable socialization messages from within cultural communities shape adult meaning attributions about work| The case of Lebanese-Americans." Thesis, The University of Oklahoma, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3560554.

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<p> This dissertation describes the process by which community messaging obligates members to perform work behaviors in order to achieve full membership status&mdash;labeled here the <i>Obligation-based Culturing of Work</i> (<i>OCW</i>). The investigation supports and extends theory regarding the sources and influences of adult meaning attributions about work, and how those meaning attributions can function as a mechanism of cultural maintenance. Constant comparative analysis of 31, face-to-face interviews with members of a Lebanese-American community revealed how anticipatory work socialization emanates from sources other than organizations and is an interpretive process through which influential community members inculcate new generations with memorable messaging. Participants' reported that their community's messaging encouraged them to make sense of work in ways that invited shared mental models about the meaning of work behaviors; then, the community's messaging connected those meanings to the idealized performance of authentic cultural membership. Therefore, memorable community messages constructed cultural identity as at least partially performed in work behaviors. Analysis revealed how the seemingly mundane communication of everyday community and family life is linked to enduring patterns of meaning attributions and work behaviors. OCW supports and extends organizational communication theories like anticipatory organizational socialization, work socialization, and the meaning of work (MOW) as well as intercultural communication theories like cross-cultural adaptation, intercultural fusion, hybridity, and critical cultural transculturation. The dissertation discusses how these findings contribute to knowledge about the interrelationships among messaging about work, cultural maintenance, and community identity.</p>
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Danielson, August. "The Rules of the Game : A comparative case study on the conditions for the socialization of permanent representatives in the EU and NATO." Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-313647.

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Cooperation in international organizations is to a large degree driven and sustained by socialization – the process of inducting actors into the norms and rules of a given community. In the context of international organizations, the most influential state agents are the permanent representatives, the member states’ ambassadors to an international organization. However, systematic studies on the conditions for the socialization of permanent representatives are conspicuously absent in the literature. Instead, most previous research has focused on the conditions for socialization of “high-level officials” in the European Commission. This quite narrow perspective has led to a “N=1” problem and the generalizability of these studies have suffered as a result. In this thesis, I have aimed to broaden this perspective by testing six hypotheses on the conditions for socialization within two committees of permanent representatives in two different international organizations, the PSC (EU) and the NAC (NATO). This has been done by conducting elite interviews with 21 permanent representatives and deputies in Brussels. In contrast to previous research, the results of this thesis suggest that four of the six tested hypotheses should be disregarded, while two hypotheses – the representative’s relation to its MFA and the ambiguity of the international organization’s norms– should be given more theoretical consideration in future research. In addition, the interviews have shown that the degree of “internalization”, which can be understood as the goal and outcome of socialization, is stronger in the NAC than in the PSC. This outcome also contests the conventional wisdom that the EU is a sui generis case of socialization. On the basis of these results, I argue that the socialization of permanent representatives in international organizations is likely to occur if the organization’s norms have unambiguous, existential and materialistic consequences.
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Kapicic, Elma, and Anela Kapidzic. "Ömsesidig socialisation? : En studie av organisationsocialisation på en ny verksamhet." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-433289.

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Kunskaper inom området organisationssocialisation bygger mestadels på studier genomförda i relativt stabila organisationsmiljöer. Med utgångspunkt i att dagens arbetsliv snarare karaktäriseras av förändring och utveckling ser vi dock ett behov av kompletterande studier. Syftet med denna studie har varit att undersöka hur vår studie riktade sig därför till att undersöka hur socialisationen av nyanställda ser ut i nyskapade verksamheter med avsikt att utveckla kunskap om hur nyanställda på en sådan verksamhet utvecklas i sina roller till att bli fullvärdiga medlemmar. Studien genomfördes med hjälp av semistrukturerade intervjuer med medarbetare inom en verksamhet vilken betraktas som nystartad. Med utgångspunkt i ett teoretiskt perspektiv om osäkerhetsreducering framkommer tre centrala fynd. I studien framgår det att de nyanställda funnit väldigt starka band och sociala relationer till varandra, av den anledningen att det saknats annan tidigare anställd personal och samtliga nyanställda såg sig själva kliva in i organisationen som en gemenskap. Organisationskulturens ostadiga karaktär var något som bidrog till ett proaktivt beteende hos noviserna där de i den nya verksamheten, tillsammans med andra nya anställda, i högre grad fick driva sin egen socialisering med stöd och bekräftelse av varandra i hanteringen av osäkerheter som präglat både deras och verksamhetens första tid.<br>Knowledge in the field of organizational socialization is mostly based on studies conducted in relatively stable organizational environments. Based on the fact that today's working life is rather characterized by change and development, we see a need for supplementary studies. The purpose of this study has been to investigate how socialization of new employees looks like in newly created businesses, with the intention of developing knowledge on how new employees in such businesses are shaped in their role to become a worthy member of the organization. The study was conducted with the help of semi-structured interviews with employees in a business considered to be newly started. Based on a theoretical perspective of uncertainty reduction, three key findings emerged. The study shows that the new employees found very strong associations and social relations with each other. Because of the lack of other previously employed staff, all new employees saw themselves stepping into the organization as a community. The unstable nature of the organizational culture was something that contributed to a proactive behavior of the novices, where in the new business together with other new employees, they were more likely to pursue their own socialization with support and confirmation of each other in dealing with uncertainties that characterized both their and the business' first time.
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Menezes, Delano Teixeira. "A ConstruÃÃo Social da Subjetividade no Contexto AcadÃmico do Instituto TecnolÃgico da AeronÃutica." Universidade Federal do CearÃ, 2007. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=10805.

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CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior<br>Em 1950, a ForÃa AÃrea Brasileira inaugurou em SÃo Josà dos Campos-SP o Instituto TecnolÃgico da AeronÃutica (ITA) com a intenÃÃo de formar quadros para atender as necessidades de desenvolvimento tecnolÃgico no campo aeronÃutico, tanto militar como civil. Atualmente o ITA â responsÃvel tambÃm pela formaÃÃo de outras especialidades no campo da engenharia correlacionadas com a aeronÃutica de um modo geral â exerce uma importante funÃÃo no processo de construÃÃo nacional. O trabalho busca analisar a especificidade da construÃÃo social da subjetividade no interior da estrutura acadÃmica que forma os engenheiros do ITA, e ainda sugere de que modo ela atua na construÃÃo da subjetividade dos indivÃduos, a partir da experiÃncia social vivida por eles durante o curso. Inicialmente o autor se dedica à descriÃÃo histÃrica das origens e criaÃÃo da instituiÃÃo, apresentando os liames polÃticos e burocrÃticos tanto da estrutura militar vigente como das relaÃÃes dos militares da aeronÃutica como o poder polÃtico nacional no perÃodo Vargas. Com o objetivo situar o cotidiano dos alunos do ITA, o trabalho a um sà tempo, mostra a lÃgica da socializaÃÃo e os conteÃdos disciplinares e histÃricos que conduzem os alunos na construÃÃo das subjetividades. Dessa forma, os conceitos de disciplina consciente, integraÃÃo e famÃlia sÃo usados como categorias de anÃlise.<br>State) the Aeronautics Technology Institute (ITA) in order to prepare human resources for the upcoming demands of technological development on Aeronautics, either military or civil. Nowadays, ITA, which is also responsible for other aeronautics related fields such as engineering, has an important role in the process of national construction (nation-making). The author research the peculiarities of the social construction of subjectiveness in the academic structure of ITA., and search on how the academic structure might affect on the construction of subjectiveness of individuals, starting from their social experiences during the graduate studies. Initially the author made a origins and historical description of the ITA creation, describe politicsâ and burocratics of the national military and civil organizations and the military â civilian relationship during Vargas period. Therefore, concepts of conscious discipline, integration and family are used as categories of analysis.
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Guzevičienė, Julija. "„X“ banko darbuotojų socializacijos organizacijoje tyrimas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130625_190002-30172.

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Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas, įvertinti konkrečios stambios finansinės institucijos naujų darbuotojų socializacijos trūkumai bei privalumai, pateikiamos išvados bei siūlymai organizacijai. Darbe iškelta problema – dažna darbuotojų kaita Lietuvos organizacijose, kuriai turi įtakos prasta naujų darbuotojų socializacija bei nepakankamas dėmesys šiam procesui, kuris privalo būti sistemiškai nukreiptas į visapusišką darbuotojų įsiliejimą į gamybinę ir kultūrinę organizacijos aplinką. Teorinėje darbo dalyje yra išanalizuoti užsienio ir Lietuvos autorių požiūriai į naujų darbuotojų socializaciją organizacijoje, aptariamas darbuotojų socializacijos procesas, jo rodikliai ir veiksniai. Analitinėje dalyje pristatomi vieno Lietuvos banko departamentų darbuotojų socializacijos proceso ypatumai, bei pateikiamos rekomendacijos.<br>The master's thesis deals with the organisational socialization process of new employees, evaluates drawbacks and advantages of socialization of new employees of a particular major financial institution and presentes the findings and recommendations to the organization. The problem was raised in the thesis - frequent staff turnover in Lithuanian organizations affected by poor socialization of new employees and the lack of attention to this process which should be systematically directed to the comprehensive integration of employees into industrial and cultural environment of the organization. The theoretical part of the thesis analyzes the approaches of Lithuanian and foreign authors to the socialization of new employees in an organization, the specialisation process of employees in question, its indicators and factors. The analytical part presents the particular features of the socialization process of employees in a particular department of a Lithuanian bank and offers some recommendations.
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Moore, Melinda B. "Maternal Caregivers' Organization of and Reasoning Behind Coping Suggestions to Deal with Community Violence Exposure." VCU Scholars Compass, 2007. http://hdl.handle.net/10156/1795.

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Books on the topic "Socialization in organization"

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Saari, Sinikukka. Promoting democracy and human rights in Russia: European organization and Russia's socialization. Routledge, 2010.

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Rath, G. David. Socialization as education in a cross-cultural revitalization movement in southern California. University Press of America, 2009.

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Binghay, Virgel C. Organizational ethnography: Socialization in organizations. VCB Research and Publications, 2005.

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Socialization as education in a cross-cultural revitalization movement in southern California. University Press of America, 2009.

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NATO in the "new Europe": The politics of international socialization after the Cold War. Stanford University Press, 2006.

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Body projects in Japanese childcare: Culture, organization and emotions in a preschool. Curzon Press, 1997.

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G, Baldwin Roger, ERIC Clearinghouse on Higher Education., and Association for the Study of Higher Education., eds. Faculty collaboration: Enhancing the quality of scholarship and teaching. School of Education and Human Development, George Washington University, 1991.

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Jeunes socialistes, Jeunes UMP: Lieux et processus de socialisation politique. Dalloz, 2009.

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Japanese childcare: An interpretive study of culture and organization. Kegan Paul International, 1997.

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Kaščák, Ondrej. Moc školy: O formatívnej sile organizácie. Typi Universitatis Tyrnaviensis, 2006.

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Book chapters on the topic "Socialization in organization"

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Dahlvik, Julia. "The Organization: Structure, Environment and Socialization." In IMISCOE Research Series. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-63306-0_3.

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Bauer, Talya N., and Berrin Erdogan. "Organizational socialization: The effective onboarding of new employees." In APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization. American Psychological Association, 2011. http://dx.doi.org/10.1037/12171-002.

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Champoux, Joseph E. "Organizational Socialization." In Organizational Behavior. Routledge, 2020. http://dx.doi.org/10.4324/9781003000587-9.

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Hatmaker, Deneen M., Stéphane Moyson, and Nadine Raaphorst. "Organizational Socialization." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_148-1.

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Hatmaker, Deneen M., Stéphane Moyson, and Nadine Raaphorst. "Organizational Socialization." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_148.

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Sias, Patricia M., and Yejin Shin. "Socialization." In Origins and Traditions of Organizational Communication. Routledge, 2019. http://dx.doi.org/10.4324/9780203703625-11.

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Ashforth, Blake E., David M. Sluss, and Spencer H. Harrison. "Socialization in Organizational Contexts." In International Review of Industrial and Organizational Psychology 2007, Volume 22. John Wiley & Sons Ltd, 2008. http://dx.doi.org/10.1002/9780470753378.ch1.

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Klausner, Michael. "Organizational Culture and Socialization." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-31816-5_4203-1.

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Kammeyer-Mueller, John D., Pauline Schilpzand, and Alex L. Rubenstein. "Dyadic Fit and the Process of Organizational Socialization." In Organizational Fit. John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118320853.ch3.

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Barnhill, Christopher R., Natalie L. Smith, and Brent D. Oja. "Socialization and Perceptions of Individuals." In Organizational Behavior in Sport Management. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67612-4_10.

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Conference papers on the topic "Socialization in organization"

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Anđelković, Maja, Marjan Marjanović, and Michail Pappas. "Organizational Socialization as Part of Knowledge Management." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-442-2.1.

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Socialization is a process during which we learn and adopt knowledge about rules and norms of our culture and through which we are enabled to collaborate with other social subjects. Individuals are socialized into an organization or a group by the method that is in its foundation the same as the method of socialization into society. As an individual becomes employed by an organization he becomes a part of that same organization, helps in the organization achieve its objectives, but also becomes a part of the community consisting of all the employees and executives, and this is where the theory of organizational socialization derives from. Organizational socialization is a responsibility of the management. Managers have the assignment to present new members of their organization with optimal information about rules and regulations, so they are able to fit into their organization in a most efficient way. This means that the manager is the main authoritative and creative body in creation and implementation of a successful organizational socialization tactics, because successful socialization of new employees means rise in productivity, and that rise in productivity should be the end objective of every successful manager.
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Wang Yanfei, Yan Xiaoxia, Sun Nan, and Zhang Xiling. "Mediating effect of person-organization fit on the relationship between organizational socialization and employee performance." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5689308.

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Leonova, E. V., and A. A. Semenov. "Educational technologies in the organization of education and socialization of students." In ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ. НИЦ «Л-Журнал», 2018. http://dx.doi.org/10.18411/lj-10-2018-46.

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Spiridonova, Natalia V., Olga S. Yakimovich, and Anna M. Mikhailova. "Modern models of the organization of inclusive education in kindergarten." In Особый ребенок: Обучение, воспитание, развитие. Yaroslavl state pedagogical university named after К. D. Ushinsky, 2021. http://dx.doi.org/10.20323/978-5-00089-474-3-2021-410-418.

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The article presents a model of the organization of inclusive education on the basis of preschool institutions. The inclusive practices practiced in the educational organization are characterized by mobility, allowing you to create an individual route of socialization for each "special" child, using the most appropriate integration options, relying on the resource base of the kindergarten and its social partners.
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Lazarus, Theophilus. "Using Luria’s neuropsychological approach to functional brain organization to understanding epilepsy." In 2nd International Neuropsychological Summer School named after A. R. Luria “The World After the Pandemic: Challenges and Prospects for Neuroscience”. Ural University Press, 2020. http://dx.doi.org/10.15826/b978-5-7996-3073-7.20.

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Seizures and epilepsy comprise disorders of the brain in which there are abnormal discharges of the brain cells (neurons) resulting in various observable behavioural disorders. Whilst the basic underlying neuropa thology of these disorders is the same in all individuals, the manifestations in cognition, intellect, emotion, socialization and behaviour have variations across individuals.
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Mo, Yanjuan, and Wei Li. "Coping Strategies of Newcomers Quick Departure in the Early Entry: Expectation and Organization Support’s Effect——on Perspective of Organizational Socialization." In 2015 International Conference on Education, Management, Information and Medicine. Atlantis Press, 2015. http://dx.doi.org/10.2991/emim-15.2015.181.

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Ping-qing, Liu, Liu Wei-zheng, and Dong Li-xing. "Study on the influence of organizational socialization on work performance of new employees — With person-organization fit as mediating variable." In 2013 International Conference on Management Science and Engineering (ICMSE). IEEE, 2013. http://dx.doi.org/10.1109/icmse.2013.6586453.

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Carnika, Wenny, La Mani, and Virienia Puspita. "The Socialization Mechanism of Teach for Indonesia (TFI) as an Effort to Establish the Brand Awareness Organization." In 2nd Southeast Asian Academic Forum on Sustainable Development (SEA-AFSID 2018). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210305.030.

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Kirko, Vladimir, Natalia Koptseva, Veronica Razumovskaya, Ekaterina Malakhova, and Marina Yanova. "THE ORGANIZATION OF ECONOMIC SOCIALIZATION AMONG HIGH SCHOOL STUDENTS WHO ARE REPRESENTATIVES OF SMALL INDIGENOUS PEOPLES OF THE NORTH." In 11th annual International Conference of Education, Research and Innovation. IATED, 2018. http://dx.doi.org/10.21125/iceri.2018.0258.

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Beliaev, Gennadii Iurevich. "The object-aesthetic environment as a resource to solve the objectives of upbringing and socialization in the educational organization." In International Research-to-practice conference. Publishing house Sreda, 2019. http://dx.doi.org/10.31483/r-32726.

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Reports on the topic "Socialization in organization"

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Dickman, Connie. Being an Assistant Principal, Becoming an Administrator: an Organizational Socialization Study. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1167.

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Hayden, Thomas W. Initial Entry Training: Reducing First Term Attrition Through Effective Organizational Socialization. Defense Technical Information Center, 2000. http://dx.doi.org/10.21236/ada378198.

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