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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—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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Jablonskytė, Guoda. "Iš vadovo gaunamo grįžtamojo ryšio ir paskalų organizacijoje svarba pardavėjų socializacijai." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130603_141919-01633.
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Tikslas – nustatyti iš vadovo gaunamo grįžtamojo ryšio ir paskalų organizacijoje svarbą pardavėjų socializacijai.
Socializacijai organizacijoje įvertinti naudotas R. J. Taormina (1994) organizacinės socializacijos inventorius (angl. Organizational Socialization Inventory, OSI). Iš vadovo gaunamam grįžtamajam ryšiui įvertinti, naudota L. A. Steelman, P. E. Levy, A. F. Snell (2004) grįžtamojo ryšio aplinkos skalės (angl., the Feedback Environment Scale) dalis, skirta išmatuoti iš vadovo gaunamo grįžtamojo ryšio vertinimui. Paskaloms organizacijoje vertinti, naudota metodikos, kuri matuoja su organizacija susijusias paskalas, dalis, vertinanti paskalas organizacijoje. Šią metodiką sukūrė G. Jablonskytė ir doc. dr. L. Bukšnytė-Marmienė (2012).
Tyrime dalyvavo 330 vienos organizacijos įvairaus lygio pardavėjos. Jų amžius nuo 19 iki 54 metų (vidurkis – 31,33±8,375).
Pagrindiniai tyrimo rezultatai parodė, kad pardavėjos, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip tinkamesnį, paskalas organizacijoje vertina kaip mažiau intensyvias lyginant su tomis pardavėjomis, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip mažiau tinkamą. Pardavėjų, suvokiančių iš vadovo gaunamą grįžtamąjį ryšį kaip tinkamesnį, socializacija organizacijoje yra sėkmingesnė, lyginant su tomis pardavėjomis, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip mažiau tinkamą. Pardavėjų, vertinančių paskalas organizacijoje kaip mažiau intensyvias ir intensyvesnes, socializacijos sėkmingumas... [toliau žr. visą tekstą]<br>The aim of this study is to assess the importance of feedback from supervisor and gossip in organization for saleswomen’s socialization.
Socialization was assessed by Organizational Socialization Inventory (OSI) (Taormina, 1994). The feedback from supervisor was assessed by the part, of Feedback Environment Scale (Steelman, Levy & Snell, 2004). That part measures the feedback from supervisor. Gossip in organization was assessed by the subscale of inventory which has been created to measure gossip related with organization (Jablonskytė, & Bukšnytė-Marmienė, 2012). This subscale measures gossip in organization.
The subjects of the study are 330 saleswomen from one organization. Their age range from 19 to 54 years (mean 31,33±8,375).
The results show that saleswomen, who evaluate the feedback from supervisor as more appropriate, evaluate gossip in organization as less intensive comparing to saleswomen, who evaluate the feedback from supervisor as less appropriate. Socialization is more successful for those saleswomen, who evaluate the feedback from supervisor as more appropriate comparing to those saleswomen, who evaluate the feedback from a supervisor as less appropriate. There is no significant difference in success of socialization between saleswomen, who evaluate gossip in organization as less intensive and more intensive. Feedback from supervisor has positive influence on three elements of saleswomen’s socialization: training, coworker support and future prospects. Gossip... [to full text]
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Gaižauskienė, Goda. "Darbuotojų adaptacijos situacijos vertinimas turizmo organizacijoje "Novaturas"." Bachelor's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130906_110641-37135.
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Darbo objektas – Darbuotojų adaptacija.
Darbo tikslas – Ištirti darbuotojų adaptacijos situaciją UAB „Novaturas“.
Darbo uždaviniai:
1. Atskleisti darbuotojų adaptaciją ir jos ypatumus teoriniu lygmeniu.
2. Pristatyti UAB „Novaturas“, išryškinant darbuotojų ypatumus organizacijoje.
3. Ištirti UAB“Novaturas“ darbuotojų adaptacijos situaciją.
Baigiamąjį darbą sudaro trys pagrindinės dalys. Pirmoje dalyje pateikta darbuotojų adaptacijos samprata, struktūra, darbuotojų ypatumų ir adaptacijos proceso analizė teoriniu lygmeniu. Atkreipiamas dėmesį į adaptacijos kilmę ir klasifikaciją. Antroje dalyje aprašyta tyrimo metodika ir organizavimas. Trečioje darbo dalyje pristatyta organizacijos charakteristika ir UAB „Novaturas“ darbuotojų adaptacijos situacijos tyrimas. Gauti anketinės apklausos rezultatai pateikti diagramose ir aprašyti. Šiame darbe darbuotojų adaptacija nagrinėjama socializacijos, darbuotojų ir organizacijos elgsenos aspektais.
Išvadose apibendrinti darbuotojų adaptacijos literatūros analizės ir tyrimo rezlutatai. Žmogus – svarbiausias turizmo organizacijos išteklis. Tik būdama socialiai atsakinga už darbuotoją, organizacija sudaro stiprius abipusius santykius, kurių deka, pasiekiami geriausi įmonės rezultatai. Turizmo organizacija nuo kitų organizacijų skiriasi, įmonės ir kliento abipusiu ryšiu. Bet kuris darbuotojų priimamas sprendimas pasiekia klientą. Todėl tinkamai panaudojus individo turimus kompetencijas, įgūdžius, patirtį ir sukūrus jam palankias darbo... [toliau žr. visą tekstą]<br>The object of research – employees adaptation.
The aim of research- to investigate the situation of employers situation of adaption in „Novaturas“ organization.
Tasks :
1. Exposing workers adaptation and its features theoretical point of view.
2. Deliver UAB Novaturas, highlighting features of employees in the organization.
3. Investigate the company Novaturas of adaptation situation.
This work consists of three primary roles of parts. The first part contains the theory analysis of employees adaptation concepts, structure, staff characteristics and adaptation process. Draws attention to the origin and classification of the adaptation. The second section describes the research methodology and organization. The third part presents organization characteristic and o adaptation situation assessment survey. Results of the survey presented in charts and described. An adaptation examined in socialization of employees, employee organizations, and behavioral aspects.
In conclusion is summarize adaptation analysis of literary and investigative results. Man - the most important resource for tourism organizations. Only by being socially responsible for the employee, the organization builds a strong relationship, which helps to achieve the best results of the company. Tourist organization from other organizations in different business and client mutual connection. Any personnel decision reaches customer. Therefore, proper use of an individual's skills, experience and expertise and the... [to full text]
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Vieira, Anabela Pinto. "Socialização e o ajustamento pessoa organização." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/6765.
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Mestrado em Gestão de Recursos Humanos<br>Estudos empíricos recentes têm sugerido os benefícios da Socialização Organizacional no processo de Ajustamento Pessoa-Organização, nomeadamente, ao nível da função e das atitudes dos colaboradores.
No presente estudo procurou-se identificar as táticas de socialização adotadas por diversas organizações e avaliar a relação entre essas táticas e o Comprometimento Organizacional, nas suas três componentes: afetiva, normativa e calculativa. Os dados recolhidos resultaram da aplicação de um inquérito a uma amostra de conveniência de 173 indivíduos e foram posteriormente analisados com base em métodos quantitativos. Os resultados obtidos vieram corroborar os resultados de estudos anteriores, nomeadamente, a existência de uma relação positiva entre as práticas de socialização adotadas pelas organizações e o comprometimento organizacional.
Este estudo permitiu ainda reforçar a importância da socialização organizacional para a gestão em geral, e para a gestão de recursos humanos em particular, na medida em que, como pesquisas anteriores sugerem, reforçando o comprometimento organizacional, podemos esperar melhores níveis de desempenho.<br>Recent empirical studies have suggested the benefits of Organizational Socialization in the process of Person – Organization Fit, namely in terms of the role and attitudes of employees.
In the present study we sought to identify the socialization tactics adopted by various organizations and assess the relationship between these tactics and Organizational Commitment in its three components : affective , normative and calculative . The data collected resulted from the application of a survey to a convenience sample of 173 individuals and it was subsequently analyzed using quantitative methods. The results corroborate the results of previous studies, namely, the existence of a positive relationship between socialization practices adopted by organizations and organizational commitment.
This study also reinforces the importance of socialization for organizational management in general, and for human resource management in particular, to the extent that, as previous research suggests, by strengthening organizational commitment, we can expect better performance levels.
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MENEZES, Delano Teixeira. "A Construção Social da Subjetividade no Contexto Acadêmico do Instituto Tecnológico da Aeronáutica." www.teses.ufc.br, 2007. http://www.repositorio.ufc.br/handle/riufc/7739.
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MENEZES, Delano Teixeira. A Construção Social da Subjetividade no Contexto Acadêmico do Instituto Tecnológico da Aeronáutica. 2007. 138f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Sociologia, Fortaleza (CE), 2007<br>Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2014-03-21T12:08:36Z
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Previous issue date: 2007<br>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 politics’ and burocratics of the national military and civil organizations and the military – civilian relationship during Vargas period. Therefore, concepts of conscious discipline, integration and family are used as categories of analysis.<br>Em 1950, a Força Aérea Brasileira inaugurou em São José dos Campos-SP o Instituto Tecnológico da Aeronáutica (ITA) com a intenção de formar quadros para atender as necessidades de desenvolvimento tecnológico no campo aeronáutico, tanto militar como civil. Atualmente o ITA – responsável também pela formação de outras especialidades no campo da engenharia correlacionadas com a aeronáutica de um modo geral – exerce uma importante função no processo de construção nacional. O trabalho busca analisar a especificidade da construção social da subjetividade no interior da estrutura acadêmica que forma os engenheiros do ITA, e ainda sugere de que modo ela atua na construção da subjetividade dos indivíduos, a partir da experiência social vivida por eles durante o curso. Inicialmente o autor se dedica à descrição histórica das origens e criação da instituição, apresentando os liames políticos e burocráticos tanto da estrutura militar vigente como das relações dos militares da aeronáutica como o poder político nacional no período Vargas. Com o objetivo situar o cotidiano dos alunos do ITA, o trabalho a um só tempo, mostra a lógica da socialização e os conteúdos disciplinares e históricos que conduzem os alunos na construção das subjetividades. Dessa forma, os conceitos de disciplina consciente, integração e família são usados como categorias de análise.
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Bazienė, Birutė. "Naujų darbuotojų socializacijos procesas Vilniaus miesto ikimokyklinio ugdymo įstaigose (3 organizacijų lyginamoji analizė)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080122_095320-89703.
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Socializacijos procese tolygiai svarbūs profesinių įgūdžių, žinių ir organizacinės kultūros vertybių perdavimas bei tolimesnė saviugda, tačiau kai kuriose organizacijose akcentuojamas profesinis ugdymas ir tobulinimasis, o psichosocialinė adaptacija tarsi pametama iš akiračio. Toks neteisingas interpretavimas iškreipia socializacijos procesą, netgi tampa jos stabdžiu. Mokslinės, metodinės ir teisinės medžiagos analizė leidžia daryti išvadas, kad naujų darbuotojų kiekvieno socializacijos etapo sėkmę lemia vadovo pasirinktas valdymo modelis, teisinga organizacijoje vykstančių procesų interpretacija, darbo kolektyvo, ypač vadovaujančio personalo, įžvalga derinant individo ir organizacijos vertybių sistemas, savalaikė ir kokybiškai naudinga pagalba bei parama.
Pozityvių darbinių santykių švietimo organizacijose užtikrinimui, organizacijos tikslų įgyvendinimui, darbuotojų saviraiškos galimybių realizavimui, svarbu teisingai interpretuoti ir valdyti socializacijos procesą. Todėl magistrinio darbo tikslas: ištirti naujų darbuotojų socializacijos proceso ypatumus ikimokyklinėse įstaigose.
Tyrimo eigoje Vilniaus miesto trijose ikimokyklinėse įstaigose pastebėtos tos pačios socializacijos proceso tendencijos:
atrankinio pokalbio metu nėra derinami darbuotojo lūkesčiai ir organizacijos galimybės, neatskleidžiamas realus darbas organizacijoje, nederinamos darbuotojo ir organizacijos vertybių nuostatos; antra, darbuotojų orientavimas nėra savalaikis ir patenkinamas, todėl socialinė... [toliau žr. visą tekstą]<br>In socialization process the transference of professional skills, knowledge, organizational culture values and further self-help is a matter of substance, still in some organizations vocational training and development are emphasized and psychosocial adaptation is of a sort to pass from view. Suchlike incorrect interpretation wrenches the socialization process, though turns a rising holdout. Scientific, methodical and law material analysis concludes, that managers’ adopted managing model, correct interpretation of proceeding changes in the organization, work-collective’s, particularly leading staff’s, insight matching up individual and organizational systems of values, well-timed and qualitatively effective support and help determines new employees’ every socialization stage success.
Correct interpretation and management of the socialization process are influential for ensuring positive relations of work, implementing organizational goals and realization possibilities of self –expression in the organizations of education. Consequently, the goal of final masters’ work: to research new employees’ socialization process peculiarities in the preschools.
The study is done in three preschools using the closed questionnaire in the inquiry. The research in the preschools of Vilnius reveals the same tendencies of the socialization process:
Firstly, during the course of spot interview are not matched up worker‘s expectations and organization‘s facility, unrevealed real work in the... [to full text]
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Joelsson, Ingrid, and Tyra Kajgård. "Anställdas meningsskapande : En studie av doktoranders meningsskapande till introduktionsprocessen på Uppsala universitet." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-375815.
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Dagens rörliga arbetsmarknad karaktäriseras av strukturell förändring och teknisk utveckling som ställer krav på organisationer att arbeta aktivt för att behålla sin arbetskraft. Undersökningar visar att anställda som anser att deras arbete meningsfullt samt är nöjda med introduktionsprocessen tenderar att stanna längre på sin arbetsplats, jämfört med anställda som är missnöjda. Syftet med denna studie är att bidra med kunskap om anställdas meningsskapande, vilket vi undersökt genom att studera hur doktorander vid Uppsala universitet tillskriver introduktionsprocessen mening. För att fånga individernas uppfattningar av meningsskapande till introduktionsprocessen har vi använt oss av semistrukturerade intervjuer. Intervjuerna har genomförts med sex stycken doktorander vilka alla gått samma introduktionsutbildning. För att bidra med kunskap om hur anställda skapar mening till introduktionsprocesser har vi använt oss av Karl Weicks (1995) teori om meningsskapande i organisationer. Genom kodning och tematisering av intervjutranskripten har studiens centrala frågeställningar Hur beskriver doktorander sina upplevelser av introduktionsprocessen? och Hur upplever doktorander att de har påverkats av introduktionsprocessen? besvarats. Resultatet visar att anställda beskriver introduktionsprocessen som en ordningsskapande och kontinuerlig process samt att tidigare erfarenhet och förväntningar påverkar meningsskapandet. Individer skapar mening till introduktionsprocessen genom kommunikation samt genom att motsätta sig och anpassa sig till de budskap som förmedlas från organisationen. Resultatet påvisar även att den mening som de anställda tillskriver introduktionen samspelar med identitetskonstruktion och agerande.<br>In light of a changeable labor market characterized by structural transformation and technical development, organizations today need to work actively on maintaining their labor force. Studies show that employees who consider their work meaningful and are happy with their introduction tend to stay employed longer at the organization, then employees that are dissatisfied. The purpose of this study is to contribute with knowledge of employees’ sensemaking. This purpose has been achieved by study of how PhD students at Uppsala university make sense of their introduction process. In order to capture the individuals’ sensemaking of the introduction process, semi-structured interviews were conducted with six PhD students, all of whom have participated in the same introduction process. To gain further insight into how sensemaking is expressed, in regard to introduction processes, we have used Karl Weick's (1995) theory of sensemaking in organizations. Through coding and thematization of interview transcripts the research questions How do PhD students describe their experience of the introduction process? and How do PhD students experience that they have been affected by the introduction process? are answered. The results demonstrate that employees experience the introduction as a continuous and sequencing process and that their background and expectations affect their experience. Individuals make sense of the introduction process through communication as well as by opposing and adapting to the messages conveyed from the organization. The results also show that sensemaking interacts with identity construction and action.
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Wong, Ho. "Middle managers' trust in supervisors and turnover intention during organizational socialization period." HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/892.
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Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed
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LaPreze, Melody Waller. "Effect of supervisor characteristics on the socialization process /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841164.
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Yan, Ming. "The improvement of organizational socialization in groups : an interactionist perspective of social identity theory." HKBU Institutional Repository, 2011. http://repository.hkbu.edu.hk/etd_ra/1259.
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Roth, Emily. "The organizational socialization process of nonprofit workers." Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/35317.
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Master of Arts<br>Department of Communications Studies<br>Sarah E. Riforgiate<br>A commonly held belief in higher education is that a student’s educational program paves the way towards a specific career choice, forcing students to intentionally choose courses in preparation for a particular line of work (Lair & Wieland, 2012). Recognizing the influential role of education (Jablin, 2001) and the increasing numbers of nonprofit education programs (Mirabella & McDonald, 2012), it is important to understand the educational expectations created by university programs and how these expectations are enacted as students become nonprofit employees. To better understand communication practices that shape the expectations, experiences, and worker identities, this study applies organizational assimilation theory to nonprofit education and work through interviews of nonprofit employees’ experiences after completing a nonprofit education program.
Qualitative analysis of the interview transcripts indicates that nonprofit-focused educational programs socialize students to work for a cause that they find personally meaningful. However, not all students are able to meet this expectation, creating two paths, a straight path and a winding path in search of meaningful work. Those on the straight path who found personally meaningful work attributed their experience to an internal locus of control based on an intentional job search and workplace opportunities. Participants who did not find the personally meaningful work they expected used external control attributions by blaming the job market, the way their generation approaches work, and how their educational program created unrealistic expectations. Findings deepen understandings of organizational assimilation theory in terms of education, while bridging educational practices and organizational assimilation theory to contribute practical implications. Practical implications include encouraging education programs to facilitate volunteering and networking opportunities for their students, prospective nonprofit workers to seek out volunteer and job shadowing opportunities, and nonprofit organizations to focus on the assimilation process of new employees.
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Kirby, Roy Lindsay. "Cooperative education and organizational socialization of university graduates." Diss., The University of Arizona, 1990. http://hdl.handle.net/10150/185134.
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The purpose of this research was to assess the effects of cooperative education on the transition to work of graduates in engineering and engineering-related programs at Canadian universities. It was theorized that the cooperative experience would result in a higher level of socialization to the organization than to the profession or to academia. It was expected that this higher level of organizational socialization would manifest itself in increased levels of organizational commitment and career development. The research model was based on a three-period process of Input (pre-university), Throughput (during university), and Output (post-university), each with its own set of variables. The methodology chosen for this research was qualitative rather than quantitative since the variables were complex and multidimensional in nature. An interview protocol was developed and pretested then applied in a procedure involving a sample size of 103 participants: students in their last semester, and employees within 5 years of graduation. Since students self-select into coop or traditional programs, the comparison of coop participant data directly to non-coop was inappropriate; thus non-coop data were used as a point of reference from which to view coop data. Participants were chosen as closely as possible to random from the student population at three Canadian universities, and from Ottawa-area companies. Results indicated that the coop experience does indeed prepare graduates to enter full-time work with fewer transition problems than graduates from non-coop programs; that graduates from both coop and non-coop programs are committed more to their own career development than to organization, profession, or to academia; and that pre-university influences tend to influence socialization from structured work experiences. The coop experience tends to reinforce traits that were already present, including the drive for achievement; this approach meets the needs of those choosing it, just as the traditional approach meets the needs of its students. A related survey of students at a business school where the program is traditional but the methodology is based on practical case studies with strong faculty influence indicated that the subjects were also well prepared to enter work. Future research in this area is warranted; a longitudinal approach would yield more valid results than cross-sectional studies.
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Costello, Anna Bland. "The Relationship between Socialization COntent and Perceived Organizational Support." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-03262003-120043/.
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The purpose of this research has been to test a measure of socialization content and perceived organizational support. The survey used for the data collection combined the Chao, O'Leary-Kelly, Wolf, Klein, and Gardner (1994) survey of socialization content with the Eisenberger, Huntington, Hutchison, and Sowa (1986) survey of perceived organizational support. Data were collected via company intranet at one location of a large, multinational corporation (N = 304). The instruments did not factor as expected and further analysis could not be performed, but these results may be due to extreme environmental circumstances in the company during the data collection period and suggest that replication of the study is warranted.
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Soh, Star. "Organizational socialization of newcomers : a longitudinal study of organizational enculturation processes and outcomes /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu148820267877502.
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Bolack, Michell. "Constructed Images: The Influences of News Organizations and Socialization in Photojournalism." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc3064/.
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Media sociologists have produced much research on the systems of production of media content. Photojournalism, however, largely has been ignored in these studies. This paper presents the findings of an ethnographic study of work routines and photojournalism practices at three newspapers. The study explored the extent to which routines and practices are affected by professional norms and values and organizational needs and beliefs. The study also explored how these factors influence the content and aesthetic qualities of newspaper photographs. Findings suggest that photo editors and photojournalists operate under many of the same constraints as other media workers. The findings also show that photojournalists are socialized to newspapers. expectations by fellow photographers and photo editors. To gauge professional accomplishments, photojournalists rely on peers, professional organizations and competitions.
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Ataman, Fatma. "Predictors Of Organizational Socialization Of English Instructors At Preparatory Schools." Phd thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12614963/index.pdf.
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The purpose of this study was to investigate the relationship between the socialization of English instructors at preparatory schools of Turkish universities at organization, department and task levels, and various individual (academic degree, teaching experience, length of employment at current work place, job satisfaction, commitment, and self-efficacy) and organizational (type of university, training, work conditions, knowledge sharing) variables.
A pilot study with 225 instructors from four universities was conducted to confirm the validity of Haueter, Macan, and Winter&rsquo<br>s (2003) Newcomer Socialization Questionnaire (NSQ) adapted into Turkish. Although the results of exploratory factor analysis in the pilot study did not reveal supportive results for the structures in NSQ, results of the confirmatory factor analysis indicated moderate fit for the structures in the scale.
The main study was designed as a correlational study and the participants comprised of 737 English instructors working at 16 public and private universities selected from four cities in Turkey and Turkish Republic of Northern Cyprus via cluster sampling. In order to collect the data, an inventory consisting of three parts made up of self-developed and pre-developed scales was utilized. The first part consisted personal questions about education, age, gender and length of employment of the participants. The second part included questions about training and work conditions of the participants. The items related to training and work conditions were developed by the researchers. The third and final part of the inventory consisted of five separate scales for measuring both the predicted and predictor variables. Turkish adaptation of three-dimensional Organizational Socialization Scale, which was self-developed, and the Turkish version of three-dimensional Teachers&rsquo<br>Sense of Efficacy Scale developed and validated by Ç<br>apa, Ç<br>akiroglu, and Sarikaya,(2005), three-dimensional Organizational Commitment Scale developed and validated by Wasti (1997), Job Satisfaction and Knowledge Sharing scales developed by Kondakç<br>i and Haser (2011), all of which were pre-developed were utilized to measure the predictors of organizational socialization.
Both descriptive and inferential statistics techniques were used for the data analysis. Exploratory factor analysis and confirmatory factor analysis for the self-developed Organizational Socialization Scale, and confirmatory factor analyses for the pre-developed Teachers&rsquo<br>Efficacy Scale, Organizational Commitment Scale, Job Satisfaction Scale and Knowledge Sharing Scale were conducted within the scope of this study. Hierarchical multiple regression analyses was carried out in order to investigate the relationship between organizational socialization and its predictors. Descriptive, inferential and multiple regression statistical analyses were performed by the software PASW Statistics 18 and the confirmatory factor analysis was performed by the software AMOS 18.
The results of the main study revealed that socialization of English instructors to the organization, department, and task are significantly predicted by several organizational and individual variables. Among organizational variables knowledge sharing and training are the most significant ones<br>and among individual variables, job satisfaction, self-efficacy for instructional strategies, and affective commitment are the most significant ones. In this respect, the practitioners in the field should provide necessary conditions so as to promote and improve knowledge sharing, job satisfaction, appropriate training in the work place, as well as offering opportunities for instructors to improve their self-efficacy as a teacher and satisfaction with the job, which can lead to increase in affective commitment.
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Coffey, Amanda Jane. "Double entry : the professional and organizational socialization of graduate accountants." Thesis, Cardiff University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295114.
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Herrmann, Andrew F. "Kierkegaard and Indirect Communication: Theorizing HRD, Organizational Socialization, and Edification." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/748.
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Scholars have largely overlooked philosopher Soren Kierkegaard’s thoughts on occupational, vocational, and work topics, although he did concern himself with occupational topics. This theoretical piece explores Kierkegaard’s concept of “leveling” (Nivelleringen), connecting it to human resource development (HRD) and organizational socialization processes, which are often conducted by HRD departments. Organizational socialization is important as it provides newcomers with functional and cultural information. Similar to the concept of leveling, however, organizational socialization can provide employees with taken-for-granted socially constructed definitions of the self. This article proposes expanding edification and capability for individuals in the workplace via Kierkegaardian indirect communication in HRD and organizational socialization practices.
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Batistic, Saša. "Organizational socialization tactics, individual differences, and the relationship building process in early socialization : a personal network change perspective." Thesis, University of Reading, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.658008.
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The organizational socialization field has received considerable attention in both academic and popular writing. Accounts take either an organizational view - focusing on the socialization tactics organizations use to bring about desired change in the individuals they recruit - or a newcomer view - focusing on how individuals integrate successfully. The literature suggests that the mechanisms whereby both processes are achieved is carried out through social interaction. However, the nature of this relationship-building process lacks a clear conceptual and empirical underpinning. The principal objective of this thesis is to develop a framework explaining/suggesting how newcomers build relationships with others and how their personal networks change in early organizational socialization. Drawing on the socialization and social network literatures, the framework proposes a four stage framework - Newcomers' uncertainty in a new organization, Relationship initiation process, Relationship straightening and persistence over time and Newcomers' network change. Longitudinal empirical evidence, of forty newcomers' personal networks, suggests that self-monitoring, extraversion and protean career behaviour influence newcomers' selectivity in adding support providers in their personal network, however uncertainty is important only for predicting relationship building to get social support. Overall, newcomers need more informational than social support in the early organizational entry. Organizational socialization tactics explained the extent of social support received, but not the extent of informational support. Finally, the willingness of support provider to give help and similarity of support provider based on age determined which support provider was contacted. The thesis contributes to the organizational socialization literature by showing the selectivity of newcomers in building relationship in the early organizational entry. It shows the importance of socialization tactics and the perception of uncertainty newcomers perceive for the extent of support received. It also acknowledge the dyadic role of other socialization agents in the relationship building process. Lastly, the thesis also contributes to the social network literature by looking at the effect of individual differences and contextual variables in the personal network dynamics.
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Jägare, Lindvall Amanda. "Informella normer : Organisationskulturers påverkan på yrkesverksamma socionomer." Thesis, Umeå universitet, Institutionen för socialt arbete, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-183088.
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Studien undersöker informella normer inom familjerätten och tillståndsenheten, och hur de kan påverka yrkesverksamma socionomer i sitt arbete. Undersökningen innefattar fyra intervjudeltagare, två socionomer från familjerätten och två socionomer från tillståndsenheten. Genom att undersöka de yrkesverksamma socionomernas förhållningssätt gentemot formella strukturer, handlingsutrymme och samarbete med kollegor kan de informella normerna, som styr de anställdas sätt att tänka, känna och agera, identifieras och analyseras. Med hjälp av teorier om kultur, organisationskultur och informella normer analyseras yrkesverksamma socionomers sätt att tänka, känna och agera utifrån vad som för organisationskulturen anses vara det korrekta sättet. Genom att studera likheter och skillnader i de anställdas uttryckande av sina inställningar och attityder, så är tanken att man ska kunna utläsa deras individuella sätt att tänka och känna, gentemot det sätt som organisationskulturens informella normer försöker styra dem till. Resultatet i undersökningen visar på att det finns informella normer i både tillståndsenheten och familjerätten som påverkar de yrkesverksammas samarbete med kollegor och tillhörighet till gruppen, vilket tycks påverka deras inställningar och attityder gentemot olika delar i yrkesutövandet. Resultatet visar ett samband mellan grupptillhörighet och positiva attityder och inställningar till samarbete med kollegor, och ett samband mellan negativa attityder och inställningar till utanförskap/exkludering ur gruppen. Resultatet visade att de informella normerna påverkade de yrkesverksamma socionomernas praktiska arbete, vilket gjorde sig påtagligt i deltagarnas konflikthantering, samarbete med kollegor och självständighet i handläggning och beslutsfattande.
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Elting, Julie Anne Kientz. "Organizational onboarding and socialization of adjunct clinical faculty in nursing education." Thesis, University of Southern California, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3704232.
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<p> The organizational socialization literature identifies specific needs of newly hired employees: role clarity, occupational self-efficacy, and social acceptance. Organizations help meet these needs by providing onboarding (orientation and engagement) practices that facilitate newcomer adjustment. This leads to increased employee satisfaction and retention. The purpose of this qualitative study was to identify the benefit of onboarding practices that nursing programs use with adjunct clinical nursing faculty and determine if these practices contribute to organizational socialization. Eight nursing adjuncts from three universities completed an online pre-interview survey and participated in a semi-structured interview where they rated the benefit of best and common onboarding practices. An administrator from each university also completed an online version of the survey. Findings from the study revealed consistent benefit ratings of the majority of practices by participants. Some practices were deemed essential and their absence was detrimental for the adjunct, students, and institution. Administrator perceptions of benefit were equal to, or higher than, adjunct ratings. Adjunct participant responses supported their need for an onboarding process that promotes role clarity, self-efficacy, and social acceptance. Those who experienced quality onboarding expressed feelings of satisfaction with their jobs and greater allegiance to their programs than those with poor experiences. This study has implications for nursing education because retention of engaged, satisfied adjuncts is a cost-effective way to supplement the limited pool of full-time nursing faculty. Both adjuncts and administrators identified benefits of the majority of practices, so nursing programs would be well-served by offering a thorough and efficient onboarding process to adjunct faculty. This study also adds to the limited literature that examines the impact that specific onboarding practices have on organizational socialization of new employees.</p>
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Dickman, Connie. "Being an Assistant Principal, Becoming an Administrator: an Organizational Socialization Study." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/1168.
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Many school administrators begin their careers in educational administration as assistant principals. The literature on assistant principals contributes very little to an understanding of the perspectives that assistant principals develop during their organizational socialization experiences and of the conditions and processes that influence the development of these socialization outcomes. The purpose of this study was to develop a theoretical understanding of the perspectives that emerge from assistant principals' organizational socialization experiences. Symbolic interactionism established the theoretical and methodological foundation for this study. The sensitizing concepts of perspective (Becker, Geer, Hughes, & Strauss, 1961), situational adjustment (Becker, 1964), and organizational boundary passages (Schein, 1971; Van Maanen & Schein, 1979) provided the analytic framework. The Glaser and Strauss (1967) constant comparison model guided the process of collecting and analyzing data. Six assistant principals with experience from three months to three years were interviewed. The study resulted in a grounded theory that describes the perspectives that the assistant principals developed and explains the processes and conditions that influenced the development of these organizational socialization outcomes. The results of this study suggest that assistant principals develop a common set of perspectives in response to a common set of problematic situations. These perspectives include: "it takes time to learn," working for the principal, working with other assistant principals, doing tasks, working effectively with teachers, and an integrated perspective. Assistant principals appear to develop these perspectives using a situational adjustment process that includes assessing the requirements of problematic situations, experimenting with ideas and actions to determine how to behave, and choosing strategies that enable them to respond successfully to the situational requirements. The requirement to pass through the functional, hierarchical, and inclusionary boundary passages appears to be the most important organizational factor influencing the development of administrative perspectives. The quality of assistant principals' preparation experiences, their styles and longevity as teachers, and their motivation appear to be the most important individual factors influencing the development of administrative perspectives. Teachers appear to be the most powerful socializing agents. The assistant principal's role may provide essential preparation for a principal's role and may have the potential for developing leadership.
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Woodrow, Christopher. "Organizational socialization, staff well-being and service quality in a hospital." Thesis, King's College London (University of London), 2013. https://kclpure.kcl.ac.uk/portal/en/theses/organizational-socialization-staff-wellbeing-and-service-quality-in-a-hospital(ddac7ce7-37d2-4716-9423-faf4094519a9).html.
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The purpose of this thesis is to examine the process of organizational socialization in hospital newcomers, and the effects of this process on their levels of well-being and service quality. Following a review of the literature, two original models of socialization are presented and then tested using a longitudinal mixed methods case study approach that includes quantitative and qualitative components. The models take a novel approach by viewing the psychological contract as the key mechanism through which communication and learning facilitate employee integration. The survey study revealed that during the first three months of socialization, proactively obtained useful information about the new environment led to an increase in perceived organizational promises, which in turn was related to better attitudes and well-being. Useful information provided by the organization led to an increased focus on service quality, but did not influence perceived promises. After twelve months, greater knowledge about the environment led to lower perceptions of violation, which in turn was associated with better attitudes, well-being and service quality focus. The interview study revealed that breach and fulfilment of the psychological contract, under certain circumstances, acted as turning points which caused a sharp change in well-being and service quality. Overall, there is broad support for the theoretical framework and for the role of the psychological contract as an intervening mechanism in the socialization process. Additionally, the findings suggest that socialization is not the smooth process towards integration that much previous work implies. In practical terms, the findings indicate that organizations must ensure that newcomers are provided with both functional and social information, that they are encouraged to ask questions and that existing insiders are encouraged to respond with useful information.
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Syrén, Mathilda, and Marika Bråson. "Organisatorisk socialisation : En kvalitativ studie om hur medarbetare upplevde sin första tid på arbetsplatsen." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-325378.
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Denna studie syftar till att vinna kunskap om hur organisationskonsulter i ett företag upplevde sin organisatoriska socialisation då de var nyanställda. Forskning kring organisatorisk socialisation har gjorts sedan 70-talet men då har främst kvantitativa forskningsmetoder använts. Som ett ytterligare bidrag till forskningen på området har därför denna studie en kvalitativ metod i form av intervjuer. Då det inte finns en enhetlig teori för organisatorisk socialisation så presenteras ett teoretiskt ramverk och perspektiv på området som belyser olika typer av organisationsinitierade aktiviteter för nyanställda. Exempel på detta är olika typer av socialisationstaktiker, betydelsen av sociala agenter samt hur individen själv som nyanställd är informationssökande i syfte att minska sin egen osäkerhet. Det insamlade empiriska materialet ifrån intervjuerna analyserades sedan med ett deduktivt angreppssätt utifrån tidigare forskning samt det teoretiska ramverket och perspektivet. Resultaten visade att medarbetarna upplevde de olika organisationsinitierade aktiviteterna som lärorika på så sätt att de som nyanställda lättare kunde komma in i sina roller och lära sig sina arbetsuppgifter. De upplevde också andra faktorer, såsom sociala aktiviteter, relationer och samarbeten som bidragande faktorer för att komma in i organisationen på ett smidigt och effektivt sätt. Vidare upplevde intervjupersonerna att eftersom det fanns en struktur med bestämt schema över de första två veckorna ingavs en initial trygghet och säkerhet som ny vilket därmed minskade deras osäkerhet. Därtill visade det sig att de sociala agenterna var av stor vikt för att komma in i organisationen och att företagets och koncernens företagskultur också underlättade att bli en del av arbetsplatsen. Till sist visade de kortsiktiga och långsiktiga utfallen, som dessa aktiviteter och faktorer gav på deras socialisation, att den rådande sociala gemenskapen i form av social integration och rolltydlighet uppnåddes även i och med organisationens socialisationstaktiker. De långsiktiga utfallen framkom i form av organisatoriskt engagemang från medarbetarnas sida samt att de trivdes bra och ser en långsiktighet på arbetsplatsen.
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Jansson, Felix, and Pauline Kvibäck. "Introduktionen - en interaktiv process : En kvalitativ studie av en introduktionsprocess för nyanställda på ett fastighetsbolag." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-29953.
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The aim of this essay is to examine the experiences of an introduction process of newcomers through an integrative perspective, by two guiding questions: How does the examined organization socialize newcomers? How is the organizational socialization experienced by the employees? Most Swedish corporations engage in some form of workplace introduction and this introduction should give the newcomer an understanding of his work and its relation to the organizations other business practices. Earlier studies have mostly focused on the effects of socialization tactics but few on the experience. This study, based on qualitative interviews with a regional manager, newcomers and established employees shows that the studied organization socializes its newcomers through many socialization tactics where the newcomers’ personality and previous knowledge allows to direct the socialization process. The introduction is perceived by the interviewed parties to happen most intensively at specific events; the first impression, the welcoming, while performing work and during the breaks. The newcomers and the established employees both perceived the social aspect as central to the introduction and the work execution secondary. It’s very important according to both parties that it creates a dialog about both work and private life for a successful introduction.<br>Studiens syfte är att undersöka upplevelserna av en introduktionsprocess för nyanställda genom ett integrerat perspektiv, med hjälp av två frågeställningar: Hur socialiserar den undersökta organisationen in nya medarbetare? Hur upplevs organisationssocialiseringen av medarbetarna? De flesta svenska företag bedriver någon form av introduktionsverksamhet och introduktionen ska ge arbetstagaren en uppfattning om sina arbetsuppgifter och hur de står i relation till organisationens övriga verksamhet. Tidigare studier har främst riktat in sig på effekterna av socialiseringstaktiker men få på upplevelsen. Metoden som använts är kvalitativa intervjuer med regionchef, nyanställda samt etablerade medarbetare. Resultatet visar att den undersökta organisationen socialiserar sina nyanställda genom ett flertal socialiseringstaktiker där den nyanställdes personlighet och kunskaper tillåts styra socialiseringsprocessen. Introduktionen upplevs av de intervjuade att ske som mest intensivt vid vissa tillfällen, det första intrycket, välkomnandet, arbetsutförandet samt fikarasten. Medarbetarna upplevde även den sociala delen som central för introduktionen och arbetsutförandet sekundärt. Det är mycket viktigt både enligt de etablerade och nyanställda att det skapas en dialog som handlar om både arbete och privatliv för en lyckad introduktion.
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Haas, Craig D. "The relationship between newcomer socialization and job satisfaction : a meta-analysis." FIU Digital Commons, 2000. https://digitalcommons.fiu.edu/etd/3972.
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The principles of psychometric meta-analysis were utilized to cumulate the literature that examined the relationship between measures of newcomer socialization and job satisfaction. Over 450 correlations were analyzed. The overall analysis of the correlation between measures of newcomer socialization and job satisfaction found that a positive effect exists (rho=0.31). Thus, socialization programs, on average, have a positive effect on job satisfaction. While the moderator analysis found many large variations in the effect sizes, none of the moderators had a statistically significant influence. Socialization programs had more impact for entry managers than for veteran managers. Newcomers in the services industries benefited more from the socialization program than newcomers in the manufacture industries. Cross-sectional studies tended to show a stronger effect than longitudinal studies. The effectiveness of the socialization program was not influenced by the newcomer’s role type. More research is needed to explore the underlying process mechanisms of newcomer socialization.
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Lewis, LaKeta L. "Understanding the newcomer socialization process| A phenomenological study." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3617147.
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<p> As new employees come into their new workplaces, they engage in behaviors that make it easy for them to fit in with the already-established environment. Spanning across various industries, both Federal and private sector, 10 participants indicated that they believed their childhood experiences were the source of their socialization process development. Despite previous research, this research concluded that organizational socialization tactics had no real bearing on whether or not a newcomer perceived themselves to be successful in their socialization process. Results indicated that the two most important factors of a successful socialization was that the newcomers understood their jobs, were able to reduce their level of uncertainty through asking questions and seeking feedback, and establishing relationships with their co-workers.</p>
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McKenna-Buchanan, Timothy P. "Communicating "Out" at Work: Exploring Co-cultural Theory in the Context of Organizational Socialization." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1404217936.
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Chen, Chih-Yuan, and 陳智遠. "Distinguish from The Types of Person-Organization Fit:The Application of Organizational Socialization." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/b8hsmg.
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碩士<br>中原大學<br>心理學研究所<br>93<br>Review past researches, it was important for person-organization fit( P-O fit ). Because the define and content of P-O fit were unclear, this impact result in declining the research and development of P-O fit, even confusing the practicing application. Thus the purpose of present study was to find the best type model of P-O fit out, and to combine with confirming of antecedence and outcome variables of P-O fit to enrich this research scope. Result of the study confirmed three type model of P-O fit was better than single type model and duality type model, the three types included “supplementary fit”, ”demands-abilities fit” , and ”needs-supplied fit”. The regression analysis of organizational socialization predicted P-O fit and P-O fit predicted outcome variables (organizational identity, organizational citizen behavior, performance, job satisfaction, psychological contract, and perceived organizational support ) represented deeply the function of P-O fit, beside reinforced the reliability of three type model of P-O fit.
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zeng, li-xian, and 曾麗嫻. "The effects of Organizational Socialization and Person-Organization Fit on work engagement." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/57363892241331360192.
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碩士<br>國立新竹教育大學<br>人力資源發展研究所<br>100<br>For an organization, it is an important issue that the employees devote to work actively. However, if you want the employees devote to work, besides that the employees should possess necessary knowledge and technologies, it is more important that the value of the employees conforms to that of the organization. Then, the individual is more willing to devote to the organization. Therefore, the study explored the impact of the Person-Organization Fit on the Work Engagement. Furthermore, the literatures in the past indicated that organizational socialization could enable the employees to participate in the organization quickly and influenced the employees’ behavior in future. So this study attempted to verify the correlation between organizational socialization of the employees in the transport service sector and the Work Engagement, and further to understand the mediating effect of the Person-Organization Fit on the above mentioned relationship.
This study adopted the method of questionnaire survey. The study objects were employees in Transportation Service Industry. The level of their organizational socialization and person-organization fit and the situation of Work Engagement have been investigated. The researchers contacted enterprises in transportation service industry by phone calls and emails, and distributed questionnaires to the enterprises according to their willingness of participation. 1251 questionnaires were returned, among which, 1183 questionnaires were valid. Through statistical analysis, the study found out that:
1. Acceptance of training, understanding of the organization and support from co-workers in organizational socialization have significant positive impact on the three aspects of Work Engagement, including physiology, cognition and emotion. Future expectation in organizational socialization has significant negative impact on cognition, but has obvious positive impact on the emotion in Work Engagement.
2. Acceptance of training, understanding of the organization and future expectation has significant positive impacts on person-organization fit.
3. Person-organization fit has significant postive impact on the three aspects of Work Engagement, including physiology, cognition and emotion.
4. Levels of person-organization fit have some mediating effects on the relationship between organizational socialization and Work Engagement.
Finally, based on the empirical results, this study put forward the implications of the theory and practice as well as references for future related studies.
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Hsu, Chia-yu, and 徐嘉瑜. "The Organization Socialization Process Research of Television News Reporters." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/84250551505842889668.
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TSAI, I. CHEN, and 蔡宜靜. "Change and Grow up: Organization socialization process of distributor." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/15934406904490006636.
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碩士<br>國立臺灣師範大學<br>社會教育研究所<br>91<br>The purpose of this study is to explore organizational socialization process of distributor. There are five major objectives to the study:
I. Understand the value and belief of distributor in prearrival stage.
II. Debate the real situation in encounter stage.
III. Debate the inwardness of change of distributor in change and acquisition stage..
To achieve the above objectives, we make related research and theory discussion through literature reviews. Then, according to the results of literature review, we make interview tools to deeply interview eight distributor . Consequently, there are the following conclusions:
I. Distributor has four beliefs to be discussed in prearrival stage: Self-concept, personal relationship, awareness of job and the concept of multi-level marketing.
II. What is the motivation to join the multi-level marketing: product-oriented, job-oriented, learning-oriented, money-oriented, success-oriented.
III. The feeling from the organization: cheerful, good interactive, un-selfish and encourage atmosphere and mask of pretense.
IV. The interactive relation in organization is “Respect the supervisor, Responsible for subordinate”, however, the low competition and information shared with colleague.
V. Awareness of job function: the positive and negative experience of selling, serve customer and supervise the subordinate
VI. The conflict between family and organization of multi-level marketing: Because join the distributor impact the normal family life, his/her conjugality, parents and children have some misunderstanding and complaint.
VII. The learning channel in organization: The official channel is training lesson, the opposite is interactive learning, learning by doing and self-directed learning.
VIII. The distributor will be changed in change and acquisition stage: the learning of inner mind, the change of look, the difference of personal relationship, the obtainment of professional skill and well speaking in speech. The most important point is that the deeply identify with organization.
According to these conclusions, this research proposed suggestions for distributor ,multi-level marketing organization and future study.
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Huang, Li Jean, and 黃莉珍. "The Impact of Job Playfulness and Organization Playfulness on The Organizational Socialization of New." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/87115575123013349371.
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碩士<br>大葉大學<br>管理學院碩士在職專班<br>100<br>he purposes of this study were to realize how newemployee about their job playfulness, organizational playfulness and organizational socialization and the interrelationship among these factors.
It was carried out by surveying all the staff members responsible. Questionnaires were sent to 350 objects with 246 returns. All returns were effective samples and thus the recovery rate was 70.28%.
Important results were as follows. Personal background of these people had no significant effect on their organizational socialization. For the relationship between job playfulness and components of organizational socialization, job playfulness was positively correlated with people, Performance Proficiency, Language, politics Organizational Goals and Values, History.
Analyzing the effect of organizational support on the components of organizational socialization by simple linear regression suggested that it had positive effect on people, Performance Proficiency, Language, politics, Organizational Goals and Values, History. However, further analysis of the modifying effect of organizational playfulness to job playfulness on components of organizational socialization by hierarchical regression indicated that it had only strengthen effect on Organizational socialization but did not have nay significant effect on people, Performance Proficiency, Language, politics Organizational Goals and Values, History.
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Liu, Chih-Yu, and 劉芝妤. "The Effect of Organizational Socialization on Job Satisfaction－Mediating Effect of Person-Organization Fit." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/88699629342335918626.
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碩士<br>國立嘉義大學<br>企業管理學系<br>101<br>With the rapid development of the global economy, in the background, knowledge and talent has become one of the most important factors that affect the organization. Industry in Tawian was composed of small and medium enterprises, no matter the large enterprices or small vanders, human resources have played a very important role. When the departuure of the key person which means the organization will loss the intellectual captial, therefore, human resources issues between employers and employees should be attentioned.
Recent the financial services industry was impacted by the financial tsunami in 2008, making financial institutions breakout financial crisises and increase the staff turnover ratio, which make the financial sector employees feeling a sense of insecurity. This study discuss the socialization of the employees make members investigate into organizations gradually from the organization sight. When members have basic skills, the organizational values and organizational goals of themselve will consistent with the organization, further affect the job satisfaction. This means there is a relation on that organizational socialization, personal - organization fit and job satisfaction.
In this study, we use convenient sampling method. There are 300 questionnaires, and 283 were returned. After eliminating 3 invalid questionnaires which with the incomplete answers. The valid questionnaires are 280, and the return rate of the questionnaire is 93.33%. It shows the results as below:
I.The organizational socialization, person-organization fit and job satisfaction has a positive impact among the three.
II.Person-organization fit have the mediator effects between the organizational socialization and job satisfaction.
Finally, according to the result, we hope we can provide the constructive suggestions for financial industry, and the thinking in thee research in the future.
Keywords: Organizational Socialization, Person-Organization Fit, Job Satisfaction
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Chang, Chun-Wei, and 張峻維. "The Relationship Between Organizational Socialization Tactics with Work Engagement：Person-Organization Fit as a Mediator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/aekwx3.
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碩士<br>銘傳大學<br>諮商與工商心理學系碩士班<br>104<br>The purpose of the study is to examine the mediating effect of the person-organization fit on organizational socialization tactics – work engagement relationship. The questionnaires were the new generation, of those, 226 effective samples were returned. The results showed that:
(1)Organizational socialization tactics had a positive influence on work engagement
(2)Organizational socialization tactics had a positive influence on
person-organization fit
(3)Person-organization fit had a positive influence on work engagement
(4)Person-organization fit partially mediated the relationship between organizational
socialization tactics and work engagement
The implications and suggestion for future studies are also provided.
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Kuo, Tsung-Wei, and 郭宗維. "The Effects of Institutionalized Organizational Socialization, Information Seeking Behaviors, and Person-Organization Fit on Organizational Commitment." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/eyx8qa.
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碩士<br>國立成功大學<br>工業管理科學系碩博士班<br>92<br>In this new generation, workforce is a key point that contributes to organizational success. Human resources that can create the competitive advantage and drive the innovation of business, product, process, and invisible assets are the most important assets of the enterprise in a knowledge-based global economy. Thus, organizations have to improve the flexibility and work attitudes of employees to drive organizational success. Organizational commitment has been extensively investigated as an important work attitude, and it is defined as “a bond or linking of the individual to the organization,” which makes it difficult to leave. In recent years management scholars have expressed growing interest in the concept of person-organization (P-O) fit, due mainly it's many advantages for employee attitudes and behaviors. In order to enhance P-O fit and meet competitive challenges, socialization is often introduced to retain a flexible workforce with organizational commitment. Moreover, the information seeking behaviors that newcomers use have become an important concern for organizational researchers (Morrison & Vancouver, 2000) and have been found to be related to the socialization process and its outcomes.
This study focuses attention on improving newcomers’ work attitudes—organizational commitment by enhancing the level of person-organization (P-O) fit and exploring a little further into how institutionalized organizational socialization and newcomers’ information seeking behaviors promote P-O fit and newcomers’ organizational commitment simultaneously. The purpose of this study is to examine the effects of institutionalized organizational socialization and newcomers’ information seeking behaviors on P-O fit to organizational commitment.
This study utilized newcomers in the list of 1000 outstanding Taiwan companies in 2003 Commonwealth top-1000 special edition of Commonwealth Magazine as the sample. There were 800 questionnaires distributed to 160 companies; of these, 209 replies were returned, and 190 replies (23.75%) were valid. Results indicate that institutionalized organizational socialization has significant effects on P-O fit and on organizational commitment, the information seeking behavior of observing has a significant influence on P-O fit, four information seeking behaviors (observing, overt, third party, and test) have significant influence on organizational commitment, P-O fit has a significant influence on organizational commitment, and P-O fit has significant mediating effects among institutionalized organizational socialization, information seeking behavior of observing, and organizational commitment.
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Zhuang, Ruo-Yu, and 莊若妤. "The Association between Organizational Socialization Tactics and Person-organization Fit: Employee Manifest Needs as a Moderator." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/81895124876588887726.
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碩士<br>國立臺灣師範大學<br>科技應用與人力資源發展學系<br>99<br>On the field of organizational socialization tactics, the focus of employee individual differences has been discussed a lot these years, yet employee manifest needs, which also an important one, are not been discussed well. Therefore, the current study examined the linkage between organizational socialization tactics and person-organization (P-O) fit and examined the moderating influence of employee manifest needs, including need for achievement, need for affiliation, need for autonomy and need for dominance. Using cross-sectional design and a web-based self-reported questionnaire, the participants were given to a website and finished the questionnaire. Results from a sample of 202 full time employees (mean tenure were 15 months) in Taiwan revealed a positive relationship between organizational socialization tactics and P-O fit. However, the association between firm’s socialization tactics and P-O fit was facilitated by need for achievement and need for affiliation that employee’s motivational needs or drives on their work-related behaviors. The results support the importance of an institutionalized socialization tactic and the importance of individual difference and the application for practice are discussed below.
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WANG, WAN-SUEI, and 王菀穗. "A Study on the Associations of Organization Socialization, Job Embeddedness, Organizational Commitment and Intention to Quit." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/00135627650406300490.
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碩士<br>修平科技大學<br>人力資源管理與發展碩士班<br>104<br>This study surveyed the relationship between "Influence on Intention to Quit by teacher's Organization Socialization", "Affect on Job Embeddedness and “ Organizational Commitment by Organization Socialization". In the study, "Organizational loyalty degree" and "team cooperation" was taken as a mediating variable, while teacher's Intention to Quit was affected by the Organization Socialization through Job Embeddedness and Organizational Commitment.
The subjects were the elementary school teachers in Taichung. 420 copies of questionnaires were sent out while 362 effective copies are retrieved. The results of the study suggest:
1.The teacher's Organization Socialization has negative correlation with Intention to Quit.
2.The teacher's Organization Socialization has positive correlation with Job Embeddedness and Organizational Commitment.
3.The research proposed that Job Embeddedness and Organizational Commitment was a mediating variable of Organization Socialization and Intention to Quit.
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Yeh, Hsiu-Ting, and 葉琇婷. "The effects of socialization tactics on person－organization fit：Proactivity as a moderator." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/td6y5t.
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碩士<br>東吳大學<br>心理學系<br>96<br>The concept of socialization tactics was first proposed by Van Maanen in 1976, but most of past researches only focused on the relationship between socialization tactics and person-organization fit, however, ignored the relationship between socialization tactics and other types of fit. Therefore, the current study intended to examine different types of fit, included need-supplies fit and person-group fit, and then further examined the moderating effects of proactivity on the relationships between socialization tactics and fits.
Self-reported survey technique is used in the study and 190 valid samples are collected from current employees in public service and private business. Results indicated that different fits could discriminate different socialization tactics. Proactivity has the moderating effects on part of the relationship between socialization tactics and fits. Sense making could moderate the relationship between content socialization tactics and person-organization fit. When individual has more sense making, the relationship between content socialization tactics and person-organization fit is stronger. In addition, relationship building could moderate the relationship between social aspects socialization tactics and person-organization fit. When individuals have more relationship building, the relationship between social aspects socialization tactics and person-organization fit is stronger.
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CHEN, JIA-LIN, and 陳佳琳. "A Study of the Relationship between Organizational Socialization Tactics and Newcomer 's Workplace Loneliness: The Mediating Role of Organization Socialization and The Moderating Role of Openness Personality." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4yt77s.
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碩士<br>輔仁大學<br>企業管理學系管理學碩士班<br>106<br>Nowadays, new models of working have created flexibility but often reduce the opportunities for in-person interaction and relationships in the workplace. As a result, the rising awareness of workplace loneliness recently. From the results of the previous studies, employees who feel lonely will seriously affect their work performance. Thus, how to reduce the sense of loneliness in the workplace is a crucial issue that enterprises must pay attention to. This study aimed to explore the relationship between organizational socialization tactics, organization socialization, workplace loneliness as well as investigate the moderating effects of openness personality on the relationship between organizational socialization tactics and organizational socialization.
The research used questionnaire survey and obtained 221 valid questionnaires. The hypotheses are verified by regression analysis. The following is findings of this study: 1. Organizational socialization tactics are negatively related to workplace loneliness. 2. The organizational socialization tactics are positively related to organizational socialization. 3. Organizational socialization is negatively related to workplace loneliness. 4. Organizational socialization mediates the relationship between organizational socialization tactics and workplace loneliness. 5. Openness personality weakens the relationship between organizational socialization tactics and organizational socialization.
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Kuo, Chiling, and 郭奇靈. "The Influence of Newcomer Adjustment Strategy on Team Integration, Work Satisfaction and Organization Commitment : Organizational Socialization Tactics Perspective." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/37107809632183370764.
Full textAbstract:
碩士<br>國立臺北大學<br>企業管理學系<br>97<br>Abstract：For business continuity, enterprises think highly of the value of human resource in recent years. For this reason, enterprises care about recruiting more attentively. According to the investigation of the 111 human resource service website, about 42.89% of the newcomers with a permanent job by the end of November 2008 have a job transferring plan after the Chinese New Year. Further analyzing the reason of leaving, “working content contrary to expectation” with 31.44% of total is the greatest problem. This can be recognized that adaptive process influencing adjustment of newcomers greatly. In the year of high demand for talents, the requirement of enterprises are not only recruiting valuable professionals, but helping them to be adjusted to the culture of organization, bringing their skill into full play; moreover, promoting the total achievement of organization by retaining these newcomers. “Organization socialization tactic” play an important role in newcomer adjustment strategy, because the adjustment process refers to the process of socialization by which organization enhances the social acceptation of newcomers for improving team integration; moreover, heighten work satisfaction and organization commitment. Instead of regarding the six tacticals as factors like previous literature, this research focus on the three major constructs of “organization socialization tactic” - content, context and social aspects. For probing into the adjustment influence upon job satisfaction and organizational commitment, this research study on the influence of “organization socialization tactic” to newcomer adjustment – “role clarity”, “task mastery” and “work group integration” and construct the model with the second-order factor view. This survey and takes the employees in semiconductor and network communication industry of Taiwan as object, which is the majority of the working population. The second-order factor model and path model are validated by using the Structural Equation Modeling. With the result, we discover: the organization socialization tactic will positively effect upon work mastery, role clarify and team integration; work mastery will positively effect upon role clarify; team integration will positively effect upon work satisfaction and organization commitment. In the socialization process of newcomers, The enterprises will get the benefits if the proposed organization socialization tactic can be applied as a reference in the newcomer training strategy. This will help the team integration with newcomers and promote work satisfaction organization commitment effectively.