Download or read book Differential Effects of Interaction Content and Proaction on Organizational Socialization Outcomes written by Debra A. Major and published by . This book was released on 1990 with total page 286 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Effects of Organizational Socialization Tactics and Newcomers Proactivity on Socialization Outcomes written by Tae-Yeol Kim and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The past organizational socialization studies have devoted their attention to examining how organizational socializations affect various individual outcomes. Although they have provided useful insights on organizational socialization, they have generally failed to examine the processes by which organizational socialization tactics affect various socialization outcomes. In addition, Jones (1986) provided a 3-factor conceptualization of socialization tactics (i.e., context, content, and social aspects) which is conceptually richer and allows for greater hypothesis-testing regarding specific classes of socialization tactics than a single continuum. However, only Cable and Parsons (2001) used the framework to examine the relationship between organizational socialization and person-organization fit (P-O fit). To address these limitations, this study investigated the effects of the 3-factor conceptualization of socialization tactics on socialization outcomes, based on the process model proposed by Saks and Ashforth (1997). According to Saks and Ashforth, socialization tactics are predicted to result in proximal socialization outcomes that are more directly affected by organizational socialization than others. Proximal socialization outcomes are then expected to influence a wide variety of more distal socialization outcomes. That is, proximal socialization outcomes mediate the relationship between organizational socialization and distal socialization outcomes. In this study, we examined how person-organization fit and role clarity (i.e., proximal socialization outcomes) mediate the relationship between the 3-factor socialization tactics and various distal socialization outcomes (i.e., organization commitment, job satisfaction, and intention to quit). To test this research model, we collected data from newcomers whose tenure is between 3 months and 2 years in 9 Korean organizations. Based on 347 completed surveys, we conducted structural equation modeling analysis using AMOS 4.0. The results show that overall the proposed research model fits to the data well based on various fix indices such as CFI and GFI. More specifically, significant tests of each path coefficient show that, as expected, content and social aspects of socialization were positively associated with person-organizational fit and role clarity. P-O fit and role clarity were also significantly associated with three distal socialization outcomes. In addition, P-O fit and role clarity partially mediated the relationship between organizational socialization and the distal socialization outcomes. For example, person- organizational fit and role clarity fully mediated the relationship between content aspect of socialization and organizational commitment and job satisfaction. However, as unexpected, collective socialization (i.e., context aspects of socialization) was negatively and significantly associated with P-O fit. It is possible that when organizations provide the same socializations to newcomers while separating them from the existing employees, the newcomers may develop their own subcultures that may deviated from the current organizational culture and values. In particular, in Korea, where generation differences are substantial (Inglehart, 1990), the negative impact of collective and formal socialization on person-organizational fit may be not unusual. Thus, when organizations use collective and formal socialization tactics (i.e., the context aspect of socialization), they have to pay more attentions to clarifying the purpose and the content of the socialization. Theoretical and practical implications are discussed.
Download or read book Organizational Socialization Tactics Proximal Socialization Outcomes and Distal Socialization Outcomes written by Tae-Yeol Kim and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The past organizational socialization studies have devoted their attention to examining how organizational socializations affect various individual outcomes. Although they have provided useful insights on organizational socialization, they have generally failed to examine the processes by which organizational socialization tactics affect various socialization outcomes. In addition, Jones (1986) provided a 3-factor conceptualization of socialization tactics (i.e., context, content, and social aspects) which is conceptually richer and allows for greater hypothesis-testing regarding specific classes of socialization tactics than a single continuum. However, only Cable and Parsons (2001) used the framework to examine the relationship between organizational socialization and person-organization fit (P-O fit). To address these limitations, this study investigated the effects of the 3-factor conceptualization of socialization tactics on socialization outcomes, based on the process model proposed by Saks and Ashforth (1997). According to Saks and Ashforth, socialization tactics are predicted to result in proximal socialization outcomes that are more directly affected by organizational socialization than others. Proximal socialization outcomes are then expected to influence a wide variety of more distal socialization outcomes. That is, proximal socialization outcomes mediate the relationship between organizational socialization and distal socialization outcomes. In this study, we examined how person-organization fit and role clarity (i.e., proximal socialization outcomes) mediate the relationship between the 3-factor socialization tactics and various distal socialization outcomes (i.e., organization commitment, job satisfaction, and intention to quit). To test this research model, we collected data from newcomers whose tenure is between 3 months and 2 years in 9 Korean organizations. Based on 347 completed surveys, we conducted structural equation modeling analysis using AMOS 4.0. The results show that overall the proposed research model fits to the data well based on various fix indices such as CFI and GFI. More specifically, significant tests of each path coefficient show that, as expected, content and social aspects of socialization were positively associated with person-organizational fit and role clarity. P-O fit and role clarity were also significantly associated with three distal socialization outcomes. In addition, P-O fit and role clarity partially mediated the relationship between organizational socialization and the distal socialization outcomes. For example, person-organizational fit and role clarity fully mediated the relationship between content aspect of socialization and organizational commitment and job satisfaction. However, as unexpected, collective socialization (i.e., context aspects of socialization) was negatively and significantly associated with P-O fit. It is possible that when organizations provide the same socializations to newcomers while separating them from the existing employees, the newcomers may develop their own subcultures that may deviated from the current organizational culture and values. In particular, in Korea, where generation differences are substantial (Inglehart, 1990), the negative impact of collective and formal socialization on person-organizational fit may be not unusual. Thus, when organizations use collective and formal socialization tactics (i.e., the context aspect of socialization), they have to pay more attentions to clarifying the purpose and the content of the socialization. Theoretical and practical implications are discussed.
Download or read book The Effects of Individual Differences Discovery Learning and Metacognition on Learning and Adaptive Transfer written by Eleanore Marie Smith and published by . This book was released on 1996 with total page 442 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Masters Abstracts International written by and published by . This book was released on 1990 with total page 808 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Policy Studies Journal written by and published by . This book was released on 2000 with total page 444 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Newcomer and Insider Proaction in Organizational Socialization written by Elizabeth Wier Weatherly and published by . This book was released on 1999 with total page 700 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book New Employee Adaptation written by Eleanor Marie Smith and published by . This book was released on 1993 with total page 460 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Uncertainty and Environmental Policy written by and published by . This book was released on 2000 with total page 244 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Situational Judgment and Tacit Knowledge written by Morell Eugene Mullins and published by . This book was released on 1997 with total page 360 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Organizational Commitment in a Voluntary Organization written by David John Whitney and published by . This book was released on 1993 with total page 266 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Enhancing the Effectiveness of Team Science written by National Research Council and published by National Academies Press. This book was released on 2015-07-15 with total page 255 pages. Available in PDF, EPUB and Kindle. Book excerpt: The past half-century has witnessed a dramatic increase in the scale and complexity of scientific research. The growing scale of science has been accompanied by a shift toward collaborative research, referred to as "team science." Scientific research is increasingly conducted by small teams and larger groups rather than individual investigators, but the challenges of collaboration can slow these teams' progress in achieving their scientific goals. How does a team-based approach work, and how can universities and research institutions support teams? Enhancing the Effectiveness of Team Science synthesizes and integrates the available research to provide guidance on assembling the science team; leadership, education and professional development for science teams and groups. It also examines institutional and organizational structures and policies to support science teams and identifies areas where further research is needed to help science teams and groups achieve their scientific and translational goals. This report offers major public policy recommendations for science research agencies and policymakers, as well as recommendations for individual scientists, disciplinary associations, and research universities. Enhancing the Effectiveness of Team Science will be of interest to university research administrators, team science leaders, science faculty, and graduate and postdoctoral students.
Download or read book Leadership Frontiers written by James G. Hunt and published by . This book was released on 1975 with total page 236 pages. Available in PDF, EPUB and Kindle. Book excerpt: Distributed by the Kent State University Press.
Download or read book The Oxford Handbook of Organizational Psychology Volume 1 written by Steve W.J. Kozlowski and published by Oxford University Press. This book was released on 2012-04-23 with total page 736 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational psychology is the science of psychology applied to work and organizations. It is a field of inquiry that spans more than a century and covers an increasingly diverse range of topics as the nature of work continues to evolve. The Oxford Handbook of Organizational Psychology provides a comprehensive treatment of key topics that capture the broad sweep of organizational psychology. It features contributions by 69 leading scholars who provide cutting-edge reviews, conceptual integration, and directions for future research. The 42 chapters of the handbook are organized into 10 major sections spanning two volumes, including such topics imperative to the field as: - the core processes of work motivation, job attitudes and affect, and performance that underlie behavior at work - phenomena that assimilate, shape, and develop employees (i.e. socialization, networks, and leadership) - the challenges of managing differences within and across organizations, covering the topics of diversity, discrimination, and cross-cultural psychology - the powerful influence of technology on the nature of work and work processes This landmark two-volume set rigorously compiles knowledge in organizational psychology to date and looks ahead with a roadmap for the future of the field.
Download or read book From Mobilization to Revolution written by Charles Tilly and published by McGraw-Hill Humanities, Social Sciences & World Languages. This book was released on 1978 with total page 372 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Social Justice and the Experience of Emotion written by Russell Cropanzano and published by Routledge. This book was released on 2011-01-07 with total page 341 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book seeks to integrate the scholarship on justice and affect. The authors focus on empirical social scientific theories pertaining to fairness, mood and emotion. Most of the literature in this book is drawn from social and organizational psychology. Other areas included are management, personality and evolutionary psychology. The book includes coverage of relevant philosophical positions from Aristotle and Rawls. The goal of this book is to familiarize the reader with the rich tradition of conceptual models explaining the association between justice and emotion. It will be of interest to graduate students, researchers and practitioners in industrial organizational psychology, social psychology, management and business ethics.
Download or read book Workplace Basics written by Anthony Patrick Carnevale and published by . This book was released on 1988 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: Summaries a portion of the research conducted under a two-year joint project of the American Society for Training and Development and the U.S. Department of Labor.
