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 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 The Oxford Handbook of Organizational Socialization written by Connie Wanberg and published by Oxford University Press. This book was released on 2012-08-16 with total page 375 pages. Available in PDF, EPUB and Kindle. Book excerpt: Thousands of employees begin new jobs each year. What can organizations and individuals do to jump start the process of learning and building connections? The Oxford Handbook of Organizational Socialization provides cutting edge reviews of the research and practice of organizational socialization as well as necessary future directions for this field.

Download or read book Organizational Socialization Psychological Needs Satisfaction and Job Outcomes written by Saqib Ilyas and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational socialization is a dynamic process by which newcomers learn and adjust to attitudes and behaviors needed to assume their new organizational roles. Nowadays managing newcomers becomes a challenge for organizations as they demand more from their organization, and push organizations to invest time and resources for their adjustment. The present study introduces psychological needs satisfaction in the scope of organizational socialization research. 34 newcomers were interviewed about their new job, socialization experience and required motivational elements by using the critical incident technique. The results showed that newcomers' psychological needs fulfillment was helping the success of the organizational socialization process. Subsequently, a quantitative study was conducted to test the theoretical model. A positive relationship was found between organizational socialization tactics and psychological need satisfaction proving it as a proximal outcome of socialization. Distal outcomes i.e. job performance and affective commitment were also positively influenced by organizational socialization tactics and organizational social support from socialization agents. Further, it was found that newcomers' psychological capital (moderating variable at T1) strengthened the relationship between socialization resources (i.e. organizational socialization tactics and organizational social support) and newcomer's psychological needs satisfaction; and that newcomers' proactivity (moderating variable at T2) strengthened the relationship between psychological needs satisfaction and job outcomes, i.e. performance and affective commitment.

Download or read book A Control Perspective of Organizational Socialization written by Robin Zenger Baker and published by . This book was released on 1990 with total page 392 pages. Available in PDF, EPUB and Kindle. Book excerpt:

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 Socialization in Work Organizations written by Cynthia D. Fisher and published by . This book was released on 1982 with total page 276 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report is a review of the literature on organizational socialization. The report discusses the content of socialization, including both what is learned during socialization, and the outcomes of organizational socialization. The process of socialization is also thoroughly discussed, including anticipatory and in-role socialization. The latter topic is treated in sections on stages of socialization, the motivational bases of socialization, structures and strategies which impact on the outcomes of socialization, and agents of socialization. (Author).

Download or read book The Well adjusted Organizational Newcomer written by John Daniel Kammeyer-Mueller and published by . This book was released on 2002 with total page 382 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Wiley Blackwell Handbook of the Psychology of Training Development and Performance Improvement written by Kurt Kraiger and published by John Wiley & Sons. This book was released on 2020-06-02 with total page 550 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Handbook of Socialization Second Edition written by Joan E Grusec, PhD and published by Guilford Publications. This book was released on 2015-11-25 with total page 737 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Socialization refers to the way in which individuals are assisted in becoming members of one or more social groups, including how the newer members as well as the established ones socialize one another, often in a bi-directional manner, that is, response to socialization impact in both directions. This is the only handbook on socialization that covers the topic from infancy through adulthood. Hot new topics include moral development; the media as a socializing agent; behavior genetics; and, culture. Authors are known in the field"--Résumé de l'éditeur.

Download or read book International Review of Industrial and Organizational Psychology 2007 written by Gerard P. Hodgkinson and published by John Wiley & Sons. This book was released on 2007-01-30 with total page 324 pages. Available in PDF, EPUB and Kindle. Book excerpt: This is the twenty-second in the most prestigious series of annual volumes in the field of industrial and organizational psychology. The series provides authoritative and integrative reviews of the key literature of industrial psychology and organizational behaviour. The chapters are written by established experts and topics are carefully chosen to reflect the major concerns in both the research literature and in current practice. As in previous works in the series, this twenty-second volume provides scholarly, up to the minute reviews and updates of theory and research, covering developments across a wide range of established areas and emerging issues, including: socialization in organizational contexts, assessing the costs and benefits of human resources, strategies for reducing work-family conflict, coping research and measurement in the context of work related stress, and conducting applied research in a changing world of work. Each chapter offers a comprehensive and critical survey of the chosen topic, and each is supported by a valuable bibliography. For advanced students, academics and researchers, as well as professional psychologists and managers, this remains the most authoritative and current guide to new developments and established knowledge in the field of industrial and organizational psychology.

Download or read book Strategy Driven Talent Management written by Rob Silzer and published by John Wiley & Sons. This book was released on 2009-11-23 with total page 934 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations today understand that superior talent can create competitive business advantage. Executives are working with human resource managers and talent professionals to significantly improve their organization's ability to attract, develop, deploy, and retain the talent needed to achieve the organization's strategies. Effective CEOs and senior leaders are realizing that strong talent resources are as critical to business success as financial resources. This book in the SIOP Professional Practice Series provides an up-to-date review and summary of current and leading-edge talent management practices in organizations. A comprehensive book, Strategy-Driven Talent Management brings together an outstanding group of leading practitioners who present state-of-the-art ideas, best practices, and guidance on how to recruit, select, assimilate, develop, and retain exceptional talent and integrate talent management efforts with organizational strategy. Written for human resource professionals, industrial-organizational psychologists, and corporate executives, this key resource is a clear must-read guide to the emerging field of strategic talent management. Strategy-Driven Talent Management shows how to build competitive advantage through an integrated and strategic talent management program summarizes what it takes to attract, develop, deploy, and retain the best talent for the strategic needs of an organization reviews critical issues such as managing talent in global organizations and measuring the effectiveness of talent management programs includes case examples and CEO interviews from leading-edge companies such as PepsiCo, Microsoft, Home Depot, Cargill, and Allstate, which reveal how each of these organizations drives talent management with their business strategies This essential must-have HR resource offers insight into the future of strategic talent management, an extensive annotated bibliography and suggestions for preparing the next generation of organizational leaders.

Download or read book Research in Personnel and Human Resources Management written by Joseph J. Martocchio and published by Emerald Group Publishing. This book was released on 2008-07-25 with total page 359 pages. Available in PDF, EPUB and Kindle. Book excerpt: Contains seven papers on various issues in the field of human resources management.

Download or read book Advances in Positive Organization written by Arnold B. Bakker and published by Emerald Group Publishing. This book was released on 2013-06-06 with total page 409 pages. Available in PDF, EPUB and Kindle. Book excerpt: Attempts to build a bridge between POB and Positive Organizational Scholarship (POS). This volume includes contributions from both fields, and theories and studies in which a positive individual perspective (POB) is combined with a positive organization perspective (POS).

Download or read book Organizational Psychology and Organizational Behavior written by Steve M. Jex and published by John Wiley & Sons. This book was released on 2024-04-30 with total page 855 pages. Available in PDF, EPUB and Kindle. Book excerpt: An integrated perspective on organizational psychology and organizational behavior Organizational Psychology and Organizational Behavior is a major revision of the well-regarded textbook, whose previous title was Organizational Psychology: A Scientist-Practitioner Approach. This new edition offers a comprehensive overview organizational science, drawing insights from the closely aligned fields of organizational psychology and organizational behavior. Appropriate as a textbook for introductory courses in either field, this engaging and readable book encourages students to think actively about the material, providing numerous features to connect concepts to real-world people, situations, and challenges. In this Fourth Edition, the authors introduce coverage of diversity and inclusion, as well as climate change and environmental sustainability. They have also streamlined the text, moving detail into appendices where appropriate, to further promote student engagement. Organizational Psychology and Organizational Behavior also covers: Data collection and analysis methods, along with a discussion of research ethics Strategies for managing the work-life interface and promoting employee wellbeing Methods for promoting productive workplace behavior and addressing counterproductive behavior Leadership, organizational culture, and other precursors to job satisfaction and employee motivation By identifying how behaviors and attitudes can be influenced by hiring practices, leadership strategies, and beyond, Organizational Psychology and Organizational Behavior offers a comprehensive guide to the theory and application of behavioral science in the workplace.

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 2012-06-14 with total page 786 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizational psychology is the science of psychology applied to work and organizations. This is the first of two volumes which compiles knowledge in organizational psychology, encapsulates key topics of research and application, and summarizes important research findings.

Download or read book Encyclopedia of Industrial and Organizational Psychology written by Steven G. Rogelberg and published by SAGE. This book was released on 2007 with total page 1169 pages. Available in PDF, EPUB and Kindle. Book excerpt: Publisher description