Organizational Socialization Research Articles

Navigating Emotional and Structural Influences While Implementing the Teaching Personal and Social Responsibility Model: A Case Study

Utilizing elements of organizational socialization and teacher appraisals, emotions, and labor, the purpose of this study was to explore the ways in which one teacher navigated the process of incorporating the Teaching Personal and Social Responsibility model. A qualitative case study approach was applied with one teacher participant, Caroline. Caroline was using the model for the first time with children in first through third grade. Data collection included critical incident reports, semistructured interviews, informal interviews, and a practitioner journal. The two themes that were developed were: (a) model development and (b) emotional appraisals and labor. Caroline struggled with the model initially but improved with practice and the use of resources and advice. She faced setbacks due to philosophical differences and marginalization of her subject, and was able to address and process her emotions through the model.

The Effect of Perceived Support on Repatriate Knowledge Transfer in MNCs: The Mediating Role of Repatriate Adjustment

Aim/Purpose: The present study examines the effect of perceived organisational and co-worker support on the adjustment of repatriates and its impact on their intention to transfer knowledge in multinational companies (MNCs). It also examines the relationship between perceived organisational support, co-worker support, and knowledge transfer through the mediating role of repatriate adjustment. Background: The ability of acquiring and utilising international knowledge is one of the core competitive advantages of MNCs. This knowledge is transferred by MNCs across their subsidiaries efficiently through repatriates, which will result in superior performance when compared to their local competitors. But in MNCs the expatriation process has been given more emphasis than the repatriation process; therefore, there is limited knowledge about repatriation knowledge transfer. Practically, the knowledge transferred by repatriates is not managed properly by the MNCs. Methodology: The proposed model was supported by Uncertainty Reduction Theory, Organisational Socialisation Theory, Organisational Support Theory, and Socialisation Resource Theory. The data were gathered from 246 repatriates working in Indian MNCs in the manufacturing and information technology sectors who had been on an international assignment for at least one year. The data obtained were analysed using Structural Equation Modeling (SEM) using AMOS 21 software. Contribution: The present study expands prior research on repatriate knowledge transfer by empirically investigating the mediating role of repatriate adjustment between perceived support and repatriate knowledge transfer in MNCs. The present study also highlights that organisational and co-worker support during repatriation is beneficial for repatriate knowledge transfer. It is important that MNCs initiate support practices during repatriation to motivate repatriates to transfer international knowledge. Findings: The results revealed that both perceived organisational and co-worker support had a significant role in predicting repatriate adjustment in MNCs. Furthermore, the results also revealed that perceived organisational and co-worker support increases repatriate knowledge transfer through repatriate adjustment in MNCs. Recommendations for Practitioners: This study indicates the role of management in motivating repatriates to transfer their knowledge to the organisation. The management of MNCs develop HR policies and strategies leading to high perceived organisational support, co-worker support, and repatriate adjustment. They need to pay particular attention to the factors that affect the repatriates’ intention to share knowledge with others in the organisation. Recommendation for Researchers: Researchers can use the validated measurement instrument which could be essential for the advancement of future empirical research on repatriate knowledge transfer. Impact on Society: The present study will assist MNCs in managing their repatriates during the repatriation process by developing an appropriate repatriation support system. This will help the repatriates to better adjust to their repatriation process which will motivate them to transfer the acquired knowledge. Future Research: Future research can adopt a longitudinal style to test the different levels of the adjustment process which will help in better understanding the repatriate adjustment process. Additionally, this model can be tested with the repatriates of other countries and in diverse cultures to confirm its external validity. Furthermore, future research can be done with the repatriates who go on an international assignment through their own initiative (self-initiated expatriates).

Nursing Manager’s Transformational Leadership and Servant Leadership on Organizational Socialization of New Nurses: Mediating Effect of Collective Efficacy

Nursing Manager’s Transformational Leadership and Servant Leadership on Organizational Socialization of New Nurses: Mediating Effect of Collective Efficacy

Tasks and Responses of Newcomers' Organizational Adaptation in Japanese Local Governments : An Exploratory Study of Organizational Socialization in the Public Sector.

Tasks and Responses of Newcomers' Organizational Adaptation in Japanese Local Governments : An Exploratory Study of Organizational Socialization in the Public Sector.

Why do hotel interns stay in the hospitality and tourism industry? An interactionist perspective of organizational socialization

PurposePromoting interns’ organizational socialization has become an urgent concern for the hotel industry. Building on career construction theory, this study aims to use a time-lagged design to investigate the interrelationships among perceived organizational support (POS), psychological capital and organizational socialization and their consequent effects on interns’ intention to stay in the hotel industry.Design/methodology/approachPanel data were obtained in three waves from hotel interns from 21 upscale hotels located in 13 cities in China with a time lag of 10 weeks (N = 369). The structural equation modeling was used for data analysis.FindingsPOS has a significantly positive effect on interns' psychological capital. Additionally, both POS and psychological capital contribute to the intention to stay in the hotel industry through the mediation of organizational socialization.Practical implicationsHotels should communicate with interns more explicitly, provide assistance programs to alleviate uncertainty and reward interns on their excellent service performance to improve POS. Moreover, setting up psychological capital programs and empowering interns to be involved in task development is beneficial for enhancing psychological capital. Hotels should also consider mentoring as a socialization approach. Further, career planning and counseling programs should be provided for interns’ long-term hospitality career development.Originality/valueA time-lagged research method is adopted to provide a new approach to improve interns’ intention to stay in the hotel industry from the interactionist perspective. This study enriches research about psychological capital, POS and organizational socialization.

Organizational Socialization Process for School Managers: A Research Based on the Experiences of Anatolian High School Administrators

Bu araştırmada, Anadolu liselerinde çalışmış okul yöneticilerinin örgütsel sosyalleşme deneyimlerini betimlemek ve bu deneyimlerin örgütsel ve toplumsal bağlamdaki anlamını ortaya koymak amaçlamıştır. Araştırma nitel desenlerden fenomenolojiye uygun şekilde tasarlanmıştır. Türkiye’de Doğu Anadolu’da bir il merkezinde, Anadolu liselerinde çalışmış, araştırmaya gönüllü katılan altı okul yöneticisi araştırmanın çalışma grubunu oluşturmaktadır. Araştırma verileri yarı yapılandırılmış görüşme formu kullanılarak, yüz yüze yapılan görüşmelerle toplanmıştır. Toplanan veriler içerik analizi yöntemi ile analiz edilmiştir. Araştırmada ulaşılan sonuçlar, okul müdürleri ve müdür yardımcıları için örgütsel sosyalleşmenin her aşamada tesadüfi olarak, gayriresmî yollarla ve bireysel çabayla gerçekleştiğini göstermektedir. Örgütsel sosyalleşmenin sonuçlarına ilişkin bulgular açıkça başarılı bir sosyalleşmeden daha çok işten memnuniyet, göreve devam, okul yöneticilerinin görev tanımı gibi konularda kararsızlıkların varlığına işaret etmektedir. Mesleki sosyalleşmeye ilişkin sonuçlar ise görevin gereklerinin tecrübeli kişilerden gayriresmî ve tesadüfi süreçlerle öğrenildiğini, görevin iş yükü ve sorumluluğunun fazla olmasının ciddi bir memnuniyetsizlik kaynağı olduğunu ortaya koymaktadır.

KETERWAKILAN PEREMPUAN SEBAGAI PENGAWAS PEMILU PADA PILKADA PROVINSI LAMPUNG 2018 DI KABUPATEN PRINGSEWU

Women’s representation as supervisor of regional election doesn’t have a legal basis in Law No. 6 Year 2020. Thus in regional election 2024 supervisor have the potential to be recruited without considering women’s representation. This research seek to reflect supervisor in the regional election Lampung Province 2018 in Pringsewu Regency and project the implementation of the regional election Lampung Province 2024 in Pringsewu Regency. Therefore, this study proposes 2 problem formulations, namely: 1) how is the representation of women as supervisor of regional election Lampung Province 2018 in Pringsewu Regency? 2) What is member Supervisory Body’s view to women representation in Regional Election Lampung Province 2018 in Pringsewu Regency? This is qualitative research using primary data collect by interviews, and secondary data using documentation and literature study. The conclusion are: 1) women’s representation in regional election Lampung Province 2018 in Pringsewu Regency under 30% (thirty percent) for Panwaslu Kecamatan (7,4%) and Panwaslu Desa (9,16%). But for Pengawas TPS got above 30% (thirty percent). 2) Supervisory Body Pringsewu Regency try to increase the representation of women as supervisor by cooperating with women organization and intensive socialization.

AN IMMIGRANT-FRIENDLY SCHOOL ACCORDING TO THE VIEWS OF STUDENTS, TEACHERS AND PRINCIPALS

The aim of this research is to detect the problems that immigrant students experience during adaptation process; to demonstrate efforts made in the adaptation process to school and society and to provide a definition for immigrant-friendly school while also listing the qualities of this school. To achieve that objective, qualitative research method was adopted and via administering phenomenological approach, participants' views were analyzed in-depth. Semi-structured interview questions designed by researchers themselves were used as data collection tool. Population was determined through purposeful sampling method. The group consists of 8 immigrant students studying in high school grade during 2020-2021 academic year in Beykoz district of İstanbul city; 5 principals from high schools where immigrant students study and similarly 5 high school teachers having taught in immigrant students' lessons. Descriptive content analysis was administered to obtained data. Attained findings were examined within the framework of the theory of organizational socialization and interpreted by conducting immigrant-friendly city and immigrant-friendly hospital analogies. According to these findings during adaptation process immigrant students were exposed to academic, social, cultural and domestic(family-related) problems, and that immigrant-friendly schools put efforts in academic, social, cultural and parental support categories by harnessing varied organizational socialization tactics. Accordingly, immigrant-friendly school concept has been defined as; “an academic institution which-by making efforts needed- in academic, social, cultural support and parental support categories, expediting immigrant students' and their parents' adaptation to school and society”. According to findings, qualities of an immigrant-friendly school are; enabling social participation, cultural interaction, facilitating access, financial assistance, family participation; offering academic support, psychological support; welcoming immigrant students and equality.

Assimilation, Integration or Inclusion? A Dialectical Perspective on the Organizational Socialization of Migrants

Given the increasing importance of migrations around the world, and the challenges that migrants face in entering the labor market, the process of socialization of migrants into organizations deserves more attention from management scholars. Indeed, societal discourses promoting equality and diversity often appear to be in contradiction with the unequal power relations migrants experience on entering the workforce. Drawing on a dialectic perspective and a qualitative meta-synthesis methodology, we show how the practices engaged in by organizations to socialize migrant employees are deeply embedded in and influenced by macro-social contexts that may place migrants at a disadvantage, giving rise to emerging tensions. We examine a range of contingencies that can mitigate the inequalities that migrants experience, and we reveal a variety of dynamic dialectical pathways surrounding migrant socialization practices through which they may be reproduced or transformed depending on the mutual relationships between situated conditions, emerging tensions and human praxes.

New Comer-Teacher Adaptation and Leadership Succession in Higher Educational Institutions through Mentoring as an OS Practice

New teachers have to cope with many issues in the initial phase which discourage them and persuade them to abandon their teaching profession. To transition themselves from a student- teacher to a professional-teacher, the initial years is the critical time of survival for the beginning teacher. It is during this initial phase of their career that they require extra support and caring supervision to adapt easily to their newly chosen roles. The current induction programmes utilised are not adequate enough to successfully evolve the transition of a newcomer teacher into the parent institution. This study utilises the theoretical framework of organisational socialisation and its literature to bridge the gap between teacher transformation and teacher retention, especially engaging the OS Practice of Mentoring. By examining the issues inherent in newcomer-teacher adaptation and the various dimensions of knowledge sharing transition process, from senior teachers (especially HOD) to the juniors in a departmental position, mentoring is found to be the most ideal and effective practice to solve burnout to a great extent, and to ensure successful retention of newcomer teachers. Keywords: Organisational Socialisation, Mentoring, Teacher retention, Newcomer adaptation, transition process.

Making Sense of Leaders’ Exits: Extending Exit Socialization Research through Sensemaking

ABSTRACT Changes in leadership are common in organizations, bringing about change and uncertainty for remaining organizational members. Organizational exit research commonly examines exit experiences from the perspective of exiting organizational members. We utilize sensemaking theory to explore remaining organizational members’ experiences surrounding a leader’s exit, thereby contributing to and extending this body of literature. We collected narratives from 53 participants who experienced a leader’s exit using a qualitative online survey. Results of our thematic analysis identify two important sensemaking experiences: learning about the leader’s exit and using cues to anticipate the future. Our discussion includes theoretical implications for sensemaking theory, organizational socialization, and studying remaining member experiences as a part of the organizational exit process.

On the same path? Profiles of proximal socialization outcomes among new police officers

Answering calls for an interactionist approach that would help clarify complex relationships among organizational socialization variables, this study applied a person-centered analytic approach aiming to examine the role of proximal socialization outcome profiles for distal outcomes. This approach is novel to organizational socialization research, contrasting the variable-centered approach dominating the field. Data from new police officers in Sweden (N = 430) were analyzed using latent profile analysis (LPA). Three proximal outcome profiles – a vulnerable (n = 151), a troublesome (n = 47), and a successful (n = 232) – were identified, with distinct patterns in the proximal outcome indicators role conflict, task mastery, and social integration. Complementary analysis showed subgroup differences in some antecedents and distal outcomes, which emphasized the role of personality and psychosocial working conditions. Thus, the findings show that proximal socialization outcome indicators may yield profiles characteristic of subgroups of newcomers who follow different socialization paths. Importantly, the findings show that a person-centered approach can add nuance to the understanding of how socialization processes differ among newcomers. While these results are promising, their generalizability to other professions and organizations remains to be investigated, which calls for continued person-centered research of organizational socialization processes.

A longitudinal study of the school-to-work transition of early careerist healthcare managers

In this exploratory longitudinal qualitative study, we examine the lived experiences of 12 graduates from a traditional undergraduate programme in health administration over two years during the school-to-work transition (STWT). Participants were interviewed prior to graduation, quarterly during the first year and semi-annually during the second year. They were questioned about their STWT experiences, with a particular focus on the socialisation process into their organisation and career area. Grounded theory analysis found that individuals define successful STWTs using objective (ie employment, promotion) and subjective measures (career adaptability, work satisfaction). Organisational and professional industry commitment are also considered measures of success in the STWT. Factors supporting successful STWT included organisational socialisation, organisational support, proactive socialisation, work competence, coaching and mentoring. An integrated model of the successful STWT from individual and organisational perspectives is provided, and recommendations are made for healthcare organisations aiming to improve STWT outcomes.

Exploring the trajectories of organizational citizenship behavior and its mechanism from the organizational socialization perspective

Exploring the trajectories of organizational citizenship behavior and its mechanism from the organizational socialization perspective

The impact of customer organization socialization: a moderated mediation model

PurposeBased on a dyadic perspective, the purpose of this paper is to include the contributions of employee and customer in a service process and to examine the underlying mechanism of customer organization socialization on service performance.Design/methodology/approachThe authors used a unique survey data pertaining to the service industry. The authors collected their data from multiple sources (customers, front-line employees and these employees' managers) in the divisions of a large service organization – Ping An Insurance (Group) Company of China. The authors adopted hierarchical regression moderated path analysis approach to examine our moderated mediation model.FindingsThe authors find that both the quality of customer service and the quality of employee service play as moderators in the relationship between customer organization socialization and service performance. And quality of customer service moderates the relationship between customer organization socialization and quality of employee service.Originality/valueThe literature has focused primarily on service performance improvement based on the dyadic perspective of customer and employee. The research develops a moderated mediation model and contributes to the literature by empirically examining customer organization socialization.

On a Continuum of Roles: Women as Key Socialization Actors of Other Women in Al-Shabaab

In current research the role of women in terrorist organizations has remained largely underexposed. This article responds to the call to draw attention to the active women's role in terrorist organizations by uncovering how women in terrorist organizations, specifically Al-Shabaab, socialize with other women who enter or change roles within the organization. This has been done through a literature review, which integrates the insights drawn from papers on the role of women in terrorist organizations with current knowledge on organizational socialization. The research shows that women are active in a wide array of roles and that they should not only be viewed as passive victims. Furthermore, women already familiar with the terrorist organization are especially important for the socialization of female newcomers and their role in maintaining the terrorist organization should not be ignored. The article also sheds light on how the theory of organizational socialization could be improved. As the results provide a better understanding on how socialization might differ depending on the degree of autonomy the newcomer has and what insights it might provide for other criminal organizations.

A Black-Box yet To Be Opened: Multi-level Processes During Migrants’ Organizational Socialization

Migrants entering a new country also search for belonging. Through employment, migrants work in organizations and experience socialization in these new contexts. Thereby, organizations offer migrants a wide range of possibilities for identification and are thus places to regain a sense of belonging. We rely on prior research showing what migrants experience during the process of organizational socialization to organizational identification, more specifically through (a) sense-making which (b) provides self-esteem and self-enhancement, and (c) reduces uncertainty. Furthermore, we also investigate the interplay of various in-groups (multiple cultures) and levels (micro, meso, macro) that migrants identify with. Consequently, we follow a cross-level approach to identity in and beyond organizations and combine migration, organizational, and intercultural research. Based on a qualitative interview study in Germany, we highlight how positive organizational identification results not only in companies’ workforce retention but also in migrants’ increased societal identification. Moreover, we emphasize the important role German colleagues play in the socialization process across various levels. They serve as socialization agents being individual interaction partners and team members, but also representatives of professional cultures and of the German society. In sum, our research yields important theoretical and practical implications. We provide interesting avenues for future research to uncover the complex interrelationships in more detail, open up the black-box of organizational socialization, and rely on interdisciplinarity in a complementary way. Human Resources Management could consider identification as a multi-layered opportunity, recognize the potentials of migrants’ identification, and thus strive for the sustainable development of their competencies.

Organization and Student Sports Training Social Factors of Management

Organization and Student Sports Training Social Factors of Management

Understanding customer-centric socialization in tourism services

Co-creating value with customers has been a strategic focus for tourism companies. Grounded on the organizational socialization theory, this study examines a framework of customer-centric socialization process for tourism providers and how it affects tourists’ co-creation readiness (CCR) and co-creation behavior (CCB). Through 227 tourists’ responses, the study confirms that tourist education positively influences tourists’ CCB, and CCR partially mediates this effect. Furthermore, the individual difference in personal involvement significantly moderates this mediated relationship, wherein high-involvement tourists exhibit lower CCR than low-involvement tourists when tourist-education quality is low. The study concludes that tourist education is the key to promoting tourists’ CCR and CCB and completing the customer-centric socialization process in tourism.

Impacts of Practice Combinations on Organizational Knowledge: Based on March’s Exploration-Exploitation Model

Organizational learning is an important approach for organizations to improve knowledge levels and enhance adaptability to a complex environment. In this paper, based on the exact recreation of March’s classical model on organizational learning, we conduct research systematically on the impacts of different rate combinations of two typical organizational practices, socialization and codification, on the level of organizational knowledge. Environmental dynamism and system openness are taken into account, as contextual variables. The result shows that (1) accelerating codification and slowing down socialization can achieve better outcomes in a stable environment and closed system. (2) Moderate system openness is beneficial for organizational knowledge when in a stable environment. (3) Environmental turbulence has obvious negative effects on organizational knowledge, and the adjustment of rates of socialization and codification only works temporarily, when in the closed system. (4) System openness can relieve the negative correlation between environmental turbulence and organizational knowledge. Furthermore, we discuss some challenges in how to apply research findings in this paper to organizational actual operations and also provide a few suggestions for further studies. Our paper enriches relative literature on March’s agent-based model, and some results and conclusions obtained in the paper can provide a helpful reference for follow-up researches in this domain.