Organizational Socialization Tactics Research Articles

Employability Development during Internships: A Three-Wave Study on a Sample of Psychology Graduates in Italy

This study adopts a resource perspective to investigate the development of graduates’ resource-based employability across a 1-year internship. We examined factors referring to agency (job crafting in the form of crafting challenges and crafting resources) and context (organizational social socialization tactics) as mechanisms contributing to employability development during initial work experiences (internships). Data were collected in Italy from 316 master graduates in psychology at three time points. Longitudinal structural equation modeling results showed that baseline employability was positively associated with job crafting. However, job crafting was only significantly associated with employability at the end of the internship among those reporting high crafting resources and medium-to-high organizational social socialization tactics. Hence, beyond a focus on proactivity only, organizational support and opportunities to form social networks are essential to sustain interns’ employability development.

Sustaining newcomers' career adaptability: The roles of socialization tactics, job embeddedness and career variety

AbstractIn this study, we aim to examine how socialization practices predict newcomers' career adaptability during their organizational transitions. Drawing on career construction theory and conservation of resources theory, we argue that newcomers' job embeddedness, as predicted by their perceived organizational socialization tactics, positively predicts their career adaptability during career transitions. We investigate the role of past transition experiences (i.e., career variety) in moderating the relationship between job embeddedness and career adaptability. Data were collected at three time points from 492 newcomers in an information technology company in China. The newcomers' perceived organizational socialization tactics (i.e., training, future prospects and coworker support) positively predicted their job embeddedness, which was positively associated with their career adaptability. Additionally, career variety weakened the positive effect of job embeddedness on career adaptability. Furthermore, career variety moderated the indirect effects of future prospects and coworker support on career adaptability via job embeddedness, but not that of training. We conclude the article with discussions of our theoretical and practical contributions.

The long walk together: The role of institutionalized socialization in shaping newcomers' future expectations about their networks

Although a future orientation plays an important role in Van Maanen and Schein's (1979) classic conceptualization of organizational socialization tactics, human resource management practices and scholarly research tend to focus on individuals' adjustment to the present. We address this significant gap by investigating how institutionalized socialization facilitates newcomer outcomes via its impact on newcomers' expected long-term friendship and cooperation networks. Based on construal level theory, we argue that expectations about one's long-term networks reflect perceptions of the stable nature of one's current networks. A 4-wave study with two samples of newcomers in diverse Chinese organizations found that institutionalized socialization predicted positive development in the size of newcomers' current and expected networks, which in turn predicted managers' ratings of newcomers' in-role performance and extra-role behaviors in the form of altruistic helping and taking charge. The study thus documents a relatively unknown benefit of socialization on newcomers' future expectations about their social relationships and the impact on newcomers' behaviors.

Improving newcomers’ work engagement: role of organizational socialization tactics with serial mediation

This study aims to add knowledge to the interactionist socialization approach that influences work engagement toward the organization through a self-determination theory lens. A sample of 383 Pakistani newcomers with different educational and organizational backgrounds joined an organization within two years. The data were examined with 5000 bootstraps using the structural equation modeling approach. Organizational socialization tactics and newcomers' socialization behaviors directly and positively predicted work engagement. Newcomers’ PSB encourages social capital resources and work engagement in the workplace. Our research advances the knowledge of social capital resources for effective newcomers’ adjustment that leads to work engagement, which adds to the socialization literature.

A multilevel model of job inclusion of employees with disabilities: The role of organizational socialization tactics, coworkers social support, and an inclusive team context

AbstractThe main objective of this study was to examine the role of social context as a main mechanism to understand how organizational socialization tactics influence job inclusion of employees with disabilities (EWD). Specifically, we analyzed the influence of socialization that employees without disability received by the organization on two indicators of EWD's job inclusion, organizational learning, and desire to stay in the organization. First, we examined the mediator role of social support perceived by EWD in the aforementioned relationships. Second, we used a cross‐level moderating approach to examine how an inclusive team context (affective climate toward disability and stigma shared by team members without disability) impacts on the relationship between EWD's perceptions of social support and both indicators of job inclusion. Our sample was composed by 258 employees included in 66 teams from 15 organizations. Each team included one worker with disability. Two sources of information were used: EWD to measure perceived social support and indicators of job inclusion, and coworkers to measure socialization tactics, team affective climate toward disability, and team stigma. We used multilevel modeling and cross‐level moderation with MPLUS to test our hypotheses. Our results showed that EWD's perceptions of social support mediated the relationship between organizational socialization tactics and both indicators of EWD's job inclusion. Team affective climate toward disability and team stigma moderated the relationship between EWD's perceptions of social support and organizational learning. Thus, the social context showed potential improving EWD's job inclusion. Theoretical and practical implications are discussed.

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.

Improving employees’ proactive behaviors at workplace: The role of organizational socialization tactics and work engagement

ABSTRACT This study examines the relationship between organizational socialization tactics (context, content, and social tactics), employees’ work engagement and their proactive behaviors (relationship building, positive framing and self-management). Based on a sample of 675 Vietnamese young graduated employees with highly academic background, under 35 years old and with less than 5-year working experience at their organization, the results of questionnaire survey showed that institutionalized socialization tactics can increase Vietnamese employees’ proactive behaviors and their engagement to work, and in its turn, work engagement encourages proactive behaviors at workplace. Among three types of socialization tactics, social tactics were the strongest predictor on all proactive behaviors. Our results also documented a partially mediating role of work engagement in the relationship between social tactics and proactive behavior, and fully mediating role in the relationship between context, content tactics, and proactive behavior. Our results hence support the interactionist perspective in that what happens in work settings is not a result of sole organization’s practice nor individual effort; rather, it is the outcome of the interaction between the organization and the individual.

NEWCOMERS’ SOCIALIZATION TACTICS AND AFFECTIVE COMMITMENT: INTERPLAY OF PERCEIVED ORGANIZATIONAL SUPPORT AND PRIOR RELATIONSHIPS

Socialization is a necessary process that helps to manage new talent in the organization in order to survive and thrive in the global market. Numerous studies show that organizational socialization tactics affect workers’ affective commitment. However, the processes through which affective commitment is established during socialization is still unclear. We propose the socialization tactics generate newcomers perceived organizational support (POS) and develop affective commitment. Furthermore, pre-establish links within the organization play a contingency role in the socialization process. Surprisingly, there is no study which theoretically and empirically investigates these referral’s effects on newcomers’ socialization process and its workplace outcomes. We conducted a quantitative sectional survey from 228 newcomers of different organizations. The findings reveal that socialization tactics positively relate to the affective commitment through the mediation of POS and the POS-affective commitment is stronger when prior relationships are high. However, this contingent effect does not empirically support the socialization tactics-POS relationship. The implications are discussed, and future directions are provided.

The Effects of Organizational Socialization Tactics on Newcomer Job Satisfaction and Engagement: Does Core Self-Evaluation Important?

One hundred and fifty-nine new workers in the government sector in Aceh Besar District were sampled to investigate whether their job satisfaction and engagement was influenced by organizational socialization tactics. Core self-evaluation is considered an important factor for newcomers who interact between organizational socialization tactics towards the outputs who were investigated in this study. Primary research data obtained from the results of questionnaires distributed to respondents who previously we have set. Structural Equation Modeling (SEM) supported by the AMOS 24 program is used to produce an accurate analysis of the primary data of this study. Based on the results of the analyzed data it was found that job satisfaction and work engagement of newcomers within the government sector organization in Aceh Besar District were influenced by factors of organizational socialization tactics in the organization itself. In addition, the results of the investigation data analysis also found that the core self-evaluation factor is important to be taken into account by newcomers when entering the organization that is now observed. Whether the results of this investigation in other places experienced the same thing, also discussed.

헤어샵의 조직사회화 전략이 고객지향성 및 조직유효성에 미치는 영향

서비스 산업의 규모가 커지면서 미용서비스업의 규모 또한 확대되고 있으며 기업 간 경쟁이 심화됨에 따라 전문화 된 인력확보와 효율적인 인적자원의 관리를 통해 기업의 이익을 증대시킬 수 있는 경영전략이 필요하다. 이에 본 연구에서는 헤어샵의 조직사회화 전략과 고객지향성 및 조직유효성 간의 영향관계를 알아봄으로써 헤어샵에서 효과적인 조직사회화 전략의 수립을 위한 기초자료를 제공하고자 한다.BR 본 연구의 자료분석은 SPSS 21.0 Version을 이용하여 빈도분석, 탐색적 요인분석, 신뢰도 검증을 위해 Cronbach’s α계수를 산출, 기술통계분석, 상관관계 분석, 다중회귀분석을 실시하였다. 연구의 대상 및 범위는 헤어샵의 근무하고 있는 종업원을 대상으로 총 313부의 설문을, 리커드 5점 척도를 사용하였다.BR 연구의 주된 내용은 조직사회화 전략, 고객지향성, 조직유효성에 관한 이론적 고찰과 연구의 설계 및 이와 관련한 분석으로 이루어진다.BR 연구결과, 조직사회화 전략의 하위요인 중 사내형식 교육과 사내무형식학습 모두 고객지향성과 조직유효성에 긍정적인 영향을 미치는 중요한 요인이나 특히 사내형식교육은 더욱 중요한 요인으로 도출되었다. 때문에 헤어샵에서는 교육프로그램을 조직적응에 필요한 정보의 제공, 직무관련지식의 교육, 헤어샵의 가치관 및 목표에 대한 교육 등 세분화하여 프로그램화 할 필요성이 있다.

Understanding career advancement of newcomers from perspective of organizational socialization

PurposeThe purpose of this paper is to investigate how to facilitate newcomers’ career advancement within an organization and diminish their intention to quit from the perspective of socialization. In addition, the moderating role of the type of newcomers on the relationship between socialization tactics and career advancement, and consequently, on the mediating effect of newcomers’ proactive socialization behavior, will be examined.Design/methodology/approachLongitudinal survey research was conducted in the tertiary industry in four large cities of China. Regression analysis and bootstrapping method were used to verify the hypothesized relationships.FindingsOrganizational socialization tactics could have positive effects on newcomers’ proactive socialization behavior and promotion prospects. And newcomers’ proactive socialization behavior partly mediates the relationship between organizational socialization tactics and their promotion prospects. The type of newcomers moderates the relationship between proactive socialization behavior and promotion prospects and also the mediation effect of proactive behavior, which says a moderated mediating effect.Practical implicationsEmployers should put more value on college recruitment, making good use of social media tools in particular. And they should also select applicants with proactive personality traits. Finally, a series of structured orientation programs should be implemented for all newcomers.Originality/valueThis study contributes evidence for career advancement as one of the distal socialization outcomes, the moderating role of the type of newcomers on the relationship between socialization and career advancement, and the classification as graduates from school and experienced newcomers from other organizations holds significance to examine newcomers’ socialization.

Satisfying Newcomers’ Needs: The Role of Socialization Tactics and Supervisor Autonomy Support

We investigate a novel approach to newcomer socialization based on self-determination theory (SDT). A core assumption of SDT is that when social contexts support basic psychological needs for autonomy, competence, and relatedness, people are more likely to integrate new experience effectively and thrive in their environment. We sought to examine the role of psychological need support within the context of newcomer socialization and the period of early entry where newcomers learn their new role and become integrated within the organization. We propose that organizational socialization tactics and perceived autonomy-supportive supervision jointly influence newcomers’ basic psychological needs and, in turn, their organizational commitment and withdrawal cognitions. Results from structural equation modeling analyses from a time-lagged study of 489 MBA interns supported our hypothesized model. There were significant indirect effects of institutionalized socialization tactics and supervisor autonomy support on both affective organizational commitment and withdrawal cognitions, via psychological need satisfaction. Use of institutionalized tactics also was negatively associated with interns’ specific need for autonomy, suggesting that individualized tactics may play a role in supporting newcomers’ sense of self-determination. A post hoc moderation analysis further suggested a substitutive pattern in the interaction between supervisor autonomy support and institutionalized tactics, emphasizing the central role that supervisors play in newcomer socialization, particularly when it pertains to newcomers’ psychological need satisfaction. Our results indicate that SDT is a promising theoretical framework for studying newcomer adjustment.

A Three-Factor Model of Organizational Socialization Tactics: Impact on Job Satisfaction among Engineers in Malaysia

A Three-Factor Model of Organizational Socialization Tactics: Impact on Job Satisfaction among Engineers in Malaysia

Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration

SummaryDrawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker‐referenced justice and support on newcomer role clarity and social integration. The findings of a three‐wave study of 219 French newcomers show that although institutionalized tactics strengthen the positive indirect effects of supervisory interpersonal and informational justice on role clarity, via perceived supervisor support, it also acts as a substitute that weakens the positive indirect effect of coworker‐referenced interpersonal justice on social integration, via perceived coworker support. Implications of the findings for socialization research and practice are discussed.

Support for Newly Employed Librarians’ Workplace Adaption: From the Perspective of Organizational Socialization Tactics

Support for Newly Employed Librarians’ Workplace Adaption: From the Perspective of Organizational Socialization Tactics

조직사회화 기법이 신입사원의 조직시민행동에 미치는 영향 : 조직지원인식의 매개효과를 중심으로

조직사회화 기법이 신입사원의 조직시민행동에 미치는 영향 : 조직지원인식의 매개효과를 중심으로

Are You Satisfying Your Newcomers’ Needs? A Self-Determined Approach to Organizational Socialization

The purpose of this study was to propose and test a motivational model of newcomer socialization. Specifically, we apply a novel Self- Determination Theory (SDT) perspective to newcomer socialization by exploring how organizational socialization tactics and autonomy supportive supervision jointly address newcomers’ psychological needs for autonomy, competence and relatedness, and in turn, their organizational commitment and turnover intentions. Results from structural equation modelling analyses of data from a longitudinal study of 489 MBA interns supported the hypothesized motivational model. There were significant indirect effects of socialization tactics and autonomy support on adjustment outcomes via need satisfaction. Furthermore, compared to organizational tactics, autonomy supportive supervision had a stronger influence on commitment and retention via need satisfaction. Implications for both theory and practice are discussed. We conclude by proposing SDT as a promising and meaningful motivational lens for future research on newcomer learning and adaptation.

Organizational socialization of newcomers: the role of professional socialization

Organizational socialization is the process through which newcomers learn the requisite social and task knowledge in order to resolve role uncertainty and become organizational insiders. Successful socialization of newcomers implies better retention of employees, higher productivity, and reduced recruitment and training costs. Many organizational newcomers undergo professional socialization through education and related work experience during their schooling. These newcomers may respond differently to an organization's efforts to socialize them when compared with newcomers without any related professional education or work experience. The importance of prior work experience and professional education for organizational socialization of newcomers, however, has received attention only recently. The aim of the research reported in this paper is to investigate the moderating effects of prior related work experience and professional education on the relationship between organizational socialization tactics and newcomer's adjustment. The study was conducted with a sample of new graduates from an Asian university. Findings show that prior related work experience and professional education moderate the effects of socialization tactics on newcomer's role clarity, role conflict and organizational commitment. The moderators have effects on different outcomes and in opposite directions. The paper discusses theoretical and practical implications of these findings.

Organizational socialization tactics: insights from a cross-national perspective

This paper aims to identify the influence of the national context on organisational tactics and practices that are favored by organizations in order to socialize new recruits. A comparison of Canad...

Recent immigrant newcomers’ socialization in the workplace

PurposeDespite the increase of recent immigrant newcomers (RINs) into the workforce over the past few years, many employers still face the challenge of successfully integrating RINs into the workplace. To this end, the purpose of this paper is to propose customized socialization tactics for RINs and highlight the role of RINs’ adjustment strategies in order to facilitate their workplace adjustment.Design/methodology/approachDrawing on immigrants, socialization, and diversity literatures, the paper develops a conceptual model of the socialization process for RINs and advances propositions to be empirically tested.FindingsThe paper proposes that customized socialization tactics by organizations and adjustment strategies by RINs would facilitate RINs’ socialization process by increasing their social integration and role performance, the factors which would ultimately help in their workplace adjustment.Research limitations/implicationsThe proposed customized socialization tactics add to the extant socialization literature by highlighting the crucial role firms can play in RINs’ socialization process. Additionally, the paper highlights an important role of RINs in their own socialization process.Practical implicationsOrganizations need to employ new, different socialization tactics to help integrate RINs in the workplace. RINs may find the research outcomes useful in acknowledging their own role for successful workplace integration.Originality/valueThis paper presents a new way of looking at organizational socialization tactics for RINs while highlighting a role of RINs themselves, and concludes by discussing theoretical, practical, and societal implications for organizations employing RINs.