Organizational Socialization Research Articles

How Empowering Leadership Can Improve New Employee Engagement: The Mediating Role of Employee Perceptions of Insider Status

One of the critical concerns for the company to increase its competitiveness is how to better engage new employees, who play a significant role in driving the sustainable development of the enterprise. Based on the analysis of questionnaire data from 206 new employees in Zhejiang IT firms, the empirical results found that empowered leadership enhances new employees’ work engagement by enhancing their perception of insider status. Specifically speaking, empowered leadership significantly and positively influences new employees’ engagement, perceptions of insider status play a partially mediating role, and the association between perceptions of insider status and new hire engagement is positively moderated by trait-based promotion regulatory focus. The study provides theoretical support for empowering leadership as a proven method of organizational socialization.

관리통제시스템으로서 조직사회화 체계의 효과에 대한 연구

[Purpose] The purpose of this study is to define the organizational socialization system as part of MCS and analyze how three organizational socialization mechanisms － belief system, supervisor mentoring, and peer mentoring － stimulate intrinsic motivation among organizational members related to task performance and influence organizational members’ organizational commitment and job performance through what mechanisms. [Methodology] To collect data for empirical analysis, a survey was conducted targeting the financial industry, and PLS－SEM was used for hypothesis testing. [Findings] It was found that both belief systems and supervisor mentoring have a significant positive effect on organizational members’ organizational commitment, while peer mentoring has a significant positive effect on organizational members’ job performance. Additionally, focusing on the motivational aspect of the organizational socialization system, the role of intrinsic motivation was verified. Intrinsic motivation was found to have a significant positive mediating effect between belief systems and peer mentoring and job performance. [Implications] Firstly, as an MCS that can affect the motivation of organizational members, the effectiveness of the organizational socialization system was verified. Secondly, three different organizational socialization systems were proposed, and the importance of each system was explained. Thirdly, given the changing environment, the study aimed to explain what control systems could improve organizational effectiveness, considering the changing nature of organizational characteristics.

Getting socialized but trying not to get stuck: early career professionals’ liminality in dual socialization processes

Abstract Early career professionals actively seek career advancement opportunities while undergoing socialization within their organizations. This study employs the concept of liminality to examine their experience of in-betweenness in dual socialization—simultaneous organizational socialization and vocational/organizational anticipatory socialization for the next career chapter. We conducted repeat interviews with 22 U.S. early career professionals (n = 65), employed full-time. This longitudinal study uncovers how participants construct liminality as either a planned or an emergent phase; factors contributing to their discursive tension in liminality over time; and how they communicatively manage the tension to move forward. We propose a refined model of socialization [Jablin, F. (2001). Organizational entry, assimilation, and exit. In F. Jablin & L. Putnam (Eds.), The new handbook of organizational communication (pp. 732–818). Sage], which integrates liminality as a phase in which individuals feel neither fully “in” nor “out” of their organization. This enhanced model theorizes dual socialization as dynamic and interconnected processes through permeable organizational boundaries, addressing the contemporary career landscape with an increasing number and types of employment options.

Organizational socialization strategies of interns transitioning to telecommuting work in uncertain times

PurposeThe study aims to examine how organizational socialization occurs for interns transitioning from onsite to telecommuting work, particularly in a context where traditional supports have been reduced due to the pandemic.Design/methodology/approachDrawing from interviews (n = 22) of undergraduates interning at advertorial and marketing firms, the study conducted a thematic analysis of workplace learning experiences of undergraduate interns─newcomers at the workplace when disruption of traditional ways of performing work activities occurred. In particular, the enforced telecommuting work-from-home arrangements due to the pandemic provided a unique setting for this study of internship learning in changing contexts. The analyses reveal differences in undergraduate interns’ experiences of organizational socialization when they were at the physical workplace as compared to when they had to work remotely.FindingsInterns reported benefitting from structured onboarding, supportive peer systems, and regular face-to-face meetings with supervisors, which facilitated their socialization and understanding of workplace culture before the pandemic. However, as telecommuting became the norm during the pandemic, these experiences shifted. Interns adapted by engaging in digital interactions to mirror office dynamics, extending work hours due to blurred work-life boundaries, and independently seeking information in the absence of direct guidance. When adapting to digital communication and independent learning, interns faced challenges like longer working hours and reduced spontaneous interactions, indicating a preference for the traditional, in-person socialization methods of the pre-pandemic workplace.Originality/valueThis study provides insight into interns’ experiences during the global shift to hybrid work as a result of the pandemic, contributing fresh insights into organizational socialization processes amidst workplace disruptions. The conclusions offer valuable implications for future adaptive onboarding practices in educational and professional settings.

Organizational Socialization Applications and their Impact on Supporting Professional Commitment (A Field Study - in a sample of private colleges)

Organizational Socialization Applications and their Impact on Supporting Professional Commitment (A Field Study - in a sample of private colleges)

Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study

Background. Although retaining new nurses is imperative for the future of the nursing profession, it remains a challenging task in the healthcare industry. Understanding the career journey of new graduates as they transition from students to nurses is vital. However, longitudinal studies investigating the factors influencing retention during this period are lacking. Aim. The aim of this study is to identify the influencing factors and develop a longitudinal prediction model for new graduate nurse retention. Methods. A secondary data analysis was conducted using the New Nurse e-Cohort Study dataset from two survey periods, November–December 2020 and February–March 2022. The participants were categorized into either retention or turnover groups based on their turnover experiences. A decision tree based on classification and regression tree (CART) analysis was utilized. Results. Of the total 586 participants, 463 (79%) were in the retention group. The CART model highlighted that new nurses’ retention was significantly associated with younger age, higher readiness for practice (clinical problem-solving) during the nursing program, lower transition shock (such as confusion in professional values, loss of social support, and conflicts between theory and practice), and a higher person-environment fit (person-job fit). The predictive accuracy of the CART model was 79.7%. Conclusion. To retain new nurses, nursing educators and hospital managers should collaborate to prepare nursing students for actual practice, offer support during organizational socialization, and foster healthy professional values for competence in the workplace. Implications for Nursing Management. Transforming the educational strategies of nursing programs and hospital management policies is imperative to ultimately enhance the retention of new graduate nurses.

How Organizational Socialization Tactics Affect Volunteer Outcomes for New Volunteers

How Organizational Socialization Tactics Affect Volunteer Outcomes for New Volunteers

Organizational socialization and newcomer’s cooperative behavior: a cross-lagged study from uncertainty-identity perspective

Organizational socialization and newcomer’s cooperative behavior: a cross-lagged study from uncertainty-identity perspective

The Impact of Supervisory Communication on Newcomers’ Adjustment, Well-Being, and Relationships With Their Organization: A Longitudinal Study

Integrating theories from relationship management, organizational socialization, and leadership communication, the current study examines how an essential component of internal communication—leaders’ use of motivating language—can facilitate newcomers’ socialization, strengthen their relationship with the organization, and promote psychological well-being over time. Our findings, based on a two-wave longitudinal survey of 390 full-time employees in the United States, demonstrate that leaders who use motivating language, especially by providing guidance and creating a sense of purpose, facilitate new employees’ understanding of their roles and adaptation to the organization. The use of motivating language also has long-term benefits on newcomers’ relationship quality with the organization and their psychological well-being. We conclude by discussing the implications of our results for communication professionals designing onboarding programs and coaching organizational leaders on effective communication with new hires.

Pelatihan Pembuatan dan Perancangan Website Sebagai Media Sosialisasi Organisasi Borneo Historical Community (BHC) di Kota Banjarmasin

This community service activity aims to increase the capacity of the BHC organisation in creating and designing a website as a medium for organisational socialisation. The method of implementing this service used mentoring and training. Assistance was intended so that the BHC had socialisation media in the form of a website. In contrast, training was intended to increase the capacity of BHC administrators to manage and fill website content on an ongoing basis. The evaluation instrument for the service activities used a questionnaire via Google form and was analysed descriptively. This service indicated that the BHC, as a social organisation had social media as a means of informing the existence of the organisation to the wider community. Furthermore, the BHC management could operate the website. It was indicated by the increasing quality and quantity of content on the BHC website.

South Korean Nurse Residency Program for New Graduates: A Posttest Study.

Turnover rates among newly graduated nurses are high, increasing the workload for other nurses and hampering organizational productivity. This study investigates the effects of a nurse residency program (NRP), examining clinical competence, job satisfaction, organizational socialization, turnover intention, and turnover rates. This study was conducted among newly employed graduate nurses in South Korea. Participants (N = 167) included nurses with less than 6 months of experience (NRP group, n = 52; control group, n = 115). The current results were measured 1 year after initiation of the NRP. The NRP group showed significantly lower turnover intention and turnover rates and substantially better clinical competence, job satisfaction, and organizational socialization. Even when applied in the unique South Korean cultural and medical context, the NRP improved job performance and satisfaction as well as organizational socialization and reduced turnover rates and turnover intention among new nurses. Therefore, a systematized NRP should be actively used when new nurses are onboarded. [J Contin Educ Nurs. 2024;55(8):393-397.].

Talent management through organizational socialization: making it relevant

Purpose This paper aims to explore approaches that organizations can implement to manage talents through organizational socialization. Design/methodology/approach This paper is conducted based on relevant human resources (HR) work experiences in various organizations and the HR literature. Findings Organizations need to systematically and periodically review and modify their organizational socialization process. A one-size-fits-all organizational socialization process is unhelpful and ineffective. Originality/value This paper provides value to HR managers and talent management specialists involved in designing and implementing organizational socialization.

Retaining Generation Z employees in the hotel industry: a time-lag study

Purpose Generation Z (Gen Z) is entering the hotel workforce and will soon become the dominant group. This has called for a better understanding of this workforce’s attitudes and perceptions towards working in the hotel industry. This study aims to examine the effect of organizational socialization on the retention of Chinese Gen Z employees, the mediating role of person–environment fit (P-E fit) and the moderating effect of career commitment. Design/methodology/approach Time-lagged data were collected from 426 Gen Z new employees from 20 upscale hotels at two different times (2 weeks and 12 weeks after the employees entered the hotel). Confirmatory factor analysis, structural equation modeling, bootstrapping analysis and moderated hierarchical regression analyses were used for data analysis. Findings Organizational socialization positively affects employee retention via person–environment fit. Moreover, career commitment positively moderates the relationship between person–environment fit and employee retention. Practical implications Hotels must view organizational socialization as a long-term investment in Gen Z talent management by offering effective training through diverse methods, creating a collaborative environment and helping them develop career plans to enhance their career commitment. Originality/value This study unpacks the four dimensions of organizational socialization and investigates their differential effects on Gen Z employees’ retention through P-E fit. The moderating role of career commitment is also examined. This study contributes to the growing body of hospitality human resources management research on this new generation of workforce in China.

“It Just Really Made Me Feel Like I’m Supposed to Be Here”: Organizational Socialization Among Expatriate Workers in Japan

ABSTRACT This study investigates the sensemaking experiences of expatriate workers in Japan as they assimilate into their organizations. Data were collected through a series of 23 semi-structured interviews, with participants ranging from one to twenty years’ experience living and working in Japan. Expatriates made sense of feelings of inclusion, strong relationships with other expatriates, and special accommodations in the Japanese workplace, which helped them integrate into their organizations. These socialization experiences led participants to stay with the organization. However, when expatriate workers felt isolation or experienced inflexibility in their organization, they indicated no intention to stay. This study provides valuable insights to the literature of organizational socialization and sensemaking by adding the unique experiences of expatriate workers in Japan.

‘Sink or swim’ school leadership socialisation: A global South case of principal preparation and development

Much of the school leadership preparation and development literature emanates from the global north with little attention paid to leadership preparation and development in non-western contexts. This article draws on a South African case in a larger study that explored how school leaders were socialised into the principalship role in four Sub-Saharan African countries. Framed by leadership socialisation theory, and using questionnaire and interview data generated from 29 school leaders, the writer adopted the conceptual elements of professional, organisational and anticipatory socialisation in analysing the data. The article provides strong evidence of ‘sink or swim’ school leadership socialisation. The writer argues that more attention be given to the dimensions of professional and organisational socialisation in global south contexts, South Africa being an illustrative case. She further highlights the importance of anticipatory socialisation in the preparation and development of school leaders, particularly in resource-constrained contexts.

Tactics, dimensions, outcomes, context, and stages of organizational socialization

Tactics, dimensions, outcomes, context, and stages of organizational socialization

Fitting in or standing out? The organisational socialisation of early career physical education specialism graduates through a micropolitical lens

The recent emergence of primary school generalist teachers with physical education (PE) expertise has addressed calls for some form of specialisation in primary PE provision in Ireland ( Marron et al., 2018 ). It was hoped that these teachers could advance the quality of PE taught within schools, through their own teaching and by supporting colleagues ( Ní Chróinín, 2018 ). Despite PE specialism graduates (PESGs) developing teaching orientations and high self-efficacy to teach PE during their professional socialisation, it is unclear how their skills are applied within schools. This study examined the organisational socialisation of PESGs through a micropolitical lens, drawing on the research of Kelchtermans and Ballet (2002a , 2002b ). Adopting a critical realist approach enabled us to explore teachers’ complex teaching realities. Semi-structured interviews were conducted with 11 graduates of the four-year Bachelor of Education with a major specialism in PE. Reflexive thematic analysis of interview data identified that PESGs had limited opportunities to apply their PE skills due to the conflicting custodial orientations of their schools. Due to PESGs’ professional interests, they were more likely to assimilate with the existing school culture as early career teachers, even if it overlooked their PE expertise. The outsourcing of PE provision to external coaches, and PESGs’ identity as novice teachers, also undermined their potential contribution as PE experts. Although some PESGs have positively used their knowledge to direct whole-school PE provision, more structured opportunities may be necessary to support the continued development of PESGs as teachers and leaders of PE.

Organizational socialization strategies and newcomers' identity development: A social identity perspective

Organizational socialization strategies and newcomers' identity development: A social identity perspective

Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field

Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field

How sustainability assurance work gets done: assurors’ sensemaking, socialization and interactions with clients

PurposeThis study examines how assurors make sense of sustainability assurance (SA) work and how interactions with assurance team members and clients shape assurors’ sensemaking and their actual SA work.Design/methodology/approachTo obtain detailed accounts of how SA work occurs on the ground, this study explores three SA engagements by interviewing the main actors involved, both at the client firms and at their Big Four assurance providers.FindingsIndividual assurors’ (i.e. partners and other team members) sensemaking of SA work results in the crafting of their logics of action (LoAs), that is, their meanings about the objectives of SA work and how to conduct it. Without organizational socialization, team members may not arrive at shared meanings and deviate from the team-wide assurance approach. To fulfill their objectives for SA work, assurors may engage in socialization with clients or assume a temporary role. Yet, the role negotiations taking place in the shadows of the scope negotiations determine their default role during the engagement.Practical implicationsTwo options are available to help SA statement users gauge the relevance of SA work: either displaying the SA work performed or making it more uniform.Originality/valueThis study theoretically grounds how assurors make sense of SA work and documents how (the lack of) professional socialization, organizational socialization and socialization of frequent interaction partners at the client shape actual SA work. Thereby, it unravels the SA work concealed behind SA statements.