Organizational Socialization Research Articles

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.

“Learn to Function in the System”: The Organizational Socialization of Urban Physical Educators

Purpose: The purpose of this study was to explore how urban physical educators’ experiences influence their motivations toward vocational persistence emphasizing health and fitness. Methods: Participants included 16 urban physical educators who participated in semistructured interviews about their experiences teaching in urban settings. For minority youths, who predominantly attend urban public schools, fitness rates are lower than the national average. Physical education has been discussed as a potential solution to combating this public health trend; however, considering Common Core reforms in public education by which health and physical education has been de-emphasized as a curricular requirement, scholars are pursuing knowledge of how the experiences of urban physical educators are evolving. Using occupational socialization as the operating theoretical framework, this study seeks to explore how 16 urban physical educators’ experiences are evolving with the changes in public education, including administrative support and other indicators of marginalization and attrition. Results: Qualitative data analysis resulted in the construction of six themes which suggest that teaching students to develop and maintain a healthy lifestyle remains a powerful motivator for urban physical educators’ persistence despite feelings of marginalization and burnout. Conclusions: The authors provide practical suggestions for practitioners and scholars to overcome feelings of marginalization and lack of resources.

Togethering Situation in Diffractive Inquiry

Making knowledge includes creating the practices of knowing. Setting up our apparatus, we create diffractive encounters between the oscillating fields of Mary Parker Follett’s pragmatist theorizing about evolving situations; Barad’s account of diffraction; and our two scholars’ bodies, separately engaged in researching organizational socialization and family business. This article illustrates our collaborative writing to experiment with diffracting situations in empirical studying. From Follett’s concept, we offer the creative integration of gesammting (togethering) situations in diffraction. This article illustrates the uneasy boundary-performance in postqualitative inquiry and arrives at integratively selving as a practice of emerging generative futures.

Patterns of Medical Residents' Preferences for Organizational Socialization Strategies to Facilitate Their Transitions: A Q-study.

To facilitate various transitions of medical residents, healthcare team members and departments may employ various organizational socialization strategies, including formal and informal onboarding methods. However, residents' preferences for these organizational socialization strategies to ease their transition can vary. This study identifies patterns (viewpoints) in these preferences. Using Q-methodology, we asked a purposeful sample of early-career residents to rank a set of statements into a quasi-normal distributed grid. Statements were based on previous qualitative interviews and organizational socialization theory. Participants responded to the question, 'What are your preferences regarding strategies other health care professionals, departments, or hospitals should use to optimize your next transition?' Participants then explained their sorting choices in a post-sort questionnaire. We identified different viewpoints based on by-person (inverted) factor analysis and Varimax rotation. We interpreted the viewpoints using distinguishing and consensus statements, enriched by residents' comments. Fifty-one residents ranked 42 statements, among whom 36 residents displayed four distinct viewpoints: Dependent residents (n = 10) favored a task-oriented approach, clear guidance, and formal colleague relationships; Social Capitalizing residents (n = 9) preferred structure in the onboarding period and informal workplace social interactions; Autonomous residents (n = 12) prioritized a loosely structured onboarding period, independence, responsibility, and informal social interactions; and Development-oriented residents (n = 5) desired a balanced onboarding period that allowed independence, exploration, and development. This identification of four viewpoints highlights the inadequacy of one-size-fits-all approaches to resident transition. Healthcare professionals and departments should tailor their socialization strategies to residents' preferences for support, structure, and formal/informal social interaction.

Cooperating Teachers’ Perceptions and Contributions to Preservice Teachers’ Professional Identities

Research on teachers’ socialisation years after they begin teaching in schools has not been extensively undertaken, and there are significant long-term consequences for how these experiences in organisational socialisation influence the quality of physical education programs. The purpose of this study was to determine how cooperating teachers perceive their role in the development of preservice physical education teachers’ professional identities. We used a qualitative methodology, gathering data through semi-structured interviews. Seven cooperating physical education teachers (five female and two male) with between 22 and 40 years of service were interviewed. The data were analysed through thematic content analysis using a constant comparative modality. The interview questions were categorised into three themes: reasons for being a cooperating teacher, the role of the cooperating teacher, and the professional identity of the cooperating teacher. The findings suggest various interpretations of the cooperating teacher’s role and ways of working. The most important skills to have in order to be a cooperating teacher appear to be related to how they were socialised and how they continue to experience the socialisation process during organisational socialisation, as well as the career phase in which they currently find themselves.