scholarly journals The relationship between organizational socialization and organizational indifference in nurses

2018 ◽  
Vol 6 (3) ◽  
pp. 9-16
Author(s):  
Siroos Ghanbari ◽  
◽  
Khalil Zandi ◽  
Saadst Amani ◽  
◽  
...  
Keyword(s):  
Organizational Socialization ◽  
The Relationship

Violazione del contratto psicologico e socializzazione organizzativa: uno studio esplorativo

RISORSA UOMO ◽  
2009 ◽  
pp. 119-133
Author(s):  
Stefano Toderi ◽  
Guido Sarchielli
Keyword(s):  
Psychological Contract ◽  
Organizational Socialization ◽  
Reference Model ◽  
Role Transition ◽  
Career Anchors ◽  
Personal Variables ◽  
Mixed Support ◽  
Proposed Model ◽  
Work Role Transition ◽  
The Relationship

- The relationship existing between Psychological Contract (PC) and Organizational Socialization (OS) has been studied only focusing the effect of the latter on the former. The aim is to highlight the importance of the reverse relation (the effect of PC on socialization) and to evaluate a first reference model. It is hypothesized that PC violations during socialization can impact on the adjustment strategies and that this relationship is moderated by personal variables (career anchors). The results concerning a longitudinal survey conducted on 78 employees of a firm, via questionnaire, show mixed support to the proposed model. Considering the obtained results it is suggested a development of studies on this issue and critical facets aimed to conduct future researches are presented.Keywords: organizational socialization, work role transition, psychological contract violation, career anchors.Parole chiave: socializzazione organizzativa, transizione di ruolo, violazione del contratto psicologico, ŕncore di carriera.

The Effects of Organizational Socialization and Leadership Behavior on Burnout

2015 ◽  
pp. 224-245
Author(s):  
Jennifer H. Gao
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Socialization ◽  
Leadership Behaviors ◽  
Southern China ◽  
Leadership Behavior ◽  
Personal Accomplishment ◽  
Future Research ◽  
Future Prospects ◽  
Coworker Support ◽  
The Relationship

The relationship between organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) and leadership behavior (Monitor, Producer, Consideration for Others, and Trust in Others) and burnout (Emotional Exhaustion and Personal Accomplishment) were explored and discussed in this chapter. Data were collected from 341 Chinese manufacturing workers in Southern China. Results revealed that organizational socialization was highly and negatively correlated with Emotional Exhaustion, but highly and positively with Personal Accomplishment. Monitor, Consideration, and Trust were highly and negatively correlated with Emotional Exhaustion, but all the four leadership behaviors were highly and positively correlated with Personal Accomplishment. Regression revealed Training and Monitor to be significant predictors of Emotional Exhaustion, and Understanding, Coworker Support, and Trust explained significant variance of Personal Accomplishment. Management implications are discussed, and future research is indicated.

scholarly journals THE MEANING OF WORK, ORGANIZATIONAL SOCIALIZATION AND WORK CONTEXT: THE PERSPECTIVE OF MIGRANT WORKERS

2018 ◽  
Vol 19 (spe) ◽  
Author(s):  
LIDIANE CÁSSIA COMIN ◽  
JANDIR PAULI
Keyword(s):  
Migrant Workers ◽  
Design Methodology ◽  
Organizational Socialization ◽  
Work Design ◽  
Meaning Of Work ◽  
Work Context ◽  
Socialization Process ◽  
Precarious Work ◽  
The Individual ◽  
The Relationship

ABSTRACT Purpose: The aim of this study is to analyze the relationship between meaning of work and organizational socialization labor context for migrant workers evaluation. Originality/value: Due to the increasing number of world migrations, there is a need for research on migrants and their relation to the variables that involve organizational practices. The perception of work for migrant workers refers to the characteristics of the tasks and the way work is organized and the integration and adaptation of the individual to the environment, contributing to the attribution of meaning to work. Design/methodology/approach: A quantitative survey was conducted by applying a questionnaire to Senegalese, Bengalese and Haitian workers who recently arrived in Brazil. Findings: The results show the variables that lead migrants to give meaning to their work, as well as their perception about the socialization process and the context conditions. It was also demonstrated that organizational socialization partially mediates the relation between meaning of work and the perception of precarious work context for these workers. The results contribute to demonstrate the importance of organizational socialization in labor contexts that absorb migrant workers, as well as the relationship between the elaboration of the meaning of work and the perception of precarious work.

The relationship between organizational socialization and commitment in the workplace among employees in long‐term nursing care facilities

2010 ◽  
Vol 39 (5) ◽  
pp. 537-556 ◽  
Author(s):  
Aaron Cohen ◽  
Aya Veled‐Hecht
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Nursing Care ◽  
Organizational Socialization ◽  
Job Involvement ◽  
Future Research ◽  
Content Type ◽  
Care Facilities ◽  
The Relationship

PurposeThis paper seeks to examine the relationship between organizational socialization and commitment in the workplace (affective organizational commitment, occupational commitment, workgroup commitment, work involvement and job involvement). It also examines whether this relationship holds when organizational justice is included in the equation.Design/methodology/approachA total of 109 employees employed no longer than 3.5 years in long‐term nursing care facilities in Israel completed the questionnaire (a 70 per cent response rate).FindingsThe results showed that organizational socialization was related to all forms of commitment, particularly to organizational commitment, workgroup commitment and job involvement. The relationship held when organizational justice was added to the equations, particularly for the previously mentioned three commitment forms. The models explained a relatively large amount of the variance in commitment forms. The implications of the findings for future research on commitment and organizational socialization are discussed.Originality/valueWhile a number of studies have explored the relationship between socialization and commitment, very few studies have examined how socialization is related to more than one focus of commitment simultaneously. This paper aims to fill this gap.

scholarly journals The effect of newcomers’ proactive personality on organizational socialization through information seeking behavior

2012 ◽  
Vol 25 (4) ◽  
pp. 749-773
Author(s):  
JiWoon Yoo ◽  
Jinkook Tak
Keyword(s):  
Information Seeking ◽  
Online Survey ◽  
Organizational Socialization ◽  
Proactive Personality ◽  
Information Seeking Behavior ◽  
Future Research ◽  
Leader Behaviors ◽  
Seeking Behavior ◽  
Information Seeking Behaviors ◽  
The Relationship

The purpose of this study was to examine the relationships among newcomers’ proactive personality, information seeking behavior and organizational socialization. Specifically, This study investigated not only the main effect of newcomers’ proactive personality on information seeking behaviors which related to job and relationship building, and organizational socialization but also the moderating roles of team climate and leader behaviors on the relationships between proactive personality and information seeking behaviors, and between information seeking behaviors and organizational socialization. Online survey was conducted to 151 korean employees working for at least 3 months to 6 months and 151data were obtained for statistical analysis. Three steps of analysis procedures were carried out. First, correlation analysis was conducted and the results showed that there were positive relationship among main variables such as proactive personality, information seeking behavior, organizational socialization and etc. Second, the results of structural equitation model analyses showed that newcomers’ information seeking behaviors fully mediate proactive personality and organizational socialization. Third the results of hierarchial regression analyses showed that while leader behaviors which were specified to feedback behavior and consideration behavior moderated the relationship between information seeking behaviors and organizational socialization, Team openness did not moderate the relationship between proactive personality and information seeking behaviors. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

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