Dissertationen: „Employer socialization“

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Dedic, Irma, und Mobina Zavaher. „Does the front door match the backdoor? : A single case study on how employee turnover affects the level of engagement & investment in EVP touchpoints: pre-, on-, and off-boarding“. Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48767.

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Research questions: In particular, how does employee turnover relate to the level of engagement and investment during the EVP touchpoints: preboarding, onboarding, offboarding? Purpose & Aim: The purpose is to explore the relationship between the level of employee turnover and the level of engagement in the EVP: preboarding, onboarding, and offboarding. Method: A qualitative approach was chosen for the thesis, which was conducted through seven semi-structured interviews. The informants were different managers with personal responsibility for both white and blue-collar workers from a multinational company, operating mostly B2B in a matrix-like organization. Conclusion: The engagement & investment in the three different EVP touchpoints was shown to be affected by the turnover in different ways, thus affecting the organizational socialization. With a generally low turnover for many years, a sudden drop due to retirements and resignations, from very loyal employees in most departments, a sudden lack of employees developed. This was followed by a strain on the resources that already were not considered superfluous, creating a negative spiral. A considerable difference was found in the engagement between the preboarding, onboarding, and offboarding. The entry points were increasingly more of a priority than the exit points, with a growing imminent need for employees. However, this also halted the efficiency of a “proper” onboarding in the most afflicted departments, as the knowledge transfer and socialization was not able to properly be induced into every employee. With a not fully integrated approach across the organization, the core values were not integrated nor consistent either. Conclusively, there needs to be a consistent proactive effort to manage these EVP touchpoints in order to create prerequisites for a sustainable EB, especially in today’s labour market.

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Viklund, Carolin. „Nyanställd på distans : Introduktion i en kunskapsorganisation med begränsad tillgång till fysiska möten“. Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-194468.

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Föreliggande uppsats undersöker hur introduktionen av nyanställda, som under pågående Covid-19-pandemi till stor del genomförs på distans, påverkas vad det gäller utformning och kvalitet, samt hur den upplevs av den nyanställde. Studien är en kvalitativ intervjustudie med induktiv ansats. Urvalet består av personer som börjat ett nytt arbete i kunskapsorganisationer under perioden mars 2020 till januari 2021 och som huvudsakligen introducerats och arbetat på distans. Materialet har analyserats tematiskt och resultatet analyseras och diskuteras utifrån tidigare studier av introduktionsprocesser, lärande och socialiseringsprocesser på arbetsplatser. Resultatet visar att introduktionen i sina beståndsdelar liknar den som sker fysiskt, men att den med fördel kan anpassas mer till de förutsättningar som distansarbete och en mer digital interaktion medför. Moment som sker naturligt i en fysisk miljö upplevs som konstlade när de replikeras digitalt och relationsbyggande, som i tidigare forskning identifieras som den enskilt viktigaste beståndsdelen i en introduktion, tar längre tid, både med kollegor och med arbetsgivaren. Stort ansvar läggs på den nyanställde att själv bygga relationer, söka information, förstå sin uppgift och forma sin roll. Att från arbetsgivarens sida ge stöd genom att visa närvaro och förståelse för att detta sker och tar tid kan öka chansen att den nyanställde upplever sig som värdefull, sedd och därmed även som en del av företaget.
The purpose of this study is to investigate how the onboarding of new employees, which during the ongoing covid-19 pandemic is largely done remotely, is affected in terms of design and quality, and how it is experienced by the new employee. The study is a qualitative interview-based study with an inductive approach. The sample consists of people who have started a new job in knowledge-based organizations during the period March 2020 to January 2021 and who have mainly been onboarded and worked remotely. The material has been analyzed thematically and the results have been analyzed and discussed based on previous studies of introduction processes, learning and socialization processes in workplaces. The results show that activities in the digital onboarding are similar to those that take place physically, but that the activities would benefit from being adapted to the conditions that telework and more digital interactions entail. Elements that occur naturally in a physical environment are perceived as artificial when they are replicated digitally and relationship building, which in previous research is stated as the single most important variable in an introduction, takes longer, both with colleagues and with the employer. A large responsibility is placed on the new employees to build relationships, seek information, understand the tasks and shape the work by themselves. Giving support from the employer by showing presence, support and understanding for this time-consuming process can increase the chance that the new employee feels valued, seen and thus also as part of the company.

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Blevins, Maria Dawn. „THE SOCIALIZATION OF SEASONAL EMPLOYEES“. The University of Montana, 2008. http://etd.lib.umt.edu/theses/available/etd-12192007-173901/.

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Pereira, Ana Rita Lopes. „O poder dos recursos humanos na construção da imagem de marca : o caso da empresa Starbucks Coffee Portugal“. Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14250.

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Mestrado em Gestão de Recursos Humanos
As marcas tornaram-se na sociedade moderna mecanismos poderosos de diferenciação, identificação ao consumidor e vantagem competitiva de negócio. Algumas empresas associam a sua marca à qualidade e diferenciação dos seus produtos em relação aos seus concorrentes, contudo existem empresas que levam esta premissa mais além, e tentam associar à imagem de marca o atendimento que proporcionam ao cliente e a imagem dos seus colaboradores como fonte de diferenciação e identificação do consumidor. Com o intuito de aprofundar melhor este fenómeno, este trabalho de investigação é aplicado à realidade da Starbucks Coffee Portugal com o objetivo de compreender de que forma a empresa consegue envolver os seus colaboradores com a cultura, valores e missão da empresa, e consequentemente como é que os processos de socialização organizacional utilizados fomentam a que os seus colaboradores se sintam responsáveis e comprometidos com a empresa/marca, levando-os a adotar comportamentos de exposição da marca para o exterior e consequentemente torna-os a imagem da organização. Esta dissertação aborda a importância do desenvolvimento de employer branding e quanto este envolvimento com a empresa/marca por parte dos colaboradores é positivo para o sucesso organizacional.
As brands have become very powerful in our modern society, consumer identification and competitive business are advantageous tools for businesses to take advantage of. Some companies associate their own brand and quality with their competitors, but there are companies that take this premise further, and try to associate their brand image or service with the image of their employees as a source of differentiation and identification for the consumer. In order to better understand this phenomenon, this research work is applied to Starbucks Coffee Portugal in order to understand how the company is able to involve its employees with the culture, values and mission of the company. Consequently the processes of organizational socialization used was investigated, in essence theencouragement of the company's employees to feel responsible and committed to the company / brand, leading them to adopt behaviors of exposing the brand outside of work and subsequently making them the brand image of the organization. This dissertation focuses heavily on the importance of the development of employer branding and on how much the involvement of the employees with the company / brand is positive for organizational success.
info:eu-repo/semantics/publishedVersion

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DeLoria, Julie Elizabeth. „A Comparative Study of Employee Commitment: Core and Contract Employees in a Federal Agency“. Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/29324.

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This study examined commitment levels of two groups of employees: core government employees and contract employees who directly supported the Federal Government. The sample included 85 government employees and 131 contract employees. The research identified each group's level of commitment to various work entities. These included: immediate government office, government organization, employer, and occupation. The focus was on affective commitment, i.e., an employee's emotional attachment to, and desire to maintain membership with, a work entity. A measure was also taken for socialization-related learning. The purpose was to determine if there were: (1) differing levels of affective commitment among the immediate government office, government organization, the employer, and the occupation within each group, (2) differences in work entity affective commitment levels between the two groups, (3) differences in levels of socialization-related learning between the two groups (4) relationships between socialization-related learning levels and work entity affective commitment levels for each group, (5) differences in work entity affective commitment levels in relation to certain demographic variables, and (6) relationships between certain demographic variables and work entity affective commitment levels for each group. Findings indicated that both groups of employees did vary in commitment levels to various work entities. Government employees displayed the most commitment to the occupation and least to the immediate office. Contract employees also displayed the most commitment to the occupation but the least to the government organization. Between the two groups, commitment level to the employer differed significantly with contractors displaying a higher level to the employing firm than government employees recorded to the Federal Service. Work entity had a significant effect and a significant employee group-by-work entity interaction was found. Differences in socialization-related learning levels and a relationship between socialization-related learning and work entity affective commitment levels were found for both groups. Several relationships between demographic variables and work entity affective commitment levels were also found for both groups. Formal and informal interventions and work delegation strategies are recommended for organizations involved in employment relationships involving core and contract employees. Areas for future research are also presented.
Ph. D.

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Dglawi, Malek, und Mikael Hassel. „Integration of new employees : A study of integration challenges for international companies with homework environment“. Thesis, Södertörns högskola, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-45708.

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When an employee joins new workplaces, an introduction is made to get to know the new organization. In 2020, the pandemic affected this introduction for new employees, and it was moved from the workplace to the home. This study aims to investigate how organizational socialization strategies in the manufacturing industry have affected new employees' expectations of social and cultural reality when boarding takes place online. The study concerns research in organizational culture and knowledge dimensions and socialization strategies, which helps new employees understand organizational socialization to respond to the study's identified problem area. The research uses primary and secondary data, which is largely obtained through semi-structured interviews with two HR employees, two managers and two new employees from two multinational companies, Hilti (Company A) and Johnson & Johnson (Company B) and secondary data obtained from the chosen theory and selected using non-probability assessment The empirical results presented responses to the organization culture of business organizations , integration process, socialization activities, challenges in recruiting new members and the potential to employees remotely. The analysis of empirical results is divided into three sections, respondents' perceptions of the company's social and cultural reality, organizational socialization strategies and organizations for community organizations. The results show that online on-boarding of new employees is affected by the distance between the business and the new employee. The study shows that integrating new employees via online on-boarding has a negative impact if they are carried out through a social process as the study shows that shortcomings in the ability of new employees to embrace organizational culture, men who it is difficult to be with the organization as a new employee when online on-boarding takes place.

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Žukauskaitė, Irena. „Factors of the new employees’ organizational socialization: the role of the mentor“. Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20091008_155520-71347.

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The aim of the study was to analyze mentor‘s role in new employee socialization. 373 newcomers and 56 mentors took part in the study. Newcomers filled the questionnaires evaluating their socialization (amount of different information, job related state anxiety, feeling of insider, perceived professional competency, evaluation of job and organization), characteristics of new employee (age, highest educational level attained, work experience, current position) and nearest surroundings (leadership style, leader-member exchange (LMX) quality, work group climate, group size and presence of mentorship programs). Mentors had to fill the questionnaires measuring organizational commitment, job satisfaction, work motivation, mentoring experience and professional, social and andragogical competencies. The results show that LMX, work group climate, group size and mentorship programs are the factors allowing to differentiate newcomers by the level of their socialization (high or low). The organizational socialization of employees who had and who had no mentors is very similar. Yet if employees had no mentors, the responsibility and workload sharing the information felt on their direct executives. High quality LMX, directive leadership style and friendly work group climate accelerate new employee socialization and these factors are significally more important when new employees have no mentors. Professional and social competencies of mentors and their organizational commitment are the... [to full text]
Disertacijos tikslas – išanalizuoti mentoriaus vaidmenį naujų darbuotojų socializacijos procese. Tyrime dalyvavo 373 nauji darbuotojai ir 56 mentoriai. Apklausiant naujus darbuotojus buvo vertinami jų socializacijos rodikliai (turima informacija, patiriamas nerimas darbe, jautimasis tikruoju organizacijos nariu, suvokta profesinė kompetencija, darbo ir organizacijos vertinimas), jų asmeninės (amžius, išsilavinimas, darbo patirtis, darbo pobūdis) bei artimiausios darbo aplinkos (vadovavimo stilius, vadovo ir pavaldinio santykių kokybė, grupės klimatas ir grupės dydis, ar buvo paskirtas mentorius) charakteristikos. Apklausiant mentorius buvo vertinamas jų įsipareigojimas organizacijai, pasitenkinimas darbu ir darbo motyvacija, mentorystės patirtis bei profesinė, socialinė ir andragoginė kompetencijos. Rezultatai rodo, kad geresnę ir blogesnę naujų darbuotojų socializaciją organizacijoje geriausiai diferencijuoja vadovo ir pavaldinio santykių kokybė, darbo grupės klimatas ir dydis bei mentoriaus skyrimas naujam darbuotojui. Mentorius turėjusių ir neturėjusių naujų darbuotojų socializacija yra panaši, tačiau jų neturėjusių darbuotojų imtyje didesnis darbo krūvis ir atsakomybė, teikiant informaciją tenka vadovui. Be to, mentorių neturėjusių naujų darbuotojų imtyje socializacijos rodiklių ir vadovo ir pavaldinio santykių kokybės, direktyvaus vadovavimo stiliaus, darbo grupės klimato koreliacijos statistiškai didesnės nei mentorius turėjusių imtyje. Su naujų darbuotojų socializacija... [toliau žr. visą tekstą]

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Mak, Chun-nam. „Language and communication a sociolinguistic study of newcomers' socialization into the workplace /“. Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B43224209.

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Lahti, Ryan K. „The Organizational Socialization of a Dynamic Workforce: A Focus on Employee and Contract Worker Knowledge Transfer“. Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc278273/.

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Within the last decade, more organizations are utilizing a non-traditional workforce. Specifically, these organizations are utilizing contract workers as resources to provide services and manufacture products. While this change in workforce provides benefits to organizations, the change also presents numerous challenges such as turnover. The turnover involved in such a relationship along with the addition of newcomers translates into an organizational socialization and knowledge transfer (KT) issue, because contract workers as well as employees need to be efficiently brought into a new organization, and knowledge needs to be shared with these new individuals so that they can effectively contribute to the work process. It is contended that organizations follow a typical, informal organizational socialization "policy" which involves KT in getting new contract workers and employees up to speed. This study addressed the typical organizational socialization policy as it is represented by formal knowledge transfer (FKT) via instructor-led/classroom training (ILT) and computer-based training (CBT) and by informal knowledge transfer (IKT) via a social network. The study focused on IKT, because companies understand this type of KT the least. In order to evaluate the organizational socialization of contract workers for this study, the contract worker population was compared to a baseline population of employees which was broken up into two employee groups: "rookies" and experienced hires. The formal and informal transfer of three types of knowledge (job task, role, and organizational norms) was assessed by using surveys and interviews (including social network methods) on a research population consisting of 166 employees (both rookies and experienced hires) and contract workers from a Fortune 100 company. The findings include: (a) Job task knowledge was transferred more often than role and organizational norms knowledge, (b) coworkers were used more than managers a source of knowledge overall, (c) worker classification as well as job task and role knowledge explained significant amounts of variance in performance, and (d) network size impacted performance.

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Davidson, Ronald Allan. „Selection-socialization control in auditing firms: A test of Ouchi's model of control“. Diss., The University of Arizona, 1988. http://hdl.handle.net/10150/184571.

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This research tests the descriptive validity of Ouchi's model of organizational control when it is applied to auditing firms. An analysis of Ouchi's model and other writings indicates that the selection-socialization type of control (or clan control or control by a strong organizational culture) would be expected to be used in auditing firms and that it would he evidenced by similarities in values perceived to be held by clan members. Empirical evidence is gathered from graduating students who are accounting majors and from professional staff in auditing firms using SYMLOG to measure perceived values. This evidence provided some support for the descriptive validity of Ouchi's model, but the evidence is mixed. The sets of perceived values found in staff of auditing firms do not appear to come from a single set, but the perceived values of each firm are different. Offers do appear to be made to individuals who have different sets of perceived values when compared to people who did not receive offers. No evidence was found to indicate that length of association within firm results in more similar sets of perceived values being held by firm members.

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Won, Man Nok. „Putting yourself in someone's head : third-party meta-perception in socialization context“. HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/815.

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Although third-party meta-perception--one's perception of how another person perceives a third person--plays an important role in how people pick up social cues about others, it has received virtually no attention in the organizational behavior literature. In this thesis, we investigate the significance of third-party meta-perception to the interpersonal processes involved in socialization. Integrating uncertainty reduction theory with research on heuristic information processing, we develop a new theory of third-party meta-perception. Our theory suggests that at an early stage of socialization, person's perceptions of how a significant other (e.g., leader or mentor) perceives the traits of an interacting target will affect the assessment of the ability and integrity of that target. We develop two models to examine our theory. Model 1 describes the initial interaction between a newcomer and a coworker and examines the newcomer's perceptions of how a leader perceives the coworker. We propose that newcomer's third-party meta-perceptions of the coworker's agentic qualities (agency; e.g., competence, efficiency, and cleverness) and communal qualities (communion; e.g., sincerity, honesty, and fairness toward others) based on the leader's view have an indirect positive influence on the newcomer's feedback and information seeking from the coworker through perceptions of the coworker's ability and integrity. Model 2 describes the initial interaction between a leader and a newcomer, and examines the leader's perception of how a mentor perceives the newcomer. We propose that leader's third-party meta-perceptions of the newcomer's agency and communion based on the mentor's view have an indirect negative influence on the leader's directive behavior and an indirect positive influence on the leader's delegating behavior toward the newcomer through the leader's perceptions of the newcomer's ability and integrity. We also propose that the effects of third-party meta-perception are contingent on team size. Using four-wave longitudinal data on 439 newly hired employees and their supervisors at four companies, we find support for the hypothesized indirect impact of third-party meta-perceptions on feedback and information seeking in Model 1, and support for the hypothesized indirect impact of third-party meta-perceptions on delegating behavior in Model 2. The theoretical and practical implications of the findings of the thesis are discussed.

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Wong, Man Nok. „Putting yourself in someone's head : third-party meta-perception in socialization context“. HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/872.

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Although third-party meta-perception--one's perception of how another person perceives a third person--plays an important role in how people pick up social cues about others, it has received virtually no attention in the organizational behavior literature. In this thesis, we investigate the significance of third-party meta-perception to the interpersonal processes involved in socialization. Integrating uncertainty reduction theory with research on heuristic information processing, we develop a new theory of third-party meta-perception. Our theory suggests that at an early stage of socialization, person's perceptions of how a significant other (e.g., leader or mentor) perceives the traits of an interacting target will affect the assessment of the ability and integrity of that target. We develop two models to examine our theory. Model 1 describes the initial interaction between a newcomer and a coworker and examines the newcomer's perceptions of how a leader perceives the coworker. We propose that newcomer's third-party meta-perceptions of the coworker's agentic qualities (agency; e.g., competence, efficiency, and cleverness) and communal qualities (communion; e.g., sincerity, honesty, and fairness toward others) based on the leader's view have an indirect positive influence on the newcomer's feedback and information seeking from the coworker through perceptions of the coworker's ability and integrity. Model 2 describes the initial interaction between a leader and a newcomer, and examines the leader's perception of how a mentor perceives the newcomer. We propose that leader's third-party meta-perceptions of the newcomer's agency and communion based on the mentor's view have an indirect negative influence on the leader's directive behavior and an indirect positive influence on the leader's delegating behavior toward the newcomer through the leader's perceptions of the newcomer's ability and integrity. We also propose that the effects of third-party meta-perception are contingent on team size. Using four-wave longitudinal data on 439 newly hired employees and their supervisors at four companies, we find support for the hypothesized indirect impact of third-party meta-perceptions on feedback and information seeking in Model 1, and support for the hypothesized indirect impact of third-party meta-perceptions on delegating behavior in Model 2. The theoretical and practical implications of the findings of the thesis are discussed.

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Herrmann, Andrew F. „Kierkegaard and Indirect Communication: Theorizing HRD, Organizational Socialization, and Edification“. Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/748.

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Scholars have largely overlooked philosopher Soren Kierkegaard’s thoughts on occupational, vocational, and work topics, although he did concern himself with occupational topics. This theoretical piece explores Kierkegaard’s concept of “leveling” (Nivelleringen), connecting it to human resource development (HRD) and organizational socialization processes, which are often conducted by HRD departments. Organizational socialization is important as it provides newcomers with functional and cultural information. Similar to the concept of leveling, however, organizational socialization can provide employees with taken-for-granted socially constructed definitions of the self. This article proposes expanding edification and capability for individuals in the workplace via Kierkegaardian indirect communication in HRD and organizational socialization practices.

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Yan, Ming. „The improvement of organizational socialization in groups : an interactionist perspective of social identity theory“. HKBU Institutional Repository, 2011. http://repository.hkbu.edu.hk/etd_ra/1259.

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Morton, Shirley T. „Socialization-related learning, job satisfaction, and commitment for new employees in a federal agency“. Diss., Virginia Tech, 1993. http://hdl.handle.net/10919/38548.

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Stan, Simona. „Boundary spanner consumption of organizationally provided support services : a communication/socialization perspective /“. free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025652.

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Engqvist, Olof. „Att introducera organisationsförändring : En studie om organisationsförändring inom en svensk sjukhusorganisation“. Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-55448.

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Walker, Wendy Jackson. „Predicting two types of proactive socialization tactics the roles of context, experience, and age /“. Diss., Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31754.

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Thesis (Ph.D)--Management, Georgia Institute of Technology, 2010.
Committee Chair: Parsons, Charles K.; Committee Member: Fulmer, Ingrid Smithey; Committee Member: James, Lawrence R.; Committee Member: Kanfer, Ruth; Committee Member: Shalley, Christina E.. Part of the SMARTech Electronic Thesis and Dissertation Collection.

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Mak, Chun-nam, und 麥震嵐. „Language and communication: a sociolinguisticstudy of newcomers' socialization into the workplace“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B43224209.

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Grundström, Peter, und Johanna Lundin. „Organizational Culture in Student-Consulting Firms : Maintaining Culture Despite High Employee Turnover“. Thesis, KTH, Affärsutveckling och Entreprenörskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-98362.

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This study explores student-consulting firms and how a strong organizational culture can be a key to mitigate their particular challenge of high employee turnover and how their management can work with different dimensions of organizational culture as tools to embed a strong organizational culture. A student-consulting firm is a consulting firm operated by students still engaged in regular educational programs that can be considered a form of knowledge-intensive firm (KIF). This study investigates how management in these firms work with organizational cul- ture through four dimensions, symbols, heroes, rituals and ceremonies, and values. These dimensions are based on Schein [1990] and extended by input from Hofstede et al. [1990] and Bolman and Deal [2003]. The findings of this study are based on three detailed case studies conducted at the three largest student-consulting firms in Sweden where semi-structured interviews were performed to investigate how manage- ment work with different managerial tools in these four dimensions. This study concludes that there are at least eleven discreet management tools that are used in these firms to mitigate the challenges that their high employee turnover implies. The findings provide in-depth insight into these tools and their usage and effect, thereby enhancing the understanding of the role of organizational culture and providing a framework for management.

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Lam, Terry Chun Yen. „The impacts of moderating factors on new employees' socialization outcomes : a case of the Hong Kong hotel and travel industry“. Thesis, University of Strathclyde, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248679.

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Steffens, Niklas K., Meir Shemla, Jürgen Wegge und Stefan Diestel. „Organizational Tenure and Employee Performance: A Multilevel Analysis“. Sage, 2014. https://tud.qucosa.de/id/qucosa%3A35549.

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Previous research has investigated the relationship between organizational tenure and performance by focusing primarily on organizational tenure of the individual employee. We propose that this approach is limited because organizational tenure should be conceptualized as relating to multiple entities including teams and their leaders. As predicted, analysis of two objective performance indicators of 1,753 employees working with 250 leaders of natural work teams in a financial services company revealed that, beyond employee organizational tenure, team leader organizational tenure and team organizational tenure diversity had positive incremental effects on employee performance. Moreover, the positive impact of employee organizational tenure was less pronounced in teams with high rather than low tenure diversity. Our findings suggest that organizations’ capacity to promote performance will be limited if they focus on organizational tenure of an individual, while neglecting the ways in which performance is shaped by organizational tenure related to multiple entities within a team.

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Kapicic, Elma, und Anela Kapidzic. „Ömsesidig socialisation? : En studie av organisationsocialisation på en ny verksamhet“. Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-433289.

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Kunskaper inom området organisationssocialisation bygger mestadels på studier genomförda i relativt stabila organisationsmiljöer. Med utgångspunkt i att dagens arbetsliv snarare karaktäriseras av förändring och utveckling ser vi dock ett behov av kompletterande studier. Syftet med denna studie har varit att undersöka hur vår studie riktade sig därför till att undersöka hur socialisationen av nyanställda ser ut i nyskapade verksamheter med avsikt att utveckla kunskap om hur nyanställda på en sådan verksamhet utvecklas i sina roller till att bli fullvärdiga medlemmar. Studien genomfördes med hjälp av semistrukturerade intervjuer med medarbetare inom en verksamhet vilken betraktas som nystartad. Med utgångspunkt i ett teoretiskt perspektiv om osäkerhetsreducering framkommer tre centrala fynd. I studien framgår det att de nyanställda funnit väldigt starka band och sociala relationer till varandra, av den anledningen att det saknats annan tidigare anställd personal och samtliga nyanställda såg sig själva kliva in i organisationen som en gemenskap. Organisationskulturens ostadiga karaktär var något som bidrog till ett proaktivt beteende hos noviserna där de i den nya verksamheten, tillsammans med andra nya anställda, i högre grad fick driva sin egen socialisering med stöd och bekräftelse av varandra i hanteringen av osäkerheter som präglat både deras och verksamhetens första tid.
Knowledge in the field of organizational socialization is mostly based on studies conducted in relatively stable organizational environments. Based on the fact that today's working life is rather characterized by change and development, we see a need for supplementary studies. The purpose of this study has been to investigate how socialization of new employees looks like in newly created businesses, with the intention of developing knowledge on how new employees in such businesses are shaped in their role to become a worthy member of the organization. The study was conducted with the help of semi-structured interviews with employees in a business considered to be newly started. Based on a theoretical perspective of uncertainty reduction, three key findings emerged. The study shows that the new employees found very strong associations and social relations with each other. Because of the lack of other previously employed staff, all new employees saw themselves stepping into the organization as a community. The unstable nature of the organizational culture was something that contributed to a proactive behavior of the novices, where in the new business together with other new employees, they were more likely to pursue their own socialization with support and confirmation of each other in dealing with uncertainties that characterized both their and the business' first time.

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Gaižauskienė, Goda. „Darbuotojų adaptacijos situacijos vertinimas turizmo organizacijoje "Novaturas"“. Bachelor's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130906_110641-37135.

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Darbo objektas – Darbuotojų adaptacija. Darbo tikslas – Ištirti darbuotojų adaptacijos situaciją UAB „Novaturas“. Darbo uždaviniai: 1. Atskleisti darbuotojų adaptaciją ir jos ypatumus teoriniu lygmeniu. 2. Pristatyti UAB „Novaturas“, išryškinant darbuotojų ypatumus organizacijoje. 3. Ištirti UAB“Novaturas“ darbuotojų adaptacijos situaciją. Baigiamąjį darbą sudaro trys pagrindinės dalys. Pirmoje dalyje pateikta darbuotojų adaptacijos samprata, struktūra, darbuotojų ypatumų ir adaptacijos proceso analizė teoriniu lygmeniu. Atkreipiamas dėmesį į adaptacijos kilmę ir klasifikaciją. Antroje dalyje aprašyta tyrimo metodika ir organizavimas. Trečioje darbo dalyje pristatyta organizacijos charakteristika ir UAB „Novaturas“ darbuotojų adaptacijos situacijos tyrimas. Gauti anketinės apklausos rezultatai pateikti diagramose ir aprašyti. Šiame darbe darbuotojų adaptacija nagrinėjama socializacijos, darbuotojų ir organizacijos elgsenos aspektais. Išvadose apibendrinti darbuotojų adaptacijos literatūros analizės ir tyrimo rezlutatai. Žmogus – svarbiausias turizmo organizacijos išteklis. Tik būdama socialiai atsakinga už darbuotoją, organizacija sudaro stiprius abipusius santykius, kurių deka, pasiekiami geriausi įmonės rezultatai. Turizmo organizacija nuo kitų organizacijų skiriasi, įmonės ir kliento abipusiu ryšiu. Bet kuris darbuotojų priimamas sprendimas pasiekia klientą. Todėl tinkamai panaudojus individo turimus kompetencijas, įgūdžius, patirtį ir sukūrus jam palankias darbo... [toliau žr. visą tekstą]
The object of research – employees adaptation. The aim of research- to investigate the situation of employers situation of adaption in „Novaturas“ organization. Tasks : 1. Exposing workers adaptation and its features theoretical point of view. 2. Deliver UAB Novaturas, highlighting features of employees in the organization. 3. Investigate the company Novaturas of adaptation situation. This work consists of three primary roles of parts. The first part contains the theory analysis of employees adaptation concepts, structure, staff characteristics and adaptation process. Draws attention to the origin and classification of the adaptation. The second section describes the research methodology and organization. The third part presents organization characteristic and o adaptation situation assessment survey. Results of the survey presented in charts and described. An adaptation examined in socialization of employees, employee organizations, and behavioral aspects. In conclusion is summarize adaptation analysis of literary and investigative results. Man - the most important resource for tourism organizations. Only by being socially responsible for the employee, the organization builds a strong relationship, which helps to achieve the best results of the company. Tourist organization from other organizations in different business and client mutual connection. Any personnel decision reaches customer. Therefore, proper use of an individual's skills, experience and expertise and the... [to full text]

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Gravås, Rebecka, und Jannica Geijstedt. „Dubbel socialisation : En studie om lärarassistenters första tid i ett pilotprojekt“. Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-353445.

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Syftet med denna studie är att bidra med kunskap om lärarassistenters första tid i Uppsala kommuns pilotprojekt. Med utgångspunkt i vad som kallas resursteori har två forskningsfrågor ställts; 1) På vilket sätt har interna och externa resurser bidragit till lärarassistenternas socialisationsprocess? 2) Vilka konsekvenser får lärarassistenternas socialisationsprocess när den sker inom ramen för ett pilotprojekt? Genom semistrukturerade intervjuer studeras specifikt hur åtta projektanställda lärarassistenter i Uppsala kommun upplevt den första tiden som anställda och vilka resurser som varit betydande för deras socialisation. Resultatet visar att den första tiden i projektet varit försiktig och trevande, något som beskrivs som både positivt och negativt i form av mjukstart och trögstart. Å ena sidan främjas relationsutveckling av mjukstarten men å andra sidan hämmar trögstarten anpassningen till arbetet. Den negativa sidan visar dels hur viktigt det är att arbetsverktyg är klara och redo att användas när den nyanställde introduceras till det nya arbetet då det annars kan skapa negativa upplevelser och bidra till oro. Resultaten visar även en ömsesidighet i pilotprojektet där ingen riktigt visste vad lärarassistentrollen skulle innehålla, och därmed blev det en ny situation för samtliga parter att förhålla sig till. Det övergripande resultatet visade, genom ovan nämnda teman, att pilotprojektet utifrån ett socialisationsperspektiv präglades av en dubbel socialisation.
The purpose of this paper is to study the teacher assistants initial period in the pilot project of municipality of Uppsala. Based on resources theory as a theoretical framework two research questions were asked; 1) In what way have internal and external resources contributed to the socialization process of teacher assistants? and 2) What consequences does the pilot project have on the teacher assistants socialization process? Semistructured interviews were used to ask eight teacher assistants employed in the pilot project about how they experienced the first time in the new workplace and what resources were important for their socialization. The result shows that the initial period of the employment was cautious and tentative, which was described as both positive and negative in terms of a soft start or a tardy start. On one hand the soft start promotes relationship development, but on the other hand the tardy start inhibits adaptation to work. The negative side shows how important it is that work tools are ready to be used when the new employee is introduced to the new work, otherwise it can create negative experiences. The results also show that the pilot project was characterized by a reciprocity where nobody really knew what the teacher assistant role would contain, and thus it became a new situation for all parties to relate to. Through these themes, the overall results shows that the pilot project from a socialization perspective was characterized by a double socialization.

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Voronovičienė, Ringailė. „Darbo tarybų įtaka darbuotojų socializacijai“. Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_165018-93253.

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Skirtingai nei daugelyje ES šalių, Lietuvoje darbuotojų atstovavimas bei dalyvavimas priimant sprendimus iki šiol buvo itin žemas. 2004 metais priėmus Darbo tarybų įstatymą buvo sudarytos didesnės galimybės Lietuvos dirbančiųjų socializacijai todėl buvo svarbu įvertinti, kaip darbuotojai pasinaudojo jiems suteiktomis teisėmis. Šio magistro darbo objektas – darbo tarybos ir jų veikla Lietuvoje; hipotezė – darbo tarybos skatina darbuotojų socializaciją. Darbo tikslas – įvertinti darbo tarybų paplitimą Lietuvoje bei jų įtaką darbuotojų socializacijai. Siekiant užsibrėžto tikslo buvo atlikta teorinės literatūros analizė bei Lietuvos įmonių, kuriose yra išrinktos darbo tarybos, darbuotojų bei darbo tarybų narių apklausa. Gauti rezultatai leido patvirtinti iškeltą hipotezę - daugelyje įmonių, kuriose buvo išrinktos darbo tarybos, buvo pasirašytos kolektyvinės sutartys arba vyko derybos dėl jų pasirašymo. Šių įmonių darbuotojai gauna reikiamą informaciją, darbdavys konsultuojasi su jais priimant sprendimus. Pagrindiniai darbo siūlymai susijęs su didesnio informuotumo apie darbo tarybų veiklą poreikiu visais - visuomenės, įmonės, darbo tarybos - lygmenimis.
Differently than in other EU countries, the level of employees’ socialization, i.e. employees’ representation and participation in enterprise level decision-making, in Lithuania is exceptionally low. In 2004 the Law on Works Councils was adopted and therefore the conditions for better employees’ socialization were created. The aim of this work is to evaluate how employees used opportunities provided by the Law, i.e. to measure the prevalence of works councils in Lithuania as well as their impact for employees’ socialization. The object of this work is works councils and their activities in Lithuania, the main hypothesis – works councils foster employees’ socialization. In order to evaluate the influence of works councils on employees’ socialization the theoretical as well as historical aspects of employees’ participation were analysed and survey of Lithuanian enterprises, employees and works councils’ members were carried out. The results achieved showed that on average 4% of Lithuanian enterprises have works councils elected and this share increases with the size of enterprise. The hypothesis raised was confirmed – in the most enterprises with works councils the collective agreements were signed (or collective bargaining took place), employees are consulted and receive all the information necessary to participate in decision making. Main proposals are related to the campaigns intended to inform works councils members, employees and society as a whole about the activities of... [to full text]

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Puškorė, Gintarė. „Banko darbuotojų socializacija: skirtingos darbo patirties atvejis“. Master's thesis, Lithuanian Academic Libraries Network (LABT), 2011. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2011~D_20110803_091315-96332.

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Magistro darbe iškelta, skirtingą darbo patirtį turinčių banko darbuotojų socializaciją įtakojančių veiksnių, problema. Išanalizuoti ir susisteminti įvairių, tiek Lietuvos, tiek ir užsienio, autorių teoriniai ir praktiniai darbuotojų socializacijos organizacijoje tyrimai, apimantys darbuotojų socializacijos organizacijoje esmę, procesą, veiksnius bei pagrindinius rodiklius. Atliktas tyrimas, susijęs su skirtingą darbo patirtį turinčių darbuotojų socializaciją įtakojančiais veiksniais. Patvirtinta darbo autorės iškelta hipotezė, kad tiek ir organizacijos, tiek ir individualūs veiksniai daro tiesioginę įtaką skirtingą darbo patirtį turinčių darbuotojų socializacijai banke.
In the master’s thesis the problem of factors influencing socialization of bank employees having different work experience is risen. Theoretical and practical researches of staff socialization in an organization of both Lithuanian and foreign authors are analyses and systematized, including the essence of staff socialization in organization , its process, factors and main indices. The research, related with the factors influencing socialization of employees with different experience is carried our. Hypothesis, set by the author, was confirmed: both organizational and individual factors make a direct impact on socialization of the employees with different work experience in bank.

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Gragg, Susan Rachel. „"Maxing out" and "getting deeked" : formal and informal work organizations among rental car agents in Seattle, Washington /“. Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8856.

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Erdal, Jonatan, und Mikael Lovén. „Introduktion för nyanställda : En studie kring introduktionsprocessen på ett konsultbolag“. Thesis, KTH, Skolan för teknikvetenskaplig kommunikation och lärande (ECE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-199718.

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De flesta organisationerna har idag någon form av introduktionprocess för nyanställda. En lyckad introduktionsprocess bidrar till att den nyanställde känner sig hemma på organisationen samt att den nyanställde snabbare blir effektiv i sitt arbete. Som en stor organisation med många kontor kan det vara svårt att få introduktionen att bli tydlig och enkel för den nyanställde, samtidigt som den känns meningsfull och fyller sitt mål. Denna studie syftar till att undersöka hur introduktionen för nyanställda kan planeras under de första 90 dagarna för att ge den nyanställde en meningsfull första tid. Detta har gjorts genom en förstudie med intervjuer av nyanställda och chefer på ett företag. Dessa intervjuer har sedan analyserats med hjälp av relevanta teorier och tidigare forskning i ämnet. Utifrån analysen och litteraturen har ett konceptförslag på hur introduktionsprocessen på företaget skulle kunna se ut tagits fram. Studien har en tydlig prägel av pedagogiska teorier som ligger till grund för ett konceptförslag och som skapar goda möjligheter att lära för de nyanställda och som ger en tydlig röd tråd och enhetlighet i processen. Vidare undersöks det också huruvida detta kan underlättas med digitala hjälpmedel. Konceptförslaget innehåller lösningar som kan användas för att planera en lyckad introduktion. Från intervjuresultaten kan vi urskilja fyra signifikanta teman som är av vikt vid planering av introduktionen. Dessa teman är (i) tydlighet, (ii) att lära känna kollegor och företaget, (iii) praktiskt och (iv) verklighetsbaserat. Utöver dessa teman grundar sig även studien i Bauers tankar kring introduktion och söker uppfylla att introduktionsprocessen når en enligt Bauer högre nivå.
Many organizations have some sort of onboarding process for their new employees. A successful onboarding process contributes to the new employees feeling at home at the organization as well as getting them up to speed quicker with what they are expected to do. For a large organization with multiple offices it can be a challenge to establish a clear and simple onboarding process for the new employee, which is also perceived as meaningful and achieves its objective. This study aims to investigate how the onboarding process for new employees can be planned during the first ninety days, in order to give the new employee a meaningful first time. This has been achieved through a pilot study that included interviews with managers and new employees at a consulting company. These interviews were analyzed by using relevant theories and previous research on the topic of onboarding. In combination with the relevant literature on that topic a concept proposal was developed for the onboarding process at this company. The study is based on educational theories that form the basis for a concept proposal, developed to enable good opportunities for new employees to learn and that provides a clear theme and consistency of the onboarding process. Furthermore the study investigates how this can be enabled or enhanced by digital means. The concept proposal contains possible solutions to provide for a successful onboarding process. From the results of the interviews we were able to distinguish four significant themes that are of importance when planning the onboarding. These themes are (i) clarity, (ii) become acquainted with colleagues and the company, (iii) practical matters and (iv) reality-based. In addition to these themes, the study is based on Bauer’s thoughts on onboarding and the study aims to fulfill that the onboarding process reaches a higher level according to Bauer.

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Eidėjutė, Veronika. „VADYBINIO PERSONALO ADAPTACIJOS SITUACIJA IR PROBLEMOS ŠIAULIŲ MIESTO DRAUDIMO PASLAUGŲ ĮMONĖSE“. Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_104658-21736.

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Magistro darbe išanalizuota ir susisteminta įvairių Lietuvos ir užsienio autorių teoriniai ir praktiniai metodai apie personalo reikšmės didėjimą organizacijoje bei adaptavimo formos, etapai ir procesai. Aprašyta Šiaulių miesto draudimo paslaugų įmonių vadybinio personalo adaptacijos situacija ir problemos. Šiam tikslui pasiekti atlikta temos operacionalizacija ir vadybinio personalo adaptacijos ir problemų Šiaulių miesto draudimo paslaugų įmonėse anketinės apklausos analizė. Parengtos tyrimo išvados ir pateiktos rekomendacijos. Patvirtinama autoriaus suformuluota mokslinio tyrimo hipotezė, kad Šiaulių miesto draudimo įmonių vadybinis personalas susiduria su adaptacijos problemomis. Magistro darbo apimtis 76 puslapiai, jame yra 9 lentelės ir 14 paveikslai.
This Master work is analyzing and systemizing various Lithuanian and Foreign countries authors’ theoretical and practical methods of increasing personal meaning and forms, stages and process of adaptation. Managerial staff adaptation‘s situation and problems of service of Siauliai insurance companies are described in this master work. To realize the purpose of Master work was made operationalization and managerial staff adaptation and problems analysis by the method of questioning, made Master work findings and recommendations. Hypothesis that there are problems of staff adaptation in managerial staff adaptation system in insurance companies in Siauliai, was confirmed. Amount of Master work is 76 pages, with 9 tables and 14 pictures.

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Bankel, Selma, und Tove Rosengren. „Onboardingprocessen under Covid-19-pandemin : en kvalitativ fallstudie kring introduktionen av nyanställda på distans“. Thesis, Högskolan Väst, Avd för företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16589.

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Under Covid-19-pandemin har organisationer fått ändra sina arbetssätt och allt fler anställda har fått arbeta hemifrån. Detta innebär även att nyanställda påbörjar sin anställning och introduceras till organisationen på distans, dvs. de genomgår onboardingprocessen på distans. Då pandemin startade för ungefär ett år sedan finns det begränsat med kunskap kring hur onboardingprocessen har påverkats och upplevts när den har genomförts på distans. Studiens syfte har varit att skapa kunskap kring hur introduktionen av nyanställda har påverkats och förändrats av distansarbete. Detta har skapats genom att undersöka hur nyanställda och introduktionsansvariga har påverkats av att introduktionen sker på distans. För att specificera syftet fokuserade frågeställningarna på att det var anställda från samma organisation som hade arbetat majoriteten av sin arbetstid på distans. Teorin bestod av tidigare forskning kring onboardingaktiviteter, organisations-kultur, socialisering och distansarbete. En fallstudiedesign valdes för den här studien. Urvalet baserades på ett antal kriterier som innebar att respondenterna befann sig i samma organisation och att de nyanställda hade arbetat minst tre månader och högst ett år i samma organisation. För att få en förståelse för upplevelsen av onboardingprocessen genomfördes kvalitativa semistrukturerade intervjuer med åtta respondenter, varav tre var onboardingansvariga och fem var nyanställda i en organisation. Efter intervjuerna transkriberades materialet som sedan blev till empiri för studien. Empirin från dessa intervjuer visade att när arbetet var på distans var det som nyanställd framförallt en utmaning att lära känna sina kollegor. Det var även svårt för de nyanställda att få en förståelse för organisationskulturen, vilket också stöds av teorin som menar att det kan ta lång tid att förstå organisationskulturen. Dessutom hade endast två av fem nyanställda fått en mentor från början av sin anställning och det visade sig att en mentor hade varit önskad. En analysmodell användes som grundade sig på en tidigaremodell av Bauer (2010) som kallas “The Four C’s” bestående av fyra nivåer som en framgångsrik onboardingprocess bör innehålla för nyanställda. Utifrån denna modell uppnådde organisationen den första nivån som innebar att de informerade om regler, lagar och policys, medan resterande nivåer endast delvis uppnåddes. Studien visar att tidigare använda onboardingaktiviteter fortfarande är aktuella, samt att mentorskap och den sociala delen är extra viktiga när onboardingprocessen sker på distans.
During the Covid-19 Pandemic, organizations have had to change the way they work, and more employees have had to work from home. This means that even new employees commence their employment remotely and are introduced to the organization remotely, meaning they go through the onboarding process remotely. Since the pandemic started approximately one year ago, there is limited research on how the onboarding process has been impacted and how the remote onboarding process has been experienced. This study’s purpose has been to create knowledge about how the onboarding of newemployees has been affected or changed during remote work. This has been created byexamining how new employees and those responsible for the onboarding have beenaffected by the onboarding process taking place remotely. To specify the purpose, the research questions were focused on employees from the same organization and who had worked the majority of their working hours remotely. The theory consisted of previous research around onboarding activities, organizational culture, socialization, and remote work. A case study design was chosen for this study. The selection of respondents was chosen through specific criteria’s, which included being from one organization, and the new employees had been working in the organization for a minimum of three months and not more than a year. To create an understanding of the experience of the onboardingprocess, qualitative semi-structured interviews were conducted with eight respondents, where three were in charge of the onboarding process, while the remaining five were new employees in the same organization. After the interviews, the material was transcribed and later became the empiricism for the study. The empiricism from these interviews showed above all that it was a challenge for the new employees to get to know their coworkers while working remotely. It was also difficult for the new employees to get an understanding of the organizational culture, this is supported by the theory as it shows that it can take a long time to understand the organizational culture. Additionally, there were only two out of five new employees who had a mentor from the start of the employment, and it was shown that a mentor would have been wanted. An analysis model was used, which was based on a previous model from Bauer (2010) called “The Four C’s” that consisted of four levels of what a successful onboarding process should consist of for new employees. Based on this model the organization reached the first level, which consisted of informing about rules, laws, and policies, while the remaining levels were partially achieved. The study shows that previous onboarding activities are still relevant, as well as mentorship, and the social aspect is extra important when the onboardingprocess is remote.

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Berggren, Ann. „Förebyggandet av hög personalomsättning: en kvantitativ analys av möjliga prediktorer för avsikten att lämna en organisation“. Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144304.

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Hög personalomsättning är ett kostsamt problem för organisationer. I försök att motverka problemet har forskare försökt hitta personalomsättningens orsaker. Arbetstagares avsikt att lämna en organisation har visat sig vara en viktig prediktor för omsättning och därför har forskare studerat orsaker till denna avsikt. Syftet med denna undersökning var att undersöka de prediktorer som tidigare forskning visat kan vara signifikanta för avsikten att lämna en organisation: socialiseringstaktiker; organisationsengagemang; övergripande rättvisa; och medarbetarbeteenden. Undersökningen som här genomförts bestod av 74 deltagare som hade jobbat på sin arbetsplats i max sex månader och rekryterades via tillgänglighetsurval. Datainsamlingen skedde genom en webbenkät med självskattningsformulär. En multipel regressionsanalys visade att övergripande rättvisa och investerande kontra fråntagande socialiseringstaktiker var signifikanta prediktorer för avsikten att lämna organisationen. På grund av att urvalet var ett relativt litet snöbollsurval utan stor varians i demografisk bakgrund bör inga stora slutsatser dras utifrån detta resultat, men resultatet kan inspirera till vidare forskning inom ämnet.

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Rise, Johanna, und Lina Bomke. „Stig ombord på det digitala skeppet - Hur påverkas organisationssocialiseringen av en digital onboardingprocess?“ Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44519.

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Vid varje nyanställning sker en introduktion för nyanställda, en så kallad onboarding. Onboardingprocessen är en viktig process som, om den genomförs korrekt, kan generera att nyanställda lättare förstår sin roll, får ökad motivation till dagligt arbete och känner en högre lojalitet till sina medarbetare. En effektiv onboardingprocess kan leda till en rad olika fördelar, bland annat ökad lönsamhet för företag. På grund av covid-19 har dessa processer behövts genomföras digitalt på distans. Denna studie undersöker fenomenet onboardingprocess och jämför den digitala onboardingprocessen med den fysiska onboardingprocessen. Syftet är att ta reda på vilka skillnader det finns i de två olika processerna och bidra med förståelse för vilka verktyg och kommunikationskanaler som med fördel kan användas. För att undersöka detta genomfördes sju semi-strukturerade intervjuer och en webbenkät. För att undersöka hur processen ser ut och struktureras upp genomfördes intervjuer med de som genomför onboardingen. För att vidare mäta uppfattningar från de som genomgår onboarding delades en webb-enkät. Insamlad data analyserades sedan med hjälp av en tematisk analys för den data som var kvalitativ och sambandsanalys för den data som var kvantitativ. Resultatet visade att strukturen i de olika onboardingprocesserna inte skiljde sig mycket. Däremot upptäcktes det att flera delar, såsom organisationssocialisering, var svårare att uppnå i den digitala onboardingprocessen. Det visade sig även att både för digitala onboardingprocesser samt för fysiska onboardingprocesser är handledning i form av bland annat mentorskap ett önskvärt och positivt verktyg för nyanställda. Dessa delar resoneras kring i diskussionen där både fördelar och nackdelar tas upp om samma teman. Detta gav slutsatsen om att de största bristerna vid den digitala onboardingprocessen på distans låg vid bristande verktyg som inte lyckas generera tillräckligt bra socialisering och tillhörighet för nyanställda. Med hjälp av teori och empiri ges förslag på hur företag kan tänka för att kunna förbättra deras onboardingprocesser. Det finns dock fler utvecklingsmöjligheter som tas upp i förslag till vidare forskning, där denna uppsats kan ligga som grund för undersökningsämnen.
At each new employment, there is an introduction for new employees, a so-called onboarding. The onboarding process is an important process which, if carried out correctly, can generate that new employees more easily understand their role, gain increased motivation for daily work and feel a higher loyalty to their employees. An efficient onboarding process can lead to a number of different benefits, including increased profitability for companies. Due to covid-19, these processes have had to be carried out digitally remotely. This study examines the phenomenon of the onboarding process and compares the digital onboarding process with the physical onboarding process. The purpose was to discover what differences there are in the two processes and contribute with an understanding of which tools and communication channels can be used to its advantage. To examine this, seven semi-structured interviews and an online survey were conducted. To investigate how the process is structured, interviews were conducted with those who carry out the onboarding. To further measure perceptions from those who undergo onboarding, a web survey was shared. Collected data were further analyzed using a thematic analysis and a correlation analysis. The results showed that the structure of the different onboarding processes did not differ much. However, it was discovered that several elements, such as organizational socialization, were more difficult to achieve in the digital onboarding process. It also turned out that supervision in the form of mentorship is a desirable and positive tool for new employees, both for digital onboarding processes and for physical onboarding processes. These parts are discussed in the discussion where both advantages and disadvantages are addressed on the same themes. The conclusion of the study was that the biggest shortcomings of the digital onboarding process were the lack of tools that do not succeed in generating good enough socialization and a sense of belonging for new employees. With the help of theory and empirical data, suggestions are given on how companies can think in order to improve their onboarding processes. However, there are more development opportunities that are addressed in proposals for further research, where this thesis can be the basis for research topics.

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Madaleno, Carolina Maria Frutuoso de Figueiredo Beja. „Acolhimento e integração de colaboradores na Restflight Lisboa“. Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/13981.

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Mestrado em Gestão de Recursos Humanos
O presente Trabalho Final de Mestrado é o resultado da realização de um estágio curricular na Restflight Lisboa, uma das empresas portuguesas pertencentes ao grupo Newrest. A hipótese de estagiar surgiu pela necessidade em consolidar e aplicar os conhecimentos adquiridos ao longo da componente curricular do Mestrado em Gestão de Recursos Humanos. Tratou-se de uma experiência bastante interessante e enriquecedora, uma vez que as atividades desenvolvidas - em especial nas áreas de Acolhimento e Integração - permitiram adquirir conhecimentos práticos e realísticos sobre os procedimentos e o modo de realizar determinadas tarefas em contexto empresarial. Relativamente à estrutura do relatório, o primeiro momento destina-se ao enquadramento teórico, que aborda as temáticas relativas à Socialização Organizacional e ao Acolhimento e à Integração Organizacional. Seguidamente, é contextualizado o grupo Newrest, bem como as suas empresas subsidiárias a atuar em Portugal, com especial destaque para a Restflight Lisboa; de igual modo, são descritas as atividades desenvolvidas durante o período de estágio. Por fim, é apresentada uma reflexão global sobre o contributo do estágio para o desenvolvimento pessoal e profissional, de forma crítica.
The current Final Master's Dissertation reports the internship carried out in Restflight Lisboa, one of the Portuguese companies belonging to the Newrest group. The opportunity to do the internship in Restflight Lisboa emerged from the need to consolidate and apply the knowledge acquired in the curricular component of the Master's Degree in Human Resource Management. It has been an interesting and enriching experience, which allowed me to acquire practical and realistic knowledge in a business context. Regarding the structure of this Report, in a first moment it is exposed a theoretical framework of Organizational Socialization, as well as Organizational Hosting and Integration. The Newrest Group is next presented, and also its companies operating in Portugal, with emphasis on Restflight Lisboa. Similarly, the activities developed during the internship period are described. Finally, a global reflection of the internship's contribution to personal and professional development is presented.
info:eu-repo/semantics/publishedVersion

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Shuker, Hussein, und Abdul Rami Hani. „Onboarding inom offentliga sektorn : En teoretisk onboardingmodell för nyanställda“. Thesis, Högskolan i Gävle, Avdelningen för industriell ekonomi, industridesign och maskinteknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-33180.

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Onboarding of new employees in the workplace is among the most important and at the same time the most overlooked process in managing human capital. Onboarding is the English term for the introduction as well as the socialization process in new employee development. Onboarding is important because organizations invest time and money to recruit new employees, and therefore cannot afford to have new employees fall into exclusion in the beginning of their careers. Important aspects of onboarding are to help organizations ensure that new employees become more involved in their work, improve their integration into the organization, strengthen their loyalty to the organization as well as reduce employee turnover. Today there are few studies of onboarding in the public sector. The purpose of this study is to first present a proposal for a theoretical model for onboarding for the public sector, then to study an existing onboarding process at Region Gävleborg and then to further develop the theoretical onboarding model. The study has fulfilled its purpose by developing a theoretical model based on theories of onboarding and socialization, models from the private sector, existing onboarding methods and an interview with an HR strategist from Region Gävleborg. The authors have also analyzed the raw data from Region Gävleborg's survey to gain a better understanding of new employees' experience of Region Gävleborg's onboarding. The study started with the development of a theoretical model, then an onboarding model for Region Gävleborg was developed based on mapping of the region's onboarding process. Subsequently, the theoretical model and the developed onboarding model were validated by Region Gävleborg's HR strategist. Furthermore, the study's first drafted theoretical model was compared with the Region Gävleborg’s model as well as an onboarding model from the private sector, which resulted in a further developed new theoretical model for onboarding in the public sector.
Onboarding av nyanställda på arbetsplatsen är bland det viktigaste och samtidigt den mest förbisedda processen vid hantering av humankapital. Onboarding är det engelska uttrycket för introduktion samt socialiseringsprocessen vid nyanställning. Onboarding är viktigt eftersom organisationer investerar tid och pengar för att rekrytera nyanställda och därför har organisationen inte råd med att nyanställda hamnar i utanförskap i början av karriären. Viktiga aspekter av onboarding att hjälpa organisationer att se till att nyanställda blir mer engagerade i sitt arbete, förbättra deras integration in i organisationen, förstärka deras lojalitet till organisationen samt minska personalomsättningen. Idag finns få studier om onboarding gällande den offentliga sektorn. Syftet med denna studie är att först presentera ett förslag till en teoretisk modell för onboarding för offentlig sektor sedan studera en existerande onboardingprocess hos Region Gävleborg och därefter vidareutveckla den teoretiska modellen för onboarding. Studien har uppfyllt sitt syfte genom att ta fram en teoretisk modell baserad på teorier om onboarding och socialisering, modeller från den privata sektorn, befintliga onboardingmetoder samt en intervju med HR-strateg från Region Gävleborg. Författarna har även analyserat rådata från Region Gävleborgs enkätundersökningar för att få en bättre förståelse av nyanställdas upplevelse av Region Gävleborgs onboarding. Studien inledes med att en teoretisk modell togs fram, sedan utarbetades en onboardingmodell för Region Gävleborg utifrån kartläggning av regionens onboardingprocess. Därefter validerades den framtagna teoretiska modellen och den utarbetade onboardingmodell av Region Gävleborgs HR-strateg. Vidare jämfördes studiens första utkast till teoretisk modell med Region Gävleborgs modell samt en onboardingmodell från den privata sektorn, vilket resulterades i en vidareutvecklad ny teoretisk modell för onboarding inom den offentliga sektorn.

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Nilsson, Sandin Per, und Ida Söderström. „Det digitala som landgång : En fallstudie om digital onboarding“. Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-183549.

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The purpose of the study was to investigate the conditions of new employees during a digital onboarding process and the effects the digital format have on the results of the onboarding process. We performed a qualitative case study with semi-structured interviews. The study was conducted in an IT department in the public sector that worked consciously with a formal onboarding structure and whose work was mainly carried out remotely during COVID-19. We found that the organization succeeds well in communicating resources and information about the organization digitally and that the biggest challenges lay in communicating organizational culture, social connections and informal knowledge in distributed work. When new employees find it difficult to create interpersonal connectivity, they lose informal knowledge and social support that had been available for on-site work, which also leads to difficulties in understanding the organizational culture. Based on our results, we recommend increased work with social meeting points to enable interpersonal connectivity and informal information exchange, compilation of common systems, programs and abbreviations for new employees to more quickly understand the organization's language, increased work with pre-onboarding to use the important first time to strengthen employee experience and more opportunities for concrete practice together with, for example, a mentor or colleagues to more quickly acquire knowledge and get a clearer picture of what is expected in the new work role and informal knowledge in distributed work.

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Henriquez, Tatiana. „Analyse du processus d'adoption d'une nouvelle forme de vente : contribution de la socialisation organisationnelle“. Phd thesis, Université de Bourgogne, 2013. http://tel.archives-ouvertes.fr/tel-00983368.

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Cette thèse porte sur l'analyse du processus d'adoption par le client d'une innovation commerciale. Plus particulièrement, elle étudie le rôle de la Socialisation Organisationnelle du Client sur le lien entre la Satisfaction Relationnelle et la Fidélité client à une nouvelle forme de vente. Dans cette optique, nous avons réalisé une étude exploratoire dans le but d'identifier les variables favorisant le succès d'une innovation commerciale ainsi que le processus d'adoption et d'apprentissage d'une innovation commerciale. La particularité de notre démarche réside dans le fait d'avoir interrogé différents segments de clients (et de non clients) mais aussi d'avoir observé les collaborateurs d'un DRIVE (Click&Carry). La première partie aboutit ainsi à une modélisation de l'adoption d'une innovation commerciale que nous testons dans la deuxième partie auprès de clients et d'employés. De plus, nous mettons en relation l'extraction des données de consommation des clients interrogés avec les données déclaratives issues des clients et des employés de contact.Les résultats de la recherche corroborent le rôle modérateur de la Socialisation Organisationnelle du Client (SOC) et de la Perception de la Socialisation Organisationnelle de l'Employé (PSOE), leur rôle variant en fonction du type d'innovation commerciale observée. Il en va de même au sujet du lien entre la Socialisation Organisationnelle de l'Employé (SOE) et, la Socialisation Organisationnelle du Client (SOC) d'une part, et, d'autre part, la Perception de la Socialisation Organisationnelle de l'Employé (PSOE), bien qu'il ne s'agisse que d'une démarche exploratoire

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Bùi, Thị Hồng Thái. „Conduites de socialisation organisationnelle des jeunes diplômées vietnamiennes : rôle de l'autoreprésentation des rôles des femmes, des attentes de rôles professionnels perçues de la part des employeurs et du sens du travail“. Thesis, Toulouse 2, 2012. http://www.theses.fr/2012TOU20146/document.

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Cette recherche s’inscrit dans le champ de la psychologie sociale du travail et des organisations. Elle s’intéresse aux conduites de socialisation organisationnelle des jeunes diplômées vietnamiennes. Adoptant une approche systémique et constructiviste, nous considérons que chaque individu au travail est un « sujet actif parce que pluriel et prospectif » dans son processus de socialisation et de personnalisation. Dans une visée exploratoire, nous cherchons à montrer que les conduites de socialisation des jeunes diplômées vietnamiennes ne sont pas uniquement déterminées par leurs caractéristiques socio-biographiques et leurs contextes organisationnels, mais qu’elles sont aussi orientées par leur activité psychologique de signification du travail. Après une enquête exploratoire par entretien, une enquête extensive par questionnaire nous a permis d’interroger 435 jeunes femmes diplômées à partir du niveau Maîtrise, dans une pluralité de domaines de travail. L’analyse des résultats permet tout d’abord d’établir une typologie des jeunes diplômées vietnamiennes. Les caractéristiques socio-biographiques de chacune des 4 classes dégagées, sont en relations significatives avec les différentes conduites de socialisation organisationnelle étudiées. A l’analyse de ces premiers constats, le contexte socio-économique et culturel dans la transition du travail et de l’emploi au Vietnam nous semble toujours constituer un « déterminant collectif » prégnant des conduites individuelles des travailleurs. Les résultats montrent, en outre, le poids important des processus axiologiques qui sont en jeu dans l’activité de nos sujets, notamment l’influence du sens du travail sur les processus d’évaluation par les sujets, des effets de leur activité de travail. En plus d’une contribution pour décrire les conduites au travail des jeunes diplômées vietnamiennes actuelles, ces résultats permettent de formuler des recommandations tant au niveau théorique qu’au niveau pratique. Au niveau théorique, ils invitent, entre autres, à enrichir la notion de « sujet pluriel » dans une même sphère professionnelle que la littérature n’aborde pas encore. Au niveau pratique, ils amènent à des propositions en matière de formation et d’orientation professionnelle pour faciliter l’insertion professionnelle des jeunes vietnamiennes ainsi que des jeunes vietnamiens
This research is in the field of social psychology of work and organizations. It is interested in behavior organizational socialization of graduated Vietnamese young women. Adopting a systemic and constructivist approach, we think each person at work is « an active subject because plural and prospective » in his process of socialization and personalization. In an exploring view, we try to show that the socialization behaviours of young Vietnamese graduated are not only determined by their socio-biographical characteristics and their organizational contexts but also oriented by their psychological activity of meaning of work. After an exploratory investigation by interview, an extensive survey with questionnaire allowed us to inquire 435 young women graduates, from Master of Arts level, in a multiplicity of work spheres. First, the analysis of the results, allows establishing a typology of young Vietnamese graduates. The socio-biographical characteristics of the 4 classes are in significant relationships with the various behaviours of organizational socialization. When analyzing those first results, it seems that socio-economic and cultural context in the transition of labour and employment in Vietnam, stay a « collective determinant » for individual behaviours of workers. In addition, the results show the importance of axiological processes which are involved in the activities of our subjects, including the influence of the meaning of work, on the evaluation process by the subjects of the effects of their work activity. Over the contribution to describe the working behaviours of young graduates Vietnamese, these results provide recommendations both at a theoretical and at a practical level. At the theoretical level, they invited to enrich the notion of « plural subject » in the same professional sphere as literature doesn’t approach yet. Practically, they lead to propose training and professional guidance to make easier the professional insertion of young Vietnamese women and men
Thuộc chuyên ngành Tâm lí học lao động và các tổ chức, luận án này nghiên cứu các hành vi xã hội hóa nghề nghiệp của nữ trí thức trẻ Việt Nam. Vận dụng « tiếp cận hệ thống và xây dựng », chúng tôi cho rằng mỗi cá nhân là một « chủ thể tích cực vì sự xã hội hóa đa dạng và hướng đến tương lai » trong quá trình xã hội hóa và cá thể hóa. Trong khuôn khổ một nghiên cứu mở đường, chúng tôi muốn chỉ ra rằng các hành vi xã hội hóa nghề nghiệp của nữ trí thức trẻ Việt Nam không chỉ phụ thuộc vào những đặc điểm cá nhân - xã hội và đặc điểm của môi trường lao động mà họ thuộc về, mà chúng còn được định hướng bởi đặc điểm tâm lí của nữ trí thức và ý nghĩa của công việc đối với họ. Từ phỏng vấn bán cấu trúc ban đầu, chúng tôi đã làm điều tra mở rộng bằng bảng hỏi trên 435 khách thể, là những nữ lao động có trình độ từ Đại học trở lên, trong nhiều lĩnh vực nghề nghiệp khác nhau. Các kết quả thu được cho phép thiết lập một hệ thống phân loại các nữ trí thức thành 4 nhóm. Những đặc điểm cá nhân xã hội của 4 nhóm trí thức này có mối quan hệ có ý nghĩa với hành vi xã hội hóa nghề nghiệp của họ. Từ những phân tích ban đầu, chúng tôi nhận thấy hoàn cảnh kinh tế, xã hội và văn hóa trong sự chuyển đổi lao động và việc làm ở Việt Nam luôn có ảnh hưởng mạnh mẽ đến hành vi của người lao động. Bên cạnh đó, các kết quả cũng chỉ ra sự ảnh hưởng của các giá trị cá nhân đến hoạt động của chủ thể, đặc biệt là ảnh hưởng của ý nghĩa của công việc tới cách đánh giá hiệu quả hoạt động của chủ thể. Ngoài những đóng góp vào việc mô tả hành vi nghề nghiệp của nữ trí thức trẻ Việt Nam, kết quả nghiên cứu cũng cho phép chúng tôi đưa ra những kiến nghị cả về mặt lý thuyết lẫn thực tiễn. Về lí thuyết, các kết quả này mở ra việc bổ sung vào khái niệm « chủ thể đa dạng » không chỉ trong mối tương quan với các mặt khác nhau của đời sống là cuộc sống gia đình, cuộc sống nghề nghiệp, cuộc sống cá nhân và cuộc sống xã hội mà người lao động trẻ Việt Nam còn thể hiện là một « chủ thể đa dạng » ngay trong cuộc sống nghề nghiệp khi họ một lúc làm nhiều công việc. Điều này chưa được lý thuyết về xã hội hóa nghề nghiệp đề cập đến. Về mặt thực tiễn, luận án hướng đến những kiến nghị liên quan đến đào tạo và hướng nghiệp để làm thuận lợi quá trình gia nhập vào đời sống nghề nghiệp của giới trẻ Việt Nam

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Kamning, Kamwa Pascaline. „La socialisation organisationnelle des salariés : une approche relationnelle“. Thesis, Montpellier 3, 2020. http://www.theses.fr/2020MON30029.

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Les travaux en socialisation organisationnelle (SO) au cours des cinq dernières décennies ont davantage été focalisés sur l’approche organisationnelle (Van Maanen et Schein, 1979), individuelle (Louis, 1980)et interactionniste (Reichers, 1987). Quant à l’approche relationnelle, certaines recherches ont considéré les relations avec les agents socialisateurs, comme source d’informations pour les nouveaux salariés (NS)(Bauer et Green, 1998 ; Morrison, 1993), et rarement comme étant une « relation » qui suppose une dynamique, et dans une certaine mesure une réciprocité entre les acteurs (Coyle-Shapiro, et Shore, 2008)..Les relations des nouveaux salariés jouent un rôle clé dans la SO des NS, non seulement pou rl’information qu’elles fournissent (Ostroff et Kozlowski, 1992), mais aussi comme principale source de soutien social (Bauer et Green, 1998). Toutefois, les relations de travail peuvent rendre le processus de SO stressant et difficile (Kammeyer-Mueller et al. 2013, Lapointe, 2013). Nous inscrivons notre recherche dans cette approche, et avons pour ambition de comprendre le rôle des relations de travail dans la SO des NS et ses conséquences. De ce fait, nous nous servons du contrat psychologique (Rousseau,1989) et de la théorie de la conservation des ressources (Hobfoll, 1989) pour saisir les attentes et obligations réciproques dans le cadre des relations de travail, et les conséquences en termes de gain ou de perte de ressources. La démarche qualitative fondée sur une étude de cas multiples nous permet de répondre à nos questions de recherche. Ainsi, nous avons retenus cinq cas d’entreprise en contexte camerounais et avons mené des entretiens semi directifs auprès de 69 nouvelles recrues, et 8 représentants organisationnels. L’analyse des données s’est faite par le biais d’une analyse de contenu thématique(Miles et Huberman, 2003) grâce au logiciel NVIVO 12. Les résultats révèlent que les relations au travail/hors travail ou leur absence conduisent à l’accumulation ou à la perte des ressources personnelles,relationnelles, et organisationnelles. Les ressources spirituelles semblent inépuisables et très utiles en contexte de perte de ressources pour les NS. Les contributions de notre thèse résident principalement dans la mise en exergue d’une typologie des nouveaux salariés socialisées et de la dynamique des ressources qu’ils mobilisent dans les relations de travail
Work in organizational socialization (OS) over the past five decades has focused more on theorganizational (Van Maanen and Schein, 1979), individual (Louis, 1980) and interactionist approach(Reichers, 1987). As for the relational approach, some research has considered relations with socializingagents, as a source of information for new employees (NE) (Bauer and Green, 1998; Morrison, 1993),and rarely as a "relation". which supposes a dynamic, and to a certain extent a reciprocity between theactors (Coyle-Shapiro, and Shore, 2008). New employee relationships play a key role in NE socialization,not only for the information they provide (Ostroff and Kozlowski, 1992), but also as a primary source ofsocial support (Bauer and Green, 1998). However, work relationships can make the process of OSstressful and difficult (Kammeyer-Mueller et al. 2013, Lapointe, 2013). We fit our research into thisapproach, and we aim to understand the role of labor relations in new employee socialization and itsconsequences. Therefore, we use the psychological contract (Rousseau, 1989) and the theory of resourceconservation (Hobfoll, 1989) to understand the reciprocal expectations and obligations in the context oflabor relations, and the consequences in terms of gain or loss of resources. The qualitative approachbased on a multiple case study allows us to answer our research questions. Thus, we selected five businesscases in the Cameroonian context and conducted semi-structured interviews with 69 new recruits, and 8organizational representatives. Data analysis was done through thematic content analysis (Miles andHuberman, 2003) using NVIVO 12 software. The results reveal that work / non-work relationships ortheir absence lead to accumulation or loss of personal, relational, and organizational resources. Spiritualresources seem inexhaustible and very useful in the context of loss of resources for NE. The contributionsof our thesis mainly lie in highlighting a typology of new socialized employees and the dynamics of theresources they mobilize in labor relations

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Lin, Shin –Jhao, und 林杏昭. „A Study of the Relationship between Employee Workplace Friendship and Employee Socialization“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/21660315749907921041.

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碩士
大葉大學
管理學院碩士在職專班
100
Both employees’ workplace friendship and organizational socialization are important factors of an organization. The purpose of this study was to verifythe relationship between workplace friendship and organizational socialization. The main hypothesis was that workplace friendship influenced organizational socialization. This study is based on questionnaire survey through electronics technology industry staffs in Taiwan. 302 valid questionnaires were gathered and put into the analysis. According to the results , workplace friendship is significant positively related to organizational socialization. Then, it still stated that the other six parts are also related between workplace friendship and organizational socialization. In other words, there were six elements which support the constructions: history, language, politics, organizational goals and value, performance proficiency and people. Implica-tions for further research and merger management are discussed.

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Ya-Fang, Chen, und 陳雅芳. „The Study on Socialization for Travel Agent employee“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/19112492575507368095.

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碩士
雲林科技大學
休閒運動研究所碩士班
96
The essential of socialization is the process that travel agent employee adjust themselves to adapt to the organization.Qualitative research method is used to collect data,and through literal accounts,analysis of the interview,employee,s experiences can be concluded. The result indicates that scale size of Taiwan current travel agency, the travel agency can be divided into four major types about:large comprehensive travel agency(more than 100 people), large Grade-A travel agency(about 30~50 people), medium small scaled comprehensive travel agency(about 30~50 people) and medium small scaled Grade-A travel agency(about 5~15 people).Travel agent employee,s socialization processes totally can be divided into four stages: first stage is the previous socialization, this stage belonged to medium small scaled Grade-A travel agent employee of embryonic period, expect to much introduce through the friend and have contact with travel agency from the employee at this time; comprehensive and large Grade-A travel agent employee are an initial contact way through the job bank from the operator. Second stage is before socialization, this stage is a superior evaluation and select from the employee,s process, and from the employee,s personal resource, personal characteristic, personal ability display, both the process that evaluate mutually.The third stage is the socialization process, lack of pre-work training more from the employee at this stage, most medium small scaled comprehensive and Grade-A travel agent employee are through the on-the-job training learning of"teacher and pupil system";large comprehensive and Grade-A travel agent employee are through profession of having a class and training process learning ,and this stage still needs to adapt to superior and peers'' relationship with customer from the employee;the fourth stage is after being the socialization,personal relation is the key to affect the decision of Grade-A travel agent employee; personal relation and the company develops a potential also affect the decision of large comprehensive and large Grade-A travel agent employee .In addition,this research also discusses the problems with Grade-A Travel Agent,s recruit,and proposes some suggestions.

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You, Hsieh Min, und 謝旻祐. „The study of relationship between employee socialization and organizational citizenship behaviors“. Thesis, 2008. http://ndltd.ncl.edu.tw/handle/39469443878423892517.

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碩士
中國文化大學
國際企業管理研究所
96
This purpose of the study is to examine the relationship between employees so-cialization and organizational citizenship behavious.And employees have four dimen-sion, we also analysis relationship between them and organizational citizenship behavi-ous. 5 findings are summarized as followed: 1.The more employees socialization,the more organizational citizenship behaviors will show up . 2.The level of training recived is higher, the relationship between organizational citi-zenship behaviors will be increased. 3.The level of understanding of their jobs and company policies is higher, the relation-ship between organizational citizenship behaviors will be increased 4.The level of coworker support is higher, the relationship between organizational citi-zenship behaviors will be increased. 5.The future prospect is higher, the relationship between organizational citizenship be-haviors will uncertain be increased.

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Adagbon, Gloria. „Multilevel marketing : the paradox of autonomy /“. 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR31974.

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Thesis (M.A.)--York University, 2007. Graduate Programme in Social Anthropology.
Typescript. Includes bibliographical references (leaves 140-143). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR31974

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Pinto, Maria Madalena Pestana Faria de Campos. „Internal communication and employee engagement: Integration plan for do it better“. Master's thesis, 2019. http://hdl.handle.net/10071/19633.

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Nowadays, companies have started to pay more attention to their human resources, looking at them as an internal market, which they should seek to satisfy in the first place. Thus, they should use internal marketing and communication techniques that will help them build an employer branding strategy, with the intention of creating a positive image of the organizational environment in the employees’ perspective, as well as generating greater commitment and involvement between both parties. These strategies should be implemented from the first contact employees have with their company, during their onboarding process. In this context, this project aims to develop an integration plan for new employees at Do It Better, a certified professional training center. Therefore, we used different methods for collecting information, including a semi-structured interview, two survey questionnaires (internal and external), and the analysis of internal and external statistical data. In the services marketing-mix, a six-step integration plan was proposed, defining the items that would be included in it, as well as how it would be implemented in the company.
Atualmente, as empresas têm vindo a dar maior importância aos seus recursos humanos, olhando para estes como um mercado interno que devem procurar satisfazer em primeiro lugar. Deste modo, devem usar técnicas de marketing e comunicação interna que as ajude a estabelecer uma estratégia de "employer branding", tendo como objetivo criar uma imagem positiva da empresa na perspetiva dos colaboradores, bem como de gerar um maior compromisso e envolvimento entre ambas as partes. Estas estratégias devem ser implementadas desde o primeiro contacto que os colaboradores têm com a empresa, durante o processo de integração. Neste âmbito, o presente projeto tem como objetivo desenvolver um plano de integração para novos colaboradores para a Do It Better, centro de formação certificada profissional. Para tal, recorreu-se a diferentes métodos para a recolha de informação, entre os quais uma entrevista semiestruturada, dois questionários por inquérito (um interno e um externo) e a análise de dados estatísticos internos e externos. No marketing-mix de serviços, foi proposto um plano dividido em seis passos, onde se definiram os itens que seriam incluídos, bem como a forma como este seria implementado na empresa.

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Lan, Chen Meng, und 陳孟蘭. „The Concerning Research of the Relationship Between Employee Socialization、Corporate culture and Job satisfaction“. Thesis, 2005. http://ndltd.ncl.edu.tw/handle/12966719108605422721.

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碩士
中國文化大學
國際企業管理研究所
93
The research is concerning about the relationship between employee socialization, corporate culture and job satisfaction. The independent variable is employee socializa-tion, and the dependent variable is job satisfaction; the moderate variable is corporate culture：the mission culture, adaptability culture, clan culture and bureaucratic culture. We use factor analysis to divided employee socialization into three dimensions: people relationships, performance proficiency, organizational goals and values. The research results were as below: Employee socialization and Job satisfaction had significant differences. Corporate culture and Job satisfaction had significant differences. Socialization and job satisfaction in different styles of the corporate culture had significant differences.

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Tseng, Chen-Yi, und 曾振儀. „The Study on Organizational Socialization and Job Satisfaction for Travel Agent Employees“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/35064455502531044542.

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碩士
康寧大學
休閒管理研究所
103
The purpose of this study is to explore the relationship between the organizational socialization and job satisfaction of travel agent employees. A questionnaire survey was adopted in this study. A total of 388 valid samples were obtained. Through analysis of the results, the following conclusions were drawn: 1. The majority of the travel agent employees were male. Over 60% were aged 29 years old (or less), over 60% were unmarried and over 90% were university graduates. Most of them had annual incomes of 250,000NTD (or less). Class A travel agent comprised the majority. The majority worked as internal staff and most fell under less than three years of service. 2. The travel agent employees showed significant differences in different demographic background variables and organizational socialization. 3. The travel agent employees showed significant differences in different demographic background variables and job satisfaction. 4. The organizational socialization and job satisfaction of travel agent employees showed a significant correlation. 5. The organizational socialization of travel agent employees had a significant impact on job satisfaction. This study gained an insight into the organizational history of travel agent employees. On the other hand, the situations of different background variables in terms of organizational socialization and job satisfaction were compared, while the correlation between organizational socialization and job satisfaction was discussed. The research results are expected to serve as a reference for travel agent operators in training professionals in the future and a basis for travel agent employees’ adaption to work and on-job training activities.

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Yien, Jui-Mei, und 顏瑞美. „Using DEMATEL to Explore the Key Success Factors for Organizational Socialization of Newly Employed Nurses“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/fp275g.

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碩士
美和科技大學
護理系健康照護碩士班
107
Many new nurses resign during their transition period of organizational socialization in hospitals, but little is known about the key factors that influence the retention of new nurses. To investigate the most influential factors that affect the organizational socialization, this study makes suggestions for how transition education programs can be improved. The performance of the organizational socialization can be measured by many indicators, but it is difficult to improve them simultaneously due to the limited resources. A feasible way is to identify the central and influential indicators to improve transition education program in a stepwise manner. In this study, we propose an evaluation model to identify key success indicators for holistic new nurse transition education. First, through integrating literature review and an expert panel, various assessments of key indicators provided are modeled. Then, the decision making trial and evaluation laboratory (DEMATEL) technique is adopted to build an interactive network and visualize the causal relationships between the evaluation indicators. Finally, an empirical case study is provided to demonstrate the proposed approach for improving the organizational socialization. The results show that “job skills”, “workflow”, “training process”, “standardized operating procedures”, “favorable interaction”, “work adaption”, and “experience exchange” play important roles in performance evaluation of organizational socialization. The proposed decision making approach could be considered as a reference for nursing administrators to enhance the performance of their new nurse training.

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Wei, Chuan-Yen, und 魏傳諺. „The Effects of Socialization Tactics on Employees' Adjustment: Proactive Personality as a Moderator“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/shw5fh.

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碩士
東吳大學
心理學系
101
The purpose of this study is to examine effects of organizational socialization tactics on employees’ turn over intention and organization commitment. The study also tried to verify the validity of western organization socialization models in Taiwan organizations. Method: Self-reported internet survey technique is used in the study and 220 valid samples are collected from current employees who had full-time jobs. In this study, researcher verified the employees’ perceptions of types of organizational socialization tactics that provided by organizations. I attempted to examine whether employees’ role clarity, self-efficacy, and social acceptance mediated the relationships between organizational socialization tactics and employees turn over intention and organization commitment. I also examined the moderating effect of proactive personality on the relationships between socialization tactics and the mediators. Results summarized below. (1) Employees would have higher extent of role clarity, self-efficacy, and social acceptance if they perceived higher institutional socialization tactics. (2) The content tactics had no mediated effects on turn over intention and on organizational commitment via role clarity. (3) The content tactics had negative effect on turn over intention via self-efficacy. (4) The social aspects tactics had negative effects on turn over intention and on organizational commitment via social acceptance. (5) Proactive personality could not moderate the relationship between socialization tactics and their mediators.

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Zhuang, Ruo-Yu, und 莊若妤. „The Association between Organizational Socialization Tactics and Person-organization Fit: Employee Manifest Needs as a Moderator“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/81895124876588887726.

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碩士
國立臺灣師範大學
科技應用與人力資源發展學系
99
On the field of organizational socialization tactics, the focus of employee individual differences has been discussed a lot these years, yet employee manifest needs, which also an important one, are not been discussed well. Therefore, the current study examined the linkage between organizational socialization tactics and person-organization (P-O) fit and examined the moderating influence of employee manifest needs, including need for achievement, need for affiliation, need for autonomy and need for dominance. Using cross-sectional design and a web-based self-reported questionnaire, the participants were given to a website and finished the questionnaire. Results from a sample of 202 full time employees (mean tenure were 15 months) in Taiwan revealed a positive relationship between organizational socialization tactics and P-O fit. However, the association between firm’s socialization tactics and P-O fit was facilitated by need for achievement and need for affiliation that employee’s motivational needs or drives on their work-related behaviors. The results support the importance of an institutionalized socialization tactic and the importance of individual difference and the application for practice are discussed below.

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„The role of information seeking behaviour in the organizational socialization process of Chinese employees“. 1998. http://library.cuhk.edu.hk/record=b5889655.

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by Tsang Pik Lan.
Thesis submitted in: December 1997.
Thesis (M.Phil.)--Chinese University of Hong Kong, 1998.
Includes bibliographical references (leaves 90-99).
Abstract also in Chinese.
TABLE OF CONTENTS --- p.ii
LIST OF APPENDICES --- p.iv
LIST OF TABLES --- p.v
LIST OF FIGURES --- p.vi
ABSTRACT (English) --- p.vii
ABSTRACT (Chinese) --- p.ix
Chapter
Chapter I. --- INTRODUCTION --- p.1
Chapter II. --- Organizational Socialization --- p.3
Definition: Organizational socialization as a process --- p.3
Organizational socialization studies - The stage approach --- p.5
Organizational socialization studies - The contextual approach --- p.8
Outcomes of organizational socialization --- p.15
Conclusion --- p.15
Chapter III. --- Proactive information seeking behaviour in organizational socialization --- p.18
Individual factors affecting the information seeking behaviours --- p.18
Types of information --- p.22
Sources of information --- p.23
Forms of information seeking --- p.23
Past studies in proactive information seeking behaviours --- p.25
Conclusion --- p.30
Chapter IV. --- Personality dimensions and proactive information seeking behaviours --- p.33
Research in personality --- p.33
Five-factor model (FFM) in personality --- p.36
FFM as personality measures --- p.39
FFM and proactive information seeking behaviours --- p.42
Conclusion --- p.46
Chapter V. --- Research framework and hypotheses --- p.48
Conceptualization for the proactive information seeking behaviours --- p.48
Antecedents of proactive information seeking behaviours: Particular personality dimensions --- p.51
Proactive information seeking and organizational socialization outcomes --- p.56
Pilot study --- p.60
Chapter VI. --- Methods and results --- p.65
Samples --- p.65
Measures --- p.67
Data Collection --- p.69
Statistical Analysis --- p.69
Descriptive Statistics of the two samples --- p.70
Dimensionality of the proactive information seeking behaviours scale --- p.71
The measurement model and proposed relationships --- p.72
Conclusion --- p.72
Chapter VII. --- Discussion and Conclusion --- p.74
Conceptual implications --- p.74
Managerial implications --- p.82
Directions for future research --- p.83
Conclusion --- p.87
REFERENCES --- p.90

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