New-hire paperwork Spend half or more of the first day doing it Typically completed at home after signing the offer; legally, however, employment verification is only required on the first day Spend the first day meeting people, not filling out forms 2. Email account, job-specific software applications Need to ask multiple people to get what they need List of accounts provided, applications pre-installed Begin training and familiarization right away 5.
Features the assignment of a new employee to a veteran employee. The veteran or mentor shows the new employee how to do the technical parts of the job and the nature of social relationships in the organization.
Also referred to as mentoring. Includes the socialization processes of recruitment, internships, and the use of screening and selection devices.
A person who represents a company that is trying to attract potential new employees; often comes to a college or university campus to interview students.
Extremely easy or extremely difficult tasks during the early employment period; can cause a person to question his or her self-image, making the person ready for change by the organization. Also referred to as upending experiences. Includes the socialization processes of indoctrination programs, training programs, and debasement experiences.
Enacts the behavior according to the focal person's perception of it. See also received role. Emphasizes inward movement into the heart of the organization's culture.
Such programs teach the organization's formal rules and procedures. Organizations use such programs when they view rules and procedures as pivotal role behavior. Can help a person develop realistic expectations about future employment with that company. Company advertising for its job openings.
The new employee has acquired the norms, values, and required behaviors that the organization considers important. A role sender communicates information about a role behavior to a focal person, who then enacts the role behavior as he perceives it; the role sender perceives the behavior and responds with reinforcement or sanctions.
Includes written tests, oral interviews, and job simulations.
Can improve the fit between the individual and the organization. People with low self-efficacy adopt a custodial response. People high in self-efficacy adopt innovative responses. Used to develop skills that an organization views as important to a job; can also convey the values and norms of the organization.
An organization wants a new employee to discard some or all aspects of the person's old self-image. The chapter opens with a discussion of roles, role behavior, and how role episodes define a person's expected behavior in an organization.
It includes a discussion of the boundary transitions people experience as they move through an organization and career. Socialization is presented as a series of stages, each of which has its own socialization processes and results.
This chapter's purpose is to inform the reader of what to expect when first considering an organization as an employer and the dynamics of the socialization process over time.
The chapter also describes some limited aspects of careers, because different aspects of socialization are experienced as one's career unfolds. Learning Goals After reading this chapter, you should be able to Explain organizational socialization as a process that communicates an organization's culture.
Distinguish among roles, role behaviors, and boundary transitions. Discuss role episodes and their importance in organizational socialization. Describe each boundary transition and its role in the socialization process. Explain the stages of organizational socialization and how they repeat during a work career.
Discuss individual differences in organizational socialization. Compare the socialization issues in expatriate and repatriate adjustment. Analyze the ethical issues in organizational socialization.A meta‐analytic path analysis with k = 52 studies and sample size of roughly 17, showed that enhanced perceptions of organizational honesty is the primary mechanism by which realistic job previews (RJPs) influence voluntary turnover.
This suggests revisions to RJP theory to incorporate social exchange and the way RJPs lead individuals to feel about the organization. Realistic Job Preview in that the Scored Plant Tour is a selection measure: Both the candidate and the organization are acquiring information about the other party in order to make an informed choice.
2 Explain the difference between a learning orientation and a performance orientation. 3 Explain how learning styles differ. 4 Describe the four different types of fit.
5 Describe psychological contracts and the role they play in organizations. 6 Explain how realistic job previews can be used to support psychological contracts.
Realistic job previews are hypothesized to influence job satisfaction and voluntary turnover in one or more of the following ways (Breaugh, ; Suszko and Breaugh, ).
First RJPs may "vaccinate" applicants against the negative aspects of actual organizational life . Realistic Job Previews (RJPs) RJPs are developed by States to present current and potential child welfare workers with a balanced view of the rewards and demands of child welfare positions.
This area of the Gateway features RJP videos and supplemental materials from different states. There are five theories that help explain why RJPs should be effective.
One of these theories is called matching (Wanous, ), and suggests that the degree of match be- Why realistic job previews work is not fully understood. But, the theories provide RJPs affect job turnover. In conclusion, the empirical evidence sug-.