Organizational Socialization Essay

Organizational socialization: The relationship between learning domains and turnover

When a newcomer to an organisation joins it is often a troublesome experience for both of the parties involved. This is largely due to the steep learning curve required for an individual to learn the knowledge, skills and norms required to be an effective member of the team, this critical period is often over presented with a looming chance that the individual may leave at any time. This process of change is referred to as organisational socialisation (OS).(Field & Coetzer, 2008)

As previously mentioned, OS is an incredible costly process for both of the parties involved for employers this cost is largely In a financial sense . For instance, (Rollag et al.,

For instance, opportunistic tactics which are behaviors that rely upon observing or attending experiences in order to gain information. On the other hand, shared tactics are those that require direct social contact for instance Agarwal, Datta, Blake-Beard, and Bhargava (2012) suggests that quality social exchanges between a newcomer’s supervisors and colleagues are correlated positively with innovative work behaviors and negatively with intent to quit. The final set of tactics are self-determined tactics which rely upon the individual’s choices and cognition, to which includes features like remodelling and

This includes aspects like peer relationships, team’s perceptions as well more specific aspects like how well an individual gets along with those within their social environment. A Good example of this is in Gao (2011) which provides evidence that job satisfaction may be positively correlated with perceptions of co-worker support, which in turn was negatively associated with intent to leave. Therefore, to summarize, the social learning domain is defined by the social aspects of the