Organizational Entry: An Investigation of Newcomer Communication Behavior and Uncertainty

This study tests an uncertainty model of organizational assimilation assimilation that views assimilation as an active process involving both organizational attempts to form the newcomer (socialization) and the newcomer's efforts to influence the organization (individualization). Results showed...

Full description

Saved in:
Bibliographic Details
Published in:Communication research 1995-02, Vol.22 (1), p.54-85
Main Authors: MIGNEREY, JAMES T., RUBIN, REBECCA B., GORDEN, WILLIAM I.
Format: Article
Language:English
Subjects:
Communication Behavior
Communication Research
Higher Education
Interpersonal Communication
Interpersonal Relationship
Job Performance
Newcomers
Organizational Behavior
Organizational Theories
Social psychology
Uncertainty Reduction
Citations: Items that this one cites
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:This study tests an uncertainty model of organizational assimilation assimilation that views assimilation as an active process involving both organizational attempts to form the newcomer (socialization) and the newcomer's efforts to influence the organization (individualization). Results showed that during organizational entry, socialization tactics as well as communication traits, attitudes, and values influence information / feedback-seeking behaviors, which then result in higher attributional confidence and lower role ambiguity. Organizational commitment, communication satisfaction, and role orientation likewise are influenced by organizational and individual antecedents, which then affect information-seeking behavior. Newcomers who actively sought information and became critically involved during early employment were more likely to assume an innovative role profile within the organization.
ISSN:0093-6502
1552-3810
DOI:10.1177/009365095022001003