Organizational socialization: Its contents and consequences

Content dimensions of the socialization domain are defined in order to determine relationships between learning particular features of a job/organization and the process and outcomes of socialization. Six socialization dimensions - performance proficiency, politics, language, people, organizational...

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Bibliographic Details
Published in:Journal of applied psychology 1994-10, Vol.79 (5), p.730
Main Authors: Chao, Georgia T, O Leary-Kelly, Anne M, Wolf, Samantha, Klein, Howard J, Garnder, Philip D
Format: Article
Language:English
Subjects:
Behavioral sciences
Discriminant analysis
Organizational behavior
Psychological aspects
Socialization
Studies
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Summary:Content dimensions of the socialization domain are defined in order to determine relationships between learning particular features of a job/organization and the process and outcomes of socialization. Six socialization dimensions - performance proficiency, politics, language, people, organizational goals/values, and history - are supported by a factor analysis on data from 594 full-time professionals. The socialization process is then examined by comparing 3 groups of respondents who did not change jobs, changed jobs within the organization, or changed jobs and organizations. Results showed these groups had significantly different response patterns on all dimensions. Finally, relationships between socialization content and career outcomes show the dimensions account for more variance in all criteria than typical tenure operationalizations of socialization. Furthermore, socialization changes are significantly related to changes in career outcomes for 1-, 2-, and 3-year time intervals.
ISSN:0021-9010
1939-1854