Work Group Norms and Newcomer Socialization
Work Group Norms and Newcomer Socialization
상세정보
- 자료유형
- 학위논문 서양
- 최종처리일시
- 20250211152652
- ISBN
- 9798383609125
- DDC
- 384
- 서명/저자
- Work Group Norms and Newcomer Socialization
- 발행사항
- [Sl] : Michigan State University, 2024
- 발행사항
- Ann Arbor : ProQuest Dissertations & Theses, 2024
- 형태사항
- 111 p
- 주기사항
- Source: Dissertations Abstracts International, Volume: 86-02, Section: A.
- 주기사항
- Advisor: Miller, Vernon D.
- 학위논문주기
- Thesis (Ph.D.)--Michigan State University, 2024.
- 초록/해제
- 요약The factors that aid in or detract from newcomers' adjustment to an organization are critical. Research highlights the contribution of firm socialization tactics and newcomers' proactive behaviors on newcomer role learning and commitment to the organization. The transition from outsider to insider is also aided by newcomers' fit to the job, onboarding experiences, and training. Together, these experiences contribute toward newcomer uncertainty reduction, relationship development, and identity formation.This study argues for the importance of work group performance and support norms for enhanced newcomer adjustment. The application of normative social influence theories to organizational socialization research in the context of work groups results in a meso-level approach that complements prior emphasis on organization-initiated onboarding activities and newcomers' proactivity. The proposed model was tested on a sample of 305 newcomers across a variety of occupational and organizational contexts. Regression-based analysis estimated the effects newcomers' perceptions of their work group's performance and support norms had on adjustment variables including role clarity, social integration, helping behavior, and task performance. Moderation analyses tested the interplay between perceived performance and support norms with newcomers' reported group salience and relationship quality with their manager (LMX).Perceptions of work group norms played an impactful role on newcomers' role clarity, social integration, and behavior, yet many of these influences appear to derive from work groups where support is both prevalent and prescribed. In the case of social integration, perceptions of a high-performing work group and the enforcement of expectations toward supportive actions became relevant. A three-way interaction between perceived performance and support norms with LMX suggests high support and performance norms may primarily benefit the performance of those who develop higher-quality relationships with their supervising managers.The study contributes to organizational socialization research in three important ways. First, it extends socialization research by demonstrating when work group influences may contribute or hinder cognitive, social, and behavioral elements of newcomer adjustment. Second, it builds upon prior research by understanding normative influence through communicative patterns of ambient signals and discrete messages collectively received by newcomers from those they work alongside. Finally, it offers a measurement approach that distinguishes between informational and normative work group influence, which complements prior focus on assimilation (through "socialization tactics") and individualization (through newcomers' proactivity).
- 일반주제명
- Communication
- 키워드
- Social influence
- 키워드
- Work group norms
- 키워드
- Socialization
- 기타저자
- Michigan State University Communication - Doctor of Philosophy
- 기본자료저록
- Dissertations Abstracts International. 86-02A.
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
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■040 ▼aMiAaPQ▼cMiAaPQ
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■1001 ▼aShank, Scott E., Jr.▼0(orcid)0000-0001-5369-8826
■24510▼aWork Group Norms and Newcomer Socialization
■260 ▼a[Sl]▼bMichigan State University▼c2024
■260 1▼aAnn Arbor▼bProQuest Dissertations & Theses▼c2024
■300 ▼a111 p
■500 ▼aSource: Dissertations Abstracts International, Volume: 86-02, Section: A.
■500 ▼aAdvisor: Miller, Vernon D.
■5021 ▼aThesis (Ph.D.)--Michigan State University, 2024.
■520 ▼aThe factors that aid in or detract from newcomers' adjustment to an organization are critical. Research highlights the contribution of firm socialization tactics and newcomers' proactive behaviors on newcomer role learning and commitment to the organization. The transition from outsider to insider is also aided by newcomers' fit to the job, onboarding experiences, and training. Together, these experiences contribute toward newcomer uncertainty reduction, relationship development, and identity formation.This study argues for the importance of work group performance and support norms for enhanced newcomer adjustment. The application of normative social influence theories to organizational socialization research in the context of work groups results in a meso-level approach that complements prior emphasis on organization-initiated onboarding activities and newcomers' proactivity. The proposed model was tested on a sample of 305 newcomers across a variety of occupational and organizational contexts. Regression-based analysis estimated the effects newcomers' perceptions of their work group's performance and support norms had on adjustment variables including role clarity, social integration, helping behavior, and task performance. Moderation analyses tested the interplay between perceived performance and support norms with newcomers' reported group salience and relationship quality with their manager (LMX).Perceptions of work group norms played an impactful role on newcomers' role clarity, social integration, and behavior, yet many of these influences appear to derive from work groups where support is both prevalent and prescribed. In the case of social integration, perceptions of a high-performing work group and the enforcement of expectations toward supportive actions became relevant. A three-way interaction between perceived performance and support norms with LMX suggests high support and performance norms may primarily benefit the performance of those who develop higher-quality relationships with their supervising managers.The study contributes to organizational socialization research in three important ways. First, it extends socialization research by demonstrating when work group influences may contribute or hinder cognitive, social, and behavioral elements of newcomer adjustment. Second, it builds upon prior research by understanding normative influence through communicative patterns of ambient signals and discrete messages collectively received by newcomers from those they work alongside. Finally, it offers a measurement approach that distinguishes between informational and normative work group influence, which complements prior focus on assimilation (through "socialization tactics") and individualization (through newcomers' proactivity).
■590 ▼aSchool code: 0128.
■650 4▼aCommunication
■653 ▼aNewcomer adjustment
■653 ▼aOrganizational socialization
■653 ▼aSocial influence
■653 ▼aWork group norms
■653 ▼aSocialization
■690 ▼a0459
■690 ▼a0703
■690 ▼a0454
■71020▼aMichigan State University▼bCommunication - Doctor of Philosophy.
■7730 ▼tDissertations Abstracts International▼g86-02A.
■790 ▼a0128
■791 ▼aPh.D.
■792 ▼a2024
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T17163312▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
