Impact of organizational socialization towards employees' social adaptation

Abstract

The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.

Relationships among supervisors’ socialization behaviors, newcomers’ socialization outcomes, organizational commitment, and work outcomes

“…Previous research has defined social competence in different ways. Examples include socio-psychological resources, integrative capacity and personality traits (Ratković-Njegovan and Kostić, 2014). Social competence is regarded as the ability to adapt to a particular social situation (Argyle, 1994), the capacity to communicate effectively with the environment (Whyte, 2013) and the capability to accomplish individual goals through social interactions (Rubin and Rose-Krasnor, 1992).…”

Organizational culture and its influence on the performance of higher education institutions: The case of a state university in Beijing

“…Socialization is referred to as a process of supporting individuals in finding ways to become members of a social group in order to be acquainted with how things work in that social group and contribute to the success of the group (Arnett, 2015). The organizational socialization is a course of action to enable new employees to get organizational knowledge and skills and it is a process by which new employees get information of the norms and roles essential to work within a group or organization (Njegovan & Kostic, 2014). Therefore, the organizational socialization helps newcomers to adjust to the new task, the work group, and the organization.…”

Educational factors enabling the new students to survive and thrive

“…Many studies define organizational socialization as the entry process of new organizational members. Organizational socialization is defined as a process of new employees to adapt, gain new knowledge on their new environment and acquire social competence [10]. It is the newcomers' learning process [11]- [13] and adjustment process [10], [14], [15].…”

“…Organizational socialization is defined as a process of new employees to adapt, gain new knowledge on their new environment and acquire social competence [10]. It is the newcomers' learning process [11]- [13] and adjustment process [10], [14], [15]. Organizational socialization relates to the integrating process of individual to their group [16].…”

“…Organizational socialization provides chance for newcomers to understand the new norms/rules and expected performance [19], learn new assigned roles which fit organizational and individual needs [20]. It is reported that organizational socialization has social purposes, as it enables the newcomers to develop new employees' social skills [10], learn social competences, feel welcomed, adapt quickly, smoothly and contribute to organizational mission [19]. Organizational socialization enables newcomers to learn organizations' established ways passed inter-generationally [21], and adjusts to dynamic and complex organizational context [22].…”