The effect of the organizational socialization on organizational commitment and turnover intention with regard to moderate effect of career aspirations intention

Abstract

This paper discusses the influence of the Organizational socialization, on Organizational commitment and turnover intention with regard to moderate effect of career aspirations intention. Data were collected via a questionnaire from employees of east branches of social security organization of Tehran. Path analysis of data from 155 respondents was used to test 5 hypotheses. The results show organizational socialization has positive effect on organizational commitment, but negative effect on turnover intention moreover organizational commitment and career aspiration intention have positive effect on turnover intention. Further research should examine the different dimensions of macro-environmental condition on turnover intention.

Effect of Organizational Socialization of New Employees on Team Innovation Performance: A Cross-Level Model

“…2 At this stage, organizational socialization tactics such as organizational norm learning, organizational culture exposure, or job skill training are essential for new employees to adapt to new jobs, and learn to take on new roles in the organization. 3 , 4 Organizational socialization is a vital process for facilitating individuals to enhance their understandings of organizational goals, behavioral norms, and responsibilities as well as to become insiders of the organization through providing new employees with learning opportunities. 5 It has attracted extensive attention from scholars as a key source of the competitive advantages of organization.…”

Educational factors enabling the new students to survive and thrive

“…This is validated by other studies which report some approaches on how organizational socialization supports organizational performance. Successful organizational socialization develops newcomers' organizational commitment [29], loyalty to organization [30], prevents turnover, increases satisfaction, intention to stay, reduce cost for re-employment and retraining and decreases psychological stress of the newcomers [31]. Onboarding newcomers are part of managing talent in organizational strategic management [19].…”