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Examining the Relationship between S...

Cunningham, Sydnie.

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Examining the Relationship between Socialization, Inclusion, and Person-Organization Fit.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Examining the Relationship between Socialization, Inclusion, and Person-Organization Fit./
作者:	Cunningham, Sydnie.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
面頁冊數:	132 p.
附註:	Source: Dissertation Abstracts International, Volume: 79-09(E), Section: B.
Contained By:	Dissertation Abstracts International79-09B(E).
標題:	Psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10812588
ISBN:	9780355915327

Examining the Relationship between Socialization, Inclusion, and Person-Organization Fit.
Cunningham, Sydnie.

Examining the Relationship between Socialization, Inclusion, and Person-Organization Fit. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 132 p.

Source: Dissertation Abstracts International, Volume: 79-09(E), Section: B.

Thesis (Ph.D.)--The University of Tulsa, 2018.

To the extent an employee is socialized upon organizational entry can greatly impact subsequent work-related outcomes. In this study, I specifically examined the relationship between extent of socialization and job satisfaction, perceived social support, turnover intent, and knowledge sharing, respectively. Additionally, I proposed that these relationships can be explained by a serial mediation of the subcomponents of inclusion (belongingness and uniqueness) via person-organization fit (P-O fit).

ISBN: 9780355915327Subjects--Topical Terms:

519075
Psychology.

Examining the Relationship between Socialization, Inclusion, and Person-Organization Fit.
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500 $a Source: Dissertation Abstracts International, Volume: 79-09(E), Section: B.
500 $a Adviser: Anupama Narayan.
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520 $a To the extent an employee is socialized upon organizational entry can greatly impact subsequent work-related outcomes. In this study, I specifically examined the relationship between extent of socialization and job satisfaction, perceived social support, turnover intent, and knowledge sharing, respectively. Additionally, I proposed that these relationships can be explained by a serial mediation of the subcomponents of inclusion (belongingness and uniqueness) via person-organization fit (P-O fit).
520 $a Three hundred and eighty-three participants, recruited from Amazon's Mechanical Turk, completed an online survey containing the study measures. Simple and serial mediation analyses were computed using the PROCESS macro in SPSS. Additionally, post-hoc analyses were conducted to investigate if the socialization-outcome relationship might be better explained by a serial mediation of person-organization fit via belongingness/uniqueness. Results indicate that the indirect effect of belongingness/uniqueness via P-O fit was not useful in explaining the relationship between extent of socialization and the study outcomes, except for the notable exception of knowledge sharing. Post-hoc analyses indicate that the extent of socialization-study outcome relationships were better explained by the indirect effect of P-O fit via belongingness/uniqueness. However, it must be noted that the mediation of the relationships via belongingness/uniqueness, independent of P-O fit, accounted for the majority of the variance explained in both sets of models.
520 $a Study implications include highlighting the importance of inclusion (belongingness/uniqueness) for all employees as a result of the socialization process, adding to the existing literature on the benefits of comprehensive organizational socialization, and contributing to the literature on the facilitation of positive workplace outcomes. Of special note is the contribution this study makes to the industrial/organizational psychology literature concerning the processes that lead to the facilitation of knowledge sharing, a relatively new construct in this field.
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