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Book part
Publication date: 25 July 2008

Howard J. Klein and Aden E. Heuser

This chapter briefly reviews findings from recent socialization research to provide an updated view of the socialization literature. To help advance the literature, this…

Abstract

This chapter briefly reviews findings from recent socialization research to provide an updated view of the socialization literature. To help advance the literature, this chapter then takes an instructional system approach, viewing socialization fundamentally as a process of learning about a new or changed role and the environment surrounding that role. As such, attention will first be given to further understanding exactly what needs to be learned during socialization. In doing so, an expanded socialization content typology is presented. In addition, two other components are added to this typology to reflect the fact that (a) each of those content dimensions needs to be learned relative to different organizational levels (e.g., job, work group, unit, organization) and (b) socialization occurs over several months and there are temporal considerations relating to the different socialization content dimensions. This chapter then examines how to best facilitate the learning of that expanded socialization content. The Gagné-Briggs theory of instruction is used in connecting socialization content with the means of learning that content. The socialization and orienting activities commonly used by organizations to help new employees in the adjustment process are also identified and then mapped onto the learning outcomes they could best help facilitate. Finally, the conceptual, measurement, and research needs suggested by these extensions to the socialization literature are identified.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

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Book part
Publication date: 25 July 2008

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

Book part
Publication date: 25 July 2008

Susan Brodt (PhD, Stanford University) is E. Marie Shantz associate professor of organizational behavior and associate professor of psychology at Queen's University. Her…

Abstract

Susan Brodt (PhD, Stanford University) is E. Marie Shantz associate professor of organizational behavior and associate professor of psychology at Queen's University. Her research examines aspects of effective work relationships and how psychological and organizational processes help or hinder their development. She is currently studying the dynamics of interpersonal trust – trust building, violation, and repair – and how factors external to a work relationship (e.g., personal blogs) can facilitate trust development and repair. Her work has been published in numerous scholarly as well as practitioner-oriented journals. Susan has served on Editorial Review Boards of several scholarly journals and has held leadership positions in both the Academy of Management (Program and Division Chair, Conflict Management Division) and the International Association for Conflict Management (Program Chair, Board of Directors). She is also an experienced executive educator and consultant on such topics as negotiation, executive leadership, interpersonal trust, and managing global teams.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

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