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The role of insiders and organizational support in the learning process of newcomers during organizational socialization

The role of insiders and organizational support in the learning process of newcomers during... This study aims to focus on newcomers’ learning strategies when they perceive organizational socialization support to be lacking, and on interpersonal characteristics that insiders should possess to support the newcomers’ proactive behaviors in this context.Design/methodology/approachData were collected through 14 face-to-face, in-depth semi-structured interviews and analyzed with a conventional content analysis method (Paillé and Mucchielli, 2013), involving first a thematic analysis and afterward, a conceptual analysis using MaxQDA11©.FindingsThe authors’ analysis highlights that when newcomers perceive the formal organizational socialization support as lacking, they regulate their proactive behaviors by seeking indirect guidance, and more precisely, by engaging in informal interactions with insiders likely to help them socialize. These interactions can have a cost in terms of self-image, so newcomers regulate their proactive behaviors by looking for insiders perceived to be psychologically safe, even if they have to look for them in other working contexts.Practical implicationsConsidering the regulation process of newcomers’ proactive behaviors according to their perceptions, human resources management should focus on those perceptions and develop a blended learning approach including formal learning programs, as well as individualized support to facilitate on-the-job learning and respond to personal needs. Special consideration should also be given to interpersonal skills displayed by insiders.Originality/valueThe originality of the study is the use of a qualitative methodology focusing on newcomers’ main learning strategy according to their perception of organizational socialization support and the psychological safety climate. The limitations of the authors’ work are the size of the study population and the fact that part of the interviewees were successfully socialized by reaching 15 months on their new post at the point where the interviews were conducted. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Workplace Learning Emerald Publishing

The role of insiders and organizational support in the learning process of newcomers during organizational socialization

Mornata, Cecilia; Cassar, Iolanda
Journal of Workplace Learning , Volume 30 (7): 14 – Oct 26, 2018
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Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1366-5626
DOI
10.1108/jwl-06-2017-0045
Publisher site
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Abstract

This study aims to focus on newcomers’ learning strategies when they perceive organizational socialization support to be lacking, and on interpersonal characteristics that insiders should possess to support the newcomers’ proactive behaviors in this context.Design/methodology/approachData were collected through 14 face-to-face, in-depth semi-structured interviews and analyzed with a conventional content analysis method (Paillé and Mucchielli, 2013), involving first a thematic analysis and afterward, a conceptual analysis using MaxQDA11©.FindingsThe authors’ analysis highlights that when newcomers perceive the formal organizational socialization support as lacking, they regulate their proactive behaviors by seeking indirect guidance, and more precisely, by engaging in informal interactions with insiders likely to help them socialize. These interactions can have a cost in terms of self-image, so newcomers regulate their proactive behaviors by looking for insiders perceived to be psychologically safe, even if they have to look for them in other working contexts.Practical implicationsConsidering the regulation process of newcomers’ proactive behaviors according to their perceptions, human resources management should focus on those perceptions and develop a blended learning approach including formal learning programs, as well as individualized support to facilitate on-the-job learning and respond to personal needs. Special consideration should also be given to interpersonal skills displayed by insiders.Originality/valueThe originality of the study is the use of a qualitative methodology focusing on newcomers’ main learning strategy according to their perception of organizational socialization support and the psychological safety climate. The limitations of the authors’ work are the size of the study population and the fact that part of the interviewees were successfully socialized by reaching 15 months on their new post at the point where the interviews were conducted.

Journal

Journal of Workplace Learning – Emerald Publishing

Published: Oct 26, 2018

Keywords: Human resource development; Workplace learning

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