• Korean Journal of Culture and Social Issue
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• v.24 no.4
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• pp.519-539
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• 2018

This study investigates the impact of organizational socialization tactics on newcomers' organizational citizenship behaviors. We explains this relationship with the concept of perceived organizational support, which refers to the extent to which individuals perceive that the organization recognizes their contributions and takes care of their well-being. We expect that the more institutionalized the organization's socialization tactics are, the more organizational support individuals perceive, consequently increasing the performance of organizational citizenship behaviors. We performed a survey targeting 450 newcomers in domestic companies, and adopted 382 data for path analyses based on the structural equation modeling. As the result, in all the three dimensions of socialization tactics (content, context, social), the extent to which socialization tactics are institutionalized is positively related to the perception of organizational support. It also has the positive relationship with individuals' organizational citizenship behaviors, being fully mediated by the perceived organizational support. More specifically, context socialization tactics shows the highest level of impact both on the perceived organizational support and organizational citizenship behaviors, whereas social tactics has the lowest level of impact. These results imply that the range of effects the organizational socialization has on the newcomers' attitudes and behaviors should be more extended and detailed.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.23 no.1
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• pp.42-50
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• 2016

Purpose: The purpose of this study was to examine clinical competence and organizational socialization according to communication style of preceptors as perceived by new nurses. Methods: From May 1 to July 31, 2014, data were collected from 180 new graduated nurses who had been working for 3~12 months in hospitals in Busan and one in Gyungnam. Data were analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficients. Results: Preceptors's communication style perceived by the new nurses included supportive type, reflective type, emotive type, and directive type in order of precedence. The average score for clinical competence was $2.82{\pm}0.31$, and the average score for organizational socialization was $3.05{\pm}0.40$. There were significant differences in nurses' clinical competence(F=9.087, p<.001) and organizational socialization (F=30.129, p<.001) according to preceptor's communication style. Conclusion: Results indicate that supportive and emotive communication styles of preceptors were important factors in the success of the preceptees' clinical competence and organizational socialization.

• Journal of muscle and joint health
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• v.31 no.1
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• pp.12-21
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• 2024

Purpose: The purpose of this study is to identify the effects of preceptor's empathy, grit, and nursing environment recognized by newly graduated nurses on the organizational socialization. Methods: In this study, from June 22 to August 21, 2022, a convenience sample was perfored for new nurses working at general hospital in four cities. Analysis of the collected data was using the SPSS/WIN 26.0 software. The data was analyzed using independent t-test, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical regression analysis. Results: The factors influencing the organizational socialization of new nurses were the type of work (β=.26, p<.001) and nursing work environment (β=.21, p=.037), in the order of these variables. These factors wew found to account for 16% of variance in the organizational socialization of new nurses (F=4.59, p<.002). Conclusion: To increase the organizational socialization of new nurses, medical institutions must make efforts to improve the nursing work environment.

• Journal of Industrial Convergence
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• v.21 no.11
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• pp.97-105
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• 2023

The purpose of this study is to confirm the relationship between emotional intelligence, self-leadership, and organizational socialization of nursing students who have experienced clinical practice, and to identify factors that affect organizational socialization. From May 4, 2023 to June 10, 2023, 226 3rd year nursing students attending two universities located in G city were enrolled. Data were analyzed by t-test, ANOVA, Scheffé test, Games-Howell test, Pearson's correlation, and Stepwise multiple regression. Statistically, organizational socialization showed a significantly positive correlation with emotional intelligence (r=.61, p<.001) and self-leadership (r=.64, p<.001). The factors influencing organizational socialization were self-leadership (β=.407, p<.001), emotional intelligence (β=.320, p<.001), and better interpersonal relationships (β=.139, p=.004). followed by religion (β=.103, p=.030), explaining 51.1% of the total variation. Based on the results of this study, self-leadership, emotional intelligence, and interpersonal relationship improvement programs are needed to improve organizational socialization of nursing students.

• Journal of Korean Clinical Nursing Research
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• v.26 no.3
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• pp.337-343
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• 2020

Purpose: This study is a descriptive study to identify the degree of workplace bullying experience of newly graduated nurses and the difference in coping and adaptation processing, organizational socialization in relation to workplace bullying experience. Methods: The Study participants were newly graduated nurses with 3 months to 1-year clinical experience (N=186) and conveniently sampled from a small to medium-sized hospital located in G Metropolitan City. Data were collected in July 2018, using structured questionnaires. Results: Half of the participants (50.0%) reported workplace bullying experience. Most bulling experiences were person or work related. Newly graduated nurses who experienced bullying in the workplace demonstrated significantly lower coping and adaptation process (t=3.34, p=.001) and organizational socialization (t=7.46, p=<.001) than nurses who did not experience bullying in the workplace. Conclusion: Orientation programs for newly graduated nurses need to include contents that can improve the coping and adaptation process. Nursing managers at small and medium-sized general hospitals should actively support the mentor-mentee program to promote the organizational socialization of newly graduated nurses.

• Journal of Digital Convergence
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• v.18 no.1
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• pp.159-168
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• 2020

The purpose of this study is to verify the effects of nurses' turnover intention, Nunchi, and job stress on organizational socialization. Data were collected from 180 nurses working in hospitals in G-do. Analysis was done using t-test, ANOVA, Pearson correlation coefficient, and Multiple regression with IBM SPSS WIN/21.0. Organizational socialization was inversely correlated to turnover intention (r=-.52, p<.001), job stress (r=-.31, p<.001), and was positively correlated to Nunchi (r=.33, p<.001). The most influential factor on the subjects' organizational socialization was turnover intention (β=-.37, p<.001), Nunchi (β=.26, p<.001), job stress (β=-.24, p<.001), deployment to the desired department (β =.19, p=.001), Age 30 years or younger (β=-.14, p=.012), and Working department-OR (β=.11, p=.050). The explanatory power was 47.0% (F=25.59, p<.001). Therefore, a organizational socialization enhancement program is needed to reduce turnover intention and job stress. Also, age and desired depertment need to be taken into account when assigning departments.

• Management & Information Systems Review
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• v.37 no.1
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• pp.75-101
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• 2018

Social enterprise in Korea has faced with many problems such as small size, management capability, lack of technology and weak ability to obtain resources despite its quantitative growth, raising concern over sustainability of social enterprises. Despite such tough environment, unique feature of social enterprise, differentiated from commercial enterprise is that it has clear social mission. In addition, social enterprise has the organizational feature in that vulnerable social group of workers coexists with ordinary workers, and plays a role of helping independence of vulnerable social group. Due to this feature, successful organizational socialization of members in social enterprise is a very important feature. Based on assumption that social mission of social enterprise can be utilized as the unique competitiveness of social enterprise through vision-sharing in the organization, and may give positive effects on successful organizational socialization of organization members, this study aims to conduct empirical research on relationship between vision-sharing and organizational socialization and to explore mediation effects of organizational health as organizational environmental element in relationship between vision sharing and organizational socialization. This study was conducted on 156 employees working at social enterprises. As a result of study, first, vision sharing is found to have positive effects on organizational socialization at social enterprises. Second, vision sharing in social enterprise has positive effects on organizational health. Third, vitality and community-oriented in social enterprise are found to have mediation effects among lower elements of organizational health in relationship between vision sharing and organizational socialization. In conclusion, it is confirmed that the more visions of organization are shared, the more members recognize their organization healthy, resulting in successful organizational socialization. This study is meaningful in that it presents the plans for successful organizational socialization of members of social enterprise including vulnerable groups and that it is the empirical study on plans of social enterprise on human resource management.

• Journal of the Korean Home Economics Association
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• v.43 no.3 s.205
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• pp.75-89
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• 2005

The purpose of this study was to examine the effects of the mentoring function and its levels as perceived by the fashion merchandisers and designers in the fashion industry who are playing major roles in providing organizational socialization for mentees. A survey questionnaire was developed and conducted among 200 fashion merchandisers and designers in Seoul. For data analysis, the SPSS 10.0 program was employed and frequency analysis, factor analysis, reliability analysis, correlation analysis, recurrence analysis, T-test, and ANOVA were used to test the research questions. The results were as follows: (1) Although the overall level of the mentoring function recognized by the fashion merchandisers and designers in the study appeared to be high, there were no significant differences by their demographic attributes. (2) The level of the mentoring function acknowledged by the respondents demonstrated substantial differences according to their perception by the personal attributes and the degree of openness. (3) The level of the mentoring function and organizational socialization perceived by the respondents had a significant correlation. As the level of perceived mentoring function of the respondents increased, it appeared that the degree of their job satisfaction and organizational commitment increased. On the other hand, their role ambiguity and turnover intention decreased.

• Journal of Korean society of Dental Hygiene
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• v.17 no.2
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• pp.259-269
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• 2017

Objectives: The purpose of this study was to review the correlation between self-concept and organization of socialization in professional settings among dental hygienists. Methods: Statistical analysis was carried out on the collected data to identify any correlation between frequency and percentages. Cronbach's alpha value and one-way ANOVA were conducted. SPSS 12.0 was used to conduct a correlation analysis on self-concept and socialization in professional settings. Validity of the research tools was also confirmed. Results: There was a correlation between the identity and job satisfaction, with the figures showing great variance. Satisfaction was correlated with the nature of the corporation and job performance. In addition, communication had a negative correlation between job characteristics and identities, job performance, while, organizational commitment and positive correlation showed a statistically significant difference. Conclusions: The study reviewed the impact on organizational socialization. The dental hygienist is believed to be on going research into developing more effective and systematic training programs so that they can be effectively socialized society organizations to improve the professional self-concept.

• Journal of Navigation and Port Research
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• v.35 no.10
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• pp.829-836
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• 2011

This study aims to empirically identify how the antecedents of seafarers' social identity(i.e., socialization, social support, perceived organizational support, status in organization) affect turnover intention via social identity. In order to achieve this objective, this study conducted covariance structure analysis on the questionnaire data collected from 362 seafarers. The main results are as follows: First of all, as social identity of seafarers increases, their turnover intention decreases. Secondly, as socialization, social support, and perceived organizational support increases, seafarers' social identity also increases. Finally, while socialization and social support decrease turnover intention only through social identity, perceived organizational support decreases turnover intention both directly and indirectly via social identity.