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Identification and validation of new...

Woo, Ha-Young.

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Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea./
Author:	Woo, Ha-Young.
Description:	142 p.
Notes:	Adviser: Gary N. McLean.
Contained By:	Dissertation Abstracts International67-11A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3243391
ISBN:	9780542993220

Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea.
Woo, Ha-Young.

Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea. - 142 p.

Adviser: Gary N. McLean.

Thesis (Ph.D.)--University of Minnesota, 2006.

Theoretical and practical implications for HRD are discussed and recommendations for further research are suggested with the limitations of the study.

ISBN: 9780542993220Subjects--Topical Terms:

626628
Business Administration, Management.

Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea.
LDR:03449nam 2200349 a 45 001 974361
005 20110929
008 110929s2006 eng d
020 $a 9780542993220
035 $a (UMI)AAI3243391
035 $a AAI3243391
040 $a UMI $c UMI
100 1 $a Woo, Ha-Young. $3 1298298
245 1 0 $a Identification and validation of new employees' organizational socialization dimensions within a large bank in Korea.
300 $a 142 p.
500 $a Adviser: Gary N. McLean.
500 $a Source: Dissertation Abstracts International, Volume: 67-11, Section: A, page: 4351.
502 $a Thesis (Ph.D.)--University of Minnesota, 2006.
520 $a Theoretical and practical implications for HRD are discussed and recommendations for further research are suggested with the limitations of the study.
520 $a This study identified and validated the specific dimensions of organizational socialization within the context of a Korean business organization. Further, it explored the relationships with and differences in the dimensions of organizational socialization among experienced and inexperienced new employees.
520 $a A survey was used to answer the first through fourth research questions: (1) What are the specific content dimensions of organizational socialization? (2) How do the specific content areas of organizational socialization vary depending on the length of time that an employee had previously worked? (3) How do the specific content dimensions of organizational socialization vary according to the degree of difference between old and new job contexts as perceived by new but experienced employees? and (4) Are there relationships with and differences in the specific content dimensions of organizational socialization based on selected demographics of new employees: gender, age, education level, organizational status, and types of job?
520 $a In addition, a modified Delphi method was utilized to answer the first research question in depth. This additional method was used as little research has been conducted on organizational socialization content dimensions in a Korean business organization context.
520 $a A random sample of 764 of 1,537 new employees within a large bank in Korea resulted in 303 useable cases, for a response rate of 40%. An exploratory factor analysis was used to answer the first research question. A multivariate analysis of covariance and correlation analyses were used to answer the second through fourth research questions.
520 $a Five content dimensions of organizational socialization were found and named by the researcher as goal, organizational attributes, job proficiency, relationships, and values and attitude. The length of time that the new employee previously worked had a positive relationship with the job proficiency organizational socialization content dimension; the new but experienced employees' perceptions of the degree of difference between old and new job contexts had a negative relationship with job proficiency; and only tenure among the selected demographic variables had positive relationships with job proficiency and relationships.
590 $a School code: 0130.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
690 $a 0454
690 $a 0624
690 $a 0629
710 2 0 $a University of Minnesota. $3 676231
773 0 $t Dissertation Abstracts International $g 67-11A.
790 $a 0130
790 1 0 $a McLean, Gary N., $e advisor
791 $a Ph.D.
792 $a 2006
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3243391