The relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea
type: CreativeWork
description: Globalization increases the number of newcomers. It requires organizations to invest more time and resources to encourage newcomers’ proper work functionality within the organization. Newcomer organizational socialization (NOS) is the key process for integrating new employees into the social context of a workplace. It encourages new employees to be fully functional in the organization. Previous research suggests that the nature of interactions with supervisors, in particular, may determine the newcomer’s relative level of success or failure to become socialized in the organization. Relatively few studies, however, identify which supervisory behaviors in particular influence socialization integration success among newcomers. Previous research identified the existence of supervisory influence on NOS. A significant shortcoming among the research remains with regard to how supervisors express such influence. Relatedly, the purpose of this study aims to explore relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea. The research was conducted primarily via a survey of newcomers, who entered three large enterprises within a year. Companies included Hyundai, Samsung, and LG in Korea. Collected data was analyzed using structural equation modeling, correlation analysis, and descriptive analysis. Data responded to five research questions. Results confirmed most of relationships proposed from the conceptual framework. An exception is the moderation effect of organizational commitment. Moreover, study results revealed a relationship between socialization behaviors used by supervisors and socialization outcomes, perceived by newcomer employees. Relations emerged between socialization outcomes and work outcomes, perceived by newcomer employees. Specifically, socialization outcomes fully mediated between socialization behaviors used by super…
abstract: Globalization increases the number of newcomers. It requires organizations to invest more time and resources to encourage newcomers’ proper work functionality within the organization. Newcomer organizational socialization (NOS) is the key process for integrating new employees into the social context of a workplace. It encourages new employees to be fully functional in the organization. Previous research suggests that the nature of interactions with supervisors, in particular, may determine the newcomer’s relative level of success or failure to become socialized in the organization. Relatively few studies, however, identify which supervisory behaviors in particular influence socialization integration success among newcomers. Previous research identified the existence of supervisory influence on NOS. A significant shortcoming among the research remains with regard to how supervisors express such influence. Relatedly, the purpose of this study aims to explore relationships among the socialization behaviors used by supervisors, socialization outcomes, organizational commitment, and work outcomes among newcomer employees in three large companies in Korea. The research was conducted primarily via a survey of newcomers, who entered three large enterprises within a year. Companies included Hyundai, Samsung, and LG in Korea. Collected data was analyzed using structural equation modeling, correlation analysis, and descriptive analysis. Data responded to five research questions. Results confirmed most of relationships proposed from the conceptual framework. An exception is the moderation effect of organizational commitment. Moreover, study results revealed a relationship between socialization behaviors used by supervisors and socialization outcomes, perceived by newcomer employees. Relations emerged between socialization outcomes and work outcomes, perceived by newcomer employees. Specifically, socialization outcomes fully mediated between socialization behaviors used by super…
author: Lee, Andrew Sanghyun
language: en
keywords: Human Resource Development, Organizational Socialization, Supervisor Behavior, Socialization Outcomes, Organizational Commitment, Work Outcomes
date published: 2019-08-23T19:51:25Z
date modified: 2026-07-22T22:24:42Z
provider: University of Illinois - Urbana-Champaign
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: University of Illinois at Urbana-Champaign

PropertyValue
property ID: Handle
value: http://hdl.handle.net/2142/104742