Socialization And Mentoring Paper

Socialization and Attraction & Socialization and Mentoring According to Jex and Britt (2014), the first of stage of the attraction process in an organization is recruiting, which is to choose the most qualified applicants who is going to be successful in their job and remaining with the organization for a long time. From an organizational perspective, the first sept in the recruitment process is recruitment planning. When developing a recruitment plan, an organization should consider its strategic planning, succession planning, the skills and abilities of current employees, and the assessment of the supply of labor in the labor market. Then, an organization should decide recruiting methods that will implement the plan, such as internal vs.

Organizational socialization does not mean a one-time activity, rather it means a long-term process of learning. New employees learn the culture of an organization and task-related and social knowledge. According to Chao et al. (1994), organizational socialization consists of six dimensions: history, language, politics (unwritten rules), people, organizational goals and values, and performance proficiency. In the socialization process, organizations focus on socialization stages and tactics. Stages of socialization go through anticipatory socialization, encounter, change and acquisition, behavioral outcomes, and affective outcomes stages. Socialization tactics also can be explained in six dimensions: collective vs. individual, formal vs. informal, sequential vs. random, fixed vs. variable, serial vs. disjunctive, and investiture vs. divestiture. On the other hand, new employees also gather and handle information about their new organizations, and organizational psychologist explains this process as information-seeking tactics (Miller and Jablin, 1991). Gathered information, in turn, can affect job satisfaction, organizational commitment, turnover, etc. The recent research trend in socialization is having an integrated perspective between organizational tactics and the

Both socialization and mentoring were developed in the last decades because of the increasing number of women workforce, economic and organizational structural changes, and globalization. The authors introduced the history of organizational socialization, but many parts were overlapped with Jex and Britt (2014)’s book. The history of research on mentoring started from Levinson (1978) and Kram (1985). Kram defined two types of support behaviors in mentoring (career-related support and psychological support). However, the first published study on mentoring in JAP was in 1990 by Dreher and Ash, demonstrating that extensive mentoring support increased employee performance and satisfaction with their pay and benefits. Moreover, research on diverse mentoring relationship has been one of the major topics from the 1990s to the present. Integrative, comprehensive reviews of mentoring and learning within mentoring are another prevalent topic in these