Organizational assimilation refers to the process by which individuals move from “outsider” to full membership in an organization. Fredric Jablin (1982, 1987, 2001) developed a framework to consider the influence of communication on the social construction of role expectations and their enactments that considers the stages of vocational socialization, organizational entry, metamorphosis, and organizational exit.
Change is fundamental to organizing. To organize, or structure human activity intentionally to achieve collective goals, is in itself a change process – a movement from one state of being to another. A change process in the context of formal organizations may be defined as a sequence of events by which alteration occurs in the
Organizational citizenship behavior (OCB) is an action taken by an individual that is discretionary and not formally recognized or rewarded by an organization but in total promotes the organization’s effective functioning. Simply put, it is behavior that goes above and beyond the requirements of the job yet is not necessarily compensated by the traditional organizational
Organizational socialization describes how people learn to fit into a new organization or job. It is a process by which an individual learns appropriate attitudes, behaviors, and knowledge associated with a particular role in an organization. The general theory asserts that people who are well socialized into an organization are more likely to stay and
Organizational staffing is concerned with having the right people at the right place and time to achieve organizational outcomes. Staffing is a complex, multifaceted process that affects all areas of the organization but is particularly important with regard to organizational effectiveness. As such, the organization strives to attract, motivate, and retain a workforce with the
Positive organizational scholarship (POS) focuses on the generative (that is, life-building, capability-enhancing, capacity-creating) dynamics in organizations that contribute to human strengths and virtues, resilience and healing, vitality and thriving, and the cultivation of extraordinary states in individuals, groups, and organizations. POS is premised on the belief that enabling human excellence in organizations unlocks latent potential
This comprehensive view of organizational career management systems discusses the portfolio of career planning and management practices available to organizations and explores ways by which organizations can use career systems to meet their needs. It focuses on organizational career management: what it is, why it is needed, and what it does. Special attention is given
Organizational psychologists—researchers and practitioners alike—have long been interested in understanding how people react, psychologically, to the various aspects of their workplace and in understanding the consequences of these psychological reactions. Given that most people are likely to spend at least some of their working careers as members of one or more organizations, it is perhaps
Organizational entry is a multistage process whereby a new employee is brought into an organization. This process, which can be examined both from an individual and an organizational perspective, generally includes such steps as the initial attraction and recruitment of a job candidate, the assessment and possible selection of that job candidate, and then the
Organizational image (OI) can be defined as a construction of the public impressions of an organization created to appeal to an external audience while simultaneously interpreted by the organization’s members. Construed external images, projected images, and desired future images can be developed and transmitted by mass media, public relations consultants, and savvy marketers. Typically, these