How Newcomers Use Role Models In Organizational Socialization

By Cathrine Filstad. 2009

142 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/292e1dc962813fd5eb14cd2e0e0c4bb094951c15

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In Organizational Behavior and Human Resource Management

Citations in the corpus

The impact of story bound entrepreneurial role models on self‐efficacy and entrepreneurial intention (2012, unknown): “, 2004), values and aspirations (Filstad, 2004).”
Entrepreneurship and role models (2012, background): “Indeed, it has been argued that the transfer of tacit knowledge is only possible when individuals interact with their role models (Filstad, 2004).”
Organizational socialization: the missing link between employee needs and organizational culture (2009, background): “The socialization-culture connection The conceptual link between socialization and culture is based squarely in sociological theory, such that social psychologists usually include the transmission of cultural values as part of the definition of socialization (Greenfield et al., 2003). Louis (1980) p”
Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry (2008, background): “Filstad's (2004) research highlights that organisational socialisation must emphasise the development of: (a) the social and cultural learning process and (b) a social community for newcomers.”
The impact of role models on entrepreneurial intentions and behavior: a review of the literature (2020, background): “2004), as well as values and ambitions (Filstad 2004).”
Group Processes and Volunteering: Using Groups to Enhance Volunteerism (2009, background): “People may learn from other group members either by watching them work (role models) or through information provided directly ( Filstad, 2004 ).”
Understanding Relations of Individual—Collective Learning in Work: A Review of Research (2008, result): “Findings reported in the data set stress differences among individuals in expectations, preferences and ways of participating (Filstad, 2004), including women and younger workers.”