ORGANIZATIONAL SOCIALIZATION AS A LEARNING PROCESS: THE ROLE OF INFORMATION ACQUISITION

By Cheri Ostroff, Steve W. J. Kozlowski. 2006

752 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e64b8bdb02fa4dfa888e2440da7cd4b5b6f1beeb

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Citations in the corpus

Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover? (2006, background): “Research suggests that newcomers value social learning and opportunities for interaction (Feldman, 1976b; Ostroff & Kozlowski, 1992).”
The dynamics of proactivity at work (2008, background): “…upward influence (Kipnis & Schmidt, 1988), tactics of offering support and seeking information for social network-building (Higgins & Kram, 2001; Ostroff & Kozlowski, 1992), and tactics of bundling issues together, recruiting others’ involvement, and displaying different amounts of formality…”
Approaches for Organizational Learning: A Literature Review (2018, background): “…Campion, Cheraskin, and Stevens (1994); Fægri, Dybå, and Dingsøyr (2010); Kolb (1984); Louis (1980); Nonaka and Takeuchi (1995); Ortega (2001); Ostroff and Kozlowski (1992); Prusak (1997); Taylor and Greve (2006) Knowledge broker This role creates connections between knowledge buyers and…”
Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods. (2007, background): “Further related to the issue of time and socialization, Ostroff and Kozlowski (1992) showed that there were differences in individual patterns of information acquisition over time.”
Support, undermining, and newcomer socialization: : fitting in during the first 90 days. (2013, background): “Supervisors should be trained to recognize how important they are as providers of feedback and support (Ostroff & Kozlowski, 1992).”
Changes in person – organization fit: The impact of socialization tactics on perceived and actual P – O fit (2004, background): “New employees enter their organization with specific and often positive expectations about how they will fit with their new job and organization (Ostroff & Kozlowski, 1992; Wanous, 1992).”
A review of social identity theory with implications for training and development (2007, background): “The literature on socialization defines this process as learning, but focuses primarily on the learning of work tasks and roles (Ostroff and Kozlowski, 1992).”
Socialization tactics in wikipedia and their effects (2010, background): “Ostroff and Kozlowski [22] suggest that receiving information about an organization from supervisors and coworkers increases self-reported newcomer job satisfaction and commitment and reduces their intent to leave.”
Perceived support for mentoring: A multiple perspectives approach (2006, background): “Since managers are key representatives of the organization and play an important role in transmitting organizational values and beliefs to employees (Chao, O’Leary-Kelly, Wolf, Klein, & Gardner, 1994; OstroV & Kozlowski, 1992), we focus on employee perceptions of management support.”
Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective (2004, background): “…even when organizational factors are implied to have some impact (e.g., Allen & Meyer, 1990; Fisher, 1985, 1986; Hom & Griffeth, 1995; Jones, 1986; Ostroff & Kozlowski, 1992), the reciprocal and symbiotic relationship between organizational factors as they are influenced by and subsequently…”