“Should I stay or should I go?” Besides being a title of a glorious song by “The Clash” this is also a question that newcomers usually make when they have their first experiences in a new organization. And what can an organization do so that the answer will be positive? Here we present a summary of the most effective tactics of organizational socialization, to help newcomers’ adjust and improve their intent to stay.
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Key Points: Studies indicate that employees identify with organizations when there is an alignment in values, feelings of support, and they feel trust in the organization’s leaders to make the right decisions. The evidence suggests that organizational identification is malleable and can change with changes in the values of the organization or with changes in
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Key Points: Job insecurity is significantly related to a staggering 51 unique negative work and individual outcomes. Cognitive job insecurity – thoughts tied to job insecurity – and affective job insecurity – feelings tied to job insecurity – are found to be related but different concepts. Feelings related to job insecurity seem to be more
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Key Points: Providing support for autonomy can help provide the basic underlying needs for intrinsic motivation – autonomy, competence and connectedness. When these needs are satisfied, employees are more likely to experience intrinsic motivation for their work. This is in-turn related to higher levels of general well-being, work engagement and positive work behaviors, and lower
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