![organization socialization case study U.S. flag](https://www.ncbi.nlm.nih.gov/coreutils/uswds/img/favicons/favicon-57.png)
An official website of the United States government
The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.
The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.
- Publications
- Account settings
Preview improvements coming to the PMC website in October 2024. Learn More or Try it out now .
- Advanced Search
- Journal List
- Wiley Open Access Collection
![organization socialization case study Logo of blackwellopen](https://www.ncbi.nlm.nih.gov/corehtml/pmc/pmcgifs/logo-blackwellopen.png)
![](http://rss3.fun/777/templates/cheerup/res/banner1.gif)
Pathways through organizational socialization: A longitudinal qualitative study based on the psychological contract
Chris woodrow.
1 Henley Business School, University of Reading, UK
David E. Guest
2 King's Business School, King's College London, UK
In this study, we explore different pathways during organizational socialization through the lens of the psychological contract using in‐depth longitudinal qualitative methods. Analysis of 112 critical incident interviews with 27 newcomers across their first year of work reveals five distinct psychological contract pathways through socialization, within which fulfilment and breach influence adjustment by facilitating or restricting opportunities to learn and integrate, as well as influencing attitudes and behaviour. The analysis reveals that whilst perceived psychological contract fulfilment facilitates newcomer adjustment, perceived breach can disrupt the process. We provide a detailed account of the way socialization and the psychological contract unfold for newcomers over time, and show that psychological contract events can significantly alter the course of adjustment.
Practitioner points
- Delivery of perceived promises that are of particular importance to newcomers during early tenure can accelerate adjustment. Managers should therefore attempt to find out which promised contributions are important to employees and prioritize their delivery.
- The negative effects of perceptions of broken promises on newcomer adjustment may be reversed by later delivery. Managers should explain the reasons for any broken promises and seek to fulfil them in the future.
- Ongoing support from managers can help newcomers to negotiate the difficult period after organizational entry, even where promises are perceived to have been broken.
- Direct managers should be made aware of information provided and promises made to newcomers by those responsible for recruitment.
Organizational socialization has been defined as ‘the process through which a new organizational employee adapts from an outsider to integrated and effective insider’ (Cooper‐Thomas & Anderson, 2006 , p. 492), which is at its most intense in the initial weeks and months after entry (Van Maanen & Schein, 1979 ). Socialization has been characterized as a time of insecurity, during which newcomers attempt to cope with (Ellis et al ., 2015 ) and reduce (e.g., Lester, 1987 ) stressful uncertainty.
The literature to date indicates that successful socialization results in adjustment, which involves developing sufficient knowledge, clarity, and confidence (Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007 ) about the new role, team, and organization to perform job requirements effectively (Haueter, Macan, & Winter, 2003 ); achieving acceptance from insiders (Moreland & Levine, 1982 ; Ostroff & Kozlowski, 1992 ); and developing stable and positive work‐related attitudes (Saks, Uggerslev, & Fassina, 2007 ). Current research has identified several factors that influence adjustment, including the methods used by organizations to facilitate socialization (Jones, 1986 ) and proactive newcomer behaviour (Saks, Gruman, & Cooper‐Thomas, 2011 ). The psychological contract, which develops during socialization (Rousseau, 1990 ), also drives employee attitudes at this time (e.g., Lapointe, Vandenberghe, & Boudrias, 2013 ).
We provide a detailed account of newcomers’ socialization experiences across their first year of work, based upon psychological contract theory and using intensive longitudinal qualitative methods. In doing so, we aim to contribute to the literature in two areas.
Existing studies have uncovered a variety of antecedents and consequences of adjustment, often based upon quantitative designs that imply a ‘stable set of forces that steadily push and pull on newcomers’ (Ashforth, Sluss, & Harrison, 2007 , p. 6). Beyond this, several studies have identified some relatively short‐term issues that indicate non‐linear forms of adjustment, such as conflicts, using quantitative methods focusing on very early socialization (e.g., Nifadkar & Bauer, 2016 ) or qualitative methods with single data collection points (e.g., Gundry & Rousseau, 1994 ; Korte & Lin, 2013 ). What is lacking is a detailed understanding of the unfolding process of adjustment, and the dynamic processes that help to determine the effectiveness of socialization. If socialization is not always a smooth process, clearer understanding is required of the different pathways that newcomers experience across socialization, and the type of events that may act as potential turning points in these pathways. This research therefore explores pathways within socialization, utilizing an intensive longitudinal qualitative methodology. This approach allows detailed longitudinal exploration of individual journeys through socialization and specific emergent events that may affect the process. It also allows individual interpretations of and reactions to emergent events to be followed up and tracked over several time points.
To analyse pathways through socialization, we utilize the psychological contract. By focusing on psychological contract‐related events, we aim to contribute knowledge about how psychological contracts unfold and influence adjustment across socialization. Existing research indicates that perceived promises and breach mutually develop during socialization (e.g., De Vos, Buyens, & Schalk, 2003 ) and shape attitudes (e.g., Robinson & Rousseau, 1994 ). However, it is unclear how breach or fulfilment might affect adjustment, because studies have focused on attitudinal outcomes alone, rather than on learning or social integration. Moreover, little is known about the trajectories of individual psychological contracts across socialization. For example, it is possible that breach accumulates over time to an adjustment ‘tipping point’, where the addition of a particular breach on top of a series of previous breaches pushes individuals over a threshold and towards exit. Likewise, instances of fulfilment may accelerate adjustment or reverse a previous negative experience. In investigating these issues, we respond to calls for detailed research examining responses to psychological contract‐related events over time (Rousseau, Hansen, & Tomprou, 2018 ; Tomprou, Rousseau, & Hansen, 2015 ).
In summary, we contribute to the literature by identifying different pathways during socialization and exploring the dynamics of the psychological contract in this process, utilizing a distinctive longitudinal qualitative methodology. Below, an overview of the literature is provided, focusing on non‐linear forms of socialization, the psychological contract during socialization, and theoretical links between the psychological contract and adjustment, leading to the specific research questions to be addressed.
Organizational socialization
There have been several conceptual approaches to the study of socialization. ‘Stage’ models split socialization into temporal phases (e.g., Jablin, 2001 ; Van Maanen, 1976 ), of which ‘encounter’, directly after entry, is considered most important. Other research has examined the antecedents of socialization and adjustment. The ‘tactics’ approach (Van Maanen & Schein, 1979 ) examines the organization's efforts to socialize newcomers, with formal and structured methods being most effective (Jones, 1986 ). Studies of learning show that those who acquire useful information during socialization (Bauer et al ., 2007 ) and undertake proactive behaviours (Saks et al ., 2011 ) report better adjustment.
Research has also examined non‐linear forms of socialization. First, studies have identified some relatively short‐term experiences that impact newcomer adjustment. Examples include conflict with co‐workers (Nifadkar & Bauer, 2016 ), acceptance of newcomers by insiders (Korte & Lin, 2013 ; Moreland & Levine, 2002 ), critical incidents that communicate cultural norms (Gundry & Rousseau, 1994 ), and early support or undermining (Kammeyer‐Mueller, Wanberg, Rubenstein, & Song, 2013 ). Unmet (Wanous, Poland, Premack, & Davis, 1992 ) and misinterpreted (Korte, Brunhaver, & Sheppard, 2015 ) expectations have been shown to hinder adjustment.
Second, newcomers can experience specific periods that are characterized by positive or negative attitudes during socialization. The honeymoon–hangover effect occurs where a job change engenders an uplift in satisfaction that subsequently decreases over time (Boswell, Boudreau, & Tichy, 2005 ). Satisfaction peaks are particularly high for those who learn more during socialization (Boswell, Shipp, Payne, & Culbertson, 2009 ), whilst institutionalized socialization tactics can reduce any decrease in satisfaction that occurs after this peak (Wang, Hom, & Allen, 2017 ).
Third, there has been some examination of discrete critical events that occur during socialization. Louis ( 1980 ) describes ‘surprises’ that occur when newcomers’ overly positive expectations meet with reality, precipitating sensemaking and information seeking. Lee and Mitchell's ( 1994 ) unfolding model of voluntary turnover begins with the occurrence of a ‘shock’ event, which may be perceived as negative or positive and internal or external to organizational life. This triggers a ‘script’ that can result in turnover during socialization (Holtom, Goldberg, Allen, & Clark, 2017 ; Kammeyer‐Mueller, Wanberg, Glomb, & Ahlburg, 2005 ).
In sum, existing literature has identified several factors that affect the socialization process, some indicating non‐linear forms of adjustment. However, research has not explored the nature and range of individual adjustment pathways that occur across socialization, and whilst it recognizes the role of events in shaping adjustment, it has yet to provide detailed insights into the way in which events can shape a dynamic socialization process. Our study seeks to investigate individual pathways across the entirety of the socialization process by addressing the following research question:
Research Question 1 : What are the different pathways that are taken towards more or less successful socialization?
The psychological contract during socialization
If different pathways are identified, this raises questions about their characteristics and what determines them. We examine these questions utilizing psychological contract theory. The psychological contract has been defined as ‘individual beliefs, shaped by the organization, regarding terms of an exchange agreement between the individual and their organization’ (Rousseau, 1995 , p. 9). Several lines of research have examined the role of the psychological contract during socialization.
First, theoretical accounts have highlighted the importance of individual (e.g., information‐seeking behaviour) and organizational (e.g., overarching goals) factors in the development of perceived promises and breach during socialization (Morrison & Robinson, 1997 ; Rousseau, 2001 ; Rousseau et al ., 2018 ; Shore & Tetrick, 1994 ), which lead to transactional or relational psychological contracts (Rousseau, 1990 ). Empirical research confirms that perceptions of promises (Robinson, Kraatz, & Rousseau, 1994 ) and the extent to which they are breached or fulfilled (De Vos & Freese, 2011 ) change across socialization, driven by individual differences, information acquisition, and existing organizational norms (De Vos, 2005 ; Thomas & Anderson, 1998 ).
Second, studies have demonstrated that psychological contract perceptions predict changes in perceived obligations and breach across the first year in the job. For example, employee perceptions of their own contributions and those of the organization positively predict levels of perceived employee and organizational obligations across the first 12 months of service (De Vos et al ., 2003 ; Lee, Liu, Rousseau, Hui, & Chen, 2011 ). Additionally, newcomers perceive lower relational‐based employer obligations across their first 8 months, and consequently perceive greater breach and display poorer attitudes (Tekleab, Orvis, & Taylor, 2013 ).
Third, studies have examined the role of psychological contract perceptions in employee attitudes during socialization. Perceived breach can negatively affect trust, intention to remain, satisfaction, and turnover 2 years post‐entry (Robinson & Rousseau, 1994 ). Organizational commitment mediates the relationship between breach reported by newcomers and turnover intentions measured 4 months later (Lapointe et al ., 2013 ). The attitudes of newcomers who experience breach may take several paths, including remaining below pre‐breach levels or improving beyond them, dependent upon the salience of breach, levels of organizational support (Solinger, Hofmans, Bal, & Jansen, 2016 ), and coping responses (Bankins, 2015 ). Perceived employee obligations around entry can also drive attitudes at 8 weeks (Delobbe, Cooper‐Thomas, & De Hoe, 2016 ). Additionally, psychological contract perceptions act as an intervening mechanism during socialization. Breach mediates the effect of leader–member exchange and perceived support on intention to leave measured at 6 months (Dulac, Coyle‐Shapiro, Henderson, & Wayne, 2008 ), whilst both perceived promises and fulfilment mediate the relationship between learning and attitudes across the first 3 months of tenure (Woodrow & Guest, 2017 ).
Existing literature indicates that the psychological contract, and particularly the formation and delivery of perceived promises, influences attitudes during socialization. However, research has yet to consider the effect of the psychological contract on other aspects of adjustment beyond attitudes. In addition, it remains unclear how the psychological contract unfolds across the entirety of socialization. This is because studies have generally used aggregate‐level quantitative methods, often with short follow‐up periods of 6 months or less (e.g., Delobbe et al ., 2016 ; Dulac et al ., 2008 ), rather than exploring the emergence of breach or fulfilment events and any affects across socialization, for which a 12‐month follow‐up period is considered necessary (Bauer, Morrison, & Callister, 2007 ). Our study therefore addresses these issues.
The psychological contract and adjustment
Existing theory suggests that psychological contract‐related events may be key drivers of adjustment during socialization (e.g., Morrison & Robinson, 1997 ; Rousseau, 2001 ; Rousseau et al ., 2018 ; Shore & Tetrick, 1994 ). At entry, newcomers hold underdeveloped psychological contracts derived from pre‐organizational experience, education, and promises arising from recruitment (Shore & Tetrick, 1994 ). After entry, newcomers absorb information from their environment during their first few weeks and months (Louis, 1980 ) in line with uncertainty reduction theory (Berger & Calabrese, 1975 ), which involves the communication of further promises. Some promises are made explicitly through written or verbal communication, whilst others may be more implicitly encoded via observing others or organizational communications (Rousseau & Greller, 1994 ). The psychological contract that is formed acts as a schema that guides newcomers’ behaviour (Rousseau, 2001 ). This remains relatively stable after the initial weeks and months of work, as a ‘maintenance’ phase is entered (Rousseau et al ., 2018 ), although new promises may continue to be added (Rousseau, 2001 ).
Research suggests that ongoing organizational promise fulfilment facilitates some aspects of adjustment during the first year of tenure, with employees responding with their own contributions (De Vos et al ., 2003 ) via the mechanism of social exchange, reflected in positive attitudes (Zhao, Wayne, Glibkowski, & Bravo, 2007 ). Importantly, it is also likely that some organizational contributions (e.g., training) allow employees to learn about their environment, and some employee contributions (e.g., undertaking specific tasks) involve immersion in organizational life. Consequently, fulfilment could lead to opportunities to build relationships, knowledge about the new environment, and positive work‐related attitudes, indicating adjustment.
Psychological contract breach, where the organization is perceived to have failed to deliver a promise, may derail this process. Breach acts as a ‘disruption’ to the psychological contract, prompting employees to reconsider the terms (Rousseau et al ., 2018 ). Following social exchange, newcomers may remove some contribution after breach, accompanied by negative attitudes towards work (Zhao et al ., 2007 ) and decreasing levels of trust in the organization (Robinson, 1996 ). In serious cases, employees may experience strong feelings of violation, an emotional reaction involving anger and frustration (Morrison & Robinson, 1997 ). The removal of some organizational contributions (e.g., support) may prevent opportunities to learn and socially integrate that are required for adjustment. Breach therefore has the potential to damage the developing employment relationship, leading to negative attitudes and behaviour, poorer social relationships, inhibited learning, and, potentially, turnover.
In sum, consistent fulfilment may lead to better adjustment across socialization, but breach events may disrupt this process. However, these issues are yet to be systematically examined in the literature. Existing studies have focused largely upon how the psychological contract affects newcomer attitudes rather than other aspects of adjustment. Additionally, studies have rarely used detailed exploratory methods that could shed further light on individual experiences during socialization across the first 12 months of tenure. Consequently, it remains unclear how long any effects of fulfilment or breach on adjustment last, whether they may be reversed, and what types and intensities of event are necessary to affect adjustment.
We therefore examine individual accounts of the psychological contract at regular 3‐month intervals across the first year of tenure in an inductive and exploratory fashion. In particular, we address the following research question:
Research Question 2 : How do specific instances of perceived psychological contract breach and fulfilment affect adjustment within pathways through socialization?
Additionally, it is unclear how the timing of significant events during socialization affects adjustment. Robinson and Morrison's ( 2000 ) theory of psychological contract violation development suggests that perceived breach is particularly likely during very early socialization, when uncertain newcomers are vigilant to inconsistencies in the psychological contract and misunderstandings can easily occur between the two parties to the deal, especially if communication is inadequate (Morrison & Robinson, 1997 ). Newcomers are also unlikely to have built supportive relationships at this very early stage, which buffer against the negative effects of breach (Sutton & Griffin, 2004 ). This suggests that breach may be most common and damaging during very early socialization. On the other hand, very early tenure has been described as a time of promise negotiation (e.g., Shore & Tetrick, 1994 ), when the psychological contracts of inexperienced newcomers may more easily cope with deviations in the employment relationship compared to experienced staff whose psychological contracts have been formed over a longer period (Rousseau, 2001 ). This suggests that breach may be less harmful at an early stage of tenure. Since theory in this area is mixed, we explore the role of timing in the outcomes of breach and fulfilment by answering the following research question:
Research Question 3 : Does the experience of breach and fulfilment, and any effect on adjustment within pathways, differ depending on when it occurs during the socialization process?
The research, conducted in a large hospital in London (UK), adopted a longitudinal qualitative design. The study used repeated interviews, including critical incidents (Flanagan, 1954 ). This type of phenomena‐based case study provides a more suitable method to assess our exploratory research questions and build theory (Eisenhardt & Graebner, 2007 ) compared with more intensive methods such as diary studies. This approach also allowed the investigation of the experience of breach and fulfilment over time, enabling participants to reflect upon the same event at different points.
Newcomers to the organization were invited to participate in the study during 8 weekly ‘sign‐in’ days, where they reported to HR on their first day of work. Those who were happy to participate undertook an initial interview. Up to five interviews were conducted with each participant across the study, at entry, 3, 6, 9, and 12 months. Twelve months has been used as acceptable follow‐up period to capture the important aspects of socialization (De Vos & Freese, 2011 ). The remaining interviews were evenly spaced at 3‐month intervals to examine the evolving socialization process. This follow‐up schedule is considered appropriate for capturing the meaningful aspects of socialization (Bauer et al ., 2007 ; De Vos et al ., 2003 ).
Participant characteristics
Forty‐one individuals undertook an initial interview at day 1. Of these, nine could not be contacted again, four were current employees of the organization, and one was joining on a short‐term contract, leaving a usable sample of 27 participants who undertook 112 interviews. Eight participants voluntarily left the organization during the study period. Participants were a mix of occupational groups broadly in line with that of the workforce as a whole, including nurses, other health professionals, and administration staff. Six participants were entering their first job in their profession. The mean age of participants was 31 years, 71% were female, and 38% were from Black, Asian, and Minority Ethnic backgrounds.
Each interview lasted up to 40 min. The day 1 interview was used to collect demographic data and examine perceived psychological contract‐related promises and commitments that the organization had made. Each subsequent interview began with a series of questions examining perceived learning, attitudes, social integration, supervisory, and other support. Psychological contract breach and fulfilment were assessed in two ways. A critical incident technique (Flanagan, 1954 ) was used, with participants asked to recount any incidents that related to negative or positive events at work. These were probed if they reflected perceived breach or fulfilment. Additionally, participants were asked about the extent to which managers were perceived to have kept or broken any promises or obligations, and whether they felt they had been treated fairly, with emergent issues probed. Participants were also asked about the status of any perceived breach and fulfilment described in previous rounds.
NVivo software was used to organize transcripts and record coding. Analysis began with thematic coding of individual interviews using the approach of Miles and Huberman ( 1994 ). At stage 1, data were coded specifically for instances of perceived breach, fulfilment, organizational promises, adjustment, and attitudes. For the purposes of analysis, ‘perceived promises’ were coded where employees believed that their organization had promised or was obliged to provide a particular contribution in the future, in line with common conceptualizations (e.g., Coyle‐Shapiro & Kessler, 2002 ; Rousseau, 1990 ). Perceived breach was defined as ‘the employee's perception regarding the extent to which the organization has failed to fulfil its promises or obligations’ (Zhao et al ., 2007 , p. 649). Perceived fulfilment was coded where participants demonstrated the cognition that their organization had fulfilled promises or obligations. Codes relating to adjustment were applied where participants discussed learning about the role, team, and organization that enabled effective job performance (Haueter et al ., 2003 ), the development of positive work‐related attitudes (Saks & Ashforth, 1997 ), and positive relationships with insiders (e.g., Moreland & Levine, 1982 ; Ostroff & Kozlowski, 1992 ). A broad view of learning was used which included aspects of social integration and acceptance, in line with previous conceptualizations (e.g., Ostroff & Kozlowski, 1992 ).
At stage 2, exploratory open coding was applied to the entire data set to build upon preliminary codes and develop new ones. This initial coding process led to the development and refinement of lower level codes, which were grouped into pattern codes (e.g., ‘perceived causes of breach’, ‘perceived consequences of fulfilment’, ‘job learning’). At this stage, a set of perceived types of breach and fulfilment experienced by study participants was extracted from the data (see Table 1 ). A sample of approximately 20% of transcripts were independently examined for critical events by two coders. There was minor disagreement on a small number of events, which was resolved by discussion and used to inform ongoing coding.
Breach and fulfilment experienced by study participants
Type of breached/fulfilled promise | Content of breached/fulfilled promise |
---|---|
Training | To provide necessary training |
Inadequate staffing | To provide adequate staffing to enable optimal newcomer performance (staffing) |
Support structure | To support newcomers via mentoring, induction, or appraisal (support) |
Pay and advancement | To promote a newcomer, pay them a particular salary, or provide a salary increment (pay) |
Equipment | To provide equipment necessary to perform the job |
Role rotation | To provide a particular training role rotation at a particular time (rotation) |
Workload | To allocate a particular level of workload or number of hours |
Quality of care | To support staff in providing an adequate standard of quality, or to maintain a particular level of service quality (quality) |
Time off | To provide reasonable time off at an agreed time |
Terms in brackets denote abbreviations used in Tables Tables2 2 and and4 4 .
At stage 3, data were analysed on a longitudinal basis using the systematic approach of Saldaña ( 2003 ), which involves examining data using three sets of analytical questions. ‘Framing’ questions are used throughout the coding process and identify changes over time (e.g., Which differences occur between data collection points; when do these occur?); ‘Descriptive’ questions act as a bridge between framing and interpretation (e.g., what increases or is cumulative across time; do ‘surges’ or ‘epiphanies’ occur?); ‘Analytic/interpretive’ questions are then used to interpret the changes identified earlier (e.g., are there interrelationships between changes?).
Interviews were first analysed on a within‐participant, case‐by‐case basis, in conjunction with codes developed earlier. At this stage, various changes over time were coded (e.g., ‘breach of salient promise followed by intention to exit’; ‘over‐fulfilment followed by learning about role’), each with associated codes from stages 1 and 2 (e.g., ‘social integration’; ‘learning’; ‘support’). Between‐participant analysis was then undertaken. This resulted in the emergence of five overarching themes concerning distinct pathways through socialization (e.g., ‘Gradual adjustment through promise fulfilment’; ‘Accelerated adjustment through over‐fulfilment’), each underpinned by a set of codes relating to aspects of the employment relationship (e.g., ‘breach salience’; ‘management support’). Analysis was aided by the use of Miles and Huberman's ( 1994 ) time‐ordered matrices, detailing each participant's journey using one entry for each time point. Table 2 shows the matrix for perceived breach events.
Time‐ordered matrix for emergent breaches by follow‐up
ID | 3 months | 6 months | 9 months | 12 months |
---|---|---|---|---|
3 | Staffing | Time off Pay | ||
4 | Training | Staffing Training Time off | Time off Pay | |
5 | Support | Training | ||
6 | Pay | Training | ||
7 | Staffing Support | Pay Training | ||
8 | Workload | |||
10 | Staffing | Training | ||
12 | Staffing | |||
14 | Rotation Workload | Training | ||
16 | Equipment | Quality | ||
18 | ||||
19 | ||||
21 | Support Training | Quality | Training | |
22 | Support Training Rotation | |||
23 | Support | |||
24 | Support | Staffing | ||
26 | Workload Support | Workload Support | ||
28 | Support | |||
30 | Equipment | |||
31 | Support | Workload Support Pay | ||
33 | Training Time off | Support | Pay | |
34 | Staffing | |||
36 | Support | |||
37 | ||||
38 | Support | Quality | ||
39 | Support | |||
41 | Training | Staffing |
Types of breach and fulfilment
Initial analysis of the entire data set identified nine distinct types of promise that were breached or fulfilled during the study (shown in Table 1 ). Some related to promises that had emerged at the initial interview, whilst others had subsequently become part of the psychological contract. Promises were derived from a variety of sources, but the agent of delivery (Rousseau, 1995 ) was in almost every case viewed as being a direct supervisor or a departmental supervisor with specific responsibility for training, who was often not the source of the initial promise. Some participants (such as those described in pathway 4) altered their attribution of responsibility for breach from hospital management in general to their direct manager as the study progressed.
Instances of fulfilment relating to specific promises emerged less often than instances of breach, because participants often described fulfilment in more general terms. For example, Participant 19 stated that ‘I can't think of anything that … they've promised and it's not been delivered’. Most commonly reported instances of breach across all rounds and participants related to Training (12) and Support Structure (15). A greater proportion of study participants (20 of 27) reported breach at 3 months compared to 12 months (2 of 19). Most participants did not report new instances of breach or fulfilment at every follow‐up, and three individuals did not report any breach during the study.
Initial psychological contracts
The initial interviews focused upon perceived promises made at entry. The following types of promise were reported at this stage: Support Structure ; Training ; Workload; and Quality of Care . In line with Rousseau ( 1995 ), promises originated via both human (e.g., conversations with insiders during recruitment, including but not limited to managers) and structural (e.g., organizational literature) sources. Some were more implicit, such as the provision of particular types of training that were described in literature but never formally promised. Others, such as the provision of a mentor, were promised explicitly during recruitment. Initial interviews were conducted prior to individuals having started their jobs, and many stated that they expected to learn more about what the organization would provide during their formal induction and initial weeks in post.
Many participants discussed adjustment in terms of the development of a strong network in their work area and generally positive attitudes towards their work. Less experienced newcomers, particularly those entering their first job in their profession, described developing an understanding of their role as an important part of adjustment. For more experienced newcomers entering from similar jobs elsewhere, the role itself was far less important. An experienced midwife illustrates this:
I know the midwife area is always busy….midwifery is midwifery, no matter where you find yourself. [Participant 33]
Several saw their ability to integrate through proactive behaviour as a major achievement. Newcomers highlighted the importance of social integration into their work area, rather than into the organization as a whole:
I guess, if anything, I feel more part of this building and the ethos of the building…I don't feel like I am part of the hospital staff. [Participant 16]
Pathways of breach and fulfilment through socialization
Longitudinal analysis of the data set led to the emergence of five distinct psychological contract pathways through socialization, each exhibiting distinct temporal characteristics. Additionally, three themes emerged that cut across the pathways, relating to manager support, organizational responsiveness, and the type of promise made. These pathways are represented graphically in Table 3 and explained below. Table 4 summarizes the critical psychological contract events reported for each pathway.
Six psychological contract pathways through socialization
Pathway | Local support | Organizational responsiveness | ||||||
---|---|---|---|---|---|---|---|---|
1 | Gradual adjustment through promise fulfilment | Strong | Strong | |||||
2 | Accelerated adjustment through over‐fulfilment | Strong | Strong | |||||
3 | Positive turning point through fulfilment | Mixed | Mixed | |||||
4 | Cumulative breach to tipping point | Weak | Weak | |||||
5 | Negative turning point through violation | Weak | Weak |
Summary of psychological contract events reported for each socialization pathway
Pathway ( ) | All breach events ( ) | All fulfilment events ( ) | Turning point incidents (follow‐up) |
---|---|---|---|
1. Gradual adjustment through promise fulfilment (13) | Equipment (2) Staffing (4) Pay (1) Quality (1) Rotation (1) Support (4) Training (4) Workload (3) | Time off (1) Pay (1) Equipment (1) Rotation (2) Staffing (1) Support (3) Training (6) | N/A |
2. Accelerated adjustment through over‐fulfilment (2) | Pay (1) Training (1) | Equipment (1) Pay (1) Support (1) Training (2) | Training (T1) Training (T1) |
3. Positive turning point through fulfilment (2) | Staffing (1) Pay (1) Support (2) Time off (1) Training (1) | Support (1) Training (2) | Support (T2) Training (T3) |
4. Cumulative breach to tipping point (2) | Staffing (1) Pay (1) Quality (1) Support (2) Training (1) | Quality (1) Training (1) | Quality (T2) Pay (T3) |
5. Negative turning point through violation (4) | Staffing (2) Pay (2) Rotation (1) Support (3) Time off (3) Training (3) Workload (2) | Support (2) Training (1) | Support (T1) Support (T2) Time off (T3) Time off (T3) |
T1 = 3 months; T2 = 6 months; T3 = 9 months.
Pathway 1: Gradual adjustment through promise fulfilment
The first emergent pathway involved individuals for whom adjustment happened gradually and reasonably smoothly, with participants reporting that promises had generally been fulfilled throughout. This was the most common pathway and included 13 study participants (around half the sample).
Most participants, and particularly those more experienced in their profession, viewed promise delivery with a sense of ambivalence. When asked about the delivery of promises and obligations, statements such as ‘I can't complain’ [Participant 34] were common. Hence, in many cases, fulfilment acted via the removal of potential barriers to adjustment. Some participants described the fulfilment of promises, such as provision of training that had been discussed at interview or described in a job advertisement. Others stated that little explicit promise‐making had taken place. For some less experienced participants, fulfilled promises contributed to adjustment by making contributions (e.g., training or enlarged job content) that enabled them to learn the important aspects of their new environment and develop social relationships. Participant 5, a nurse, was made promises regarding training and support. Delivery of these promises helped her to integrate socially, and to learn about her role and pass a test necessary to administer drugs:
I passed first time…other colleagues who'd already done the test were very supportive. My practice development nurse is very supportive….it is something you will have had to have passed before you can administer drugs.
Most participants in this pathway reported broadly positive attitudes throughout, demonstrating adjustment after 6 or 9 months. Accounts were characterized by strong support from their direct managers who responded to minor instances of breach. Many reported that some promises had not initially been fulfilled. However, these often related to issues that were not of particular importance to the individual and were swiftly righted by the organization. For example, Participant 23, an allied health professional, stated at 3 months that a promised supervisory structure was not in place:
When I first started, they weren't really sure who even my supervisor was going to be, and I think those processes took some time. I didn't have an appraisal until two months into my first job.
However, at later follow‐ups, she reported that this situation had little effect on her attitudes, since it was not of particular importance to her:
I've got a new supervisor now… absolutely fine, no problem at all now. [I am] really integrated … I suppose it takes a few months to settle in and feel like ‘okay, now I am part of the team’.
Pathway 2: Accelerated adjustment through over‐fulfilment
The second pathway that emerged concerned cases where fulfilment acted as an event that led to a sharp upturn in adjustment. The defining characteristic of these cases was the presence of over‐fulfilment, where perceived promises were delivered above the expected level.
This type of turning point was experienced by two individuals. In each case, it was reported at 3 months and concerned the provision of training. This experience was viewed as an act of goodwill towards newcomers that increased trust in the organization and enabled them to quickly build social networks and learn about their environment, setting the course for a positive journey through socialization. Subsequently, each participant adjusted quickly to their role, reported a general happiness with most aspects their work at each additional follow‐up, and remained with the organization at 12 months.
Participant 18, a non‐clinical support employee, reported at the 3‐month follow‐up that she had been provided with training over and above what had been promised:
A lot more… it's just the training I've received …I've never done dental before, but I've received quite a lot of support….I'm extremely happy.
At the 6‐ and 9‐month interviews, she felt fully adjusted and reported that promises were still being met:
I was very positive and I still am. Things are getting even better and better…I get quite a lot of support, which is excellent….I've been very lucky that in my case they've kept [their promises], especially with the training and the support…I got it all. I have integrated really well… in terms of my job and the other departments.
Participant 6, a nurse, stated at the initial interview that she had been promised ‘training and….in the first months, I will be very well supported’. At 3 months, she revealed that this training had been above the promised level:
Better than I thought it would be. I had more support than I thought I would have…they had somebody to work with me for my first few shifts …it is nice to have somebody just to show you how they do things.
At subsequent interviews, she continued to report positive attitudes, strong line manager support, good knowledge of her environment, fulfilled promises, and positive relationships. At 12 months, she reported feeling adjusted and socially integrated, particularly within her immediate work area:
I think [I am integrated] more in my job on the unit than at [the hospital] as a whole. …I feel I'm integrated enough at [the hospital] so it's fine.
Pathway 3: Positive turning point through fulfilment
The third emergent pathway was characterized by a negative experience that, through organizational action, later became positive and led to adjustment. The two individuals in this pathway experienced the breach of a salient promise. However, at subsequent interviews they revealed that the organization had fulfilled this promise, which led to a reversal of their negative attitudes and perceptions of adjustment.
The initial breach in these cases was reported at 3 months, with subsequent organizational action to remedy it reported at 6 or 9 months. One breach related to a promised support structure and one to promised training. Line manager support and organizational responsiveness were intertwined and of critical importance to this pathway, since a change of supervisor led to delivery of a perceived promise that the previous supervisor had failed to deliver in both cases. The effect of promise delivery provided an uplift in attitudes and allowed participants to learn more about their environment and build networks via the actual contribution offered, resulting in better adjustment.
Participant 33, an experienced midwife, stated at entry that she joined the organization in order to undertake a particular training course that was described in messages from the organization. At 3 months, she reported beginning to settle into the role, aided by previous experience. However, she reported a breach when a supervisor stated that it was not possible to undertake the training after all, leading to relationship difficulties with the supervisor and inhibiting learning. At this stage, the participant considered leaving:
I spoke to [the supervisor] about a course that I wanted to do… she said there's no place for me…it's one of my main reasons for coming….I am thinking about whether to stay here and continue to wait for me to do the course or to try somewhere else.
At 9 months, the situation changed. Her supervisor had been replaced by an individual who found her a training place:
[The supervisor] has been away for some time now, and somebody else is doing her job… [they will] help me go on the course….I don't think I have any problems as far as work is concerned.
The delivery of this promise, coupled with the change in supervisor, triggered far more positive attitudes about the environment and team:
I've been there for about nine months now at least, I've become used to the routines of the hospital, familiar with the hospital policies, so I feel much at home …they've all been nice, the managers and my colleagues have been nice.
Finally, at 12 months, she reported feeling fully adjusted and integrated, having seen a change in the way the department operated since joining:
When I first started the newcomers were isolated, but I've really seen a change…the initial welcome was not the best….but things have really improved.
Pathway 4: Cumulative breach to tipping point
The fourth pathway involved a negative turning point in the form of a psychological contract breach. We classify this as a ‘tipping point’, whereby one particular breach following a series of breaches pushed individuals over a threshold, leading to exit.
Two individuals in the data set were coded under this pathway. In each case, a number of breaches were experienced until, finally, the newcomers decided that they no longer wished to remain in the organization. One individual left for another job between 6 and 9 months of service. The second was searching for a new post at the 12‐month interview. Adjustment was stunted throughout, because breaches denied access to aspects of organizational life that would promote learning and social adjustment, causing frustration and impaired trust in management. Both instances of tipping points occurred during the later phases of the study, at 6 and 9 months, relating to ‘quality of care’ and ‘pay and advancement’. These pathways were characterized by perceptions of poor line manager support, a large number of breaches during socialization, and a lack of organizational resolution of these breaches.
Participant 7, a trainee allied health professional, experienced a difficult time during his first year of work. At 3 months, he learnt that there was a recruitment freeze and his department was likely to close, and reported breaches relating to understaffing and support. Despite some setbacks, he reported beginning to adjust through learning about his new organization and displayed generally positive attitudes:
It's going alright….they've given me training and made sure that I'm alright…the biggest achievement really is being able to integrate myself into all the departments.
At 6 months, these breaches had not been resolved, and a further breach emerged relating to removal of training opportunities. The final straw for this participant, however, was revealed at the 9‐month interview, concerning a promised salary increment that had been reneged upon:
You are supposed to get a pay increase after six months, and we were promised to get this, and then all of a sudden they turned around and said: ‘you can't have it unless you do this [training] program’.
This was one broken promise too many, and he began searching for another job, continuing at the 12‐month interview. At this point, he stated that whilst he felt somewhat socially integrated at the team level, he had a poor relationship with his supervisor and the breaches relating to training had prevented adjustment into the role:
Everyone is friendly with literally everyone at work…I am friends with everyone except my line manager…[but] I haven't officially learned anything, because I haven't been able to go on any training courses. CV wise, I haven't actually had any advances.
This participant attributed the breaches at 3 months to organizational‐wide issues rather than to his own manager, describing them as ‘a bit unfair, but…unfortunately a necessary evil’. The later breaches, by contrast, were attributed to his direct manager: ‘I'm not sure it's so much saving money; I think that was more of a way to try and get to us a little bit’.
Pathway 5: Negative turning point through violation
The final pathway that emerged from the data also involved a negative turning point in the form of a psychological contract breach. Here, four participants who were experiencing an otherwise broadly positive socialization experience were jarred towards poor levels of adjustment by the perceived breach of a particularly salient promise. In each case, the breach led to job search behaviour. In two of these cases, the individuals left the organization for another job before 12 months of service. Breaches of this type elicited strong feelings of anger, frustration, or betrayal, characteristic of high levels of psychological contract violation (Morrison & Robinson, 1997 ). This type of critical turning point event was reported at varying follow‐up points: at 3 months, at 6 months, and twice at 9 months. The types of promise to which breaches pertained also varied. Two related to supervision and two to access to annual leave. The critical issue in these cases was the importance of the promise to the individual.
Participant 4, a trainee health professional, was assured at entry that she would be able to take a holiday at a particular time. During the early interviews, minor breaches were reported, relating to inadequate staffing, time off, and access to training. She continued to adjust, although she reported a poor relationship with her manager, stating at 6 months that she had learnt about her new environment and role: ‘I feel completely a part of the hospital because the people who work here are amazing…except my manager’; and that ‘nothing is perfect, but for now…I'd say I'm happy’. However, at 9 months, she reported that the promise to take holiday had been reneged upon by her manager. This elicited a strong negative reaction and, consequently, she reported that her positive attitudes towards the hospital were reversed and began searching for a new job:
When they hired me…they said ‘no problem’. Now because they are doing cuts they've come to us and said ‘now you can't’. For me that is definitely not acceptable… So I already told my boss that if I find something else …I will leave.
If they start making rules when only one can go on holiday it's wrong, which was not part of the deal when they hired me! Those things don't make me feel so connected to [the hospital].
Participant 26, a patient‐facing administrator, experienced a similar journey. At 3 months, she stated that she was integrating well into her team and being given time by her mentor to learn the ropes:
[My mentor has] done it in stages with me, which is really, really helpful…she's given me the time to understand what I need to understand. And as I grasp it we move onto another part.
However, at 6 months, she reported two breaches which led her to begin searching for a new job. One related to management's failure to protect her from patient abuse and the other to the removal of a promise that staff could leave their shift once cover is in place:
The nurses, once they've done their handover, even if it's five past eight, they can actually leave once their cover has come in. And our line manager said the same thing. Well, once confronted by their manager, they've backed down. For me, I just think it's just so wrong.
These incidents were viewed as a serious betrayal, leading to anger and a poor relationship with her managers, and prompting her to state that ‘I'm not going to stay. That's not the sort of environment I can work in’. At the 9‐month follow‐up, she had left for another job.
The pathway was characterized by a departmental management structure that was perceived to be poor and unsupportive. Participants described a lack of responsiveness to complaints about breach, with attempts to discuss issues with managers often ignored. Individuals described feeling somewhat adjusted, having worked hard to build networks and learn about their environment, despite negative relationships with management. However, the breaking of a particularly salient promise derailed these efforts, setting them on a path to exit.
We present research designed to advance the literature on organizational socialization by addressing three interrelated issues that have remained unresolved. Because of the exploratory nature of our research questions, we undertook a longitudinal qualitative study using critical incidents of psychological contract breach and fulfilment to examine how newcomers interpret their experiences, and any specific events that occur, across the entirety of socialization.
Our first research question asked whether it is possible to identify pathways through the socialization process. Analysis led to the identification of five distinct pathways. The second research question addressed the role of psychological contract breach and fulfilment as a means of understanding and explaining adjustment within pathways. Analysis reveals that each of the five pathways was defined by psychological contract‐related characteristics. One pathway shows that many experience gradual adjustment, with promises generally fulfilled. Another reveals that exceeded promises can provide a positive turning point, accelerating adjustment. A third provides evidence that after breaches have occurred, subsequent fulfilment of salient promises can act as a positive turning point. A fourth reveals that newcomers can reach a ‘tipping point’ after a series of breaches, and a fifth shows that breach acts as a negative turning point where it involves violation of a salient promise. Our third research question concerned the timing of relevant events during socialization. Analysis confirms that events had a profound effect on the success of socialization at any time over the 12 months of our study, although some trends linked to particular pathways emerged. Over‐fulfilment that led to very rapid adjustment occurred in early socialization. Fulfilment of a previously breached promise that led to an upturn in adjustment occurred later in the process. ‘Tipping points’ that occurred after a series of previous breaches also occurred later in the process.
Theoretical implications
Our findings demonstrate that psychological contract breach and fulfilment act as discrete ‘turning point’ events across the entirety of socialization, influencing adjustment and helping to determine the pathway that is taken through socialization. Whilst research has shown that socialization does not proceed linearly (e.g., Boswell et al ., 2005 ), we add to the literature describing potential ‘issues’ (e.g., Korte et al ., 2015 ) or ‘shocks’ (e.g., Holtom et al ., 2017 ) that may occur. Socialization has been characterized as a process of overcoming challenging hurdles (e.g., Ashforth et al ., 2007 ) that leads to sensemaking (Louis, 1980 ) and adjustment. This research shows that perceived breach and fulfilment of the psychological contract precipitate rapid adjustment as well as disengagement, such that many who go on to become socialized have experienced events with negative and positive outcomes. The psychological contract has often been positioned as an outcome of socialization (e.g., De Vos & Freese, 2011 ) or a driver of attitudes (Robinson & Rousseau, 1994 ). We show that it is important for all aspects of adjustment. Importantly, adjustment often hinged upon one particular aspect of the job, such as a training place. Hence, individuals who reported making efforts to integrate and build networks were still jarred towards poor adjustment (and possibly exit) when denied something of particular importance.
The findings of this study demonstrate that the function of breach and fulfilment may differ by stage. During early socialization, in what is often called the encounter phase, over‐fulfilment spurred employees into early adjustment by providing the tools to socially integrate and learn the job, facilitating positive attitudes. Fulfilment later in socialization sometimes served as corrective action to restore trust and aid adjustment that had been harmed by previous negative experiences. Breach that occurred late in socialization, particularly if following earlier breach, tipped some participants towards exit. Serious breach that resulted in strong feelings of violation acted primarily by impairing attitudes and trust in the organization, acting as turning points at any stage. Additionally, participants’ levels of previous experience influenced the importance of features of adjustment. Newcomers with limited experience in their profession were particularly concerned with role‐related aspects of adjustment, whereas experienced newcomers were more concerned with social integration, adding to previous findings that more uncertain inexperienced newcomers benefit more from the use of ‘institutionalized’ socialization tactics (Saks et al ., 2007 ).
Our findings also provide several theoretical implications regarding the ‘unfolding’ nature of particular promises and their fulfilment or breach, an area that has received limited prior attention (e.g., Conway & Briner, 2005 ; Rousseau et al ., 2018 ). First, previous theoretical work suggests that the effect of perceived breach can depend upon the importance of the breached promise (Morrison & Robinson, 1997 ; Schalk & Roe, 2007 ). We provide empirical evidence that perceived breach of particularly important promises affects adjustment. Second, previous cross‐sectional research has demonstrated that the effect of perceived breach on attitudes is not linear but becomes stronger when a certain intensity of breach is perceived (Rigotti, 2009 ). We add to these findings by showing that individual instances of breach may be additive over time in terms of their effects on all aspects of newcomer adjustment. Third, Tomprou et al . ( 2015 ) discuss the importance of perceived organizational responsiveness in repairing broken promises, and empirical evidence demonstrates that post‐breach support can enhance recovery with respect to commitment (Solinger et al ., 2016 ). This analysis demonstrates that fulfilment of a previously breached promise may provide a positive turning point. Finally, previous research shows that over‐fulfilment may have a positive impact, albeit to a lesser degree than the negative impact of under‐fulfilment (Conway & Briner, 2002 ), and may lead to a positive renegotiation of the deal (Rousseau et al ., 2018 ). Our research shows that in very early tenure, where organizational contributions refer to an issue that can aid learning about the environment, over‐fulfilment may have a very strong positive impact upon adjustment.
Practical implications
This research has implications for the management of newcomers during socialization. First, the research implies that the management of broken promises is particularly important, because a series of unresolved breaches, even if seemingly unimportant when viewed individually, can inhibit adjustment and precipitate exit. Second, the research shows that damage done by broken promises may be undone through subsequent fulfilment. This suggests that where individual promises are broken, managers should not forget about them, since employees are unlikely to. Rather, managers should seek to explain why the promise was broken and try to fulfil it later. Our findings highlight the important role of the supervisor and the support they provide, since instances emerged where fulfilment of a previously breached promise was delivered by a newly appointed and more supportive manager. This points to a case for training supervisors in management of newcomers, sensitizing them to many of the points raised including the importance of managing the psychological contract.
Third, our research shows that delivery (or over‐delivery) of perceived promises concerning important learning opportunities during very early socialization can have strong and lasting effects upon adjustment, whilst other promises were viewed as less significant even when broken. This suggests that managers might prioritize particular types of contribution during early tenure, whilst being aware of relevant previous experience of newcomers. Finally, perceived promises may arise from a variety of sources during recruitment, of which managers in departments may be unaware. It is therefore important only to make promises that can realistically be kept, and for managers to be made aware of the perceived promises that newcomers may hold.
Limitations and future research
Our study was conducted with a fairly small number of staff in one context. Whilst our aim was to elicit rich information about socialization, it is not clear whether the five pathways identified here are found in other contexts. Furthermore, three pathways each contained only two participants. Further research can confirm these or other potential pathways. Additionally, we only assessed the perceptions of newcomers, when the perceptions of organizational insiders who may play a role in both adjustment (Moreland & Levine, 1982 ) and the psychological contract (Guest, 1998 ) could provide an additional perspective.
Aspects of the emergent findings could be investigated further with longitudinal qualitative or possibly quantitative methods. One concerns the accumulation of psychological contract breach, where a particularly important question relates to how much breach individuals can take, over time, before they reach a tipping point. Second, the findings concerning subsequent fulfilment of a previous breach are novel. Future research might explore factors that facilitate this, such as the influence of a change of manager which was important here. Third, this research shows that the type of promise is important, and this issue may be usefully investigated in other contexts with more participants. Fourth, our study took place in a large hospital which may help to explain a gap between promises made during recruitment and some of the challenges of ‘local’ socialization, as well as the limited interest in integration into the organization as a whole. Future research in smaller organizations may present a different picture. Finally, our research highlights the general utility of adopting relatively novel methods to explore and build on theory, and specifically the use of longitudinal qualitative research to analyse the time domain in the evolution of the psychological contract and socialization.
Our research advances knowledge about organizational socialization and the psychological contract in several ways. First, it has drawn attention to the variety of pathways in socialization. Second, it has demonstrated the value of the psychological contract in understanding the evolution of the socialization process, revealing that whilst it can be a smooth process, instances of fulfilment and breach can lead to turning points and tipping points. Longitudinal qualitative methodology advances our understanding of the dynamic state of the psychological contract during periods of instability such as socialization by using the critical incident technique to demonstrate how specific events affecting fulfilment or breach can alter the trajectory of organizational socialization. Rather than representing an outcome of socialization, the psychological contract can have a large influence on whether adjustment occurs at all.
Acknowledgements
This paper presents independent research commissioned by the National Institute for Health Research (NIHR). The views expressed in this paper are those of the author(s) and not necessarily those of the NHS, NIHR or the Department of Health. Funding for the research was provided by the NIHR.
- Ashforth, B. E. , Sluss, D. M. , & Harrison, S. (2007). Socialization in organizational contexts In Hodgkinson G. P. & Ford J. K. (Eds.), International review of industrial and organizational psychology (pp. 1–70). Chichester, West Sussex: John Wiley & Sons. [ Google Scholar ]
- Bankins, S. (2015). A process perspective on psychological contract change: Making sense of, and repairing, psychological contract breach and violation through employee coping actions . Journal of Organizational Behavior , 36 , 1071–1095. 10.1002/job.2007 [ CrossRef ] [ Google Scholar ]
- Bauer, T. N. , Bodner, T. , Erdogan, B. , Truxillo, D. M. , & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta‐analytic review of antecedents, outcomes, and methods . Journal of Applied Psychology , 92 , 707–721. 10.1037/0021-9010.92.3.707 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Bauer, T. N. , Morrison, E. W. , & Callister, R. R. (1998). Organizational socialization: A review and directions for future research In Rowland K. M. & Ferris G. R. (Eds.), Research in personnel and human resources management , Vol. 16 (pp. 149–214). Greenwich, CT: JAI Press. [ Google Scholar ]
- Berger, C. , & Calabrese, R. (1975). Some explorations in initial interaction and beyond: Toward a developmental theory of interpersonal communication . Human Communication Research , 1 , 99–112. 10.1111/j.1468-2958.1975.tb00258.x [ CrossRef ] [ Google Scholar ]
- Boswell, W. R. , Boudreau, J. W. , & Tichy, J. (2005). The relationship between employee job change and job satisfaction: The honeymoon‐hangover effect . Journal of Applied Psychology , 90 , 882 10.1037/0021-9010.90.5.882 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Boswell, W. R. , Shipp, A. J. , Payne, S. C. , & Culbertson, S. S. (2009). Changes in newcomer job satisfaction over time: Examining the pattern of honeymoons and hangovers . Journal of Applied Psychology , 94 , 844 10.1037/a0014975 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Conway, N. , & Briner, R. B. (2002). A daily diary study of affective responses to psychological contract breach and exceeded promises . Journal of Organizational Behavior , 23 , 287–302. 10.1002/job.139 [ CrossRef ] [ Google Scholar ]
- Conway, N. , & Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research . Oxford, UK: Oxford University Press; 10.1093/acprof:oso/9780199280643.001.0001 [ CrossRef ] [ Google Scholar ]
- Cooper‐Thomas, H. D. , & Anderson, N. (2006). Organizational socialization: A new theoretical model and recommendations for future research and HRM practices in organizations . Journal of Managerial Psychology , 21 , 492–516. 10.1108/02683940610673997 [ CrossRef ] [ Google Scholar ]
- Coyle‐Shapiro, J. , & Kessler, I. (2002). Consequences of the psychological contract for the employment relationship: A large scale survey . Journal of Management Studies , 37 , 903–930. 10.1111/1467-6486.00210 [ CrossRef ] [ Google Scholar ]
- De Vos, A. (2005). The psychological contract of organisational newcomers: An investigation of antecedents and changes over time . International Journal of Human Resources Development and Management , 5 , 371–388. 10.1504/IJHRDM.2005.008508 [ CrossRef ] [ Google Scholar ]
- De Vos, A. , Buyens, D. , & Schalk, R. (2003). Psychological contract development during organizational socialization: Adaptation to reality and the role of reciprocity . Journal of Organizational Behavior , 24 , 537–559. 10.1002/job.205 [ CrossRef ] [ Google Scholar ]
- De Vos, A. , & Freese, C. (2011). Sensemaking during organizational entry: Changes in newcomer information seeking and the relationship with psychological contract fulfilment . Journal of Occupational and Organizational Psychology , 84 , 288–314. 10.1111/j.2044-8325.2011.02024.x [ CrossRef ] [ Google Scholar ]
- Delobbe, N. , Cooper‐Thomas, H. D. , & De Hoe, R. (2016). A new look at the psychological contract during organizational socialization: The role of newcomers’ obligations at entry . Journal of Organizational Behavior , 37 , 845–867. 10.1002/job.2078 [ CrossRef ] [ Google Scholar ]
- Dulac, T. , Coyle‐Shapiro, J. A. , Henderson, D. J. , & Wayne, S. J. (2008). Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations . Academy of Management Journal , 51 , 1079–1098. 10.5465/amj.2008.35732596 [ CrossRef ] [ Google Scholar ]
- Eisenhardt, K. M. , & Graebner, M. E. (2007). Theory building from cases: Opportunities and challenges . Academy of Management Journal , 50 , 25–32. 10.5465/AMJ.2007.24160888 [ CrossRef ] [ Google Scholar ]
- Ellis, A. M. , Bauer, T. N. , Mansfield, L. R. , Erdogan, B. , Truxillo, D. M. , & Simon, L. S. (2015). Navigating uncharted waters: Newcomer socialization through the lens of stress theory . Journal of Management , 41 , 203–235. 10.1177/0149206314557525 [ CrossRef ] [ Google Scholar ]
- Flanagan, J. C. (1954). The critical incident technique . Psychological Bulletin , 51 , 327–358. 10.1037/h0061470 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Guest, D. (1998). Is the psychological contract worth taking seriously? Journal of Organizational Behavior , 19 , 649–664. 10.1002/(SICI)1099-1379(1998)19:1+<649:AID-JOB970>3.0.CO;2-T [ CrossRef ] [ Google Scholar ]
- Gundry, L. K. , & Rousseau, D. M. (1994). Critical incidents in communicating culture to newcomers: The meaning is the message . Human Relations , 47 , 1063–1088. 10.1177/001872679404700903 [ CrossRef ] [ Google Scholar ]
- Haueter, J. A. , Macan, T. H. , & Winter, J. (2003). Measurement of newcomer socialization: Construct validation of a multidimensional scale . Journal of Vocational Behavior , 63 , 20–39. 10.1016/S0001-8791(02)00017-9 [ CrossRef ] [ Google Scholar ]
- Holtom, B. , Goldberg, C. B. , Allen, D. G. , & Clark, M. A. (2017). How today's shocks predict tomorrow's leaving . Journal of Business and Psychology , 32 , 59–71. 10.1007/s10869-016-9438-9 [ CrossRef ] [ Google Scholar ]
- Jablin, F. (2001). Organizational entry, assimilation, and disengagement/exit In Jablin F. M. & Putnam L. L. (Eds.), The new handbook of organizational communication: Advances in theory, research, and methods (pp. 732–818). Newbury Park, CA: Sage; 10.4135/9781412986243 [ CrossRef ] [ Google Scholar ]
- Jones, G. R. (1986). Socialization tactics, self‐efficacy, and newcomers’ adjustments to organizations . Academy of Management Journal , 29 , 262–279. 10.2307/256188 [ CrossRef ] [ Google Scholar ]
- Kammeyer‐Mueller, J. D. , Wanberg, C. R. , Glomb, T. M. , & Ahlburg, D. (2005). The role of temporal shifts in turnover processes: It's about time . Journal of Applied Psychology , 90 , 644 10.1037/0021-9010.90.4.644 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Kammeyer‐Mueller, J. , Wanberg, C. , Rubenstein, A. , & Song, Z. (2013). Support, undermining, and newcomer socialization: Fitting in during the first 90 days . Academy of Management Journal , 56 , 1104–1124. 10.5465/amj.2010.0791 [ CrossRef ] [ Google Scholar ]
- Korte, R. , Brunhaver, S. , & Sheppard, S. (2015). (Mis) Interpretations of organizational socialization: The expectations and experiences of newcomers and managers . Human Resource Development Quarterly , 26 , 185–208. 10.1002/hrdq.21206 [ CrossRef ] [ Google Scholar ]
- Korte, R. , & Lin, S. (2013). Getting on board: Organizational socialization and the contribution of social capital . Human Relations , 66 , 407–428. 10.1177/0018726712461927 [ CrossRef ] [ Google Scholar ]
- Lapointe, É. , Vandenberghe, C. , & Boudrias, J. S. (2013). Psychological contract breach, affective commitment to organization and supervisor, and newcomer adjustment: A three‐wave moderated mediation model . Journal of Vocational Behavior , 83 , 528–538. 10.1016/j.jvb.2013.07.008 [ CrossRef ] [ Google Scholar ]
- Lee, C. , Liu, J. , Rousseau, D. M. , Hui, C. , & Chen, Z. X. (2011). Inducements, contributions, and fulfillment in new employee psychological contracts . Human Resource Management , 50 , 201–226. 10.1002/hrm.20415 [ CrossRef ] [ Google Scholar ]
- Lee, T. , & Mitchell, T. (1994). An alternative approach: The unfolding model of voluntary employee turnover . Academy of Management Review , 19 , 51–89. 10.2307/258835 [ CrossRef ] [ Google Scholar ]
- Lester, R. E. (1987). Organizational culture, uncertainty reduction and the socialization of new organizational members In Thomas S. (Ed.), Culture and communication: Methodology, behavior, artifacts and institutions (pp. 105–113). Norwood, NJ: Ablex. [ Google Scholar ]
- Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings . Administrative Science Quarterly , 25 , 226–251. 10.1300/J111V04N01_08 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Miles, M. B. , & Huberman, A. M. (1994). Qualitative data analysis (2nd ed.). Thousand Oaks, CA: Sage. [ Google Scholar ]
- Moreland, R. L. , & Levine, J. M. (1982). Socialization in small groups: Temporal changes in individual‐group relations In Berkowitz L. (Ed.), Advances in experimental social psychology , Vol. 15 (pp. 137–192). New York, NY: Academic. [ Google Scholar ]
- Moreland, R. L. , & Levine, J. M. (2002). Socialization and trust in work groups . Group Processes & Intergroup Relations , 5 , 185–201. 10.1177/1368430202005003001 [ CrossRef ] [ Google Scholar ]
- Morrison, E. W. , & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops . Academy of Management Review , 22 , 226–256. 10.5465/AMR.1997.9707180265 [ CrossRef ] [ Google Scholar ]
- Nifadkar, S. S. , & Bauer, T. N. (2016). Breach of belongingness: Newcomer relationship conflict, information, and task‐related outcomes during organizational socialization . Journal of Applied Psychology , 101 , 1–13. 10.1037/apl0000035 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Ostroff, C. , & Kozlowski, S. W. (1992). Organizational socialization as a learning process: The role of information acquisition . Personnel psychology , 45 , 849–874. 10.1111/j.1744-6570.1992.tb00971.x [ CrossRef ] [ Google Scholar ]
- Rigotti, T. (2009). Enough is enough? Threshold models for the relationship between psychological contract breach and job‐related attitudes . European Journal of Work and Organizational Psychology , 18 , 442–463. 10.1080/13594320802402039 [ CrossRef ] [ Google Scholar ]
- Robinson, S. L. (1996). Trust and breach of the psychological contract . Administrative Science Quarterly , 41 , 574–599. 10.2307/2393868 [ CrossRef ] [ Google Scholar ]
- Robinson, S. L. , Kraatz, M. S. , & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study . Academy of Management Journal , 37 , 137–152. 10.2307/256773 [ CrossRef ] [ Google Scholar ]
- Robinson, S. L. , & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study . Journal of Organizational Behavior , 21 , 525–546. 10.1002/1099-1379(200008)21:5<525:AID-JOB40>3.0.CO;2-T [ CrossRef ] [ Google Scholar ]
- Robinson, S. L. , & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm . Journal of Organizational Behavior , 15 , 245–259. 10.1002/job.4030150306 [ CrossRef ] [ Google Scholar ]
- Rousseau, D. M. (1990). New hire perceptions of their own and their employer's obligations: A study of psychological contracts . Journal of Organizational Behavior , 11 , 389–400. 10.1002/job.4030110506 [ CrossRef ] [ Google Scholar ]
- Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements . Thousand Oaks, CA: Sage. [ Google Scholar ]
- Rousseau, D. M. (2001). Schema, promise and mutuality: The building blocks of the psychological contract . Journal of Occupational and Organizational Psychology , 74 , 511–541. 10.1348/096317901167505 [ CrossRef ] [ Google Scholar ]
- Rousseau, D. M. , & Greller, M. (1994). Human resource practices: Administrative contract makers . Human Resource Management , 33 , 385–401. 10.1002/hrm.3930330308 [ CrossRef ] [ Google Scholar ]
- Rousseau, D. M. , Hansen, S. D. , & Tomprou, M. (2018). A dynamic phase model of psychological contract processes . Journal of Organizational Behavior , 39 , 1081–1098. 10.1002/job.2284 [ CrossRef ] [ Google Scholar ]
- Saks, A. M. , & Ashforth, B. E. (1997). Organizational socialization: Making sense of the past and present as a prologue for the future . Journal of vocational Behavior , 51 , 234–279. 10.1006/jvbe.1997.1614 [ CrossRef ] [ Google Scholar ]
- Saks, A. M. , Gruman, J. A. , & Cooper‐Thomas, H. (2011). The neglected role of proactive behavior and outcomes in newcomer socialization . Journal of Vocational Behavior , 79 , 36–46. 10.1016/j.jvb.2010.12.007 [ CrossRef ] [ Google Scholar ]
- Saks, A. M. , Uggerslev, K. L. , & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta‐analytic review and test of a model . Journal of Vocational Behavior , 70 , 413–446. 10.1016/j.jvb.2006.12.004 [ CrossRef ] [ Google Scholar ]
- Saldaña, J. (2003). Longitudinal qualitative research: Analyzing change through time . Walnut Creek, CA: Alta Mira. [ Google Scholar ]
- Schalk, R. , & Roe, R. E. (2007). Towards a dynamic model of the psychological contract . Journal for the Theory of Social Behaviour , 37 , 167–182. 10.1111/j.1468-5914.2007.00330.x [ CrossRef ] [ Google Scholar ]
- Shore, L. M. , & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship In Cooper C. L. & Rousseau D. M. (Eds.), Trends in organizational behavior (pp. 91–109). Oxford, UK: John Wiley & Sons. [ Google Scholar ]
- Solinger, O. N. , Hofmans, J. , Bal, P. M. , & Jansen, P. G. (2016). Bouncing back from psychological contract breach: How commitment recovers over time . Journal of Organizational Behavior , 37 , 494–514. 10.1002/job.2047 [ CrossRef ] [ Google Scholar ]
- Sutton, G. , & Griffin, M. (2004). Integrating expectations, experiences and psychological contract violations. A longitudinal study of new professionals . Journal of Occupational and Organizational Psychology , 77 , 493–514. 10.1348/0963179042596487 [ CrossRef ] [ Google Scholar ]
- Tekleab, A. G. , Orvis, K. A. , & Taylor, M. S. (2013). Deleterious consequences of change in newcomers’ employer‐based psychological contract obligations . Journal of Business and Psychology , 28 , 361–374. 10.1007/s10869-012-9277-2 [ CrossRef ] [ Google Scholar ]
- Thomas, H. D. C. , & Anderson, N. (1998). Changes in newcomers’ psychological contracts during organizational socialization: A study of recruits entering the British Army . Journal of Organizational Behavior , 19 , 745–767. 10.1002/(SICI)1099-1379(1998)19:1+<745:AID-JOB967>3.0.CO;2-I [ CrossRef ] [ Google Scholar ]
- Tomprou, M. , Rousseau, D. M. , & Hansen, S. D. (2015). The psychological contracts of violation victims: A post‐violation model . Journal of Organizational Behavior , 36 , 561–581. 10.1002/job.1997 [ CrossRef ] [ Google Scholar ]
- Van Maanen, J. (1976). Breaking in: Socialization to work In Dublin R. (Ed.), Handbook of work, organization, and society . Chicago, IL: Rand‐McNally. [ Google Scholar ]
- Van Maanen, J. , & Schein, E. H. (1979). Toward a theory of organizational socialization In Staw B. M. (Ed.), Research in organizational behavior . Greenwich, CT: JAI Press. [ Google Scholar ]
- Wang, D. , Hom, P. W. , & Allen, D. G. (2017). Coping with newcomer “Hangover”: How socialization tactics affect declining job satisfaction during early employment . Journal of Vocational Behavior , 100 , 196–210. 10.1016/j.jvb.2017.03.007 [ CrossRef ] [ Google Scholar ]
- Wanous, J. P. , Poland, T. D. , Premack, S. L. , & Davis, K. S. (1992). The effects of met expectations on newcomer attitudes and behaviors: A review and meta‐analysis . Journal of applied psychology , 77 , 288–297. 10.1037/0021-9010.77.3.288 [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Woodrow, C. , & Guest, D. E. (2017). Knowledge acquisition and effective socialization: The role of the psychological contract . Journal of Occupational and Organizational Psychology , 90 , 587–595. 10.1111/joop.12178 [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]
- Zhao, H. A. O. , Wayne, S. J. , Glibkowski, B. C. , & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: A meta‐analysis . Personnel Psychology , 60 , 647–680. 10.1111/j.1744-6570.2007.00087.x [ CrossRef ] [ Google Scholar ]
- Tools and Resources
- Customer Services
- Communication and Culture
- Communication and Social Change
- Communication and Technology
- Communication Theory
- Critical/Cultural Studies
- Gender (Gay, Lesbian, Bisexual and Transgender Studies)
- Health and Risk Communication
- Intergroup Communication
- International/Global Communication
- Interpersonal Communication
- Journalism Studies
- Language and Social Interaction
- Mass Communication
- Media and Communication Policy
- Organizational Communication
- Political Communication
- Rhetorical Theory
- Share This Facebook LinkedIn Twitter
Article contents
Organizational socialization.
- Brenda L. Berkelaar Brenda L. Berkelaar Department of Mathematics and Industrial Engineering, Polytechnique Montréal, Université de Montréal
- and Millie A. Harrison Millie A. Harrison Department of Communication Studies, The University of Texas at Austin
- https://doi.org/10.1093/acrefore/9780190228613.013.127
- Published online: 23 May 2019
Organizational socialization is the process by which people learn about, adjust to, and change the knowledge, skills, attitudes, expectations, and behaviors needed for a new or changing organizational role. Thus, organizational socialization focuses on organizational membership, which includes how people move from being outsiders to being insiders and how people move between organizational roles within and across organizations over time. To date, research has focused on how employment organizations encourage newcomers to align with existing role expectations via tactics that encourage assimilation . However, organizational socialization is a dynamic process of mutual influence. Individuals can also influence and shape the organization to align with their desires, via personalization tactics. Thus, organizational socialization describes the process by which an individual assumes a new or changing role in ways that meet organizational and individual needs.
Most research on organizational socialization focuses on how newcomers enter paid work environments. Researchers often focus on the tactics organizations use to encourage people to assimilate into the organization during the early or entry stage. Less attention has been given to the later stages of organizational socialization (active participation, maintenance, exit, and disengagement), non-work organizations, and transitions between roles within an organization. However, a growing body of research is considering organizational socialization into volunteer roles, new or changing roles, and later stages of socialization such as exit and disengagement. Scholars and practitioners also increasingly recognize how individual, organizational, contextual, and technological factors (e.g., socioeconomic status, race, gender, new information and communication technologies, time, and boundaries) may alter how organizational socialization works and with what effects—thereby offering insight into the underlying processes implicated in organizational socialization. Future areas of research related to context, time, boundaries, communication, and the ethics of organizational socialization are highlighted.
- organizational socialization
- individualization
- assimilation
- learning processes
- organizational adjustment
- organizational behavior
- acculturation
- organizational membership
You do not currently have access to this article
Please login to access the full content.
Access to the full content requires a subscription
Printed from Oxford Research Encyclopedias, Communication. Under the terms of the licence agreement, an individual user may print out a single article for personal use (for details see Privacy Policy and Legal Notice).
date: 22 July 2024
- Cookie Policy
- Privacy Policy
- Legal Notice
- Accessibility
- [81.177.182.154]
- 81.177.182.154
Character limit 500 /500
- Search Menu
Sign in through your institution
- Browse content in Arts and Humanities
- Browse content in Archaeology
- Anglo-Saxon and Medieval Archaeology
- Archaeological Methodology and Techniques
- Archaeology by Region
- Archaeology of Religion
- Archaeology of Trade and Exchange
- Biblical Archaeology
- Contemporary and Public Archaeology
- Environmental Archaeology
- Historical Archaeology
- History and Theory of Archaeology
- Industrial Archaeology
- Landscape Archaeology
- Mortuary Archaeology
- Prehistoric Archaeology
- Underwater Archaeology
- Zooarchaeology
- Browse content in Architecture
- Architectural Structure and Design
- History of Architecture
- Residential and Domestic Buildings
- Theory of Architecture
- Browse content in Art
- Art Subjects and Themes
- History of Art
- Industrial and Commercial Art
- Theory of Art
- Biographical Studies
- Byzantine Studies
- Browse content in Classical Studies
- Classical History
- Classical Philosophy
- Classical Mythology
- Classical Numismatics
- Classical Literature
- Classical Reception
- Classical Art and Architecture
- Classical Oratory and Rhetoric
- Greek and Roman Epigraphy
- Greek and Roman Law
- Greek and Roman Archaeology
- Greek and Roman Papyrology
- Late Antiquity
- Religion in the Ancient World
- Social History
- Digital Humanities
- Browse content in History
- Colonialism and Imperialism
- Diplomatic History
- Environmental History
- Genealogy, Heraldry, Names, and Honours
- Genocide and Ethnic Cleansing
- Historical Geography
- History by Period
- History of Agriculture
- History of Education
- History of Emotions
- History of Gender and Sexuality
- Industrial History
- Intellectual History
- International History
- Labour History
- Legal and Constitutional History
- Local and Family History
- Maritime History
- Military History
- National Liberation and Post-Colonialism
- Oral History
- Political History
- Public History
- Regional and National History
- Revolutions and Rebellions
- Slavery and Abolition of Slavery
- Social and Cultural History
- Theory, Methods, and Historiography
- Urban History
- World History
- Browse content in Language Teaching and Learning
- Language Learning (Specific Skills)
- Language Teaching Theory and Methods
- Browse content in Linguistics
- Applied Linguistics
- Cognitive Linguistics
- Computational Linguistics
- Forensic Linguistics
- Grammar, Syntax and Morphology
- Historical and Diachronic Linguistics
- History of English
- Language Acquisition
- Language Variation
- Language Families
- Language Evolution
- Language Reference
- Lexicography
- Linguistic Theories
- Linguistic Typology
- Linguistic Anthropology
- Phonetics and Phonology
- Psycholinguistics
- Sociolinguistics
- Translation and Interpretation
- Writing Systems
- Browse content in Literature
- Bibliography
- Children's Literature Studies
- Literary Studies (Asian)
- Literary Studies (European)
- Literary Studies (Eco-criticism)
- Literary Studies (Modernism)
- Literary Studies (Romanticism)
- Literary Studies (American)
- Literary Studies - World
- Literary Studies (1500 to 1800)
- Literary Studies (19th Century)
- Literary Studies (20th Century onwards)
- Literary Studies (African American Literature)
- Literary Studies (British and Irish)
- Literary Studies (Early and Medieval)
- Literary Studies (Fiction, Novelists, and Prose Writers)
- Literary Studies (Gender Studies)
- Literary Studies (Graphic Novels)
- Literary Studies (History of the Book)
- Literary Studies (Plays and Playwrights)
- Literary Studies (Poetry and Poets)
- Literary Studies (Postcolonial Literature)
- Literary Studies (Queer Studies)
- Literary Studies (Science Fiction)
- Literary Studies (Travel Literature)
- Literary Studies (War Literature)
- Literary Studies (Women's Writing)
- Literary Theory and Cultural Studies
- Mythology and Folklore
- Shakespeare Studies and Criticism
- Browse content in Media Studies
- Browse content in Music
- Applied Music
- Dance and Music
- Ethics in Music
- Ethnomusicology
- Gender and Sexuality in Music
- Medicine and Music
- Music Cultures
- Music and Religion
- Music and Culture
- Music and Media
- Music Education and Pedagogy
- Music Theory and Analysis
- Musical Scores, Lyrics, and Libretti
- Musical Structures, Styles, and Techniques
- Musicology and Music History
- Performance Practice and Studies
- Race and Ethnicity in Music
- Sound Studies
- Browse content in Performing Arts
- Browse content in Philosophy
- Aesthetics and Philosophy of Art
- Epistemology
- Feminist Philosophy
- History of Western Philosophy
- Metaphysics
- Moral Philosophy
- Non-Western Philosophy
- Philosophy of Science
- Philosophy of Action
- Philosophy of Law
- Philosophy of Religion
- Philosophy of Language
- Philosophy of Mind
- Philosophy of Perception
- Philosophy of Mathematics and Logic
- Practical Ethics
- Social and Political Philosophy
- Browse content in Religion
- Biblical Studies
- Christianity
- East Asian Religions
- History of Religion
- Judaism and Jewish Studies
- Qumran Studies
- Religion and Education
- Religion and Health
- Religion and Politics
- Religion and Science
- Religion and Law
- Religion and Art, Literature, and Music
- Religious Studies
- Browse content in Society and Culture
- Cookery, Food, and Drink
- Cultural Studies
- Customs and Traditions
- Ethical Issues and Debates
- Hobbies, Games, Arts and Crafts
- Natural world, Country Life, and Pets
- Popular Beliefs and Controversial Knowledge
- Sports and Outdoor Recreation
- Technology and Society
- Travel and Holiday
- Visual Culture
- Browse content in Law
- Arbitration
- Browse content in Company and Commercial Law
- Commercial Law
- Company Law
- Browse content in Comparative Law
- Systems of Law
- Competition Law
- Browse content in Constitutional and Administrative Law
- Government Powers
- Judicial Review
- Local Government Law
- Military and Defence Law
- Parliamentary and Legislative Practice
- Construction Law
- Contract Law
- Browse content in Criminal Law
- Criminal Procedure
- Criminal Evidence Law
- Sentencing and Punishment
- Employment and Labour Law
- Environment and Energy Law
- Browse content in Financial Law
- Banking Law
- Insolvency Law
- History of Law
- Human Rights and Immigration
- Intellectual Property Law
- Browse content in International Law
- Private International Law and Conflict of Laws
- Public International Law
- IT and Communications Law
- Jurisprudence and Philosophy of Law
- Law and Politics
- Law and Society
- Browse content in Legal System and Practice
- Courts and Procedure
- Legal Skills and Practice
- Primary Sources of Law
- Regulation of Legal Profession
- Medical and Healthcare Law
- Browse content in Policing
- Criminal Investigation and Detection
- Police and Security Services
- Police Procedure and Law
- Police Regional Planning
- Browse content in Property Law
- Personal Property Law
- Study and Revision
- Terrorism and National Security Law
- Browse content in Trusts Law
- Wills and Probate or Succession
- Browse content in Medicine and Health
- Browse content in Allied Health Professions
- Arts Therapies
- Clinical Science
- Dietetics and Nutrition
- Occupational Therapy
- Operating Department Practice
- Physiotherapy
- Radiography
- Speech and Language Therapy
- Browse content in Anaesthetics
- General Anaesthesia
- Neuroanaesthesia
- Browse content in Clinical Medicine
- Acute Medicine
- Cardiovascular Medicine
- Clinical Genetics
- Clinical Pharmacology and Therapeutics
- Dermatology
- Endocrinology and Diabetes
- Gastroenterology
- Genito-urinary Medicine
- Geriatric Medicine
- Infectious Diseases
- Medical Oncology
- Medical Toxicology
- Pain Medicine
- Palliative Medicine
- Rehabilitation Medicine
- Respiratory Medicine and Pulmonology
- Rheumatology
- Sleep Medicine
- Sports and Exercise Medicine
- Clinical Neuroscience
- Community Medical Services
- Critical Care
- Emergency Medicine
- Forensic Medicine
- Haematology
- History of Medicine
- Browse content in Medical Dentistry
- Oral and Maxillofacial Surgery
- Paediatric Dentistry
- Restorative Dentistry and Orthodontics
- Surgical Dentistry
- Medical Ethics
- Browse content in Medical Skills
- Clinical Skills
- Communication Skills
- Nursing Skills
- Surgical Skills
- Medical Statistics and Methodology
- Browse content in Neurology
- Clinical Neurophysiology
- Neuropathology
- Nursing Studies
- Browse content in Obstetrics and Gynaecology
- Gynaecology
- Occupational Medicine
- Ophthalmology
- Otolaryngology (ENT)
- Browse content in Paediatrics
- Neonatology
- Browse content in Pathology
- Chemical Pathology
- Clinical Cytogenetics and Molecular Genetics
- Histopathology
- Medical Microbiology and Virology
- Patient Education and Information
- Browse content in Pharmacology
- Psychopharmacology
- Browse content in Popular Health
- Caring for Others
- Complementary and Alternative Medicine
- Self-help and Personal Development
- Browse content in Preclinical Medicine
- Cell Biology
- Molecular Biology and Genetics
- Reproduction, Growth and Development
- Primary Care
- Professional Development in Medicine
- Browse content in Psychiatry
- Addiction Medicine
- Child and Adolescent Psychiatry
- Forensic Psychiatry
- Learning Disabilities
- Old Age Psychiatry
- Psychotherapy
- Browse content in Public Health and Epidemiology
- Epidemiology
- Public Health
- Browse content in Radiology
- Clinical Radiology
- Interventional Radiology
- Nuclear Medicine
- Radiation Oncology
- Reproductive Medicine
- Browse content in Surgery
- Cardiothoracic Surgery
- Gastro-intestinal and Colorectal Surgery
- General Surgery
- Neurosurgery
- Paediatric Surgery
- Peri-operative Care
- Plastic and Reconstructive Surgery
- Surgical Oncology
- Transplant Surgery
- Trauma and Orthopaedic Surgery
- Vascular Surgery
- Browse content in Science and Mathematics
- Browse content in Biological Sciences
- Aquatic Biology
- Biochemistry
- Bioinformatics and Computational Biology
- Developmental Biology
- Ecology and Conservation
- Evolutionary Biology
- Genetics and Genomics
- Microbiology
- Molecular and Cell Biology
- Natural History
- Plant Sciences and Forestry
- Research Methods in Life Sciences
- Structural Biology
- Systems Biology
- Zoology and Animal Sciences
- Browse content in Chemistry
- Analytical Chemistry
- Computational Chemistry
- Crystallography
- Environmental Chemistry
- Industrial Chemistry
- Inorganic Chemistry
- Materials Chemistry
- Medicinal Chemistry
- Mineralogy and Gems
- Organic Chemistry
- Physical Chemistry
- Polymer Chemistry
- Study and Communication Skills in Chemistry
- Theoretical Chemistry
- Browse content in Computer Science
- Artificial Intelligence
- Computer Architecture and Logic Design
- Game Studies
- Human-Computer Interaction
- Mathematical Theory of Computation
- Programming Languages
- Software Engineering
- Systems Analysis and Design
- Virtual Reality
- Browse content in Computing
- Business Applications
- Computer Security
- Computer Games
- Computer Networking and Communications
- Digital Lifestyle
- Graphical and Digital Media Applications
- Operating Systems
- Browse content in Earth Sciences and Geography
- Atmospheric Sciences
- Environmental Geography
- Geology and the Lithosphere
- Maps and Map-making
- Meteorology and Climatology
- Oceanography and Hydrology
- Palaeontology
- Physical Geography and Topography
- Regional Geography
- Soil Science
- Urban Geography
- Browse content in Engineering and Technology
- Agriculture and Farming
- Biological Engineering
- Civil Engineering, Surveying, and Building
- Electronics and Communications Engineering
- Energy Technology
- Engineering (General)
- Environmental Science, Engineering, and Technology
- History of Engineering and Technology
- Mechanical Engineering and Materials
- Technology of Industrial Chemistry
- Transport Technology and Trades
- Browse content in Environmental Science
- Applied Ecology (Environmental Science)
- Conservation of the Environment (Environmental Science)
- Environmental Sustainability
- Environmentalist Thought and Ideology (Environmental Science)
- Management of Land and Natural Resources (Environmental Science)
- Natural Disasters (Environmental Science)
- Nuclear Issues (Environmental Science)
- Pollution and Threats to the Environment (Environmental Science)
- Social Impact of Environmental Issues (Environmental Science)
- History of Science and Technology
- Browse content in Materials Science
- Ceramics and Glasses
- Composite Materials
- Metals, Alloying, and Corrosion
- Nanotechnology
- Browse content in Mathematics
- Applied Mathematics
- Biomathematics and Statistics
- History of Mathematics
- Mathematical Education
- Mathematical Finance
- Mathematical Analysis
- Numerical and Computational Mathematics
- Probability and Statistics
- Pure Mathematics
- Browse content in Neuroscience
- Cognition and Behavioural Neuroscience
- Development of the Nervous System
- Disorders of the Nervous System
- History of Neuroscience
- Invertebrate Neurobiology
- Molecular and Cellular Systems
- Neuroendocrinology and Autonomic Nervous System
- Neuroscientific Techniques
- Sensory and Motor Systems
- Browse content in Physics
- Astronomy and Astrophysics
- Atomic, Molecular, and Optical Physics
- Biological and Medical Physics
- Classical Mechanics
- Computational Physics
- Condensed Matter Physics
- Electromagnetism, Optics, and Acoustics
- History of Physics
- Mathematical and Statistical Physics
- Measurement Science
- Nuclear Physics
- Particles and Fields
- Plasma Physics
- Quantum Physics
- Relativity and Gravitation
- Semiconductor and Mesoscopic Physics
- Browse content in Psychology
- Affective Sciences
- Clinical Psychology
- Cognitive Neuroscience
- Cognitive Psychology
- Criminal and Forensic Psychology
- Developmental Psychology
- Educational Psychology
- Evolutionary Psychology
- Health Psychology
- History and Systems in Psychology
- Music Psychology
- Neuropsychology
- Organizational Psychology
- Psychological Assessment and Testing
- Psychology of Human-Technology Interaction
- Psychology Professional Development and Training
- Research Methods in Psychology
- Social Psychology
- Browse content in Social Sciences
- Browse content in Anthropology
- Anthropology of Religion
- Human Evolution
- Medical Anthropology
- Physical Anthropology
- Regional Anthropology
- Social and Cultural Anthropology
- Theory and Practice of Anthropology
- Browse content in Business and Management
- Business Strategy
- Business History
- Business Ethics
- Business and Government
- Business and Technology
- Business and the Environment
- Comparative Management
- Corporate Governance
- Corporate Social Responsibility
- Entrepreneurship
- Health Management
- Human Resource Management
- Industrial and Employment Relations
- Industry Studies
- Information and Communication Technologies
- International Business
- Knowledge Management
- Management and Management Techniques
- Operations Management
- Organizational Theory and Behaviour
- Pensions and Pension Management
- Public and Nonprofit Management
- Social Issues in Business and Management
- Strategic Management
- Supply Chain Management
- Browse content in Criminology and Criminal Justice
- Criminal Justice
- Criminology
- Forms of Crime
- International and Comparative Criminology
- Youth Violence and Juvenile Justice
- Development Studies
- Browse content in Economics
- Agricultural, Environmental, and Natural Resource Economics
- Asian Economics
- Behavioural Finance
- Behavioural Economics and Neuroeconomics
- Econometrics and Mathematical Economics
- Economic Systems
- Economic Methodology
- Economic History
- Economic Development and Growth
- Financial Markets
- Financial Institutions and Services
- General Economics and Teaching
- Health, Education, and Welfare
- History of Economic Thought
- International Economics
- Labour and Demographic Economics
- Law and Economics
- Macroeconomics and Monetary Economics
- Microeconomics
- Public Economics
- Urban, Rural, and Regional Economics
- Welfare Economics
- Browse content in Education
- Adult Education and Continuous Learning
- Care and Counselling of Students
- Early Childhood and Elementary Education
- Educational Equipment and Technology
- Educational Strategies and Policy
- Higher and Further Education
- Organization and Management of Education
- Philosophy and Theory of Education
- Schools Studies
- Secondary Education
- Teaching of a Specific Subject
- Teaching of Specific Groups and Special Educational Needs
- Teaching Skills and Techniques
- Browse content in Environment
- Applied Ecology (Social Science)
- Climate Change
- Conservation of the Environment (Social Science)
- Environmentalist Thought and Ideology (Social Science)
- Management of Land and Natural Resources (Social Science)
- Natural Disasters (Environment)
- Social Impact of Environmental Issues (Social Science)
- Sustainability
- Browse content in Human Geography
- Cultural Geography
- Economic Geography
- Political Geography
- Browse content in Interdisciplinary Studies
- Communication Studies
- Museums, Libraries, and Information Sciences
- Browse content in Politics
- African Politics
- Asian Politics
- Chinese Politics
- Comparative Politics
- Conflict Politics
- Elections and Electoral Studies
- Environmental Politics
- Ethnic Politics
- European Union
- Foreign Policy
- Gender and Politics
- Human Rights and Politics
- Indian Politics
- International Relations
- International Organization (Politics)
- International Political Economy
- Irish Politics
- Latin American Politics
- Middle Eastern Politics
- Political Methodology
- Political Communication
- Political Philosophy
- Political Sociology
- Political Theory
- Political Behaviour
- Political Economy
- Political Institutions
- Politics and Law
- Politics of Development
- Public Administration
- Public Policy
- Qualitative Political Methodology
- Quantitative Political Methodology
- Regional Political Studies
- Russian Politics
- Security Studies
- State and Local Government
- UK Politics
- US Politics
- Browse content in Regional and Area Studies
- African Studies
- Asian Studies
- East Asian Studies
- Japanese Studies
- Latin American Studies
- Middle Eastern Studies
- Native American Studies
- Scottish Studies
- Browse content in Research and Information
- Research Methods
- Browse content in Social Work
- Addictions and Substance Misuse
- Adoption and Fostering
- Care of the Elderly
- Child and Adolescent Social Work
- Couple and Family Social Work
- Direct Practice and Clinical Social Work
- Emergency Services
- Human Behaviour and the Social Environment
- International and Global Issues in Social Work
- Mental and Behavioural Health
- Social Justice and Human Rights
- Social Policy and Advocacy
- Social Work and Crime and Justice
- Social Work Macro Practice
- Social Work Practice Settings
- Social Work Research and Evidence-based Practice
- Welfare and Benefit Systems
- Browse content in Sociology
- Childhood Studies
- Community Development
- Comparative and Historical Sociology
- Economic Sociology
- Gender and Sexuality
- Gerontology and Ageing
- Health, Illness, and Medicine
- Marriage and the Family
- Migration Studies
- Occupations, Professions, and Work
- Organizations
- Population and Demography
- Race and Ethnicity
- Social Theory
- Social Movements and Social Change
- Social Research and Statistics
- Social Stratification, Inequality, and Mobility
- Sociology of Religion
- Sociology of Education
- Sport and Leisure
- Urban and Rural Studies
- Browse content in Warfare and Defence
- Defence Strategy, Planning, and Research
- Land Forces and Warfare
- Military Administration
- Military Life and Institutions
- Naval Forces and Warfare
- Other Warfare and Defence Issues
- Peace Studies and Conflict Resolution
- Weapons and Equipment
![organization socialization case study The Oxford Handbook of Organizational Socialization](https://oup.silverchair-cdn.com/oup/backfile/content_public/books/34356/book/2/m_9780199763672.jpeg?Expires=1724358112&Signature=UE3pDr9yK6VrlVwJX6j3kYgD4tuth-ta1tws0LqeFzYLgoWyucJNNQwid-OnGqao2KPvgMkxV-nlP0IyIbR-~dwoKGMXsKa8WnDu86O4BF-GGaE4F15GHCN4TacNMKNoaoPGit1Xnep~q13Lp8wn2H4gCYXD~rM7CU7z9M80RW0nrEGa7o0T81tUb0c1iB1xVV~dh0jPLlaiSgek60sYglzb1uaQi1KYMWWBtlkgsuUTvchyacbUMUzaSonXMnf~-sn32CYrHh8jifc~gbB96Y1Pw4oQsZQrOnv9IWLf8ponSDsjRp9DwaOYBgDYE6TKopkRREAw3MYAsVrM8Aclaw__&Key-Pair-Id=APKAIE5G5CRDK6RD3PGA)
The Oxford Handbook of Organizational Socialization
Connie Wanberg, Ph.D., is the Industrial Relations Faculty Excellence Chair and Associate Dean of Undergraduate Programs at the Carlson School of Management at the University of Minnesota.
- Cite Icon Cite
- Permissions Icon Permissions
Organizational socialization is the process by which a new employee learns to adapt to an organizational culture. This crucial early period has been shown to have an influence on eventual job satisfaction, commitment, innovation, and cooperation, and ultimately the performance of the organization. After decades of research on organizational socialization, much is now known about this important process. However, some confusion still exists regarding what it means to be socialized. The Oxford Handbook of Organizational Socialization brings reviews of the scholarly literature together with perspectives on what is being done in organizations to integrate and support new employees. The first section introduces the principles and practice of employee socialization and provides a history of the field, and the second section focuses on outcomes and antecedents of socialization. The third section on organizational context, systems, and tactics covers an extensive number of topics, including diversity, person-organization fit, and social networks, and special contexts such as socialization into higher-level jobs, and expatriation. The fourth section reviews process, methods, and measurement. The fifth section goes ȁbeyond the organizational newcomer” to examine socialization in special contexts. The sixth section expands on practice-related issues and walks the reader through two case studies, one in an academic setting and another in a corporate setting. The final articles provide a “best practices” approach, based on the highest quality research, summarize the state of the field, and offer an agenda for future research as well as suggestions for potential research-practice partnerships.
Personal account
- Sign in with email/username & password
- Get email alerts
- Save searches
- Purchase content
- Activate your purchase/trial code
- Add your ORCID iD
Institutional access
Sign in with a library card.
- Sign in with username/password
- Recommend to your librarian
- Institutional account management
- Get help with access
Access to content on Oxford Academic is often provided through institutional subscriptions and purchases. If you are a member of an institution with an active account, you may be able to access content in one of the following ways:
IP based access
Typically, access is provided across an institutional network to a range of IP addresses. This authentication occurs automatically, and it is not possible to sign out of an IP authenticated account.
Choose this option to get remote access when outside your institution. Shibboleth/Open Athens technology is used to provide single sign-on between your institution’s website and Oxford Academic.
- Click Sign in through your institution.
- Select your institution from the list provided, which will take you to your institution's website to sign in.
- When on the institution site, please use the credentials provided by your institution. Do not use an Oxford Academic personal account.
- Following successful sign in, you will be returned to Oxford Academic.
If your institution is not listed or you cannot sign in to your institution’s website, please contact your librarian or administrator.
Enter your library card number to sign in. If you cannot sign in, please contact your librarian.
Society Members
Society member access to a journal is achieved in one of the following ways:
Sign in through society site
Many societies offer single sign-on between the society website and Oxford Academic. If you see ‘Sign in through society site’ in the sign in pane within a journal:
- Click Sign in through society site.
- When on the society site, please use the credentials provided by that society. Do not use an Oxford Academic personal account.
If you do not have a society account or have forgotten your username or password, please contact your society.
Sign in using a personal account
Some societies use Oxford Academic personal accounts to provide access to their members. See below.
A personal account can be used to get email alerts, save searches, purchase content, and activate subscriptions.
Some societies use Oxford Academic personal accounts to provide access to their members.
Viewing your signed in accounts
Click the account icon in the top right to:
- View your signed in personal account and access account management features.
- View the institutional accounts that are providing access.
Signed in but can't access content
Oxford Academic is home to a wide variety of products. The institutional subscription may not cover the content that you are trying to access. If you believe you should have access to that content, please contact your librarian.
For librarians and administrators, your personal account also provides access to institutional account management. Here you will find options to view and activate subscriptions, manage institutional settings and access options, access usage statistics, and more.
Our books are available by subscription or purchase to libraries and institutions.
Month: | Total Views: |
---|---|
October 2022 | 4 |
October 2022 | 5 |
October 2022 | 5 |
October 2022 | 6 |
October 2022 | 1 |
October 2022 | 5 |
October 2022 | 4 |
October 2022 | 9 |
October 2022 | 6 |
October 2022 | 14 |
October 2022 | 11 |
October 2022 | 5 |
October 2022 | 23 |
October 2022 | 29 |
October 2022 | 9 |
October 2022 | 10 |
October 2022 | 5 |
October 2022 | 3 |
October 2022 | 5 |
October 2022 | 6 |
October 2022 | 5 |
October 2022 | 3 |
October 2022 | 8 |
November 2022 | 18 |
November 2022 | 12 |
November 2022 | 6 |
November 2022 | 61 |
November 2022 | 5 |
November 2022 | 19 |
November 2022 | 19 |
November 2022 | 8 |
November 2022 | 2 |
November 2022 | 7 |
November 2022 | 4 |
November 2022 | 8 |
November 2022 | 5 |
November 2022 | 5 |
November 2022 | 7 |
November 2022 | 4 |
November 2022 | 1 |
November 2022 | 1 |
November 2022 | 26 |
November 2022 | 8 |
November 2022 | 4 |
November 2022 | 4 |
December 2022 | 5 |
December 2022 | 2 |
December 2022 | 15 |
December 2022 | 16 |
December 2022 | 6 |
December 2022 | 2 |
December 2022 | 5 |
December 2022 | 1 |
December 2022 | 3 |
December 2022 | 3 |
December 2022 | 7 |
December 2022 | 27 |
December 2022 | 4 |
December 2022 | 7 |
December 2022 | 8 |
December 2022 | 6 |
December 2022 | 5 |
December 2022 | 2 |
December 2022 | 7 |
December 2022 | 4 |
December 2022 | 2 |
December 2022 | 22 |
December 2022 | 13 |
January 2023 | 9 |
January 2023 | 6 |
January 2023 | 17 |
January 2023 | 17 |
January 2023 | 8 |
January 2023 | 4 |
January 2023 | 2 |
January 2023 | 11 |
January 2023 | 17 |
January 2023 | 5 |
January 2023 | 11 |
January 2023 | 9 |
January 2023 | 5 |
January 2023 | 11 |
January 2023 | 22 |
January 2023 | 7 |
January 2023 | 1 |
January 2023 | 11 |
January 2023 | 9 |
January 2023 | 7 |
January 2023 | 13 |
January 2023 | 11 |
February 2023 | 2 |
February 2023 | 3 |
February 2023 | 1 |
February 2023 | 2 |
February 2023 | 6 |
February 2023 | 19 |
February 2023 | 2 |
February 2023 | 12 |
February 2023 | 5 |
February 2023 | 4 |
February 2023 | 1 |
February 2023 | 6 |
February 2023 | 3 |
March 2023 | 3 |
March 2023 | 12 |
March 2023 | 3 |
March 2023 | 12 |
March 2023 | 1 |
March 2023 | 2 |
March 2023 | 14 |
March 2023 | 11 |
March 2023 | 45 |
March 2023 | 2 |
March 2023 | 3 |
March 2023 | 1 |
March 2023 | 4 |
March 2023 | 4 |
March 2023 | 9 |
March 2023 | 1 |
April 2023 | 3 |
April 2023 | 5 |
April 2023 | 17 |
April 2023 | 5 |
April 2023 | 61 |
April 2023 | 4 |
April 2023 | 3 |
April 2023 | 2 |
April 2023 | 2 |
April 2023 | 2 |
April 2023 | 5 |
April 2023 | 9 |
April 2023 | 4 |
April 2023 | 4 |
April 2023 | 2 |
April 2023 | 42 |
April 2023 | 6 |
April 2023 | 2 |
April 2023 | 4 |
April 2023 | 10 |
April 2023 | 2 |
April 2023 | 6 |
May 2023 | 4 |
May 2023 | 4 |
May 2023 | 19 |
May 2023 | 20 |
May 2023 | 7 |
May 2023 | 3 |
May 2023 | 10 |
May 2023 | 7 |
May 2023 | 2 |
May 2023 | 7 |
May 2023 | 17 |
May 2023 | 4 |
May 2023 | 25 |
May 2023 | 4 |
May 2023 | 6 |
May 2023 | 4 |
May 2023 | 6 |
May 2023 | 15 |
May 2023 | 4 |
May 2023 | 3 |
May 2023 | 19 |
May 2023 | 3 |
May 2023 | 2 |
June 2023 | 2 |
June 2023 | 2 |
June 2023 | 2 |
June 2023 | 6 |
June 2023 | 1 |
June 2023 | 7 |
June 2023 | 1 |
June 2023 | 2 |
June 2023 | 6 |
June 2023 | 1 |
July 2023 | 9 |
July 2023 | 1 |
July 2023 | 15 |
July 2023 | 1 |
July 2023 | 3 |
July 2023 | 2 |
July 2023 | 3 |
July 2023 | 4 |
July 2023 | 24 |
July 2023 | 3 |
July 2023 | 7 |
July 2023 | 8 |
July 2023 | 1 |
July 2023 | 10 |
July 2023 | 4 |
July 2023 | 2 |
July 2023 | 2 |
July 2023 | 12 |
July 2023 | 3 |
July 2023 | 1 |
August 2023 | 1 |
August 2023 | 5 |
August 2023 | 107 |
August 2023 | 6 |
August 2023 | 3 |
August 2023 | 6 |
August 2023 | 1 |
August 2023 | 13 |
August 2023 | 3 |
August 2023 | 26 |
August 2023 | 1 |
August 2023 | 3 |
August 2023 | 1 |
August 2023 | 8 |
August 2023 | 2 |
August 2023 | 2 |
September 2023 | 1 |
September 2023 | 49 |
September 2023 | 5 |
September 2023 | 7 |
September 2023 | 6 |
September 2023 | 2 |
September 2023 | 3 |
September 2023 | 13 |
September 2023 | 3 |
September 2023 | 2 |
September 2023 | 4 |
September 2023 | 2 |
September 2023 | 5 |
September 2023 | 2 |
September 2023 | 6 |
September 2023 | 1 |
September 2023 | 2 |
September 2023 | 1 |
September 2023 | 12 |
September 2023 | 2 |
September 2023 | 19 |
September 2023 | 3 |
October 2023 | 3 |
October 2023 | 5 |
October 2023 | 28 |
October 2023 | 10 |
October 2023 | 3 |
October 2023 | 1 |
October 2023 | 2 |
October 2023 | 1 |
October 2023 | 17 |
October 2023 | 1 |
October 2023 | 2 |
October 2023 | 19 |
October 2023 | 6 |
October 2023 | 4 |
October 2023 | 6 |
October 2023 | 2 |
November 2023 | 2 |
November 2023 | 4 |
November 2023 | 46 |
November 2023 | 3 |
November 2023 | 11 |
November 2023 | 1 |
November 2023 | 4 |
November 2023 | 2 |
November 2023 | 30 |
November 2023 | 8 |
November 2023 | 4 |
November 2023 | 6 |
November 2023 | 2 |
November 2023 | 2 |
November 2023 | 8 |
November 2023 | 29 |
November 2023 | 4 |
November 2023 | 6 |
November 2023 | 12 |
November 2023 | 6 |
December 2023 | 9 |
December 2023 | 11 |
December 2023 | 13 |
December 2023 | 6 |
December 2023 | 4 |
December 2023 | 11 |
December 2023 | 2 |
December 2023 | 1 |
December 2023 | 3 |
December 2023 | 9 |
December 2023 | 1 |
December 2023 | 3 |
December 2023 | 26 |
December 2023 | 3 |
December 2023 | 3 |
December 2023 | 2 |
December 2023 | 6 |
December 2023 | 6 |
January 2024 | 2 |
January 2024 | 20 |
January 2024 | 5 |
January 2024 | 7 |
January 2024 | 3 |
January 2024 | 23 |
January 2024 | 2 |
January 2024 | 4 |
January 2024 | 3 |
January 2024 | 18 |
January 2024 | 2 |
January 2024 | 1 |
January 2024 | 2 |
January 2024 | 17 |
January 2024 | 9 |
January 2024 | 8 |
January 2024 | 2 |
January 2024 | 4 |
January 2024 | 10 |
January 2024 | 8 |
January 2024 | 7 |
January 2024 | 1 |
January 2024 | 3 |
February 2024 | 10 |
February 2024 | 11 |
February 2024 | 23 |
February 2024 | 9 |
February 2024 | 9 |
February 2024 | 13 |
February 2024 | 10 |
February 2024 | 4 |
February 2024 | 12 |
February 2024 | 32 |
February 2024 | 10 |
February 2024 | 19 |
February 2024 | 10 |
February 2024 | 7 |
February 2024 | 12 |
February 2024 | 6 |
February 2024 | 22 |
February 2024 | 11 |
February 2024 | 3 |
February 2024 | 2 |
March 2024 | 7 |
March 2024 | 15 |
March 2024 | 62 |
March 2024 | 6 |
March 2024 | 11 |
March 2024 | 28 |
March 2024 | 9 |
March 2024 | 7 |
March 2024 | 8 |
March 2024 | 4 |
March 2024 | 6 |
March 2024 | 15 |
March 2024 | 25 |
March 2024 | 31 |
March 2024 | 6 |
March 2024 | 12 |
March 2024 | 6 |
March 2024 | 13 |
March 2024 | 16 |
March 2024 | 6 |
March 2024 | 13 |
April 2024 | 3 |
April 2024 | 14 |
April 2024 | 36 |
April 2024 | 11 |
April 2024 | 2 |
April 2024 | 6 |
April 2024 | 3 |
April 2024 | 1 |
April 2024 | 1 |
April 2024 | 2 |
April 2024 | 37 |
April 2024 | 18 |
April 2024 | 7 |
April 2024 | 3 |
April 2024 | 2 |
April 2024 | 16 |
April 2024 | 2 |
April 2024 | 9 |
April 2024 | 2 |
April 2024 | 2 |
April 2024 | 8 |
May 2024 | 7 |
May 2024 | 10 |
May 2024 | 42 |
May 2024 | 12 |
May 2024 | 9 |
May 2024 | 6 |
May 2024 | 4 |
May 2024 | 7 |
May 2024 | 7 |
May 2024 | 9 |
May 2024 | 27 |
May 2024 | 8 |
May 2024 | 9 |
May 2024 | 27 |
May 2024 | 4 |
May 2024 | 2 |
May 2024 | 15 |
May 2024 | 7 |
May 2024 | 15 |
May 2024 | 11 |
May 2024 | 29 |
May 2024 | 13 |
May 2024 | 5 |
June 2024 | 6 |
June 2024 | 5 |
June 2024 | 16 |
June 2024 | 1 |
June 2024 | 12 |
June 2024 | 6 |
June 2024 | 4 |
June 2024 | 8 |
June 2024 | 6 |
June 2024 | 17 |
June 2024 | 7 |
June 2024 | 25 |
June 2024 | 6 |
June 2024 | 5 |
June 2024 | 1 |
June 2024 | 9 |
June 2024 | 6 |
June 2024 | 12 |
June 2024 | 5 |
June 2024 | 19 |
June 2024 | 7 |
June 2024 | 10 |
June 2024 | 10 |
July 2024 | 1 |
July 2024 | 4 |
July 2024 | 2 |
July 2024 | 4 |
July 2024 | 1 |
July 2024 | 2 |
July 2024 | 13 |
July 2024 | 1 |
July 2024 | 1 |
July 2024 | 6 |
July 2024 | 1 |
July 2024 | 1 |
July 2024 | 2 |
July 2024 | 1 |
July 2024 | 3 |
July 2024 | 2 |
July 2024 | 2 |
July 2024 | 2 |
- About Oxford Academic
- Publish journals with us
- University press partners
- What we publish
- New features
- Open access
- Rights and permissions
- Accessibility
- Advertising
- Media enquiries
- Oxford University Press
- Oxford Languages
- University of Oxford
Oxford University Press is a department of the University of Oxford. It furthers the University's objective of excellence in research, scholarship, and education by publishing worldwide
- Copyright © 2024 Oxford University Press
- Cookie settings
- Cookie policy
- Privacy policy
- Legal notice
This Feature Is Available To Subscribers Only
Sign In or Create an Account
This PDF is available to Subscribers Only
For full access to this pdf, sign in to an existing account, or purchase an annual subscription.
Organizational Socialization: Background, Basics, and a Blueprint for Adjustment at Work
- September 2012
- This person is not on ResearchGate, or hasn't claimed this research yet.
Discover the world's research
- 25+ million members
- 160+ million publication pages
- 2.3+ billion citations
No full-text available
![organization socialization case study Request Full-text Paper PDF](https://www.researchgate.net/images/symbols/publication/publication_pdf_icon.png)
To read the full-text of this research, you can request a copy directly from the author.
![organization socialization case study Thibault Coppe](https://i1.rgstatic.net/ii/profile.image/11431281127853919-1679171270030_Q64/Thibault-Coppe.jpg)
- Marlene Grabmair
- Carrie Kovacs
- Jasperina Brouwer
![organization socialization case study Tineke Bouwkamp-Timmer](https://i1.rgstatic.net/ii/profile.image/331903237410817-1456143307067_Q64/Tineke-Bouwkamp-Timmer.jpg)
- Robbert Duvivier
- MANAGE DECIS
![organization socialization case study Kareem Folohunso Sani](https://i1.rgstatic.net/ii/profile.image/1001062551007234-1615683319938_Q64/Kareem-Sani-2.jpg)
- BMC Med Educ
![organization socialization case study Jan Pols](https://i1.rgstatic.net/ii/profile.image/986880610938887-1612302081711_Q64/Jan-Pols.jpg)
- CURR PSYCHOL
- Mengyuan Zhang
![organization socialization case study Minghui Wang](https://i1.rgstatic.net/ii/profile.image/312396466327552-1451492529216_Q64/Minghui-Wang-20.jpg)
- J WORLD BUS
![organization socialization case study Mila Lazarova](https://i1.rgstatic.net/ii/profile.image/274763851497475-1442520215058_Q64/Mila-Lazarova.jpg)
- Debbie A. D. C. Jaarsma
![organization socialization case study Andrea Fischbach](https://i1.rgstatic.net/ii/profile.image/1178086854926337-1657889202377_Q64/Andrea-Fischbach.jpg)
- Adi Suryani
![organization socialization case study Soedarso Soedarso](https://i1.rgstatic.net/ii/profile.image/903795764641795-1592493110950_Q64/Soedarso-Soedarso-2.jpg)
- Mariana Ivonne Nava-Soto
![organization socialization case study Emmanuel García Uribe](https://i1.rgstatic.net/ii/profile.image/533925475700736-1504309161120_Q64/Emmanuel-Uribe.jpg)
- Ayşegül ÇAĞLAR
- Mariana Ivonne Nava Soto
![organization socialization case study Maija Zakrizevska](https://i1.rgstatic.net/ii/profile.image/291319038660609-1446467279243_Q64/Maija-Zakrizevska.jpg)
- Renāte Linuza
- TEACH TEACH EDUC
![organization socialization case study Marc Sarazin](https://i1.rgstatic.net/ii/profile.image/279612757168137-1443676284307_Q64/Marc-Sarazin.jpg)
- Priyatharsini Selvarathinam
- Andrew Crossett
- Laura Affolter
- Subra Ananthram
![organization socialization case study Ranjit Singha](https://i1.rgstatic.net/ii/profile.image/11431281257901255-1719937950015_Q64/Ranjit-Singha.jpg)
- V. Muthu Ruben
- Elizabeth Mize
![organization socialization case study Matanat Mammadova](https://i1.rgstatic.net/ii/profile.image/908131152457728-1593526747157_Q64/Matanat-Mammadova.jpg)
- COLORECTAL DIS
- Cheri Ostroff
- Sex Reprod Healthc
- Elizabeth Kool
- Francois G. Schellevis
![organization socialization case study Esther I Feijen-de Jong](https://i1.rgstatic.net/ii/profile.image/277251355627525-1443113282811_Q64/Esther-Jong-2.jpg)
- Karyn Dossinger
![organization socialization case study Laura Rees](https://c5.rgstatic.net/m/4671872220764/images/template/default/profile/profile_default_m.jpg)
- Shawna M. Gann
- J VOCAT BEHAV
![organization socialization case study Jane Yan Jiang](https://c5.rgstatic.net/m/4671872220764/images/template/default/profile/profile_default_m.jpg)
- Andreas Stöckl
![organization socialization case study Olaf Struck](https://i1.rgstatic.net/ii/profile.image/281412654649344-1444105413320_Q64/Olaf-Struck.jpg)
- Mariella Theresa Stockkamp
![organization socialization case study Veronica M. Godshalk](https://c5.rgstatic.net/m/4671872220764/images/template/default/profile/profile_default_m.jpg)
- Muhammed Akram Othman
- Osman Durmaz
![organization socialization case study Andrea Headley](https://i1.rgstatic.net/ii/profile.image/1033563340304385-1623432111700_Q64/Andrea-Headley-2.jpg)
- AM REV PUBLIC ADM
- Kenicia Wright
- Innovat Lang Learn Teach
- Chris Harwood
![organization socialization case study Dennis Koyama](https://i1.rgstatic.net/ii/profile.image/566555169366016-1512088686762_Q64/Dennis-Koyama.jpg)
- John Kammeyer-Mueller
![organization socialization case study David Chan](https://c5.rgstatic.net/m/4671872220764/images/template/default/profile/profile_default_m.jpg)
- Neal Schmitt
![organization socialization case study Richard J Klimoski](https://i1.rgstatic.net/ii/profile.image/272721993007122-1442033398499_Q64/Richard-Klimoski.jpg)
- Scott A. Johnson
![organization socialization case study Talya N. Bauer](https://i1.rgstatic.net/ii/profile.image/846178925154304-1578756185225_Q64/Talya-Bauer-2.jpg)
- Mathis Schulte
![organization socialization case study Gilad Chen](https://i1.rgstatic.net/ii/profile.image/280034507018243-1443776837209_Q64/Gilad-Chen.jpg)
- Fredric M. Jablin
![organization socialization case study Nigel Nicholson](https://i1.rgstatic.net/ii/profile.image/272393423814674-1441955061920_Q64/Nigel-Nicholson-2.jpg)
- Kelly D. Dages
- John C. Turner
- Penelope J. Oakes
![organization socialization case study S. Alexander Haslam](https://i1.rgstatic.net/ii/profile.image/272885235318790-1442072319161_Q64/S-Haslam.jpg)
- Michael W. Kramer
![organization socialization case study Asha Rao](https://i1.rgstatic.net/ii/profile.image/278870554103824-1443499329485_Q64/Asha-Rao-9.jpg)
- Lynda H. Murray
![organization socialization case study Sharon K Parker](https://i1.rgstatic.net/ii/profile.image/277010606772226-1443055883615_Q64/Sharon-Parker-7.jpg)
- Solomon E. Asch
- James G. March
- Steve W. J. Kozlowski
![organization socialization case study Bradford S Bell](https://i1.rgstatic.net/ii/profile.image/273569562271767-1442235474627_Q64/Bradford-Bell.jpg)
- R.L. Moreland
- John M. Levine
![organization socialization case study Cynthia D. Fisher](https://i1.rgstatic.net/ii/profile.image/272716133564418-1442032001291_Q64/Cynthia-Fisher-3.jpg)
- Elizabeth W. Weatherly
![organization socialization case study Robert J Vandenberg](https://i1.rgstatic.net/ii/profile.image/272675641753628-1442022347431_Q64/Robert-Vandenberg-2.jpg)
- Robin M. Self
- E.H. Schein
![organization socialization case study Peter K. Manning](https://i1.rgstatic.net/ii/profile.image/279329725534222-1443608804953_Q64/Peter-Manning.jpg)
- Henri Tajfel
- John C Turner
![organization socialization case study Debra A Major](https://i1.rgstatic.net/ii/profile.image/550786994106368-1508329260446_Q64/Debra-Major.jpg)
- G. R. Jones
- John P. Wanous
- Arnon E. Reichers
- S. D. Malik
- Daniel Charles Feldman
![organization socialization case study Elizabeth Wolfe Morrison](https://i1.rgstatic.net/ii/profile.image/277176600547330-1443095459877_Q64/Elizabeth-Morrison-6.jpg)
- Organ Behav Hum Perform
- Susan J. Ashford
![organization socialization case study Lindsey Cummings](https://c5.rgstatic.net/m/4671872220764/images/template/default/profile/profile_default_m.jpg)
- MANAGE COMMUN Q
![organization socialization case study Karen S Cook](https://i1.rgstatic.net/ii/profile.image/273512866775050-1442221957500_Q64/Karen-Cook-12.jpg)
- Clayton P. Alderfer
- Publ Organ Rev
![organization socialization case study George Bear Graen](https://i1.rgstatic.net/ii/profile.image/277916911980544-1443271963143_Q64/George-Graen-2.jpg)
- Recruit researchers
- Join for free
- Login Email Tip: Most researchers use their institutional email address as their ResearchGate login Password Forgot password? Keep me logged in Log in or Continue with Google Welcome back! Please log in. Email · Hint Tip: Most researchers use their institutional email address as their ResearchGate login Password Forgot password? Keep me logged in Log in or Continue with Google No account? Sign up
![](http://rss3.fun/777/templates/cheerup/res/banner1.gif)
To read this content please select one of the options below:
Please note you do not have access to teaching notes, how newcomers use role models in organizational socialization.
Journal of Workplace Learning
ISSN : 1366-5626
Article publication date: 1 October 2004
This study examines how newcomers use colleagues as role models in organizational socialization, taking a multiple level approach to organizational socialization as individual, social and cultural learning processes. The newcomers' most important personal characteristics are expectations, experience, self‐confidence and competitive instinct. These personal characteristics were affected by early experience during the first four to six weeks in their new job. The study shows not only the correlation between early experience and personal characteristics, but also reveals a strong correlation between early experience and organizational socialization outcome. Newcomers rely on role models, and as a result of interaction and observation they acquire different qualifications from several role models. The term “multiple contingent role models” is introduced to explain how newcomers use role models.
- Learning processes
- Workplace learning
- Socialization
- Organizational culture
- Employee development
- Peer mentoring
Filstad, C. (2004), "How newcomers use role models in organizational socialization", Journal of Workplace Learning , Vol. 16 No. 7, pp. 396-409. https://doi.org/10.1108/13665620410558297
Emerald Group Publishing Limited
Copyright © 2004, Emerald Group Publishing Limited
Related articles
All feedback is valuable.
Please share your general feedback
Report an issue or find answers to frequently asked questions
Contact Customer Support
Academia.edu no longer supports Internet Explorer.
To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to upgrade your browser .
Enter the email address you signed up with and we'll email you a reset link.
- We're Hiring!
- Help Center
![organization socialization case study paper cover thumbnail](https://0.academia-photos.com/attachment_thumbnails/111743192/mini_magick20240223-1-stcvcn.png?1708677195)
Socialization at Universities: A Case Study
![organization socialization case study Profile image of elif seylim](https://0.academia-photos.com/40112790/140790305/130278564/s65_elif.seylim.png)
2022, European Journal of Educational Sciences
RELATED PAPERS
Al-Jamea-tus-Saifiyah
Aliakbar Raja
Higher Education
Paul Trowler
Global Challenges, Local Responses in Higher Education. The Contemporary Issues in National and Comparative Perspective
Viviana Meschitti
SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference
Hanna Kędzierska
Marija Brajdic Vukovic
Redie Revista Electronica De Investigacion Educativa
Flávia Vieira
Akdeniz İİBF dergisi
fulya sarvan
International Journal of Doctoral Studies
Angela Matthews
Journal of Higher Education and Science
Kamil Yıldırım
Higher Education - New Approaches to Accreditation, Digitalization, and Globalization in the Age of Covid
Mulusew Birhanu Ayalew
Open Journal for Sociological Studies
Boris Manov
Sheryl Lidzy
The Physical Educator
Colin G . Pennington
Florida Journal of Educational …
Laura Perna
Journal of Education and Practice
Daniel Wheeler
Enrique Lombardo
Journal of Pedagogical Research
sıtar Keser
Laura (Violeta) Colombo
George Barnett
Dalton Kehoe
RELATED TOPICS
- We're Hiring!
- Help Center
- Find new research papers in:
- Health Sciences
- Earth Sciences
- Cognitive Science
- Mathematics
- Computer Science
- Academia ©2024
Last updated 10th July 2024: Online ordering is currently unavailable due to technical issues. We apologise for any delays responding to customers while we resolve this. For further updates please visit our website https://www.cambridge.org/news-and-insights/technical-incident
We use cookies to distinguish you from other users and to provide you with a better experience on our websites. Close this message to accept cookies or find out how to manage your cookie settings .
Login Alert
![organization socialization case study organization socialization case study](https://www.cambridge.org/core/cambridge-core/public/images/logo_core.png)
- > Journals
- > International Organization
- > Volume 59 Issue 4
- > Several Roads Lead to International Norms, but Few...
![organization socialization case study organization socialization case study](https://static.cambridge.org/covers/INO_0_0_0/international-organization.jpg)
Article contents
Several roads lead to international norms, but few via international socialization: a case study of the european commission.
Published online by Cambridge University Press: 18 October 2005
Can an international organization socialize those who work within it? The European Commission of the European Union is a crucial case because it is an autonomous international organization with a vocation to defend supranational norms. If this body cannot socialize its members, which international organization can? I develop theoretical expectations about how time, organizational structure, alternative processes of preference formation, and national socialization affect international socialization. To test these expectations for the European Commission, I use two surveys of top permanent Commission officials, conducted in 1996 and 2002. The analysis shows that support for supranational norms is relatively high, but that this is more because of national socialization than socialization in the Commission. National norms, originating in prior experiences in national ministries, loyalty to national political parties, or experience with one's country's organization of authority, decisively shape top officials' views on supranational norms. There are, then, several roads to international norms. For comments and advice, I am grateful to Jeffrey Checkel, Gary Marks, Donald Searing, and the editors and two anonymous reviewers for International Organization . An earlier draft was presented at the Center for European Studies of the University of North Carolina at Chapel Hill. This project received funding from the Center for European Studies, University of North Carolina at Chapel Hill, and from two grants by the Canadian Social Sciences and Humanities Research Council (1996–99, 1999–2002). Gina Cosentino, Erica Edwards, Michael Harvey, and Moira Nelson provided research assistance.
Access options
![organization socialization case study Crossref logo](https://assets.crossref.org/logo/crossref-logo-100.png)
This article has been cited by the following publications. This list is generated based on data provided by Crossref .
- Google Scholar
View all Google Scholar citations for this article.
Save article to Kindle
To save this article to your Kindle, first ensure [email protected] is added to your Approved Personal Document E-mail List under your Personal Document Settings on the Manage Your Content and Devices page of your Amazon account. Then enter the ‘name’ part of your Kindle email address below. Find out more about saving to your Kindle .
Note you can select to save to either the @free.kindle.com or @kindle.com variations. ‘@free.kindle.com’ emails are free but can only be saved to your device when it is connected to wi-fi. ‘@kindle.com’ emails can be delivered even when you are not connected to wi-fi, but note that service fees apply.
Find out more about the Kindle Personal Document Service.
- Volume 59, Issue 4
- Liesbet Hooghe (a1)
- DOI: https://doi.org/10.1017/S0020818305050307
Save article to Dropbox
To save this article to your Dropbox account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you used this feature, you will be asked to authorise Cambridge Core to connect with your Dropbox account. Find out more about saving content to Dropbox .
Save article to Google Drive
To save this article to your Google Drive account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you used this feature, you will be asked to authorise Cambridge Core to connect with your Google Drive account. Find out more about saving content to Google Drive .
Reply to: Submit a response
- No HTML tags allowed - Web page URLs will display as text only - Lines and paragraphs break automatically - Attachments, images or tables are not permitted
Your details
Your email address will be used in order to notify you when your comment has been reviewed by the moderator and in case the author(s) of the article or the moderator need to contact you directly.
You have entered the maximum number of contributors
Conflicting interests.
Please list any fees and grants from, employment by, consultancy for, shared ownership in or any close relationship with, at any time over the preceding 36 months, any organisation whose interests may be affected by the publication of the response. Please also list any non-financial associations or interests (personal, professional, political, institutional, religious or other) that a reasonable reader would want to know about in relation to the submitted work. This pertains to all the authors of the piece, their spouses or partners.
We use cookies to enhance our website for you. Proceed if you agree to this policy or learn more about it.
- Essay Database >
- Essays Samples >
- Essay Types >
- Case Study Example
Socialization Case Studies Samples For Students
18 samples of this type
Do you feel the need to check out some previously written Case Studies on Socialization before you begin writing an own piece? In this open-access database of Socialization Case Study examples, you are given a thrilling opportunity to examine meaningful topics, content structuring techniques, text flow, formatting styles, and other academically acclaimed writing practices. Using them while crafting your own Socialization Case Study will definitely allow you to finish the piece faster.
Presenting high-quality samples isn't the only way our free essays service can help students in their writing endeavors – our experts can also create from scratch a fully customized Case Study on Socialization that would make a solid basis for your own academic work.
Free Case Study About The Road to Paris
Educating students with behavior disorders case study example, benefits and compensations case study.
1. a) Describe the socialization process that Turner experienced at MLI
Don't waste your time searching for a sample.
Get your case study done by professional writers!
Just from $10/page
Occupational Therapy Case Study Example
Introduction, good example of brain and behaviors case study, good cappuccino wars: case analysis case study example, employee emotions, attitudes & workplace values {type) to use as a writing model, jean piagets theory case study, jean piaget’s theory, team analysis case study examples, free case study on michael kors’ strategic audit, business strategy analysis, employee orientation case studies example.
Employee Orientation is proposed to address the issue of high turnover of the employees working in the plant operations. Employee orientation program is a socialization process of new employees through interactive and strategic learning programs.
Example Of Service Learning Opportunity Case Study
Free case study on socialization, early childhood development for amentally retarded child case study, early childhood development for a mentally retarded child.
Early childhood development is a common stage in human life, which defers in individuals child pace brought about by his/her interaction with the environment. Several factors influence children emotional, cognitive and physical changes some posing challenges to children development. In order to gain insight into children’s behavioral, thinking and strategies a step by step careful observation of the changes are considered for investigation bearing in mind the ages and sex of the children (Swift, 2005). Considering a 4-year-old child (still in early childhood), being is introduced to Brooklyn Flatbush day care with the conditions that he is mentally challenged.
Observations and explanation
Weakness case study examples, crime causation and diversion case study example, case study on google and employee retention a brief discussion, free case study on rayan, background information.
Password recovery email has been sent to [email protected]
Use your new password to log in
You are not register!
By clicking Register, you agree to our Terms of Service and that you have read our Privacy Policy .
Now you can download documents directly to your device!
Check your email! An email with your password has already been sent to you! Now you can download documents directly to your device.
or Use the QR code to Save this Paper to Your Phone
The sample is NOT original!
Short on a deadline?
Don't waste time. Get help with 11% off using code - GETWOWED
No, thanks! I'm fine with missing my deadline
Pardon Our Interruption
As you were browsing something about your browser made us think you were a bot. There are a few reasons this might happen:
- You've disabled JavaScript in your web browser.
- You're a power user moving through this website with super-human speed.
- You've disabled cookies in your web browser.
- A third-party browser plugin, such as Ghostery or NoScript, is preventing JavaScript from running. Additional information is available in this support article .
To regain access, please make sure that cookies and JavaScript are enabled before reloading the page.
Information
- Author Services
Initiatives
You are accessing a machine-readable page. In order to be human-readable, please install an RSS reader.
All articles published by MDPI are made immediately available worldwide under an open access license. No special permission is required to reuse all or part of the article published by MDPI, including figures and tables. For articles published under an open access Creative Common CC BY license, any part of the article may be reused without permission provided that the original article is clearly cited. For more information, please refer to https://www.mdpi.com/openaccess .
Feature papers represent the most advanced research with significant potential for high impact in the field. A Feature Paper should be a substantial original Article that involves several techniques or approaches, provides an outlook for future research directions and describes possible research applications.
Feature papers are submitted upon individual invitation or recommendation by the scientific editors and must receive positive feedback from the reviewers.
Editor’s Choice articles are based on recommendations by the scientific editors of MDPI journals from around the world. Editors select a small number of articles recently published in the journal that they believe will be particularly interesting to readers, or important in the respective research area. The aim is to provide a snapshot of some of the most exciting work published in the various research areas of the journal.
Original Submission Date Received: .
- Active Journals
- Find a Journal
- Proceedings Series
- For Authors
- For Reviewers
- For Editors
- For Librarians
- For Publishers
- For Societies
- For Conference Organizers
- Open Access Policy
- Institutional Open Access Program
- Special Issues Guidelines
- Editorial Process
- Research and Publication Ethics
- Article Processing Charges
- Testimonials
- Preprints.org
- SciProfiles
- Encyclopedia
![Land land-logo](https://pub.mdpi-res.com/img/journals/land-logo.png?8600e93ff98dbf14)
Article Menu
![organization socialization case study organization socialization case study](https://www.mdpi.com/bundles/mdpisciprofileslink/img/unknown-user.png)
- Subscribe SciFeed
- Recommended Articles
- Google Scholar
- on Google Scholar
- Table of Contents
Find support for a specific problem in the support section of our website.
Please let us know what you think of our products and services.
Visit our dedicated information section to learn more about MDPI.
JSmol Viewer
The path of rural social capital improvement in china from the perspective of planners: a case study of hongtang village in yunnan province.
![organization socialization case study organization socialization case study](https://www.mdpi.com/profiles/2430210/thumb/Luan_Chen.jpg)
1. Introduction
2. literature review, 2.1. transformation of development paths in china’s rural areas, 2.2. the significance of rural social capital, 2.3. the construction strategy of rural social capital, 2.4. rural participatory planning for social capital, 3. theoretical framework, 3.1. a social–spatial analysis perspective, 3.2. framework of improving social capital through rural planning, 4. an empirical practice in hongtang village, china, 4.1. introduction of hongtang village, 4.2. the upgrade process of small vegetable garden, 4.2.1. from “intervene” to “motivate” (november 2021 to may 2022): the construction of a demonstration site to drive the surrounding villagers, 4.2.2. from “motivate” to “enable”(june 2022–august 2022): coordinated use of surrounding resources under the guidance of planners, 4.2.3. from “enable” to “empower” (after september 2022): villagers independently mobilize surrounding resources for upgrade, 5. discussion, 5.1. social capital improved through rural planning, 5.2. social relations and knowledge interaction among multiple subjects, 6. conclusions, author contributions, data availability statement, acknowledgments, conflicts of interest.
- Liu, Y.; Zang, Y.; Yang, Y. China’s rural revitalization and development: Theory, technology and management. J. Geogr. Sci. 2020 , 30 , 1923–1942. [ Google Scholar ] [ CrossRef ]
- Guo, Y.; Zhou, Y.; Liu, Y. Targeted poverty alleviation and its practices in rural China: A case study of Fuping county, Hebei Province. J. Rural Stud. 2022 , 93 , 430–440. [ Google Scholar ] [ CrossRef ]
- Wang, Y.; Zhao, J.; Yao, R.; Zhao, R.; Li, Y. Risk of Poverty Returning to the Tibetan Area of Gansu Province in China. Sustainability 2022 , 14 , 11268. [ Google Scholar ] [ CrossRef ]
- Ge, Y.; Liu, M.; Hu, S.; Wang, D.; Wang, J.; Wang, X.; Qader, S.; Cleary, E.; Tatem, A.J.; Lai, S. Who and which regions are at high risk of returning to poverty during the COVID-19 pandemic? Humanit. Soc. Sci. Commun. 2022 , 9 , 183. [ Google Scholar ] [ CrossRef ]
- Hassan, A. The challenge in poverty alleviation: Role of Islamic microfinance and social capital. Humanomics 2014 , 30 , 76–90. [ Google Scholar ] [ CrossRef ]
- Asadi, A.; Akbari, M.; Fami, H.S.; Iravani, H.; Rostami, F.; Sadati, A. Poverty alleviation and sustainable development: The role of social capital. J. Soc. Sci. 2008 , 4 , 202–215. [ Google Scholar ] [ CrossRef ]
- Portes, A. Social capital: Its origins and applications in modern sociology. In Knowledge and Social Capital ; Routledge: London, UK, 2009; pp. 43–67. [ Google Scholar ]
- Keefer, P.; Knack, S. Social capital, social norms and the new institutional economics. In Handbook of New Institutional Economics ; Springer: Berlin/Heidelberg, Germany, 2005; pp. 701–725. [ Google Scholar ]
- An, Y.; Zhou, G.H.; He, Y.H.; Mao, K.B.; Tan, X.L. Research on the functional zoning and regulation of rural areas based on the production-life-ecological function perspective: A case study of Changsha-Zhuzhou-Xiangtan area. Geogr. Res. 2018 , 37 , 695–703. [ Google Scholar ]
- Duany, A.; Plater-Zyberk, E. The second coming of the American small town. Wilson Q. 1992 , 16 , 3–51. [ Google Scholar ]
- Swinnen, J.F. Political reforms, rural crises, and land tenure in western Europe. Food Policy 2002 , 27 , 371–394. [ Google Scholar ] [ CrossRef ]
- Damyanovic, D.; Reinwald, F. The “Comprehensive village renewal programme in Burgenland” as a means a strengthening the social capital in rural areas. Eur. Countrys. 2014 , 6 , 18–35. [ Google Scholar ] [ CrossRef ]
- Radzuan, I.S.M.; Fukami, N.; Yahaya, A. Cultural heritage, incentives system and the sustainable community: Lessons from Ogimachi Village, Japan. Geografia 2014 , 10 , 130–146. [ Google Scholar ]
- Hong, J.Y.; Park, S.; Yang, H. In strongman we trust: The political legacy of the new village movement in South Korea. Am. J. Political Sci. 2023 , 67 , 850–866. [ Google Scholar ] [ CrossRef ]
- Shi, J.; Yang, X. Sustainable development levels and influence factors in rural China based on rural revitalization strategy. Sustainability 2022 , 14 , 8908. [ Google Scholar ] [ CrossRef ]
- Griggs, D.; Stafford-Smith, M.; Gaffney, O.; Rockström, J.; Öhman, M.C.; Shyamsundar, P.; Steffen, W.; Glaser, G.; Kanie, N.; Noble, I. Sustainable development goals for people and planet. Nature 2013 , 495 , 305–307. [ Google Scholar ] [ CrossRef ] [ PubMed ]
- Su, K.; Hu, B.; Shi, K.; Zhang, Z.; Yang, Q. The structural and functional evolution of rural homesteads in mountainous areas: A case study of Sujiaying village in Yunnan province, China. Land Use Policy 2019 , 88 , 104100. [ Google Scholar ] [ CrossRef ]
- Liu, Y.; Guo, Y.; Zhou, Y. Poverty alleviation in rural China: Policy changes, future challenges and policy implications. China Agric. Econ. Rev. 2018 , 10 , 241–259. [ Google Scholar ] [ CrossRef ]
- Deng, Q.; Li, E.; Yang, Y. Politics, policies and rural poverty alleviation outcomes: Evidence from Lankao County, China. Habitat Int. 2022 , 127 , 102631. [ Google Scholar ] [ CrossRef ]
- Chen, Y.; Hao, X.; Cui, W.; Liu, H.; Gao, Y.; Zhou, Y.; Zhang, C.; Liu, A.; Dorairajoo, S. A preliminary study on the features of Chinese social work forces’ involvement in rural anti-poverty. China J. Soc. Work. 2023 , 16 , 239–272. [ Google Scholar ] [ CrossRef ]
- Liu, L. Poverty reduction in A transforming China: A critical review. J. Chin. Political Sci. 2022 , 27 , 771–791. [ Google Scholar ] [ CrossRef ]
- Li, M.; Wu, Z. Power and poverty in China: Why some counties perform better in poverty alleviation? J. Chin. Political Sci. 2022 , 27 , 319–340. [ Google Scholar ] [ CrossRef ]
- Zhou, H.; Zhan, J.V. Repenetrating the Rural Periphery: Party Building Under China’s Anti-Poverty Campaign. J. Contemp. China 2023 , 1–16. [ Google Scholar ] [ CrossRef ]
- Wang, S.G.; Zeng, X.X. From regional poverty alleviation and development to precision poverty alleviation: The evolution of poverty alleviation policies in China during the 40 Years of reform and opening-up and the current difficulties and countermeasures for poverty alleviation. Issues Agric. Econ. 2018 , 8 , 40–50. [ Google Scholar ]
- Li, Y.; Su, B.; Liu, Y. Realizing targeted poverty alleviation in China: People’s voices, implementation challenges and policy implications. China Agric. Econ. Rev. 2016 , 8 , 443–454. [ Google Scholar ] [ CrossRef ]
- Liu, M.; Feng, X.; Wang, S.; Qiu, H. China’s poverty alleviation over the last 40 years: Successes and challenges. Aust. J. Agric. Resour. Econ. 2020 , 64 , 209–228. [ Google Scholar ] [ CrossRef ]
- Xie, X.; Sarntisart, S.; Uddin, M.N. The Impact of Education Investment on Regional Poverty Alleviation, Dynamic Constraints, and Marginal Benefits: A Case Study of Yunnan’s Poor Counties. Economies 2023 , 11 , 42. [ Google Scholar ] [ CrossRef ]
- Liu, Y.; Liu, J.; Zhou, Y. Spatio-temporal patterns of rural poverty in China and targeted poverty alleviation strategies. J. Rural Stud. 2017 , 52 , 66–75. [ Google Scholar ] [ CrossRef ]
- Li, P.; Wei, H. Annual Report on Poverty Reduction of China 2016 ; Social Sciences Academic Press: Beijing, China, 2016; Volume 50. [ Google Scholar ]
- Yang, Y.; Liu, Y. The code of targeted poverty alleviation in China: A geography perspective. Geogr. Sustain. 2021 , 2 , 243–253. [ Google Scholar ] [ CrossRef ]
- Li, Y.; Westlund, H.; Zheng, X.; Liu, Y. Bottom-up initiatives and revival in the face of rural decline: Case studies from China and Sweden. J. Rural Stud. 2016 , 47 , 506–513. [ Google Scholar ] [ CrossRef ]
- Akpomuvie, O.B. Self-help as a strategy for rural development in Nigeria: A bottom-up approach. J. Altern. Perspect. Soc. Sci. 2010 , 2 , 88–111. [ Google Scholar ]
- Janusek, J.W.; Kolata, A.L. Top-down or bottom-up: Rural settlement and raised field agriculture in the Lake Titicaca Basin, Bolivia. J. Anthropol. Archaeol. 2004 , 23 , 404–430. [ Google Scholar ] [ CrossRef ]
- Fraser, E.D.; Dougill, A.J.; Mabee, W.E.; Reed, M.; McAlpine, P. Bottom up and top down: Analysis of participatory processes for sustainability indicator identification as a pathway to community empowerment and sustainable environmental management. J. Environ. Manag. 2006 , 78 , 114–127. [ Google Scholar ] [ CrossRef ]
- Guo, Y.; Liu, Y. Sustainable poverty alleviation and green development in China’s underdeveloped areas. J. Geogr. Sci. 2022 , 32 , 23–43. [ Google Scholar ] [ CrossRef ]
- Bourdieu, P. The forms of capital. In The Sociology of Economic Life ; Routledge: London, UK, 2018; pp. 78–92. [ Google Scholar ]
- RogoÅ, S.; BaranoviÄ, B. Social capital and educational achievements: Coleman vs. Bourdieu. Cent. Educ. Policy Stud. J. 2016 , 6 , 81–100. [ Google Scholar ]
- Sensenbrenner, J.; Portes, A. Embeddedness and immigration: Notes on the social determinants of economic action. In The Sociology of Economic Life ; Routledge: London, UK, 2018; pp. 93–115. [ Google Scholar ]
- Nahapiet, J.; Ghoshal, S. Social capital, intellectual capital, and the organizational advantage. Acad. Manag. Rev. 1998 , 23 , 242–266. [ Google Scholar ] [ CrossRef ]
- Putnam, R.D. Bowling Alone: The Collapse and Revival of American Community ; Simon and Schuster: New York, NY, USA, 2000. [ Google Scholar ]
- Krishna, A. Active Social Capital: Tracing the Roots of Development and Democracy ; Columbia University Press: New York, NY, USA, 2002. [ Google Scholar ]
- Lin, N. Social Capital: A Theory of Social Structure and Action ; Cambridge University Press: Cambridge, UK, 2002; Volume 19. [ Google Scholar ]
- Coleman, J.S. Social capital in the creation of human capital. Am. J. Sociol. 1988 , 94 , S95–S120. [ Google Scholar ] [ CrossRef ]
- Hollenbeck, J.R.; Jamieson, B.B. Human capital, social capital, and social network analysis: Implications for strategic human resource management. Acad. Manag. Perspect. 2015 , 29 , 370–385. [ Google Scholar ] [ CrossRef ]
- Astone, N.M.; Nathanson, C.A.; Schoen, R.; Kim, Y.J. Family demography, social theory, and investment in social capital. Popul. Dev. Rev. 1999 , 25 , 1–31. [ Google Scholar ] [ CrossRef ]
- Perkins, D.D.; Long, D.A. Neighborhood sense of community and social capital: A multi-level analysis. In Psychological Sense of Community: Research, Applications, and Implications ; Springer: Berlin/Heidelberg, Germany, 2002; pp. 291–318. [ Google Scholar ]
- Prayitno, G.; Matsushima, K.; Jeong, H.; Kobayashi, K. Social capital and migration in rural area development. Procedia Environ. Sci. 2014 , 20 , 543–552. [ Google Scholar ] [ CrossRef ]
- Falk, I.; Kilpatrick, S. What is social capital? A study of interaction in a rural community. Sociol. Rural 2000 , 40 , 87–110. [ Google Scholar ] [ CrossRef ]
- Putnam, R.D. The prosperous community. Am. Prospect. 1993 , 4 , 35–42. [ Google Scholar ]
- Arrow, K.J. Observations on social capital. Soc. Cap. A Multifaceted Perspect. 2000 , 6 , 3–5. [ Google Scholar ]
- Garip, F. Discovering diverse mechanisms of migration: The Mexico–US stream 1970–2000. Popul. Dev. Rev. 2012 , 38 , 393–433. [ Google Scholar ] [ CrossRef ]
- Feiock, R.C. The institutional collective action framework. Policy Stud. J. 2013 , 41 , 397–425. [ Google Scholar ] [ CrossRef ]
- Six, B.; Zimmeren Van, E.; Popa, F.; Frison, C. Trust and social capital in the design and evolution of institutions for collective action. Int. J. Commons 2015 , 9 , 151–176. [ Google Scholar ] [ CrossRef ]
- Donaldson, J.A.; ZHANG, F.Q. Rural China in transition: Changes and transformations in China’s agriculture and rural sector. Contemp. Chin. Political Econ. Strateg. Relat. Int. J. 2015 , 1 , 51. [ Google Scholar ]
- Li, Q.; Huang, J.; Luo, R.; Liu, C. China’s labor transition and the future of China’s rural wages and employment. China World Econ. 2013 , 21 , 4–24. [ Google Scholar ] [ CrossRef ]
- Saegert, S.; Thompson, J.P.; Warren, M.R. Social Capital and Poor Communities ; Russell Sage Foundation: Manhattan, NY, USA, 2002. [ Google Scholar ]
- Du, Y.; Liu, P.; Ravenscroft, N.; Su, S. Changing community relations in southeast China: The role of Guanxi in rural environmental governance. Agric. Hum. Values 2020 , 37 , 833–847. [ Google Scholar ] [ CrossRef ]
- Durston, J. Building social capital in rural communities (where it does not exist). In Proceedings of the Latin American Studies Association Annual Meetings, Chicago, IL, USA, 24–26 September 1998; pp. 24–26. [ Google Scholar ]
- Wu, B.; Liu, L.; Carter, C.J. Bridging social capital as a resource for rural revitalisation in China? A survey of community connection of university students with home villages. J. Rural Stud. 2022 , 93 , 254–262. [ Google Scholar ] [ CrossRef ]
- Liu, Y.; Wang, Y. Rural land engineering and poverty alleviation: Lessons from typical regions in China. J. Geogr. Sci. 2019 , 29 , 643–657. [ Google Scholar ] [ CrossRef ]
- Zhou, T.; Luo, Z.; Zhang, X. How do China’s villages self-organize collective land use under the background of rural revitalization? A multi-case study in Zhejiang, Fujian and Guizhou provinces. Growth Chang. 2024 , 55 , e12688. [ Google Scholar ] [ CrossRef ]
- Zhang, C.; Liao, L. The active participation in a community transformation project in China: Constructing new forums for expert-citizen interaction. J. Chin. Gov. 2022 , 7 , 372–399. [ Google Scholar ] [ CrossRef ]
- Hou, J.Z.; Zhu, Y. Social capital, guanxi and political influence in Chinese government relations. Public Relat. Rev. 2020 , 46 , 101885. [ Google Scholar ] [ CrossRef ]
- Kilpatrick, S.; Field, J.; Falk, I. Social capital: An analytical tool for exploring lifelong learning and community development. Br. Educ. Res. J. 2003 , 29 , 417–433. [ Google Scholar ] [ CrossRef ]
- Putnam, R.D. Making Democracy Work: Civic Traditions in Modern Italy ; Princeton University Press: Princeton, NJ, USA, 1994. [ Google Scholar ]
- Evans, P. Government action, social capital and development: Reviewing the evidence on synergy. World Dev. 1996 , 24 , 1119–1132. [ Google Scholar ] [ CrossRef ]
- Sabet, N.S.; Khaksar, S. The performance of local government, social capital and participation of villagers in sustainable rural development. Soc. Sci. J. 2024 , 61 , 1–29. [ Google Scholar ] [ CrossRef ]
- Tang, P.; Chen, J.; Gao, J.; Li, M.; Wang, J. What role(s) do village committees play in the withdrawal from rural homesteads? Evidence from Sichuan Province in Western China. Land 2020 , 9 , 477. [ Google Scholar ] [ CrossRef ]
- Ceci, F.; Masciarelli, F.; Poledrini, S. How social capital affects innovation in a cultural network: Exploring the role of bonding and bridging social capital. Eur. J. Innov. Manag. 2020 , 23 , 895–918. [ Google Scholar ] [ CrossRef ]
- Harriss, J. Social Capital Construction and the Consolidation of Civil Society in Rural Areas. 2001. Available online: https://www.lse.ac.uk/international-development/Assets/Documents/PDFs/Working-Papers/WP-1-159/WP16.pdf (accessed on 20 June 2024).
- Warner, M. Social Capital Construction and the Role of the Local State 1. Rural Sociol. 1999 , 64 , 373–393. [ Google Scholar ] [ CrossRef ]
- Winters, P.; Corral, L.; Gordillo, G.A. Rural livelihood strategies and social capital in Latin America: Implications for rural development projects. Agric. Resour. Econ. 2001 . [ Google Scholar ] [ CrossRef ]
- Lahiri Dutt, K.; Samanta, G. Constructing social capital: Self-help groups and rural women’s development in India. Geogr. Res. 2006 , 44 , 285–295. [ Google Scholar ] [ CrossRef ]
- Crowe, J.A. Community economic development strategies in rural Washington: Toward a synthesis of natural and social capital. Rural Sociol. 2006 , 71 , 573–596. [ Google Scholar ] [ CrossRef ]
- Teilmann, K. Measuring social capital accumulation in rural development. J. Rural Stud. 2012 , 28 , 458–465. [ Google Scholar ] [ CrossRef ]
- Kreitzman, J.P.; McKnight, J.L. Asset-based community development: Mobilizing an entire community. In Building Communities from the Inside Out: A Path Towards Finding and Mobilizing a Community’s Assets ; ATCA: Chicago, IL, USA, 1993. [ Google Scholar ]
- Mitlin, D.; Hickey, S.; Bebbington, A. Reclaiming development? NGOs and the challenge of alternatives. World Dev. 2007 , 35 , 1699–1720. [ Google Scholar ] [ CrossRef ]
- Furtado, L.S.; Payne, J.M. Inclusive creative placemaking through participatory mural design in Springfield (MA). J. Am. Plan. Assoc. 2023 , 89 , 310–323. [ Google Scholar ] [ CrossRef ]
- Xu, H.; Xu, M.; Chen, W. Formation of relational poverty governance and its impacts: How Chinese local governments implement poverty alleviation programs. J. Chin. Political Sci. 2022 , 27 , 295–317. [ Google Scholar ] [ CrossRef ]
- Deng, Q.; Li, E.; Zhang, P. Livelihood sustainability and dynamic mechanisms of rural households out of poverty: An empirical analysis of Hua County, Henan Province, China. Habitat Int. 2020 , 99 , 102160. [ Google Scholar ] [ CrossRef ]
- Mason, D.R.; Beard, V.A. Community-based planning and poverty alleviation in Oaxaca, Mexico. J. Plan. Educ. Res. 2008 , 27 , 245–260. [ Google Scholar ] [ CrossRef ]
- Liu, P.; Ravenscroft, N. Collective action in implementing top-down land policy: The case of Chengdu, China. Land Use Policy 2017 , 65 , 45–52. [ Google Scholar ] [ CrossRef ]
- Allmendinger, P. Towards a post-positivist typology of planning theory. Plan. Theory 2002 , 1 , 77–99. [ Google Scholar ] [ CrossRef ]
- Howard, E.; Osborn, F.J.; Mumford, L. Garden Cities of to-Morrow ; Routledge: London, UK, 2013. [ Google Scholar ]
- Innes, J.E. Planning theory’s emerging paradigm: Communicative action and interactive practice. J. Plan. Educ. Res. 1995 , 14 , 183–189. [ Google Scholar ] [ CrossRef ]
- Davidoff, P. Advocacy and pluralism in planning. J. Am. Inst. Plan. 1965 , 31 , 331–338. [ Google Scholar ] [ CrossRef ]
- Healey, P. Collaborative Planning: Shaping Places in Fragmented Societies ; Bloomsbury Publishing: Bloomsbury, UK, 2020. [ Google Scholar ]
- Healey, P. Planning through debate: The communicative turn in planning theory. Town Plan. Rev. 1992 , 63 , 143–162. [ Google Scholar ] [ CrossRef ]
- Innes, J.E.; Booher, D.E. Reframing public participation: Strategies for the 21st century. Plan. Theory Pract. 2004 , 5 , 419–436. [ Google Scholar ] [ CrossRef ]
- Friedmann, J. Planning in the Public Domain: From Knowledge to Action ; Princeton University Press: Princeton, NJ, USA, 1987. [ Google Scholar ]
- Stedman, R.C. Is it really just a social construction?: The contribution of the physical environment to sense of place. Soc. Nat. Resour. 2003 , 16 , 671–685. [ Google Scholar ] [ CrossRef ]
- Van den Broeck, P. The changing position of strategic spatial planning in Flanders. A socio-political and instrument-based perspective. Int. Plan. Stud. 2008 , 13 , 261–283. [ Google Scholar ] [ CrossRef ]
- Manzo, L.C.; Perkins, D.D. Finding common ground: The importance of place attachment to community participation and planning. J. Plan. Lit. 2006 , 20 , 335–350. [ Google Scholar ] [ CrossRef ]
- Haywood, B.K. A “sense of place” in public participation in scientific research. Sci. Educ. 2014 , 98 , 64–83. [ Google Scholar ] [ CrossRef ]
- Hui, E.C.; Chen, T.; Lang, W.; Ou, Y. Urban community regeneration and community vitality revitalization through participatory planning in China. Cities 2021 , 110 , 103072. [ Google Scholar ] [ CrossRef ]
- McHenry, J.A. Rural empowerment through the arts: The role of the arts in civic and social participation in the Mid West region of Western Australia. J. Rural Stud. 2011 , 27 , 245–253. [ Google Scholar ] [ CrossRef ]
- Lang, W.; Chen, T.; Li, X. A new style of urbanization in China: Transformation of urban rural communities. Habitat. Int. 2016 , 55 , 1–9. [ Google Scholar ] [ CrossRef ]
- Wang, J.; Sun, J. Talent development in China: Current practices and challenges ahead. Adv. Dev. Hum. Resour. 2018 , 20 , 389–409. [ Google Scholar ] [ CrossRef ]
- Huang, Y.; Zhang, J.; Sang, X.; Ou, H. Insight into practical teaching in rural planning in colleges based on the “Rural Innovation Workshop”. Syst. Pract. Action. Res. 2022 , 35 , 109–128. [ Google Scholar ] [ CrossRef ]
- Dalton, L.C.; Hajrasouliha, A.H.; Riggs, W.W. State of the art in planning for college and university campuses: Site planning and beyond. J. Am. Plan. Assoc. 2018 , 84 , 145–161. [ Google Scholar ] [ CrossRef ]
- Frank, K.I.; Hibbard, M. Rural planning in the twenty-first century: Context-appropriate practices in a connected world. J. Plan. Educ. Res. 2017 , 37 , 299–308. [ Google Scholar ] [ CrossRef ]
- Gkartzios, M.; Gallent, N.; Scott, M. Rural Places and Planning: Stories from the Global Countryside ; Policy Press: Bristol, UK, 2022. [ Google Scholar ]
- Levine, D.S.; Strube, M.J. Environmental attitudes, knowledge, intentions and behaviors among college students. J. Soc. Psychol. 2012 , 152 , 308–326. [ Google Scholar ] [ CrossRef ]
- Fullerton, C.A. University-community partnerships as a pathway to rural development: Benefits of an Ontario land use planning project. J. Rural Community Dev. 2015 , 10 , 56–71. [ Google Scholar ]
- Jiménez, J. Surutato: An experience in rural participative planning. In Planning for Human Systems: Essays in Honor of Russell L. Ackoff ; University of Pennsylvania Press: Philadelphia, PA, USA, 1992; pp. 407–416. [ Google Scholar ]
- Gottdiener, M. A Marx for our time: Henri Lefebvre and the production of space. Sociol. Theory 1993 , 11 , 129–134. [ Google Scholar ] [ CrossRef ]
- Lefebvre, H. From the production of space. In Theatre and Performance Design ; Routledge: London, UK, 2012; pp. 81–84. [ Google Scholar ]
- Yu, H.; Zou, H. Theories on Social Space: Origins and Analysis. In Shanghai Narrative: A Socio-Spatial Perspective ; Springer: Berlin/Heidelberg, Germany, 2023; pp. 1–29. [ Google Scholar ]
- Soja, E.W. Postmodern Geographies: The Reassertion of Space in Critical Social Theory ; Verso: London, UK, 1989. [ Google Scholar ]
- Healey, P. Making Better Places: The Planning Project in the Twenty-First Century ; Bloomsbury Publishing: Bloomsbury, UK, 2017. [ Google Scholar ]
- Gu, K. Urban morphology of China in the post-socialist age: Towards a framework for analysis. Urban Des. Int. 2001 , 6 , 125–142. [ Google Scholar ] [ CrossRef ]
- Mehta, V. The Street: A Quintessential Social Public Space ; Routledge: London, UK, 2013. [ Google Scholar ]
- Yan, J.; Huang, Y.; Tan, S.; Lang, W.; Chen, T. Jointly Creating Sustainable Rural Communities through Participatory Planning: A Case Study of Fengqing County, China. Land 2023 , 12 , 187. [ Google Scholar ] [ CrossRef ]
- Cresswell, T. Place: An Introduction ; John Wiley & Sons: Hoboken, NJ, USA, 2014. [ Google Scholar ]
- Huang, Y.; Hui, E.C.; Zhou, J.; Lang, W.; Chen, T.; Li, X. Rural revitalization in China: Land-use optimization through the practice of place-making. Land Use Policy 2020 , 97 , 104788. [ Google Scholar ] [ CrossRef ]
- Kingsley, J.; Foenander, E.; Bailey, A. “It’s about community”: Exploring social capital in community gardens across Melbourne, Australia. Urban For. Urban Green. 2020 , 49 , 126640. [ Google Scholar ] [ CrossRef ]
- Ding, X.; Zhang, Y.; Zheng, J.; Yue, X. Design and social factors affecting the formation of social capital in Chinese community garden. Sustainability 2020 , 12 , 10644. [ Google Scholar ] [ CrossRef ]
- Li, X.; Zhang, F.; Hui, E.C.; Lang, W. Collaborative workshop and community participation: A new approach to urban regeneration in China. Cities 2020 , 102 , 102743. [ Google Scholar ] [ CrossRef ]
- Perkins, D.D.; Zimmerman, M.A. Empowerment theory, research, and application. Am. J. Community Psychol. 1995 , 23 , 569–579. [ Google Scholar ] [ CrossRef ] [ PubMed ]
- Lee, J.A. The Empowerment Approach to Social Work Practice ; Columbia University Press: New York, NY, USA, 1994. [ Google Scholar ]
- Hairong, Y.; Yiyuan, C. Debating the rural cooperative movement in China, the past and the present. In Rural Politics in Contemporary China ; Routledge: London, UK, 2016; pp. 49–75. [ Google Scholar ]
- Putterman, L. Continuity and Change in China’s Rural Development: Collective and Reform Eras in Perspective ; Oxford University Press: Oxford, UK, 1993. [ Google Scholar ]
- Huang, Y.; Chen, L.; Li, X. Productivism and Post-Productivism: An Analysis of Functional Mixtures in Rural China. Land 2022 , 11 , 1490. [ Google Scholar ] [ CrossRef ]
- Wu, F. Planning for Growth: Urban and Regional Planning in China ; Routledge: London, UK, 2015. [ Google Scholar ]
- Li, Y.; Fan, P.; Liu, Y. What makes better village development in traditional agricultural areas of China? Evidence from long-term observation of typical villages. Habitat Int. 2019 , 83 , 111–124. [ Google Scholar ] [ CrossRef ]
- Chen, L.; Huang, Y.; Wu, X.; Li, X. Bridging State and Society: College Students’ Collaborative Participation in Rural Construction in China. Plan. Theory Pract. 2024 , 25 , 29–46. [ Google Scholar ] [ CrossRef ]
Click here to enlarge figure
The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content. |
Share and Cite
Hou, X.; Chen, L.; Huang, Y.; Long, Y.; Li, X. The Path of Rural Social Capital Improvement in China from the Perspective of Planners: A Case Study of Hongtang Village in Yunnan Province. Land 2024 , 13 , 1106. https://doi.org/10.3390/land13071106
Hou X, Chen L, Huang Y, Long Y, Li X. The Path of Rural Social Capital Improvement in China from the Perspective of Planners: A Case Study of Hongtang Village in Yunnan Province. Land . 2024; 13(7):1106. https://doi.org/10.3390/land13071106
Hou, Xianyu, Luan Chen, Yaofu Huang, Ye Long, and Xun Li. 2024. "The Path of Rural Social Capital Improvement in China from the Perspective of Planners: A Case Study of Hongtang Village in Yunnan Province" Land 13, no. 7: 1106. https://doi.org/10.3390/land13071106
Article Metrics
Further information, mdpi initiatives, follow mdpi.
![MDPI Open Access Journals MDPI](https://pub.mdpi-res.com/img/design/mdpi-pub-logo-white-small.png?71d18e5f805839ab?1721387811)
Subscribe to receive issue release notifications and newsletters from MDPI journals
- Introduction
- Conclusions
- Article Information
CPSS indicates Chronic Pain Self-Efficacy scale (to measure pain self-management); PEPPI, Perceived Efficacy in Patient-Physician Interactions scale (to measure self-efficacy for communicating with physicians about patient-reported pain); SBQ, Shortened Barriers Questionnaire (to measure pain misconceptions).
P values are as follows: A, P < .001; B, P < .05; C, P < .001; D, P < .001. Error bars indicate SDs.
Data Sharing Statement
See More About
Sign up for emails based on your interests, select your interests.
Customize your JAMA Network experience by selecting one or more topics from the list below.
- Academic Medicine
- Acid Base, Electrolytes, Fluids
- Allergy and Clinical Immunology
- American Indian or Alaska Natives
- Anesthesiology
- Anticoagulation
- Art and Images in Psychiatry
- Artificial Intelligence
- Assisted Reproduction
- Bleeding and Transfusion
- Caring for the Critically Ill Patient
- Challenges in Clinical Electrocardiography
- Climate and Health
- Climate Change
- Clinical Challenge
- Clinical Decision Support
- Clinical Implications of Basic Neuroscience
- Clinical Pharmacy and Pharmacology
- Complementary and Alternative Medicine
- Consensus Statements
- Coronavirus (COVID-19)
- Critical Care Medicine
- Cultural Competency
- Dental Medicine
- Dermatology
- Diabetes and Endocrinology
- Diagnostic Test Interpretation
- Drug Development
- Electronic Health Records
- Emergency Medicine
- End of Life, Hospice, Palliative Care
- Environmental Health
- Equity, Diversity, and Inclusion
- Facial Plastic Surgery
- Gastroenterology and Hepatology
- Genetics and Genomics
- Genomics and Precision Health
- Global Health
- Guide to Statistics and Methods
- Hair Disorders
- Health Care Delivery Models
- Health Care Economics, Insurance, Payment
- Health Care Quality
- Health Care Reform
- Health Care Safety
- Health Care Workforce
- Health Disparities
- Health Inequities
- Health Policy
- Health Systems Science
- History of Medicine
- Hypertension
- Images in Neurology
- Implementation Science
- Infectious Diseases
- Innovations in Health Care Delivery
- JAMA Infographic
- Law and Medicine
- Leading Change
- Less is More
- LGBTQIA Medicine
- Lifestyle Behaviors
- Medical Coding
- Medical Devices and Equipment
- Medical Education
- Medical Education and Training
- Medical Journals and Publishing
- Mobile Health and Telemedicine
- Narrative Medicine
- Neuroscience and Psychiatry
- Notable Notes
- Nutrition, Obesity, Exercise
- Obstetrics and Gynecology
- Occupational Health
- Ophthalmology
- Orthopedics
- Otolaryngology
- Pain Medicine
- Palliative Care
- Pathology and Laboratory Medicine
- Patient Care
- Patient Information
- Performance Improvement
- Performance Measures
- Perioperative Care and Consultation
- Pharmacoeconomics
- Pharmacoepidemiology
- Pharmacogenetics
- Pharmacy and Clinical Pharmacology
- Physical Medicine and Rehabilitation
- Physical Therapy
- Physician Leadership
- Population Health
- Primary Care
- Professional Well-being
- Professionalism
- Psychiatry and Behavioral Health
- Public Health
- Pulmonary Medicine
- Regulatory Agencies
- Reproductive Health
- Research, Methods, Statistics
- Resuscitation
- Rheumatology
- Risk Management
- Scientific Discovery and the Future of Medicine
- Shared Decision Making and Communication
- Sleep Medicine
- Sports Medicine
- Stem Cell Transplantation
- Substance Use and Addiction Medicine
- Surgical Innovation
- Surgical Pearls
- Teachable Moment
- Technology and Finance
- The Art of JAMA
- The Arts and Medicine
- The Rational Clinical Examination
- Tobacco and e-Cigarettes
- Translational Medicine
- Trauma and Injury
- Treatment Adherence
- Ultrasonography
- Users' Guide to the Medical Literature
- Vaccination
- Venous Thromboembolism
- Veterans Health
- Women's Health
- Workflow and Process
- Wound Care, Infection, Healing
Get the latest research based on your areas of interest.
Others also liked.
- Download PDF
- X Facebook More LinkedIn
Shen MJ , Stokes T , Yarborough S , Harrison J. Improving Pain Self-Management Among Rural Older Adults With Cancer. JAMA Netw Open. 2024;7(7):e2421298. doi:10.1001/jamanetworkopen.2024.21298
Manage citations:
© 2024
- Permissions
Improving Pain Self-Management Among Rural Older Adults With Cancer
- 1 Division of Clinical Research, Fred Hutchinson Cancer Center, Seattle, Washington
- 2 Maury Regional Medical Center, Columbia, Tennessee
- 3 Department of Health Services, Policy, and Practice, School of Public Health, Brown University, Providence, Rhode Island
Question Is the adapted version of Cancer Health Empowerment for Living without Pain (CA-HELP) feasible, acceptable, and able to improve pain outcomes among older adults with cancer living in rural settings?
Findings Study findings from this case series design study of 30 patients suggested the adapted version of CA-HELP was feasible, acceptable, and able to improve patients’ communication about their pain to their clinicians.
Meaning Study results highlight a potentially low-cost, low-burden intervention designed to improve pain communication and reduce pain severity and pain misconceptions among older adults with cancer in rural settings.
Importance Undertreated cancer pain is a major public health concern among older adults in rural communities. Interventions to improve pain management among this vulnerable population are needed.
Objective To test the feasibility, acceptability, and changes in pain outcomes from exposure to an adapted intervention, Cancer Health Empowerment for Living without Pain (CA-HELP), to improve patients’ communication about pain to their clinicians.
Design, Setting, and Participants Older adults with cancer (aged ≥65 years) who were residing in a noninstitutional rural setting and receiving outpatient care at a rural-based clinic in Tennessee were enrolled in the study, in which everyone received the intervention, in May 2022. All patients were given assessments at baseline and 1 week after intervention. Mean score differences were analyzed using 1-tailed paired sample t tests (α = .05). Data were analyzed in June 2022.
Exposure The adapted version of CA-HELP included an 18-page patient-facing workbook and a 30-minute telephone coaching call with a registered nurse to coach patients on pain education and communication techniques to discuss pain with their medical team.
Main Outcomes and Measures Feasibility was examined through accrual and completion rates. Acceptability was measured by helpfulness, difficulty, and satisfaction with the intervention. Changes in outcomes were measured using mean score differences from pre-post assessments of pain self-management, self-efficacy for communicating with clinicians about pain, patient-reported pain, and misconceptions about pain.
Results Among the 30 total participants, the mean (SD) age was 73.0 (5.1) years; 17 participants (56.7%) were female, 5 (16.7%) were Black or African American, 30 (100%) were non-Hispanic or non-Latino, 24 (80.0%) were White, 16 (53.3%) had less than a high school education, and 15 (50.0%) reported income less than $21 000 per year. Based on accrual and completion rates of 100%, this intervention was highly feasible. Fidelity rates for delivering intervention components (100%) and communication competence (27 participants [90%]) were also high. Regarding acceptability, all patients rated the intervention as helpful, with the majority (24 participants [80%]) rating it as “very helpful.” Most patients rated the intervention as “not at all difficult” (27 participants [90%]), enjoyed participating (21 participants [70%]), and reported being “very satisfied” (25 participants [83.3%]). Pre-post changes in outcomes suggested significant improvements in pain self-management and self-efficacy for communicating with clinicians about pain, as well as significant reductions in patient-reported pain and pain misconceptions.
Conclusions and Relevance In this case-series study of CA-HELP, results suggested the adapted version of CA-HELP was feasible and acceptable and showed changes in pain-related outcome measures among older adults with cancer in a rural setting.
The burden of pain in people living with cancer is well documented, 1 , 2 and effective pain management is one of the largest population health challenges among older adults in the US. 3 - 10 It is estimated that as many as 80% of people diagnosed with cancer experience pain. 11 Among the older adult population living in the rural US, undertreated cancer pain is especially common. 12 , 13 Older adults living in rural areas are disproportionately affected due to concerns about the overuse of pain medication, 5 less access to care, 6 preferences for nonpharmacological interventions, 8 and reluctance to talk about pain. 14
Older adults with cancer are commonly afraid to voice pain concerns as they believe it reflects worsening cancer, is just part of life, and do not want to burden others. 1 , 12 , 13 , 15 , 16 As such, older adults may experience greater pain burden than the general patient population with cancer due to failing to bring up pain management as a concern to their clinicians. Further burdening older adults in rural settings is the reality that communication about pain in these settings exists against the backdrop of a growing opioid crisis that disproportionately impacts these communities. 17 , 18 This backdrop can impact patients’ willingness to seek out pain management and clinicians’ need for considering nonpharmacological treatment options to manage pain. There is an urgent need for interventions targeting pain management communication between older adults with cancer in rural communities and their clinicians; however, this need outpaces the current evidence base.
To address this need, we conducted a National Institutes of Health (NIH)–funded pilot study to adapt and test a promising evidence-based intervention, Cancer Health Empowerment for Living without Pain (CA-HELP). Prior research indicates CA-HELP demonstrated significant improvement among patients with cancer in their self-efficacy to communicate with their physicians about their pain. 19 , 20 Grounded in social-cognitive theory, 21 , 22 which posits that behavior change and maintenance depends largely on individuals’ ability and self-efficacy to execute a specific behavior, CA-HELP coaches patients to ask questions, make requests, and signal distress to their clinicians to achieve improved cancer pain control. Although a promising tool among older adults with cancer, the original CA-HELP intervention was not designed for optimal implementation in rural settings or among older adults.
We adapted the CA-HELP (CA-HELP-A) 23 to the older adult patient population with cancer in rural settings using the Method for Program Adaptation through Community Engagement (M-PACE) 24 , 25 model by partnering with older adult patients with cancer, their informal caregivers, and clinicians. Based on their feedback, modifications were made to the original intervention using the Framework for Reporting Adaptations and Modifications-Enhanced 26 model. The adapted version was tailored to meet the needs of older adults in rural settings, which is outlined in the original article. 23
The goal of the present study was to pilot test the adapted version of the intervention, which included a patient workbook and 30-minute telephone call with a nurse interventionist, in a busy rural cancer clinic with older adults with cancer. Based on prior work, our hypotheses were that the CA-HELP-A intervention would be highly feasible and acceptable. Although the focus of this study was to examine feasibility and acceptability, we also explored if there were significant improvements in pain self-management and self-efficacy to communicate about pain with clinicians as well as reductions in patient-reported pain and pain misconceptions.
All study procedures were approved by the institutional review board of Maury Regional Medical Center, Columbia, Tennessee. All participants provided informed consent and were recruited in May 2022 from an outpatient oncology clinic in rural Tennessee. Study staff conducted medical record reviews through the electronic medical record (EMR) to identify eligible patients. Eligibility criteria for patients included (1) receiving a diagnosis of cancer, (2) being aged 65 years or older, (3) speaking English, (4) residing in a noninstitutional rural setting, (5) receiving care at a community-based rural clinic, and (6) being able to provide informed consent. Exclusion criteria included (1) severe cognitive impairment (as indicated by medical team members) and (2) receiving hospice at the time of enrollment. Based on these eligibility criteria, patients were able to receive palliative care consultations or treatment during the course of the study. Study participants consented verbally via telephone or in person. This was an open group study; thus, all study participants received the study intervention. This study followed the reporting guideline for case series.
After consenting to the study, participants were given a baseline questionnaire assessing demographics, clinical characteristics, and targeted primary outcome (pain self-management) and secondary outcomes (self-efficacy for communicating with physicians about pain, pain misconceptions, and patient-reported pain). Next, participants were given a printed copy of the patient intervention (CA-HELP-A) workbook either in person or via mail. After receiving this workbook, participants engaged in a 30-minute intervention session over the telephone with a study staff nurse focused on reviewing modules and exercises included in the workbook. The nurse was a clinical lead in the palliative care clinic and thus was knowledgeable about pain management. Finally, after completing the intervention session, participants completed a postintervention assessment that included primary and secondary outcomes as well as measures of acceptability. Assessments were conducted in person or via the telephone by study staff. Because the primary goal of the study was to test the feasibility and acceptability of the intervention, the proposed sample size was 30. This number was selected based on recommendations in the Obesity-Related Behavioral Intervention Trials (ORBIT) model of research for developing and testing behavioral interventions. 27 This study set out to complete phase IIa (proof-of-concept) of the ORBIT model, in which the study goal is to focus on delivering a treatment-only design. 27 The ORBIT model deems sample size calculations to be unnecessary during this phase since the focus is on testing the feasibility of delivering the intervention.
The original CA-HELP is an evidence-based communication tool that empowers and engages patients to communicate effectively with their physicians about pain. 17 , 18 This intervention consists of 6 modules: (1) assessment of current knowledge, attitudes, and preferences around pain control; (2) clarification and correction of misconceptions about cancer pain control; (3) teaching of relevant concepts (education about cancer pain control); (4) planning (identifying pain goals, creating achievable pain management goals, and creating strategies to communicate these goals to clinicians); (5) rehearsal of communication strategies using role play exercises; and (6) portrayal of learned skills (patient applies skills in visit with health care clinician). We adapted this original version to meet the needs of older adults with cancer receiving care in rural settings. 23 Major modifications from the original CA-HELP intervention to the current version (CA-HELP-A) included adding a patient-facing workbook to guide the intervention session and inclusion of visual imagery, reduced number of words and complexity to meet a sixth grade reading level, stigma around pain management, and acknowledgment that pain should not be normalized due to age or disease status. The adapted version of the intervention was pilot tested in the present study.
This adapted version (CA-HELP-A) resulted in an 18-page patient-facing workbook, of which 9 pages include active materials (eg, learning content or exercises). The workbook consisted of 5 modules, instead of 6, which were collectively retitled “5 Steps for Talking with Your Doctor about Pain When Living with Cancer” with each module renamed to “Steps” based on patient and informal caregiver feedback. The 5 steps include step 1: checking awareness (action), step 2: clarifying (correct), step 3: gaining knowledge (learn), step 4: setting goals (plan), and step 5: talking to your doctor (practice). The final version of the patient workbook was composed largely of image-based communication, including pain scale ratings based on imagery and color, assessments based on worries (thumbs up or down ratings), and exercises to determine pain management approaches patients would like to have and setting goals and strategies for talking to their clinician.
Patients self-reported their age (in years), sex (male/female), ethnicity (Hispanic/Latino vs non-Hispanic/non-Latino), race (American Indian or Alaskan Native, Asian, Black or African American, Native Hawaiian or other Pacific Islander, White, multiracial, other [Hispanic or Latino/Latina], or other), relationship status, employment status, highest education level completed, total household income, insurance status (insured vs not insured), and primary treatment payment type. Race and ethnicity were assessed in this study to clearly outline sociodemographics of the patient population served and recruited. Disease characteristics were extracted from the EMR, including comorbidity status, cancer type and site, current cancer stage, presence of metastasis (yes vs no), and pain medication usage. Performance status was also extracted from the medical record and assessed with the Eastern Cooperative Oncology Group (ECOG) 28 , 29 and/or Karnofsky performance status. 30
Intervention feasibility was assessed with accrual and intervention and study procedure completion rates. Acceptability was assessed postintervention. Participants rated the overall perceived helpfulness of the intervention and satisfaction with the intervention. The helpfulness item was rated on a 5-point scale from 1, not at all helpful, to 5, very helpful (“Overall, how helpful was the intervention to you?”). The satisfaction item was rated on a 5-point scale from 1, not at all satisfied, to 5, very satisfied (“How satisfied were you with the intervention?”). Additionally, participants rated the intervention difficulty with a single item (“How difficult was it for you to understand the content of the intervention?”; 1, not at all, to 5, very much). Additional features of the intervention were rated including satisfaction with session length, satisfaction with amount of session information, intervention delivery modality (in person or phone), workbook modality (paper vs electronic or online version), and preference for inclusion of a caregiver.
Treatment fidelity was assessed with a checklist that captured whether: (1) the interventionist demonstrated communication consistency (eg, pacing, volume, and introduction to the purpose of the intervention), and (2) delivered core intervention components. These checklists were completed for all intervention sessions by trained fidelity raters who listened to audio recordings of the intervention sessions. Fidelity was defined as delivering 70% or more of intervention components and using 70% or more of the therapeutic techniques.
Pain self-management, which is the targeted primary outcome for future trials, was measured using 2 items from the pain management subscale of the Chronic Pain Self-Efficacy scale. 20 Items on this scale are rated on a 5-point Likert scale (1, not at all certain, to 5, extremely certain) in which patients rate the degree of certainty they have about their ability to manage their pain (eg, “How certain are you that you can decrease your pain quite a bit?”).
Self-efficacy for communicating with physicians about pain was assessed using the 5-item Perceived Efficacy in Patient-Physician Interactions scale 31 as modified to refer to communication with oncologists. 20 Items are rated on a 5-point Likert scale (1, not at all confident, to 5, very confident) in which patients indicate how confident they are about communicating with their physician (eg, “How confident are you in your ability to know what questions to ask your cancer doctor?”).
Pain misconceptions were assessed using 11 items based on the Short Form Barriers Questionnaire (SBQ). 32 Items are rated on a 5-point Likert scale (1, disagree very much, to 5, agree very much) in which patients indicate the degree to which they agree with certain statements about pain (eg, “It doesn’t do any good to talk about pain”). Patient-reported pain was assessed as the mean of the average and worst pain over the past 2 weeks on a 0 to 10 scale (0, no pain to 10, worst pain imaginable). 20
Descriptive statistics were used to examine demographic, disease, and clinical characteristics. Mean score differences were examined between preintervention and postintervention outcomes using 1-tailed paired sample t tests. Significance was set an α level of .05. Individual t tests were run for each of the following outcomes: pain self-management, self-efficacy to communicate about pain, pain misconceptions, and patient-reported pain. In regard to missing data, 1 participant was removed from the pain severity subscale analysis due to missing postseverity scores. Data were analyzed in December 2022 with R version 4.2.1 (R Project for Statistical Computing).
A total of 30 patients were enrolled in the study and completed the intervention. They had a mean (SD) age of 73.0 (5.1) years; 17 (56.7%) were female, 5 (16.7%) were Black or African American, 30 (100%) were non-Hispanic or non-Latino, 24 (80.0%) were White, and 16 (53.3%) were married or partnered. Most patients had a high school education or less (16 patients [53.3%]) and reported being low income, with 15 (50.0%) reporting a household income of less than $21 000 and 14 (46.7%) reporting a household income of $21 000 to $39 000. In terms of disease and clinical characteristics, patients had a mean (SD) Karnofsky score of 8.0 (1.9) and ECOG score of 1.0 (1.0). The largest portion of patients were stage IV (12 patients [40.0%]) and most patients were not currently taking pain medications (21 patients [70.0%]). See the Table for all patient demographic, disease, and clinical characteristics.
Feasibility was defined as 70% or more of eligible participants enrolling in the study, as well as 70% or more of enrolled participants completing the intervention. Study staff attempted to reach 39 patients for the study. Of those, 5 were deemed ineligible due to age or death, and 4 refused to participate. Thus, a total of 30 participants were eligible and consented. All 30 consented participants enrolled in the study and completed baseline assessments, the intervention session, and postintervention assessments. There were no patients lost to follow-up.
Regarding acceptability, all 30 participants rated the intervention as helpful, with the majority (24) rating it as “very helpful” (mean [SD] score, 4.80 [0.50]). Overall, 25 participants (83.3%) reported being “very satisfied” with the intervention (mean [SD] score, 4.70 [0.64]), and 21 (70.0%) reported enjoying participating in the intervention. Most participants (28 patients [93.3%]) found 1 session to be the right length and found the intervention to contain the right amount of information. Most participants (27 patients [90.0%]) rated the content of the intervention as “not at all difficult” to understand (mean [SD] score, 1.3 [1.02]). The 3 participants who indicated some degree of difficulty did not specify the aspects they found difficult to understand.
A total of 26 participants (86.7%) indicated a preference for either an in-person or phone session with a health coach, nurse, or social worker. Almost all participants (29 patients [96.7%]) preferred receiving a paper version of the workbook over an electronic or online version. Finally, a total of 25 participants (83.3%) indicated they would have liked participating in the session with a caregiver or loved one.
Fidelity was defined as using 70% or more of the communication competencies and delivering 70% or more of core intervention components. Fidelity rates of 90% for communication consistency (pacing, volume, and introduction to purpose of intervention) and 100% for delivery of intervention components were observed, meeting the benchmarks for treatment fidelity across both categories.
A total of 30 patients were enrolled, adequately powering this study (0.85) to detect moderate effect size differences. Pre-post changes in outcomes suggested significant improvements in pain self-management and self-efficacy for communicating with physicians about pain, as well as significant reductions in patient-reported pain and pain misconceptions. Pain self-management scores saw a mean (SD) total score increase of 1.8 (1.45) points ( t 29 = 6.809; P < .001). Patient-reported pain scores had a mean (SD) score difference of 0.5 (1.57) points ( t 28 = 1.715; P = .049). Pain misconception scores had a mean (SD) score difference of 1.4 (0.43) points ( t 29 = 18.281; P < .001). Finally, scores for self-efficacy for communicating with physicians about pain had a mean (SD) score increase of 2.8 (2.86) points ( t 29 = 5.297; P < .001). See the Figure for a visualization of results from this pilot study.
In this case-series study among older adults with cancer in rural settings, we examined the feasibility, acceptability, fidelity, and pre-post results of a communication-based intervention designed to improve pain self-management and pain communication with clinicians among older adults with cancer receiving care in rural settings. Results suggested the adapted version of CA-HELP (CA-HELP-A) was feasible, acceptable, had high rates of intervention fidelity, and demonstrated potential efficacy at improving targeted pain outcomes. Rates of enrollment (88.2%) and completion of intervention sessions and study procedures (100.0%) were outstanding, demonstrating high rates of feasibility among this difficult-to-reach population. Patients also reported high rates of acceptability, including rating satisfaction with the intervention and helpfulness of the intervention highly and difficulty of the intervention low. Additionally, most participants reported enjoying participating in the intervention and preferring the chosen mode of intervention delivery (telephone) as well as workbook medium (printed, hard copy).
Most promising, study results suggest significant improvements in patients’ self-reported pain self-management and self-efficacy to communicate with physicians about pain as well as significant decreases in pain misconceptions and patient-reported pain. These results suggest that CA-HELP-A may be an effective intervention at improving multiple pain outcomes among older adults with cancer living and receiving care in rural settings. Given the high rates of undertreated cancer pain among older adults living in the rural US, 12 , 13 the results of this pilot study are especially promising. Improving the capacity of rural clinics to identify older adults with cancer who are experiencing pain and are most likely to benefit from a pain management communication intervention is a high value proposition. These are heavily burdened clinics with very limited resources, often serving large catchment areas where patients must travel long distances to receive care.
Our adapted intervention (CA-HELP-A) is a low burden, light touch, fully remote, and potentially effective intervention for improving pain management among older adults in these settings. CA-HELP-A coaches patients in how to have conversations about their pain with their clinicians and develop an action plan to comanage it. As such, it is agnostic to pain intervention type. This allows patients to have honest conversations with their clinicians about their pain to find the best pain management approach for each patient. This holds promise for intervening on pain in a variety of ways, including using nonpharmacological approaches, which are the most commonly preferred methods of pain management among this vulnerable population. 8 Additionally, this intervention could help address patients’ reluctance to talk about pain, 14 overcome their misconceptions that pain is just a part of life, 1 , 12 , 13 , 15 , 16 and bring up conversations about pain in a way that is destigmatizing amidst the growing opioid crisis affecting rural communities. 17 , 18 CA-HELP-A is designed to target these barriers by encouraging patients to talk with their clinicians about their pain needs and to explore multiple options for pain management, including both opioids and nonpharmacological treatments. Future research should examine how the CA-HELP-A differs in potential efficacy among those taking pain medications vs those who are not. This may provide further insight on how to best target patients most in need of interventions to reduce their pain severity and improve their pain self-management. Additionally, future randomized clinical trials testing the efficacy of CA-HELP-A compared with a control condition should examine differences in how this intervention affects pain-related outcomes among patients based on disease severity (eg, early stage vs advanced metastatic cancer) and source of pain (eg, surgery, chemotherapy, radiation, or other chronic conditions).
Despite promising results, there are limitations that must be acknowledged in interpreting results of this study. First, although this sample was diverse in terms of education and income, it was less diverse racially and ethnically. The sample was predominately White and non-Hispanic/non-Latino. This is reflective of the study setting in rural Tennessee. Nevertheless, future research should examine the feasibility, acceptability, and potential efficacy of CA-HELP-A among more racially and ethnically diverse samples. Second, the CA-HELP-A intervention was only available and tested among English-speaking patients. Future work should expand this to include Spanish translations of the workbook to determine its potential utility among Spanish-speaking older adults in rural settings. Additionally, the sample size and pre-post design limit the ability to examine the efficacy of CA-HELP-A, control for key factors such as demographic variables that could impact treatment outcomes (eg, time, age, and disease severity), and generalize study findings. The main focus of the present study was on phase IIa (proof-of-concept) of the ORBIT guide for developing and testing behavioral interventions. 27 In this phase, the goal of the study is to determine the feasibility of delivering the intervention and the intervention protocol, thus there is a lack of a control group to more stringently test the potential efficacy of the intervention relative to a control condition. Given this limitation, results around potential efficacy should be interpreted with caution. Future trials should examine the efficacy of CA-HELP-A among multiple sites with multiple patients.
Preliminary evidence from this case-series study suggests that the CA-HELP-A intervention we adapted was highly feasible, acceptable, and significantly improved pain self-management and self-efficacy to communicate about pain with physicians and reduced patients’ self-reported pain and pain misconceptions. This holds great promise for addressing the urgent need to support the growing older adult population experiencing undertreated cancer pain.
Accepted for Publication: May 10, 2024.
Published: July 17, 2024. doi:10.1001/jamanetworkopen.2024.21298
Open Access: This is an open access article distributed under the terms of the CC-BY License . © 2024 Shen MJ et al. JAMA Network Open .
Corresponding Author: Megan J. Shen, PhD, Fred Hutchinson Cancer Center, 1100 Fairview Ave N, Mail Stop D5-290, Seattle, WA 98109 ( [email protected] ).
Author Contributions: Dr Shen and Ms Yarborough had full access to all of the data in the study and take responsibility for the integrity of the data and the accuracy of the data analysis.
Concept and design: Shen, Harrison.
Acquisition, analysis, or interpretation of data: All authors.
Drafting of the manuscript: Shen, Harrison.
Critical review of the manuscript for important intellectual content: All authors.
Statistical analysis: Yarborough, Harrison.
Obtained funding: Shen, Harrison.
Administrative, technical, or material support: Stokes, Harrison.
Supervision: Shen, Stokes, Harrison.
Conflict of Interest Disclosures: Dr Stokes reported receiving grants from Maury Regional Medical Center during the conduct of the study. No other disclosures were reported.
Funding/Support: This research was funded through a pilot award by the Cornell Roybal Center-Translational Research Institute on Pain in Later Life (National Institute on Aging No. P30AG022845) and a National Cancer Institute career award (No. K07CA20758 to Dr Shen).
Role of the Funder/Sponsor: The funders had no role in the design and conduct of the study; collection, management, analysis, and interpretation of the data; preparation, review, or approval of the manuscript; and decision to submit the manuscript for publication.
Data Sharing Statement: See the Supplement .
- Register for email alerts with links to free full-text articles
- Access PDFs of free articles
- Manage your interests
- Save searches and receive search alerts
![](http://rss3.fun/777/templates/cheerup/res/banner1.gif)
IMAGES
VIDEO
COMMENTS
This type of phenomena‐based case study provides a more suitable method to assess our exploratory research questions and build theory ... Changes in newcomers' psychological contracts during organizational socialization: A study of recruits entering the British Army. Journal of Organizational Behavior, 19, 745-767. 10.1002/(SICI ...
study was to identify and explain, from the newcomer's perspective, the array of qualitative factors and the relationships among these factors that determined how newly hired engineers learned the social norms of the organization. Theoretical Framework Many researchers of organizational socialization based their work on learning
This study investigated how newly hired engineers at a large manufacturing company learned job-related tasks and the social norms of the organization. From the perspective of social exchange theory, two major findings emerged from the data: (1) relationship building was the primary driver of socialization, and (2) the work group was the primary ...
This study aims at extending previous socialization works by addressing four major concerns (refer Table 1).First, only a few empirical studies exist that examined socialization process occurring in virtual settings (Adams, 2013; Gruman and Saks, 2018).Second, it is argued that newcomers make sense of the new environment by collecting information and developing social support through active ...
approximately th ree quarters were male which is closely representat ive of the recruit. population (563 males (78%) and 162 females (22 %) for time 1; 126 male (76%) and 40. Organizational ...
Summary. Organizational socialization is the process by which people learn about, adjust to, and change the knowledge, skills, attitudes, expectations, and behaviors needed for a new or changing organizational role. Thus, organizational socialization focuses on organizational membership, which includes how people move from being outsiders to being insiders and how people move between ...
Organizational socialization is the process of learning a new role in an organization. It is a particular form of socialization that has developed into a field of study over the past 40 years. This chapter grounds the study of organizational socialization within the larger field of socialization research.
Practitioners are, however, generally not familiar with models and theories about organizational socialization and the practical awareness of these models and theories. In contrast, practitioner literature often remains limited to compiling best practices and superficial case studies (Klein & Polin, Citation 2012).
Organizational socialization is the process through which newcomers learn the requisite social and task knowledge in order to resolve role uncertainty and become organizational insiders. Successful socialization of newcomers implies better retention of employees, higher productivity, and reduced recruitment and training costs. ... The study was ...
The fourth section reviews process, methods, and measurement. The fifth section goes ȁbeyond the organizational newcomer" to examine socialization in special contexts. The sixth section expands on practice-related issues and walks the reader through two case studies, one in an academic setting and another in a corporate setting.
This is supported by a case study of the socialization process in an organization, which showed that newcomers relied on social relationships in the workplace to learn what tasks to do and how to ...
A Case Study of the Socialization of Newly Hired Engineers: How New Engineers Learn the Social Norms of an Organization . ... The common conceptualization of organizational socialization tends to underestimate the influence of the social system and the social norms in the socialization process. Furthermore, research and practice typically ...
Organizational socialization is defined as a process of new employees to adapt, gain new knowledge on their new environment and acquire social competence [10]. It is the newcomers' learning ...
This is because socialization is a serious process that affects not only the work of the employees but also the group they are in and the organization itself. There are two basic dimensions of socialization: organizational and professional. Organizational socialization is a process whereby an employee learns basic rules and lifestyle.
The concept of socialization, at the crossroads of many disciplines, is experiencing a renewed interest in recent research in Management. Indeed, organizational socialization has been the subject of much Anglo-Saxon work (Allen, 2006, Barkdale et al., 2003) and more recently French (Dufour and Lacaze, 2010, Perrot, 2008, Perrot and Roussel, 2009). ...
Abstract. This study examines how newcomers use colleagues as role models in organizational socialization, taking a multiple level approach to organizational socialization as individual, social and cultural learning processes. The newcomers' most important personal characteristics are expectations, experience, self‐confidence and competitive ...
module includes an instructor's manual which contains the case studies for discussion and the case teaching notes. ... Cooper-Thomas, H. D., and Anderson, n. (2006). Organizational socialization ...
Summary This chapter contains section titled: HISTORICAL PERSPECTIVES CROSS-CURRENTS IN SOCIALIZATION RESEARCH QUESTIONING OUR DEFAULT ASSUMPTIONS CONCLUSION ACKNOWLEDGEMENT
The purpose of this study is to determine the perceptions of university student's professional socialization process. The study adopted the qualitative research design. Easily accessible case sampling method, was used to determine the participants of the study group. The study group consisted of 16 students. The data were collected through ...
Background. Organizational socialization has been defined as 'the process through which a new organizational employee adapts from an outsider to integrated and effective insider' (Cooper-Thomas & Anderson, 2006, p. 492), which is at its most intense in the initial weeks and months after entry (Van Maanen & Schein, 1979).Socialization has been characterized as a time of insecurity, during ...
An earlier draft was presented at the Center for European Studies of the University of North Carolina at Chapel Hill. This project received funding from the Center for European Studies, University of North Carolina at Chapel Hill, and from two grants by the Canadian Social Sciences and Humanities Research Council (1996-99, 1999-2002).
Social media has become a daily communication tool and recent scholars have paid more attention to the role of social media in newcomer socialization. However, current research on this topic adopts a newcomer-centric approach and focuses on the effects of newcomers' social media use for accelerating their adaptation. Drawing upon communication visibility theory, the present study adopts an ...
The case study approach is a qualitative methodology. Semi-structured interviews were used to collect the data. A qualitative approach was chosen because it makes it possible to explore individual perspectives and to understand the social and organizational context wherein the changes occurred.
Benefits And Compensations Case Study. 1. Socialization processes play an important role in integrating newcomers into the company and developing employee skills, relationships and attitudes, which are necessary for successful work in the company (Chao et al., 1994a; Chatman, 1991; De Vos et al., 2003; Louis, 1980; Thomas and Anderson, 1998).
Testing contingency theory to drive organizational change in community care: A case study in the Emilia Romagna Region. ... A case study was carried out through semi-structured interviews administered in community homes to key professionals. Results were validated in two communities of practices. ... Share on social media. Facebook X (formerly ...
Social dominance theory, as stated by Sidanius et al. (2017, p. 149), examines the dynamics of intergroup interactions at several levels. The primary objective of this paper has been to comprehend the widespread nature of discrimination dependent on group affiliations. Notably, a research initiative has started investigating methods of introducing instability while examining group-based social ...
This case-control study within longitudinal research on PLHIV linkage and retention in Porto Alegre aims to analyze factors associated with treatment abandonment. Methods The study, based on patients from the Therapeutic Care Service for HIV and AIDS at Sanatorio Partenon Hospital, involved 360 PLHIV in a retention and linkage outpatient clinic.
Taking Hongtang village as a case study, we analyze the in-depth changes that participatory planning has brought to the rural space and social level. In the participatory planning practice of Hongtang village, college rural planners took a small vegetable garden as the breakthrough point to stimulate villagers' participation.
Work-life integration : case studies of organizational change / Suzan Lewis and Cary L. Cooper p. cm. ISBN -470-85344-1 (hbk) - ISBN -470-85343-3 (pbk) 1. Work and family - Case studies. ... Academy for the Social Sciences. Professor Cooper is the President of the British Academy of Management, is a Companion of the Chartered ...
Key Points. Question Is the adapted version of Cancer Health Empowerment for Living without Pain (CA-HELP) feasible, acceptable, and able to improve pain outcomes among older adults with cancer living in rural settings?. Findings Study findings from this case series design study of 30 patients suggested the adapted version of CA-HELP was feasible, acceptable, and able to improve patients ...