Personality Differences in Organisational Socialisation Tactics

• Autorzy: Birgit Burböck , Sandra Schnepf , Stephan Pessl
• Języki publikacji: EN

Abstrakty

EN

The demographic shifts, the increased workforce mobility, and the shortage of skilled workers have led to a new thinking within human resource management. To address this issue, organisations adapt their methods towards a higher focus on their employees. The purpose of this paper is therefore the identification of organisational socialisation tactics, which are classified into the individualized socialisation strategy and the institutionalised socialisation strategy. Studies show that the institutionalised socialisation strategy causes better results in terms of newcomer adjustment than the individualized socialisation strategy. In this context, the instiutionalised socialization strategy determines that organisations consider newcomers' personalities and demographic characteristics. The results of this paper support this argument and reveal that students in the DACH region differ in their organisational socialisation preferences. In other words, a well-structured organisational socialisation process, which considers newcomers' personalities can lead to a competitive advantage for organisations. (original abstract)

Słowa kluczowe

EN

Human Resources Management (HRM); Employee's personality

PL

Zarządzanie zasobami ludzkimi; Osobowość pracownika

• Czasopismo: Journal of Intercultural Management
• Rocznik: 2014
• Numer: vol. 6, nr 4, cz. 1
• Strony: 289--305

Twórcy

autor

Birgit Burböck

• FH-JOANNEUM University of Applied Sciences, Graz, Austria

autor

Sandra Schnepf

• FH-JOANNEUM University of Applied Sciences, Graz, Austria

autor

Stephan Pessl

• FH-JOANNEUM University of Applied Sciences, Graz, Austria

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Identyfikatory

DOI

10.2478/joim-2014-0051