• Login
    View Item 
    •   Mak IR Home
    • College of Humanities and Social Sciences (CHuSS)
    • School of Psychology (SPsy.)
    • School of Psychology (SPsy.) Collections
    • View Item
    •   Mak IR Home
    • College of Humanities and Social Sciences (CHuSS)
    • School of Psychology (SPsy.)
    • School of Psychology (SPsy.) Collections
    • View Item
    JavaScript is disabled for your browser. Some features of this site may not work without it.

    Organizational socialization, job satisfaction, commitment and turn over intentions of new employees in commercial banks.

    Thumbnail
    View/Open
    Masters thesis (732.3Kb)
    Date
    2012
    Author
    Watsisi, Martin
    Metadata
    Show full item record
    Abstract
    To focus on the retention of employees in beginning human resource processes like socialization of new employees is a rare phenomenon. This study aimed at examining the relationship between organizational socialization and three organizational outcome variables namely; job satisfaction, commitment and turnover intention of new bank employees so as to establish if turnover of new employees is related to the way they are socialized into the organizations. A correlational study using mixed sampling procedures was used in this study. A total of 176 new bank employees randomly selected from the list of new bank employees responded to a structured questionnaire composed of five sections of standardized tools on all the four variables. Results were analyzed using SPSS 16.0. Pearson rank correlation established a strong positive relationship between organizational socialization and job satisfaction and organizational commitment while a negative correlation was established between organizational socialization, job satisfaction and commitment with turnover intention of new bank employees. A stepwise regression analysis indicated that Organizational socialization tactics are a strong predictor of turnover intentions of new commercial bank employees. It was thus concluded that the relationship between organizational socialization and job satisfaction and commitment is positive and significant. It was also concluded that organizational socialization job satisfaction and commitment are significant but negatively related to turnover intentions. This study recommends that human resource managers should engage in a more a proactive approach of socializing the new employees to turn their anxiety into positive work outcomes like satisfaction and commitment and thus reduce turnover intentions and actual voluntary turnover of employees. This study adds to the available information on the effects of organizational socialization as an important human resource practice.
    URI
    http://hdl.handle.net/10570/3007
    Collections
    • School of Psychology (SPsy.) Collections

    DSpace 5.8 copyright © Makerere University 
    Contact Us | Send Feedback
    Theme by 
    Atmire NV
     

     

    Browse

    All of Mak IRCommunities & CollectionsTitlesAuthorsBy AdvisorBy Issue DateSubjectsBy TypeThis CollectionTitlesAuthorsBy AdvisorBy Issue DateSubjectsBy Type

    My Account

    LoginRegister

    Statistics

    Most Popular ItemsStatistics by CountryMost Popular Authors

    DSpace 5.8 copyright © Makerere University 
    Contact Us | Send Feedback
    Theme by 
    Atmire NV