Relationship between transition shock and humanistic practice ability among Chinese newly graduated nurses: Mediating effect of organizational socialization.

BACKGROUND: Humanistic practice ability serves as an indispensable skills that newly graduated nurses strive to develop. Yet, there is a dearth of knowledge regarding the role of organizational socialization in mediating the association between transition shock and humanistic practice ability in Chinese newly graduated nurses. AIM: To breakdown the association between humanistic practice ability and transition shock among Chinese newly graduated nurses, with a simultaneous concentration on the mediating effect of organizational socialization in the association. DESIGN: Utilizing a descriptive cross-sectional study design, this research aimed to provide a comprehensive overview of the variables being examined. METHODS: A web-based survey was completed by 417 newly graduated nurses from three general public hospitals in Shandong Province, eastern China from February to March 2023. Three questionnaires were administered: the Nurse Humanistic Practice Ability Scale (NHPAS), the Organizational Socialization Questionnaire(OSQ) and the Transition shock of Newly Graduated Nurses Scale (TSNGNS). The IBM SPSS 22.0, AMOS 22.0 and GraphPad Prism 9.0.0 was applied for figure preparation and statistical analyses. RESULTS: Findings indicated a significant statistical association among organizational socialization, transition shock and humanities practicing ability. A significant negative correlation was uncovered between OrS and TrS (r=-0.468, p<0.001), significant and negative correlation (r = -0.412, p < 0.001) was unmasked between the TrS and the HPA,whereas a significant positive correlation was observed between OrS and HPA (r=0.641, p<0.001). Moreover, in the mediation models, organizational socialization was identified as a partial mediating role in the association between transition shock and humanities practicing ability (indirect effect -0.324, p<0.001; direct effect -0.100, p =0.026; total effect -0.424, p =0.001). CONCLUSION/IMPLICATIONS FOR PRACTICE: TrS has a significantly negative influence on HPA among newly graduated nurses, and OrS partially mediating the negative effect of TrS on HPA. Nursing managers and nursing educators can reduce the adverse consequences resulted from TrS through enhancing the benefits of organizational socialization programs and eventually improve the level of HPA of newly graduated nurses.

Socialized to care: Nursing student experiences with faculty, preceptors, and patients.

Effective socialization of nurses has led to positive outcomes for both hospitals and nurses, including higher retention and greater job satisfaction. The importance of faculty, preceptors, and patients in the socialization of nursing students has been documented extensively in the literature. The research presented in this article examines data from qualitative, longitudinal interview transcripts of 15 students as they progressed through a 2-year nursing program to determine how these three types of influence socialize nursing students, and at which points in their education. Using multiple perspective qualitative longitudinal interviews, I interviewed participants every semester of nursing school about their experiences. From the data, these three parties have an impact at different points in their socialization, starting with faculty who socialize students to nursing school by helping them think like nurses. Next, preceptors can be barriers or facilitators of learning by demonstrating how to act like nurses and providing insight about how and why nurses may act the way that they do. Finally, patients help students put everything together by applying classroom lessons to clinical settings. The research concludes with implications for research, practice, and policy.

Nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings: An interview study.

AIM: To describe nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings. DESIGN: A qualitative descriptive study design. PARTICIPANTS: A total of 13 nurse leaders were recruited from four primary and specialized healthcare organizations in Finland. METHODS: Data were collected through individual semi-structured interviews and analyzed using inductive content analysis. RESULTS: Nurse leaders' experiences were categorized into seven main categories as follows: leadership, which concerns a leader's roles, style, and experience; organizational strategy and culture, which includes structure, policies, and intra-organizational culture; support strategies, including workplace and outside-of-work integration strategies; relationships and interactions, which considers interpersonal relationships and interactions; nurse competence requirements and development, which concerns both organizational and ward level competence demands, and support for competence development; language competence, which concerns challenges relating to language proficiency and development of language competence; and cultural diversity, which considers the importance of competence development brought about through experiences of being in a multicultural workplace. CONCLUSIONS: Culturally and linguistically diverse nurses are important within healthcare systems. These nurses constitute additional human resources, bring diverse experiences and expertise, and add to organizational cultural capital. Nurse leaders require competencies that are suitable for leading a diverse workforce, utilizing its competencies, establishing staff members' needs, and ensuring their continuous development. Resourcing, planning, and structuring the integration process affects nurses' experiences of the organizational socialization process. IMPACT: The findings of our study can offer guidance to healthcare organizations with regard to structural integration strategies at an institutional level. Leadership and management educators can benefit from the findings towards developing a curriculum that supports leaders' diversity, equity and inclusion, knowledge management and formal leadership competencies. Finally, nurse leaders may benefit from this study through being more aware towards supporting a multicultural, cohesive, and competent workforce through strong social capital.

Validación del inventario de socialización organizacional en México

Objetivo: Generar una versión válida y confiable en población mexicana del inventario de socialización organizacional de taormina (OSI), validada por Bravo-Sánz (2001). Método: A partir de los puntajes obtenidos en el OSI se realizó en AMOS 23,0 un análisis factorial confirmatorio con máxima verosimilitud con los 20 ítems y factores originales (entrenamiento, apoyo de los compañeros, comprensión y perspectivas de futuro). La muestra se compuso por 489 trabajadores con una media de edad de 36 años. Resultados: Los resultados del AFC mostraron que, aunque el modelo se ajustaba de forma adecuada con los ítems originales, la validez y confiabilidad de constructo solo se obtuvieron al disminuir la cantidad de factores desechando el de comprensión. Se obtuvo un ajuste de modelo CMIN/DF= 2,02, CFI=0,97, AGFI= 0,94, RMSEA 0,046, SRMR 0,038. Conclusiones: Se logró un modelo válido (AVE >0,50) en todos sus factores y confiable (CR>0,74) en todos sus elementos con un total de 11 ítems con sus baremos para población. Esta versión del inventario de socialización puede ser empleada en población mexicana, lo cual incidirá en investigaciones organizacionales, administrativas, psicológicas con diversas temáticas para determinar la adaptación a la cultura organizacional.

Objective: The objective of this research was to generate a valid and reliable version of the taormina organizational socialization inventory (OSI) for the Mexican population, validated by Bravo-Sánz (2001). Method: Based on the scores obtained in the OSI, a confirmatory factor analysis was carried out in AMOS 23,0 with maximum likelihood with the 20 original items and factors (training, peer support, understanding and future perspectives). The sample was made up of 489 workers with a mean age of 36 years. Results: The results of the CFA showed that, although the model adjusted adequately with the original items, the validity and reliability of the construct were only obtained by reducing the number of factors, discarding the comprehension factor. A model fit CMIN/DF= 2,02, CFI=0,97, AGFI= 0,94, RMSEA 0,046, SRMR .038 was obtained. Conclusions: A valid model (AVE >0,50) was achieved in all its factors and a reliable one (CR>0,74) in all its elements with a total of 11 items with their scales for the population. This version of the socialization inventory can be used in the Mexican population, which will affect organizational, administrative, psychological research with various themes to determine adaptation to organizational culture.

Does inclusive leadership affect the organizational socialization of newcomers from diverse backgrounds? The mediating role of psychological capital.

Introduction: This paper aims to explore the influence of inclusive leadership on the organizational socialization of newcomers from diverse backgrounds, as mediated by psychological capital. Methods: Structural equation model was used by Mplus 8.3 to analyze the effect of inclusive leadership and psychological capital on organizational socialization. This study used the 1,000 bootstrap replications method and the mediating path effect test to find out the mediating effect of psychological capital between the relationship of inclusive leadership and organizational socialization. Results: The result found that (1) inclusive leadership positively affects newcomers' organizational culture, interpersonal relationships,socialization into organizational politics and can improve employees' job competence. (2) Psychological capital plays an intermediary role between inclusive leadership and the organizational culture, interpersonal relationships and socialization into organizational politics and job competence. Inclusive leaders improve newcomers' psychological capital by encouraging and recognizing their diversity, tolerating their mistakes. It can increase new generation of newcomers' resilience, self-efficacy and optimism. Individuals with high psychological capital are more likely to integrate into the organizational culture and increase their interaction with colleagues and then are more likely to integrate into the organization. Discussion: Organizations should encourage leaders to develop inclusive leadership behaviors to foster newcomer socialization. In an inclusive leadership context, newcomers have high levels of psychological capital that promote their organizational socialization. Inclusive leadership is crucial for helping newcomers from diverse backgrounds to integrate into organizations.

Effects of Performance Pressure of Junior Faculty in Universities on Organizational Socialization: The Moderating Role of Organizational Support and Job Autonomy.

Purpose: Identification and recruitment of excellent junior faculty, and improving their organizational recognition and sense of belonging are the basis for sustainable development of high-quality colleges and universities. During the pre-employment period, the management of junior faculty in the by various colleges and universities focuses on screening, while organizational socialization tends to be ignored. Materials and Methods: Based on the organizational identification theory, 438 new faculty members of colleges and universities were enrolled to investigate the effects of performance pressure on junior faculty by colleges and universities on their organizational socialization, as well as the dual regulation roles of perceived organizational support and job autonomy. Results: Empirical analysis reveals that performance pressure has an inverted-U-shaped effect on organizational socialization of junior faculty members; the perceived organizational support negatively regulates the effects of performance pressure on organizational socialization; job autonomy regulates the effects of performance pressure on organizational socialization of junior faculty members by influencing organizational support of junior faculty members, indicating that job autonomy has secondary regulating effects on correlation of performance pressure with organizational socialization of junior faculty members. Conclusion: This study elucidates the regulating effect of performance pressure on organizational socialization and explains the phenomenon that many junior faculty members in colleges and universities tend to avoid public affairs, do not integrate into the community and actively take responsibility for their work, which is of theoretical and practical value in the management of performance pressure among junior faculty members in colleges and universities.

The impact of challenge and hindrance stressors on newcomers' organizational socialization: A moderated-mediation model.

The importance of work stress on newcomers' organizational socialization has been a topic of substantial interest. However, the impact mechanism of different stressors on newcomers' organizational socialization is still in the early stages of theory development. This study, based on the theory of the dual work stress model, explored how to challenge stressors and hindrance stressors impact newcomers' organizational socialization via the mediation of job crafting. Based on the empirical data from 247 newcomers, we found that challenge stressors positively affected newcomers' organizational socialization; on the contrary, hindrance stressors would result in negative influences. In addition, leader-member exchange enhanced the positive effect of challenge stressors on newcomers' job crafting and further moderated the indirect influence of challenge stressors on newcomers' organizational socialization via job crafting. These findings provide a practical guide for organizations to apply stress management and promote newcomers' socialization.

The Importance of Effective Organizational Socialization for Preventing Stress, Strain, and Early Career Burnout: An Intensive Longitudinal Study of New Professionals.

Burnout was originally conceptualized based on experiences of new professionals. Role clarity, task mastery, and social acceptance are recognized as key resources enabling new professionals' management of the challenges of the new profession. However, relations between these resources and stress, strain, and burnout have not yet been thoroughly investigated at professional entry. Increased understanding of these relations could have implications for strategies to prevent burnout. The aim of the study was to investigate within- and between-individual effects over the first months and relations to burnout at one-year post-entry. Data (n = 322) was collected weekly over the first 13 weeks and again 9 months later. Relationships were modelled using a multilevel regression model and correlation analysis. Results showed that on weeks when participants experienced higher role clarity, task mastery, and social acceptance, they reported significantly less stress, and that participants who experienced higher levels of the resources in general, reported significantly less strain. Levels of the resources at three months were related to symptoms of burnout at 12 months. The study findings provide support of the role of task mastery, role clarity, and social acceptance as resources buffering the impact of demands at professional entry on experiences of stress, strain, and burnout.

Socialización organizacional y salud mental positiva ocupacional como predictores del compromiso organizacional en docentes de educación superior / Organizational socialization and positive occupational mental health as predictors of organizational commitment in higher education teachers

Resumen El objetivo de este trabajo fue determinar el carácter predictivo de la socialización organizacional y la salud mental positiva ocupacional sobre el compromiso organizacional en docentes de educación superior. Se contó con una muestra de 279 docentes de instituciones de educación superior que firmaron un consentimiento informado. El 54.5 % de los participantes eran mujeres, con una media de edad de 44.05 años (DE = 10.26). Los participantes respondieron el Inventario de Socialización Organizacional (ISO), el Cuestionario de Salud Mental Positiva Ocupacional (SMPO) y la Escala de Compromiso Organizacional (CO), y para el análisis de datos se aplicaron estadísticos descriptivos, un análisis de correlación y una regresión lineal múltiple con método de pasos sucesivos, ingresando por separado cada dimensión del compromiso organizacional como variable dependiente. Como resultado, se identificaron correlaciones de moderadas a débiles entre las variables de estudio, y se encontró que los modelos finales indican que las dimensiones de perspectivas de futuro y socioafectiva predicen en un 38 % el compromiso afectivo; que las perspectivas de futuro, la espiritualidad y la edad predicen en un 22.8 % el compromiso normativo; y que la dimensión perspectivas de futuro predice en un 9.2 % el compromiso de continuidad. Concluimos que las expectativas del docente sobre su desarrollo en la institución, así como sus interacciones a nivel socioafectivo y espiritual con el contexto laboral, son factores que influyen parcialmente en su vinculación con la organización educativa.

Abstract This study aimed to determine the predictive character of organizational socialization and occupational positive mental health on organizational commitment in higher education teachers. A sample of 279 teachers from higher education institutions who signed an informed consent form was used. Fifty-four point five percent of the participants were women, with a mean age of 44.05 years (SD = 10.26). The participants completed the Organizational Socialization Inventory (ISO), the Positive Occupational Mental Health Questionnaire (SMPO) and the Organizational Commitment Scale (OC), and for data analysis descriptive statistics, correlation analysis and multiple linear regression with stepwise method were applied, entering each dimension of organizational commitment separately as a dependent variable. As a result, moderate to weak correlations were identified between the study variables, and it was found that the final models indicate that the future perspectives and socio-affective dimensions predict affective commitment by 38%; that future perspectives, spirituality and age predict normative commitment by 22.8%; and that the future perspectives dimension predicts commitment of continuity by 9.2%. It is concluded that teachers' expectations about their development in the institution, as well as their interactions at the socio-affective and spiritual level with the work context, are factors that partially influence their attachment to the educational organization.

Learning the ropes: strategies program directors use to facilitate organizational socialization of newcomer residents, a qualitative study.

BACKGROUND: Many residents experience their transitions, such as from medical student to resident, as demanding and stressful. The challenges they face are twofold: coping with changes in tasks or responsibilities and performing (new) social roles. This process of 'learning the ropes' is known as Organizational Socialization (OS). Although there is substantial literature on transitions from the perspective of residents, the voices of program directors (PDs) who facilitate and guide residents through the organizational socialization process have not yet been explored. PDs' perspectives are important, since PDs are formally responsible for Postgraduate Medical Education (PGME) and contribute, directly or indirectly, to residents' socialization process. Using the lens of OS, we explored what strategies PDs use to facilitate organizational socialization of newcomer residents. METHODS: We conducted semi-structured interviews with 17 PDs of different specialties. We used a theory-informing inductive data analysis study design, comprising an inductive thematic analysis, a deductive interpretation of the results through the lens of OS and, subsequently, an inductive analysis to identify overarching insights. RESULTS: We identified six strategies PDs used to facilitate organizational socialization of newcomer residents and uncovered two overarching insights. First, PDs varied in the extent to which they planned their guidance. Some PDs planned socialization as an explicit learning objective and assigned residents' tasks and responsibilities accordingly, making it an intended program outcome. However, socialization was also facilitated by social interactions in the workplace, making it an unintended program outcome. Second, PDs varied in the extent to which they adapted their strategies to the newcomer residents. Some PDs used individualized strategies tailored to individual residents' needs and skills, particularly in cases of poor performance, by broaching and discussing the issue or adjusting tasks and responsibilities. However, PDs also used workplace strategies requiring residents to adjust to the workplace without much intervention, which was often viewed as an implicit expectation. CONCLUSIONS: PDs' used both intentional and unintentional strategies to facilitate socialization in residents, which may imply that socialization can occur irrespective of the PD's strategy. PDs' strategies varied from an individual-centered to a workplace-centered approach to socialization. Further research is needed to gain a deeper understanding of residents' perceptions of PD's efforts to facilitate their socialization process during transitions.

Effect of Organizational Socialization of New Employees on Team Innovation Performance: A Cross-Level Model.

Purpose: Based on the Social Information Processing Theory, a cross-level model was conducted to analyze the influence of new employees' organizational socialization on team innovation performance via the mediating effect of employee voice behavior and the moderating effect of servant leadership. Methods: Survey data were collected from 352 new employees and 88 leaders at two stages in major Chinese innovation companies. Samples were involved technology and development, production and operation, marketing and sales, and functional management departments. The software Mplus 7.0 and AMOS 22.0 were used to test the hypotheses. Results: The cross-level results indicated that organizational socialization directly enhances new employee voice behavior and, accordingly, promotes team innovation performance. Additionally, servant leadership plays a moderating role between organizational socialization and prohibitive voice behavior but has no moderating effect on the relationship between organizational socialization and promotive voice behavior. Conclusion: The results enrich the research on the influencing mechanism of organizational socialization on team innovation performance and provide a theoretical basis and practical guidance for innovation enterprise leaders on how to promote team innovation performance.

Threat Upon Entry: Effect of Coworker Ostracism on Newcomers' Proactive Behaviors During Organizational Socialization.

Extant literature has underlined the importance of newcomer proactive socialization to the organization. However, the effect of coworker ostracism on newcomers' proactive behaviors has not been noticed. Drawing on the conservation of resources (COR) theory, we proposed a model exploring how coworker ostracism impacted newcomers' proactive behaviors via the mediation of psychological availability. Through an empirical study with a sample of 263 newcomers and three waves of longitudinal data, we found that coworker ostracism had a negative effect on newcomers' information seeking and guanxi developing. In addition, emotional intelligence enhanced the negative effect of coworker ostracism on newcomers' psychological availability and the indirect influence of coworker ostracism on newcomers' proactive behaviors via psychological availability. Important theoretical and practical implications are discussed.

Transition of newly graduated nurses in China: An evaluation study.

The work adaptation of newly graduated nurses exerts a vital impact on their career developments. It is of great significance to guide newly graduated nurses to get acclimatized to the student-to-nurse transition. This study aimed to investigate the work adaptability disorder from the perspective of the organizational socialization and explore the potential factors of work adaptability disorder of newly graduated nurses. A cross-sectional study was performed. Convenience sampling was adopted to recruit 206 newly graduated nurses at four tertiary hospitals in China. The Work Adaptability Disorder Scale, the Transition Shock of Newly Graduated Nurses Scale, and the Organizational Socialization Questionnaire were utilized to measure the work adaptability disorder. The results showed the level of work adaptability disorder was mediocre among newly graduated nurses in China. The variables of gender, education, only child, family residence, transition shock, and organizational socialization could serve as predictors of work adaptability. Our research showed countermeasure of improving organizational socialization and relieving transition shock should be added to the training program of newly graduated nurses with purpose of promoting their adaptation.

Personality trait change at work: Associations with organizational socialization and identification.

OBJECTIVE: This study investigates associations between Big Five personality trait change, organizational socialization, and organizational identification during a 3-year police officer training program (N = 416 police officer cadets). METHOD: Participants completed a questionnaire measuring the Big Five personality traits when they entered the training academy, and then, completed the same personality questionnaire, along with measures of organizational socialization and identification, during their 2nd (n = 360) and 3rd (n = 397) year of training. RESULTS: Results corroborated the hypotheses that (a) the Big Five traits can show systematic changes even across a relatively short time period and (b) this change is functional, given that the latent difference scores of all Big Five traits significantly predicted increases in organizational socialization and identification. CONCLUSION: The Big five personality traits showed significant mean level changes across the 3-year training program. Although these changes were not fully consistent with theoretical expectations, they did predict two aspects of organizational adjustment (socialization and identification). The theoretical and practical implications of these findings were discussed.

Preventing Stress-Related Ill Health Among New Registered Nurses by Supporting Engagement in Proactive Behaviors-A Randomized Controlled Trial.

BACKGROUND: New registered nurses (RNs) are at risk of developing symptoms of stress-related ill health. OBJECTIVES: To evaluate the effect of a 3 × 3 hour group intervention aiming to prevent symptoms of stress-related ill health among new RNs by increasing engagement in proactive behaviors. The intervention involves discussions and models of newcomer experiences and stress and the behavior change techniques reinforcing approach behaviors, systematic exposure, and action planning. DESIGN: A randomized parallel group trial with an active control condition. PARTICIPANTS: The study sample consisted of 239 new RNs participating in a transition-to-practice program for new RNs in a large county in Sweden. METHODS: Participants were randomized to either the experimental intervention or a control intervention. Data on experiences of stress, avoidance of proactive behaviors, engagement in leisure activities, role clarity, task mastery, and social acceptance were collected before and after the intervention. Effects were evaluated using multilevel model analysis and regression analysis. Missing data were imputed using multiple imputation. RESULTS: The control group experienced a statistically significant increase in experiences of stress during the period of the study (t(194.13) = 1.98, p = .049), whereas the level in the experimental group remained stable. Greater adherence to the intervention predicted a greater effect on experiences of stress (ß = -0.15, p = .039) and social acceptance (ß = 0.16, p = .027). LINKING EVIDENCE TO ACTION: Transition-to-practice programs may benefit from adding an intervention that specifically addresses new RNs' experiences of stress to further support them as they adjust to their new professional role. However, replication studies with larger samples, more reliable measures, and longer periods of follow-up are needed.

Efecto de la Socialización Organizacional en el Engagement de Trabajadores Mexicanos: Claridad y Futuro / Effect of Organizational Socialization on Mexican workers' engagement: Clarity and Future

Resumen Introducción: En el estudio del comportamiento organizacional se destaca con más frecuencia la importancia del proceso de socialización organizacional, relacionado con la adaptación al trabajo y el desarrollo de las competencias para el rol laboral; así como un interés creciente por los estados positivos en el trabajo como el work engagement (caracterizado por el vigor, dedicación y absorción) y que puede evidenciar la identificación del trabajador con la cultura de la organización. Objetivo: Examinar el efecto de los dominios de la socialización organizacional sobre el work engagement que reportan tener los trabajadores mexicanos de la muestra. Método: Estudio transversal-correlacional analítico, mediante análisis de regresión con los datos del Inventario de Socialización Organizacional de Taormina (1994), y el Utrecht Work Engagement Scale, en su versión al español por Schaufeli, Bakker y Salanova (2006), en 187 trabajadores mexicanos. Resultados: Los análisis de regresión mostraron que la combinación de la comprensión funcional y las perspectivas de futuro se combinan para la aparición del vigor (Beta .29, .21), la absorción (Beta .23, .23) y la dedicación al trabajo (Beta .34, .25) en los trabajadores de la muestra. Se encontró que los cuatro factores de la socialización organizacional correlacionan con el vigor (.35), la absorción (.34) y la dedicación (.47). Conclusiones: En los trabajadores de la muestra la comprensión y las perspectivas de beneficios, generan efectos en el vigor, la absorción y la dedicación al trabajo. Se señala la importancia de la socialización en la aparición de engagement como antecedente y componente de la productividad y el bienestar en el trabajo.

Abstract Introduction: not only the importance of the process of organizational socialization related to work adaptability and the development of competencies for the job role, has recently been highlighted more frequently in organizational behavior studies, but also a growing interest in positive states of work such as work engagement (characterized by vigor, dedication and absorption) and which can demonstrate the identification of the worker with the culture of the organization. Objective: to examine the effect of the domains of organizational socialization on the work engagement reported by the Mexican workers in the sample. Method: A transversal-correlational analytical study through a regression analysis with the data of the Inventory of Organizational Socialization of Taormina (1994), and the Utrecht Work Engagement Scale, in its Spanish version by Wilmar Schaufeli, Arnold Bakker and Salanova (2006), in 187 Mexican workers, was conducted. Results: Regression analysis showed that the combination of understanding and future prospects were integrated for the display of vigor (Beta .29, .21), absorption (Beta .23, .23) and dedication to work (Beta .34, .25) in the sample workers. It was found that the four factors of organizational socialization correlate with vigor (.35), absorption (.34) and dedication (.47).dedication. Conclusions: In the workers of the sample the understanding and the perspectives of benefits, generate effects in the vigor, the absorption and the dedication to the work. The importance of socialization in the appearance of engagement as a psychological state related to productivity and well-being at work is pointed out.

Inventário de socialização organizacional: estudo propositivo de nova estrutura fatorial / Organizational socialization inventory: proposed new factor structure / Inventario de socialización organizacional: propuesta de una nueva estructura factorial

A socialização organizacional representa um fator relevante para a compreensão do comportamento organizacional, podendo estar nela a resposta para aspectos ligados à inserção e permanência das pessoas nas organizações. Apesar disto, principalmente no contexto brasileiro, estudos recentes abordando o tema permanecem raros, o que pode se dever à escassez de medidas robustas. Sendo assim, o presente estudo tem como objetivo reavaliar as propriedades psicométricas do Inventário de Socialização Organizacional (ISO), propondo um instrumento reformulado: o ISO-R. Dois estudos reanalisaram o modelo teórico de socialização: um que reorganizou a estrutura interna do instrumento através da análise fatorial exploratória, e outro que confirmou o modelo explicativo derivado do primeiro estudo. Os resultados apresentam um instrumento mais parcimonioso, não redundante e sem fatores negativos. A ISO-R pode contribuir para aprimorar os processos de inserção do indivíduo na organização, influenciar resultados organizacionais e estimular o aumento de pesquisas na área.

Organizational socialization represents an important factor for understanding organizational behavior, which may be the answer to aspects related to the entry and permanence of people in organizations. Despite this, especially in the Brazilian context, recent studies addressing the topic remain rare, which may be due to the scarcity of robust measures. Thus, the present study aims to reassess the psychometric properties of the Organizational Socialization Inventory (OSI), proposing a reformulated instrument: the OSI-R. Two studies re-analyzed the theoretical model of socialization: one that reorganized the internal structure of the instrument through exploratory factor analysis, and another that confirmed the explanatory model derived from the first study. Results present a more parsimonious, non-redundant instrument with no negative factors. OSI-R may help improve the processes of the individual's entry into organizations, influence organizational results, and stimulate increased research in this field.

La socialización organizacional representa un factor relevante para la comprensión del comportamiento organizacional, que puede ser respuesta a aspectos relacionados con inserción y permanencia de las personas en las organizaciones. Pese a esto, especialmente en el contexto brasileño, estudios recientes que abordan el tema siguen siendo poco frecuentes, lo que se puede deber a la escasez de medidas sólidas. El presente estudio tiene como objetivo reevaluar las propiedades psicométricas del Inventario de Socialización Organizacional (ISO), para proponer un instrumento reformulado: ISO-R. Dos estudios reanalizaron el modelo teórico de socialización: uno que reorganizó la estructura interna del instrumento a través del análisis factorial exploratorio, y otro que confirmó el modelo explicativo derivado del primer estudio. Los resultados presentan un instrumento más parsimonioso, no redundante y sin factores negativos. ISO-R puede contribuir a mejorar los procesos de inserción del individuo en organizaciones, influir en los resultados y estimular el aumento de la investigación en el área.

An Exploratory Study of Physical Education Teacher Education Graduates' Job Histories.

Purpose: The purpose of this study was to examine the job histories of physical education teacher education (PETE) graduates over a 15-year span. Method: A total of 118 graduates/participants completed a Qualtrics, open-ended survey. Face validity of the survey questions was established via a panel of experts and the survey was pilot-tested by PE teachers. Data were analyzed inductively via constant comparison. Trustworthiness of the data was addressed via peer debriefing and the use of member checks. Results: During the first year after graduation, of the 118 participants in this study, 82% were employed in schools, with 48% securing full-time teaching positions in health and/or PE, and adapted physical education (APE), and the other 34% in roles such as part-time teaching. Ultimately, 75% of graduates taught full-time in health, PE and/or APE. A total of 7% of those who taught opted to leave teaching. Almost all of the 80 participants still teaching planned to teach till retirement, or a very long time, with none stating that they planned to leave the profession soon. A few (3%) stated that they were undecided, however. Conclusion: There is a lack of research in the area of job histories of PETE graduates in the United States, and much of the overall research on organizational socialization is dated. The authors hope to spur further inquiry into this important area. The results of this study are encouraging but follow up studies are envisioned to further examine issues such as job satisfaction and teacher/coach orientations from acculturation through the life span of teachers.

Problems with task mastery, social acceptance, and role clarity explain nurses' symptoms of burnout during the first professional years: A longitudinal study.

BACKGROUND: Symptoms of burnout among new professionals is a well-recognized problem but there is a lack of prevention programs. Effective interventions are based on an understanding of the processes that contribute to the development of a problem and suggest how it may be addressed. OBJECTIVE: Using the framework of organizational socialization, the objective of this study was to investigate if development of the socialization processes role clarity, social acceptance, and task mastery affects development of symptoms of burnout among new professionals and may specifically be targeted in transition-to-practice programs to prevent symptoms of burnout from occurring. We conducted this investigation by examining the relations between role clarity, social acceptance, task mastery, and symptoms of burnout the first year after professional entry, as well as the relations between changes in the socialization processes and changes in symptoms of burnout during the first three years following professional entry in a sample of new nurses. METHOD: Relationships between the socialization processes and symptoms of burnout were modeled using a linear latent growth model and data from a nationally representative sample of 1210 new registered nurses. RESULTS: Role clarity, social acceptance, and task mastery were related to symptoms of burnout cross-sectionally and longitudinally. Task mastery was the most important explanatory variable. CONCLUSIONS: The results suggest that an intervention designed to support the development of the socialization processes may be effective in preventing symptoms of burnout among new nurses. Interventions targeting role clarity, social acceptance, and task mastery during the first professional year may be expected to have effects during the following years as well, extending the value and importance of such interventions.

Factors Influencing Resilience in Long-term Care Hospital Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to investigate factors affecting the resilience of emotional intelligence, job stress coping, and organizational socialization of nurses working in long-term care hospitals.METHODS: The participants were 153 nurses working in 8 long-term care hospitals in B city. Data were collected from February. 1 to Feb. 15, 2019 SPSS/WIN 23.0 was used for analysis with t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and stepwise regression.RESULTS: Factors influencing resilience in the participants were emotional intelligence (β=.38, p < .001), coping behavior-focusing on the positive (β=.29, p < .001), nurse motivation (β=.16, p=.006), organizational socialization (β=.17, p=.009), coping behavior-tension reduction (β=.14, p=.023). These factors contributed 54% of the total variance in resilience.CONCLUSION: It is necessary to study emotional intelligence and hospital nurses' coping with job stress while carrying out highly emotional activities on the job and to develop a program that can enhance the resilience of the nurses to improve psychological wellbeing and verify the effects.