Mer än en introduktion : En studie om arbetsgivares arbete med introduktionsprocesser för kontorsanställda tjänstemän

Sammanfattning

Organizational socialization and the onboarding processes organizations provide for new employees are of great importance for factors such as job satisfaction and employee turnover. This study therefore aimed to gain insight into how the onboarding processes could contribute to the socialization of newly hired employees in the workplace. The study was based on two research questions intended to examine how employers described their work with the onboarding processes for office-based white-collar employees and how these processes could contribute to shaping employees' understanding of their professional roles. The study was conducted using a qualitative method consisting of semi-structured interviews and was analyzed through thematic analysis. The study involved nine informants with insight into their organizations' onboarding processes. Van Maanen and Schein's (1979) theory of organizational socialization and socialization tactics served as the study's theoretical framework and is also used to analyze the findings. The results were analyzed based on the 12 socialization tactics (six pairs of tactics) highlighted in the theory, as well as the three combinations of tactics that described outcomes and role understanding. The study's findings showed that the organizations actively worked simultaneously with all socialization tactics in their onboarding processes. The findings further indicated that the majority of organizations had onboarding processes characterized by the socialization tactics formal, individual, sequential, fixed, serial and divestiture. Based on the results, it was emphasized that what Van Maanen and Schein (1979) referred to as custodianship was the combination of tactics most similar to the combination described by the organizations. The study concluded that the onboarding processes described by employers involved different combinations of socialization tactics and therefore could not be understood as a single, unified process.