La formation en entreprise comme dispositif de socialisation organisationnelle : enquête dans le secteur bancaire
(2001) Le Travail Humain — Vol. 64, n° 1, p. 61-89 (2001)
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- This study examined the respective contribution of four training devices, namely formal courses, mentoring, self-learning devices and job rotation in different departments, to the newcomers' socialization process. Both objective indicators of training intensity (for instance, number of days of formal courses) and newcomers' subjective appraisal of training were considered. The socialization outcomes measured in this study were (a) attitudinal variables slick as job satisfaction, organizational commitment and intent to stay, and (b) the relative fit between newcomers'perceptions of organizational culture and those reported by tenured managers of the firm (i.e., person-culture fit), The survey was conducted in four Belgian banks including a total of 201 newcomers and a representative sample of 247 tenured managers. Hierarchical regressions revealed that training intensity, whatever the device, didn't explain a significant amount of valiance in job satisfaction, in organizational commitment and intent to stay. On the other hand training devices had no effect per se on person-culture fit. in fact,,more than the objective intensity of training, it appears that it is primarily newcomers' subjective appraisal of training that explains socialization outcomes.
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Delobbe, N., & Vandenberghe, C. (2001). La formation en entreprise comme dispositif de socialisation organisationnelle : enquête dans le secteur bancaire. Le Travail Humain, 64(1), 61-89. https://doi.org/10.3917/th.641.0061 (Original work published 2001)