The Impact of Organizational Socialization and Career Development on Intention to Change Work in Public Companies in Pakistan

Singgih Purnomo, Indah Wahyu Utami, Atif Ali Gill

Abstract


Research aims: This study aims to discuss the impact of socialization about organizational goals and career development on intention to change jobs with coaching and career development as a moderating role.
Design/Methodology/Approach: This research data were obtained from public companies involved in providing products and services to their customers. There were 400 respondents selected to be given a questionnaire that included closed questions, and 378 questionnaires were selected for further analysis. The sampling technique used was purposive sampling. Both differentiation and regression studies were employed in evaluating the relationship between the independent and dependent variables by SPSS software.
Research findings: The results of this study revealed that there was a positive relationship between organizational socialization and career development. Besides, it was also found that there was a negative relationship between the purpose of structural socialization and the intention of changing jobs.
Theoretical contribution/Originality: The moderating role of coaching and employee progress strengthens the relationship between organizational socialization and career development. This study uncovered that the organizational socialization component was closely related and consistently increased employee loyalty.
Practitioner/Policy implication: The results of this study are good news for managers because the board of directors has a very significant role in socializing the organization.
Research limitation/Implication: The scope of this research itself is relative and insignificant due to the limited number of samples. Thus, expanding the sample size and adding a wider area will be able to strengthen the results of this study. New research should be designed to investigate various career development programs that can increase employee loyalty so that it is not easy to change jobs. Organizational managers are also encouraged to innovate in creating and supporting employee career development, especially for novice employees, by providing various experiences to facilitate their career development.


Keywords


Organizational Socialization; Career Development; Intention to Change Work

Full Text:

PDF

References


Abdurrahim, A., Anisah, H. U., & Dewi, M. S. (2017). Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Turnover Intention Karyawan Studi Pada PT. Bank Perkreditan Rakyat Mitratama Arthabuana. At-Tadbir: Jurnal Ilmiah Manajemen. At-Tadbir: Jurnal Ilmiah Manajemen, 1(2), 1–11. Retrieved from https://ojs.uniska-bjm.ac.id/index.php/jurnalattadbir/article/view/910

Akhtar, A., Durrani, A. B., & Hassan, W-U. (2015). The Impact of Organizational Commitment on Job Satisfaction and Job Performance: An Empirical Study from Pakistan. IOSR Journal of Business and Management (IOSR-JBM), 17(6), 75–80. Retrieved from http://www.iosrjournals.org/iosr-jbm/papers/Vol17-issue6/Version-2/L017627580.pdf

Al Hilali, K. S., Al Mughairi, B. M., Kian, M. W., & Karim, A. M. (2020). Coaching and Mentoring. Concepts and Practices in Development of Competencies: A Theoretical Perspective. International Journal of Academic Research in Accounting, Finance and Management Sciences, 10(1). https://doi.org/10.6007/ijarafms/v10-i1/6991

Aliyati, A., Supriyati, Y., & Akbar, M. (2020). The Effect of Supervision, Motivation Andwork Commitment with Employee Performance at Directorate General of Islamic Community Guidance Ministry of Religion of The Republic Of Indonesia. IJHCM (International Journal of Human Capital Management), 4(2), 78–95. https://doi.org/10.21009/ijhcm.04.02.08

Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining Talent: Replacing Misconceptions With Evidence-Based Strategies. Academy of Management Perspectives, 24(2), 48–64. https://doi.org/10.5465/AMP.2010.51827775

Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707–721. https://doi.org/10.1037/0021-9010.92.3.707

Chicco, D., Warrens, M. J., & Jurman, G. (2021). The coefficient of determination R-squared is more informative than SMAPE, MAE, MAPE, MSE and RMSE in regression analysis evaluation. PeerJ Computer Science, 7, e623. https://doi.org/10.7717/peerj-cs.623

Coldwell, D. A. L., Williamson, M., & Talbot, D. (2019). Organizational socialization and ethical fit: a conceptual development by serendipity. Personnel Review, 48(2), 511–527. https://doi.org/10.1108/PR-11-2017-0347

Dessler, G. (2016). Human Resources Management 15th Ed. Pearson.

Ewing, D. L., Monsen, J. J., & Kielblock, S. (2017). Teachers’ attitudes towards inclusive education: a critical review of published questionnaires. Educational Psychology in Practice, 34(2), 150–165. https://doi.org/10.1080/02667363.2017.1417822

Febrianti, N. T., Suharto, S., & Wachyudi, W. (2020). The Effect of Career Development and Motivation on Employee Performance Through Job Satisfaction in PT Jabar Jaya Perkasa. International Journal of Business and Social Science Research, 1(2), 25–35. https://doi.org/10.47742/ijbssr.v1n2p3

Gruman, J. A., Saks, A. M., & Zweig, D. I. (2006). Organizational socialization tactics and newcomer proactive behaviors: An integrative study. Journal of Vocational Behavior, 69(1), 90–104. https://doi.org/10.1016/j.jvb.2006.03.001

Gyansah, S., & Guantai, K. H. (2018). Career Development in Organizations : Placing the Organization and Employee on the same pedestal to enhance maximum productivity. European Journal of Business and Management, 10(14), 40-45. Retrieved from https://www.iiste.org/Journals/index.php/EJBM/article/view/42642

He, H., Gao, J., & Yan, L. (2020). Understanding career advancement of newcomers from perspective of organizational socialization. Chinese Management Studies, 14(3), 789–809. https://doi.org/10.1108/CMS-03-2019-0116

Jannesari, M. T., & Sullivan, S. E. (2021). How relationship quality, autonomous work motivation and socialization experience influence the adjustment of self-initiated expatriates in China. Cross Cultural & Strategic Management, 28(2), 309–331. https://doi.org/10.1108/CCSM-02-2020-0056

Jiang, W., An, Y., Wang, L., & Zheng, C. (2021). Newcomers’ reaction to the abusive supervision toward peers during organizational socialization. Journal of Vocational Behavior, 128, 103586. https://doi.org/10.1016/j.jvb.2021.103586

Kasdorf, R. L., & Kayaalp, A. (2021). Employee career development and turnover: a moderated mediation model. International Journal of Organizational Analysis, 30(2), 324–339. https://doi.org/10.1108/IJOA-09-2020-2416

Khan, S. A., Rajasekar, J., & Al-Asfour, A. (2015). Organizational Career Development Practices: Learning from an Omani Company. International Journal of Business and Management, 10(9). https://doi.org/10.5539/ijbm.v10n9p88

Lin, C.-P., Tsai, Y.-H., & Mahatma, F. (2017). Understanding turnover intention in cross-country business management. Personnel Review, 46(8), 1717–1737. https://doi.org/10.1108/PR-07-2016-0176

Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining nursing turnover intent: Job satisfaction, pay satisfaction, or organizational commitment? Journal of Organizational Behavior, 19(3), 305–320. https://doi.org/10.1002/(SICI)1099-1379(199805)19:3<305::AID-JOB843>3.0.CO;2-N

Memon, M. A., Sallaeh, R., Baharom, M. N. R., Md Nordin, S., & Ting, H. (2017). The relationship between training satisfaction, organisational citizenship behaviour, and turnover intention. Journal of Organizational Effectiveness: People and Performance, 4(3), 267–290. https://doi.org/10.1108/joepp-03-2017-0025

Natarajan, T., Balasubramanian, S. A., & Kasilingam, D. L. (2018). The moderating role of device type and age of users on the intention to use mobile shopping applications. Technology in Society, 53, 79–90. https://doi.org/10.1016/j.techsoc.2018.01.003

Niguse, G. T., & Getachew, H. (2019). The Effect of Reward System on Employee Creativity in Oromia Credit and Saving Share Company (OCSSCO) Case of Bale Zone Branch. Journal of Higher Education Service Science and Management (JoHESSM), 2(1), 1-20.

Özdemir, Y., & Ergun, S. (2015). The Relationship between Organizational Socialization and Organizational Citizenship Behavior: The Mediating Role of Person-Environment Fit. Procedia - Social and Behavioral Sciences, 207, 432–443. https://doi.org/10.1016/j.sbspro.2015.10.113

Song, Z., & Chathoth, P. K. (2010). An Interactional Approach to Organizations’ Success in Socializing Their Intern Newcomers: The Role of General Self-Efficacy and Organizational Socialization Inventory. Journal of Hospitality and Tourism Research, 34(3), 364–387. https://doi.org/10.1177/1096348009350648

Sugiyono, S. (2012). Memahami Penelitian Kualitatif. Bandung: Alfabeta.




DOI: https://doi.org/10.18196/mb.v13i1.14102

Refbacks



Copyright (c) 2022 Singgih Purnomo, Indah Wahyu Utami, Atif Ali Gill

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.


Office: 

Ruang Jurnal Manajemen Bisnis, 
Gedung Ki Bagus Hadikusuma (E4) Lantai 2, Kampus Terpadu Universitas Muhammadiyah Yogyakarta,
Jalan Brawijaya (Lingkar Selatan), Tamantirto, Kasihan, Bantul, Daerah Istimewa Yogyakarta, Indonesia, 55183
Website: journal.umy.ac.id/index.php/mb - E-mail: mabis@umy.ac.id
Phone: +62 274 387 656 (ext: 118)

Jurnal Manajemen Bisnis is licensed under Creative Commons Attribution-ShareAlike 4.0 International (CC BY-SA 4.0)