Organizational socialization of new professionals in student affairs : a model for improving early career outcomes and combating attrition.
| dc.contributor.advisor | Sriram, Rishi. | |
| dc.creator | Mills, Zach E., 1991- | |
| dc.creator.orcid | 0000-0001-8510-1393 | |
| dc.date.accessioned | 2024-07-30T12:43:39Z | |
| dc.date.available | 2024-07-30T12:43:39Z | |
| dc.date.created | 2023-12 | |
| dc.date.issued | 2023-12 | |
| dc.date.submitted | December 2023 | |
| dc.date.updated | 2024-07-30T12:43:39Z | |
| dc.description.abstract | The purpose of this study was to test a model for conceptualizing the socialization experiences of new professionals in student affairs, particularly in light of the high attrition rates commonly documented in the literature. Whereas past research has examined individuals as the locus of socialization, this study analyzed organizations as the primary agents of socialization. Specifically, this study sought to test Van Maanen and Schein’s (1979) Theory of Organizational Socialization in the context of student affairs and with a population of new professionals. Van Maanen and Schein theorized there are six types of organizational socialization tactics that can be used to predict organizationally desirable socialization outcomes such as organizational commitment, job satisfaction, and (lack of) intent to quit. This study also sought to test the formation of professional identity as an additional outcome of socialization. Using a national sample (n = 304) of new professionals in student affairs, this study used structural equation modeling to test if Van Maanen and Schein’s theory would be representative of student affairs, and if so, examine the relationships among variables. The final model demonstrated that Van Maanen and Schein’s theory is representative in student affairs, and the findings provided several implications for theory and practice. The validated model provides a tool for student affairs leaders to effectively conceptualize and design organizational socialization efforts. Further, the model demonstrates the importance of professional identity as a socialization outcome highly correlated with other desirable outcomes. Recommendations for practice include: (1) the importance of intentionally designed socialization efforts for improving organizationally desirable outcomes; (2) organizationally desirable outcomes come in groups, reinforcing the importance of well-designed organizational environments; (3) organizationally desirable outcomes inversely correlate with intention to quit, demonstrating the value of socialization in combating attrition; and (4) the particular effectiveness of investing in and affirming the individual talents and skills of new professionals in fostering organizationally desirable outcomes. | |
| dc.format.mimetype | application/pdf | |
| dc.identifier.uri | ||
| dc.identifier.uri | https://hdl.handle.net/2104/12870 | |
| dc.language.iso | English | |
| dc.rights.accessrights | Worldwide access | |
| dc.title | Organizational socialization of new professionals in student affairs : a model for improving early career outcomes and combating attrition. | |
| dc.type | Thesis | |
| dc.type.material | text | |
| thesis.degree.department | Baylor University. Dept. of Educational Leadership. | |
| thesis.degree.grantor | Baylor University | |
| thesis.degree.name | Ph.D. | |
| thesis.degree.program | Higher Education Studies & Leadership | |
| thesis.degree.school | Baylor University |
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