Basic Informations

C.V

Master Title

The Effect of Organizational Socialization Tactics on Job Embeddedness: The mediation role of Work Engagement (Applied Study on New Employees at Banking Sector in Egypt)

Master Abstract

Employees’ turnover is deemed as crucial issue within the organizations as it leads towards negative consequences as direct expenses; replacement, recruitment and selection, temporary staff, management time and indirect costs; morale, pressure on remaining staff, expenses of learning, product/service quality, organizational memory (Afsar, et. al, 2018). Allen et al. (2010) indicated that the cost (i.e., replacement cost) of turnover ranges from 90% – 200% of the salary of existing employees. It also disrupts a firm’s social fabric and human capital, a strategic asset, is reckoned most indispensable among the assets in all organizations (Ahmad, 2019). The banking and finance industry has one of the highest turnover rates among all industries (Harunavamwe et al.,2020). Organizational socialization and job-embeddedness are among the tools and interventions that have long been used by practitioners to help newcomers better adjust to corporate culture and to increase employees’ retention (chotigavanich &sorod, 2020). Job embeddedness is a crucial component of an organization which helps to diminish turnover (Shanock&Allen, 2013). Job embeddedness theory (JET), proposed by Mitchell et al. (2001) and referred to a group of factors that influence employee retention, has gained the attention particularly in the last decade (chotigavanich &sorod, 2020). Prior research focused to investigate the roots for quitting the firm, but job embeddedness shifted the focal point towards reasons for staying in the organizations ( Elsaied, 2020). Engaged employees are enthusiastic about their work and are frequently completely immersed in their work. ( Bakker & Demerouti , 2008), Employees are more likely to experience a great level of work engagement if the organization gives precise and clear information about job-related tasks, workplace culture, business functions, and reward schemes. (Ayub, et. al, 2014). work engagement can be considered as one of the antecedents of turnover intention (Saks,2006). It affects negatively turnover intention as engaged employees prefer to stay in their work that they view valuable and interesting not stressful (Schaufeli and Bakker ,2004). According to research by the Corporate Executive Board, (2004), for example, a 10% increase in employee engagement can increase an employee’s effort level by 6%, which may in turn increase an employee’s performance by 2%. The research also showed that this 10% improvement in engagement can decrease an employee’s probability of withdrawal by 9%; engaged employees are 87% less likely to leave a company (Lee and Ok, 2015). Newcomers are another phenomenon faced by an organization and exploring ways of helping them to integrate into organizations is crucial for practice and theory (Cai et al., 2020). The desire of some company managers to adapt more quickly to newcomers and because of rising employment mobility, socialization has become more important for businesses (Bauer, et. al, 2007). Organizational socialization is a process by which newcomers transfer from outside to inside in an organization and gain the necessary knowledge, competences, and actions (Bauer & Erdogan, 2011). When done successfully, the organizational socialization can have a major influence on the performance of individual employees, and thus can affect the organizational accomplishments (Jaskyte, 2005). It plays a significant role in the effectiveness and retention of newcomers as it aids managers in comprehending what must be covered in programs designed for newcomers to perform more productively and give newcomers opportunities to meet and become familiar with other employees which will provide organizations a workforce that is more devoted (Taormina & Bauer, 2000). According to Song et al. (2015), there are two reasons organizational socialization is important for new migrants or new workers entering the organization. First, the initial adjustment affects the measurable results. Second, socialization also influences their income. At the time when an individual enters the organizational scenario, everything including work environment, job duties, and organization’s culture is unfamiliar and such issues invariably bring anxiety and uneasiness resulting in increased occupational stress. Socialization is a process that helps a person to be relaxed and brings positive outcomes to the organization in both short-term and long-term effects such as role clarity, job satisfaction, work performance, organizational commitment, and organizational citizenship behavior (Adil, 2021). In the increasingly competitive world, it is crucial to conduct study into what socialization tactics and how they might produce engaged newcomers’ socialization are important mechanisms for both organizations and newcomers. On the one hand, organizations continuously need newcomer for their sustainability and for organizational growth in particular. On the other hand, newcomers need to reduce complexity and uncertainties when they enter into a new organization in order to be able to contribute to organizational activities. (Saks& Gruman , 2011). So, this research is designed to study the effect of organizational socialization tactics on job embeddedness, and the mediation role of Work Engagement in this relationship

PHD Title

The Effect of Organizational Socialization Tactics on Job Embeddedness: The mediation role of Work Engagement (Applied Study on New Employees at Banking Sector in Egypt)

PHD Abstract

In the increasingly competitive world, it is crucial to conduct study into what socialization tactics and how they might produce engaged newcomers’ socialization are important mechanisms for both organizations and newcomers. On the one hand, organizations continuously need newcomer for their sustainability and for organizational growth in particular. On the other hand, newcomers need to reduce complexity and uncertainties when they enter into a new organization in order to be able to contribute to organizational activities. (Saks& Gruman , 2011). So, this research is designed to study the effect of organizational socialization tactics on job embeddedness, and the mediation role of Work Engagement in this relationship