The purpose of this study was to examine the effects of onboarding levels (Compliance, Clarification, Culture, and Connection) on subsequent work attitudes (perceived utility of onboarding, organizational commitment, perceived organizational support, and job satisfaction). Additionally, this study examined the frequency that content was delivered via three methods of administration (face-to-face, online, and a combination of face-to-face and online or, hybrid). It was predicted that participants who were onboarded at the highest level, Connection would have significantly higher levels of perceived utility, organizational commitment, perceived organizational support, and job satisfaction. Significant differences in utility and job attitudes were found for those onboarded at the highest level, Connection. There was not a significant impact of method on any dependent variables. Considerable implications for organizations are discussed.
|Advisor:||Bartels, Lynn K.|
|Commitee:||Daus, Catherine S., Nadler, Joel T.|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 56/01M(E), Masters Abstracts International|
|Subjects:||Occupational psychology, Organization Theory, Organizational behavior|
|Keywords:||Administration, Job satisfaction, Onboarding, Organizational commitment, Perceived organizational support, Utility|
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