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Dissertation/Thesis Abstract

The Impact of Onboarding Levels on Perceived Utility, Organizational Commitment, Organizational Support, and Job Satisfaction
by Meyer, Amanda M., M.A., Southern Illinois University at Edwardsville, 2016, 69; 10158472
Abstract (Summary)

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.

Indexing (document details)
Advisor: Bartels, Lynn K.
Commitee: Daus, Catherine S., Nadler, Joel T.
School: Southern Illinois University at Edwardsville
Department: Psychology
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
Publication Number: 10158472
ISBN: 978-1-369-13480-3
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