open access
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open access
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ISSN : 1229-0696
The study was intended to examine the effects of various individual and environmental variables on organizational socialization and the effect of organizational socialization on outcome variables. With a sample of 345 employees across 18 different organizations, the results of hierarchical regression analyses showed that organizational socialization strategy and job characteristic were significantly related to organizational socialization. Among the individual variables, self-esteem, self-management ability, locus of control, and openness to experience explained organizational socialization significantly. The individual variables appeared to play more important role in explaining organizational socialization than the environmental variables. Finally, organizational socialization was significantly related to outcome variables (organizational commitment, job satisfaction, and intention to leave). Implications, limitations, and future research were discussed.
In the present study, the authors investigated how the information from multiple pay referents were used when people evaluate the attractiveness of their own pay under the assumption that they refer to others' pay level. For this purpose, three cognitive models were compared; adaptation level model, range model, range-frequency model. In Experiment 1A and 1B, we presented two pay referents and compared the validity of the adaptation level model and the range model. The data supported the range model. In Experiment 2, we presented three pay referents and compared the validity of the three models. The data supported the range-frequency model. These results suggest that multiple referents were not combined into one representative value (e.g., average) for comparison, but the information from each pay referent (esp. the range and its frequency) was used separately. The range-frequency model can be generalized to other situations (ie., when there are more than four referents) not tested empirically in the present study.
The purposes of the present study were to explore behavioral patterns of the drivers in front-to-tear-end collision situation(Experiment I), and to determine the relative effectiveness of two types of front-to-rear-end collision warning systems(collision warnings were presented through the systems configured continuous Visual + Voice Warnings or "On-Off" style Visual + Voice Warnings) based on drivers' driving performances(i.e., collision avoidance behavior, Experiment II). Driving simulation was employed to simulate front-to-rear-end collision situation and to measure the drivers' performance. The results of the two experiments can be summarized as followings. First, in front-to-rear-end collision situation, initiation of collision avoidance response(for example, releasing the accelerator) found to be more important than execution of maximum effort to avoid the collision. Second, any type of collision warning systems appeared to be more helpful than control condition to avoid collision. Third, the Continuous Visual + Voice Warning system induced better collision avoidance behavior than "On-Off" style Visual + Voice Warning system. Finally, implications of the study was discussed.
The Age of lifelong employment is finished. Retirement to all employee have been common events, voluntarily or involuntarily. According to the survey, most people do not and don't even know how to prepare for their life in retirement. Which brings us to this thesis, study of "Preparing for retirement". This study surveyed retirement attitudes, training needs for retirement preparedness, degrees of career planning to identify retirement preparedness of employees. It was found that lots of employees looked negatively at retirement and most of them did not have a career plan after retirement. According to the survey results, only 32% have career plans for their retirement. But they have had strongly a training needs for retirement preparedness. Persons who have training needs for retirement preparedness amounted to 90% of the survey participants. we also studied about what variables are important to retirement attitudes, training needs for retirement preparedness, and the degree of career planning. In addition to this, we also studied about the importance of perception in retirement preparedness training. In this study, retirement attitudes and career planning after retirement are influenced by the future prediction after retirement, the difference between the mandatory retirement age and the voluntary retirement age. In general, training topics that employees need for retirement preparedness were the economic life after retirement, management method for free time after retirement and healthcare management methods. More specific topics include 1) Life planning and goal setting methods after retirement, 2) Maintaining and building a healthy relationship with your children, 3) Finding suitable hobbies, 4) Staying health, 5) Understanding a pension and the social security system. For Occupation training topics, there were methods to be 1) A company consultant, 2) A volunteer social worker, 3) A senior manager for another company, 4) A chef, 5) An environmental watchman.