Research Project: Onboarding at DHL

What does Organizational Socialization mean?

Organizational socialization, or more specifically, onboarding, involves planned tactics with the purpose of making new employees feel welcome and facilitating the acquirement of values, skills and behaviors necessary to become a full member of the organization. These tactics may be as simple as the provision of necessary resources or as complex as elaborated instruction programs.

 

Why Onboarding?

It has been shown that the start of a new job in a new organization may be very stressful and full of uncertainty for the newcomer. Onboarding tactics are supposed to help a newcomer by giving him or her information, social contacts, and guidance. This leads to higher job satisfaction and commitment, which is beneficial for both the newcomer and the organization.

 

Why this study?

Your organization has decided to evaluate their onboarding process in order to optimize the way newcomers are integrated into the organization.

 

Aim and Procedure

The main aim of this study is to elaborate over a time period of six months, which onboarding tactics have an impact on the development of commitment and organizational attractiveness and how these variables change over time. Based on individual differences, different onboarding types will be identified and implications for practice will be given. Therefore, six points of measurement are needed: after selection, 7 days after starting a new job, as well as 30 days, 60 days, 90 days, 180 days, 360 days and 540 days after starting.

Data Treatment

It goes without saying that your data will be treated in strict confidence. That means that no other person apart from members of the research team will have access to the data. Neither your boss nor any other organizational members will be able to look at the data. As soon as you completed all questionnaires, the data will be anonymized. The HR department will receive a report of aggregated data (means and analysis on group level).

Research Team

The following persons belong to the research team and will have access to your data in order to analyze it:

Prof. Dr. Tim Warszta

Professor for Business Psychology

Head of WinHR

Prof. Dr. Tim Warszta is the person responsible for this project. Since 2012, he is professor at Westcoast University in Heide, Germany, and has more than 10 years of experience in research projects.

Alina Siemsen

Research Assistant

Alina Siemsen is a research assistant since 2015, after she did her Bachelor's degree in Business Psychology. Alina is responsible for the participants' communication, so if you habe any questions, please don't hesitate to send her an email!

Jana Neumann

Student Research Assistant

Jana Neumann startet to study Business Psychology after she received her Bachelor's degree in International Tourism Management. She has been working with WinHR for almost two years now.

Hier finden Sie uns

WinHR - Westküsteninstitut für Personalmanagement

 

Fritz-Thiedemann-Ring 20

25746 Heide

Für Fragen erreichen Sie uns unter der folgenden Telefonnummer:

 

0481-8555-574

 

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