| This study identified and validated the specific dimensions of organizational socialization within the context of a Korean business organization. Further, it explored the relationships with and differences in the dimensions of organizational socialization among experienced and inexperienced new employees.;A survey was used to answer the first through fourth research questions: (1) What are the specific content dimensions of organizational socialization? (2) How do the specific content areas of organizational socialization vary depending on the length of time that an employee had previously worked? (3) How do the specific content dimensions of organizational socialization vary according to the degree of difference between old and new job contexts as perceived by new but experienced employees? and (4) Are there relationships with and differences in the specific content dimensions of organizational socialization based on selected demographics of new employees: gender, age, education level, organizational status, and types of job?;In addition, a modified Delphi method was utilized to answer the first research question in depth. This additional method was used as little research has been conducted on organizational socialization content dimensions in a Korean business organization context.;A random sample of 764 of 1,537 new employees within a large bank in Korea resulted in 303 useable cases, for a response rate of 40%. An exploratory factor analysis was used to answer the first research question. A multivariate analysis of covariance and correlation analyses were used to answer the second through fourth research questions.;Five content dimensions of organizational socialization were found and named by the researcher as goal, organizational attributes, job proficiency, relationships, and values and attitude. The length of time that the new employee previously worked had a positive relationship with the job proficiency organizational socialization content dimension; the new but experienced employees' perceptions of the degree of difference between old and new job contexts had a negative relationship with job proficiency; and only tenure among the selected demographic variables had positive relationships with job proficiency and relationships.;Theoretical and practical implications for HRD are discussed and recommendations for further research are suggested with the limitations of the study. |
