The differential effect of organizational induction process on early work role adjustment

Abstract

Abstract Early work role adjustment is hypothesized to be a function of previous work experiences, early organizational experiences, and personality differences. Formal collective induction into an organization was compared with informal individual induction. Induction mode was the dominant variable which predicted adjustment four months after employment. Formal collective induction contributed to higher job satisfaction and lower work/family conflict. The mode of induction did not affect team cohesion, role conflict, role ambiguity, or perceived worker influence in the workplace. Self‐monitoring, a personality variable, contributed to the prediction of work/family conflict. Inducation mode did not interact with other independent variables in predicting job satisfaction or work/family conflict.