Please use this identifier to cite or link to this item:
https://elibrary.tucl.edu.np/handle/123456789/6266
Full metadata record
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Deoja, Neharika | - |
dc.date.accessioned | 2021-12-05T09:10:22Z | - |
dc.date.available | 2021-12-05T09:10:22Z | - |
dc.date.issued | 2021-11 | - |
dc.identifier.uri | https://elibrary.tucl.edu.np/handle/123456789/6266 | - |
dc.description | HR Thesis | en_US |
dc.description.abstract | Organizational socialization is the process by which an individual acquires the social knowledge and skills necessary to assume an organizational role (Van Maanen & Schein, 1979). Organizational socialization, or onboarding, is the process by which newcomers become full-fledged, productive organizational members (Lousis, 1980; Van Maanen and Schein, 1979). Although socialization occurs whenever employees change roles or cross boundaries within an organization (Van Maanen & Schein, 1979), it is most intense when one first joins an organization (Bauer et al., 1998). | en_US |
dc.language.iso | en | en_US |
dc.publisher | School of Management (SOMTU) | en_US |
dc.subject | ORGANIZATIONAL SOCIALIZATION | en_US |
dc.subject | ORGANIZATIONAL COMMITMENT | en_US |
dc.title | IMPACT OF ORGANIZATIONAL SOCIALIZATION TACTICS ON ORGANIZATIONAL COMMITMENT | en_US |
dc.title.alternative | ORGANIZATIONAL SOCIALIZATION | en_US |
dc.type | Thesis | en_US |
local.institute.title | School of Management | en_US |
local.academic.level | Masters | en_US |
Appears in Collections: | Business Administration |
Files in This Item:
File | Description | Size | Format | |
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Neharika Deoja_3.pdf | 1.21 MB | Adobe PDF | View/Open |
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