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Psy 428 - Organizational Psychology Paper

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Organizational Psychology Paper


December 23, 2012

Nobody denies that job satisfaction linked to employees in the workplace for some is satisfying, but for many there is dissatisfaction and unfortunately it is increasing. In pursuing this further, this paper will consist of defining job satisfaction; an explanation concerning the impact organizational socialization has on job satisfaction, and an example of applying organizational socialization within an organization that will impact job satisfaction from a positive perspective. In addition, this paper will consist of a description concerning the relationship between organizational commitment as well as job satisfaction and an example involving how an organization can use it from a positive perspective to impact job satisfaction.

Generally speaking it is significant to know that there are different kinds of job satisfaction. Clearly, then it is defined as intrinsic and extrinsic job satisfaction combined in addition to its influence linked to the job expectations. Intrinsic job satisfaction from an employee's perspective is when he or she only considers the kind of work he or she do, that is, the tasks that the job consist of. On the other hand, extrinsic job satisfaction from an employee's perspective is when he or she considers the work conditions which involve factors such as salary, supervisor as well as co-workers. While both types of satisfaction differ, it is helpful when looking at jobs from both perspectives (The Career Key, 2012).

Nevertheless, organizational socialization is known to have a positive impact or effect on job satisfaction. Organizational socialization defined as the process through which organizational culture is perpetuated linked to how new hires learns the appropriate roles as well as behaviors to become not only effective employees but participating ones as well (Louis, 1990). Organizational socialization that is effective can assist in determining the success of the organization's socialization programs as well as the new hires success through the entire socialization process is evaluated (Anakwe & Greenhaus, 1999).

In addition it is to ultimately enhance the achievement of the new employee including the organizational outcomes. Organizational socialization involves training the hire on skills linked to performing the new job including the organizational cultural norms and values to guide his or her behavior as well as enhance performance. The transfer of information through different socialization programs and informal processes is the socialization content, and determining the effectiveness of the socialization program results from how successful the new hires are in acquiring or learning the content of the program (Anakwe & Greenhaus, 1999).

Generally the information new hires must learn following entry into an organization is nonexistent (Morrison, 1995). According to previous studies linked to socialization as well as related areas, the content categories used to evaluate the effectiveness of socialization entails task mastery, functioning within a work group, knowledge and acceptance of organization's culture, personal learning, and role clarity. The stated categories are a representation of the indicators that determines the socialization effectiveness or impact (Anakwe & Greenhaus, 1999).

Obviously, a number of methods exist linked to organizational socialization that organizations can use to impact or influence job satisfaction. An example entails engaging a new hire in formal socialization which could in some cases occur during orientation or perhaps a training program most new employees undergo before assuming the job functions of the new position. This could also happen through a process involving mentoring



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