Ricerc@Sapienza

The sociometer theory of self-esteem (STS) argues that one’s self-esteem is affected by one’s perception of the quality of one’s relationships with significant others. Although the STS has been widely used in individual differences research there have been few investigations of its validity and value in organizational settings. Here we provide a systematic review of articles published in organizational journals that took STS as their main theoretical framework (N = 8).

Retention of volunteers is a main issue for no-profit organizations. In the present study, using a cross-sectional design, determinants of volunteers’ intentions to continue their service were investigated in a sample of 116 volunteers at different Italian organizations (Mage = 42.32, SDage = 15.91). Guided by the conceptual model of the volunteer process, we hypothesized that organizational socialization should mediate the link between prosocial personality and intention to continue volunteering. Results confirmed our prediction.

In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model.

The Newcomer Socialization Questionnaire (NSQ; Hauter, Hoff Macan, & Winter, 2003) is an interesting multi-level (organization, group, task) measure of the organizational socialization process. The present study is twofold. First, it aimed to extend previous findings on its validity by examining measurement invariance in two groups: newcomers and full member employees. Second, it examined the construct validity of the Italian version of the NSQ.

La socializzazione organizzativa dei nuovi assunti: adattarsi a nuovi ruoli, colleghi e organizzazioni

Purpose: Individuals' ability to learn rules, acquire specific role behaviors, and ultimately to socialize into the new organizational environment has important consequences. However, few studies addressed the impact that socialization may exert on one’s individual differences. Consistent with the principles of sociometer theory (which emphasizes the interpersonal roots of people’s self-worth), in this contribution we investigated whether organizational socialization (OS) mediates the relationship between satisfaction with colleagues (SWC) and workers’ levels of global self-esteem (GSE).

BACKGROUND: Within a Job Demands-Resources Model framework, formal mentoring can be conceived as a job resource expressing the organization's support for new members, which may prevent their being at risk for burnout. OBJECTIVE: This research aims at understanding the protective role of formal mentoring on burnout, through the effect of increasing learning personal resources. Specifically, we hypothesized that formal mentoring enhances newcomers' learning about job and social domains related to the new work context, thus leading to lower burnout.