Bibliographic record
Abstract
In this new generation, workforce is a key point that contributes to organizational success. Human resources that can create the competitive advantage and drive the innovation of business, product, process, and invisible assets are the most important assets of the enterprise in a knowledge-based global economy. Thus, organizations have to improve the flexibility and work attitudes of employees to drive organizational success. Organizational commitment has been extensively investigated as an important work attitude, and it is defined as “a bond or linking of the individual to the organization,” which makes it difficult to leave. In recent years management scholars have expressed growing interest in the concept of person-organization (P-O) fit, due mainly it's many advantages for employee attitudes and behaviors. In order to enhance P-O fit and meet competitive challenges, socialization is often introduced to retain a flexible workforce with organizational commitment. Moreover, the information seeking behaviors that newcomers use have become an important concern for organizational researchers (Morrison & Vancouver, 2000) and have been found to be related to the socialization process and its outcomes. This study focuses attention on improving newcomers’ work attitudes—organizational commitment by enhancing the level of person-organization (P-O) fit and exploring a little further into how institutionalized organizational socialization and newcomers’ information seeking behaviors promote P-O fit and newcomers’ organizational commitment simultaneously. The purpose of this study is to examine the effects of institutionalized organizational socialization and newcomers’ information seeking behaviors on P-O fit to organizational commitment. This study utilized newcomers in the list of 1000 outstanding Taiwan companies in 2003 Commonwealth top-1000 special edition of Commonwealth Magazine as the sample. There were 800 questionnaires distributed to 160 companies; of these, 209 replies were returned, and 190 replies (23.75%) were valid. Results indicate that institutionalized organizational socialization has significant effects on P-O fit and on organizational commitment, the information seeking behavior of observing has a significant influence on P-O fit, four information seeking behaviors (observing, overt, third party, and test) have significant influence on organizational commitment, P-O fit has a significant influence on organizational commitment, and P-O fit has significant mediating effects among institutionalized organizational socialization, information seeking behavior of observing, and organizational commitment.
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.001 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.001 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.005 | 0.009 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; both teacher heads agree on what is shown here.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".