Socialization Model of Newly Hired People with Mentoring Approach

Authors

1 Ph.D. student in Public Administration, Kish International Campus, University of Tehran, Tehran, Iran

2 Associate Professor, Department of Leadership and Human Capital, Faculty of Public Administration and Organizational Sciences, Faculty of Management, University of Tehran, Tehran, Iran.

Abstract

Background & Purpose: In today's organizations, the socialization of new employees is known as one of the key factors in reducing adaptation time, increasing productivity, and strengthening organizational commitment. Meanwhile, the use of innovative approaches such as mentoring as an effective tool to facilitate this process has attracted a lot of attention. Based on this, in the present research, the socialization model of newly hired people with the mentoring approach has been presented among the faculty members of Tehran University of Medical Sciences.
Methodology: This research is qualitative and practical. Its participants were newly recruited academic faculty members (mentees) of Tehran University of Medical Sciences, who were determined through the purposeful sampling method. A semi-structured interview was used to identify the socialization categories of newly hired people with the mentoring approach, and in-depth interviews were conducted with 21 newly hired academic faculty members (mentees) of the University of Medical Sciences. Van Manen's phenomenological method (thematic analysis) was used for data analysis.
Findings: The result of the research data analysis included the emergence of 6 clusters with 18 main themes and 76 sub-themes. The topics related to "what and nature of lived experiences" consist of 3 general clusters (central category, strategy and results) in 7 main topics and 26 sub-topics. The topics related to "how" consisting of 4 general clusters (facilitator, moderator, barriers and background) were explained in 11 main topics and 57 sub-themes.
Conclusion: Documenting organizational socialization makes the members of the organization feel more ownership towards the organization. By providing a platform for interactive learning, active participation and exchange of experiences, this model not only helps people's career success, but also improves organizational productivity.

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