Research paper employee commitment

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However, we have found that the traditional methods of onboarding have some serious weaknesses. They assume that organizational values are something to be taught to and adopted by newcomers. This creates a tension: When newcomers are “processed” to accept an organization’s identity, they are expected to downplay their own identities, at least while they are at work. But subordinating one’s identity and unique perspectives may not be optimal in the long run for either the organization or the individual employee because suppressing one’s identity is upsetting and psychologically depleting. 1 Moreover, newcomers actually may not internalize the organizational values even if they appear to comply through external behaviors; over and above compliance, leaders need employee engagement if they want employees to contribute on their own and in ways that are not programmed.

Research paper employee commitment

research paper employee commitment

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research paper employee commitmentresearch paper employee commitmentresearch paper employee commitmentresearch paper employee commitment