The Relationship Between Organisational Socialisation Practices and the Successful Onboarding of Emiratis in the Private Sector
This study examines the relationship between organisational socialisation practices and the successful onboarding of Emiratis in the private sector, specifically focusing on how newcomer adjustments mediate this relationship. It evaluates the effectiveness of these practices in achieving onboarding...
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2025
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| Online Access: | https://bspace.buid.ac.ae/handle/1234/3387 |
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| Summary: | This study examines the relationship between organisational socialisation practices and the successful onboarding of Emiratis in the private sector, specifically focusing on how newcomer adjustments mediate this relationship. It evaluates the effectiveness of these practices in achieving onboarding success. Employing a deductive approach and a quantitative method, this study explores how socialisation practices and newcomer adjustment affect the onboarding success of newly hired Emiratis in the UAE private sector. A cross-sectional survey using a 7-point Likert scale was administered to 380 Emirati employees within their roles for six months to three years. Data collection involved distributing surveys in both Arabic and English via email and in-person meetings. Key findings highlight the importance of effective socialisation practices in reducing turnover intention and enhancing social integration and work engagement. While the impact on role clarity is less consistent, orientation programmes positively influence newcomer adjustments. Socialisation tactics and agents significantly enhance these adjustments by providing crucial support and guidance, thereby boosting self-efficacy and role clarity. Newcomer adjustments, particularly self-efficacy and role clarity, mediate the relationships between socialisation practices and key outcomes such as turnover intention, social integration, and work engagement. However, the direct impact of these adjustments on overall onboarding success is weak, suggesting that other variables, including job satisfaction, organisational support, and personal values, may play a more prominent role. The study underscores the need to understand new employees’ unique attributes and the demonstrated effectiveness of orientation programmes, indicating that actively engaging new employees in targeted socialisation processes can significantly influence retention, work engagement, and positive socialisation outcomes. Keywords: Emiratisation, socialisation practices, turnover intention, work engagement, social integration. |
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