Successful socialization of employees - assumption of loyalty to organization

Abstract

Theoretical conceptions connecting employee’s socialization and loyalty1, also related practical problems, using the cases from the Lithuanian public sector organizations, are analyzed in the article. Importance and benefits of successful socialization for both organization and employees in the context of loyalty development are grounded in the article. The researches carried out by the author evidently demonstrate that the socialization process of employees is lacking in systemic approach, the consequence of which is low level of employees’ loyalty. Systemic recommendations for improvement of socialization process seeking to achieve higher level of employees’ loyalty are provided in the article on the bases of scientific publications and the researches of the author. Summarizing the points of employee socialization discussed in scientific publications and the results of the survey an important conclusions can be made: employee socialization theoretical model of three stages (anticipatory socialization, adaptation and integration) is considered to be effective mean, rating the possibilities of individual to involve into organization’s life and to become committed/loyal to it; the process of a new employee socialization in Lithuanian organizations is not systematic and could be valued as incompletely successful; seeking to develop the loyal personnel it is purposeful to change the selection process of novices, to create new employees orientation, preparation and development programmes, together providing the feedback measures, which could help to establish the organizational conditions corresponding to employees socialization systems.