ACHIEVING HIGH ORGANIZATIONAL COMMITMENT DURING VIRTUAL ONBOARDING
MetadataShow full item record
- Master of Science 
The world as we knew it changed dramatically during the year 2020 when the Covid-19 pandemic hit. Organizations were forced to change their ways of working and many relocated their employees to home-office. Virtual onboarding was conducted for the very first time for several companies. In response to a lack of practice-based approaches to virtual onboarding, this thesis looks at how organizations can conduct their virtual onboarding, to create high organizational commitment among the newcomers. The study aims to answer the following research question: How to facilitate high commitment among new employees when onboarding is performed virtually? The research was conducted using a qualitative approach, with twelve interviews from three medium- and large sized Norwegian enterprises within real estate, banking and accounting. Based on these in-depth interviews we conclude with five practice-based suggestions which can be used as a tool for organizations when conducting virtual onboarding for their new employees, namely; (1) Provide a structured plan, (2) Meeting expectations, (3) Assign a “go-to-person”, (4) Establish informal channels, and (5) Delegate responsibility. Further, we have discussed the importance of these categories in virtual onboarding. The study highlights the importance of effective onboarding to create committed employees, especially when they are unable to meet their colleagues or supervisors face-toface. The thesis serves as a contribution to organizations in a similar situation, who are obliged or need to conduct virtual onboarding of new hires, which the authors assume will be important even after the pandemic. Lastly, implications for theory and practice are discussed.
Masteroppgave(MSc) in Master of Business - Handelshøyskolen BI, 2021