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dc.contributor.authorFilstad, Cathrine
dc.date.accessioned2012-06-07T08:29:33Z
dc.date.available2012-06-07T08:29:33Z
dc.date.issued2004
dc.identifier.citationJournal of Workplace Learning, vol 16, No.7, 2004, pp. 396 - 409
dc.identifier.issn1366-5626
dc.identifier.urihttp://hdl.handle.net/11250/93500
dc.descriptionThis is the author's final and acceptet version, post refereeing, of the article. Publisher's version is available at www.emeraldinsight.comno_NO
dc.description.abstractThis study examines how newcomers use colleagues as role models in organizational socialization, taking a multiple level approach to organizational socialization as individual, social and cultural learning processes. The newcomers' most important personal characteristics are expectations, experience, self-confidence and competitive instinct. These personal characteristics were affected by early experience during the first four to six weeks in their new job. The study shows not only the correlation between early experience and personal characteristics, but also reveals a strong correlation between early experience and organizational socialization outcome. Newcomers rely on role models, and as a result of interaction and observation they acquire different qualifications from several role models. The term “multiple contingent role models” is introduced to explain how newcomers use role models.no_NO
dc.language.isoengno_NO
dc.publisherEmerald Group Publishing Ltdno_NO
dc.subjectLearning processesno_NO
dc.subjectWorkplace learningno_NO
dc.subjectSocializationno_NO
dc.subjectOrganizational cultureno_NO
dc.subjectEmployee developmentno_NO
dc.subjectPeer mentoringno_NO
dc.titleHow newcomers use role models in organizational socializationno_NO
dc.typeJournal articleno_NO
dc.typePeer reviewedno_NO
dc.source.pagenumber396 - 409no_NO
dc.source.volume16no_NO
dc.source.journalJournal of Workplace Learningno_NO
dc.source.issue7no_NO
dc.identifier.doihttp://dx.doi.org/10.1108/13665620410558297


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