Investigating factors which affect an adjustment in Organisation: case study of Thai new employees

by

ABSTRACT

The main aim of the research is to identify the factors that are related and influence the adjustment of Thai new employees in the organisation. The research includes various studies on newcomer adjustments, information seeking, organisational socialisation, and socialisation tactics. Every time an organisation hires Thai new employees, it has to face a challenge of providing an environment and conduct programs that helps these new employees in easily adjusting within the organisation. On the other hand, it is also a big challenge for Thai new employees to adjust within the organisation and adopt the culture and norms of the organisation. On the basis of literature review, the researchers developed eight hypotheses that are tested through questionnaire survey technique. The study applies quantitative methodology to obtain opinions and views related to adjustment of Thai new employees within the organisations. The main factors highlighted through the research include: organisational culture, social interaction, communication, information seeking, feedback, self-efficacy, socialisation programs, and effectiveness of on-boarding. For employees to adjust into the organisation, it is important for the Thai new employees need to learn and acquire more and more knowledge about the organisation's processes and increase their adaptability towards organisational culture, norms and values. The extent to which Thai new employees are able to adapt the organisational culture and interact with the incumbent employees affect their level of job satisfaction and employees engagement, leading to increased level of organisational commitment. Thus, the research focuses on studying these factors and their relation with the adjustment of Thai new employees and organisational productivity and performance.

TABLE OF CONTENTS

ABSTRACTII

CHAPTER 4: FINDINGS AND ANALYSIS1

Findings1

Analysis21

Factors Relating to the Adjustment of New Employees21

How New Employees integrate themselves fit in Organisational Culture in the early stage of entry organisations23

How Organisations Socialise and Commit New Employees in the Workplace24

Hypothesis Testing27

CHAPTER 5: CONCLUSION31

Recommendations33

REFERENCES35

CHAPTER 4: FINDINGS AND ANALYSIS

Findings

Accepting the organisational culture is the toughest thing to do for a new employee

Frequency

Percent

Valid Percent

Cumulative Percent

Valid

Strongly Agree

24

12.00

12.00

12.00

Agree

80

40.00

40.00

52.00

Neutral

32

16.00

16.00

68.00

Disagree

40

20.00

20.00

88.00

Strongly Disagree

24

12.00

12.00

100.00

Total

200

100.0

100.0

According to the survey results, 52 percent of the respondents agreed, 16 percent were neutral, and 32 percent disagreed with the statement. This shows that majority of the respondents feel that accepting a new organizational is the toughest thing for adjusting in a new organisation. When a new employee joins the organisation, it is very difficult for that employee to adjust until he or she gets properly familiar with the organisational norms and culture.

Employee requires time to adjust within the new settings of the firm

Frequency

Percent

Valid Percent

Cumulative Percent

Valid

Strongly Agree

36

18.00

18.00

18.00

Agree

88

44.00

44.00

62.00

Neutral

4

2.00

2.00

64.00

Disagree

44

22.00

22.00

86.00

Strongly Disagree

28

14.00

14.00

100.00

Total

200

100.0

100.0

According to the survey results, 62 percent of the respondents agreed, 2 percent were neutral, and 36 percent disagreed with the statement. This shows that majority of the respondents feel that employees need some time to adjust and become familiar with the norms and culture of an organisation, due to which some employees might not be able to initially perform at their best.

New employees are more interested and curious to explore things in the organisation

Frequency

Percent

Valid Percent

Cumulative Percent

Valid

Strongly ...