Every day, people seek organizations to join, work in companies, and leave firms; thus, scholars consider socialization a key construct in organizational communication and management. Research explains the socialization process in four stages—anticipatory socialization, encounter, metamorphosis, and exit—yet studies have paid disproportionate attention to “experiences after entry” (Bauer & Green, 1994, p. 221). This study sheds light on an understudied stage by examining the consequences of anticipatory socialization. Research has demonstrated the importance of prior experiences in the socialization process (e.g., Gibson & Papa, 2000), but scholars have yet to explore internships as a mechanism of anticipatory socialization that prepares people for full-time employment. Whereas less than 3% of students held internships in 1980, 84% of current undergraduates have participated in internships (Kamenetz, 2006), and the number of post-college internships has increased from 5% in 1995 to 20% in 2002 (“Internships for all ages,” 2007). Despite this growth, scholars have yet to theoretically explore internships as a prior experience that fosters socialization. Some studies have used socialization as a framework to study how people adapt to internships, but this research has explored socialization within internships instead of as anticipatory socialization for future employment. To fill this gap, I collected qualitative and quantitative data over 15 months: before people’s internships, after their internships, and upon full-time employment. Results from interview, observation, and questionnaire data suggest that participants learn about and adapt to organizations and vocations during their internships, but more importantly, internships may provide more realistic anticipatory socialization than other means of anticipatory socialization (e.g., recruitment, vocational messages). This study helps us reconsider the role that anticipatory socialization plays in work. Whereas previous research has described anticipatory socialization as a beneficial endeavor for prospective employees (Phillips, 1998), this study shows an unfavorable side of prior experiences. Internships showed interns and organizations exactly what full-time employment would be like, dissuading most interns or organizations (78%) to continue their relationship. Whereas traditional means of anticipatory socialization (e.g., recruitment, vocational messages) provide just enough of an introduction, internships may provide such an in-depth preview that they make applicants and organizations less desirable. / text

The current and growing shortage of student affairs administrators is a growing concern among colleges and universities within the United States, and raising awareness and recruitment within the profession are recognized national priorities (NASPA, 2012). The growth and sustainability of the student affairs profession is largely dependent on the ability to recruit the next generation of administrators. However, there is not a clear understanding of the experiences that influence student affairs administrators' decision to choose student affairs as a career. The purpose of this study is to examine the experiences (personal, professional, social) that influenced African American student affairs administrators at public, four-year, predominantly White institutions decision to pursue student affairs as a career. Further, this study investigates the association between these experiences and anticipatory socialization. The concept of early professional socialization or anticipatory socialization is the first step that takes place in the socialization process and occurs prior to entry into an organization. I argue that African American student affairs administrators are imperative to the student affairs profession because they play an instrumental role in the development of African American college students, as well diversifying the field of student affairs as a whole. This diversity enhances the educational experience for both minority and majority students. Therefore, it is imperative that student affairs administrators continue to encourage and recruit more African Americans to the field, by building a pipeline of future student affairs professionals. This qualitative study examines the previous experiences and backgrounds of African American student affairs administrators. Focusing on professionals working at four-year, predominantly White institutions (PWIs), this study seeks to learn about the personal, professional, and social experiences that led participating staff members to pursue work in the area of student affairs. The central focus of this study is to examine and understand how African American student affairs administrators come to choose their profession, and ways in which current African American student affairs administrators may recruit and encourage students to enter into the student affairs profession. Socialization is the process by which an individual learn the necessary attitudes, skills, and behaviors in order to fulfill professional roles organization (Merton, 1957; Tierney, 1997; Van Maanen & Schein, 1979). Socialization theory frames this study and provides a framework for analyzing my research problem in light of understanding how minority student affairs professionals may apply the socialization process in order to recruit and influence African American students to pursue careers in the student affairs profession. I hope that the significance of my findings will assist current African American student affairs administrators in gaining a better understanding of how these experiences impact the decision of African Americans to pursue careers in student affairs, so that they can better recruit more African American students into the field.

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Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas privačioje ir viešojo sektoriaus organizacijose. Darbe nagrinėjama socializacijos samprata, vertinami socializacijos procesai organizacijoje ir socializacijos etapai bei aplinkos veiksniai, turinys įtakos naujų darbuotojų socializacijos procesui: kolektyvinio valdymo ir organizacinės kultūros formavimo svarba, mentoriaus įtaka, valdymo stiliaus reikšmė. Aptariamos socializacijos taktikų organizacijoje naudojimo galimybės. Tiriamojoje dalyje įvertintas socializacijos proceso sėkmingumas bei jo tobulinimo poreikis dviejose organizacijose, iškeltos socializacijos proceso organizavimo problemos bei pateikiamos rekomendacijos, kaip tokias problemas galima išspręsti. Pagrindiniai žodžiai: Organizacinė kultūra, valdymo stilius, išankstinė socializacija, adaptacija, integracija. / Socialization process of new employees in private and public sector organizations are analyzed in this master’s work. The paper examines the concept of socialization, socialization processes in organization, socialization stages and environmental factors affecting the socialization process for new employees: the importance of collective management and organizational culture developing, impact of mentor and management style values. Socialization tactics and its development opportunities are discussed in this work. The process of socialization success and its need for improvement in organizations are evaluated in exploratory part. Also there are initiated problems of the process of socialization in organizations and recommendations on how such problems can be resolved are provided. Key words: Organizational culture, management style, anticipatory socialization, adaptation, integration.

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Magistro baigiamajame darbe išanalizuotas naujų darbuotojų socializacijos procesas, įvertinti konkrečios stambios finansinės institucijos naujų darbuotojų socializacijos trūkumai bei privalumai, pateikiamos išvados bei siūlymai organizacijai. Darbe iškelta problema – dažna darbuotojų kaita Lietuvos organizacijose, kuriai turi įtakos prasta naujų darbuotojų socializacija bei nepakankamas dėmesys šiam procesui, kuris privalo būti sistemiškai nukreiptas į visapusišką darbuotojų įsiliejimą į gamybinę ir kultūrinę organizacijos aplinką. Teorinėje darbo dalyje yra išanalizuoti užsienio ir Lietuvos autorių požiūriai į naujų darbuotojų socializaciją organizacijoje, aptariamas darbuotojų socializacijos procesas, jo rodikliai ir veiksniai. Analitinėje dalyje pristatomi vieno Lietuvos banko departamentų darbuotojų socializacijos proceso ypatumai, bei pateikiamos rekomendacijos. / The master's thesis deals with the organisational socialization process of new employees, evaluates drawbacks and advantages of socialization of new employees of a particular major financial institution and presentes the findings and recommendations to the organization. The problem was raised in the thesis - frequent staff turnover in Lithuanian organizations affected by poor socialization of new employees and the lack of attention to this process which should be systematically directed to the comprehensive integration of employees into industrial and cultural environment of the organization. The theoretical part of the thesis analyzes the approaches of Lithuanian and foreign authors to the socialization of new employees in an organization, the specialisation process of employees in question, its indicators and factors. The analytical part presents the particular features of the socialization process of employees in a particular department of a Lithuanian bank and offers some recommendations.