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| Titre : |
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| Numéro : |
77 |
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| Année : |
2023 |
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| Volume : |
XXIX |
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| Auteur(s) : |
Charlotte DE BOER |
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| Résumé : |
The objective of this research is to analyze the strategies that both the organization and the new recruits can put in place to facilitate the integration of the new recruits in remote socialization conditions. It is based on a questionnaire survey carried out on a sample of 250 employees who started a new job in totally or partially remote working conditions in the context of the Covid-19 pandemic. The results show first that whatever the frequency of telework, it would not show a direct significant link with affective organizational commitment. In a part-time or full-time telecommuting context, the introduction of meetings with colleagues quickly after starting work and informal, friendly online moments make it possible to increase the affective commitment of the new recruit with his or her organization. Our study also shows that proactive strategies such as feedback seeking and general socialization mediate the relationship between the frequency of telecommuting, meeting with the manager and colleagues, informal and friendly online moments, remote team meetings, and participation in a welcome session on the one hand and affective organizational commitment on the other. This research thus allows us to consider organizational levers on which to act in order to increase the sense of belonging of new recruits who start a new remote job. |
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| Pages : |
101-120 |
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| DOI : |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-77-page-101.htm |
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| Type : |
Research paper |
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| Keywords : |
new recruits, telework, organizational levers, proactive behaviors, affective organizational commitment |
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| APA : |
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| Citations : |
0 |
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| CAIRN : |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2023-77-page-101.htm |
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