The Effects of Perceived Co-worker and Supervisor Social Support on Organizational Socialization and Business Result

Abstract

The objective of the study is to investigate the possible effects of organizational socialization on business results such as affective commitment, intention to quit and job satisfaction. Besides, the study aims to examine to determine the mediator roles of co-worker and supervisor social support in the relationships between organizational socialization and affective commitment, intentions to quit and job satisfaction. The study was conducted in Konya, which is a province of Turkey, among 385 healthcare workers. In the study, organizational socialization scale of Chao et al. (1994), co-worker and supervisor social support scale that is belonging to the study of McCaughey (2008), affective commitment scale of Meyer et al. (1993), intentions to quit scale of Wayne, Shore, and Liden (1997), job satisfaction scale of Weiss et al. (1967) were used. Organizational socialization has a negative effect on intention to quit, however it has a positive relation with affective commitment and job satisfaction. Co-worker social support has a partial mediator role in the relationships between organizational socialization and intention to quit and affective commitment. Co-worker social support has not a partial mediator role in the relationship between organizational socialization and job satisfaction. The mediator role of supervisor social support was not determined. The other variables would be discussed in the following sections in the study.