Antecedenti ed esiti della socializzazione organizzativa nell'infermiere neo-assunto: costruzione e verifica di un modello.

Introduction. Turnover intention in the first three years of nursing profession arises from 17.7% to 46.3% (Cho et al., 2012). Theoretical framework. Organizational socialization is a process in which a new-comer acquires knowledge, attitudes and behaviors useful to integrate within an organizational context and to be an effective member of that context (Van Maanen & Schein, 1979). This study integrates both a contents-oriented framework and a phases-oriented framework of organizational socialization. In detail the study’s model is based on the contents identified by Taormina (1994, 2004) and the phases stated by Feldman (1977). Methods. Aim of the study. This study aimed to explore the role of the organizational socialization’s antecedents, in the anticipatory and accomodation phase, on organizational socialization’s contents and their relationship with outcomes. Participants. The sample involved 259 nurses within hospital setting and they have been hired no more than 5 years before. Study design. A cross-sectional muti-center study has been designed, recruiting nurses hired in hospital settings in 18 Italian regions. Instruments. Standaridized and validated tools have been used. Data collection procedure. Questionnaire has been administered in a paper- and a web- version. Data analysis procedure. Psychometric characteristics of each tool have been assessed. Study’s hypothesis have been tested using structural equation modelling and regression analysis. Results. Organizational socialization’s contents significantly relate to the antecedents and to the outcomes of this study. In the anticipatory phase, quality of clinical placements experienced by nursing students enhance competence acquisition in the onboarding process, while the experience of positive relationships as students enhances workgroup integration after the student has been hired. Proactive behaviors enhance the understanding of formal and informal rules within the workplace, while Leader-Member Social Exchange (LMSX) and understanding organizational values are the most effective antecedents in improving organizational socialization contents. All organizational socialization’s contents reduce turnover intention in new-comer nurses through the partial mediation of affective commitment. Moreover an effective organizational socialization reduces errors frequency in therapy management by new-comer nurses and enhance patients’ safety. In the most complex models, it is clear that individual antecedents are less useful than organizational or group antecedents in enhancing organizational socialization’s contents. Discussion. Anticipatory socialization wasn’t deeply studied before as the quality of clinical placement experienced by nursing students. This study suggests the need for a link between University and health care facilities in order to plan effective clinical placements for nursing students. This study highlighed also the role of ward nurse manager as organizational socialization agent and as a pivotal role in improving new-comer’s adjustment. In general the relational variables are the most effective antecedents of organizational socialization’s contents. This result partially differs from research about individual antecedents, such as proactive behaviors. Limits. The main limit of this study is the lack of a longitudinal design. Conclusion. Organizational socialization is a pivotal strategy to enhance organizational effectiveness and outcomes in health care facilities. An effective organizational socialization needs to be focused on the relationship between the new-comer and the workgroup as well as with the ward manager, on the fit with organizational values, on the acquisition of role competences and on the opportunities for professional growth within the hospital. An effective organizational socialization enhances also patient’s safety and it improves new-comer’s task mastery about therapy management.