Table 1
An outline of key concepts in Taormina’s organizational socialization model (Taormina, 1997; Taormina, 2004).
| OS Domain | Description |
|---|---|
| Training | Development of job related skills and abilities, acquisition of functional mastery of job tasks and skills. |
| Understanding | The extent to which one comprehends and can apply knowledge about one’s job and work role, as well as the organization, people and culture. Serves as an overarching OS domain, underlying nearly all employee behaviour. May include factors like role clarity and definition, identity, reality shock, adjustment to norms and values, information acquisition, task, role, group and organization learning, and accepting organizational reality. |
| Coworker support | How well the employee relates to other members in the organization. Emotional, moral or instrumental support given by others in the organization to alleviate anxiety, fear and doubt. |
| Future prospects | The extent to which one anticipates having a rewarding career in the organization, perceptions about factors like the probability of remaining employed, current or potential salary, assignments, promotions and recognition. |