| Abstract [eng] |
The main purpose of this master thesis is to determine the links between the organizational culture and the newbies’ onboarding process and examine the influence on the intention to leave the job. This work consists of three main parts: the analysis of literature, the research methodology, and presentation of results, conclusions and recommendations. Literature analysis reviews the main concept and theory about organizational culture as well as organizational culture typology. Furthermore, the literature analysis shows the main concept of newbies’ onboarding process, discloses its main factors, and reviews the main theoretical background of onboarding stages. Finally, literature review explores the phenomenon of intention to leave the job and the main reasons behind it. After the literature review the author initiated quantitative research with a prepared and adapted questionnaire. Questionnaire consisted of three constructs: organizational culture, onboarding process, intention to leave the work. Questionnaire was delivered to IT companies within social media, work, and friends. 393 respondents were reached and the number reaches the calculated sample size. The results of this research were statistically processed with SPSS and Google Sheets programmes. To measure constructs’ reliability Cronbach’s Alpha coefficient was determined and in all cases it was higher than 0.8, which means the questionnaire is reliable and suitable to use for research purposes. Links between organizational culture, newcomers onboarding process, and the intention to leave the work were sought. The performed research revealed when clan culture dominates, the onboarding process is rated the best, and when market culture dominates, the onboarding process is rated the worst. In addition, as the company approaches the organizational cultures of clan, adhocracy, and market, the onboarding process is viewed more positively, while the more dominant the culture of hierarchy, the more unfavorable the onboarding process is evaluated. Positive experience of the onboarding process is a very important aspect in the organizations. This aspect was investigated in this work and found that there is a statistically significant, negative correlation between the onboarding process and intention to leave the job. This means, the better the onboarding process, the lower the intention to leave the job. The conclusions and recommendations summarize the raised hypothesis and main objectives of the research. |
