Effectiveness of online orientation and peer mentoring on new employees: Increasing organizational commitment and employee retention
Allison Vessels Williams, Clemson University, United States
Clemson University . Awarded
Over the years, organizations have utilized mentoring to achieve succession planning, cross training, diversity, and professional development. There has been a scarcity of research in the area on new hire peer mentoring, and in particular with the transfer of knowledge and acclimation to the organization. The purpose of this research is to examine the effectiveness of online orientation paired with a peer mentor system on a new employee's commitment to the organization and the organization's retention rate. Based on research on both online orientation and peer mentoring, the two paired together should accelerate the transfer of organizational culture to the new employee and also increase the employee's commitment to the organization.
Mowday, Steers, and Porter's (1979) Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment and retention of new employees. Participants in the research included 243 new employees who worked for RBC Centura. These new employees were distributed across all age ranges, gender, educational levels, positions, regions, and divisions. 3 x 2 analysis of variances, ANOVAs, were performed to determined the relationship between the independent and dependent variables. Tukey's HSD tests were conducted to identify the significance of the relationships.
Orientation mode had the most significant impact on organizational commitment and no impact on retention. The results for peer mentoring revealed the same patterns of relationships on organizational commitment and retention.
Williams, A.V. Effectiveness of online orientation and peer mentoring on new employees: Increasing organizational commitment and employee retention. Ph.D. thesis, Clemson University.
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