Remote adaptation practices in the perception of new employees of a company

Abstract

Today the remote working becomes more and more broadly implemented in organizations, so they need to adjust by developing distant onboarding practices, which makes the problem of the effective remote adaptation really important. The purpose of the article is to identify, classify and determine the prevalence of remote adaptation practices for new employees in the Russian market, as well as to study the relationship between the assessment of the positive experience of participation in remote adaptation practices and the effectiveness of adaptation through the prism of new employee perception. The empirical research was carried out in two stages including qualitative and quantitative methods. Based on the results of the interviews, 44 remote adaptation practices were classified, and the most frequently used practices were identified. The survey results showed a significant positive relationship between the integral assessment of the experience of participation in adaptation practices with each of the three scales of subjective assessment by newcomers of the adaptation effectiveness: satisfaction, loyalty and productivity. A significant connection was also revealed between the studied constructs and organizational socialization, which acts as a partial mediator of the relationship between the practices of remote adaptation and the results of adaptation.

Keywords:

new employees, remote adaptation practices, organizational socialization, adaptation effectiveness