Management and Development Process

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This article tries to study the relationship between organizational socialization and organizational commitment among the University of Orumiyeh personnel. Using descriptive-correlational research method, a stratified sample of 200 employees of the university was selected according to the faculty where they worked in proportion to the size of each faculty. Two questionnaires were made to collect the data: one for organizational socialization based on Taormina Model (1997) and the other for organizational commitment based on Balfour & Weschler (1996). Having used Cronbach's alpha method to measure the reliability, the organizational socialization questionnaire result showed α = 0.921 while the organizational commitment was α = 0.881. The gathered data were later analyzed on the basis of research hypotheses and through the use of multivariate analysis of variance (MANOVA) and multiple regression analysis. The results indicated that there is a positive and significant relationship between organizational socialization factors and all aspects of organizational commitment. Moreover, the factors of understanding, coworker support and organization's future prospects can positively and significantly predict the identification commitment, affiliation commitment and exchange commitment.

Keywords: Organizational Socialization, Identification Commitment, Affiliation Commitment, Exchange Commitment, University of Orumiyeh Personnel

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