Organizational Socialization

Louis (1980) argues that organizational socialization is the process of becoming familiar with and understanding the values, norms, missions, and behaviors of the organization that individuals will address. In order to adapt to the new organization, in other words to organize socialization within the new environment, every new member of every organization usually has to undergo a transition period of 6 to 10 months (Louis , 1980). Experience in this period had a major impact on the impression of newcomers' organization and future adjustments (Song & Chathoth, 2011).

Leana and Van Buren (1999) develops a model of organizational social capital and its constituent elements based on social capital theory. The author defines two elements of organization's social capital - union and trust - both are necessary to develop the social capital of the organization. After that, they discussed how employment practices promote or impede the organization of social capital and as a result further clarify costs and benefits. The author discusses three ways in which employment practices govern social capital. Because trust is built over time, the practice of promoting occupational stability is to keep in mind Coleman's emphasis on norms in the organization, mutual norms are rewarded by individuals who share the values ​​and targets of the organization I think that it will develop. Social capital

Organizational social capital is beyond the organization because it includes colleagues and management, content promoted by knowledge and experience, not including business networks and social networks. In knowledge-driven organizations, as most of their lives are spent in the organization, they work with people who can keep in touch and people involvement improves. Organizations that maintain employee-centered culture have been able to nurture strong social capital. The main reason for this is that these organizations successfully train various levels of relationships and adopt a flat structure to streamline the flow of information. It reduces the need to change operations and teach as a way to build reciprocity among people. A strong relationship established among employees has resulted in the development of highly integrated workplace environment

The behavior of an organization is how people, individuals, and groups behave within an organization. It aims to research and improve human relations by achieving human, organizational and social goals. According to Gordon (2001), "organizational behavior is a way of thinking, thinking out problems, expressing research and action solutions" (p. 47). Organizational behavior helps to understand people's thoughts, emotions, and behaviors in the organizational environment. For administrators and employees, this knowledge can help predict, understand, and manage organization events.