Organizational Psychology

Generally speaking it is significant to know that there are different kinds of job satisfaction. Clearly, then it is defined as intrinsic and extrinsic job satisfaction combined in addition to its influence linked to the job expectations. Intrinsic job satisfaction from an employee's perspective is when he or she only considers the kind of work he or she do, that is, the tasks that the job consist of. On the other hand, extrinsic job satisfaction from an employee's perspective is when he or she considers the work conditions which involve factors such as salary, supervisor as well as co-workers. While both types of satisfaction differ, it is helpful when looking at jobs from both perspectives (The Career Key, 2012).

Nevertheless, organizational socialization is known to have a positive impact or effect on job satisfaction. Organizational socialization defined as the process through which organizational culture is perpetuated linked to how new hires learns the appropriate roles as well as behaviors to become not only effective employees but participating ones as well (Louis, 1990). Organizational socialization that is effective can assist in determining the success of the organization's socialization programs as well as the new hires success through the entire socialization process is evaluated (Anakwe & Greenhaus, 1999).

In addition it is to ultimately enhance the achievement of the new employee including the organizational outcomes. Organizational socialization involves training the hire on skills linked to performing the new job including the organizational cultural norms and values to guide his or her behavior as well as enhance performance. The transfer of information through different socialization programs and informal processes is the socialization content, and determining the effectiveness of the socialization program results from how successful the new hires are in acquiring or learning the content of the program (Anakwe &