The Impact of Onboarding Levels on Perceived Utility, Organizational Commitment, Organizational Support, and Job Satisfaction

Abstract

The purpose of this study was to examine the effects of onboarding levels (Compliance, Clarification, Culture, and Connection) on subsequent work attitudes (perceived utility of onboarding, organizational commitment, perceived organizational support, and job satisfaction). Additionally, this study examined the frequency that content was delivered via three methods of administration (face-to-face, online, and a combination of face-to-face and online or, hybrid). It was predicted that participants who were onboarded at the highest level, Connection would have significantly higher levels of perceived utility, organizational commitment, perceived organizational support, and job satisfaction. Significant differences in utility and job attitudes were found for those onboarded at the highest level, Connection. There was not a significant impact of method on any dependent variables. Considerable implications for organizations are discussed.

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