@2024 Afarand., IRAN

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ISSN: 0000-0000    Iranian Journal of Isaar Studies 2017;1(2):75-81

Background
Pathology is a systematic process of collecting data for effective and useful interaction in solving problems, challenges, pressures and environmental constraints in the organization [1]. … [2]. On the other hand, the success of any organization depends on the success of its employees in carrying out affairs. Therefore, successful methods of socializing employees is one of the most important things that needs to be done to achieve it [3].
Previous Studies
Individual socialization is the process by which the new person acquires enough information about the organization that enter it, and by accepting its values, norms, and behavioral patterns, matches himself with the situation, learns what should do and what is expected of him [4]. Socializing newcomers is important because it plays important role for employees in the way they do their job and function and consequently leads to stabilization in the organization, reduces the anxiety, and leads the person to the desired directions and causes the right replacement and establishment of the individual in the organization. Before entering the organization, people have values, expectations and specific perceptions. Individuals can succeed in the organization if their realities and expectations are more real, their value system is more in line with the organization's value system, and there is more compatibility between the organization's needs and the talent, skills and wishes of the people [5].
Aim(s)
The pathology of the process of socializing employees in the Foundation of Martyrs and Veterans Affairs provides a ground for collecting information and analyzing them so that the policy makers and planners of the organization can plan and resolve timely and make correct decisions in order to eliminate the obstacles and problems [6]. Accordingly, the purpose of this study was to determine the pathology of the socialization process of the staff of the Foundation of Martyrs and Veterans Affairs using a three-branch model (in structural, behavioral, and background dimensions).
Research type
This research is applied and descriptive.
Research society, place and time
This study was carried out in 2016 among all employees of the Directorate of the Foundation of the Martyrs and Veterans Affairs and the subsidiary affiliated offices of the South Khorasan Province.
Sampling method and number
The sampling method was complete and the whole statistical population including 105 individuals (90 men and 15 women) were considered as sample size.
Used devices&materials
The data gathering tool was a researcher made questionnaire consisting of 37 questions that was evaluating the quality of the socialization process of employees of the Foundation of Martyrs and Veterans Affairs in the structural (13 items), Behavioral (11items) and background (13items) dimensions. In this questionnaire the mean standard (the average) was 3 and the highest level of utility was considered 5. The content validity of the questionnaire was confirmed by experts' opinions and the reliability of the questionnaire was 0.95 with Cronbach's alpha coefficient. Data analysis was done using SPSS21 software in two descriptive and inferential statistics parts. In order to investigate the quality of socialization process of the staff based on three-branch model in the structural, behavioral, and background dimensions, a single sample T test, to investigate the difference in the quality of socialization process from the eemployee’s point of view, based on gender, independent t-test, to investigate the employee's point of view based on educational level and years of experience, two-way analysis of variance, and to compare the mean rank of the dimensions related to the three-branch model from the view of staffs, Friedman test were used.
Findings by Text
The mean quality scores of socialization process of the employees of the Foundation of Martyrs and Veterans Affairs of the South Khorasan Province from the employees' perspective were obtained 3.50±0.65, 3.51±0.71, 3.38±0.56, and 3.46±0.60 in the three structural, behavioral and background dimensions and the overall score respectively which was evaluated desirable (p=0.0001) in all dimensions considering the mean standard (score 3). However, the mean of the majority of the questions had a significant difference with the highest level of optimality i.e. score 5. Therefore, the important damages in the dimensions of the three-branch model on the socialization process of employees of the Foundation of Martyrs and Veterans Affairs of South Khorasan Province to maximum desirability was studied in three dimensions of the three-branch model. Based on the quality gap in the process of socialization, five major structural damages respectively are: the appreciation and consideration of employees with acceptable organizational performance, appointment based on the success rate and seniority of employees, attention to the goals, needs and desires of employees in the organization's laws and regulations, decision making with employees participation and regular and correct assessment of the personnel performance in the organization. The five significant harm in behavioral aspects respectively are: performing effective measures by the organization to ensure employees satisfaction, the value of supervisors' guidance to employees to do better, motivating manages to better adapt and better manage their affairs by staff, the success rate of the managers of the organization in directing the employees and the effective action of the organization in terms of employees security. Five major damages in the background dimensions respectively are: Designing incentive and reward system based on performance, paying attention to staff suggestions from superiors to improve organizational structures and processes, planning and providing opportunities for doing desirable things, providing opportunities for employee development and achievement, and assessing the effectiveness of educational courses and its reflection to senior executives (Table 1). In all dimensions related to the three-branch model and the whole model, there was no significant difference between the viewpoint of male and female employees, employees with different levels of education and staff with different years of experience regarding the quality of staff socialization process (Table 2; p>0.05). The mean rank of dimensions related to the three-branch model from the staff's point of view were 2.26, 2.06, and 1.68 for behavioral, structural and background dimensions respectively i.e. the quality of socialization process of the staff of the Foundation of Martyrs and Veterans Affairs of the South Khorasan Province were highest in behavioral dimensions followed by structural and background dimension. There was a significant difference between the mean rank of each of dimensions related to three-branch model (p=0.0001).
Main comparison to the similar studies
Based on the results, from the perspective of the staff, the quality of socialization process of the staff of the Foundation of Martyrs and Veterans Affairs of the South Khorasan Province was desirable. This finding was in line with some findings of Etebarian and Shams Aldin [7], Kazemi et al. [8], Mohammadi et al. [9], Adel Azar [10], Aminpour [11], Hosseini et al. [12], and Kooteh [13], and it was not in line with the findings of Etebarian and Shams Aldin [7], Torabi [14], Noroozi [15], Peydai [16], Tavokoli Darestani and Shahbaz Moradi [2], Kermiani Gandombani [17] as well as part of the findings of Kazemi et al. [8], Mohammadi et al. [9], Jonidi and Mohebati [18], and Khatak and Abbasi [13]. … [19-31].
Suggestions
The following suggestions are presented in the three structural, behavioral, and background dimensions: In the structural dimension: 1) Upon the arrival of employees to the organization, planning should focus on the proper implementation of the passage of rules, namely, the familiarization of the employees with different aspects of the organization, 2) Essential supervision should be implemented on the early recruitment training in terms of quantitative and qualitative dimensions, 3) The potentiality of employees should be actualized by realistic work information. This information should be provided as soon as possible in the recruitment and selection process, and 4) by institutionalizing recruitment and according to the law, employee participation in decision making, the evaluation of the principled and realistic performance, and the appreciation of high performance and the enrichment of the guidance process be accelerated in the socialization of the staff. In behavioral dimension: 1) in the process of socialization through education, educational need assessment be done, 2) In order to ensure the safety of employees, practical measures, including conversion of the employment status be done, 3) in order to create job satisfaction among employees, practical measures should be taken to pay attention to the factors of the work environment in order to pay attention to the motivational factors. In Background dimension: 1) the system of encouragement and punishment should be set based on performance evaluation, 2)Employees be employed in jobs that are fit for their talents and interests, 3) a comprehensive educational system be developed and the effectiveness of the training is followed through research, 4) employees should be ensured that they have opportunity to upgrade themselves based on effort and success and in practice, 5)customer service is a core part of staffing and the number of complaints is minimized, through the design of a customer relationship management system (CRM), and 6) specific policies should be designed in the organization for employee socialization in two steps before and after entry.
Limitations
Regarding the low sample population, the generalization of the results should be considered with caution, and at a wider level, the questions should be tested, and the research was carried out through a questionnaire survey.
Conclusions
The quality of the socialization process of the employees from the viewpoint of the staff of the Foundation of Martyrs and Veterans Affairs based on a three-branch model, in the whole model and its dimensions is evaluated at desirable level. However, at the same time there is a relatively large gap in all the indicators of socialization process of employees to reach the complete condition of utility.
Acknowledgments
Thank you to the great Professor Mahdi Mahmoudzadeh Vashan. I also appreciate and thank all the officials and employees of the Foundation of the Martyrs and Veterans Affairs of South Khorasan Province who helped us in conducting this study.
Conflict of interest
Non-declared
Ethical Permissions
The consent of all individuals to participate in the research was made and they were assured that information would remain confidential.
Funding Sources
This article is the result of a dissertation entitled pathology of Socialization Process of the Employees of the Foundation of Martyrs and Veterans Affairs of the South Khorasan Province using the Three-branch Model.

TABLES and CHARTS

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