The main objective of this study was to examine the relationship between organizational socialization and organizational commitment among employees of the National Disaster Preparedness and Response Authority. This research is applied in nature and descriptive-correlational in terms of data collection methodology. The statistical population included all employees of the National Disaster Management Authority, totaling 207 individuals. Using simple random sampling and Morgan’s table, a sample of 133 employees was selected. Standard questionnaires were employed to collect data, including Taormina’s (1997) Organizational Socialization questionnaire and Allen and Meyer’s (1996) Organizational Commitment questionnaire. The validity of both questionnaires was assessed using the opinions of several experts in the field of management. Cronbach’s alpha was used to assess the reliability of the questionnaires, yielding coefficients of 0.80 for organizational socialization and 0.85 for organizational commitment. Results of Pearson’s correlation test indicated a positive and significant relationship between organizational socialization and employees’ job commitment (r = 0.391, p = 0.000). For the first and second hypotheses, correlation coefficients of 0.379 and 0.370 respectively, with significance levels of 0.000, indicated a positive, moderate, and significant relationship between organizational socialization and affective commitment as well as continuance commitment. However, for the third hypothesis, the correlation coefficient of 0.152 with a significance level of 0.081 indicated a weak and non-significant relationship between organizational socialization and normative commitment of employees. The findings suggest that when organizational socialization is appropriately implemented, it increases organizational commitment, which in turn enhances efficiency and effectiveness within the organization.
Sarwary et al. (Thu,) studied this question.