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Human Resource Development Review, Vol. 3, No. 4, 354-384 (2004)
DOI: 10.1177/1534484304271528

A Theory of Continuous Socialization for Organizational Renewal

Monica Marie Danielson

University of Minnesota

Current literature suggests that for sustained competitive success, organizations must have processes in place for continuous learning and adaptation. Any process, then, that appears to hinder agility should come under scrutiny. Examination of socialization theories revealed an intended outcome of perpetuating the organization’s way of life, its values, attitudes, beliefs, and practices. Thus, the purpose of this study was to develop an alternative socialization theory that would facilitate renewal, not encumber it. Robert Dubin’s theory-building research method was used to conceptualize and operationalize this theory. The first major output of this study is a fully conceptualized theoretical model, including the identification of units, laws of interaction, system states, and boundaries. The second major output is the operationalization of that model. This includes the development of propositions, or truth statements, concerning the operation of the model, empirical indicators of key terms, and potential hypotheses to test the theory.

Key Words: socialization • renewal • theory


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