Self-Disclosure and Adapt Communication in the New Workplace

Ashofa Purnamasari

doi:10.15642/jik.2022.12.1.99-113

Authors

Ashofa Purnamasari Perbanas Institute Jakarta

DOI:

https://doi.org/10.15642/jik.2022.12.1.99-113

Keywords:

Organization Communication, Socialization Process, Self-disclosure, Newcomers

Abstract

The newcomers within an organization must carry out a socialization process, therefore, employee onboarding into organizations is seen as essential for the process of adaptation to the organizational culture. One of the things newcomers can do during the socialization process is to adapt and get to know the organization and the actors in the organization through adapt communication. This study seeks to find out how newcomers in MAX Academy and PT ARISTA organizations manage self-disclosure in the organization through the socialization process; early socialization, encounter, and metamorphosis. The results have revealed that in the newcomer self-disclosure practice there are limitations in self-disclosure to colleagues, such as age gap and educational status. However, the lack of self-disclosure does not prevent newcomers from continuing to carry out the socialization process with various predetermined stages. Additionally, the observed companies have different styles in fostering new employees in the socialization process, namely MAX Academy provides a program called onboarding to help newcomers in the socialization process, meanwhile PT ARISTA gives fully authority to newcomers to use their own model in the socialization process into the new organizational culture

Downloads

Download data is not yet available.

References

Allen M. W., Coopman S. J., Hart J. L., Walker K. L. “Workplace Surveillance and Managing Privacy Boundaries.” Management Communication Quarterly 21, no. 2 (2007): 172-200. https://doi.org/10.1177/0893318907306033

Altman, Irwin and Taylor, Dalmas A. Social Penetration: The Development of Interpersonal Relationship. USA: Rinhart & Winston Inc, 1973.

Ashforth, B. E., Kreiner, G. E., & Fugate, M. “All in a Day’s Work: Boundaries and Micro Role Transitions. Academy of Management Review 25 no. 3 (2000): 472–491. http://dx.doi.org/10.5465/AMR.2000.3363315

Crossman, J.A. “Being on the Outer: The Risks and Benefits of Spiritual Self-disclosure in the Australian Workplace.” Journal of Management & Organization 21, no. 6 (2015): 772-785. https://doi.org/10.1017/jmo.2015.6

Devito, J.A. Interpersonal Communication Book. England: Pearson Education Limited, 2016.

Dumas, T. L., Rothbard, N. P., & Phillips, K. W. “Self Disclosure: Beneficial for Cohesion in Demographically Diverse Work Groups?” Research on Managing Groups and Teams, 11 (August 2008): 143-166. http://dx.doi.org/10.1016/S1534-0856(08)11007-6

Fredric M. Jablin & Linda L. Putnam: The New Handbook of Organizational Communication. SAGE Publications, Inc. 2011. https://dx.doi.org/10.4135/9781412986243

Griffin, E. A first look at communication theory (8th ed.). New York: McGraw-Hill, 2012.

Hasniar, Muhammad Qadaruddin, Nurhakki. “Self Disclosure Dalam Membentuk Level Hubungan Interpersonal Perspektif Gender di Asrama Putra dan Putri STAIN Parepare. Komunida: Media Komunikasi dan Dakwah” 8, no. 1 (Nopember 2018): 77-96. https://almaiyyah.iainpare.ac.id/index.php/komunida/article/view/602

McPherson, J. M., & Smith-Lovin, L. “Homophily in voluntary organizations: Status distance and the composition of face-to-face groups.” American Sociological Review 52, no 3 (1987): 370–379. http://dx.doi.org/10.2307/2095356.

Miller, K. Organizational Communication: Approaches and Processes. (6th ed.). Boston: Wadsworth Cengage Learning, 2012.

Muchinsky, Paul M. “Organizational Communication: Relationships to Organizational Climate and Job Satisfaction.” Academy of Management Journal 20, no. 4 (December 1977): 592–607. https://doi.org/10.2307/255359

Notoatmodjo, S. Penelitian Methodologists Kesehatan. Jakarta: Rineka Cipta, 2010.

Petronio, Sandra and Rachel Hernandez. Communication Privacy Management Theory. Oxford University Press, 2022. https://doi.org/10.1093/acrefore/9780190228613.013.373

Robinson, S.C. ”Self-Disclosure And Managing Privacy: Implications For Interpersonal And Online Communication For Consumers And Marketers. Journal of Internet Commerce, 16, no. 4 (2017) : 385-404. https://doi.org/10.1080/15332861.2017.1402637

Smith, S. A., & Brunner, S. R. “To reveal or Conceal: Using Communication Privacy Management Theory to Understand Disclosures in the Workplace.” Management Communication Quarterly, 31, no. 3 (2017): 429–446. https://doi.org/10.1177/0893318917692896

Tiedens, L. Z., Unzueta, M. M., & Young, M. J. An Unconscious Desire for Hierarchy? The Motivated Perception of Dominance Complementarity in Task Partners.” Journal of Personality and Social Psychology 93, no. 3 (2007): 402–414. http://dx.doi.org/10. 1037/0022-3514.93.3.402

Uhlmann, E. L., & Sanchez-Burks, J. “The Implicit Legacy of American Protestantism.” Journal of Cross-Cultural Psychology 45, no. 6 (2014): 992–1006. http://dx.doi. org/10.1177/0022022114527344

Uhlmann, E. L., Heaphy, E., Ashford, S. J., Zhu, L., & Sanchez-Burks, J. “Acting Professional: An Exploration of Culturally Bounded Norms Against Nonwork Role Referencing.” Journal of Organizational Behavior 34, no. 6 (2013): 866–886. https://doi.org/10.1002/job.1874

Willer, R. “Groups Reward Individual Sacrifice: The Status Solution to the Collective Action Problem.” American Sociological Review 74, no. 1 (2009): 23–43.