OST and work engagement data set

Our hypothesis is that organizational socialization tactics enhance work engagement through the serial mediation of proactive socialization behaviors and social capital resources.

Data Description
The study collected data from 1,200 employees across 15 organizations, all of whom had been with their employers for less than one year. Key metrics included:

Organizational Socialization Tactics: Assessed using a standardized questionnaire.
Proactive Socialization Behaviors: Measured by self-reported actions such as information seeking and relationship building.
Social Capital Resources: Evaluated through surveys on network access, peer support, and cultural integration.
Work Engagement: Measured using the Utrecht Work Engagement Scale (UWES).
Data was collected via online surveys, and responses were anonymized to ensure confidentiality.

Notable Findings
Positive Impact of Socialization Tactics: Employees exposed to structured socialization tactics reported higher work engagement.
Mediation by Proactive Behaviors: Proactive behaviors partially mediated the effect of socialization tactics on engagement, indicating their importance in the process.
Role of Social Capital: Social capital further mediated the relationship, with employees having strong networks showing the highest engagement.
Serial Mediation Confirmed: The data supported a serial mediation model where socialization tactics influence proactive behaviors, which build social capital, leading to increased engagement.
Data Interpretation
The findings suggest that organizational socialization tactics effectively enhance work engagement, particularly when employees engage in proactive behaviors and develop social capital. This indicates that organizations should not only design comprehensive socialization programs but also encourage proactive employee participation and foster strong interpersonal networks.

Conclusion
The study concludes that socialization tactics are crucial for boosting work engagement, especially when supported by proactive behaviors and social capital. These insights highlight the need for organizations to integrate these elements into their HR strategies.