Dhar Rajib Lochan
Kunj Vihar, Chira Chas, P.O.- Bharah (Chas), Dist. Bokaro, Jharkhand, India. Tel.: +91 098 2211 1618; E-mail:
Work. 2013 Jan 1;46(3):251-62. doi: 10.3233/WOR-2012-1477.
The objective of the study is to analyze the relationship between the work expectations and experiences of employees who have joined a new organization and have experienced a reality shock as a result of the portrayal of a hyped image of the organization or work/position. It explores discrepancies in the employees' expectations of the world of work and the reality of the organization and work they experience, giving them a reality shock.
Sixteen IT professionals from two different organizations participated in this study.
Qualitative data was obtained through in-depth interviews with sixteen participants employed with twodifferent organizations in western India.
Discussion with the participants led to the emergence of five different types of shocks experienced by them. They are phony designation, the salary difference, accessibility of benefits, decisive culture and limited scope for career growth. All these shocks lead to the development of the final theme i.e. intentions to leave.
Based on the study findings, there is an imperative that the human resource department and organizational forerunners understand the importance of portraying a realistic image of the organization, nature of the job and future career prospects and counseling to new entrants of the organization.
本研究的目的是分析新加入组织并因组织或工作/职位的过度宣传形象而经历现实冲击的员工的工作期望与经历之间的关系。它探讨了员工对工作世界的期望与他们所经历的组织和工作现实之间的差异，这种差异给他们带来了现实冲击。
来自两个不同组织的16名信息技术专业人员参与了本研究。
通过对印度西部两个不同组织的16名参与者进行深入访谈获得定性数据。
与参与者的讨论得出了他们经历的五种不同类型的冲击。它们是虚假职位、薪资差异、福利可及性、决定性文化和职业发展空间有限。所有这些冲击都导致了最终主题的形成，即离职意图。
基于研究结果，人力资源部门和组织先驱者必须理解描绘组织的现实形象、工作性质和未来职业前景以及为组织新员工提供咨询的重要性。
