INFLUENCE OF SOCIAL COGNITIVE THEORY ON THE ADAPTATION AND TRAINING OF EMPLOYEES IN THE ORGANIZATION

Abstract

The article is dedicated to the theoretical aspects of the process of adapting a new employee within an organization, taking into account Albert Bandura's social cognitive theory. In this context, adaptation is viewed as a dynamic process that includes cognitive, behavioral, and social components that interact and determine the effectiveness of integrating new employees into the corporate environment. One of the main approaches to understanding adaptation is the concept of the triadic interaction between personality, behavior, and environment, proposed by Bandura. According to this model, the adaptation of a new employee depends on their internal beliefs (personal factors) as well as the support and incentives provided by the organization (environment). The model of reciprocal causality emphasizes that each of these factors interacts with the others, creating a constant dynamic that directly impacts the outcome of adaptation. The article also explores social learning as an essential aspect of the adaptation process. According to Bandura, learning is not limited to personal experience, but also involves observing others. By observing the behavior of experienced colleagues or managers, a new employee can learn effective strategies for solving tasks and integrate them into their own professional activities. Creating an environment where new employees can observe best practices allows them to adapt more quickly to new conditions. Special attention is given in the article to the stages of social learning: attention, retention, reproduction, and motivation, which help the new employee successfully adapt to the organizational environment. Using the observational learning model allows HR managers to create effective adaptation programs, where mentoring, coaching, and providing feedback play a crucial role. The findings of the research show that applying Bandura's theoretical approaches in HR management practice allows the development of more effective adaptation programs, which not only ensure a new employee's quick entry into the organization but also contribute to their motivation, engagement, and long-term professional development. The implementation of such programs can increase work productivity and reduce employee turnover within the company.