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A Burning Desire

Assimilation into a Fire Department

Arizona State University

This study utilized Myers and Oetzel’s six-dimensional model of organizational assimilation as a framework to explore members’ assimilation into a highreliability organization (HRO)—14 stations of a fire department in a major U.S. city. Qualitative data were gathered from semistructured interviews and participant observation. Consistent with the Myers and Oetzel framework, new firefighters did develop a familiarity with others, acculturate, become involved, feel recognized, and develop job skills. The firefighters did not role negotiate, but they put considerable effort into establishing trustworthiness. Trust was built by demonstrating humility and a good work ethic. Furthermore, unlike newcomers to most non-HROs, newcomers were required to socialize themselves prior to entry. The study also reveals how a strong culture and environment affect informal socialization and offers additional evidence of the reciprocal nature of organizational assimilation. Implications and suggestions for future research are offered.

Key Words: organizational assimilation • high-reliability organizations • firefighters

Management Communication Quarterly, Vol. 18, No. 3, 344-384 (2005)
DOI: 10.1177/0893318904270742


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