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Those entering the architectural profession tend to be motivated by a desire to undertake creative design, although studies have revealed that many practicing architects feel they lack sufficient creative opportunities. Proponents of anticipatory socialisation argue that experiences prior to entering an occupation influence job satisfaction once engaged in employment. Given concerns over the retention of architects, there is a need to explore practising architects' motivations for entering the profession, how this affects their anticipatory socialisation and their experience of working life. This paper aims to explore this issue.

Semi‐structured interviews were undertaken with 23 practising architects based in the UK, exploring the anticipatory socialisation of architects focussing on issues of career choice, expectations of the profession, experiences once working within practice and job satisfaction.

Many respondents had chosen to enter the profession out of a desire to be creative and their university education furthered this desire. The reality of working life was very different, with much time spent on administrative tasks. For some, this gap caused disillusionment with the profession and adversely affected their job satisfaction.

The paper discusses the possible impacts of poor anticipatory socialisation on practicing architects and the profession. Recommendations are made for further research including a large scale survey of the profession.

The data presented in this paper help researchers and practitioners to understand architects' motivations for choosing a career in the profession and provide guidance for how the mis‐match between expectations and the reality may be overcome.

Applying the institutional logics perspective to applicant attraction, this study investigates the level of uniformity among preferences for consulting job attributes associated with the institutional logics of the corporation, the profession and the family, and tests for the influence of anticipatory socialization differences.

The study uses a discrete choice experiment with 232 business students. A hierarchical Bayes approach to conjoint analysis uncovers part-worth heterogeneity and allows for subsequent cluster and regression analysis of the choice data.

The findings identify a dominant job-oriented preference type and a minor career-oriented preference type. Anticipatory socialization through personal prior work experience and the occupation of friends decreases adherence to the logic of profession and increases the relevance of the family logic. The parents' occupation has only a minimal influence on preferences.

The study provides attribute-based recommendations on how professional service firms can effectively address the complex expectations of potential applicants in their job ads for an entry position and underlines the role of intra-generational reference groups as important anticipatory socializers.

By testing individual socialization effects at the pre-hire stage and beyond the organizational level, the study fills a void in both the recruitment and the institutional literature.

For frail older persons, gaining access to care is primarily in the context of long-term care institutions. Based on hypotheses derived from the theory of the total institution (Goffman, 1961) and anticipatory socialization theory (Merton & Kitt, 1950), linkages of intra-institutional and extra-institutional social ties with quality of life outcomes were assessed based on 168 residents’ self-reports of their life and problems experienced in long-term care (Kahana, Kahana, & Young, 1987). Findings reveal that lack of anticipatory socialization was a significant predictor of subsequent wellbeing, whereas the extent of social ties to the outside world did not predict subsequent wellbeing.

Examines the expectations of those graduates recruited by organizations for their “high‐flyer” programmes. Looks at the socialization process that such graduates are exposed to once recruited and evaluates the adjustment and change processes that graduates experience.

The purpose of this paper is to explore the socialisation and leader identity development of school leaders in Southern African countries.

The study utilised a survey of qualitative data where data collection primarily involved in-depth interviews with school principals and deputy principals of both primary and secondary schools.

Findings revealed that early socialisation to leadership transpired during childhood and early schooling at which points in time the characteristics and values of leadership integral to the participants’ leadership practice were acquired. Initial teacher training was found to be significant in introducing principalship role conception. Leader identity was also found to develop outside the context of school through pre-socialising agents long before the teaching and leading roles are assumed.

The study presents an overview of the findings from four countries in Southern Africa, providing a complex process with overlapping stages of career socialisation. Existing research puts emphasis on formal leadership preparation as a significant part of socialisation – this study suggests alternatives for poorly resourced countries. Significantly, the paper improves our understanding that school leader identity is both internal and external to the school environment.

A model for assessing organizational climate has been developed, based on socialization theory. Information was collected on the extent of socialization and its intensity. Results from groups within two different organizations – enlisted Air Force personnel and school district teachers – were collected and analysed. The model shows promise for revealing organizational characteristics and monitoring change processes.

A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has become an important dimension of the attraction and retention of graduates. However, preconceived notions of a company’s ethical orientation obtained through the media and initial recruitment exercises may be challenged during the induction and socialization phases of organizational entry, such that people may find that the reputation is just an external façade leading to disappointment and a reassessment of the employer. The paper aims to discuss these issues.

The study’s essential focus is on building a conceptual ethical fit model and to underline the need for further conceptual development in the area. The analysis of extant secondary data and the methodology of serendipity were used.

The model’s conceptual cogency and practical utility for human resource management are analyzed in the light of specific secondary data and specific propositions described.

A major concern with conceptual models is empirical validity and practical utility which requires empirical testing. However, this limitation has been mitigated by the use of a serendipitous approach from a qualitative empirical study with a generalized person–organization (P–O) focus.

Various practical implications of the model described in the paper for HR management are evident from empirical studies in the area which have dealt with particular aspects of the model. For example, Bauer et al. (1998) found that socialization effects employee turnover. And, Cable and Parsons (2001) indicate that organizational socialization is critical in generating committed employees whose values are congruent with those of the organization. Since committed employees are critical for the success of the organization, they suggest training programs for hiring managers and criteria in performance appraisals that include the development of employee value congruence through specific formal socialization tactics.

The paper contributes to the extant literature by building a dynamic conceptual model with attendant testable propositions that explore the implications of employee misalignment in pre-socialization anticipatory organizational ethical fit and post-socialization organizational ethical fit. More specifically, the study contributes to the extant literature by considering the socialization process in relation to ethical fit dynamics. It also considers from the point of view of specific moral development theory and changing perceptions of ethical climate that occur during organizational socialization. Serendipitous material obtained from a qualitative study of P–O fit puts flesh on the bones of the effects of the socialization process on ethical fit described by the paper’s conceptual model while providing circumstantial evidence for the propositions and their practical utility for HR management.

The purpose of this paper is to revitalize consumer socialization as a topic of study by presenting a critical review of the concept. The aim is to advance our current understanding of conceptual issues and to outline issues and directions for future research. Consumer socialization can be better understood by studying its multidisciplinary roots and by critically reviewing its definition and meanings. It is suggested that the scope of consumer socialization be expanded to encompass life-long consumer socialization, different life events and spheres of consumption, dialogs, negotiations, and translations, as well as the socio-cultural context in which socialization occurs. In order to capture the complexity of consumer socialization and to maintain the field of consumer socialization as a vital research area, there is a need to rethink both the theories and the methods used. Researchers are encouraged to expand the use of socio-cultural theories and ethnographic methods. Interdisciplinary research is also recommended, allowing a multifaceted pluralism in the study of consumer socialization.

The purpose of this study is to examine doctoral students’ developmental trajectories in well-being and disciplinary identity during the first three years of doctoral study.

This study relies on data from a longitudinal study of PhD students enrolled at a large, research-intensive university in the USA. A group-based trajectory modeling approach is used to examine varying trajectories of well-being and disciplinary identity.

The authors find that students’ physical health, mental health and disciplinary identity generally decline during the first few years of doctoral study. Despite this common downward trend, the results suggest that six different developmental trajectories exist. Students’ backgrounds and levels of stress, psychological needs satisfaction, anticipatory socialization experiences and prior academic success predict group membership.

Although there is emergent evidence of a mental health crisis in graduate education scant evidence exists about the way in which well-being changes over time as students progress through their doctoral studies. There is also little evidence of how these changes might be related to academic processes such as the development of disciplinary identity. This study reported varying baseline degrees of well-being and disciplinary identity and offers that stress and unmet psychological needs might be partially responsible for varying trajectories.

The purpose of this paper is to identify best practices of employee onboarding, the process by which a new employee is introduced to an organization and its vision, mission, and values.

Researchers requested that members of the Personnel Administrators and Staff Development Officers Discussion Group of the Association of College and Research Libraries (ACRL) share documents related to employee onboarding and three researchers independently reviewed the documents. The collected documents were compared to the socialization model proposed by Raymond Noe, including the detailed aspects of the organizational phase and the key components identified in the best practices literature.

In total, 17 institutions submitted documentation for review. All institutions discussed at least one or more of the key areas identified in the socialization process. Every institution in the study included a discussion of job expectations and evaluation criteria (100 percent); ten (59 percent) discuss mission, vision, and values; however, topics such as culture (five or 29 percent) and politics (one or 6 percent) were infrequently covered. Onboarding programs varied in length (one week to more than six months). Check lists were the most common tool used to manage the onboarding process. Other notable topics covered include dealing with change, understanding the team‐based environment, diversity, library awards and library fundraising.

Because of the limited number of documents examined in this study, the research results may lack generalisability. Therefore, researchers are encouraged to test the proposed propositions further.

Moving from a traditional new employee orientation model to a best‐practices onboarding model will require HR professionals to conduct an internal assessment of the current program.

Due to the high cost associated with recruiting new employees, the need for new employees to be fully functional and engaged as soon as possible, and the need to communicate performance indicators, the need to share best practices is important.