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1 – 10 of 366
Article
Publication date: 21 August 2019

Gregory A. Cranmer, Zachary W. Goldman and Jeffery D. Houghton

The purpose of this paper is to explore newcomers as active participants within their own socialization, through the influence of self-leadership on proactivity and subsequently…

2138

Abstract

Purpose

The purpose of this paper is to explore newcomers as active participants within their own socialization, through the influence of self-leadership on proactivity and subsequently organizational socialization and organizational commitment.

Design/methodology/approach

Data collected from 193 organizational newcomers (i.e. individuals within their first year at an organization) working in a variety of industries were examined within three serial mediation models in PROCESS.

Findings

The results of these analyses suggest that self-leadership influences organizational newcomers’ adjustment and subsequent commitment by assisting them in seeking organizational resources.

Research limitations/implications

This study answers calls to explore both the mediating mechanisms through which self-leadership processes influence organizational outcomes and the complex relationships between human workplace interactions and the proximal and distal outcomes of socialization.

Practical implications

The findings indicate that organizational stakeholders should enhance the self-leadership abilities of newcomer, thereby easing the socialization burden on organizations.

Originality/value

This paper offers a novel framework (i.e. self-leadership) for understanding newcomer socialization and provides an encompassing model that recognizes individual capacities, communicative behaviors, adjustment and subsequent organizational attitudes.

Details

Leadership & Organization Development Journal, vol. 40 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 6 June 2016

Diana Benzinger

The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the…

3259

Abstract

Purpose

The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior.

Design/methodology/approach

The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs.

Findings

The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts.

Research limitations/implications

Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level.

Practical implications

For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity.

Social implications

A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors.

Originality/value

This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts.

Article
Publication date: 7 November 2022

Jia Liu, Li Yao, Di Cai and Shengming Liu

Previous research on the factors influencing mentoring received has primarily focused on protégés' personalities and the similarity between protégés and mentors, whereas…

Abstract

Purpose

Previous research on the factors influencing mentoring received has primarily focused on protégés' personalities and the similarity between protégés and mentors, whereas understanding on the role of protégés' skills is still limited. Drawing upon the social influence theory, this study investigated how newcomers' political skill influences newcomers' mentoring received and further affects newcomers' socialization outcomes (i.e. person-organization fit perception [P-O fit], performance proficiency and well-being).

Design/methodology/approach

Data were collected from 255 newcomers at a large Chinese information and technology (IT) company using a three-wave, time-lagged design.

Findings

The authors found that newcomers' political skill positively predicted mentoring received, which in turn positively affected newcomers' socialization outcomes.

Originality/value

These findings indicate that political skill enables newcomers to exert social influence on organizational insiders to achieve desirable socialization outcomes, enlarging both the mentoring and political skill literature.

Details

Career Development International, vol. 27 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 June 2012

Paola Spagnoli, Antonio Caetano, Giancarlo Tanucci and Vera Lourenço de Sousa

Despite more than three decades of studies, the role of information‐seeking during organizational socialization remains ambiguous. The purpose of this paper is to investigate the…

Abstract

Purpose

Despite more than three decades of studies, the role of information‐seeking during organizational socialization remains ambiguous. The purpose of this paper is to investigate the mediating role played by information‐seeking behaviour during the organizational socialization process.

Design/methodology/approach

Two different information‐seeking behaviors (implicit and explicit) were considered as mediators in the relationship between personality (extroversion, openness to experience, conscientiousness), organizational variables (LMX and POS) and organizational socialization outcomes (task mastery, social integration, role ambiguity, role conflict). Analysis carried out with SEM (structural equation modelling) on longitudinal survey data from 316 new police officers during their first six months of work showed interesting results regarding the two hypothesized mediators.

Findings

In particular, the results show that the two information‐seeking behaviors seem to be related to different paths that link personality and social‐exchange variables to organizational outcomes.

Originality/value

The paper's findings provide useful clues for a better understanding of the role of information‐seeking behaviour during the socialization process and highlight the importance of social support in predicting newcomer adjustment.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 10 no. 1
Type: Research Article
ISSN: 1536-5433

Keywords

Content available
Book part
Publication date: 14 May 2013

Abstract

Details

Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

Book part
Publication date: 25 July 2008

Howard J. Klein and Aden E. Heuser

This chapter briefly reviews findings from recent socialization research to provide an updated view of the socialization literature. To help advance the literature, this chapter…

Abstract

This chapter briefly reviews findings from recent socialization research to provide an updated view of the socialization literature. To help advance the literature, this chapter then takes an instructional system approach, viewing socialization fundamentally as a process of learning about a new or changed role and the environment surrounding that role. As such, attention will first be given to further understanding exactly what needs to be learned during socialization. In doing so, an expanded socialization content typology is presented. In addition, two other components are added to this typology to reflect the fact that (a) each of those content dimensions needs to be learned relative to different organizational levels (e.g., job, work group, unit, organization) and (b) socialization occurs over several months and there are temporal considerations relating to the different socialization content dimensions. This chapter then examines how to best facilitate the learning of that expanded socialization content. The Gagné-Briggs theory of instruction is used in connecting socialization content with the means of learning that content. The socialization and orienting activities commonly used by organizations to help new employees in the adjustment process are also identified and then mapped onto the learning outcomes they could best help facilitate. Finally, the conceptual, measurement, and research needs suggested by these extensions to the socialization literature are identified.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

Article
Publication date: 27 March 2020

Hui He, Junguang Gao and Liumei Yan

The purpose of this paper is to investigate how to facilitate newcomers’ career advancement within an organization and diminish their intention to quit from the perspective of…

Abstract

Purpose

The purpose of this paper is to investigate how to facilitate newcomers’ career advancement within an organization and diminish their intention to quit from the perspective of socialization. In addition, the moderating role of the type of newcomers on the relationship between socialization tactics and career advancement, and consequently, on the mediating effect of newcomers’ proactive socialization behavior, will be examined.

Design/methodology/approach

Longitudinal survey research was conducted in the tertiary industry in four large cities of China. Regression analysis and bootstrapping method were used to verify the hypothesized relationships.

Findings

Organizational socialization tactics could have positive effects on newcomers’ proactive socialization behavior and promotion prospects. And newcomers’ proactive socialization behavior partly mediates the relationship between organizational socialization tactics and their promotion prospects. The type of newcomers moderates the relationship between proactive socialization behavior and promotion prospects and also the mediation effect of proactive behavior, which says a moderated mediating effect.

Practical implications

Employers should put more value on college recruitment, making good use of social media tools in particular. And they should also select applicants with proactive personality traits. Finally, a series of structured orientation programs should be implemented for all newcomers.

Originality/value

This study contributes evidence for career advancement as one of the distal socialization outcomes, the moderating role of the type of newcomers on the relationship between socialization and career advancement, and the classification as graduates from school and experienced newcomers from other organizations holds significance to examine newcomers’ socialization.

Details

Chinese Management Studies, vol. 14 no. 3
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 16 March 2021

Di Cai, Shengming Liu, Jia Liu, Li Yao and Xingze Jia

The purpose of this paper is to examine the effect of mentoring on newcomer well-being, as mediated by newcomer socialization and moderated by proactive personality.

Abstract

Purpose

The purpose of this paper is to examine the effect of mentoring on newcomer well-being, as mediated by newcomer socialization and moderated by proactive personality.

Design/methodology/approach

Data were collected at four time points in a sample of 227 newcomers. Regression analysis and bootstrapping method were used to test the hypotheses.

Findings

Mentoring had a positive and indirect effect on newcomer well-being through socialization. The moderated mediation analysis also revealed that proactive personality augmented the direct effect of mentoring on socialization and its indirect effect on well-being.

Research limitations/implications

Our data were collected in China, thereby limiting the generalization of the research findings. Future research can test our model in different cultural contexts.

Practical implications

Organizations should consider establishing a mentoring program to foster newcomer socialization and achieve well-being. Within the mentoring context, cultivating newcomers to become more proactive can predict higher socialization levels, resulting in higher well-being.

Originality/value

Previous research largely focused on the development of the well-being of tenured employees. Drawing on socialization resources theory, this study focuses on the newcomer well-being and proposes the influential mechanism and boundary condition of the relationship between mentoring and newcomer well-being. It sheds light on exploring the well-being development for newcomers.

Details

Journal of Managerial Psychology, vol. 36 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Book part
Publication date: 27 July 2012

Jinyan Fan, M. Ronald Buckley and Robert C. Litchfield

Formal orientation programs play a potentially important role in newcomer adjustment, yet research aimed at understanding and improving the effects of these interventions has…

Abstract

Formal orientation programs play a potentially important role in newcomer adjustment, yet research aimed at understanding and improving the effects of these interventions has stagnated in recent years. The purpose of this chapter is to facilitate a redirection of researchers’ attention to such programs, and to suggest ways to integrate this body of research with recent developments in socialization and training literatures.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78190-172-4

Article
Publication date: 11 January 2022

Peter Anzollitto and Danielle Cooper

Although research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered…

Abstract

Purpose

Although research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered the impact of newcomer identification with targets external to the organization. This study aims to investigate whether relational identification with identities external to the organization can be beneficial for socialization outcomes, a relationship the authors describe through the conservation of resources theory. At a time when newcomers are expending resources and may not have a support system inside the organization, important identities may foster success through building a resource base of support available to the newcomer.

Design/methodology/approach

Two studies were conducted with newcomers, both groups responded to multi-wave surveys. The authors conducted an initial study with undergraduate students (n = 45) in their first semester of college and a second study with working individuals employed full time in their first year in a new organization (n = 148).

Findings

Relational identification with identities external to the organization is positively related to job engagement through the dual mediation of social support and psychological well-being. The results indicate that these external resources encourage well-being and free newcomers to invest in becoming physically, emotionally and cognitively engaged with their new jobs.

Practical implications

The results suggest that organizations may wish to take care in helping newcomers maintain strong relational identities outside the organization while becoming connected with their new organization.

Originality/value

The findings suggest that external relational identities are a neglected and important element influencing the socialization process.

Details

Management Decision, vol. 60 no. 6
Type: Research Article
ISSN: 0025-1747

Keywords

1 – 10 of 366