Socialization Tactics and Newcomer Information Acquisition

Research on organizational socialization has usually focused on what organizations do to socialize newcomers or on what newcomers do to socialize themselves. The purpose of this study was to integrate these two perspectives of socialization by investigating the relationships between socialization tactics, newcomers' information acquisition (i.e. feedback and observation) and socialization outcomes. Consistent with previous research, socialization tactics and information acquisition were related to socialization outcomes. Furthermore, institutionalized socialization was positively related to the frequency of newcomers' feedback and observation and the frequency of newcomers' feedback and observation was found to mediate several of the relationships between socialization tactics and outcomes. These results suggest that what newcomers can do to socialize themselves (e.g. acquire information through feedback and observation) is partly a function of what organizations do to socialize newcomers (e.g. the use of specific socialization tactics). The implications of these findings are discussed for the development of a more complete and integrated theory of organizational socialization.     

Leading to Stimulate Employees' Ideas: A Quantitative Review of Leader–Member Exchange,Employee Voice,Creativity, and Innovative Behavior

Through social exchange, leaders can offer relational support or resources to facilitate employees' proactive attempts to bring positive change (voice) or novel ideas (creativity) and behaviors (innovative behavior) to their work. We consider these three outcomes under the same nomological network as they all represent employees' idea contribution to the organisation. The present paper thus meta‐analytically reviews the findings of research relating leader–member exchange (LMX) to voice (37 samples), creativity (53 samples), and innovative behavior (29 samples). Results show that LMX positively predicts voice, creativity, and innovative behavior. Moreover, LMX is more strongly related with creativity than with voice or innovative behavior, a significant difference maintained even after controlling for study characteristics that may act as confounding variables. Implications of our findings and directions for future research are also discussed.     

Proactive personality and job performance: a social capital perspective

This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated by network building and initiative taking on the part of the employee.     

Self‐monitoring,status, and justice‐related information flow

We develop and test a multi‐level interactive model of the relationships among self‐monitoring, co‐workers' formal and informal status, and justice‐related information flow in a scenario‐based field study of 4,011 unique relationships collected from 84 respondents. We predict that individuals high in self‐monitoring, because they attend more carefully to social cues and have higher levels of expressive control, will be more likely than low self‐monitors to intend to seek, accept, and provide justice‐related information as a function of their co‐workers' formal status, the size of their co‐workers' networks, and the advantageousness of their co‐workers' position in the networks (betweenness centrality). This cross‐level interaction hypothesis receives strong support in terms of co‐workers' network size, limited support in terms of co‐workers' betweenness centrality, and no support in terms of co‐workers' formal status. We address the implications of these findings for the literature on self‐monitoring, social construction of organizational justice, and social networks, as well as the strengths and limitations of our approach.     

The Cognitive Social Network in Dreams: Transitivity,Assortativity, and Giant Component Proportion Are Monotonic

For five individuals, a social network was constructed from a series of his or her dreams. Three important network measures were calculated for each network: transitivity, assortativity, and giant component proportion. These were monotonically related; over the five networks as transitivity increased, assortativity increased and giant component proportion decreased. The relations indicate that characters appear in dreams systematically. Systematicity likely arises from the dreamer's memory of people and their relations, which is from the dreamer's cognitive social network. But the dream social network is not a copy of the cognitive social network. Waking life social networks tend to have positive assortativity; that is, people tend to be connected to others with similar connectivity. Instead, in our sample of dream social networks assortativity is more often negative or near 0, as in online social networks. We show that if characters appear via a random walk, negative assortativity can result, particularly if the random walk is biased as suggested by remote associations.     

Sex differences in the structure and stability of children's playground social networks and their overlap with friendship relations

Gender segregated peer networks during middle childhood have been highlighted as important for explaining later sex differences in behaviour, yet few studies have examined the structural composition of these networks and their implications. This short‐term longitudinal study of 119 children (7–8 years) examined the size and internal structure of boys' and girls' social networks, their overlap with friendship relations, and their stability over time. Data collection at the start and end of the year involved systematic playground observations of pupils' play networks during team and non‐team activities and measures of friendship from peer nomination interviews. Social networks were identified by aggregating play network data at each time point. Findings showed that the size of boy's play networks on the playground, but not their social networks, varied according to activity type. Social network cores consisted mainly of friends. Girl's social networks were more likely to be composed of friends and boys' networks contained friends and non‐friends. Girls had more friends outside of the social network than boys. Stability of social network membership and internal network relations were higher for boys than girls. These patterns have implications for the nature of social experiences within these network contexts.     

Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study

Purpose

In a social network study, this research investigates proactive personality dissimilarity as a basis for friendship ties over time. It also examines the moderating role of proactive personality on the relationship between network centrality and satisfaction/stress.

Design/Methodology/Approach

Longitudinal network data (two periods) were collected from business students (T1, n = 197; T2, n = 212). We captured the early stages of network formation and observed the changes in network structure over time.

Findings

Findings demonstrate proactive individuals develop ties with less proactive individuals over time, providing evidence of personality heterophily. In addition, proactive personality positively moderates the relationship between network centrality and satisfaction/stress. Interestingly, people’s perceptions of their network position (out-degree ties) were more strongly associated with their personal outcomes than their number of ties as nominated by others.

Originality/Value

This research is among the first to provide evidence of personality heterophily over time (relationships form because of differences in personality). Moreover, proactive personality is important to both the benefits and costs associated with network participation, pointing to paradoxical effects of proactive personality.     

Social Constraint and Self‐Doubt: Mechanisms of Social Network influence on Resistance to Persuasion

Those around us have a profound influence on our political attitudes and attitude strength, such that people whose social networks include a variety of perspectives have weaker, less deeply entrenched attitudes than those who are surrounded by like‐minded others. In particular, those embedded in attitudinally heterogeneous networks are more open to changing their views. The nature and mechanisms of this network influence on openness to attitude change remain unclear. A survey experiment examines two mechanisms proposed by prior literature: (1) social doubt triggered by network members' dissent and (2) social constraint to maintain similar attitudes. It also provides some data on the more commonly assumed mechanism, (3) information exchange. Results strongly support social constraint and are mixed on social doubt. This contrasts with the theoretical emphasis of much previous interdisciplinary social network research, which has focused primarily on information exchange, to the detriment of other mechanisms. Findings also indicate that like‐minded social network members solidify attitudes at least as much as dissent erodes them, suggesting that prior emphasis on the influence of heterogeneous rather than attitudinally congruent networks is overstated. Implications for political movements are discussed.     

Proactive climate in a post-reorganization setting: When staff compensate managers' weakness

This study explored the effects of proactive climate on performance in a post-reorganization setting. We hypothesized that proactive climate should have both a direct effect on unit performance and should—in the sense of the “substitutes for leadership” approach—enhance the effect of managers' entrepreneurial attributes (e.g., personal initiative) on unit performance. Hypotheses were tested using data from organizational units, called “centres” (n?=?35), of four recently reorganized public transport organizations. Managers provided ratings of centre performance, and centre members assessed their centre's climate. Proactive climate was positively related with performance. Moderated regression analyses revealed significant interaction effects between proactive climate and some centre manager variables; however, the interaction pattern indicated that proactive climate compensated for a low degree of entrepreneurial attributes.     

A Test of a Model of New Salespeople’S Socialization and Adjustment in a Collectivist Culture

Drawing largely on organizational socialization theory and its derivations, such as uncertainty reduction and sense-making theory, the authors propose and test empirically a process model of newcomer salesperson socialization in the South Korean context. The results indicate that both organization-initiated and newcomers’ proactive socialization tactics (i.e., seeking performance feedback and information seeking, building relationships and networks) significantly influence newcomers’ perceived level of accommodation (i.e., role clarity and social integration) and thus their adjustment to the new work environment (i.e., level of organizational commitment, job performance, and job satisfaction). The authors discuss the theoretical and managerial implications and present future research directions.     

“近朱者赤”：同事主动行为如何激发员工动机和绩效

以往有关主动性的研究通常聚焦员工本身, 忽略了团队或组织中同事会对员工行为产生影响这一重要管理实践和理论视角。为此, 本研究以社会学习理论为基础, 探讨了同事主动行为对员工自主动机和工作绩效的影响, 以及员工主动性人格的调节作用。通过多时点、上下级匹配问卷(研究1)及情景实验(研究2)两项研究, 本文发现, 同事主动行为可以激发员工的自主动机, 进而提升工作绩效; 并且, 员工主动性人格强化了同事主动行为对员工自主动机的正向作用。本研究不仅从理论上将现有关于主动行为的研究视角迁移到同事, 也为如何更好地激励员工提供了实践指导。     

How social network heterogeneity facilitates lexical access and lexical prediction

People learn language from their social environment. As individuals differ in their social networks, they might be exposed to input with different lexical distributions, and these might influence their linguistic representations and lexical choices. In this article we test the relation between linguistic performance and 3 social network properties that should influence input variability, namely, network size, network heterogeneity, and network density. In particular, we examine how these social network properties influence lexical prediction, lexical access, and lexical use. To do so, in Study 1, participants predicted how people of different ages would name pictures, and in Study 2 participants named the pictures themselves. In both studies, we examined how participants’ social network properties related to their performance. In Study 3, we ran simulations on norms we collected to see how age variability in one’s network influences the distribution of different names in the input. In all studies, network age heterogeneity influenced performance leading to better prediction, faster response times for difficult-to-name items, and less entropy in input distribution. These results suggest that individual differences in social network properties can influence linguistic behavior. Specifically, they show that having a more heterogeneous network is associated with better performance. These results also show that the same factors influence lexical prediction and lexical production, suggesting the two might be related.     

Influences on Newcomers' Adjustment Tactic Use

In recent years, organizational socialization research has focused increasingly on the tactics that newcomers use to guide their own adjustment. Various subsets of adjustment tactics have been studied, with minimal rationale as to why newcomers would use different behaviors. We present a typology for newcomer adjustment tactics, comprising opportunistic, self‐determined, and shared behaviors, to categorize and integrate all newcomer adjustment tactics identified to date. Next, we propose a model in which tactic use is a function of cost–benefit analyses – on performance, ego, and social dimensions – influenced by individual and contextual factors. This integrates the diverse literatures on socialization, adjustment, information seeking, feedback seeking, and coping. Integrating our initial tactics categorization and the cost–benefit model, we present a robust set of propositions that inform newcomers' perceptions and use of adjustment tactics. We conclude by presenting theoretical and practical implications for newcomer adjustment.     

Predicting innovative performance through proactive personality: Examining its criterion validity and incremental validity over the five‐factor model

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

The adoption of innovation in collective action organizations

This study used a quantitative/qualitative methodology to explore how collective action organizations (CAOs) remain open to organizational change and innovation. It examined the adoption of inclusion—a recent innovation in the field of disabilities—by local chapters of The Arc Michigan (a disabilities CAO). We found considerable variability in the adoption of inclusion by local Arc chapters. This variability was significantly related to the ecology surrounding these chapters. Local Arc chapters that had adopted an inclusion philosophy had significantly different internal and external environments from those that had not adopted inclusion. Our qualitative findings make it clear, however, that innovative Arc chapters were not the passive recipients of these internal and external influences. These chapters were proactive players in defining and shaping the nature of their internal and external environments. Strategies that were related to a chapter's ability to remain open to innovation included (a) a change orientation, (b) a conscious philosophy or vision, (c) a proactive strategy for achieving chapter goals and overcoming barriers to change, (d) the creation of a supportive organizational network, and (e) avoidance of resource dependencies that required them to engage in activities that were inconsistent with the innovation. These findings provide a framework by which CAOs can maintain an openness to innovation and remain on the forefront of social change.     

Key players in sport teams. An exploratory study on the effects of attachment styles on intra-team relational networks

Relationship issues in sport are considered vital for the overall wellbeing of athletes (Jowett, 2005). The way athletes interact, create and maintain relationships is thought to be powerfully influenced by the athletes' attachment states of mind (Thomson & Jaque, 2018). To our knowledge, no study so far has investigated the impact players' attachment styles, as personality dispositions, have on overall intra-team relationship dynamics. This paper examines intra-team social relational networks from the perspective of adult attachment theory. Cross-sectional data were collected from 10 sport teams (158 players) from different sports. Self-report data were collected to assess attachment style and social relationships with teammates. Social network analyses (SNA) were used to calculate players' centrality scores based on incoming and outgoing relational nominations. Multilevel linear analysis was further performed to check inferential relationships between the study variables. Data showed that attachment styles of players, as personality dispositions, affected partly centrality degree positions within the various team social relational networks. The study offers an innovative perspective on the interactional and dynamic world of social relationships in sports teams and confirms that attachment style differences among players predispose them to particular positions within the team social relational networks. Although the current research has an exploratory character, it shows a new direction in the study of groups and sport team dynamics.     

COVID-19 lockdown anxiety harms newcomers' job satisfaction: A cross-lagged panel analysis during snap lockdowns in China

The COVID-19 pandemic may have been a difficult time to join a new organization. Drawing on the feelings-as-information theory, this study explores how COVID-19 lockdown anxiety influenced newcomers' job satisfaction during their first few months of work. We tested 357 new employees working in 84 cities across China. We conducted a longitudinal study, and participants were invited to complete the same survey at two time points. Cross-lagged panel analysis was conducted to test our hypotheses. We confirmed that COVID-19 lockdown anxiety at Time 1 predicted less job satisfaction at Time 2, whereas the data did not support the idea of reverse causality. These findings suggest public health crises like the pandemic can impact newcomers' job satisfaction, especially during China's Zero-Covid Policy.     

The Influence of Close Ties on Depression: Does Network Religiosity Matter?

Despite a growing body of the literature on how features of social networks influence well-being, we know little of how the religiosity of social networks matter. This study addresses three types of religious social network ties and their association with mental health: same (non)-religious ties, religious discussion ties, and ties offering prayers on an individual's behalf. Using ego-centric network data from the 2006 Portraits of American Life Study (N = 2,223), multivariate regression results suggest that a greater number of ties that discuss religion and pray for the respondent are detrimental to the mental health of those of a low religious salience. Taken together, this study demonstrates that religious dimensions of social networks exact an important influence on mental health and highlights the importance of identifying specific features of religion among core network ties.