Organizational socialization tactics and newcomer proactive behaviors: An integrative study

The purpose of this study was to examine the relationship between organizational socialization tactics, newcomers’ self-efficacy, proactive behaviors, and socialization outcomes. Based on a sample of 140 co-op university students who completed surveys at the end of their work term, the results indicated that newcomers’ self-efficacy and institutionalized socialization tactics were positively related to newcomer proactive behaviors. The results also indicated that newcomer proactive behaviors partially mediated the relationship between their self-efficacy and organizational socialization tactics with a number of proximal and distal socialization outcomes. Furthermore, feedback-seeking and information-seeking moderated the relationship between socialization tactics and several socialization outcomes. Institutionalized socialization tactics were more strongly related to socialization outcomes for newcomers who engaged in less feedback-seeking and information-seeking behavior. These results support an interactionist approach to organizational socialization in which newcomers’ self-efficacy, proactive behavior, and organizational socialization tactics all contribute to newcomers’ adjustment and socialization.     

The neglected role of proactive behavior and outcomes in newcomer socialization

This study examined the direct, mediating, and moderating effects of proactive outcomes in the relationship between newcomer proactive behaviors and socialization outcomes. Based on a sample of 204 co-op university students who completed surveys at the end of their work term, the results indicated that newcomers who more frequently engaged in a proactive behavior (e.g., information seeking) were more likely to receive the corresponding proactive outcome (e.g., information). We also found that proactive outcomes mediate the relationship between proactive behaviors and socialization outcomes and several of the proactive behaviors were more strongly related to socialization outcomes for newcomers who obtained more proactive outcomes. These results indicate the important yet previously neglected role of proactive outcomes for understanding the relationship between newcomer proactive socialization behaviors and outcomes.     

Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models

The purpose of the study was to examine how socialization processes (socialization tactics and proactive behavior) jointly affect socialization content (i.e., what newcomers learn) and adjustment. Longitudinal survey data from 150 business and engineering graduates during their first 7 months of work indicate that: (1) institutionalized socialization and proactive behavior are each associated with newcomer learning, (2) the socialization processes and learning are each associated with various forms of adjustment, and (3) the socialization processes are associated with adjustment, while controlling for learning. These findings suggest that how newcomers are socialized has substantive and symbolic value over and above what they actually learn.     

The relative importance of proactive behaviors and outcomes for predicting newcomer learning,well-being,and work engagement

New employees can accelerate and optimize their socialization by behaving proactively, although the key behaviors vary across studies. Recent research suggests that newcomer proactive behaviors influence socialization through the mediating effect of corresponding proactive outcomes. This may partly explain differences across studies, along with possible variations in the relative importance of specific proactive behaviors. This study investigates further the mediating role of proactive outcomes, and the relative importance of different proactive behaviors and proactive outcomes in predicting newcomer learning, well-being, and work engagement. Based on a sample of 176 temporary agency workers, support for the mediating role of proactive outcomes was found, although some proactive behaviors were effective in their own right. Relative importance analyses revealed that different proactive behaviors were important for different socialization criteria. Practical and theoretical implications of these findings are discussed.     

From cleaning up to helping out: Parental socialization and children's early prosocial behavior

Relations between parental socialization and infants’ prosocial behavior were investigated in sixty three 18- and 30-month old children. Parents’ socialization techniques (e.g., directives, negotiation, reasoning) differed for the two age groups, as did relations between socialization and different forms of emerging prosocial behavior (helping; sharing).     

Socialization preferences and intentions: Does one size fit all?

The purpose of this study was to investigate student preferences for socialization tactics and their intentions to be proactive when they begin a new job. We examined the relationship between the Five Factor Model of personality and proactive personality with socialization tactics preferences and proactive behavior intentions in a sample of 243 undergraduate university students enrolled in a cooperative management program. The results indicate that personality predicts preferences for socialization tactics and intentions to be proactive. In particular, individuals high on agreeableness prefer institutionalized socialization tactics and individuals high on extraversion and proactive personality report higher intentions to be proactive when they begin a new job. These results suggest that one size does not fit all newcomers when it comes to socialization. The implications for research and practice before and after organizational entry are discussed.     

Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research.     

组织社会化视角下员工组织公民行为动态变化趋势及其形成机制

日益复杂多变的市场竞争环境对组织的灵活性和适应性都提出了更高的要求, 员工的组织公民行为在这一背景下显得尤为重要, 因它能有效提高组织在不确定环境下的生存能力和核心竞争力、提升组织的绩效水平。虽然已有大量研究关注员工的组织公民行为, 但研究者多采用相对静态的研究范式, 而忽视了组织公民行为的长期动态变化趋势。基于组织社会化视角, 本研究重点关注新员工和工作变更员工组织公民行为的长期动态变化趋势、探索影响组织公民行为动态变化趋势的内在机制和边界条件, 以期为培养和激发员工持续性高水平的组织公民行为提供可参考的理论依据。     

Joint effects of social networks and information giving on innovative performance after organizational entry

We combine the social network approach and organizational socialization literature in order to examine the influence of social networks and proactive behavior on newcomers' innovative performance. A sample of new employees completed questionnaires on social network and proactive measures, and their supervisors rated their innovative performance. The results suggest that both sparse (low density) social networks and newcomers' information giving were related to innovative performance. The results also indicate that information giving moderated the relation between sparse social networks and innovative performance: when newcomers' information giving was high, the characteristics of their social networks were not related to their innovative performance.     

Age differences in proactive interference in verbal and visuospatial working memory

Abstract

In a free recall situation, subjects can predict, with some degree of accuracy, which words they will subsequently recall. This study focused on the question of why subjects often recall words to which they assign low prediction ratings. This problem was approached by comparing the properties of recall-not-predicted (RNP) and recall-predicted (RP) words which appeared in subjects' recall protocols. No differences were found between the two types of items (RNP and RP) in retrieval monitoring. The two types of items were differentiated by whether subjects could recollect the actual occurrence of the recalled items in the study list (“remember” responses) or not (“know” responses). Furthermore, the recall of RNP items, but not RP items, was improved by retrieval prompts. These results were taken to support the position that weakly encoded items may be recalled if they encounter a highly favourable retrieval environment, not anticipated by subjects during study.     

Item-specific proactive interference in olfactory working memory

We examine item-specific olfactory proactive interference (PI) effects and undertake comparisons with verbal and non-verbal visual stimuli. Using a sequential recent-probes task, we show no evidence for PI with hard-to-name odours (Experiment 1). However, verbalisable odours do exhibit PI effects (Experiment 2). These findings occur despite above chance performance and similar serial position functions across both tasks. Experiments 3 and 4 apply words and faces, respectively, to our modified procedure, and show that methodological differences cannot explain the null finding in Experiment 1. The extent to which odours exhibit analogous PI effects to that of other modalities is, we argue, contingent on the characteristics of the odours employed.     

Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model

One of the most popular and often studied topics in the organizational socialization literature is Van Maanen and Schein’s [Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research in organizational behavior (Vol. 1), pp. 209-264. Greenwich, CT: JAI Press.] theory of organizational socialization tactics. Over 30 studies on socialization tactics have been conducted in the past 20 years. In this meta-analysis, we examine the relationships between six socialization tactics and various indicators of newcomer adjustment as well as the moderating effects of study design (cross-sectional vs. longitudinal), measurement scale (use of complete vs. modified tactics scale), and type of newcomer (recent graduates vs. other newcomers). Our results indicate that institutionalized socialization tactics were negatively related to role ambiguity, role conflict, and intentions to quit, and positively related to fit perceptions, job satisfaction, organizational commitment, job performance, and a custodial role orientation. We also found that the social tactics (serial and investiture) were the strongest predictors of adjustment outcomes. The results also indicated that the relationships between the tactics and outcomes were stronger for recent graduates compared to other newcomers; cross-sectional designs compared to longitudinal designs; and when Jones’ [Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers’ adjustments to organizations. Academy of Management Journal, 29, 262-279.] complete scales were used compared to modified versions. Support was also found for a mediation model of newcomer adjustment in which role conflict, role ambiguity, and fit perceptions partially mediate some of the relationships between the socialization tactics and distal outcomes of adjustment. The implications of these results for research and practice are discussed.     

New Employee Development Tactics: Perceived Availability, Helpfulness, and Relationship with Job Attitudes

This study examined the availability and helpfulness of twenty new employee development tactics and their relationship with seven job attitudes. Bachelor's graduates surveyed twelve months after graduation (n = 378) reported low availability of many tactics but high perceived helpfulness. Multiple regression analyses revealed strong correlations (R = .50–.58) with satisfaction, commitment, intent to quit, psychological success, and post-decision dissonance. The most important tactic was allowing new employees to fully utilize their skills and abilities. Implications for new approaches to new employee development in organizations and for human resource professionals are discussed.     

Revealing the nuanced associations between facets of trait impulsivity and reactive and proactive aggression

Although impulsivity has been repeatedly associated with aggression, specific associations between facets of impulsivity and reactive (RA) and proactive (PA) have yet to be fully elucidated. This may be due, in part, to overlapping variance among facets of impulsivity and between RA/PA. The current study systematically examined associations among these variables using both bivariate correlations as well as path analysis. In addition to raw aggression scores, we isolated the variance unique to both RA/PA by regressing RA onto PA (and vice versa), and saving these residual aggression scores. Participants included 384 racially-diverse undergraduates. Results indicated facets of impulsivity uniquely characterize RA/PA, particularly using residual aggression scores. RA was uniquely characterized by higher levels of Negative Urgency followed by low Perseverance, as well as high Premeditation and low Positive Urgency. In contrast, PA was uniquely characterized by higher levels of Positive Urgency, and to a lesser degree, high Premeditation. Results indicate facets of impulsivity represent potentially different underlying pathways to specific subtypes of aggression. As such, impulsivity, particularly in the context of affect, may be especially important to consider in relation to specific subtypes of aggression.     

Predictors of children's prosocial lie-telling: Motivation, socialization variables, and moral understanding

Children tell prosocial lies for self- and other-oriented reasons. However, it is unclear how motivational and socialization factors affect their lying. Furthermore, it is unclear whether children’s moral understanding and evaluations of prosocial lie scenarios (including perceptions of vignette characters’ feelings) predict their actual prosocial behaviors. These were explored in two studies. In Study 1, 72 children (36 second graders and 36 fourth graders) participated in a disappointing gift paradigm in either a high-cost condition (lost a good gift for a disappointing one) or a low-cost condition (received a disappointing gift). More children lied in the low-cost condition (94%) than in the high-cost condition (72%), with no age difference. In Study 2, 117 children (42 preschoolers, 41 early elementary school age, and 34 late elementary school age) participated in either a high- or low-cost disappointing gift paradigm and responded to prosocial vignette scenarios. Parents reported on their parenting practices and family emotional expressivity. Again, more children lied in the low-cost condition (68%) than in the high-cost condition (40%); however, there was an age effect among children in the high-cost condition. Preschoolers were less likely than older children to lie when there was a high personal cost. In addition, compared with truth-tellers, prosocial liars had parents who were more authoritative but expressed less positive emotion within the family. Finally, there was an interaction between children’s prosocial lie-telling behavior and their evaluations of the protagonist’s and recipient’s feelings. Findings contribute to understanding the trajectory of children’s prosocial lie-telling, their reasons for telling such lies, and their knowledge about interpersonal communication.     

Individual differences in proactive interference in verbal and visuospatial working memory

Proactive interference (PI) has been shown to affect working memory (WM) span as well as the predictive utility of WM span measures. However, most of the research on PI has been conducted using verbal memory items, and much less is known about the role of PI in the visuospatial domain. In order to further explore this issue, the present study used a within-subjects manipulation of PI that alternated clusters of trials with verbal and visuospatial to-be-remembered items. Although PI was shown to build and release across trials similarly in the two domains, important differences also were observed. The ability of verbal WM to predict performance on a measure of fluid intelligence was significantly affected by the amount of PI present, consistent with past research, but this proved not to be the case for visuospatial WM. Further, individuals’ susceptibility to PI in one domain was relatively independent of their susceptibility in the other domain, suggesting that, contrary to some theories of executive function, individual differences in PI susceptibility may not be domain-general.     

Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses

Using the socialization and attraction-selection-attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person-organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time.     

Career adaptation: The relation of adaptability to goal orientation,proactive personality,and career optimism

This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) among Australian university students (N = 555). Results demonstrated adequate levels of test–retest reliability (r = .61 to .76) and internal consistency (α = .83 to .94) for the CAAS full scale and subscales over a 4-week interval between measurements. Confirmatory factor analysis also supported the multidimensional and hierarchical model of career adaptability resources. The factor structure generally corresponded with that obtained from other CAAS international validation, thus, expanding its cross-national measurement equivalence. In addition, correlation results supported the predicted positive association between career adaptability and adaptivity in the form of learning goal orientation, proactive personality, and career optimism. Taken together, the present findings confirm the psychometric utility of CAAS in the Australian context and substantiate the proposition that higher personal adaptive readiness relates to better career adaptability among young people.     

Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study

Using longitudinal data (N = 220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment independently from workplace stressors, we controlled for the effects of role ambiguity, role conflict and role overload. Analyses showed affective organizational commitment to mediate a positive relationship between perceived organizational support and well-being. In addition, perceived organizational support negatively related to perceived lack of employment alternatives which, in turn, was negatively related to well-being. Normative commitment and perceived sacrifice associated with leaving were unrelated to well-being. The implications of these findings are discussed under the lenses of social exchange and conservation of resources theories.     

Racial socialization, racial identity, and Black students' adjustment to college

The purpose of this study was to examine the effects of racial socialization and racial identity on adjustment in Black college students. Self-report questionnaires were administered to 141 Black college students from a predominantly White university and racially diverse college. The findings suggest that racial socialization positively contributes to academic adjustment. An internalized-multicultural identity positively contributed to overall college adjustment, and pre-encounter miseducated racial identity negatively contributed. Internalized Afrocentric racial identity was negatively related to overall college adjustment. Implications for multicultural social scientists and directions for future research are discussed.