Toward a process model of newcomer socialization: Integrating pre‐ and post‐entry factors for newcomer adjustment
Toward a process model of newcomer socialization: Integrating pre‐ and post‐entry factors for newcomer adjustment
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DOI：
10.1002/hrdq.21420
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发表时间：
2020-12
影响因子：
3.3
通讯作者：
Tomokazu Takeuchi;N. Takeuchi;Yuhee Jung
中科院分区：
文献类型：
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作者：
Tomokazu Takeuchi;N. Takeuchi;Yuhee Jung
本研究记录了入职前和入职后因素对新员工社会化的影响。利用137名来自日本私营部门的新员工的滞后调查数据，我们的实证分析表明，新员工进入前的职业成熟度与其进入后的适应结果显著相关，这是通过个人-组织(P-O)在进入时的匹配感知来实现的。职业成熟度与入职前的求职努力以及入职时的个人-组织契合度显著正相关。此外，研究结果显示，主管和同事支持提升新员工适应能力的成效，会因入职时的个人-组织契合感水平而有所不同。讨论了这些发现的理论和实践意义，并对未来的研究方向提出了建议。
This study documents the influence of both pre‐ and post‐entry factors on newcomer socialization. Using time‐lagged survey data from 137 new employees from private sector organizations in Japan, our empirical analyses showed that newcomers' pre‐entry career maturity was significantly related to their post‐entry adjustment outcomes through person‐organization (P‐O) fit perceptions at entry. Career maturity was also significantly and positively related to pre‐entry job search effort, as well as to P‐O fit at entry. Furthermore, the results indicated that the effectiveness of supervisor and coworker support for enhancing newcomer adjustment varied depending on the level of P‐O fit perception at entry. The theoretical and practical implications of these findings are discussed, and directions for future research are suggested.