Browsing by Subject "Onboarding"

Now showing 1 - 2 of 2
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    Newcomer socialization: the roles of social networks
    (2014-07) Choi, Yongjun
    As newcomers transition into new organizational settings, organizational insiders serve as important information and social support resources to help newcomers adapt to their new work environments. In this study, I develop and test a model showing how newcomers develop their communication networks over time, and revealing how this dynamic aspect of the newcomer socialization process may facilitate newcomer adjustment and success in the workplace. I conduct a three-wave longitudinal study within the first 28 weeks of employment and find that institutionalized socialization tactics, task interdependence, and proactive personality partially help newcomers form their communication networks. Second, I find that newcomers' communication networks facilitate newcomer adjustment but only at time 2 (week 16) and time 3 (week 28). Third, findings only marginally support the proposition that newcomers' communication networks mediate the relationships between proactive personality and task mastery. However, newcomers' communication networks did not mediate the relationships between other two socialization factors - institutionalized socialization tactics and task interdependence - and newcomer adjustment. Fourth, findings generally support the proposition that newcomer adjustment predicts intrinsic career success. The post hoc analysis indicates that newcomer adjustment mediates the relationships between socialization factors and career success. Last, findings fail to support the proposition that socialization factors explain how quickly newcomers develop their communication networks. However, the preliminary results show that communication networks develop during the very early entry period.
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    Three Essays on Staffing and the Onboarding Process: The Role of Newcomer Passion and Pre-Hire Experience
    (2024-06) Song, Junseok
    This dissertation contributes to the current selection and socialization research by examining the following topics: 1) how pre-entry and early-stage newcomer factors affect newcomer adjustment behavior and outcomes, 2) how the changes in these factors as time progresses influence newcomer socialization behavior and adjustment outcomes (e.g., organizational citizenship behavior, performance, turnover), and 3) which factors are related to newcomer turnover several months and years after newcomer entry. The three essays of this dissertation achieve these goals by examining how newcomer occupational passion and prior socialization experiences can account for varying patterns of adjustment among newcomers over time. This approach integrates motivational theories (e.g., the dualistic model of passion, self-regulatory model) and cognitive theories (e.g., schema) within a unified framework that links to differential socialization behaviors and outcomes. Occupational passion refers to having a strong inclination or desire toward work-related activities that one finds important and meaningful (Vallerand et al., 2003). It is the level of engagement in work that can contribute to newcomers’ sustained efforts to adapt to and thrive in a new work environment (Vallerand & Houlfort, 2019). Prior socialization experiences influence the formation of newcomers’ schema and scripts by shaping their expectations (e.g., trust toward their supervisors) and their understanding of the new workplace's norms, practices, and culture (Gioia & Poole, 1984).