Newcomer and Organizational Socialization Tactics: An Interactionist Perspective

Griffin, Andrea; Colella, Adrienne; Goparaju, Srikanth

doi:10.1016/s1053-4822(00)00036-x

Cited by 158 publications

(182 citation statements)

References 46 publications

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“…what newcomers learn during organizational socialization (Chao, O´Learly-Kelly, Wolf, Klein and Gardner 1994), suggest that important categories include task mastery, role clarification, acculturation and social integration (Morrison 1993, Ostroff and Kozlowski 1992, Kraimer 1997, Griffin, Colella and Goparaju 2000. Research suggests that superiors, co-workers, peers and secretarial staff, as interpersonal sources, are important sources of information for newcomers (Feij, Whitely, Peiró 1995, Anakwe and Greenhaus 1999, Taormina 1997, Thomas and Anderson 1998, Morrison 1993, Louis, Posner and Powell 1993, Nelson, Quick, Eakin and Matuszek 1995, which indicates how important it is for newcomers to engage in relationship-building (Adkins 1995, Griffin, Colella and Goparaju 2000, Morrison 2002, Bauer and Green 1994, Saks and Ashforth 2000, Chan and Schmitt 2000. So clearly, established members as role models represent an important knowledge source for the newcomer.…”

Section: Organizational Socializationmentioning

confidence: 99%

How newcomers use role models in organizational socialization

Filstad

2004

Journal of Workplace Learning

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This study examines how newcomers use colleagues as role models in organizational socialization, taking a multiple level approach to organizational socialization as individual, social and cultural learning processes. The newcomers´ most important personal characteristics are expectations, experience, self-confidence and competitive instinct. These personal characteristics were affected by early experience during the first four to six weeks in their new job. The study shows not only the correlation between early experience and personal characteristics, but also reveals a strong correlation between early experience and organizational socialization outcome. Newcomers rely on role models, and as a result of interaction and observation they acquire different qualifications from several role models. The term "multiple contingent role models" is introduced to explain how newcomers use role models.

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Section: Organizational Socializationmentioning

confidence: 99%

How newcomers use role models in organizational socialization

Filstad

2004

Journal of Workplace Learning

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“…These include information and feedback seeking, relationship building, modeling, job-change negotiations, extracurricular work activities, positive framing, and behavioral self-management (Griffin, Colella, & Goparaju, 2000). The first five types of behavior focus more on the environment and its people (e.g., co-workers and supervisors), as well as the manipulation of both.…”

Section: Further Construct Developmentmentioning

confidence: 99%

“…performance, commitment, and integration. They suggested the adoption of this interactionist perspective to be used in future research (Griffin et al, 2000). Other studies reviewed thus far have also suggested an interactionist approach to this area of research (Bauer & Green, 1998;Kim et al, 2005;Morrison, 1993).…”

Section: Proactive Behavior Research and Socializationmentioning

confidence: 99%

“…In summary, this review of the literature revealed research that has looked at different types of newcomer proactive behavior during the socialization period (Ashforth & Saks, 1996) as well as in the general work domain (Ohly & Fitz, 2007), as well as research examining individual characteristics as they relate to common socialization outcomes (Bauer & Green, 1998;Griffin et al, 2000;Kim et al, 2005;Miller & Jablin, 1991;Morrison, 1993).…”

Section: Proactive Behavior Research and Socializationmentioning

confidence: 99%

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A Longitudinal Study of Proactivity During Socialization

Drobka¹,

Ehrhart²,

Ehrhart³

et al. 2012

PsycEXTRA Dataset

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Over the past couple of decades organizations have become increasingly flat and decentralized, and have began to emphasize a more active role for employees in their own job management and development. As a result, the concept of employee proactivity has been a growing area of theory and research. Within the workplace, proactive people are conceptualized as those who take initiative to improve their current circumstances, and take active rather than passive roles within their current positions. These employee characteristics have been shown to be desirable in various situations, resulting in beneficial employee and organizational outcomes, such as promotions, career success, innovation, self-efficacy, and perceived insider status. Of particular interest for the current study, employee proactivity has also been linked to successful socialization outcomes. The socialization period can be very important for employees in determining their future relationship with their employers and their future success in the organization. Research has examined the role that a proactive disposition and proactive behavior can play in the socialization period. Additionally, researchers have looked into the relationship between proactive personality and various employee characteristics, including proactive behavior. However, there has been little research on the link between proactive dispositions and various behaviors and characteristics from job entry and throughout the socialization period. The current research aims to fill this gap in the literature by examining proactive personality and various behaviors and characteristics during the socialization period. Specifically, it was hypothesized that proactive personality will predict feedback seeking, self-efficacy, goal clarity and fit. Additionally, it was hypothesized that changes in self-efficacy, goal clarity and fit would be related to changes in feedback seeking throughout the socialization period. Participants were 188 management trainees from an international transportation company based in the eastern United States. A repeated measures design was used, and the participants received online surveys at five time points throughout their training. Multilevel slopes-as-outcomes analyses were used to test the first set of hypotheses on the relationship between proactive personality and other variables, and parallel process growth modeling was used to assess the second set of hypotheses on the relationship between changes in variables over different time points. Results showed that proactive personality significantly predicted changes in feedback seeking throughout the socialization period, such that individuals with proactive personalities were more likely to increase their feedback seeking behaviors throughout the socialization period. Additionally, it was shown that there was a significant positive relationship between the changes in feedback seeking behaviors and changes in reported levels of goal clarity. The results of this study can provide organizations that desire a more pro...

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“…A investigação apresentada possibilitou a identificação de táticas individualizadas desenvolvidas pelas PCDs no processo de socialização, com predominância de comportamentos mais proativos, visando a assegurar a manutenção de seus empregos, resultados esses similares aos de pesquisa realizada com pessoas que não possuem deficiência (GRIFFIN, COLELLA e GOPARAJU, 2000). No entanto, é importante sublinhar que, ao deixar a socialização das PCDs mais dependente de suas ações particulares, pode-se criar um processo de paralisação dessas pessoas, principalmente se nunca tiveram experiências anteriores de trabalho.…”

Section: Considerações Finaisunclassified

Socialização organizacional de pessoas com deficiência

et al. 2010

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resuMoO objetivo da pesquisa foi identificar as principais características do processo de socialização das pessoas com deficiência (PCDs) nas organizações. Consideraram-se três dimensões do processo de socialização: biográfica, relacional e organizacional. Identificou-se ações de busca de domínio do trabalho, ações de integração ao grupo de trabalho e ações de conhecimento dos valores da organização realizadas pelas próprias PCDs. As organizações não tinham táticas de socialização sistematizadas. Ficou evidenciada a associação positiva entre táticas de socialização individualizadas e percepção de ações de adequação das práticas e condições de trabalho.palavras-chave Socialização organizacional, pessoas com deficiência, diversidade, trabalho, gestão da diversidade. ABSTRACT The objective was to identify the main characteristics of the socialization process of people with disability (PWD) within organizations, in its biographical, relational and organizational dimensions. The results of interviews with 9 PWD from 3 organizations in Minas Gerais

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Newcomer and Organizational Socialization Tactics: An Interactionist Perspective

Cited by 158 publications

References 46 publications

How newcomers use role models in organizational socialization

How newcomers use role models in organizational socialization

A Longitudinal Study of Proactivity During Socialization

Socialização organizacional de pessoas com deficiência

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