Newcomer Socialization research: The Importance and Application of Multilevel Theory and Communication

The Effects of LMX Differentiation on Team Performance: Investigating the Mediating Properties of Cohesion

“…Future research can mitigate the severity of this limitation by retesting the aforementioned path models with larger group samples. Although such endeavors are challenging given the general difficulty of drawing large samples of groups from their respective populations (Manata, Miller, DeAngelis, & Paik, 2016), they would provide greater confidence in the model.…”

“… 2. Formal ACD evaluations of subordinates were also available, but a decision was made to use the one-item measure of team performance instead. This decision was made (1) because a large portion of ACD evaluations were missing and (2) because there is evidence to suggest that items focused specifically at the team-level of analysis (i.e., group- vs. individual-level item referent) produce greater between-group variability (Klein, Conn, Smith, & Sorra, 2001; see also Manata et al, 2016). Notably, if the available ACD data are aggregated to the team level of analysis and used as the primary measure of team performance, the path analytic results remain the same. …”

Documenting the Interactive Effects of Project Manager and Team-Level Communication Behaviors in Integrated Project Delivery Teams

“…Many phenomena of interest in organizational studies are intrinsically multilevel, meaning that they are contextually bound with hierarchies whereby influences can be bottom-up or top-down (Klein et al, 1994;Kozlowski & Chao, 2018;Kozlowski & Klein, 2000;Rousseau, 1985). Multilevel designs enable researchers to compare among levels of analysis and provide choices for analyzing phenomena evidenced beyond a single level, leading to more holistic explanations of communication activities in organizations (e.g., Manata et al, 2016). Alternatively, ignoring differences between levels and influences on a focal unit of analysis underreports organizational complexity, removes the illuminating potential of contexts, and invites the misspecification of a study's generalizability (Klein et al, 1994).…”

The Effects of Workplace Inclusion on Employee Assimilation Outcomes

“…Specifically, socialization provides members with the organizational knowledge they need to exist within an organization and reduce anxiety that may be associated with uncertainty about their organizational environment (Morrison, 1993; Waldeck & Myers, 2007). Moreover, well socialized individuals are more satisfied, more involved and adaptable, and have a better sense of personal identity than those who are less well socialized (e.g., Bauer & Erdogan, 2014; Kramer & Miller, 2014; Manata et al, 2016; Myers & Oetzel, 2003; Wanberg, 2012).…”

“…To date, research indicates that social interaction is a vital component that facilitates organizational assimilation (Cranmer et al, 2017; Gailliard et al, 2010; Kramer & Miller, 2014; Levine & Moreland, 2006; Myers & Oetzel, 2003; Ostroff & Kozlowski, 1992; Scott & Myers, 2010). However, how social interaction facilitates assimilation outcomes remains unclear (Manata et al, 2016). In addressing this lacuna, this study investigates inclusion through social interaction as a possible facilitator of assimilation for organizational members.…”