Toward a process model of newcomer socialization: Integrating pre‐ and <scp>post‐entry</scp> factors for newcomer adjustment

Takeuchi, Tomokazu; Takeuchi, Norihiko; Jung, Yuhee

doi:10.1002/hrdq.21420

Cited by 15 publications

(9 citation statements)

References 107 publications

(180 reference statements)

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“…First, PLS‐SEM is well suited for theoretically exploring model extensions and considered an appropriate methodological choice when identifying principal drivers of target outcome variables is a primary research focus (Hair et al, 2022; Shmueli et al, 2016). In addition, for some research contexts, a large number of estimated parameters can limit analytic options for researchers conceptualizing and testing new models in HRD (see Takeuchi et al, 2020), but this is not a limitation of PLS‐SEM. Indeed, in some cases, the PLS‐SEM method may offer HRD researchers an appropriate methodological solution when complexity alone limits the application of CB‐SEM (Hair et al, 2022).…”

Section: The Pls‐sem Approachmentioning

confidence: 99%

PLS‐SEM: Prediction‐oriented solutions for HRD researchers

Legate

Hair

Chretien

et al. 2021

Human Resource Dev Quarterly

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Structural equation modeling, often referred to as SEM, is a well‐established, covariance‐based multivariate method used in Human Resource Development (HRD) quantitative research. In some research contexts, however, the rigorous assumptions associated with covariance‐based SEM (CB‐SEM) limit applications of the method. An emergent complementary SEM approach, partial least squares structural equation modeling (PLS‐SEM), is a variance‐based SEM method that provides valid solutions and overcomes several limitations associated with CB‐SEM. Despite PLS‐SEM's increasing popularity in many social sciences disciplines, the method has yet to gain traction in the field of HRD. An accessible overview of the method, including potential advantages for HRD research and extant methodological advancements, is provided in this article with the goal of encouraging productive dialogue in the field of HRD surrounding the PLS‐SEM approach. We present an emergent analytical tool for quantitative HRD research, offer practical guidelines for researchers to consider when selecting a SEM method, and clarify assessment stages and up‐to‐date evaluation criteria through an illustrative example.

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Section: The Pls‐sem Approachmentioning

confidence: 99%

PLS‐SEM: Prediction‐oriented solutions for HRD researchers

Legate

Hair

Chretien

et al. 2021

Human Resource Dev Quarterly

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“…For young employees, peer influence is increasingly important [ 8 ]. Numerous previous studies have explored the value of peer relationships in the workplace, and support from colleagues and supervisors can help employees grow rapidly [ 67 ]. This study focuses on the personal social statuses of young employees.…”

Section: Discussionmentioning

confidence: 99%

Peer Attachment and Proactive Socialization Behavior: The Moderating Role of Social Intelligence

Nie

Zheng

Huang

2022

Behavioral Sciences

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Proactive socialization involves an active attempt to integrate into an organization, which can help an individual complete the transition from student to employee. This study—conducted via a survey involving college graduates (one year after graduation)—explores the peer attachment influence mechanism on proactive socialization behaviors and the moderating effects of social intelligence. The results of the empirical analysis show that core self-evaluation has a mediating effect between peer attachment and individual proactive socialization behavior. Peer trust and peer communication can improve individual proactive socialization behavior by enhancing core self-evaluation, but peer alienation may reduce core self-evaluation and inhibit individual proactive socialization behavior in the workplace. Social intelligence has a moderating mediating role between peer attachment, core self-evaluation, and proactive socialization behavior. High social intelligence may enhance the indirect influence of peer trust and communication on proactive socialization behavior through core self-evaluation and weaken the indirect influence of peer alienation on proactive socialization behavior through core self-evaluation. In recruitment and selection, organizations can predict the proactive socialization behaviors of candidates by investigating their peer relationships, and can also strive to create a harmonious working atmosphere and relationship to help new employees integrate into the organization.

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“…Drawing on the feelings-as-information theory, COVID-19 lockdown anxiety could reduce job satisfaction because anxiety is an emotion that signals potential threats and risks in situations, and it may negatively impact newcomers' attitudes or opinions toward their new jobs. Most newcomer socialization research focuses on the impact of the organizational context factors (e.g., socialization tactics) as well as the newcomers' characteristics (e.g., proactive personality) and behaviors (e.g., information seeking) on socialization outcomes (Bauer & Erdogan, 2014;Bauer et al, 2007;Takeuchi et al, 2021). Ployhart et al (2021) suggested that research on socialization needs to move beyond these predictors to also consider situational factors like pandemic-relevant stressors.…”

Section: Introductionmentioning

confidence: 99%

COVID‐19 lockdown anxiety harms newcomers' job satisfaction: A cross‐lagged panel analysis during snap lockdowns in China

Liu

Zheng

English

et al. 2023

Social & Personality Psych

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The COVID‐19 pandemic may have been a difficult time to join a new organization. Drawing on the feelings‐as‐information theory, this study explores how COVID‐19 lockdown anxiety influenced newcomers' job satisfaction during their first few months of work. We tested 357 new employees working in 84 cities across China. We conducted a longitudinal study, and participants were invited to complete the same survey at two time points. Cross‐lagged panel analysis was conducted to test our hypotheses. We confirmed that COVID‐19 lockdown anxiety at Time 1 predicted less job satisfaction at Time 2, whereas the data did not support the idea of reverse causality. These findings suggest public health crises like the pandemic can impact newcomers' job satisfaction, especially during China's Zero‐Covid Policy.

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Toward a process model of newcomer socialization: Integrating pre‐ and post‐entry factors for newcomer adjustment

Cited by 15 publications

References 107 publications

PLS‐SEM: Prediction‐oriented solutions for HRD researchers

PLS‐SEM: Prediction‐oriented solutions for HRD researchers

Peer Attachment and Proactive Socialization Behavior: The Moderating Role of Social Intelligence

COVID‐19 lockdown anxiety harms newcomers' job satisfaction: A cross‐lagged panel analysis during snap lockdowns in China

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