Breaking Them in or Eliciting Their Best? Reframing Socialization around Newcomers’ Authentic Self-expression

By Daniel M. Cable, Francesca Gino, Bradley R. Staats. 2013

342 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/42a46d4060b230efc8ed7714bd20bdb4d0f985e7

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In Communication

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “…particular occupational roles in customer service (e.g., Ashforth and Humphrey, 1993; Erickson and Wharton, 1997; Ashforth and Tomiuk, 2000; Yagil and Medler-Liraz, 2013) and call centers (Cable, Gino, and Staats, 2013), as well as when enacting leader and follower roles (Gardner et al., 2005).”
Resolution, Relief, and Resignation: A Qualitative Study of Responses to Misfit at Work (2017, positive): “This may resolve their feelings of misfit, in the same way that encouraging authentic self-expression in new-comers improves retention (Cable et al., 2013).”
Identity work in organizations and occupations: Definitions, theories, and pathways forward (2018, background): “Shifting focus toward outcomes may mean relying on quantitative measures that can best measure outcomes of interest and possibly even experimental approaches that make salient certain types of identities (Cable et al., 2013) allowing researchers to induce particular forms of identity work.”
Promoting positive outcomes through strengths interventions: A literature review (2017, background): “Similarly, Cable et al. (2015, Study 3) found that a strengths-focus during socialization helped employees to maintain a positive perception of their employment relationships (in terms of a relational psychological contract), which, in turn, predicted turnover intention. Third, Cable et al. (2013) f”
The Energizing Nature of Work Engagement: Toward a New Need-Based Theory of Work Motivation (2017, background): “Cable, Gino, and Staats (2013) provided a vivid example of the way in which onboarding processes provide an early experience that serves to repress employees’ sense of authenticity.”
Past, Present and Future Research on Multiple Identities: Toward an Intrapersonal Network Approach (2014, background): “” Caza and Wilson (2009) describe how multiple work identities allow one to fulfill numerous work demands; for instance, in the words of one construction engineer, “I have a lot more room to maneuver when I can be both an engineer and a designer at the same time” (p.”
Living the good life: A meta-analysis of authenticity, well-being and engagement (2020, methodology): “Authenticity is associated with higher performance and job satisfaction (van den Bosch & Taris, 2014a) and has a range of positive effects, including commitment, performance and lower turnover (Cable et al., 2013).”