Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment.

By J. Kammeyer-Mueller, Connie R. Wanberg. Journal of Applied Psychology, 2003

671 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/690373c11c57a391a181bb27807339a448828cda

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Careers: Mobility, Embeddedness, and Success (2007, neutral): “…in their research, careers research has been dominated by a few paradigms in particular: valenceinstrumentality-expectancy models (Kim & Feldman, 2000), the stress-coping paradigm (Kammeyer-Mueller & Wanberg, 2003), role theory (Eby et al., 1999), and network theory (Green & Bauer, 1995).”
Organizational socialization tactics and newcomer proactive behaviors: An integrative study (2006, background): “Although there is some evidence that individual diVerences are important (Ashford & Black, 1996; Kammeyer-Mueller & Wanberg, 2003; Wanberg & Kammeyer-Mueller, 2000), few studies have examined how the organizational context might also inXuence newcomers’ propensity to engage in proactive tactics.”
Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models (2007, background): “A joint consideration of organization-driven tactics and individual-driven proactivity should offer a more complete view of the process of learning during adjustment (Ashforth et al., 2007; Bauer et al., 1998; Kammeyer-Mueller & Wanberg, 2003).”
Perceived similarity, proactive adjustment, and organizational socialization (2011, methodology): “Perceived similarity To assess perceived similarity in age, education, race/ethnicity, gender, tenure and work style, we used a scale derived from Kirchmeyer (1995) and Harrison, Price, Gavin and Florey (2002) on the time 2 survey.”
The effects of early socialization experiences on content mastery and outcomes: A mediational approach (2006, methodology): “RPK has been shown to increase role clarity (Bauer & Green, 1994; Kammeyer-Mueller & Wanberg, 2003; Phillips, 1998) by helping new employees understand what is expected of them and where to direct their eVorts.”
Prior Occupational Experience, Anticipatory Socialization, and Employee Retention (2006, background): “…as a mediated process, whereby newcomers use information-seeking strategies and cognitive sense making to capture and incorporate organizational environments and work roles (Feldman, 1981; Kammeyer-Mueller & Wanberg, 2003; Riordan, Weatherly, Vandenberg, & Self, 2001; Saks & Ashforth, 1997, 2002).”
Unfolding the Proactive Process for Creativity (2012, background): “Research suggests that proactive personality relates positively to a number of outcomes (e.g., job performance: Crant, 1995; newcomer adjustment: Kammeyer-Mueller & Wanberg, 2003; career success: Seibert, Kraimer, & Crant, 2001).”
Navigating Uncharted Waters (2015, background): “…the role of relational resources in facilitating better adjustment of newcomers through better learning of their tasks and the work context (Kammeyer-Mueller & Wanberg, 2003; see Table S3 in the online supplemental material for a full list of socialization articles investigating constructs…”