Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods.

By T. Bauer, Todd E Bodner, B. Erdogan, D. Truxillo, Jennifer Tucker. Journal of Applied Psychology, 2007

1,453 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/afc68cf15150dbf282daaf78e228cd2ae32c9e10

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Citations in the corpus

Support, undermining, and newcomer socialization: : fitting in during the first 90 days. (2013, background): “Our choice of socialization outcomes matches that of prior research, which has identified social integration and commitment (Bauer et al., 2007; Fisher, 1986), as well as work withdrawal and remaining with an organization (Kammeyer-Mueller & Wanberg, 2003), as indications of positive newcomer…”
Affective Commitment to Organizations and Supervisors and Turnover: A Role Theory Perspective (2017, background): “This approach is consistent with the organizational socialization literature that has long established the importance of knowing and internalizing the organization’s goals and values as a basis for efficient work adjustment (Bauer et al., 2007; Jones, 1986; Miller & Jablin, 1991; Saks & Ashforth, 19”
The Way You Make Me Feel and Behave: Supervisor-Triggered Newcomer Affect and Approach-Avoidance Behavior (2012, methodology): “This possibility has also been suggested by newcomer adjustment scholars who have viewed role clarity, social adjustment, and task mastery as markers of newcomer adjustment (e.g., Ashforth et al., 2007; Bauer et al., 2007; Kammeyer-Mueller & Wanberg, 2003; Wesson & Gogus, 2005).”
Socializing to Co-Produce (2013, background): “In order to become effective organizational members, employees need be socialized to learn the knowledge, values, and behavioral patterns (Bauer et al. 2007; Chao et al. 1994; Schein 1968) of the organization.”
Getting What's New from Newcomers: Empowering Leadership, Creativity, and Adjustment in the Socialization Context (2013, positive): “Conversely, the second argument posits that efforts aimed at encouraging newcomers to uniquely approach their new roles can promote innovative role orientations and novel self-expressions, but fail to reduce uncertainty and its harmful manifestations (i.e., role ambiguity, low attachment, diminished”
Affective Commitment as a Core Essence of Organizational Commitment (2015, background): “Scholars have also theorized that commitment arises out of an individual’s investment of resources and subsequent rewards (Becker, 1960; Hrebiniak & Alutto, 1972). The transactional perspective is based on the idea that commitment is the result of economic decisions and rationale. Becker’s (1960) “s”
Team Receptivity to Newcomers: Five Decades of Evidence and Future Research Themes (2013, background): “This work primarily examines the effectiveness of organizational socialization practices (see the meta-analysis of Bauer et al., 2007), although some studies also investigated these practices at the team level (e.g. Chen, 2005; Chen, Tjosvold, Huang, & Xu, 2011).”