Organizational socialization and positive organizational behaviour: implications for theory, research, and practice

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Psychological Capital (2014, background): “This perspective is supported by Saks and Gruman (2011) who propose that social support as a socialization resource enhances components of PsyCap.”
Positive psychology at work: A conceptual review, state-of-practice assessment, and a look ahead (2013, background): “In turn, managers can utilize PsyCap to enhance other workplace programs such as stress management programs (Avey, Luthans, & Jensen, 2009) and organizational socialization programs for newcomers (Saks & Gruman, 2011).”
The effects of work social support and career adaptability on career satisfaction and turnover intentions (2016, background): “Social support emerging from coworkers and supervisors refers to ‘an interpersonal transaction that involves emotional concern, instrumental aid, information, or appraisal’ (Carlson & Perrewé, 1999, p. 514) and is potentially the most important socialization source (Saks & Gruman, 2011).”
Psychological capital: A review and synthesis (2014, background): “For example, as PsyCap provides individuals with the confidence to build the social networks needed for access to advice and support (Saks & Gruman, 2011), organizational newcomers might benefit more from having higher levels of PsyCap those with longer tenure who already have access to social…”