Newcomers' organizational socialization: A systemic literature review

Yu, Lu; Ren, Hong; Singh, Romila
A icle
Newcome s' o ganiza ional socializa ion: A sys emic
li e a u e e iew
In e na ional Jou nal o Managemen , Economics and Social Sciences (IJMESS)
P o ided in Coope a ion wi h:
In e na ional Jou nal o Managemen , Economics and Social Sciences (IJMESS)
Sugges ed Ci a ion: Yu, Lu; Ren, Hong; Singh, Romila (2025) : Newcome s' o ganiza ional
socializa ion: A sys emic li e a u e e iew, In e na ional Jou nal o Managemen , Economics and
Social Sciences (IJMESS), ISSN 2304-1366, IJMESS In e na ional Publishe s, Je sey Ci y, NJ, Vol. 14,
Iss. 1/2, pp. 23-53,
h ps://doi.o g/10.32327/IJMESS/14.1-2.2025.2
This Ve sion is a ailable a :
h ps://hdl.handle.ne /10419/314800
S anda d-Nu zungsbedingungen:
Die Dokumen e au EconS o dü en zu eigenen wissenscha lichen
Zwecken und zum P i a geb auch gespeiche und kopie we den.
Sie dü en die Dokumen e nich ü ö en liche ode komme zielle
Zwecke e iel äl igen, ö en lich auss ellen, ö en lich zugänglich
machen, e eiben ode ande wei ig nu zen.
So e n die Ve asse die Dokumen e un e Open-Con en -Lizenzen
(insbesonde e CC-Lizenzen) zu Ve ügung ges ell haben soll en,
gel en abweichend on diesen Nu zungsbedingungen die in de do
genann en Lizenz gewäh en Nu zungs ech e.
Te ms o use:
Documen s in EconS o may be sa ed and copied o you pe sonal
and schola ly pu poses.
You a e no o copy documen s o public o comme cial pu poses, o
exhibi he documen s publicly, o make hem publicly a ailable on he
in e ne , o o dis ibu e o o he wise use he documen s in public.
I he documen s ha e been made a ailable unde an Open Con en
Licence (especially C ea i e Commons Licences), you may exe cise
u he usage igh s as speci ied in he indica ed licence.
h ps://c ea i ecommons.o g/licenses/by-nc/4.0/
23
In e na ional Jou nal o Managemen , Economics and Social Sciences
2025, Vol. 14(1-2), pp. 23 – 53.
ISSN 2304 – 1366
h ps://www.ijmess.com
Newcome s’ O ganiza ional Socializa ion: A
Sys emic Li e a u e Re iew
*Lu Yu1
Hong Ren2
Romila Singh2
1 College o Business, Missou i S a e Uni e si y, Sp ing ield, Missou i, USA
2 Luba College o Business, Uni e si y o Wisconsin-Milwaukee, Milwaukee, Wisconsin, USA
This pape sys ema ically e iews esea ch on o ganiza ional
socializa ion by examining en key heo ies wi hin ou majo
pe spec i es: Unce ain y Reduc ion, Iden i y A ilia ion, Social
Exchange, and Resou ce. We aim o add ess h ee main esea ch
ques ions: (1) Wha mo i a es indi iduals o engage in p oac i e
socializa ion? (2) Wha mechanisms acili a e e ec i e
socializa ion? and (3) Wha esou ces a e essen ial o success ul
newcome in eg a ion? A mul i-da abase sea ch was conduc ed ac oss
Web o Science and PsycINFO, co e ing pee - e iewed empi ical
a icles published since 2000. A o al o 112 sou ces we e
included in he sys ema ic e iew. The indings demons a e how
hese heo ies ha e e ol ed o inco po a e he g owing in luence
o echnology, di e si y, and emo e wo k, wi h signi ican
adap a ions o add ess o ganiza ional changes. The pape concludes
by discussing he heo e ical and p ac ical implica ions o hese
de elopmen s, o e ing insigh s on how o ganiza ions can e ine
hei socializa ion s a egies o be e suppo newcome s in
oday’s dynamic wo k en i onmen s.
Keywo ds: O ganiza ional socializa ion, unce ain y educ ion,
iden i y a ilia ion, social exchange, esou ce
pe spec i e
JEL: M10, M12, M14
O ganiza ional socializa ion is a c i ical p ocess ha enables newcome s o app op ia ely in eg a e in o
he o ganiza ion's cul u e, no ms, and wo k en i onmen , which is essen ial o bo h indi idual and
in e nal success. I is linked o se e al key ou comes such as employee e en ion, pe o mance, and
goal achie emen (Van Maanen
e al
., 1979). T adi ionally, his p ocess has been examined h ough
es ablished heo ies like Unce ain y Reduc ion (Be ge and Calab ese, 1974), Social Iden i y (Taj el and
Tu ne , 1985), and Social Exchange (Eme son, 1976), which ha e guided ou unde s anding o how
newcome s acqui e knowledge, o m connec ions, and adap (Chao
e al
., 1994). Howe e , shi s in he
mode n wo kplace—including he p e alence o emo e wo k, g ea e di e si y, apid echnological
adop ion, and inc easingly lexible o ganiza ional s uc u es—in oduce challenges o he applicabili y o
hese es ablished heo ies (Ri z
e al
., 2023). Al hough pas esea ch o e s aluable insigh s in o
indi idual ace s o socializa ion, much o i emains con ined o single heo e ical amewo ks a he
han o e ing an in eg a ed app oach ha cap u es he complex eali ies o con empo a y o ganiza ional
se ings (Haa e
e al
., 2023). Consequen ly, ee alua ing and syn hesizing exis ing amewo ks is essen-
DOI:10.32327/IJMESS
.
1
4
.
1
-
2
.202
5
.
2
Manusc ip ecei ed Sep embe 11, 2024; e ised Janua y 9, 2024
; accep ed
Janua y 27, 2025. © The Au ho (s); CC BY-NC; Licensee IJMESS
Publishe : UCHPRO & Na ional D.B.A Socie y, USA
*Co esponding au ho : LuYu@missou is a e.edu
In e na ional Jou nal o Managemen , Economics and Social Sciences
24
ial o ensu e hei ele ance and u ili y in oday’s con ex s.
To add ess hese gaps, his sys ema ic e iew examines cu en o ganiza ional socializa ion li e a u e
h ough en key heo e ical pe spec i es. I explo es h ee p ima y esea ch ques ions in o med by
iden i ied limi a ions in p e ious s udies. Fi s , i conside s wha mo i a es newcome s o engage
p oac i ely in con empo a y, o en emo e o di e se wo k se ings, whe e adi ional d i e s o
socializa ion may no longe apply. Second, i in es iga es he mechanisms ha suppo socializa ion in
inc easingly i ual and luid o ganiza ional s uc u es, whe e es ablished hie a chies and in e ac ion
pa e ns di e om con en ional no ms. Thi d, i iden i ies he c i ical esou ces necessa y o e ec i e
socializa ion and how o ganiza ions can bes p o ide hem, pa icula ly when in o mal lea ning and di ec
guidance a e limi ed. By answe ing hese ques ions, his e iew in eg a es mul iple heo e ical
amewo ks wi h oday’s o ganiza ional challenges, o e ing bo h academic and manage ial insigh s.
These con ibu ions guide u u e esea ch and in o m p ac ical s a egies ha ensu e o ganiza ional
socializa ion heo ies emain ele an and e ec i e in e ol ing wo kplace en i onmen s.
METHODOLOGY
This s udy employed a sys ema ic li e a u e e iew using he P e e ed Repo ing I ems o Sys ema ic
e iews and Me a-Analyses (PRISMA) sys ema ic mapping echnique o analyze he exis ing li e a u e on
o ganiza ional socializa ion, ollowing he guidelines o Ki chenham
e al.
(2009). The app oach p o ides
an o e iew o he esea ch landscape by e alua ing he quali y and quan i y o e idence.
A well-de ined sea ch s a egy was used o iden i y ele an a icles om wo majo da abases—Web
o Science and PsycINFO—chosen o hei comp ehensi e co e age o pee - e iewed jou nals in
managemen , psychology, and o ganiza ional beha io . Sea ch s ings combined keywo ds like
“o ganiza ional socializa ion,” “onboa ding,” and “newcome adjus men ,” which we e e ined o
ele ance (see Table 1). The sea ch ocused on publica ions om 2000 o 2024 o include bo h his o ical
and con empo a y s udies. The inclusion and exclusion c i e ia o sc eening a icles a e ou lined in Table
2. Empi ical s udies published in English, wi h di ec implica ions o o ganiza ional socializa ion, and
suppo ed by a clea heo e ical amewo k we e included. S udies such as li e a u e e iews, concep ual
pape s, and hose wi hou empi ical da a o heo e ical g ounding we e excluded.
The ini ial da abase sea ch yielded 3,331 a icles (1,837 om Web o Science and 1,494 om
P elimina y S ings Selec ed S ings
O ganiza ional socializa ion, onboa ding, newcome adjus men O ganiza ional socializa ion, onboa ding, newcome adjus men ,
o ganiza ional en y, employee socializa ion
Sou ce: Au ho s’ p esen a ion
Table 1. Sea ch S ings
Yu e al.
25
Inclusion C i e ia Exclusion C i e ia
1. Empi ical esea ch in ol ing p ima y da a collec ion Non-empi ical esea ch such as li e a u e e iews, concep ual pape s, book
chap e s, me a-analyses, magazine a icles, esea ch epo s, media commen s, o
sho pape s
2. Published in English A icles no published in English, ex ended abs ac s, con e ence p oceedings, o
a icles unde e iew
3. Explici ocus on o ganiza ional socializa ion S udies ha a e un ela ed o o ganiza ional socializa ion o ocusing on speci ic
socializa ion beha io s o ac ics wi hou di ec implica ions o o e all
o ganiza ional socializa ion expe ience
4. Clea a icula ion o an o e a ching heo e ical
amewo k
Lack o heo e ical g ounding o concep ual cla i y
Sou ce: Au ho s’ p esen a ion
Table 2. Inclusion and Exclusion C i e ia
PsycINFO). A e emo ing 1,118 duplica es, 2,213 a icles we e sc eened, and 1,638 we e excluded
based on ele ance. A o al o 575 a icles ad anced o ull- ex sc eening, and a e u he exclusions,
153 a icles we e included in he inal e iew. Da a ex ac ion ocused on key indings and heo e ical
amewo ks, wi h a icles ca ego ized in o ou main pe spec i es: Unce ain y Reduc ion, Iden i y
A ilia ion, Social Exchange, and Resou ce Pe spec i es. This ca ego iza ion was done h ough manual
coding wi h eliabili y checks, wi h he esul s p o ided in he Appendix-II (please ead supplemen a y
ile).
The a icles included in his e iew we e selec ed based on hei alignmen wi h he heo e ical
amewo k and he s eng h o hei empi ical suppo . Gi en he na u e o his s udy as a sys ema ic
li e a u e e iew, adi ional s a is ical e ec measu es (such as isk a ios o mean di e ences) we e no
applicable. Ins ead, he syn hesis o indings was based on quali a i e ca ego iza ion, g ouping s udies
by hei heo e ical amewo ks. This app oach enabled a comp ehensi e syn hesis o key hemes,
ends, and heo e ical pe spec i es ele an o o ganiza ional socializa ion.
A holis ic mapping app oach was used o o ganize he li e a u e, iden i ying key hemes, ends, and
esea ch gaps in o ganiza ional socializa ion. The PRISMA low diag am (Figu e 1) illus a es he selec ion
p ocess. Adhe ing o PRISMA guidelines (PRISMA checklis , Appendix-I), he e iew employed well-
es ablished da abases o ensu e a igo ous and anspa en p ocess, wi h he mapping echnique
acili a ing he iden i ica ion o bo h ounda ional and eme ging a eas in he ield, highligh ing a enues
o u u e esea ch.
RESULTS
This sec ion syn hesizes signi ican con ibu ions o en key heo ies in o ganiza ional socializa ion,
ca ego ized in o ou pe spec i es—Unce ain y Reduc ion, Iden i y A ilia ion, Social Exchange, and
Resou ce Pe spec i e. These pe spec i es collec i ely demons a e mo i a ions, mechanisms, and
esou ces in ol ed in o ganiza ional socializa ion in con empo a y wo kplaces.
In e na ional Jou nal o Managemen , Economics and Social Sciences
26
Sou ce: Au ho s’ p esen a ion
Figu e 1. PRISMA Flow Diag am
Unce ain y Reduc ion
The Unce ain y Reduc ion Theo y (URT) unde sco es newcome s’ need o mi iga e ask- ela ed and
social ambigui ies o achie e s abili y and com o (Be ge and Calab ese, 1974). Ka z (1980) illus a es
how unce ain y uels in o ma ion-seeking in ea ly socializa ion s ages, while e ec i e ac ics such as
s a egic HR p ac ices bols e newcome adjus men , ole cla i y, and us (Peng
e al
., 2023).
Men o ship and leade ship a e ins umen al in educing ole ambigui y (B unsdon and Cu ne -Smi h,
2023), suppo ing p o essional con idence (Schu h
e al
., 2023), and shaping mig an newcome s’
expe iences in suppo i e co po a e cul u es (G osskop
e al
., 2022). In emo e o i ual con ex s,
supe iso suppo and in o mal connec ions alle ia e anxie y and imp o e in eg a ion (Cai
e al
., 2023;
Coppe
e al
., 2023), while pe sonal unce ain y a oidance s a egies in luence o ganiza ional i and
u no e in en ions (Cai
e al
., 2020). A i icial In elligence (AI) based onboa ding pla o ms u he
diminish ambigui y (Ri z
e al
., 2023), ein o cing he impo ance o s uc u ed onboa ding, consis en
men o ship, and eedback loops o success ul adjus men (Coope -Thomas and Bu ke, 2012).
Unce ain y educ ion co ela es wi h highe ask mas e y, ole cla i y, job pe o mance, and commi men
(Ash o h
e al
., 2007; Saks
e al
., 2007), aided by s anda dized oles ha enhance bo h mas e y and
Cla i y (Hsiung and Hsieh, 2003). Addi ionally, acqui ing in o ma ion media es ela ionships be ween

Yu e al.
27
socializa ion ac ics and newcome a i udes, expedi ing lea ning p ocesses (Coope -Thomas and
Ande son, 2006).
Iden i y A ilia ion
The iden i y a ilia ion pe spec i e, essen ial o o ganiza ional socializa ion, unde sco es p oac i e
socializa ion mo i a ion among new employees. G ounded in he Need- o-Belong and Social Iden i y
Theo y (SIT), i s esses he inhe en human desi e o be pa o social g oups, in luencing newcome s’
p oac i e beha io s. These heo ies collec i ely highligh how iden i y a ilia ion d i es newcome s o
ac i ely engage in socializa ion, aiming o become in eg al o hei new wo k en i onmen .
- Need- o-Belong Theo y
O iginally g ounded in Maslow’s (1943) amewo k and expanded by Baumeis e and Lea y (1995), he
Need- o-Belong Theo y posi s ha humans inhe en ly seek accep ance wi hin social g oups. In
o ganiza ional con ex s, his need d i es iden i y o ma ion, commi men , job sa is ac ion, and p oac i e
beha io s (Wanbe g, 2012). Digi al en i onmen s simila ly ul ill—and some imes complica e— his
mo i a ion, as newcome s use social media, sma phones, and online ne wo ks o connec bu isk
os acism when excluded (Haldo ai
e al
., 2020; James
e al
., 2017; Kim
e al
., 2016; Ya be y and
Sims, 2021).
- Social Iden i y Theo y (SIT)
Social Iden i y Theo y (SIT) (Taj el and Tu ne , 1985) u he cla i ies how iden i ying wi h a o able g oups
boos s sel -es eem (Hogg and Te y, 2001), educes unce ain y (Hayashi, 2013), and os e s ole cla i y
and pe o mance (Kammeye -Muelle , Schilpzand,
e al
., 2012; Smi h
e al
., 2017). O ganiza ional
alues, leade ship s yles, and locus o con ol shape how newcome s o m hese iden i ies (Çiçek, 2023;
Lee, 2013), while balancing indi iduali y and con o mi y eme ges as c i ical in specialized se ings
(Benson
e al
., 2016). Recen s udies emphasize he signi icance o inclusi e leade ship o di e se
newcome s (Dai and Fang, 2023), c oss-cul u al iden i y nego ia ions (Omano ić and Langley, 2023),
and s ong eam iden i ica ion o suppo disabled employees (Sanclemen e
e al
., 2024). Men o ship
and pee ela ionships ease disc imina ion-based challenges (Ka am
e al
., 2023) and os e
p o essional socializa ion in spo s (Vasquez and Wallhead, 2023), wi h di e si y and inclusion ini ia i es
enhancing social in eg a ion (Sial
e al
., 2023). No all iden i y exp essions accele a e socializa ion, as
newcome s’ online con e sa ional s a egies may no yield immedia e accep ance (Bu ke
e al
., 2010),
ye highligh ing au hen ic sel -exp ession a he han solely o ganiza ional iden i y can imp o e e en ion
and pe o mance (Cable
e al
., 2013). Expe ienced newcome s who adap pe sonal iden i ies o en
in eg a e mo e smoo hly (Beye and Hannah, 2002), and mul iple ole models u he en ich pe sonal
In e na ional Jou nal o Managemen , Economics and Social Sciences
28
and p o essional iden i y o ma ion (Fils ad, 2004), unde sco ing he b oad in luence o iden i y a ilia ion
on o ganiza ional socializa ion.
Social Exchange Theo y (SET)
Social Exchange Theo y (SET), oo ed in Eme son (1976), examines how bo h angible and in angible
exchanges shape o ganiza ional ela ionships. I s ecip ocal na u e (Homans, 1958) highligh s ha
posi i e exchanges—such as suppo i e leade ship and men o ing— os e bene icial ou comes, whe eas
nega i e ones (e.g., inci ili y) can hinde u u e in e ac ions. This p inciple is cen al o unde s anding
how con ex ual ac o s a ec newcome s’ in eg a ion and pe o mance (Jokisaa i, 2013; Ni adka ,
2020), as also no ed in Unce ain y Reduc ion and Iden i y A ilia ion pe spec i es. Resea ch shows ha
o ganiza ional and supe iso y suppo ele a es job sa is ac ion, commi men , and knowledge
acquisi ion (Ba anik
e al
., 2010; Caesens
e al
., 2016; Pe o
e al
., 2014), while inci ili y con ibu es o
lea ning di icul ies and u no e (Ghosh
e al
., 2013). Leade ship and socializa ion ac ics likewise
imp o e ela ionship building, lea ning, and adjus men (Ko e, 2010).
SET’s b oade applica ions e eal ha social iden i ica ion and us a ec u no e in en ions,
inno a ion, and knowledge sha ing (A anzi
e al
., 2014; Pa k
e al
., 2015; Schaub oeck
e al
., 2013).
Mo e ecen wo k explo es how leade ship in luences newcome s’ psychological s a es (F ögéli
e al
.,
2023) and how social exchange media es ansi ion shock o newly g adua ed nu ses (Li
e al
., 2023).
Socializa ion suppo s o ganiza ional ci izenship beha io s (Adil
e al
., 2023), os e s ole cla i y and
emo ional a achmen (Sial
e al
., 2023), p omo es well-being in i ual se ings (Woo
e al
., 2023), and
d i es e ec i e communica ion and knowledge sha ing ia social media (Ghosh
e al
., 2023). Voca ional
aining coupled wi h aine suppo can s abilize iden i ica ion and engagemen (Maué
e al
., 2023).
Resea ch u he indica es ha socializa ion ac ics bols e newcome embeddedness, educe u no e ,
and shape eam-based ou comes h ough ecip ocal ela ionships (Allen, 2006; Allen and Shanock,
2013; Chang
e al
., 2009; Chen and Klimoski, 2003; Chen
e al
., 2011; Chong
e al
., 2021). P oac i e
newcome beha io s also h i e on ecip ocal suppo om coaches, pee s, and o ganiza ions,
s eng hening assimila ion, commi men , and sa is ac ion (C anme , 2018; C anme
e al
., 2017).
- Psychological Con ac Pe spec i e
The psychological con ac , an e ol ing implici ag eemen be ween newcome s and o ganiza ions
(Rousseau, 1989), ex ends beyond ea ly socializa ion s ages (Delobbe
e al
., 2016) and in luences
p oac i e beha io s, ole cla i y, and s ess managemen (Wood ow and Gues , 2017). Ful illing his
con ac imp o es enu e and adjus men (Buckley
e al
., 2002). Recen s udies illumina e i s complexi y:
o ganiza ional socializa ion ac ics shape con ac o ma ion, in luencing job sa is ac ion and commi -
Yu e al.
29
men (Kim and Moon, 2021; Manu i
e al
., 2016). Con ac ul illmen pa ially media es ela ionships
be ween socializa ion ac ics and a achmen - ela ed ou comes, while b each can shi o ganiza ional
iden i ica ion and ele a e u no e in en ions (DeBode
e al
., 2017; Ta acha i, 2014).
A ec i e commi men also media es he link be ween b each, u no e in en ions, and emo ional
exhaus ion (Lapoin e
e al
., 2013). Knowledge sha ing, balanced employmen ela ionships, and social
bene i s u he shape newcome s’ con ac pe cep ions o e ime (A aniba
e al
., 2022; Jiang
e al
.,
2022; Payne
e al
., 2015). Technology use, pa onage, and suppo i e socializa ion p edic con ac
ul illmen , mi iga e job s ess, and enhance o ganiza ional commi men (Aud in and Aud in, 2023; Lee
and Wei, 2021).
Resou ce Pe spec i e
The esou ce-based pe spec i e in o ganiza ional socializa ion emphasizes he oles o pe sonal, social,
and o ganiza ional esou ces in aiding newcome s’ adjus men . I includes he pe sonal capi al
app oach, s essing indi idual esou ces in p oac i e socializa ion, and conside s he impac s o
o ganiza ional inside s (social ne wo k heo y) and he o ganiza ion i sel (social esou ces heo y).
Theo ies like Conse a ion o Resou ces (COR), Pe son-En i onmen i (P-E i ), and A ac ion-
Simila i y-A i ion (ASA) model u he in eg a e hese esou ces, highligh ing he impo ance o aligning
indi idual a ibu es wi h o ganiza ional needs, showing how esou ce exchange and conse a ion
imp o e newcome s’ i pe cep ion and socializa ion ou comes.
- The Pe sonal Capi al App oach
The Pe sonal Capi al App oach (Lu hans and Yousse , 2004) unde sco es how human, social,
psychological (PsyCap), and cul u al capi al collec i ely shape newcome s’ p oac i e socializa ion.
Human capi al—knowledge and expe ise—a ec s he success o socializa ion ac ics, wi h ac o s such
as wo k expe ience and cogni i e abili y in luencing p oac i e beha io s (Ba is ič, 2018; Kim
e al
., 2005).
Technological capabili ies also play a ole: Zheng
e al
. (2023) highligh AI- ocused collabo a ion ools
ha acili a e newcome in eg a ion. Social capi al, ou lined by Nahapie and Ghoshal (1998), suppo s
lea ning, ca ee de elopmen , ole cla i y, and o ganiza ional commi men (Baue
e al
., 2007; Fang
e
al
., 2011; Mo ison, 2002), while PsyCap—including hope, op imism, esilience, and sel -e icacy—
p omo es posi i e job a i udes, pe o mance, and lowe u no e (Kašpá ko á
e al
., 2018; Lu hans,
2002; Lu hans and Yousse , 2007; Saks and G uman, 2012; Seligman, 1998; Snyde , 2000; Song and
Cha ho h, 2010). Recen indings show ha inclusi e leade ship s eng hens newcome s’ psychological
esou ces (Dai and Fang, 2023) and ha pe cei ed o ganiza ional suppo os e s PsyCap, in luencing
e en ion and engagemen (Song
e al
., 2023; Zhou
e al
., 2022). Cul u al capi al, ela ed o amilia i y
In e na ional Jou nal o Managemen , Economics and Social Sciences
30
wi h o ganiza ional no ms, also shapes accep ance and i (Baue and E dogan, 2014).
In suppo o b oade esou ce pe spec i es, e idence indica es ha esou ce exchange in i ual
g oups os e s cogni i e discussions and knowledge access (Ahuja and Gal in, 2003; Bo ga i and
C oss, 2003), while employmen ype, men o ing, and eedback seeking a ec newcome p oac i i y,
e en ion, and sa is ac ion (Benzinge , 2016; Finkels ein
e al
., 2003; Fu
e al
., 2005). S uc u ed o
in o mal p ocesses—such as empowe men , au onomy suppo , and coaching— u he ein o ce ole
cla i y, emo ional engagemen , and adap a ion (Chen, 2005; Chen
e al
., 2011; Chong
e al
., 2021;
Cousins
e al
., 2006; G uman
e al
., 2006; Jia
e al
., 2021; Lapoin e and Vandenbe ghe, 2018; Liu
e
al
., 2021). P e-en y wo k expe ience, cul u al o ien a ion, olun ee ing s ages, o na ional con ex s also
shape socializa ion ou comes, as hey enhance i , commi men , and success (Ca
e al
., 2006; Fan
and Wanous, 2008; Ha and Mille , 2005; Haski-Le en hal and Ba gal, 2008; He
e al
., 2020; Hooghe,
2005; Hsiung and Hsieh, 2003; Ko e, 2010; Kow ha, 2018). Mul iple ole models, ailo ed policies, and
cu iosi y suppo complex socializa ion (Fils ad, 2004; Ga dne , 2008; Gómez, 2009; Ha ison
e al
.,
2011), while pe cei ed simila i y, P-O i , us , and empowe men eme ge as key ela ional mechanisms
(Jokisaa i and Nu mi, 2009; Kammeye -Muelle , Simon,
e al
., 2012; Kammeye -Muelle , Schilpzand,
e al
., 2012; Kho amabad, 2021; Kjeldsen and Jacobsen, 2013; Klein
e al
., 2006; Li i
e al
., 2018;
Ni adka , 2020; Zou
e al
., 2015). Al oge he , hese esou ce-o ien ed cons uc s s eng hen o
complemen he mo e gene al p inciples o unce ain y educ ion, iden i y a ilia ion, and social
exchange, unde sco ing how pe sonal capi al and suppo i e ne wo ks d i e e ec i e newcome
socializa ion.
- The Social Ne wo k App oach
The social ne wo k app oach highligh s how in e pe sonal ies shape job comp ehension, esou ce
exchange, and in eg a ion (Fang
e al
., 2017; Tichy
e al
., 1979), wi h ne wo k size, densi y, ange, and
s a us signi ican ly a ec ing socializa ion ou comes (Ha make , 2015). S ong, di e se ne wo ks
enhance ask mas e y and commi men (Mo ison, 2002), while highe ne wo k s a us and size acili a e
adjus men (Fang
e al
., 2011). S uc u al and ela ional embeddedness (G ano e e , 1992) join ly
in luence knowledge and ole cla i y: weak ies can boos c ea i i y (Zhou
e al
., 2009), s ong ies
ancho ed in us suppo mas e y (K ackha d
e al
., 2003), and b oke age posi ions in spa se ne wo ks
os e pe o mance (Bu , 2004). Cen al ad ice ne wo ks co ela e wi h be e job ou comes, al hough
ne wo k concen a ion may impede g oup pe o mance (Spa owe
e al
., 2001). Rela ional ies u he
p o ide social suppo and acili a e c i ical in o ma ion exchange, s eng hening adjus men h ough
a i ude con e gence (Cascia o and Lobo, 2008; Hansen
e al
., 2005, Jokisaa i and Nu mi, 2012; Well-
Yu e al.
37
wi h he emo ional and in o ma ional esou ces hey need o adjus and h i e. P-E i Theo y u he
emphasizes he impo ance o ma ching indi idual skills wi h o ganiza ional needs o acili a e e ec i e
in eg a ion. Finally, he indings e eal esou ces c i ical o e ec i e socializa ion, as explained by he
Resou ce Pe spec i e. S uc u ed onboa ding p og ams, access o men o ing, and he de elopmen o
PsyCap all con ibu e o imp o ed ole cla i y and newcome engagemen . Addi ionally, ha ing access
o a di e se social ne wo k acili a es c ea i i y and p oblem-sol ing, u he en iching he socializa ion
expe ience h ough dynamic knowledge sha ing and collabo a i e lea ning.
CONCLUSION
This sys ema ic e iew p o ides a comp ehensi e unde s anding o o ganiza ional socializa ion by
add essing h ee key esea ch ques ions. Fi s , he mo i a ion o p oac i e socializa ion is la gely d i en
by newcome s’ need o educe unce ain y and es ablish a sense o belonging. Theo ies such as URT
and Iden i y A ilia ion e eal ha newcome s ac i ely seek in o ma ion and align hemsel es wi h social
g oups o achie e cla i y and inclusion wi hin hei new en i onmen s. Second, he e iew iden i ies
a ious mechanisms ha acili a e socializa ion in mode n o ganiza ions. The social exchange
pe spec i e unde sco es he impo ance o ecip ocal ela ionships, whe e suppo om supe iso s and
colleagues aids in newcome adjus men . The iden i y a ilia ion pe spec i e shows how o ming social
iden i ies wi hin a new o ganiza ion os e s a sense o belonging and iden i y, p omo ing he alignmen
be ween newcome s and o ganiza ional cul u e. Thi d, esou ces play a c i ical ole in e ec i e
socializa ion. Pe sonal capi al, social ne wo ks, and digi al ools a e essen ial in enabling newcome s o
adap o he challenges o hei oles. The alignmen be ween indi idual a ibu es and o ganiza ional
esou ces, as highligh ed by heo ies such as P-E i and COR, leads o imp o ed job sa is ac ion,
commi men , and success ul in eg a ion.
IMPLICATIONS
- Theo e ical Implica ions
This e iew ad ances heo e ical unde s anding in o ganiza ional socializa ion by o e ing speci ic
con ibu ions ac oss ou majo pe spec i es: Unce ain y Reduc ion, Iden i y A ilia ion, Social
Exchange, and Resou ce. Each pe spec i e is econside ed in ligh o echnological ad ancemen s,
emo e wo k dynamics, and he ise o AI-assis ed sys ems, esul ing in signi ican heo e ical
expansions.
The Unce ain y Reduc ion Pe spec i e has adi ionally emphasized in e pe sonal in e ac ions, such
as supe iso suppo and pee men o ing, as cen al o educing newcome s’ ambigui y. Howe e , he

In e na ional Jou nal o Managemen , Economics and Social Sciences
38
inc easing eliance on digi al pla o ms in mode n wo kplaces calls o a b oade concep ualiza ion (e.g.,
S o be g
e al
., 2021). We p opose a dual-laye model o unce ain y educ ion ha includes bo h
in e pe sonal and echnological mechanisms. While in e pe sonal unce ain y educ ion con inues o ely
on social in e ac ions, echnological unce ain y educ ion occu s h ough AI-d i en sys ems ha p o ide
eal- ime eedback, au oma ed onboa ding p ocesses, and ole-speci ic guidance. This sugges s ha
unce ain y managemen is no longe con ined o human in e ac ions bu includes a pa allel p ocess
acili a ed by digi al ools. No ably, his dual-laye app oach may be mo e salien in hyb id o ully emo e
o ganiza ions, whe e newcome s mus na iga e a mix o ace- o- ace guidance and asynch onous
digi al suppo . In adi ional, p edominan ly on-si e wo kplaces, he echnological laye may supplemen
a he han ans o m he es ablished in e pe sonal p ocesses. Fu u e esea ch could explo e how hese
wo laye s in e sec and whe he hey ope a e independen ly o ein o ce each o he du ing he
onboa ding p ocess.
In addi ion o e aming unce ain y educ ion, we sugges ha iden i y a ilia ion ex ends beyond
adi ional, in-pe son ela ionships. In con empo a y o ganiza ions, iden i y o ma ion inc easingly occu s
in bo h physical and digi al wo kspaces (e.g., Hi s and Humph eys, 2020). We in oduce he concep
o digi al iden i y a ilia ion, whe e newcome s simul aneously cons uc o ganiza ional iden i ies h ough
adi ional eam in e ac ions and i ual pla o ms. This hyb id iden i y o ma ion e lec s he blending o
online and o line expe iences, eshaping how newcome s pe cei e hei oles and in eg a e in o
wo kplace cul u es. Addi ionally, he ise o AI-powe ed suppo sys ems sugges s ha indi iduals migh
de elop a achmen bonds wi h non-human agen s, such as cha bo s and i ual assis an s, u he
expanding he bounda ies o iden i y o ma ion (e.g., Xie and Pen ina, 2022). Howe e , he ex en o
which digi al iden i y a ilia ion akes hold may depend on newcome s’ digi al li e acy, p e ious i ual
eam expe ience, and he o ganiza ional eliance on i ual communica ion. Fo ins ance, employees
who a e ea ly-ca ee p o essionals, in e na ional hi es acing cul u al o linguis ic ba ie s, o hose in
p ojec -based oles may ind digi al iden i y o ma ion pa icula ly aluable, as i g an s hem apid,
lexible access o di e se in o ma ional and social esou ces. In mo e adi ional o egula ed se ings,
digi al iden i y a ilia ion may se e as a complemen a y a he han dominan pa hway o belonging. This
pe spec i e unde sco es he need o iden i y a ilia ion o accoun o bo h human and echnological
ac o s in shaping social belonging and ole iden i y in digi al wo kplaces.
This econ igu a ion o unce ain y educ ion and iden i y o ma ion also undamen ally eshapes ou
unde s anding o social exchange and esou ce pe spec i es. The SET adi ionally ocuses on ecip ocal
exchanges be ween newcome s and o ganiza ional inside s, including manage s and pee s (Eme son,
1976). We ex end his amewo k by p oposing he concep o digi al ecip oci y, whe e ecip ocal excha-
Yu e al.
39
nges occu be ween employees and AI-d i en sys ems. Fo example, newcome s migh ecei e
pe sonalized coaching, ca ee de elopmen ips, and pe o mance ecommenda ions om AI pla o ms
in e u n o comple ing asks and p o iding da a inpu s. This o m o digi al ecip oci y will likely be mos
p onounced in o ganiza ions ha ely hea ily on i ual pla o ms and emo e wo k a angemen s,
whe eas on-si e o less ech-dependen i ms may see AI suppo as an auxilia y esou ce a he han a
p ima y exchange pa ne . Mo eo e , he psychological con ac be ween employees and o ganiza ions
may also ex end o digi al sys ems, as employees de elop expec a ions ega ding con inuous AI suppo
and pe sonalized de elopmen pa hways. In highly inno a i e, lexible indus ies (e.g., IT, consul ing),
newcome s migh emb ace and us hese digi ally media ed ela ionships eadily. By con as , in mo e
adi ional o hea ily egula ed sec o s, he in e play be ween digi al ecip oci y and psychological
con ac s may be cons ained by o mal p o ocols and cul u al expec a ions ha limi non-human agency
in socializa ion. These e ol ing dynamics challenge he adi ional human-cen ic iew o SET, p omp ing
u u e esea ch on us o ma ion, ai ness pe cep ions, and ole expec a ions in AI-media ed
en i onmen s.
Simila ly, he Resou ce Pe spec i e equi es an upda ed amewo k ha ecognizes he dynamic
in e play be ween human and echnological esou ces. We p opose he concep o dynamic esou ce
bundling, whe e pe sonal, social, and o ganiza ional esou ces a e con inuously econ igu ed h ough
echnology-enhanced p ocesses. Pe sonal esou ces now include digi al esilience, e lec ing
newcome s’ capaci y o adap o apidly changing echnological en i onmen s (e.g., Qi and Yang,
2024). Social esou ces ex end beyond adi ional wo kplace ne wo ks o include i ual communi ies,
online o ums, and p o essional pla o ms ha p o ide emo ional and in o ma ional suppo .
O ganiza ional esou ces, such as AI-d i en onboa ding pla o ms and i ual men o ship p og ams, ac
as ac i e agen s ha acili a e lea ning, ask comple ion, and ca ee ad ancemen . In knowledge-
in ensi e o luid, p ojec -based indus ies, hese dynamic esou ce con igu a ions can signi ican ly
enhance knowledge sha ing and adap a ion, while mo e egula ed sec o s may ind hei scope limi ed
by compliance equi emen s and s anda dized p ocedu es. The pa icula combina ion o esou ces ha
newcome s le e age will also depend on hei digi al p o iciency, cul u al backg ound, and he
o ganiza ion’s echnological ma u i y.
By cla i ying hese bounda y condi ions and con ingencies, hese heo e ical con ibu ions gain
p ac ical nuance. Recognizing ha he applicabili y and impac o dual-laye unce ain y educ ion,
digi al iden i y a ilia ion, digi al ecip oci y, and dynamic esou ce bundling depend on o ganiza ional
s uc u es, occupa ional oles, wo k o ce composi ion, and cul u al con ex s allows bo h esea che s and
p ac i ione s o be e gauge when and how o employ hese new insigh s. In doing so, hese expanded
In e na ional Jou nal o Managemen , Economics and Social Sciences
40
amewo ks become no only mo e obus concep ually bu also mo e s a egically use ul, guiding
ailo ed in e en ions ha esona e wi h speci ic o ganiza ional and indi idual ci cums ances.
- P ac ical Implica ions
This sys ema ic e iew illus a es ha newcome s o o ganiza ions a e mo i a ed o educe unce ain y,
es ablish a sense o belonging, and align hei pe sonal capabili ies wi h he o ganiza ion’s cul u e and
demands. Ensu ing cla i y in oles, os e ing suppo i e ela ionships, and p o iding en i onmen s in
which newcome s’ alues and skills esona e wi h hose o he o ganiza ion a e all cen al o success ul
in eg a ion. Collec i ely, hese insigh s ha e di ec implica ions o imp o ing newcome expe iences,
enhancing pe o mance, and educing u no e —objec i es ha a e c i ically impo an in con empo a y,
o en hyb id o emo e, wo k se ings.
Se e al p ac ical s a egies eme ge om hese indings. To minimize ambigui y and associa ed
u no e isks, p o iding ealis ic job p e iews, s uc u ed onboa ding sessions, and consis en eedback
can help newcome s es ablish ole cla i y ea ly on (Peng
e al
., 2023; Ri z
e al
., 2023). In hyb id o
emo e con ex s, whe e in o mal in e ac ions a e limi ed, p ac ices ha encou age men o ship, inclusi e
leade ship, and eam-building ac i i ies help s eng hen newcome s’ sense o communi y and belonging
(Dai and Fang, 2023; Sial
e al
., 2023; To lak
e al
., 2024). Sus ainable suppo ne wo ks, enabled by
bo h pe sonal connec ions and digi al communica ion pla o ms, ensu e ongoing access o in o ma ion
and emo ional backing, ul ima ely imp o ing e en ion and well-being (Fang
e al
., 2017; Mo ison,
2002).
Emb acing echnology-media ed solu ions u he s eamlines in eg a ion. Digi al onboa ding
pla o ms, AI-guided aining modules, and i ual collabo a ion sys ems expedi e lea ning, b idge
in o ma ional gaps, and ailo suppo o indi idual newcome s, all o which a e c i ical in geog aphically
dispe sed wo k se ings (Cimpe man, 2023; Ya b ough and Ramos Salaza , 2023; Zheng
e al
., 2023).
Simul aneously, aligning newcome expec a ions wi h o ganiza ional alues and ca ee ajec o ies—
h ough anspa en communica ion, hono ing psychological con ac s, and le e aging inclusi e
ec ui men and selec ion p ocesses— os e s us , s abili y, and long- e m o ganiza ional commi men
(F ench
e al
., 1974; Rousseau, 1989).
By employing hese e idence-based s a egies, o ganiza ions can e ec i ely add ess p ac ical
challenges such as ole con usion, social isola ion, esou ce sca ci y, and complex wo k a angemen s.
In doing so, hey c ea e an en i onmen conduci e o newcome success, sa is ac ion, and sus ained
engagemen , ul ima ely bene i ing bo h he indi iduals and he b oade o ganiza ion.
LIMITATIONS AND FUTURE DIRECTIONS
Yu e al.
41
While his sys ema ic e iew p o ides a comp ehensi e o e iew o o ganiza ional socializa ion esea ch,
se e al limi a ions sugges a enues o u u e inqui y. Fi s , he e iew’s ocus on empi ical s udies wi h
p ima y da a collec ion may ha e excluded in es iga ions ha , hough no explici ly amed in e ms o
o ganiza ional socializa ion, could o e aluable insigh s in o ela ed beha io s and ac ics. Subsequen
e iews could b oaden hei inclusion c i e ia, inco po a ing s udies cen e ed on cons uc s such as
in o mal lea ning o p o essional iden i y de elopmen , o cap u e a mo e di e se ange o socializa ion
s a egies. Second, he ela i ely s ic selec ion c i e ia and limi ed a ailabili y o s udies—pa icula ly
hose add essing complexi ies in emo e, hyb id, and gig-based wo k— esul ed in a modes inal
sample. This highligh s a gap in li e a u e, as e ol ing wo kplace s uc u es challenge adi ional
amewo ks o socializa ion. Fu u e esea ch should expand bo h i s empo al and opical scope o
explo e how newcome s adap in dynamic, digi ally media ed en i onmen s.
Addi ionally, his e iew emphasized s udies wi h explici heo e ical unde pinnings, po en ially
o e looking esea ch g ounded in eme ging o implici amewo ks. Fu u e schola ship could elax his
c i e ion o emb ace in e disciplina y pe spec i es, d awing on ields such as human-compu e
in e ac ion, c oss-cul u al psychology, and social ne wo k analysis. By doing so, esea che s can
gene a e inno a i e heo e ical models ha cap u e he in e play o echnology, cul u e, and human
in e ac ion in shaping newcome expe iences. To build mo e nuanced and mul i ace ed heo ies o
o ganiza ional socializa ion, schola s should employ di e se and me hodologically igo ous esea ch
designs. Fo example, ield expe imen s in o ganiza ions implemen ing AI-based onboa ding ools could
andomly assign newcome s o ecei e di e en o ms o men o ing ( adi ional, AI-d i en, o blended)
and ack hei adjus men , pe o mance, and e en ion o e ime. Longi udinal designs, including mul i-
wa e su eys and longi udinal social ne wo k analyses, can illumina e how digi al iden i y a ilia ion and
dynamic esou ce bundling e ol e as newcome s gain expe ience. Such app oaches could e eal how
newcome s’ suppo ne wo ks shi om eliance on assigned men o s o mo e luid, dis ibu ed ies
in ol ing bo h human and AI-based ac o s. Quali a i e me hods—such as in e iews, e hnog aphies,
and dia y s udies—would complemen hese quan i a i e app oaches, o e ing deepe insigh s in o
newcome s’ sensemaking p ocesses, us o ma ion, and ela ional dynamics wi h AI-d i en sys ems.
These could be conduc ed in a ying o ganiza ional and cul u al con ex s, he eby unco e ing how no ms
and alues shape he accep ance and e icacy o digi al ecip oci y and echnologically media ed
socializa ion. C oss-cul u al compa isons can u he cla i y how cul u al dimensions in luence he up ake
o hese heo e ical expansions, while mixed-me hods app oaches and mul i-le el modeling enable
esea che s o pa se ou how o ganiza ion-le el in as uc u es, eam-le el leade ship beha io s, and
indi idual-le el newcome cha ac e is ics in e ac o shape socializa ion ou comes. Finally, di e si y,
equi y , and inclusion (DEI) conside a ions emain i al. Resea ch should examine how AI-based
In e na ional Jou nal o Managemen , Economics and Social Sciences
42
in e en ions and i ual onboa ding p ocesses can be designed o p omo e inclusi e socializa ion,
pa icula ly o newcome s om unde ep esen ed g oups who may expe ience heigh ened isola ion o
bias. Compa a i e s udies ac oss a ious demog aphic and cul u al se ings would help iden i y speci ic
s a egies o ools os e equi able in eg a ion and well-being.
By add essing hese limi a ions and emb acing hese igo ous, con ex ually a uned me hods,
schola s can subs an ially ad ance heo e ical and empi ical knowledge o o ganiza ional socializa ion.
Such e o s will no only elucida e he dynamic in e play o echnology, cul u e, and human ela ionships
in shaping newcome expe iences bu also in o m p ac i ione s on how o c ea e mo e inclusi e,
adap i e, and e ec i e socializa ion p ocesses in an inc easingly complex o ganiza ional landscape.
REFERENCES
Adil, A., Kausa , S., Amee , S., Ghayas, S., & Shujja, S. (2023). Impac o o ganiza ional socializa ion on o ganiza ional
ci izenship beha io : Media ing ole o knowledge sha ing and ole cla i y.
Cu en Psychology
, 42(7): 5685-5693.
h ps://doi.o g/10.1007/s12144-021-01899-x
Ahuja, M. K. & Gal in, J. E. (2003). Socializa ion in i ual g oups.
Jou nal o Managemen ,
29(2): 161-
185. h ps://doi.o g/10.1177/014920630302900203
Allen, D. G. (2006). Do o ganiza ional socializa ion ac ics in luence newcome embeddedness and u no e ?
Jou nal o
Managemen
, 32(2): 237-256. h ps://doi.o g/10.1177/0149206305280103
Allen, D. G. & Shanock, L. R. (2013). Pe cei ed o ganiza ional suppo and embeddedness as key mechanisms connec ing
socializa ion ac ics o commi men and u no e among new employees.
Jou nal o O ganiza ional Beha io
,
34(3): 350-
369. h ps://doi.o g/10.1002/job.1805
Anzolli o, P. & Coope , D. (2022). Loyal ies di ided o iden i ies as esou ces? The ole o ex e nal ela ional iden i ica ion in
acili a ing socializa ion.
Managemen Decision
, 60(6): 1702-1718. h ps://doi.o g/10.1108/MD-01-2021-0007
A aniba , M.F., Baez-Lopez, Y., Limon-Rome o, J., Ramí ez-Ba ón, M.C., Ga cía Ri e a, B.R., O ega-Pé ez Tejada, M., &
He nández Beja ano, J. (2022). The impac o social bene i s on wo k commi men and o ganiza ional socializa ion in he
manu ac u ing indus y.
Sus ainabili y
, 14(17): 10807. h ps://doi.o g/10.3390/su141710807
Ash o h, B. E., Sluss, D. M., & Saks, A. M. (2007). Socializa ion ac ics, p oac i e beha io , and newcome lea ning: In eg a ing
socializa ion models.
Jou nal o Voca ional Beha io ,
70(3): 447-462. h ps://doi.o g/10.1016/j.j b.2007.02.001
Aud in, B. & Aud in, C. (2023). Scan i , buy i , pay i –cus ome s’ psychological con ac s as pa ial employees in e ail.
Pe sonnel
Re iew
, 52(5): 1387-1404. h ps://doi.o g/10.1108/PR-08-2020-0640
A anzi, L., F acca oli, F., Sa chielli, G., Ull ich, J., & Van Dick, R. (2014). S aying o lea ing: A combined social iden i y and
social exchange app oach o p edic ing employee u no e in en ions.
In e na ional Jou nal o P oduc i i y and Pe o mance
Managemen
, 63(3): 272-289. h ps://doi.o g/ 10.1108/IJPPM-02-2013-0028
Ba anik, L.E., Roling, E.A., & Eby, L.T. (2010). Why does men o ing wo k? The ole o pe cei ed o ganiza ional suppo .
Jou nal
o Voca ional Beha io
, 76(3): 366-373. h ps://doi.o g/10.1016/j.j b.2009.07.004
Ba is ič, S. (2018). Looking beyond-socializa ion ac ics: The ole o human esou ce sys ems in he socializa ion p ocess.
Human
Resou ce Managemen Re iew
, 28(2): 220-233. h ps://doi.o g/10.1016/j.h m .2017.06.004
Ba is ič, S. & Kaše, R. (2022). Eme gence and pe sis ence o wo k ela ionships in ea ly socializa ion: Con as ing in e pe sonal
and o ganiza ional pe spec i es.
Eu opean Jou nal o Wo k and O ganiza ional Psychology
, 31(6): 894-907.
h ps://doi.o g/10.1080/1359432X.2022.2050220
Baue , T.N., Bodne , T., E dogan, B., T uxillo, D.M., & Tucke , J.S. (2007). Newcome adjus men du ing o ganiza ional
socializa ion: A me a-analy ic e iew o an eceden s, ou comes, and me hods.
Jou nal o Applied Psychology
, 92(3): 707-721.
h ps://doi.o g/10.1037/0021-9010.92.3.707
Baue , T.N. & E dogan, B. (2014). Delinea ing and e iewing he ole o newcome capi al in o ganiza ional socializa ion.
Annual
Re iew o O ganiza ional Psychology and O ganiza ional Beha io
, 1(1): 439-457. h ps://doi.o g/10.1146/annu e -o gpsych-
031413-091251
Baue , T.N., E dogan, B., Caughlin, D., Ellis, A.M., & Ku koski, J. (2021). Jump-s a ing he socializa ion expe ience: The
longi udinal ole o day 1 newcome esou ces on adjus men .
Jou nal o Managemen
, 47(8): 2226-2261.
h ps://doi.o g/10.1177/0149206320962835
Baue , T.N., Pe o , S., Liden, R.C., & E dogan, B. (2019). Unde s anding he consequences o newcome p oac i e beha io s:
The mode a ing con ex ual ole o se an leade ship.
Jou nal o Voca ional Beha io
, 112: 356-368.
h ps://doi.o g/10.1016/j.j b.2019.05.001

Yu e al.
43
Baumeis e , R.F. & Lea y, M.R. (1995). The need o belong: Desi e o in e pe sonal a achmen s as a undamen al human
mo i a ion.
Psychological Bulle in
, 117(3): 497-529. h ps://doi.o g/10.1037/0033-2909.117.3.497
Benson, A.J., E ans, M.B., & Eys, M.A. (2016). O ganiza ional socializa ion in eam spo en i onmen s.
Scandina ian Jou nal o
Medicine and Science in Spo s
, 26(4): 463-473. h ps://doi.o g/10.1111/sms.12460
Benzinge , D. (2016). O ganiza ional socializa ion ac ics and newcome in o ma ion seeking in he con ingen
wo k o ce.
Pe sonnel Re iew,
45(4): 743-763. h ps://doi.o g/10.1108/PR-06-2014-0131
Beye , J. M. & Hannah, D. R. (2002). Building on he pas : enac ing es ablished pe sonal iden i ies in a new wo k se ing.
O ganiza ion Science,
13(6): 636-652. h ps://doi.o g/10.1287/o sc.13.6.636.495
Be ge , C.R. & Calab ese, R.J. (1974). Some explo a ions in ini ial in e ac ion and beyond: Towa d a de elopmen al heo y o
in e pe sonal communica ion.
Human Communica ion Resea ch
, 1(2): 99-112. h ps://doi.o g/10.1111/j.1468-
2958.1975. b00258.x
Bolino, M., Valcea, S., & Ha ey, J. (2010). Employee, manage hysel : The po en ially nega i e implica ions o expec ing
employees o beha e p oac i ely.
Jou nal o Occupa ional and O ganiza ional Psychology
, 83(2): 325-345.
h ps://doi.o g/10.1348/096317910X493134
Bo ga i, S.P. & C oss R. (2003) A ela ional iew o in o ma ion seeking and lea ning in social ne wo ks.
Managemen Science
49(4):432-445.
h ps://doi.o g/10.1287/mnsc.49.4.432.14428
Boswell, W.R., Boud eau, J.W., & Tichy, J. (2005). The ela ionship be ween employee job change and job sa is ac ion: The
honeymoon-hango e e ec .
Jou nal o Applied Psychology
, 90(5): 882-892. h ps://doi.o g/10.1037/0021-9010.90.5.882
B unsdon, J.J. & Cu ne -Smi h, M.D. (2023). ‘We’ e ying o p oduce se ious educa o s’: Impac o seconda y o ganiza ional
socializa ion on mid-ca ee acul y membe s’ deli e y o PETE.
Spo , Educa ion and Socie y
, 28(4): 369-380.
h ps://doi.o g/10.1080/13573322.2022.2030700
Buckley, M.R., Mobbs, T.A., Mendoza, J.L., No ice ic, M.M., Ca ahe , S.M., & Beu, D.S. (2002). Implemen ing ealis ic job
p e iews and expec a ion-lowe ing p ocedu es: A ield expe imen .
Jou nal o Voca ional Beha io
, 61(2): 263-278.
h ps://doi.o g/10.1006/j be.2001.1856
Bu ke, M., K au , R., & Joyce, E. (2010). Membe ship claims and eques s: Con e sa ion-le el newcome socializa ion s a egies
in online g oups.
Small G oup Resea ch,
41(1): 4-40. h ps://doi.o g/10.1177/1046496409351936
Bu , R.S. (2004). S uc u al holes and good ideas.
Ame ican Jou nal o Sociology
, 110(2): 349-399.
h ps://doi.o g/10.1086/421787
Cable, D. M., Gino, F., and S aa s, B. R. (2013). B eaking hem in o elici ing hei bes ? Re aming socializa ion a ound
newcome s' au hen ic sel -exp ession.
Adminis a i e Science Qua e ly
, 58(1): 1-36.
h ps://doi.o g/10.1177/0001839213477098
Cai, D., Li, Z., Xu, L., Fan, L., Wen, S., Li, F., & Guan, Y. (2023). Sus aining newcome s’ ca ee adap abili y: The oles o
socializa ion ac ics, job embeddedness and ca ee a ie y.
Jou nal o Occupa ional and O ganiza ional Psychology
, 96(2):
264-286. h ps://doi.o g/10.1111/joop.12423
Cai, D., Liu, S., Liu, J., Yao, L., & Jia, X. (2021). Men o ing and newcome well-being: A socializa ion esou ces pe spec i e.
Jou nal o Manage ial Psychology
, 36(3): 285-298. h ps://doi.o g/10.1108/JMP-08-2019-0485
Cai, Z., Wu, D., Xin, Y., Chen, Y., & Wu, H. (2020). Fo mal men o ing suppo , pe son–en i onmen i and newcome ’s in en ion
o lea e: Does newcome ’s unce ain y a oidance o ien a ion ma e ?
Pe sonnel Re iew
, 49(8): 1749-1767.
h ps://doi.o g/10.1108/PR-05-2018-0171
Caesens, G., Ma ique, G., Hanin, D., & S inglhambe , F. (2016). The ela ionship be ween pe cei ed o ganiza ional suppo and
p oac i e beha iou di ec ed owa ds he o ganiza ion.
Eu opean Jou nal o Wo k and O ganiza ional Psychology
, 25(3): 398-
411. h ps://doi.o g/10.1080/1359432X.2015.1092960
Ca , J. C., Pea son, A. W., Ves , M. J., & Boya , S. L. (2006). P io occupa ional expe ience, an icipa o y socializa ion, and
employee e en ion.
Jou nal o Managemen ,
32(3): 343-359. h ps://doi.o g/10.1177/0149206305280749
Cascia o, T. & Lobo, M.S. (2008). When compe ence is i ele an : The ole o in e pe sonal a ec in ask- ela ed ies.
Adminis a i e Science Qua e ly
, 53(4): 655-684. h ps://doi.o g/10.2189/asqu.53.4.655
Chao, G.T., O’Lea y-Kelly, A.M., Wol , S., Klein, H.J., & Ga dne , P.D. (1994). O ganiza ional socializa ion: I s con en and
consequences.
Jou nal o Applied Psychology
, 79(5): 730-743. h ps://doi.o g/10.1037/0021-9010.79.5.730
Chang, H. H., Chang, C. M., & Jacobs, R. L. (2009). Rela ionship be ween pa icipa ion in communi ies o p ac ice and
o ganiza ional socializa ion in he ea ly ca ee s o Sou h Ko ean IT employees.
Human Resou ce De elopmen In e na ional
,
12(4): 407-427. h ps://doi.o g/10.1080/13678860903135805
Chen, G. (2005). Newcome adap a ion in eams: Mul ile el an eceden s and ou comes.
Academy o Managemen Jou nal,
48(1):
101-116. h ps://doi.o g/10.5465/AMJ.2005.15993147
Chen, J. & Coope -Thomas, H.D. (2023). Finding one’s own way: How newcome s who di e s ay well.
E idence-based HRM:
A Global Fo um o Empi ical Schola ship
, 11(2): 143-157. h ps://doi.o g/10.1108/EBHRM-06-2022-0153
Chen, G. & Klimoski, R. J. (2003). The impac o expec a ions on newcome pe o mance in eams as media ed by wo k
cha ac e is ics, social exchanges, and empowe men .
Academy o Managemen Jou nal,
46(5): 591-
607. h ps://doi.o g/10.2307/30040651
Chen, N. Y., Tjos old, D., Huang, X., & Xu, D. (2011). New manage socializa ion and con lic managemen in China: E ec s o
ela ionship and open con lic alues.
Jou nal o Applied Social Psychology,
41(2): 332-356. h ps://doi.o g/10.1111/j.1559-
1816.2010.00716.x
Chi, N.W., Fang, L.C., Shen, C.T., & Fan, H.L. (2020). De imen al e ec s o newcome pe son-job mis i on ac ual u no e and
In e na ional Jou nal o Managemen , Economics and Social Sciences
44
pe o mance: The bu e ing ole o mul idimensional pe son-en i onmen i .
Applied Psychology
, 69(4): 1361-1395.
h ps://doi.o g/10.1111/apps.12225
Choi, Y. & Chung, I.H. (2017). A ac ion-selec ion and socializa ion o wo k alues: E idence om longi udinal su ey.
Public
Pe sonnel Managemen
, 46(1): 66-88. h ps://doi.o g/10.1177/0091026017696397
Choi, W., Noe, R., & Cho, Y. (2020). Wha is esponsible o he psychological capi al-job pe o mance ela ionship? An
examina ion o he ole o in o mal lea ning and pe son-en i onmen i .
Jou nal o Manage ial Psychology
, 35(4): 279-293.
h ps://doi.o g/10.1108/JMP-12-2018-0562
Chong, J. X. Y., Beenen, G., Gagné, M., & Dunlop, P. D. (2021). Sa is ying newcome s’ needs: The ole o socializa ion ac ics
and supe iso au onomy suppo .
Jou nal o Business and Psychology,
36(2): 315-331. h ps://doi.o g/10.1007/s10869-
019-09678-z
Çiçek, I. (2023). O ganiza ional iden i ica ion wi h he e ec o o ganiza ional socializa ion: The alidi y o social iden i y heo y.
Selçuk Üni e si esi Sosyal Bilimle Meslek Yüksekokulu De gisi
, 26(1): 1-19. h ps://doi.o g/10.29249/selcuksbmyd.1121576
Cimpe man, S. (2023). In o mal socializa ion in i ual wo k en i onmen s: C ea ing a digi al cul u e o connec i i y.
Global
Business and O ganiza ional Excellence
, 43(1): 53-71. h ps://doi.o g/10.1002/joe.22197
Coope -Thomas, H.D. & Ande son, N. (2006). O ganiza ional socializa ion: A new heo e ical model and ecommenda ions o
u u e esea ch and HRM p ac ices in o ganiza ions.
Jou nal o Manage ial Psychology
, 21(5): 492-516.
h ps://doi.o g/10.1108/02683940610673997
Coope -Thomas, H.D. & Bu ke, S.E. (2012). Newcome p oac i e beha io : Can he e be oo much o a good hing? In Came on,
K.S., & Ma in, M.L. (Eds.),
The Ox o d handbook o o ganiza ional socializa ion
: 56-77. Ox o d: Ox o d Uni e si y P ess.
Coope -Thomas, H.D., Van Vianen, A., & Ande son, N. (2004). Changes in pe son–o ganiza ion i : The impac o socializa ion
ac ics on pe cei ed and ac ual P–O i .
Eu opean Jou nal o Wo k and O ganiza ional Psychology
, 13(1): 52-78.
h ps://doi.o g/10.1080/13594320344000246
Coppe, T., Mä z, V., & Raemdonck, I. (2023). Second ca ee eache s’ wo k socializa ion p ocess in TVET: A mixed-me hod
social ne wo k pe spec i e.
Teaching and Teache Educa ion
, 121, 103914. h ps://doi.o g/10.1016/j. a e.2022.103914
Cousins, P.D., Hand ield, R.B., Lawson, B., and Pe e sen, K.J. (2006). C ea ing supply chain ela ional capi al: The impac o
o mal and in o mal socializa ion p ocesses.
Jou nal o Ope a ions Managemen
, 24(6): 851-863.
h ps://doi.o g/10.1016/j.jom.2005.08.007
C anme , G.A. (2018). An applica ion o socializa ion esou ces heo y: Collegia e s uden -a hle es’ eam socializa ion as a
unc ion o hei social exchanges wi h coaches and eamma es.
Communica ion and Spo
, 6(3): 349-367.
h ps://doi.o g/10.1177/2167479517714458
C anme , G.A., Goldman, Z.W., & Boo h-Bu e ield, M. (2017). The media ed ela ionship be ween ecei ed suppo and job
sa is ac ion: An ini ial applica ion o socializa ion esou ces heo y.
Wes e n Jou nal o Communica ion
, 81(1): 64-86.
h ps://doi.o g/10.1080/10570314.2016.1231931
Dai, X. & Fang, Y. (2023). Does inclusi e leade ship a ec he o ganiza ional socializa ion o newcome s om di e se
backg ounds? The media ing ole o psychological capi al.
F on ie s in Psychology
, 14, 1138101.
h ps://doi.o g/10.3389/ psyg.2023.1138101
DeBode, J.D., Mossholde , K.W., & Walke , A.G. (2017). Ful illing employees’ psychological con ac s: O ganiza ional
socializa ion’s ole.
Leade ship and O ganiza ion De elopmen Jou nal
, 38(1): 42-55. h ps://doi.o g/10.1108/LODJ-02-2015-
0014
De Cooman, R., De Gie e , S., Pepe mans, R., He mans, S., Du Bois, C., Cae s, R., & Jege s, M. (2009). Pe son–o ganiza ion
i : Tes ing socializa ion and a ac ion–selec ion–a i ion hypo heses.
Jou nal o Voca ional Beha io
, 74(1): 102-107.
h ps://doi.o g/10.1016/j.j b.2008.10.010
Delobbe, N., Coope -Thomas, H.D., & De Hoe, R. (2016). A new look a he psychological con ac du ing o ganiza ional
socializa ion: The ole o newcome s’ obliga ions a en y.
Jou nal o O ganiza ional Beha io
, 37(6): 845-867.
h ps://doi.o g/10.1002/job.2078
Deme ou i, E., Bakke , A.B., Nach eine , F., & Schau eli, W.B. (2001). The job demands- esou ces model o bu nou .
Jou nal o
Applied Psychology
, 86(3): 499-512. h ps://doi.o g/10.1037/0021-9010.86.3.499
Deng, Y. & Yao, X. (2020). Pe son-en i onmen i and p oac i e socializa ion: Recip ocal ela ionships in an academic
en i onmen .
Jou nal o Voca ional Beha io
, 120, 103446. h ps://doi.o g/10.1016/j.j b.2020.103446
Deng, H., Zhang, Y., Wu, S., Wu, W., Ni, D., & Zhang, X. (2023). Showing commi men o incompe ence? When and how
newcome s’ in o ma ion seeking ele a es (deg ades) ask- ela ed ou comes.
Jou nal o Managemen and O ganiza ion
, 1-23.
h ps://doi.o g/10.1017/jmo.2022.91
Dickson, M.W., Resick, C.J., & Hanges, P.J. (2006). When o ganiza ional clima e is unambiguous, i is also s ong.
Jou nal o
Applied Psychology
, 91(2): 351-364. h ps://doi.o g/10.1037/0021-9010.91.2.351
Du ou , L., Andiappan, M., & Banoun, A. (2022). Suppo o e alua e? The mul i ace ed ole o supe iso s du ing he newcome
socializa ion p ocess.
Eu opean Managemen Jou nal
, 40(4): 546-558. h ps://doi.o g/10.1016/j.emj.2021.08.006
Edwa ds, J.R. & Shipp, A.J. (2007). The ela ionship be ween pe son-en i onmen i and ou comes: An in eg a i e heo e ical
amewo k. In Os o , C. & Judge, T.A. (Eds.),
Pe spec i es on o ganiza ional i
: 209-258. Mahwah, NJ: Law ence E lbaum
Associa es.
Ellis, A.M., Baue , T.N., Mans ield, L.R., E dogan, B., T uxillo, D.M., & Simon, L.S. (2015). Na iga ing uncha ed wa e s:
Newcome socializa ion h ough he lens o s ess heo y.
Jou nal o Managemen
, 41(1): 203-235.
h ps://doi.o g/10.1177/0149206314557525
Yu e al.
45
Eme son, R.M. (1976). Social exchange heo y.
Annual Re iew o Sociology
, 2, 335-362.
h ps://doi.o g/10.1146/annu e .so.02.080176.002003
Fan, J. & Wanous, J. P. (2008). O ganiza ional and cul u al en y: A new ype o o ien a ion p og am o mul iple bounda y
c ossings.
Jou nal o Applied Psychology,
93(6): 1390-1400. h ps://doi.o g/10.1037/a0012828
Fang, R., Du y, M.K., & Shaw, J.D. (2011). The o ganiza ional socializa ion p ocess: Re iew and de elopmen o a social capi al
model.
Jou nal o Managemen
, 37(1): 127-152. h ps://doi.o g/10.1177/0149206310384630
Fang, R., McAllis e , D.J., & Du y, M.K. (2017). Down bu no ou : Newcome s can compensa e o low e ical access wi h
s ong ho izon al ies and a o able co e sel -e alua ions.
Pe sonnel Psychology
, 70(3): 517-555.
h ps://doi.o g/10.1111/peps.12177
Fa nese, M. L., Bellò, B., Li i, S., Ba bie i, B., & Gubbio i, P. (2016). Lea ning he opes: The p o ec i e ole o men o ing in
co ec ional police o ice s’ socializa ion p ocess.
Mili a y Psychology
,
28(6): 429-447. h ps://doi.o g/10.1037/mil0000131
Fils ad, C. (2004). How newcome s use ole models in o ganiza ional socializa ion.
Jou nal o Wo kplace Lea ning
, 16(7): 396-
409. h ps://doi.o g/10.1108/13665620410558297
Finkels ein, L. M., Kulas, J. T., & Dages, K. D. (2003). Age di e ences in p oac i e newcome socializa ion s a egies in wo
popula ions.
Jou nal o Business and Psychology,
17(4): 473-502. h ps://doi.o g/10.1023/A:1023400201387
F ench, J.R.P., Rodge s, W.L., & Cobb, S. (1974). Adjus men as pe son-en i onmen i . In Coelho, G., Hambu g, D., & Adams,
J. (Eds.),
Coping and adap a ion
: 316-333. New Yo k: Basic Books.
Fu, C. K., Sha e , M. A., & Ha ison, D. A. (2005). P oac i e socializa ion, adjus men , and u no e : A s udy o sel -ini ia ed
o eign employees.
Academy o Managemen Annual Mee ing P oceedings,
1, 18779150.
h ps://doi.o g/10.5465/ambpp.2005.18779150
Ga dne , S.K. (2008). Fi ing he mold o g adua e school: A quali a i e s udy o socializa ion in doc o al educa ion.
Inno a i e
Highe Educa ion
, (33): 125-138. h ps://doi.o g/10.1007/s10755-008-9068-x
Ghosh, R., Reio J , T.G., & Bang, H. (2013). Reducing u no e in en : Supe iso and co-wo ke inci ili y and socializa ion-
ela ed lea ning.
Human Resou ce De elopmen In e na ional
, 16(2): 169-185.
h ps://doi.o g/10.1080/13678868.2012.756199
Ghosh, K., Sinha, S., & Sha ma, D. (2023). Vi ual un in a i ual wo kplace: Employee socializa ion o “wo k om home”.
Benchma king: An In e na ional Jou nal
, 30(10): 4632-4650. h ps://doi.o g/10.1108/BIJ-11-2021-0637
Gibe son, T.R., Resick, C.J., & Dickson, M.W. (2005). Embedding leade cha ac e is ics: An examina ion o homogenei y o
pe sonali y and alues in o ganiza ions.
Jou nal o Applied Psychology
, 90(5): 1002-1010. h ps://doi.o g/10.1037/0021-
9010.90.5.1002
Gómez, L.F. (2009). Time o Socialize: O ganiza ional socializa ion s uc u es and empo ali y.
The Jou nal o Business
Communica ion,
46(2): 179-207. h ps://doi.o g/10.1177/0021943608328077
Gonzalez, E., Leidne , D., Riemenschneide , C., & Koch, H. (2013). The impac o in e nal social media usage on o ganiza ional
socializa ion and commi men .
In e na ional Con e ence on In e ac ion Sciences
.
G ano e e , M. (1992). Economic ins i u ions as social cons uc ions: A amewo k o analysis.
Ac a Sociologica
, 35(1): 3-11.
G osskop , S., Landes, A., & Ba meye , C. (2022). A black-box ye o be opened: Mul i-le el p ocesses du ing mig an s’
o ganiza ional socializa ion.
Jou nal o In e na ional Mig a ion and In eg a ion
, 23(4): 1875-1902.
h ps://doi.o g/10.1007/s12134-021-00906-1
G uman, J. A., Saks, A. M., & Zweig, D. I. (2006). O ganiza ional socializa ion ac ics and newcome p oac i e beha io s: An
in eg a i e s udy.
Jou nal o Voca ional Beha io
, 69(1): 90-104. h ps://doi.o g/10.1016/j.j b.2006.03.001
Guo, Y., Lee, S.K., & K ame , M.W. (2021). “We wo k in in e na ional companies”: A o dances o communica ion media in
Chinese employees’ o ganiza ional socializa ion.
Communica ion S udies
, 72(5): 788-806.
h ps://doi.o g/10.1080/10510974.2021.1972019
Haa e, H., Kaloudis, A., & Vold, T. (2023). Onboa ding and socializa ion unde COVID-19 c isis: A knowledge managemen
pe spec i e. In Be gum, S., Pe e s, P., & Vold, T. (Eds.),
Vi ual managemen and he new no mal
: 189-204. Cham: Palg a e
Macmillan. h ps://doi.o g/10.1007/978-3-031-06813-3_12
Haldo ai, K., Kim, W.G., Phe a oon, K., & Li, J. (2020). Le ou o he o ice “ ibe”: The in luence o wo kplace os acism on
employee wo k engagemen .
In e na ional Jou nal o Con empo a y Hospi ali y Managemen
, 32(8): 2717-2735.
h ps://doi.o g/10.1108/IJCHM-04-2020-0285
Hansen, M.T., Mo s, M.L., & Lø ås, B. (2005). Knowledge sha ing in o ganiza ions: Mul iple ne wo ks, mul iple phases.
Academy
o Managemen Jou nal
, 48(5): 776-793. h ps://doi.o g/10.5465/amj.2005.18803922
Ha ison, S. H., Sluss, D. M., & Ash o h, B. E. (2011). Cu iosi y adap ed he ca : The ole o ai cu iosi y in newcome
adap a ion.
Jou nal o Applied Psychology,
96(1): 211-220. h ps://doi.o g/10.1037/a0021647
Ha , Z. P. & Mille , V. D. (2005). Con ex and message con en du ing o ganiza ional socializa ion: A esea ch no e.
Human
Communica ion Resea ch,
31(2): 295-309. h ps://doi.o g/10.1093/hc /31.2.295
Haski-Le en hal, D. & Ba gal, D. (2008). The olun ee s ages and ansi ions model: O ganiza ional socializa ion o olun ee s.
Human Rela ions
, 61(1): 67-102. h ps://doi.o g/10.1177/0018726707085946
Ha make , D.M. (2015). B inging ne wo ks in: A model o o ganiza ional socializa ion in he public sec o .
Public Managemen
Re iew
, 17(8): 1146-1164. h ps://doi.o g/10.1080/14719037.2014.895029
Hayashi, S. (2013). O ganiza ional socializa ion and collec i e sel -es eem as d i e s o o ganiza ional iden i ica ion.
In e na ional
Business Resea ch
, 6(12): 156-167. h ps://doi.o g/10.5539/ib . 6n12p156
He, H., Gao, J., & Yan, L. (2020). Unde s anding ca ee ad ancemen o newcome s om pe spec i e o o ganiza ional
socializa ion: A mode a ed media ing model.
Chinese Managemen S udies
, 14(3): 789-809. h ps://doi.o g/10.1108/CMS-
03-2019-0116
In e na ional Jou nal o Managemen , Economics and Social Sciences
46
Hi s , A. & Humph eys, M. (2020). Finding ou Sel es in space: Iden i y and spa iali y. In B own, A.D. (Ed.),
The Ox o d handbook
o iden i ies in o ganiza ions
: 698-714. Ox o d: Ox o d Uni e si y P ess.
h ps://doi.o g/10.1093/ox o dhb/9780198827115.013.2
Hob oll, S.E. (1989). Conse a ion o esou ces: A new a emp a concep ualizing s ess.
Ame ican Psychologis
, 44(3): 513-
524. h ps://doi.o g/10.1037/0003-066X.44.3.513
Hogg, M.A. & Te y, D.J. (2001). Social iden i y heo y and o ganiza ional p ocesses. In Hogg, M.A. & Te y, D.J. (Eds.),
Social
iden i y p ocesses in o ganiza ional con ex s
: 1-12. Philadelphia: Psychology P ess. h ps://doi.o g/10.4324/9781315800530
Homans, G.C. (1958). Social beha io as exchange.
Ame ican Jou nal o Sociology
, 63(6): 597-606.
h ps://www.js o .o g/s able/2772990
Hooghe, L. (2005). Se e al oads lead o in e na ional no ms, bu ew ia in e na ional socializa ion: A case s udy o he Eu opean
commission.
In e na ional O ganiza ion
, 59(4): 861–898. h p://www.js o .o g/s able/3877831
Hsiung, T. L. & Hsieh, A. T. (2003). Newcome socializa ion: The ole o job s anda diza ion.
Public Pe sonnel
Managemen
, 32(4): 579-589. h ps://doi.o g/10.1177/009102600303200408
James, T.L., Low y, P.B., Wallace, L., & Wa ken in, M. (2017). The e ec o belongingness on obsessi e-compulsi e diso de in
he use o online social ne wo ks.
Jou nal o Managemen In o ma ion Sys ems
, 34(2): 560-596.
h ps://doi.o g/10.1080/07421222.2017.1334496
Jia, H., Zhong, R., & Xie, X. (2021). Helping o he s makes me i be e : E ec s o helping beha io by newcome s and cowo ke -
a ibu ed mo i es on newcome s’ adjus men .
Jou nal o Business and Psychology,
36(3): 401-
416. h ps://doi.o g/10.1007/s10869-020-09680-w
Jiang, B., Kuma , T., Rehman, N., Hameed, R., Kiziloglu, M., & Is a , A. (2022). Role o psychological con ac s in enhancing
employee c ea i i y h ough knowledge sha ing: Do bounda y condi ions o o ganiza ion’s socializa ion and wo k- ela ed cu iosi y
ma e ?
F on ie s in Psychology
, 13, 834041. h ps://doi.o g/10.3389/ psyg.2022.834041
Jokisaa i, M. (2013). The ole o leade –membe and social ne wo k ela ions in newcome s’ ole pe o mance.
Jou nal o
Voca ional Beha io
, 82(2): 96-104. h ps://doi.o g/10.1016/j.j b.2013.01.002
Jokisaa i, M. & Nu mi, J.-E. (2009). Change in newcome s' supe iso suppo and socializa ion ou comes a e o ganiza ional
en y.
Academy o Managemen Jou nal,
52(3): 527-544. h ps://doi.o g/10.5465/AMJ.2009.41330971
Jokisaa i, M. & Nu mi, J.E. (2012). Ge ing he igh connec ions? The consequences and an eceden s o social ne wo ks in
newcome socializa ion. In Wanbe g, C. (Ed.),
The Ox o d handbook o o ganiza ional socializa ion
: 78-96. Ox o d: Ox o d
Uni e si y P ess.
Jokisaa i, M. & Vuo i, J. (2014). Join e ec s o social ne wo ks and in o ma ion gi ing on inno a i e pe o mance a e
o ganiza ional en y.
Jou nal o Voca ional Beha io
, 85(3): 352-360. h ps://doi.o g/10.1016/j.j b.2014.08.007
Jokisaa i, M. & Vuo i, J. (2018). Leade s’ esou ces and newcome socializa ion: The impo ance o delega ion.
Jou nal o
Manage ial Psychology
, 33(2): 161-175. h ps://doi.o g/10.1108/JMP-09-2016-0274
Kammeye -Muelle , J.D., Schilpzand, P., & Rubens ein, A.L. (2012). Dyadic i and he p ocess o o ganiza ional socializa ion.
In K is o -B own, A.L. & Billsbe y, J. (Eds.),
O ganiza ional i : Key issues and new di ec ions
: 50-73. Hoboken, NJ: Wiley.
h ps://doi.o g/10.1002/9781118320853.ch3
Kammeye -Muelle , J.D., Simon, L.S., & Rich, B.L. (2012). The psychic cos o doing w ong: E hical con lic , di es i u e
socializa ion, and emo ional exhaus ion.
Jou nal o Managemen
, 38(3): 784-808. h ps://doi.o g/10.1177/0149206310381133
Ka am, A., Ashill, N., Jayash ee, P., & Lindsay, V. (2023). Localiza ion in he Uni ed A ab Emi a es: A s udy o s e eo ypes,
o ganiza ional socializa ion, employabili y and wo k ou comes.
Pe sonnel Re iew
, 52(5): 1362-1386.
h ps://doi.o g/10.1108/PR-07-2021-0548
Kašpá ko á, L., Vaculík, M., P ocházka, J., & Schau eli, W.B. (2018). Why esilien wo ke s pe o m be e : The oles o job
sa is ac ion and wo k engagemen .
Jou nal o Wo kplace Beha io al Heal h
, 33(1): 43-62.
h ps://doi.o g/10.1080/15555240.2018.1441719
Ka z, R. (1980). Time and wo k: Towa d an in eg a i e pe spec i e.
Resea ch in O ganiza ional Beha io
, 2, 81-127.
Kho amabad, I. (2021). The impac o pe son-o ganiza ion i on he esponsibili y o nu ses in Asalian Hospi al by explaining he
media ing ole o o ganiza ional socializa ion.
Qua e ly Jou nal o Nu sing Managemen
, 10(3): 22-36.
Kim, T.Y., Cable, D.M., & Kim, S.P. (2005). Socializa ion ac ics, employee p oac i i y, and pe son-o ganiza ion i .
Jou nal o
Applied Psychology
, 90(2): 232-241. h ps://doi.o g/10.1037/0021-9010.90.2.232
Kim, K. & Moon, H.K. (2021). How do socializa ion ac ics and supe iso beha io s in luence newcome s’ psychological con ac
o ma ion? The media ing ole o in o ma ion acquisi ion.
The In e na ional Jou nal o Human Resou ce Managemen
, 32(6):
1312-1338. h ps://doi.o g/10.1080/09585192.2018.1521460
Kim, Y., Wang, Y., & Oh, J. (2016). Digi al media use and social engagemen : How social media and sma phone use in luence
social ac i i ies o college s uden s.
Cybe psychology, Beha io , and Social Ne wo king
, 19(4): 264-269.
h ps://doi.o g/10.1089/cybe .2015.0408
Ki chenham, B.A., B e e on, O.P., Budgen, D., Tu ne , M., Bailey, J., & Linkman, S. (2009). Sys ema ic li e a u e e iews in
so wa e enginee ing: A sys ema ic li e a u e e iew.
In o ma ion and So wa e Technology
, 51(1): 7-15.
h ps://doi.o g/10.1016/j.in so .2008.09.008
Kjeldsen, A.M. & Jacobsen, C.B. (2013). Public se ice mo i a ion and employmen sec o : a ac ion o socializa ion?
Jou nal o
Public Adminis a ion Resea ch and Theo y
, 23(4): 899-926. h ps://doi.o g/10.1093/jopa /mus039
Klein, H. J., Fan, J., & P eache , K. J. (2006). The e ec s o ea ly socializa ion expe iences on con en mas e y and ou comes:
A media ional app oach.
Jou nal o Voca ional Beha io ,
68(1): 96-115. h ps://doi.o g/10.1016/j.j b.2005.02.001
PRISMA Checklis Appendix-I
53
Sec ion and
Topic
I em
# Checklis i em
Loca ion
whe e i em
is epo ed
24c Desc ibe and explain any amendmen s o in o ma ion p o ided a egis a ion o in he p o ocol. n/a
Suppo 25 Desc ibe sou ces o inancial o non- inancial suppo o he e iew, and he ole o he unde s o sponso s in he e iew. n/a
Compe ing
in e es s
26 Decla e any compe ing in e es s o e iew au ho s. n/a
A ailabili y o
da a, code and
o he ma e ials
27 Repo which o he ollowing a e publicly a ailable and whe e hey can be ound: empla e da a collec ion o ms; da a ex ac ed om included
s udies; da a used o all analyses; analy ic code; any o he ma e ials used in he e iew.
n/a