Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field

Didion, Eva; Perello-Marin, Maria Rosario; Catala-Perez, Daniel; Ambrosius, Ute Article Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field Cogent Business & Management Provided in Cooperation with: Taylor & Francis Group Suggested Citation: Didion, Eva; Perello-Marin, Maria Rosario; Catala-Perez, Daniel; Ambrosius, Ute (2024) : Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field, Cogent Business & Management, ISSN 2331-1975, Taylor & Francis, Abingdon, Vol. 11, Iss. 1, pp. 1-17, https://doi.org/10.1080/23311975.2024.2337957 This Version is available at: https://hdl.handle.net/10419/326225 Standard-Nutzungsbedingungen: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. 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If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence. https://creativecommons.org/licenses/by/4.0/ Cogent Business & Management ISSN: 2331-1975 (Online) Journal homepage: www.tandfonline.com/journals/oabm20 Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field Eva Didion, Maria Rosario Perello-Marin, Daniel Catala-Perez & Ute Ambrosius To cite this article: Eva Didion, Maria Rosario Perello-Marin, Daniel Catala-Perez & Ute Ambrosius (2024) Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field, Cogent Business & Management, 11:1, 2337957, DOI: 10.1080/23311975.2024.2337957 To link to this article: https://doi.org/10.1080/23311975.2024.2337957 © 2024 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group View supplementary material Published online: 10 Apr 2024. Submit your article to this journal Article views: 4496 View related articles View Crossmark data Citing articles: 6 View citing articles Full Terms & Conditions of access and use can be found at https://www.tandfonline.com/action/journalInformation?journalCode=oabm20 ManageMent | Review aRticle Cogent Business & ManageMent 2024, VoL. 11, no. 1, 2337957 Mapping the organizational socialization and onboarding literature: a bibliometric analysis of the field eva Didiona,b , Maria Rosario Perello-Marinb , Daniel catala-Perezb and Ute ambrosiusa aDepartment of Business administration, ansbach university of applied sciences, ansbach, germany; bDepartment organizacion de empresas, universitat Politècnica de València, Valencia, spain ABSTRACT this study provides a comprehensive review of the intellectual structure and current dynamics of onboarding and socialization research. Using the web of Science (woS) database, we found 452 research articles that met the inclusion criteria. Biblioshiny R-package and vOSviewer were used for the bibliometric analysis. we lay out the most prolific authors, journals, institutions and articles in this rapidly growing field. we find that current research is scattered all over different topics and disciplines. we identify five research fronts that authors have pursued in the last 5 years. Researchers have focused on: psychological contracts; the role of networks and relationship building; the changing work contexts in which organizational socialization takes place; the effects of newcomer proactivity and interactions with supervisors; onboarding in distinct areas like software engineering. Promising research avenues in this field can be distinguished in: different groups of newcomers; examining interactive effects between newcomers and socialization agents; and analyzing the evolving area of digital and virtual onboarding and organizational socialization. IMPACT STATEMENT efficient onboarding practices and processes not only expedite the productivity of new hires but also increase retention, satisfaction, and engagement. Using bibliometric methods, we analyze 452 research articles, unveiling key contributors and pivotal works in the evolving field of onboarding and organizational socialization. we carve out five research areas that hold potential for future research endeavors. By offering insights into the dynamics of successful organizational socialization, our work holds profound implications for cultivating welcoming and efficient workplaces for managers and HR departments. 1. Introduction Organizations worldwide increasingly focus on onboarding and organizational socialization to meet growing challenges, such as lowering retention rates and increased virtualization and digitization (Hofmann etal., 2022; Sani etal., 2022). a recent survey involving 363 german HR officers and managers revealed that 86 percent recognized the imperative to improve their onboarding activities. Moreover, a compelling 88 percent believed that early fluctuation could be mitigated by enhanced onboarding efforts (Haufe, 2022). this indicates that practitioners have recognized the potential of advancing their onboarding activities. However, a notable gap exists between academic research on organizational socialization, primarily rooted in the scientific community of organizational behavior and psychology. Practitioners are, however, generally not familiar with models and theories about organizational socialization and the practical awareness of these models and theories. in contrast, practitioner literature often remains limited to © 2024 the author(s). Published by informa uK Limited, trading as taylor & Francis group CONTACT eva Didion [email protected] Department organizacion de empresas, universitat Politècnica de València, spain this article has been corrected with minor changes. these changes do not impact the academic content of the article. https://doi.org/10.1080/23311975.2024.2337957 this is an open access article distributed under the terms of the Creative Commons attribution License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. the terms on which this article has been published allow the posting of the accepted Manuscript in a repository by the author(s) or with their consent. ARTICLE HISTORY Received 26 May 2023 Revised 27 February 2024 accepted 25 March 2024 KEYWORDS Bibliometric analysis; onboarding; organizational socialization; newcomer; adjustment REVIEWING EDITOR Huifen (Helen) cai, Middlesex University Business School, United Kingdom SUBJECTS Human Resource Development 2 e. DiDiOn etal. compiling best practices and superficial case studies (Klein & Polin, 2012). additionally, researchers have identified the research field as highly dispersed (Batistič & Kaše, 2015), further highlighting the need for a cohesive and comprehensive overview for academia and management practitioners. to address these gaps and contribute to both academic and practical spheres, our objective is to conduct a thorough bibliometric analysis of the existing body of literature on onboarding and organizational socialization. Organizational socialization is the process by which newcomers acquire the knowledge, skills, attitudes, and behaviors needed to adapt to the new role and to effectively operate in their new environment (Bauer et al., 2007; van Maanen & Schein, 1979). effective socialization can protect and maximize return on investment in hiring and training newcomers, and builds up the competitive advantage of human capital (Batistič, 2018). Research shows that organizational practices and newcomer behaviors affect newcomers’ adjustment, which is related to job satisfaction, organizational commitment, job performance and turnover intention (Bauer etal., 2007; Saks et al., 2007). at the beginning of this century, the term onboarding emerged, especially in the practitioner literature (wanberg, 2012). although some authors use the terms onboarding and organizational socialization interchangeably, more conceptual clarity is achieved by defining onboarding as the sum of ‘all formal and informal practices, programs and policies enacted or engaged in by an organization or its agents to facilitate newcomer adjustment’ (Klein & Polin, 2012). as we show in this review, the number of publications about organizational socialization and onboarding is growing and dispersed over different subjects, which makes it difficult to effectively navigate through all the literature. to gain a comprehensive understanding of scientific contributions to onboarding and organizational socialization at the intersection of organizational behavior, psychology and human resource management, this study uses a bibliometric analysis to figure out the intellectual structure of these research areas since van Maanen and Schein (1979) introduced the concept of organizational socialization in 1979. a bibliometric analysis is a technique that employs statistical methods to analyze, structure and investigate a large body of literature. in doing so, scholars might discover ‘hidden patterns’ that facilitate the review process (Kraus etal., 2022). throughout this paper, we aim to provide a coherent map of onboarding and organizational socialization research. we also identify contemporary clusters, emerging trends and novel research avenues, especially regarding the ‘new normal’ after the cOviD-19 pandemic. the objectives of this research are to also identify research gaps and provide insights for potential research ideas in the field. the findings offer two important contributions to the field. First, practitioners obtain an overview of the most relevant concepts and theories to implement and improve onboarding activities in their organizations. the second and main contribution is an academic one: we provide a comprehensive review of the intellectual structure of the field and identify areas where more research is needed. the purpose of this article is to, thus, address five research questions (RQs) by a bibliometric study. RQ1. what are the publication trends in onboarding and organizational socialization? RQ2. who are the most influential authors, institutions and countries in the onboarding and organizational socialization field? RQ3. what are the most influential publications about onboarding and organizational socialization? RQ4. what is the intellectual structure of onboarding and organizational socialization research? RQ5. what are the emerging and promising topics? this paper is organized as follows: first, we provide an overview of the onboarding and organizational socialization literature. then we describe the bibliometric methodology that we followed in this analysis. next, we present and discuss our findings. Finally, we conclude by showing promising research avenues for future research. 2. Onboarding and organizational socialization background the foundation of the socialization field lies in van Maanen and Schein (1979) seminal work, which proposes that six bipolar tactics organizations might apply for the socialization of new employees. Jones (1986) operationalized these as 5-item self-report scales, which have widely been used in studies into socialization tactics (ashforth et al., 1997). He classified the tactics as either institutionalized (collective, formal, sequential, fixed, serial, investiture) or individualized (individual, informal, random, variable, disjunctive, divestiture) (Jones, 1986). there is meta-analytic evidence that institutionalized socialization cOgent BUSineSS & ManageMent 3 tactics is negatively related to role ambiguity, role conflict, intentions to quit and turnover, and positively to self-efficacy, fit perceptions, job satisfaction, job performance, social acceptance and a custodial role orientation (Bauer et al., 2007; Saks et al., 2007). it has been criticized that the operationalization of investiture tactics of Jones (1986) differs from the original definition of van Maanen and Schein (1979) because it measures social support more than identity affirmation. it is also unclear whether a change in the newcomer’s identity may be envisaged (ashforth et al., 1997; 2007; ashforth & Saks, 1996). although a large amount of the literature uses them, focusing on tactics has been subjected to considerable criticism. very little guidance is available for organizations because they measure the degree of structure of organizational socialization, but do not offer information about what actual activities, events or content might be useful to be implemented by employers (Saks & gruman, 2012). in the early 1990s, research into uncertainty reduction by proactive behavior on behalf of newcomers gained momentum. Due to economic and labor market changes, employees tended to more frequently experience socialization. consequently, proactive newcomer behaviors have become particularly important for successful socialization (cooper-thomas & Burke, 2012; Zhao et al., 2022). From several studies, it is now well-established that newcomer proactivity positively affects socialization outcomes (ashforth et al., 2007; Saks et al., 2011; Zhao et al., 2022). Of proactive behaviors, newcomer information-seeking has been investigated the most (Morrison, 1993; Ostroff & Kozlowski, 1992). in addition to information seeking, ashford and Black (1996) introduced six additional proactive behaviors, which were grouped into four categories by Zhao etal. (2022): sensemaking (information seeking and feedback seeking); relationship building (general socializing, networking, and building a relationship with one’s boss); positive framing; negotiating job changes. a meta-analysis of 43 studies found that three of the four categories, namely sensemaking, relationship building and positive framing, were positively related to successful socialization, with positive framing being the strongest predictor (Zhao etal., 2022). as we show in the bibliographic coupling, authors are increasingly interested in the interactive effects of newcomer proactive behavior in the socialization process (Bauer et al., 2019; nifadkar, 2020) at the turn of this century, a number of studies aimed to provide a comprehensive understanding of the organizational socialization field (Batistič & Kaše, 2015) by including various variables to explain the socialization process (e.g. ashforth etal. (2007); Kammeyer-Mueller and wanberg (2003); Kim etal. (2005). with the introduction of the Socialization Resources theory by Saks and gruman (2012), authors have increasingly examined how the resources that are provided during socialization are linked to newcomer adjustment and socialization outcomes (Bauer et al., 2019; ellis et al., 2015; Harris et al., 2022; H. liu et al., 2023; Saks & gruman, 2018). Recently, several authors have utilized the psychological contract to examine the dynamic process of the pathway through socialization. they found that perceived breach and fulfillment affect adjustment add up over time (lapointe & vandenberghe, 2021; li et al., 2022; woodrow & guest, 2017, 2020). in the wake of the covid-10 pandemic, research is beginning to explore how newcomer adjustment functions in hybrid and virtual work environments (Mazzei et al., 2022; Russo, 2017; Yarbrough & Ramos Salazar, 2023). to further explain the literature on onboarding and organizational socialization and to identify promising future research avenues, we conduct a bibliometric review of this research field. the specific methods and procedures of this technique are described in the following section. 3. Methodology we apply a bibliometric methodology that involves using quantitative instruments to analyze bibliometric and bibliographic information (groos & Pritchard, 1969). this method has become very popular lately in business research (Budler et al., 2021; Donthu, Kumar, Pandey, et al., 2021; Donthu, Kumar, Pattnaik, etal., 2021; goodell etal., 2021; Kent Baker etal., 2020; Kumar etal., 2021; Mukherjee etal., 2022; Z. Xu et al., 2021). Unlike traditional systematic literature reviews, a bibliometric review allows information to be provided on areas characterized by large amounts of bibliometric and bibliographic information. in this paper, we follow the four-step process of Donthu et al. (2021) for bibliometric reviews: (1) defining 4 e. DiDiOn etal. the aims and scope of the review; (2) selecting analysis techniques; (3) collecting data for analysis; (4) conducting the analysis and reporting the results. 3.1. Aims and scope of the analysis Building on a co-citation analysis in which Batistič and Kaše (2015) identified three main theories to explain the socialization process, namely organizational reduction theory, sense-making and the social cognitive theory, we aim to show the research paths that have been devised ever since. as we show in the performance analysis, the number of publications has significantly grown. therefore, we apply bibliographic coupling to discover emerging publication themes. 3.2. Choosing the techniques for the bibliometric analysis a bibliometric analysis usually consists of two categories: performance analysis and science mapping. a performance analysis investigates the contributions of research constituents, such as authors, sources, institutions or countries. typically used measures are the number of publications as a measure of productivity and of citations as a measure of influence and impact (Donthu, Kumar, Mukherjee, etal., 2021). we apply a performance analysis to show the development and trends in organizational socialization and onboarding research. additionally, the most prolific authors, institutions, and countries are outlined, as are the most published journals and the most cited articles. Bibliographic coupling assumes that two publications are related in content if they cite the same literature (Kessler, 1963). the number of common references defines the strength of the bibliographic coupling of the two publications. Unlike co-citation, which focuses on highly cited papers from the past, bibliographic coupling can be used to identify clusters of current and future research themes (weinberg, 1974). this includes papers with obviously low citation rates that might be otherwise overlooked (Donthu, Kumar, Mukherjee, et al., 2021) 3.3. Data collection we carried out our research in the clarivate analytics web of Science (woS) database, which is the most widely used one for bibliometric analyses in the management and organization field (Zupic & Čater, 2015). we limited our data collection to the Social Sciences citation index (SSci) and Science citation index expanded (Sci-expanded) to focus on publications of a high scientific standard. in the search function, the keywords ‘onboarding’, ‘organizational socialization’ or ‘employee socialization’ needed to be present in the title, abstract or keywords. to exclude articles on onboarding in other domains, such as onboarding customers in the it services field or the onboarding of clients in the social work domain, we combined those keywords with one of the following terms: employee, newcomer, new hire. Regarding the language of publications, in line with the best practices in systematic reviews and given the nature of our research, english was chosen as the search language. concerning the type of documents, only peer-reviewed articles, reviews and conference proceedings were selected because they contain the most reliable knowledge. Using these search criteria, we obtained an initial sample of 452 documents. 4. Findings the analysis results are presented in two sections. First, we show the findings of the performance analysis to offer an overview of the major contributions of the research constituents in the field. Second, we show the relationships between research constituents building on science mapping. 4.1. Performance analysis Performance analysis allows researchers to determine the productivity (publication) and impact (citation) of the selected body of literature (Kraus etal., 2022). we used the R software package (aria & cuccurullo, cOgent BUSineSS & ManageMent 5 2017) to identify the most important parameters for the performance analysis. Figure 1 shows the year-wise publications on onboarding and organizational socialization and, thus, answers RQ1. Between 2011 and 2018, the number of publications tripled compared to the decade before, and continued to rise to 53 published papers in 2022. the most prolific authors, institutions and countries (RQ2) are listed in table 1. alan M. Saks contributes most with 18 papers, which are cited more than 2500 times. Helena D. copper-thomas, Blake e. ashforth, and tayla n. Bauer follow with 14, 11, and 11 publications, respectively. the top-five prolific institutions are the University of auckland, the texas a&M University, the University of toronto, the Portland State University and the University of Minnesota. the United States is the most productive country, with more than 500 publications, followed by china and canada. in all, the authors of 45 countries have contributed to this research field. Figure 2 shows the most publishing journals in the onboarding and organizational socialization field. the top three most prolific journals are: the Journal of vocational Behavior, with 28 articles on onboarding and organizational socialization that have received 1994 citations; the Journal of applied Psychology, with 25 articles that have received 4253 citations; the Journal of Organizational Behavior, with 12 articles that have received 643 citations. notably, research into onboarding and organizational socialization can be found in journals in the Organizational Behavior, applied Psychology and Human Resources Management fields. what this shows is how such research is located at the crossroads of these fields and that it is interdisciplinary in nature. Of the top 20 journals, 19 are ranked Q1 in the Scimago Journal ranking of the Scopus database, which indicates high research quality. the most cited articles (RQ3) are listed in table 2, which is led by the much recognized meta-analytic review of antecedents, outcomes and methods of newcomer adjustment by Bauer etal. (2007). they found evidence for a model in which organizational socialization tactics and information seeking Figure 1. annual distribution of the articles created with bibliometrix. Table 1. top publishing authors, institutions and countries. author nP tC institution nP Country nP tC saks aM 18 2544 uniV auCKLanD 23 usa 570 9242 Cooper-thomas HD 14 430 teXas a&M uniV 20 CHina 214 701 ashforth Be 11 1556 uniV toRonto 20 CanaDa 109 2803 Bauer tn 11 1423 PoRtLanD state uniV 19 uK 73 475 erdogan B 6 851 uniV Minnesota 17 itaLY 47 173 gruman Ja 6 387 aRiZona state uniV 15 geRManY 41 280 Kammeyer-Mueller JD 5 404 MiCHigan state uniV 14 austRaLia 36 137 steinmacher i 5 159 BeiJing Jiaotong uniV 13 neW ZeaLanD 33 192 Kramer MW 5 124 ioWa state uniV 13 tHe netHeRLanDs 32 226 song Z 5 115 saPienZa uniV RoMe 12 BeLgiuM 29 573 note: nP = number of publications, tC = total citations. 6 e. DiDiOn etal. effect socialization outcomes via adjustment in the form of role clarity, self-efficacy and social acceptance. this article received 218 citations in the body of literature herein analyzed (local citations) and 694 global citations. the article of chao etal. (1994), with 157 local citations and 576 global citations, focuses on the content of socialization and the multidimensionality of this construct. Ostroff and Kozlowski (1992) focus on the learning process during organizational socialization with their article in Personnel Psychology, with 138 local and 432 global citations. Saks and ashforth (1997) review of organizational socialization research is cited locally and globally 126 and 367 times, respectively. the effects of socialization tactics are examined in the article of ashforth and Saks (1996), with 118 local and 466 global citations. 4.2. Intellectual and influence structure of onboarding and organizational socialization research as described in the Methodology section, science mapping is used to show the intellectual and influence structure of the research field to answer RQ4. as Batistič and Kaše (2015) provide a co-citation analysis of the organizational socialization literature for three research periods, we focus on adding a scientific map based on co-occurring keywords and examining future research paths through bibliometric coupling. 4.2.1. Thematic trends of onboarding and organizational socialization research with a co-occurrence analysis to understand the current research directions and central themes of the field, we used vOSviewer (van eck & waltman, 2010) to obtain a visual map of keyword co-occurrence for articles from 2015 onward, which is shown in Figure 3. we can identify clusters about socialization outcomes (light blue), leadership and perceived organizational support (beige), socialization tactics (green), proactivity linked with stress, cOviD-19 and digital onboarding (yellow), information seeking, organizational entry and remote work (orange), open-source software with human resource management (red), psychological contract and supervisor support (pink), recruitment (blue), and social integration and role clarity (purple). we can see that research directions from 2015 onward are scattered with links to different disciplines. Figure 2. Most publishing journals. nP = number of publications, tC = total citations. cOgent BUSineSS & ManageMent 7 4.2.2. Emerging research via bibliographic coupling the fifth research question (RQ 5) aims to identify new and promising research areas in organizational socialization and onboarding. like Donthu, Kumar, Pandey, et al. (2021), andersen (2021) and Rojas-lamorena et al. (2022), we conducted a bibliographic coupling analysis by concentrating on recent publications. we filtered publications from 2018 onward, and the bibliographic coupling executed in vOSviewer (van eck & waltman, 2010) allowed us to identify five research fronts, which appear in Figure 4. Table 2. Most cited articles. authors title Year Journal LC gC gC / Y Bauer, t.n.; erdogan, B. ; Bodner, t.; truxillo, D.M.; tucker, J.s. newcomer adjustment During organizational socialization: a Meta-analytic Review of antecedents, outcomes, and Methods 2007 JouRnaL oF aPPLieD PsYCHoLogY 218 694 40,82 Chao, g.t.; o’Leary-Kelly, a.M. Wolf, s.; Klein, H.J.; gardner, P.D. organizational socialization: its Content and Consequences 1994 JouRnaL oF aPPLieD PsYCHoLogY 157 576 19,20 ostroff, C.; Kozlowski, s.W.J organizational socialization as a learning process - the role of information acquisition 1992 PeRsonneL PsYCHoLogY 138 432 13,50 saks, a.M.; ashforth, B.e. organizational socialization: Making sense of the Past and Present as a Prologue for the Future 1997 JouRnaL oF VoCationaL BeHaVioR 126 367 13,59 ashforth, B.e.; saks, a.M. socialization tactics: Longitudinal effects on newcomer adjustment 1996 aCaDeMY oF ManageMent JouRnaL 118 466 16,64 saks, alan M.; uggerslev, Krista L.; Fassina, neil e. socialization tactics and newcomer adjustment: a meta-analytic review and test of a model 2007 JouRnaL oF VoCationaL BeHaVioR 109 268 15,76 ashforth, B.e.; sluss, D.M.; saks, a.M. socialization tactics, proactive behavior, and newcomer learning: integrating socialization models 2007 JouRnaL oF VoCationaL BeHaVioR 78 257 15,12 gruman, Jamie a.; saks, alan M.; Zweig, David i. organizational socialization tactics and newcomer proactive behaviors: an integrative study 2006 JouRnaL oF VoCationaL BeHaVioR 72 165 9,17 Morrison, eW newcomers’ relationships: the role of social network ties during socialization 2002 aCaDeMY oF ManageMent JouRnaL 71 551 25,05 Wanberg, C.R.; Kammeyer-Mueller, J.D. Predictors and outcomes of proactivity in the socialization process 2000 JouRnaL oF aPPLieD PsYCHoLogY 68 291 12,13 Kim, t.Y.; Cable, D.M.; Kim, s.P. socialization tactics, employee proactivity, and person-organization fit 2005 JouRnaL oF aPPLieD PsYCHoLogY 67 231 12,16 Kammeyer-Mueller, J.; Wanberg, C.; Rubenstein, a.; song, Z. support, undermining, and newcomer socialization: Fitting in During the First 90 Days 2013 aCaDeMY oF ManageMent JouRnaL 63 183 16,64 Bauer, t.n.; green, s.g. testing the combined effects of newcomer information seeking and manager behavior on socialization 1998 JouRnaL oF aPPLieD PsYCHoLogY 60 157 6,04 Bauer, t.n.; green, s.g. effect of newcomer involvement in work-related activities - a longitudinal study of socialization 1994 JouRnaL oF aPPLieD PsYCHoLogY 51 150 5,00 Haueter, J.a.; Macan, t.H.; Winter, J. Measurement of newcomer socialization: Construct validation of a multidimensional scale 2003 JouRnaL oF VoCationaL BeHaVioR 49 102 4,86 Major, D.a.; Kozlowski, s.W.J. newcomer information seeking: individual and contextual influences 1995 inteRnationaL JouRnaL oF seLeCtion anD assessMent 46 281 9,69 allen, n.J.; Meyer, J.P. organizational tactics - a longitudinal analysis of links to newcomers’ commitment and role-orientation 1990 aCaDeMY oF ManageMent JouRnaL 43 303 8,91 Chen, g; Klimoski, R.J. the impact of expectations on newcomer performance in teams as mediated by work characteristics, social exchanges, and empowerment 2003 aCaDeMY oF ManageMent JouRnaL 37 215 10,24 Klein, H.J.; Weaver, n.a. the effectiveness of an organizational-level orientation training program in the socialization of new hires 2000 PeRsonneL PsYCHoLogY 36 148 6,17 ellis, a.M.; nifadkar, s.s.; Bauer, t.n.; erdogan, B. newcomer adjustment: examining the Role of Managers’ Perception of newcomer Proactive Behavior During organizational socialization 2017 JouRnaL oF aPPLieD PsYCHoLogY 32 78 9,67 note: LC = local citations, gC = global citations, gC/Y = global citations per year. 14 e. 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