Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcomers are more likely to engage in proactive networking behaviors, a form of signaling that could help those newcomers build a larger number of peer advice ties. Such initial success may then transmit newcomers' signals to the managerial ranks, affording them a better reputation among managers. In addition, signaling theory suggests that the centrality of a newcomer's immediate supervisor in the managerial advice network can amplify the effect of the newcomer's own signaling actions (i.e., proactive networking behaviors) on their relationships with peers. We tested our hypotheses in two field survey studies. Study 1 found that newcomers higher in future orientation engaged in more proactive networking. Proactive networking helped newcomers form more peer advice ties, which were, in turn, positively related to their reputation among managers. Study 2 found that the supervisor's centrality in the managerial advice network moderated the relationship between newcomer proactive networking and peer advice ties. We discuss the implications of our findings for the newcomer adjustment and signaling theory literatures as well as for socialization practices. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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新移民通过主动网络建立社会资本：信号视角。


社交网络可以帮助新人学习和适应，并促进他们的表现。然而，关于新人如何从头开始建立他们的社交网络的了解是有限的。扩展社会化文献，我们提出了一个模型，将新人主动网络描述为与同龄人新人建立建议关系的驱动力，这反过来又影响新人在地位较高的组织内部人员中的声誉。借鉴信号理论，我们提出面向未来的新人更有可能参与主动网络行为，这是一种可以帮助这些新人建立更多同伴建议联系的信号形式。这种初步的成功可能会将新人的信号传递给管理层，使他们在经理人中享有更好的声誉。此外，信号理论表明，新人的直接上司在管理建议网络中的中心地位可以放大新人自己的信号行为（即主动网络行为）对他们与同伴关系的影响。我们在两项实地调查研究中检验了我们的假设。研究 1 发现，未来取向较高的新人会参与更主动的社交活动。主动建立联系有助于新人建立更多的同行咨询联系，这反过来又与他们在管理者中的声誉呈正相关。研究 2 发现，主管在管理建议网络中的中心地位调节了新人主动网络与同伴建议关系之间的关系。我们讨论了我们的发现对新移民适应和信号理论文献以及社会化实践的影响。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。