The effective socialization of newcomers into organizations is critical for employee and organizational success. As such, ensuring successful onboarding has become even more pivotal for newcomer adjustment, performance, and retention. The literature has seen significant growth and incorporated new theoretical perspectives, such as resource-based approaches since the most recent comprehensive meta-analytic review of the literature. Therefore, we extended earlier reviews by presenting an updated model of the socialization process, reviewing the literature, and examining this updated model via meta-analysis. In all, we identified 256 studies that met our meta-analytic inclusion criteria, and 183 with sufficient k across construct categories were included in our meta-analysis. At the correlational level, we analyzed antecedents to proximal adjustment indicators and proximal adjustment to distal outcomes. We examined a potential moderator, whether the study took place in a horizontal-individualistic (HI) versus vertical-collectivistic (VC) culture. Last, we analyzed a path model to identify unique relationships between specific antecedents (age, full-time work experience, organizational tenure, proactive personality, information seeking, organizational tactics, insider mentoring/supporting), proximal adjustment indicators (social acceptance, role clarity, task mastery, perceived fit), and distal outcomes (job satisfaction, organizational commitment, turnover intentions, other-rated performance, and well-being). Our analyses uncover the role of proactive personality and proactive newcomer behaviors in newcomer adjustment and the importance of social acceptance for newcomers. They also identify perceptions of fit as an important but relatively under-examined adjustment indicator and newcomer well-being as an additional socialization outcome. We develop future directions for socialization theory and research methods.

中文翻译：

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新人组织社会化的新视野：回顾、荟萃分析和未来研究方向


新员工融入组织的有效社会化对于员工和组织的成功至关重要。因此，确保成功入职对于新员工的调整、绩效和保留变得更加关键。自最近对文献进行全面元分析综述以来，文献数量显着增长，并融入了新的理论观点，例如基于资源的方法。因此，我们通过提出社会化过程的更新模型、回顾文献并通过荟萃分析检查该更新模型来扩展早期的评论。总之，我们确定了 256 项符合我们的荟萃分析纳入标准的研究，其中 183 项在构建类别中具有足够的 k 被纳入我们的荟萃分析中。在相关性层面，我们分析了近端调整指标的前因和远端结果的近端调整。我们检查了潜在的调节者，研究该研究是否发生在水平个人主义（HI）文化与垂直集体主义（VC）文化中。最后，我们分析了一个路径模型，以确定特定因素（年龄、全职工作经验、组织任期、主动性格、信息寻求、组织策略、内部指导/支持）、近端调整指标（社会接受度、角色清晰度）之间的独特关系。 、任务掌握、感知适合度）和远端结果（工作满意度、组织承诺、离职意向、其他评价绩效和幸福感）。我们的分析揭示了主动性格和主动新人行为在新人适应中的作用以及社会接受对新人的重要性。 他们还将适应感视为一个重要但相对而言未被充分审查的调整指标，并将新移民的幸福感视为额外的社会化结果。我们开发社会化理论和研究方法的未来方向。