Psychological Orientation and the Process of Organizational Socialization: An Interactionist Perspective
认为，新员工对组织的心理取向会调节其后续适应过程，个体差异和归因过程影响个人与角色结果，挑战了传统组织社会化研究假设。
Research on organizational socialization typically assumes that the newcomer's subsequent adjustment to the organization is directly affected by early learning experiences and the organization's methods of socialization. This paper argues, however, that when the newcomer's orientation towards the organization is taken into account, individual differences and attributional processes moderate the newcomer's subsequent adjustment to the organization and personal and role outcomes.