Socialization and Newcomer Adjustment: The Role of Organizational Context
研究组织情境（如机械式结构、组织规模、工作激励潜力）如何影响社会化实践，进而影响新员工适应，基于商学院毕业生4个月和10个月的数据分析。
Research on how the context of work affects HRM practices in general, and socialization practices in particular, is relatively scarce. The present study assesses a model linking context, socialization, and newcomer adjustment. Self-report data from business school graduates after 4 months (N = 295) and 10 months (N = 223) on the job revealed that mechanistic (vs. organic) structure, organization size, and jobs of high motivating potential were each positively associated with organizations' use of what Jones (1986) refers to as institutionalized socialization, and this form of socialization was positively associated with newcomer adjustment. Contrary to expectations, neither a newcomer's bureaucratic orientation nor growth need strength moderated the relationship between socialization and adjustment.