A longitudinal test of recruiting and leadership influence on newcomer socialization and performance
Abstract
A review of the socialization literature led to the two major objectives of this work. The role of leadership on the socialization process has been ignored and this research was largely undertaken to rectify this oversight. Further, while parallels can be made, the recruiting literature has not been incorporated into socialization research. A hypothesized model of the influence of recruiting and leader behaviors on newcomer adjustment is presented and tested. Of the 45 hypothesized bivariate relationships, 10 (22%) were supported and three were significant but in the opposite direction of what was predicted. Participants consisted of 311 new college graduates who had accepted jobs by graduation. Participants provided data prior to starting their new jobs, a few months after entering their jobs, and several months after entering their jobs. Data were collected from newcomers, their coworkers, and their supervisors. A comparison of results from these different data sources revealed that with the exception of newcomer performance, the source of data did not greatly influence results. Early newcomer performance influenced how leaders treated newcomers. Leader behaviors predicted newcomer adjustment in all hypothesized cases. Using data from the newcomer only, accommodation variables predicted newcomer performance. Using data from newcomers, their coworkers, and their supervisors, only early newcomer performance predicted later newcomer performance. Future research ideas are offered in the discussion section of this document.
Degree
Ph.D.
Advisors
Green, Purdue University.
Subject Area
Management|Educational psychology|Business education
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