Previous research has focused on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to address the question: for whom are certain socialization tactics more or less beneficial? Whereas institutionalized socialization tactics provide considerable structure and help newcomers adjust, less is known about whether and how individual psychological differences cause some newcomers to react differently to the same tactics. To examine the interplay between organizational socialization efforts and newcomer individual differences, we hypothesize that newcomers’ work locus of control (WLOC) moderates the relationship between socialization tactics and voluntary turnover. We also examine the indirect role of newcomer work adjustment—role clarity, work mastery, social integration—and job embeddedness in transmitting the interaction between socialization tactics and WLOC to turnover. Data collected from 676 newcomers in various organizations provided general support for our hypotheses: Newcomers with an external WLOC showed higher social integration and embeddedness and lower turnover under institutionalized tactics, but lower social integration and embeddedness and higher turnover under individualized tactics. Their turnover was also reduced from individualized to institutionalized tactics. In contrast, newcomers with an internal WLOC were less influenced by either socialization tactic approach in terms of their social integration, embeddedness, or turnover.

先前的研究集中于组织新人入职的一般最佳实践。在本研究中，我们将讨论转移到解决以下问题：某些社会化策略或多或少对谁有益？制度化的社会化策略提供了可观的结构并帮助新移民适应，而关于个人心理差异是否以及如何导致某些新移民对同一策略做出不同反应的了解则很少。为了研究组织社会化工作与新人个体差异之间的相互作用，我们假设新人的工作控制源（WLOC）缓和了社会化策略与自愿离职之间的关系。我们还将研究新人工作调整的间接作用-角色清晰，精通工作，社会整合，以及将社交化策略与WLOC之间的互动传递给离职的工作嵌入度。从各个组织的676名新移民收集的数据为我们的假设提供了一般性支持：具有外部WLOC的新移民在制度化的策略下显示出较高的社会融合度和内在性，而离职率更低，而在个体化的策略下则较低的社会融合度和内在性和更高的离职率。他们的营业额也从个性化策略减少为制度化策略。相比之下，具有内部WLOC的新移民就其社会融合，包容性或离职率而言，受社会化策略方法的影响较小。从各个组织的676名新移民收集的数据为我们的假设提供了一般性支持：具有外部WLOC的新移民在制度化的策略下显示出较高的社会融合度和内在性，而离职率更低，而在个体化的策略下则较低的社会融合度和内在性和更高的离职率。他们的营业额也从个性化策略减少为制度化策略。相比之下，具有内部WLOC的新移民就其社会融合，包容性或离职率而言，受到社会化策略方法的影响较小。从各个组织的676名新移民收集的数据为我们的假设提供了一般性支持：具有外部WLOC的新移民在制度化的策略下显示出较高的社会融合度和内在性，而离职率更低，而在个体化的策略下则较低的社会融合度和内在性和更高的离职率。他们的营业额也从个性化策略减少为制度化策略。相比之下，具有内部WLOC的新移民就其社会融合，包容性或离职率而言，受社会化策略方法的影响较小。他们的营业额也从个性化策略减少为制度化策略。相比之下，具有内部WLOC的新移民就其社会融合，包容性或离职率而言，受社会化策略方法的影响较小。他们的营业额也从个性化策略减少为制度化策略。相比之下，具有内部WLOC的新移民就其社会融合，包容性或离职率而言，受到社会化策略方法的影响较小。