The preponderance of organizational socialization research has focused on the perceptions and interests of newcomers. Yet, insiders-particularly immediate supervisors-are central to newcomers' adjustment, primarily in providing newcomers help. To facilitate such behavior, however, it is necessary to understand supervisors' helping motivations. Beginning from a new theoretically grounded taxonomy, we examined how supervisor reports of their own self-oriented, other-oriented, and normative motives predicted newcomer-rated received help and subsequent adjustment/socialization outcomes. We also examined the moderating role of newcomer motive perceptions on whether help was reciprocated to supervisors. Our model was tested with multiwave data from newcomers and supervisors during the first 3 months of starting a job. Newcomers reported receiving greater help from supervisors who described themselves as being motivated by self-oriented tangible gains and other-orientation, whereas supervisors who described themselves as being motivated by self-oriented enhancement were seen as less helpful. Further, when newcomers perceived that supervisors were more motivated by other-orientation and less by self-oriented tangible gains, newcomers reciprocated more help to the supervisor later on. Our results advance theory about the role of interpersonal helping during socialization, revealing that not all provided help is interpreted similarly by newcomers, and that differing supervisor motivations should also be factored into account. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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主管帮助动机对新人适应和社会化结果的比较影响。

组织社会化研究的优势集中在新人的看法和兴趣上。然而，内部人员——尤其是直接上司——是新人调整的核心，主要是为新人提供帮助。然而，为了促进这种行为，有必要了解主管的帮助动机。从一个新的理论基础分类法开始，我们研究了主管报告他们自己以自我为导向、以他人为导向和规范动机的报告如何预测新人评级获得的帮助和随后的调整/社会化结果。我们还研究了新员工动机认知在帮助是否回报给主管方面的调节作用。我们的模型在开始工作的前 3 个月内使用来自新员工和主管的多波数据进行了测试。新来者报告称，他们从自我导向的有形收益和其他导向的上司那里获得了更大的帮助，而将自己描述为以自我为导向的增强动力的上司被认为帮助不大。此外，当新来者认为上司更多地受到其他导向而不是自我导向的有形收益的激励时，新来者随后会回报上司更多的帮助。我们的研究结果推进了关于人际帮助在社会化过程中的作用的理论，揭示了并非所有提供的帮助都被新来者以类似的方式解释，并且还应考虑不同的主管动机。（PsycINFO 数据库记录 (c) 2020 APA，保留所有权利）。