Psychological Orientation and the Process of Organizational Socialization: An Interactionist Perspective

Abstract

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.