Newcomers' future work selves, perceived supervisor support, and proactive socialization in Chinese organizations

Yanhong Zhang1, Jianqiao Liao1, Yanling Yan1, Yun Guo1
1School of Management, Huazhong University of Science and Technology, People’s Republic of China
Cite this article:  Zhang, Y., Liao, J., Yan, Y., & Guo, Y. (2014). Newcomers' future work selves, perceived supervisor support, and proactive socialization in Chinese organizations. Social Behavior and Personality: An international journal, 42(9), 1457-1472.

Volume 42 Issue 9 | e4045 | Published: October 2014 | DOI: https://doi.org/10.2224/sbp.2014.42.9.1457

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Based on self-determination theory, we examined how new employees’ (newcomers) future work selves and perceived level of supervisor support influence newcomers’ proactive socialization in the workplace, a factor that leads to better long-term adjustment. We conducted a survey using a 3-wave longitudinal design with 295 people employed in a range of organizations in China. Results indicate that level of perceived supervisor support had a significant influence on the relationship between newcomers’ future work selves and their proactive adjustment behavior, such that the relationship became stronger as perceived supervisor support increased. In addition, we found that newcomers’ proactive adjustment behavior was positively related to both the quality of their social integration and their job performance. Theoretical and practical implications and directions for future research are discussed.

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