Purpose

This study aims to explore and classify the fragmentary findings of previous studies and improve understanding of the overall roles of supervisors in newcomer organizational socialization (NOS) and their relationships to NOS outcomes.

Design/methodology/approach

The study chiefly involves undertaking a literature review, with an emphasis on the perspective of human resource development (HRD). A structured literature review was conducted to identify and select articles through the Web of Science database.

Findings

Five important roles of supervisors during NOS – supporting training transfer, providing information, clarifying newcomers’ roles, facilitating sensemaking and providing feedback – were revealed from an examination of extant work. These roles markedly influence five different components of newcomers’ adjustment: task mastery, role clarification, organizational knowledge, social identification and social integration.

Research limitations/implications

Although the concept of NOS used in this paper did not include all meanings of organizational socialization, the findings proposed key areas that require further study to enhance the understanding of supervisors’ roles for NOS.

Practical implications

The literature review suggests key efforts that supervisors should pursue to enhance the efficacy of newcomers’ adjustment. HRD professionals can use this information to design supervisor training programs aimed at enhancing supervisors’ knowledge and skills for successful NOS.

Originality/value

Studies have reported that supervisors markedly impact NOS and ultimately a newcomer’s success or failure. Relatively little work, however, has investigated how supervisors’ roles in the NOS process can enhance newcomers’ successful NOS outcomes.

中文翻译：

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主管对新人调整的作用：审查主管对新人组织社会化结果的影响

目的

本研究旨在探索和分类先前研究的零散发现，并提高对主管在新人组织社会化 (NOS) 中的整体作用及其与 NOS 结果的关系的理解。

设计/方法/途径

该研究主要涉及进行文献综述，重点放在人力资源开发（HRD）的角度。通过 Web of Science 数据库进行结构化文献综述以识别和选择文章。

发现

NOS 期间主管的五个重要角色——支持培训转移、提供信息、澄清新人的角色、促进意义建构和提供反馈——从对现有工作的审查中揭示出来。这些角色显着影响新来者调整的五个不同组成部分：任务掌握、角色澄清、组织知识、社会认同和社会融合。

研究局限性/影响

尽管本文中使用的 NOS 概念并未包括组织社会化的所有含义，但研究结果提出了需要进一步研究的关键领域，以加强对主管在 NOS 中的作用的理解。

实际影响

文献回顾表明监管者应该努力提高新人调整的有效性。HRD 专业人员可以使用此信息来设计主管培训计划，旨在增强主管的知识和技能，以实现成功的 NOS。

原创性/价值

研究报告称，主管会显着影响 NOS，并最终影响新人的成败。然而，相对较少的工作调查了主管在 NOS 过程中的角色如何提高新人的成功 NOS 结果。