Purpose

This study aims to explore relationships among supervisors’ socialization behaviors, newcomers’ socialization outcomes, organizational commitment, and work outcomes in three large companies in Korea.

Design/methodology/approach

The research was conducted via an online survey in three large firms in Korea. The sample comprised newcomers who had worked for more than six months but less than one year in these firms. The collected data were analyzed using descriptive statistics and structural equation modeling (SEM).

Findings

Derived from SEM, the study’s results confirmed a causal relationship between supervisor’s socialization behaviors and newcomer’s work outcomes, which was fully mediated by newcomer’s socialization outcomes. However, organizational commitment was observed as a mediating variable, not a moderating variable. All types of supervisors’ socialization behaviors were related to newcomers’ socialization outcomes. Providing appropriate feedback, supporting newcomers’ development and improving social relationships were most strongly related to newcomers’ socialization outcomes.

Research limitations/implications

This study proposed a rationale for the potential effectiveness of supervisor socialization behavior training. Related variables such as supervisor training aspects and the effectiveness of supervisor training for newcomers’ organizational socialization could be examined further.

Practical implications

The study offers critical areas to consider when designing training programs focused on supervisors’ socialization behaviors. Human resource development practitioners should be aware of the importance of supervisors’ socialization behaviors for newcomers’ organizational socialization and develop a program to improve all types of supervisors’ socialization behaviors.

Originality/value

New areas of training and development for supervisors can be proposed to improve newcomer organizational socialization and, eventually, to enhance the work outcomes of newcomers.

中文翻译：

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主管社会化行为、新人社会化成果、组织承诺与工作成果之间的关系

目的

本研究旨在探讨韩国三家大公司主管的社会化行为、新员工的社会化结果、组织承诺和工作成果之间的关系。

设计/方法论/途径

该研究是通过对韩国三家大公司的在线调查进行的。样本包括在这些公司工作超过六个月但不到一年的新员工。使用描述性统计和结构方程模型（SEM）对收集的数据进行分析。

发现

该研究的结果源自SEM，证实了主管的社会化行为与新员工的工作成果之间存在因果关系，并且这种关系完全受到新员工的社会化成果的调节。然而，组织承诺被视为中介变量，而不是调节变量。各类主管的社会化行为均与新人的社会化结果相关。提供适当的反馈、支持新人的发展和改善社会关系与新人的社交结果密切相关。

研究局限性/影响

本研究提出了主管社会化行为培训的潜在有效性的基本原理。可以进一步研究相关变量，例如主管培训方面以及主管培训对新员工组织社会化的有效性。

实际影响

该研究提供了设计针对主管社交行为的培训计划时需要考虑的关键领域。人力资源开发从业者应该认识到主管社会化行为对于新人组织社会化的重要性，并制定改善各类主管社会化行为的计划。

原创性/价值

可以为主管提出新的培训和发展领域，以改善新员工的组织社会化，并最终提高新员工的工作成果。