Existing work on newcomer adjustment and socialization typically assumes that selected employees are the first choice for a role or job. However, this is not always the case. To address this oversight, we introduce and examine the phenomenon of alternate choices: Employees who are selected for a role but perceive or discover that they were not the first choice. Drawing on social identity theory, we contend that alternate choices seek less feedback directly from others due to experiencing less social integration and examine whether leader inclusion offsets these effects. Our studies cycling between experimental and field survey designs support the proposed theory. Taken together, we illuminate how selection processes and decisions made before role entry can impact employees' subsequent work experiences and behavior after they enter the role, providing insights for theory and research on socialization, feedback seeking, and inclusion at work. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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超越第一选择：作为替代选择对社会融合和反馈寻求的影响。

现有的新员工适应和社会化工作通常假设选定的员工是某个角色或工作的首选。然而，这并非总是如此。为了解决这种疏忽，我们引入并研究了替代选择现象：被选中担任某个角色但感知或发现自己不是第一选择的员工。根据社会认同理论，我们认为替代选择由于社会融合较少而直接从他人那里寻求的反馈较少，并研究领导者包容性是否抵消了这些影响。我们在实验和现场调查设计之间循环的研究支持了所提出的理论。综上所述，我们阐明了入职前的选拔流程和决策如何影响员工入职后的后续工作经历和行为，为社会化、反馈寻求和工作包容性的理论和研究提供了见解。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。