dc.description.abstract | Although a growing body of literature acknowledges the importance of engaging
in newcomer proactive behaviors to obtain desirable socialization outcomes,
researchers call for further research on the factors that may influence the strength
of such a relationship. Thus, we sought to extend the current literature by
examining the moderating role of perceived motivational climate on the
relationship between newcomer proactive behaviors and socialization outcomes.
Prior to this, we first investigated the direct relationship between newcomer
proactive behaviors and socialization outcomes, as well as the association between
perceived motivational climate and newcomer proactive behaviors.
Our target group was newcomers who had been in their current job
position (within the same company) for two years or less. Participants were
gathered through educational institutions, BI Alumni and social media accounts,
yielding a total of 185 respondents. Drawing on a cross-sectional research design,
participants were asked to fill out a self-completion questionnaire which contained
items regarding proactive behaviors, perceived motivational climate and
socialization outcomes.
The collected data were analyzed using multiple regressions. The results
of the current study demonstrated a significant positive relationship between jobchange
negotiation and both intention to remain and role clarity. Further, mastery
climate and performance climate were positively related to all three proactive
behaviors, however, the relationship between performance climate and job-change
negotiation was non-significant. Finally, the findings did not provide any evidence
for a moderating role of motivational climate. Nevertheless, mastery climate was
positively associated with intention to remain and role clarity. Overall, due to its
positive association with each of the newcomer proactive behaviors and two of the
socialization outcomes, we advise organizations to facilitate a mastery climate for
their newcomers. However, considering the limitations of the present study, we
suggest that future research should further examine the role and importance of
perceived motivational climate, as well as other potential moderators to such a
relationship. | en_US |