The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover

Previous research has tended to focus on general best practices for onboarding organizational newcomers. In this study, we shift the conversation instead address question: whom are certain socialization tactics more or less beneficial? Whereas institutionalized provide considerable structure intended reduce uncertainty and help newcomers adjust, is known about whether how individual psychological differences cause some react differently same tactics. To examine interplay between efforts newcomer differences, hypothesize that newcomers’ work locus of control moderates relationship voluntary turnover. We also indirect role adjustment—role clarity, mastery, social integration—and job embeddedness in transmitting interaction Data collected from 676 at four time points over 12 months various organizations provided support our hypotheses: with an external showed higher integration lower turnover under tactics, but individualized Their was reduced (about nine times) contrast, internal were influenced by either tactic approach terms their integration, embeddedness,