Organizational Socialization and Newcomer Engagement

Research is devoted to the study of the problematics of organizational socialization and newcomer engagement. For a long time, organizational socialization was viewed as a tool for integrating an employee in a company, getting the necessary information, accepting company values, reducing stress, etc. Relatively recently, the scientific literature raised the question about other expected results of organizational socialization, that is newcomer engagement. The study is based on the resource approach, in particular, on the theory of job demands-resources (JD-R). Organizational resources and personal resources were used to determine the connection between organizational socialization and engagement. Organizational resources include: social resources, work resources, and job characteristics. By personal resources we mean the psychological condition of meaningfulness, safety and availability. The empirical part of the study is based on the existing request of the organization to create a regulated process of socialization. The study includes a description of the empirical object, data collection methods, testing hypotheses using correlation analysis and crosstabs, conclusions and recommendations. The study includes list of main resources that affect engagement, describes the organizational practices for the provision of these resources.