Unlocking work engagement: harnessing social capital, proactive personalities and POS in newcomers’ organizational socialization

Azmat Islam, Muhammad Ajmal, Zeenat Islam
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Abstract

Purpose

The purpose of this study is to investigate how social capital resources (SCRs), proactive personality and perceived organizational support (POS) influence work engagement during the organizational socialization process through the lens of self-determination theory (SDT).

Design/methodology/approach

Drawing upon a sample of newly hired employees from diverse industries, data was collected using self-report measures. A total of 619 respondents’ data were qualified for analysis. Regression analysis and structural equation modeling with the bootstrap method were used for hypothesis testing.

Findings

Results indicate that newcomers who used effective organizational socialization tactics (OSTs) experienced higher levels of work engagement. Moreover, SCRs were crucial in shaping the relationship between OSTs and work engagement. Specifically, newcomers with greater SCRs exhibited increased work engagement, enhancing effective OSTs’ positive impact. Furthermore, proactive personality and POS traits moderate the relationship between SCRs and work engagement. Newcomers with a proactive personality were more likely to leverage their SCRs, leading to higher work engagement effectively.

Practical implications

This study underscores the importance of promoting social connections, organizational support, proactivity and positive relationships to enhance employee work engagement and overall well-being in the Pakistani context.

Originality/value

This study examines how SCRs, proactive personality and POS influence work engagement during organizational socialization, a novel area in newcomer adjustment. It highlights the importance of strategic socialization and targeted onboarding programs that enhance SCRs and proactive personalities. By integrating SDT with the cultural context of Pakistani organizations, it offers unique insights for improving newcomer adjustment and engagement.

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释放工作热情:在新人的组织社会化过程中利用社会资本、积极主动的个性和 POS
本研究旨在通过自我决定理论(SDT)的视角,探讨在组织社会化过程中,社会资本资源(SCR)、积极主动型人格和感知组织支持(POS)如何影响工作参与度。共有 619 名受访者的数据符合分析条件。结果结果表明,使用有效的组织社会化策略(OSTs)的新人工作投入度更高。此外,SCR 对 OST 与工作投入之间关系的形成至关重要。具体来说,SCR 越高的新人工作投入度越高,从而增强了有效组织社交策略的积极影响。此外,积极主动的个性和 POS 特质对 SCR 与工作投入度之间的关系起着调节作用。本研究强调了在巴基斯坦环境中促进社会联系、组织支持、主动性和积极关系对于提高员工工作投入度和整体幸福感的重要性。 原创性/价值 本研究探讨了 SCRs、主动性人格和 POS 如何在组织社会化过程中影响工作投入度,这是新人适应的一个新领域。研究强调了战略性社会化和有针对性的入职培训计划对提高 SCR 和主动型人格的重要性。通过将 SDT 与巴基斯坦组织的文化背景相结合,该研究为提高新人适应性和参与度提供了独特的见解。
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来源期刊
CiteScore
6.00
自引率
7.10%
发文量
99
期刊介绍: The IJOA welcomes papers that draw on, but not exclusively: ■Organization theory ■Organization behaviour ■Organization development ■Organizational learning ■Strategic and change management ■People in organizational contexts including human resource management and human resource development ■Business and its interrelationship with society ■Ethics and morals, spirituality
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