Abstract
Although research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered the impact of newcomer identification with targets external to the organization. Through two multi-wave studies, we investigate whether relational identification with identities external to the organization can be beneficial for socialization outcomes. We found that stronger relational identification with identities external to the organization is positively related to job engagement through the dual mediation of social support and psychological well-being, a relationship we explain through Conservation of Resources Theory. At a time when newcomers are expending resources and may not have a support system inside the organization, important identities foster success through building a resource base of support available to the newcomer. These external resources encourage well-being and free newcomers to invest in becoming physically, emotionally, and cognitively engaged with their new jobs. Our research suggests that external relational identities are a neglected and important element influencing the socialization process.
Published Version
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