Abstract
In this manuscript, we reframe the organizational socialization process using a resource-based framework and suggest that the organizational socialization process can be understood as a process through which newcomers get access to and make use of organizational insiders' resources, including their human capital, social capital and psychological capital. Our theoretical model indicates that organizational insiders' resources would positively relate to the newcomers' socialization effectiveness. In addition, we also propose that the effect of organizational insiders' resources on newcomers' socialization effectiveness is moderated by newcomers' proactive personality as well as organizational insiders' support.
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