Abstract
Newcomer orientation programs, in the form of corporate university training, are gaining popularity among both U.S. and multinational firms. One of the benefits of a corporate university is to facilitate the development of newcomers’ broader social networks spanning across the entire corporation. However, the impact of social networks that could be formed in this context, prior to their first day in the routine work role, has not yet been examined. This study proposes and tests a theoretical model about the relationships among personality traits (proactive personality and self-monitoring), newcomer centrality in communication and friendship networks formed before joining a local company, changes in newcomers during socialization processes, and distal socialization outcomes. Results from a 9-wave longitudinal study with sample of 366 organizational newcomers show that newcomers’ centrality in social networks is related to changes in newcomer adjustment, which in turn, affects subsequent newcomers’ attitudes towards the organization.
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