Abstract
The authors selectively review the literature on newcomer socialization in organizational settings and develop a social capital model of the organizational socialization process. The model highlights the roles of (1) socialization factors (i.e., organizational socialization tactics and newcomer proactivity) in facilitating newcomer accessibility to social capital, (2) effective mobilization of social capital for newcomer adjustment and subsequent career success, and (3) organizational insiders in facilitating newcomer adjustment. An agenda for future studies on socialization, social capital, and social networks is provided.
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