Antecedents of newcomer proactive socialization behavior: A systematic literature review

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-07-30 DOI:10.1016/j.hrmr.2025.101105

Di Cai , Han Meng , Jia Liu

引用次数: 0

Abstract

Despite the growing literature on newcomer proactive socialization behaviors, our understanding of the factors driving these behaviors remains limited. Extant studies focus on specific variables but overlook the underlying theoretical perspectives and logical hypotheses. This integrative review aimed to advance the knowledge on the antecedents of newcomer proactive socialization behaviors through a systematic review of 63 empirical studies. It was organized around a framework of three theoretical lenses: the relational lens, focused on interactive relationships; the instrumental lens, centered on the purposiveness and functionality of behaviors; the individual difference and self-regulation lens, focused on newcomers' internal characteristics driving their behaviors. Our review not only integrates the fragmented antecedents and theories of newcomer proactive socialization behaviors, but also illuminates the interplay among the three lenses. Finally, we outline future research directions.

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新人主动社会化行为的前因：系统的文献回顾

尽管关于新人主动社会化行为的文献越来越多，但我们对驱动这些行为的因素的理解仍然有限。现有的研究侧重于具体的变量，而忽视了潜在的理论视角和逻辑假设。本研究旨在通过对63项实证研究的系统回顾，进一步了解新移民主动社会化行为的前因。它是围绕三个理论视角的框架组织起来的：关系视角，关注互动关系；工具性视角，关注行为的目的性和功能性；个体差异和自我调节视角，关注新人驱动其行为的内在特征。本研究不仅整合了新人主动社会化行为的支离破碎的前因和理论，而且阐明了这三个镜头之间的相互作用。最后，展望了未来的研究方向。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.