The Relationship between Newcomer Proactive Behaviors and Socialization Outcomes: The Moderating Role of Perceived Motivational Climate

Although a growing body of literature acknowledges the importance of engaging in newcomer proactive behaviors to obtain desirable socialization outcomes, researchers call for further research on the factors that may influence the strength of such a relationship. Thus, we sought to extend the current literature by examining the moderating role of perceived motivational climate on the relationship between newcomer proactive behaviors and socialization outcomes. Prior to this, we first investigated the direct relationship between newcomer proactive behaviors and socialization outcomes, as well as the association between perceived motivational climate and newcomer proactive behaviors. Our target group was newcomers who had been in their current job position (within the same company) for two years or less. Participants were gathered through educational institutions, BI Alumni and social media accounts, yielding a total of 185 respondents. Drawing on a cross-sectional research design, participants were asked to fill out a self-completion questionnaire which contained items regarding proactive behaviors, perceived motivational climate and socialization outcomes. The collected data were analyzed using multiple regressions. The results of the current study demonstrated a significant positive relationship between jobchange negotiation and both intention to remain and role clarity. Further, mastery climate and performance climate were positively related to all three proactive behaviors, however, the relationship between performance climate and job-change negotiation was non-significant. Finally, the findings did not provide any evidence for a moderating role of motivational climate. Nevertheless, mastery climate was positively associated with intention to remain and role clarity. Overall, due to its positive association with each of the newcomer proactive behaviors and two of the socialization outcomes, we advise organizations to facilitate a mastery climate for their newcomers. However, considering the limitations of the present study, we suggest that future research should further examine the role and importance of perceived motivational climate, as well as other potential moderators to such a relationship