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Facilitating Newcomers’ Work Engagement: The Role of Organizational Socialization and Psychological Capital

Jia Xu1, Baoguo Xie2,*, Yi Yang3, Dhandevi Maharjan4
1 School of Political Science and Public Administration, Wuhan University, Wuhan, 430072, China
2 School of Management, Wuhan University of Technology, Wuhan, 430070, China
3 School of Business, Nanjing University of Information Science and Technology, Nanjing, 210044, China
4 Department of Management, Tribhuvan University, Lalitpur, 44700, Nepal
* Corresponding Author: Baoguo Xie. Email:

International Journal of Mental Health Promotion 2019, 21(2), 69-80. https://doi.org/10.32604/IJMHP.2019.010708

Abstract

Employee well-being has received considerable attention over the past decades. Little has been done to examine the linkage between organizational socialization and work engagement, one of the most important indicators of wellbeing at work. Drawing upon the conservation of resources (COR) theory, we propose and test relationships between organizational socialization, employee psychological capital, work engagement, and leader psychological capital. Using data from 268 newcomers nested within 36 teams, the results show that (1) organizational socialization is positively related to work engagement; (2) employee psychological capital mediates the relationship between organizational socialization and work engagement; (3) leader psychological capital moderates the relationship between organizational socialization and work engagement and the relationship between employee psychological capital and work engagement. We discuss the limitations of the study and the implications for future research on organizational socialization and employee well-being.

Keywords

Organizational socialization; employee psychological capital; leader psychological capital; work engagement

Cite This Article

Xu, J., Xie, B., Yang, Y., Maharjan, D. (2019). Facilitating Newcomers’ Work Engagement: The Role of Organizational Socialization and Psychological Capital. International Journal of Mental Health Promotion, 21(2), 69–80.

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This work is licensed under a Creative Commons Attribution 4.0 International License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
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