Newcomers building social capital by proactive networking: A signaling perspective.

Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcomers are more likely to engage in proactive networking behaviors, a form of signaling that could help those newcomers build a larger number of peer advice ties. Such initial success may then transmit newcomers' signals to the managerial ranks, affording them a better reputation among managers. In addition, signaling theory suggests that the centrality of a newcomer's immediate supervisor in the managerial advice network can amplify the effect of the newcomer's own signaling actions (i.e., proactive networking behaviors) on their relationships with peers. We tested our hypotheses in two field survey studies. Study 1 found that newcomers higher in future orientation engaged in more proactive networking. Proactive networking helped newcomers form more peer advice ties, which were, in turn, positively related to their reputation among managers. Study 2 found that the supervisor's centrality in the managerial advice network moderated the relationship between newcomer proactive networking and peer advice ties. We discuss the implications of our findings for the newcomer adjustment and signaling theory literatures as well as for socialization practices. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Unpacking the effects of socialization programs on newcomer retention: A meta-analytic review of field experiments.

Decades of research conducted using field experiments and quasi-experiments have enabled us to accumulate causal evidence on the effectiveness of onboarding and socialization programs (SPs) across various contexts including employment, higher education, and military services. However, the literature is devoid of an integrated conceptual framework and a quantitative review evaluating the effect of such SPs on reducing newcomer turnover and its boundary conditions. In this study, we draw from a configurational approach to categorize strategic components of SPs, propose bundles of these components based on extant theories in the socialization literature, and examine the moderating effects of these bundles on the retention benefits of SPs. Combining 168 effect sizes from 83 field experiments, our meta-analysis reveals a significant overall effect size of OR = 1.46, suggesting that, on average, the odds of retention are 1.46 times higher for newcomers participating in a SP compared to newcomers in the control group. Our results also indicate that SPs' beneficial effects on newcomer retention are greater when they include the components of identifying effective task behaviors, encouraging proactivity, and facilitating social integration, a bundle aimed at satisfying key psychological needs identified by self-determination theory. We further demonstrate that the retention benefits associated with SP participation increase when the SPs are delivered in-person and in a staggered mode but remain intact across different sample types and study design features. We conclude by discussing how our study expands and develops theoretical understanding within the socialization literature and offers practical implications for managing newcomer retention that go beyond our current knowledge. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

How are newcomer proactive behaviors received by leaders and peers? A relational perspective.

Although most studies have shown that newcomers benefit from proactive behaviors, these behaviors are not always viewed positively by colleagues, resulting in negative consequences for newcomers. Drawing on uncertainty reduction and social cognitive theories, we contend that newcomer proactive behaviors are viewed positively by competent leaders and peers but negatively by those with low competence. Further, we argue that newcomer proactive behaviors impact leader and peer threat perceptions, affecting subsequent workplace relationships, which in turn influence newcomer voluntary turnover. We empirically test our hypotheses in a three-time multisource study, utilizing a sample of 377 newcomers, 132 leaders, and 721 peers. Supporting our hypotheses, when leaders and peers are less competent, newcomer proactive behaviors, through impacting leader and peer threat perceptions, result in lower quality relationships with leaders and peers. These cascading effects positively correlate with newcomer voluntary turnover. Conversely, opposite effects arise for more competent leaders and peers. Implications of how newcomer proactive behaviors impact workplace relationships and turnover are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Effects of HBsAg carriers on pregnancy complications in pregnant women: a retrospective cohort study.

Objective: Hepatitis B virus (HBV) infection is a major health threat worldwide, especially in developing countries. We aimed to investigate the impact of hepatitis B carrier on pregnancy complications in pregnant women, in China. Methods: This retrospective cohort study was conducted by using data from the EHR system of Longhua District People's Hospital in Shenzhen, China, from January 2018 to June 2022. Binary logistic regression was used to evaluate the relationship between HBsAg carrier status and pregnancy complications and pregnancy outcomes. Results: The study included 2095 HBsAg carriers (exposed group) and 23,019 normal pregnant women (unexposed group). Pregnant women in the exposed group were older than the pregnant women in the unexposed group (29 (27,32) vs. 29 (26,32), p < 0.001). In addition, the incidence of some adverse pregnancy complications in the exposure group was lower than that in the unexposed group, including hypothyroidism of pregnancy (adjusted odds ratio [aOR], 0.779; 95% confidence interval [CI], 0.617-0.984; p = 0.036), hyperthyroidism of pregnancy (aOR, 0.388; 95% CI, 0.159-0.984; p = 0.038), pregnancy induced hypertension (aOR, 0.699; 95% CI, 0.551-0.887; p = 0.003), antepartum hemorrhage (aOR, 0.294; 95% CI, 0.093-0.929; p = 0.037). However, compared with the unexposed group, the exposed group had a higher risk of lower birth weight (aOR, 1.12; 95% CI, 1.02-1.23; p = 0.018) and intrahepatic cholestasis of pregnancy (aOR, 2.888, 95% CI, 2.207-3.780; p < 0.001). Conclusion: The prevalence rate of HBsAg carriers in pregnant women in Longhua District of Shenzhen was 8.34%. Compared with normal pregnant women, HBsAg carriers have a higher risk of ICP, a lower risk of gestational hypothyroidism and PIH, and a lower birth weight of their infants.