Abstract: Previous research suggests that the nature of interactions with the supervisor, in particular, may determine a newcomer’s relative level of success or failure to become socialized in the organization. However, relatively few studies identify which socialization behaviors influence the success of socialization integration among newcomers. To address this oversight, this study aims to explore the relationships among supervisors’ socialization behaviors, newcomers’ socialization outcomes, organizational commitment, and work outcomes at three large companies in Korea. This research was conducted via an online survey. Derived from structural equation modeling, the results of the study confirmed a causal relationship between supervisors’ socialization behaviors and newcomers’ work outcomes, as fully mediated by newcomers’ socialization outcomes. Notably, organizational commitment was not identified as a moderating variable. Therefore, new areas of training and development for supervisors can be proposed to improve newcomer organizational socialization and, eventually, to improve the work outcomes of newcomers. Ultimately, this study offers implications for future research and conclusions on perspectives of organizational socialization and Human Resource Development.
