The validity of organizational socialization and trait Socialization for the prediction of job performance: a predictive field study

Abstract

Job performance is a multidimensional construct that can be dichotomized as task and contextual job performance. Task-related performance pertains to the technical core of a job and contextual job performance involves behaviors that support the environment in which the technical core functions. Theory and empirical evidence indicate that organizational socialization, the process by which newcomers learn the ropes of an organization, affects both task-related and contextual performance. In turn, organizational socialization is likely to be influenced by trait Socialization, an individual's tendency to behave in an antisocial or prosocial manner. The primary goal of this thesis was to estimate the validity of both organizational and trait Socialization for the prediction of task-related and contextual job performance. Results indicate that organizational socialization outcome measures and trait Socialization correlate significantly with both task and contextual job performance. Trait Socialization and one of the organizational socialization outcome measures have higher correlations with contextual job performance than with task performance. Trait Socialization accounts for variance in the job performance measures above the variance accounted for by the organizational socialization measures. These results suggest that companies could benefit from considering trait Socialization in selection processes and developing effective organizational socialization processes.