Abstract

It is still not clear how self-efficacy affects organizational socialization's outcomes and results have been contradictory. It is here proposed that personal goals moderate this relationship and contribute to better understand it. Using longitudinal data of 114 workers in work role transition, the moderation effect of personal goals was confirmed for the affective outcomes (wellbeing and satisfaction), but not for the behavioural ones (performance and turnover). These findings are consistent with previous empirical results and seem to show that self-efficacy acts in a direct manner on behavioural outcomes and interact with personal goals on affective outcomes.