Organizational socialization refers to the process by which newcomers learn the behaviors, attitudes, and skills necessary to fulfill their new roles and function effectively as members of an organization. Beginning before entry into the organization during the anticipatory socialization stage, the process continues through an intense stage of accommodation and sense-making, during which newcomers’ learning focus on four domains: task mastery, role initiation, social integration, and acculturation to organizational norms and values. A successful organizational adjustment leads to job satisfaction, organizational identification and commitment, and loyalty to the employer. Early research aimed at understanding how organizations “socialize” – or onboard – newcomers, specifically how institutionalized versus individualized tactics influenced socialization outcomes. Echoing changes in career models, research now pays attention to the proactive behaviors that newcomers implement to "socialize themselves", the dynamics of the employer-employee psychological contract, and the construction and expression of personal identity when entering a new role.