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Organizational socialization is the process through which individuals acquire the knowledge, skills, behaviors, norms, values, and role expectations needed to function as members of an organization ^[1][2]. It is particularly important when individuals enter a new organization or assume a substantially different role, as they learn how work is organized and how to interact within the organizational environment ^[3]. Organizational socialization encompasses learning about job responsibilities, organizational culture, informal practices, relationships, and expectations associated with particular roles. The process is influenced by organizational practices such as onboarding, training, mentoring, and other socialization tactics, as well as by individuals’ information seeking and relationship-building behaviors ^[4]. Interactions with supervisors, colleagues, and other organizational members can facilitate access to information, social resources, and organizational norms. Organizational socialization therefore involves both organizational influences and individuals’ active adjustment to their roles and social environment, contributing to role clarity, social integration, and adaptation within the organization.