Women are more likely to continue working than in the past. However, the situation is not yet as it should be in terms of whether they are able to perform at a high level of competence, as evidenced by the low percentage of women in management positions. In this context, the key to women's continued work with motivate is the period between the time they enter the organization as new graduates and the time they are promoted to management positions. It is pointed that the importance of work experience, especially in the early career stages. Based on the above, the purpose of this paper is to review research focusing on new employee or early careers and to explore future research issues related to women's career development.
The tasks that new employees must accomplish in their early career are organizational adaptation and job skills development. Thus, the review of previous studies was conducted from these two perspectives. What promotes early career development are managers, peer and organizational culture, the proactive behavior of the individual, and reality shocks. There have been many studies on these issues, and there is a large body of knowledge.
However, a review of previous studies revealed that these research findings lack a gender difference lens. In order to apply these findings to women's career development, it is necessary to reexamine them in view of gender differences. Furthermore, it is necessary to consider whether differences in organizational socialization are due to gender, other diversity, or even other factors.
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