Abstract: It is worth studying how to encourage re-employed newcomers to contribute their heterogeneous knowledge by implementing organizational socialization management in the context of increasingly normalized employee cross-organization mobility. Based on simulated experimental data and statistical survey data, this paper uses variance and regression analysis methods to explore the transmission process of social worth affirmation in new and old organizations, as well as the mechanism of how the perception of social worth affirmation in new organizations affects intellectual territorial behavior. It is found that inter-organization contact helps re-employed newcomers gain a sense of social worth affirmation in the new organization, and the sense of social worth affirmation negatively affects their intellectual territorial behavior through the chain mediation of organizational socialization and psychological security. The results enrich the theory of organizational socialization, expand the application of resource conservation theory in organizational socialization and intellectual territorial behavior, and provide useful insights for relevant organizations to manage re-employed newcomers as well.

Key words: re-employed newcomers, social worth affirmation, intellectual territorial behavior, organizational socialization, psychological safety