Employee commitment is a matter of great concern to all organizations. Organizational commitment is generally conceived as an individual's identification with his/her employing organization, sharing the corporate goals and values and a willingness to exert effort on behalf of that organization. Especially newcomers to the organizations have difficulties while adaptation to the organizations. In the last couple of years, there has been much attention on newcomers ability to proactively influence their own adaptation. Moreover, management of organizations can also stimulate the newcomers adaptation to the organizations by a programme. This can be done via the organizational socializationg process. Organizational socialization is the process by which an individual acquires the knowledge, behavior, and attitudes needed to participate fully as an organizational member. If the socialization process is successful, newcomers exhibit good performance, high job satisfaction and the intention to stay with the organization. In addition, they exhibit low levels of stress symptoms. High levels of organizational adaptation and low levels of role conflict are also marks of successful socialization. In this study, the definition and stages of organizational socialization, the ways of newcomers^ acquiring knowledge, the tactics and instruments which can be used by the management of organizations for a successful socialization process and finally the outcomes of socialization are analyzed.