This study examined one form of organizational socialization, the new employee orientation program, to determine whether such organizational efforts would increase levels of organizational identification and employee perceptions of job satisfaction when employees underwent such a program. An alternative model was tested to ascertain whether or not identification acted as an intervening variable in the orientation-job satisfaction relationship. The experimental group consisted of 52 employees from 5 organizations who participated in a new employee orientation program during their first week of work. The control group consisted of 17 employees from 2 organizations who did not participate in any formalized new employee orientation program. All subjects were non-management employees. Pre- and posttests using the Job Description Index (JDI) and the Organizational Identification Questionnaire (OIQ) to measure job satisfaction and organizational identification were incorporated in this study. Results of the study indicated that participation in a new employee orientation program was directly related to increased perceptions of organizational identification but not perceptions of employee job satisfaction. Partial support was found for the joint predictive ability of job satisfaction based on participation in a new employee orientation program and perceptions of organizational identification. Results indicated that an employee orientation program may lead to increased organizational identification which may lead to increased job satisfaction. (Three tables of data are included, and 52 references are attached.) (MG)