The "new to the workforce" thing raises a flag for me. It can create a LOT of discontent to give a new guy a raise for performance reasons. At many companies, raises are due to length of tenure (sad, but true). Prepare to be told, "But you've only been here for a year. It'd be bad if we gave you a raise."

I don't think you should shop around, but you do need to understand market rate. Have a casual conversation (coffee?) with your boss (say that you'd like to talk about how your compensation will evolve as you continue to work for the company) and ask them a few questions.

1) Where does the company feel it should pay folks? Do they like to pay a little above market rate to encourage retention, at market rate to be competitive, or... (don't finish the sentence) (almost everyone will say at market rate)

2) Does performance effect that? If an employee is top notch among his peers, should that effect his pay?

3) Where would you place me among my peers and could you give me some advice about how I could excel even further?

The big Q: Given that we agree that I'm in the top n%, do you feel like my compensation is appropriate? My research has indicated that an average salary for a person of my level is X (might be worth padding a touch for anchoring purposes).

NEVER give the indication that you're shopping. There are plenty of places to research salary without doing interviews. Most managers know that once people start interviewing, there's no point in trying too hard to keep the person. Stress that you really like your job and you see a long/bright future at the company.