Newcomer identification: Trends, antecedents, moderators, and consequences
Author(s)
Zhu, Jing
Tatachari, Srinivasan
Chattopadhyay, Prithviraj
Griffith University Author(s)
Year published
2017
Metadata
Show full item recordAbstract
We examine changes in organizational identification among 1,346 newcomers at critical milestones during their first year. Integrating the social identity approach with the literature on psychological contracts, we argue that changes in newcomer perceptions of organizational prestige influence changes in their organizational identification over time, mediated by changes in their perceptions of the extent to which their psychological contract has been fulfilled. Our five-wave results reveal that perceived prestige, psychological contract fulfillment, and organizational identification rise during institutionalized socialization, ...
View more >We examine changes in organizational identification among 1,346 newcomers at critical milestones during their first year. Integrating the social identity approach with the literature on psychological contracts, we argue that changes in newcomer perceptions of organizational prestige influence changes in their organizational identification over time, mediated by changes in their perceptions of the extent to which their psychological contract has been fulfilled. Our five-wave results reveal that perceived prestige, psychological contract fulfillment, and organizational identification rise during institutionalized socialization, then fall immediately after this period, and finally recover and stabilize as employees settle into their first assignment. Newcomers’ personal prestige markers, including academic qualifications, the proportion of in-group members in the incoming cohort, and organizational preferential treatment moderate these change patterns, which subsequently predict the speed and occurrence of newcomers’ voluntary turnover over three years of employment.
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View more >We examine changes in organizational identification among 1,346 newcomers at critical milestones during their first year. Integrating the social identity approach with the literature on psychological contracts, we argue that changes in newcomer perceptions of organizational prestige influence changes in their organizational identification over time, mediated by changes in their perceptions of the extent to which their psychological contract has been fulfilled. Our five-wave results reveal that perceived prestige, psychological contract fulfillment, and organizational identification rise during institutionalized socialization, then fall immediately after this period, and finally recover and stabilize as employees settle into their first assignment. Newcomers’ personal prestige markers, including academic qualifications, the proportion of in-group members in the incoming cohort, and organizational preferential treatment moderate these change patterns, which subsequently predict the speed and occurrence of newcomers’ voluntary turnover over three years of employment.
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Journal Title
Academy of Management Journal
Volume
60
Issue
3
Subject
Business systems in context
Human resources and industrial relations
Strategy, management and organisational behaviour
Marketing
Social Sciences
Business
Management
Business & Economics
PSYCHOLOGICAL CONTRACT BREACH