Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.

Bauer, Talya N.; Bodner, Todd; Erdoğan, Berrin; Truxillo, Donald M.; Tucker, Jennifer S.

doi:10.1037/0021-9010.92.3.707

Cited by 1,171 publications

(1,584 citation statements)

References 97 publications

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“…That is, those who had a clear sense of their roles and responsibilities and the policies and lines of authority within their organisation were less likely to think about leaving the organisation. This is in line with findings of Bauer et al 29 that role clarity is an important aspect of socialisation and is related to organisational commitment and intention to stay. In relation to the prediction about whether individual psychological states mediate the influence of organisational climate on intention to leave, the impact of role clarity was fully mediated by job satisfaction and quality of work life, and partially mediated by individual distress.…”

Section: Discussionsupporting

confidence: 81%

Predicting absenteeism and turnover intentions in the health professions

Albion¹,

Fogarty²,

Machin³

et al. 2008

Aust. Health Review

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Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism).Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files.Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion:Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising ABSENTEEISM AND TURNOVER are two problems that cost industry millions, perhaps billions of dollars per annum. 1 The costs take the form of recruitment activity for permanent or replacement casual staff, lost work days, and the addi- What is known about the topic? Staff absenteeism and unwanted turnover are issues for the health care workforce, particularly in relation to reported shortages in various health professional groups. There are theoretical and empirical grounds for hypothesising links between both positive and negative psychological states and behaviours such as absenteeism. There are also grounds for positing a link between attitudes, such as job satisfaction, and turnover intentions. What does this paper add?This paper presents a model proposing that individual morale, quality of work life, job satisfaction, and individual distress are psychological states that all make a contribution to organisational performance variables such as intention to leave and absenteeism. We found that the influence of one organisational factor, role clarity, on turnover intentions was fully mediated by quality of work life and job satisfaction. The influence of another organisational factor, workplace distress, on absenteeism was not mediated by either positive or negative psychological states. What are the implications for practitioners?This study supports the use of generic approaches for reducing the duration of absence and improving retention that include improving employees' level of participation in decision making, the level of support and feedback that supervisors provided to em...

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Section: Discussionsupporting

confidence: 81%

Predicting absenteeism and turnover intentions in the health professions

Albion¹,

Fogarty²,

Machin³

et al. 2008

Aust. Health Review

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“…Not until observer ratings of WSE are factored into predictive models does the construct display any expected predictive validity. Self-reported WSE's failure to predictive outcomes is contrary to self-efficacy data in the organizational psychology literature (e.g., Bauer et al, 2007;Judge et al, 2007;Stajkovic & Luthans, 1998). Two facts lend helpful insights into this discrepancy.…”

Section: Discussionmentioning

confidence: 81%

“…Self-efficacy consistently displays positive associations to performance or behavioral outcomes in psycho-organizational research (e.g., Avery, 2003;Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007;Judge et al, 2007;Stajkovic & Luthans, 1998). However, there are mixed results related to self-efficacy above and beyond general traits.…”

Section: Theoretical Value Of Set and Confidencementioning

confidence: 99%

Witness self‐efficacy: Development and validation of the construct

Cramer

Neal

DeCoster

et al. 2010

Behavioral Sci & The Law

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The present study used a Self-Efficacy Theory (SET; Bandura, 1977Bandura, , 1986 framework to address the need for an outcome measure in witness preparation training. The construct of Witness Self-Efficacy, broadly defined as a witness's perceived ability to testify in court, was developed drawing largely on existing self-efficacy literature. The goal of the study was to establish initial psychometric properties for the Witness Self-Efficacy Scale (WSES).Participants acting either as mock witnesses or jurors took part in a two-phase study.First, 41 mock witnesses were asked to provide a written account of being falsely accused of an act. They were then briefly deposed about the account, and completed the WSES and construct validity questionnaires. Mock witnesses finally testified under cross-examination from a mock attorney about the accusations. In the second portion, a total of 290 mock jurors (six to eight per group) observed videotaped testimonies of participants from phase one. Mock jurors then provided predictive validity ratings of witness credibility, believability, innocence likelihood, efficacy, and agreement with testimony.Bi-variate correlation analyses showed that the WSES was significantly positively related with general self-efficacy, social self-efficacy, and general self-confidence. The WSES was significantly negatively related to introversion. The scale displayed non-significant relations with social desirability, depression, self-esteem, and innocence expectancy. Multivariate regression analyses showed that the scale failed to predict any of the primary mock juror ratings.Follow-up multivariate regression analyses showed that mock juror ratings of witness confidence iii and the WSES predicted dependent measures, although these independent variables were collinear. Finally, there was an interaction between self and observer ratings of the WSES as it predicted witness credibility.Results are discussed with regard to theoretical and applied implications. Contrary to SET, self-reported WSE appears to be largely correlated with confidence and fails to predict outcomes on its own. Concerning witness preparation, the WSES possesses solid construct validity and reliability, but requires further testing within a witness preparation training model to assess its practical utility. A self-efficacy based method of witness preparation is proposed as a manner of continued research using the WSES.

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“…As a result, they must sort through a great deal of information, signals, and expectations in order to become functional employees who fit in well. As such, one key function of socialization is uncertainty reduction for new employees (Bauer et al, 2007).…”

Section: Introductionmentioning

confidence: 99%

“…Longer term outcomes include career success factors such as performance, satisfaction, advancement, job growth, organizational commitment, intentions to remain and turnover. (Bauer et al, 2007;Fang, Duffy & Shaw, 2011). One outcome that may be of particular concern to public sector managers and organizations is how well newcomers develop a public service identity as a result of the formal and information socialization activities (Hatmaker, 2015).…”

mentioning

confidence: 99%

Organizational Socialization

Hatmaker¹,

Moyson²,

Raaphorst³

2018

Global Encyclopedia of Public Administration, Public Policy, and Governance

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Organizational socialization is the process by which newcomers become effective organizational members. After a synthesis of organizational research socialization, we review three streams of public administration research on this topic -those looking at the relations between socialization and individualorganization fit; those looking at its effects on public service motivation; and those examining the socialization of Eurocrats -before turning to a last, more heterogeneous set of studies. We conclude with an agenda for future research.

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Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.

Cited by 1,171 publications

References 97 publications

Predicting absenteeism and turnover intentions in the health professions

Predicting absenteeism and turnover intentions in the health professions

Witness self‐efficacy: Development and validation of the construct

Organizational Socialization

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