New hire socialization : the dynamic relationships among individual differences, cognition, affect, and behavior
Brink, Kyle E
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This longitudinal field study investigated the dynamics of the new hire socialization process over the first four months of employment. Individual differences (i.e., extraversion, external feedback propensity, internal feedback propensity, internal feedback ability, and learning and performance goal orientation) were expected to influence information seeking frequency. Information seeking frequency was expected to influence role cognition (i.e., perceived acceptance by the group, self-efficacy, role conflict, and role ambiguity). Role cognition was expected to influence affect (i.e., organizational commitment, job satisfaction, stress, and turnover intentions). Affect was expected to influence performance behavior (i.e., job performance, tardiness, absenteeism, and turnover). In addition, two feedback loops were proposed: both role cognition and affect were expected to influence information seeking behavior. The a priori model would not converge, however an alternative model demonstrated moderate support for hypotheses and yielded several additional relationships.