Newcomer identification: trends, antecedents, moderators, and consequences.

Autor/inn/en	Zhu, Jing; Tatachari, Srinivasan; Chattopadhyay, Prithviraj
Titel	Newcomer identification: trends, antecedents, moderators, and consequences. Gefälligkeitsübersetzung: Identifikation von Neueinsteigern: Trends, Vorgeschichte, Moderatoren und Auswirkungen.
Quelle	In: Academy of Management journal, 60 (2017) 3, S. 855-879 PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; Zeitschriftenaufsatz
ISSN	0001-4273; 1535-3990; 1948-0989
DOI	10.5465/amj.2015.0466
Schlagwörter	Soziale Identität; Identitätsbildung; Image; Psychischer Faktor; Sozialisation; Arbeitgeber; Beruf; Image; Indien; Sozialisation; Engagement; Soziale Identität; Berufsanfänger; Qualifikation; Arbeitsplatzwechsel; Informationswirtschaft; Peer Group; Engagement; Arbeitsplatzwechsel; Beruf; Berufliche Identität; Betriebliche Integration; Qualifikation; Informationstechnischer Beruf; Kündigungsabsicht; Informationswirtschaft; Hochschulabsolvent; Arbeitgeber; Berufsanfänger; Indien
Abstract	"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." (Author's abstract, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2018/2