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首页> 外文期刊>Frontiers in Psychology >The Moderating Effect of Acculturation Strategies on the Relationship Between Newcomer Adjustment and Employee Behavior
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The Moderating Effect of Acculturation Strategies on the Relationship Between Newcomer Adjustment and Employee Behavior

机译：文化策略对新人调整与员工行为关系的调节效应

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Acculturation begins when people find themselves in a cultural setting other than theirs and to demonstrate acceptable behaviors, one of two strategies is adopted, adapt to the new environment or retain ones own culture. On the basis of these two, four strategies have been proposed. The current paper examined the moderation effect of two of these acculturation strategies, Integration and Separation, on the relationship between Newcomer Adjustment, and Work Related Anxiety and Turnover Intentions. The study was in two folds, the first explored the moderation effect among new employees in general, notwithstanding their immediate past working experience; and the second part separated the sample based on two criteria: those prior to their current role were working in another firm (Work-to-Work Employees) and those who just come directly from school (School-to-Work Employees). The sample was made up of 250 employees who had spent not less than six months and not more than twelve months in their current role, drawn from the private banking and insurances firms in Ghana. The PROCESS analysis of the data revealed that integration moderated the relationship between newcomer adjustment and work related anxiety and turnover intentions among all samples. Separation moderated the relationships in all cases, but for the relationship between newcomer adjustment and turnover intentions in study one and among school-to-work employees. The evidence from this paper points to the fact that the acculturation strategy newcomers adopt has an effect on the relationship between their level of adjustment and some organizational outcomes; however, a slight difference exist if their immediate past engagement is considered.
机译：当人们在他们的文化环境中发现自己并展示可接受的行为时，这些策略之一就会被采用，适应新环境或保留自己的文化之一。在这两项的基础上，已经提出了四种策略。目前的论文检测了两种这些文化策略，整合和分离的适度效应，以及新人调整与工作相关焦虑和营业额的关系。这项研究有两倍，首先探讨了新员工之间的适度效应，尽管他们的直接工作经历了;第二部分根据两个标准将样本分开：目前在另一家公司（工作雇员）和那些刚从学校（学校为工作员工）的人员工作的人员在工作之前的作用。该样本由250名员工组成，这些员工花费不少于六个月，并在目前的角色中没有超过十二个月，从加纳的私人银行和保险公司汲取。数据的过程分析表明，整合调节了新人调整与工作相关焦虑与所有样品中的周转意图之间的关系。分离在所有情况下进行了适度的关系，但对于在研究中和学校到工作员工中的新人调整和营业额的关系。本文从本文中的证据指出，即采用报价策略新人采用对其调整水平与某些组织成果之间的关系产生影响;但是，如果考虑了他们的直接接合，则存在轻微的差异。

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