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Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy

机译：入职经验与离职意愿之间的关系：控制源和自我效能感的干预作用

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Purpose - The purpose of this paper is to find industry wise differences in relationship between onboarding experience (OE) and turnover intention (Ti). An attempt has been made to find the intervening role of psychological variables such as locus of control and self-efficacy. Design/methodology/approach - An online questionnaire was administered to 596 newcomers in five industrial sectors: fast-moving consumer goods, information technology (IT), pharmaceutbals, automobile manufacturing, and hospitality. The questionnaire measured the constructs of locus of control, self-efficacy, perceived OE, and 77. Findings - Inverse relationship was found between perceived OE and 77. There is a significant positive relationship between motivation-based self-efficacy and TI which is mediated through OE. Affective self-efficacy moderates the impact of OE on TI, such that for individuals with low efficacy the inverse relatbnship between OE and TI is strong, but for individuals with high self-efficacy the relatbnship between the two variables is direct. The OE in automobile manufacturing industries is significantly higher than other industries. TI is signifbantly higher in IT and hospitality industries. Exploratory factor analysis of the instrument on OE Ied to extraction of four factors. Based on socialization resource theory, they were termed as orientation, socialization, task characteristics and leadership. Aspects of socialization and leadership are most significant factors in determining TI across industrial sectors, whereas in case of the hospitality and automobile manufacturing sector it was found that better the task characteristics higher is the chance of 77. Originality/value - There are limited studies linking various aspects of OE with TI across industries, especially in the Indian context. So, this will be the unique contributbn of this research.
机译：目的-本文的目的是在入职经验（OE）和离职意向（Ti）之间找到行业明智的差异。已经尝试寻找心理变量例如控制源和自我效能感的干预作用。设计/方法/方法-对五个工业领域的596个新移民进行了在线问卷调查：五个快速消费品，信息技术（IT），制药，汽车制造和酒店业。问卷测量了控制源，自我效能感，感知的OE和77的构成。发现-感知的OE与77之间存在反比关系。基于动机的自我效能与TI之间存在显着的正相关通过OE。情感性自我效能减轻了OE对TI的影响，因此，对于效能低下的个体，OE与TI之间的反相关性很强，但是对于自我效能高的个体，这两个变量之间的关系是直接的。汽车制造业的OE明显高于其他行业。 TI在IT和酒店业的地位显着提高。该仪器对OE的探索性因素分析可提取四个因素。根据社会化资源理论，他们被称为定位，社会化，任务特征和领导力。社会化和领导能力是决定各个行业TI的最重要因素，而对于酒店和汽车制造业，发现更好的任务特征是77的机会。原创性/价值-有限的研究联系在一起TI跨行业开展OE的各个方面，尤其是在印度。因此，这将是这项研究的独特贡献。

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