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首页> 外文期刊>Journal of organizational behavior >Which factors make the difference for explaining growth in newcomer organizational commitment? A latent growth modeling approach
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Which factors make the difference for explaining growth in newcomer organizational commitment? A latent growth modeling approach

机译：哪些因素在解释新来的组织承诺的增长方面有所不同？潜在的增长建模方法

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摘要

Previous studies on newcomer socialization have evidenced quite consistently that newcomers' affective commitment tends to decline in the first years of employment. In this paper, we attempt to explain why a minority of Brazilian newcomers in a governmental organization (N = 194) display growth in commitment (33 per cent) in the first 3 years of employment, despite the fact that the odds are clearly in favor of decline (62 per cent). We reasoned that the minority displaying growing commitment may have had qualitatively different work experiences or would have different personal characteristics. We used latent growth modeling and post hoc tests to analyze the hypotheses. Concerning individual differences, newcomers with growing commitment were on average older but did not have higher work centrality. Concerning work experiences, newcomers whose training matched the job (high person-job fit) and whose tasks were challenging were more prevalent in the growing commitment group. The newcomers who showed declining commitment were more likely to feel overwhelmed by the amount of work in the new role (high role overload) and were typically not promoted to higher ranks. Change in commitment also predicted self-reported performance (productivity and initiative) 3 years after organizational entry. Copyright (C) 2016 John Wiley & Sons, Ltd.
机译：以前有关新移民社会化的研究已经相当一致地证明，新移民的情感投入在就业的头几年往往会下降。在本文中，我们试图解释为什么在政府组织中少数巴西新移民（N = 194）在就职的头三年中表现出承诺的增长（33％），尽管事实很可能会胜出下降（62％）。我们认为，显示出越来越高的承诺的少数人可能在质量上有不同的工作经历或具有不同的个人特征。我们使用了潜在增长模型和事后检验来分析假设。关于个人差异，承诺不断增加的新移民平均年龄较大，但工作中心度不高。在工作经验方面，接受培训的工作与工作相匹配（人适合度高）且任务艰巨的新人在不断壮大的承诺团队中更为普遍。承诺下降的新移民更有可能被新角色的工作量淹没（高角色超负荷），并且通常没有晋升到更高的职位。承诺的变化还可以预测组织入职3年后自我报告的绩效（生产力和主动性）。版权所有（C）2016 John Wiley＆Sons，Ltd.

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