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首页> 外文期刊>Journal of Applied Psychology >The COVID-19 Pandemic and New Hire Engagement: Relationships With Unemployment Rates, State Restrictions, and Organizational Tenure
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The COVID-19 Pandemic and New Hire Engagement: Relationships With Unemployment Rates, State Restrictions, and Organizational Tenure

机译：Covid-19大流行和新租用：与失业率，国家限制和组织任期的关系

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The purpose of this article is to simultaneously advance theory and practice by understanding how the Coronavirus disease 2019 (COVID-19) pandemic relates to new hire engagement. Prior research suggests starting a new job is an uncertain experience; we theorize that the COVID-19 pandemic creates additional environmental stressors that affect new hire engagement. First, we hypothesize that the occurrence of COVID-19 and unemployment rates relate negatively to engagement. Second, we theorize that the effects of the pandemic become more disruptive on new hire engagement as they gain tenure within the organization. Third, drawing from strategic management theory, we test whether States that introduce stronger COVID-19 policies help enhance the engagement of new hires. Examining a U.S. national sample of 12,577 newly hired (90 days or less) quick service restaurant employees across 9 months (January-September, 2020), we find support for these hypotheses. Subsequent model comparisons suggest there may be health stressors that shape engagement more strongly than purely economic stressors. These findings may be important because they highlight the experiences of workers more likely to be exposed to the pandemic and affected by COVID-related policies. Should the results generalize to other samples and jobs, this study offers potentially new research directions for understanding relationships between macro stressors and new hire perceptions and socialization. It also offers practical implications by helping organizations understand the importance of explicitly managing job insecurity, particularly in terms of COVID-19 policy.
机译：本文旨在通过了解2019年新冠病毒病（COVID-19）大流行与新员工聘用的关系，同时推进理论和实践。之前的研究表明，开始一份新工作是一种不确定的经历；我们认为2019冠状病毒疾病会产生新的环境压力，影响新雇佣者的参与。首先，我们假设2019冠状病毒疾病的发生和失业率与订婚呈负相关。第二，我们从理论上认为，随着新员工在组织内获得任期，疫情对他们参与度的影响变得更具破坏性。第三，2019冠状病毒疾病管理理论的引入，我们检验了是否引入更强的COVID-19政策的国家有助于提高新聘用人员的参与度。通过对12577名新雇佣（90天或更短）快餐店员工的美国全国样本进行9个月（2020年1月至9月）的检验，我们发现这些假设得到了支持。随后的模型比较表明，健康压力可能比单纯的经济压力更强烈地影响参与度。这些发现可能很重要，因为它们突出了更可能接触大流行并受新冠相关政策影响的工人的经历。如果研究结果推广到其他样本和工作中，本研究为理解宏观压力源与新员工认知和社会化之间的关系提供了潜在的新研究方向。它还提供了2019冠状病毒疾病的重要性，帮助组织了解明确管理工作不安全的重要性，特别是在COVID-19政策方面。

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