Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees
Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which...
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| Published in | Journal of organizational behavior Vol. 34; no. 3; pp. 350 - 369 |
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| Main Authors | , |
| Format | Journal Article |
| Language | English |
| Published |
Chichester
Blackwell Publishing Ltd
01.04.2013
John Wiley & Sons Wiley Periodicals Inc |
| Subjects | |
| Online Access | Get full text |
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| Abstract | Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. |
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| AbstractList | Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Copyright © 2012 John Wiley & Sons, Ltd. Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. [Copyright John Wiley and Sons, Ltd.] Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Summary Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Copyright © 2012 John Wiley & Sons, Ltd. Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. [PUBLICATION ABSTRACT] |
| Author | Allen, David G. Shanock, Linda Rhoades |
| Author_xml | – sequence: 1 givenname: David G. surname: Allen fullname: Allen, David G. email: dallen@memphis.edu organization: Department of Management, Fogelman College of Business and Economics, University of Memphis, Tennessee, Memphis, U.S.A – sequence: 2 givenname: Linda Rhoades surname: Shanock fullname: Shanock, Linda Rhoades organization: Department of Psychology, University of North Carolina at Charlotte, North Carolina, Charlotte, U.S.A |
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| PublicationYear | 2013 |
| Publisher | Blackwell Publishing Ltd John Wiley & Sons Wiley Periodicals Inc |
| Publisher_xml | – name: Blackwell Publishing Ltd – name: John Wiley & Sons – name: Wiley Periodicals Inc |
| References | Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36, 557-589. Coyle-Shapiro, J. A., & Morrow, P. (2006). Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 68, 416-431. Saks, A. M., Uggerslev, K. L., & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model. Journal of Vocational Behavior, 70, 413-446. Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24, 491-509. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 223-247. Chow, I. (2002). Organizational socialization and career success of Asian managers. International Journal of Human Resource Management, 13, 720-737. Kupek, E. (2006). Beyond logistic regression: Structural equations modelling for binary variables and its application to investigating unobserved confounders. BMC Medical Research Technology, 6, 1-10. Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79, 730-43. Major, D. A., Kozlowski, S. W., Chao, G. T., & Gardner, P. D. (1995). A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. Journal of Applied Psychology, 80, 418-431. Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29, 99-118. Feldman, D. C. (1976b). A practical program for employee socialization. Organizational Dynamics, 5, 64-80. Griffeth, R. W., & Hom, P. W. (2001). Retaining valued employees. Thousand Oaks, CA: Sage. O'Boyle, E. H., Jr., & Williams, L. J. (2011). Decomposing model fit: Measurement vs. theory in organizational research using latent variables. Journal of Applied Psychology, 96, 1-12. Arbuckle, J. L., & Wothke, W. (1999). AMOS users' guide version 4.0. Chicago, IL: Smallwaters. Bozeman, D. P., & Perrewe, P. L. (2001). The effect of item content overlap on organizational commitment questionnaire-turnover cognitions relationships. Journal of Applied Psychology, 86, 161-173. Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820. Johlke, M., Stamper, C., & Shoemaker, M. (2002). Antecedents to boundary spanner perceived organizational support. Journal of Managerial Psychology, 17, 116-128. Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment. Work and Occupations, 29, 97-124. Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92, 707-721. Casper, W., & Buffardi, L. (2004). Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65, 391-410. Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44, 1102-1121. Byrne, B. M. (2001). Structural equation modeling with AMOS: Basic concepts, applications and programming. Mahwah, NJ: Lawrence Erlbaum Associates. Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23. Fang, R., Duffy, M. K., & Shaw, J. D. (2011). The organizational socialization process: Review and development of a social capital model. Journal of Management, 37, 127-152. Hayduk, L. A. (1996). LISREL-Issues, debates, and strategies. Baltimore, MD: The Johns Hopkins University Press. Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52 doi: 10.1006/jvbe.2001.1842. Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers' adjustments to organizations. Academy of Management Journal, 29, 262-279. Allen, D. G. (2006). Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management, 32, 237-256. Kammeyer-Mueller, J. D., & Wanberg, C. R. (2003). Unwrapping the organizational entry process: Disentangling multiple antecedents and their pathways to adjustment. Journal of Applied Psychology, 88, 779-794. Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117, 497-529. Maner, J. K., DeWall, C., Baumeister, R. F., & Schaller, M. (2007). Does social exclusion motivate interpersonal reconnection? Resolving the "porcupine problem". Journal of Personality and Social Psychology, 92, 42-55. O'Reilly, C. A., Caldwell, D. F., & Barnett, W. P. (1989). Work group demography, social integration, and turnover. Administrative Science Quarterly, 34, 21-37. Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836. Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714. Feldman, D. C. (1976a). A contingency theory of socialization. Administrative Science Quarterly, 21, 433-452. Shore, L. M., Coyle-Shapiro, J. A.-M., Chen, X. P., & Tetrick, L. E. (2009). Social exchange in work settings: Content, process, and mixed models. Management and Organization Review, 5, 289-302. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507. Wesson, M. J., & Gogus, C. I. (2005). Shaking hands with a computer: An examination of two methods of organizational newcomer orientation. Journal of Applied Psychology, 90, 1018-1026. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573. Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, OH: South-Western College Publishing. Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71, 219-231. Lawler, E. J., Thye, S. R., & Yoon, J. (2000). Emotion and group cohesion in productive exchange. American Journal of Sociology, 106, 616-657. Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. Cooper-Thomas, H. D., & Anderson, N. (2002). Newcomer adjustment: The relationship between organizational socialization tactics, information acquisition and attitudes. Journal of Occupational and Organizational Psychology, 75, 423-37. 2004; 65 2002; 17 1997; 40 1986; 71 1997; 82 1979; 14 2002; 75 2006; 32 2005; 90 2002; 13 1995; 117 2011; 96 1996 2007; 92 1995 2006; 6 2007; 70 2006 2011; 37 2001; 44 2011; 3 2001; 86 1999 1998; 16 1993; 36 1993; 78 1989; 34 1995; 80 2002; 29 2001 1976b; 5 2006; 68 2000 2002; 61 2000; 106 2002; 87 2003; 24 1986; 29 1994; 79 1976a; 21 2003; 29 1979; 1 1998; 1 2009; 5 2003; 88 2001; 54 e_1_2_8_28_1 e_1_2_8_24_1 e_1_2_8_49_1 e_1_2_8_3_1 e_1_2_8_5_1 e_1_2_8_7_1 Arbuckle J. L. (e_1_2_8_4_1) 1999 e_1_2_8_9_1 e_1_2_8_20_1 e_1_2_8_43_1 e_1_2_8_22_1 e_1_2_8_45_1 e_1_2_8_41_1 e_1_2_8_17_1 e_1_2_8_19_1 Hayduk L. A. (e_1_2_8_25_1) 1996 e_1_2_8_13_1 e_1_2_8_36_1 e_1_2_8_15_1 e_1_2_8_38_1 Hom P. W. (e_1_2_8_26_1) 1995 Van Maanen J. (e_1_2_8_47_1) 1979 Major D. A. (e_1_2_8_33_1) 2000 e_1_2_8_32_1 e_1_2_8_34_1 e_1_2_8_29_1 e_1_2_8_46_1 e_1_2_8_27_1 e_1_2_8_48_1 Bauer T. N. (e_1_2_8_8_1) 1998 Byrne B. M. (e_1_2_8_11_1) 2001 e_1_2_8_2_1 e_1_2_8_6_1 e_1_2_8_21_1 e_1_2_8_42_1 e_1_2_8_23_1 e_1_2_8_44_1 Kenny D. A. (e_1_2_8_30_1) 1998 e_1_2_8_40_1 e_1_2_8_18_1 e_1_2_8_39_1 e_1_2_8_14_1 e_1_2_8_35_1 e_1_2_8_16_1 e_1_2_8_37_1 Yoon J. (e_1_2_8_51_1) 2006 e_1_2_8_10_1 e_1_2_8_12_1 Kupek E. (e_1_2_8_31_1) 2006; 6 e_1_2_8_52_1 e_1_2_8_50_1 |
| References_xml | – reference: Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29, 99-118. – reference: Byrne, B. M. (2001). Structural equation modeling with AMOS: Basic concepts, applications and programming. Mahwah, NJ: Lawrence Erlbaum Associates. – reference: Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, OH: South-Western College Publishing. – reference: Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111. – reference: Bozeman, D. P., & Perrewe, P. L. (2001). The effect of item content overlap on organizational commitment questionnaire-turnover cognitions relationships. Journal of Applied Psychology, 86, 161-173. – reference: Fang, R., Duffy, M. K., & Shaw, J. D. (2011). The organizational socialization process: Review and development of a social capital model. Journal of Management, 37, 127-152. – reference: Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers' adjustments to organizations. Academy of Management Journal, 29, 262-279. – reference: Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820. – reference: Cooper-Thomas, H. D., & Anderson, N. (2002). Newcomer adjustment: The relationship between organizational socialization tactics, information acquisition and attitudes. Journal of Occupational and Organizational Psychology, 75, 423-37. – reference: O'Reilly, C. A., Caldwell, D. F., & Barnett, W. P. (1989). Work group demography, social integration, and turnover. Administrative Science Quarterly, 34, 21-37. – reference: Lawler, E. J., Thye, S. R., & Yoon, J. (2000). Emotion and group cohesion in productive exchange. American Journal of Sociology, 106, 616-657. – reference: Shore, L. M., Coyle-Shapiro, J. A.-M., Chen, X. P., & Tetrick, L. E. (2009). Social exchange in work settings: Content, process, and mixed models. Management and Organization Review, 5, 289-302. – reference: Kupek, E. (2006). Beyond logistic regression: Structural equations modelling for binary variables and its application to investigating unobserved confounders. BMC Medical Research Technology, 6, 1-10. – reference: Coyle-Shapiro, J. A., & Morrow, P. (2006). Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 68, 416-431. – reference: Feldman, D. C. (1976b). A practical program for employee socialization. Organizational Dynamics, 5, 64-80. – reference: Yoon, J., & Thye, S. R. (2002). A dual process model of organizational commitment. Work and Occupations, 29, 97-124. – reference: Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507. – reference: Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24, 491-509. – reference: Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71, 219-231. – reference: Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. – reference: O'Boyle, E. H., Jr., & Williams, L. J. (2011). Decomposing model fit: Measurement vs. theory in organizational research using latent variables. Journal of Applied Psychology, 96, 1-12. – reference: Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92, 707-721. – reference: Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117, 497-529. – reference: Feldman, D. C. (1976a). A contingency theory of socialization. Administrative Science Quarterly, 21, 433-452. – reference: Hayduk, L. A. (1996). LISREL-Issues, debates, and strategies. Baltimore, MD: The Johns Hopkins University Press. – reference: Casper, W., & Buffardi, L. (2004). Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65, 391-410. – reference: Chow, I. (2002). Organizational socialization and career success of Asian managers. International Journal of Human Resource Management, 13, 720-737. – reference: Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person-organization fit. Personnel Psychology, 54, 1-23. – reference: Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573. – reference: Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36, 557-589. – reference: Johlke, M., Stamper, C., & Shoemaker, M. (2002). Antecedents to boundary spanner perceived organizational support. Journal of Managerial Psychology, 17, 116-128. – reference: Allen, D. G. (2006). Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management, 32, 237-256. – reference: Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52 doi: 10.1006/jvbe.2001.1842. – reference: Saks, A. M., Uggerslev, K. L., & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model. Journal of Vocational Behavior, 70, 413-446. – reference: Wesson, M. J., & Gogus, C. I. (2005). Shaking hands with a computer: An examination of two methods of organizational newcomer orientation. Journal of Applied Psychology, 90, 1018-1026. – reference: Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836. – reference: Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714. – reference: Griffeth, R. W., & Hom, P. W. (2001). Retaining valued employees. Thousand Oaks, CA: Sage. – reference: Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79, 730-43. – reference: Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44, 1102-1121. – reference: Kammeyer-Mueller, J. D., & Wanberg, C. R. (2003). Unwrapping the organizational entry process: Disentangling multiple antecedents and their pathways to adjustment. Journal of Applied Psychology, 88, 779-794. – reference: Maner, J. K., DeWall, C., Baumeister, R. F., & Schaller, M. (2007). Does social exclusion motivate interpersonal reconnection? Resolving the "porcupine problem". Journal of Personality and Social Psychology, 92, 42-55. – reference: Arbuckle, J. L., & Wothke, W. (1999). AMOS users' guide version 4.0. Chicago, IL: Smallwaters. – reference: Major, D. A., Kozlowski, S. W., Chao, G. T., & Gardner, P. D. (1995). A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. Journal of Applied Psychology, 80, 418-431. – reference: Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. 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| Snippet | Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics... Summary Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization... |
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| SubjectTerms | Commitments Embeddedness Employee turnover Employees Group dynamics Human resources Industrial and organizational psychology New employees Newcomers Organizational behavior Organizational support Perceptual organization POS Psychology Social behavior Social interaction Social perception Social psychology Socialization Studies Tactics Turnover |
| Title | Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees |
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