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A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover

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A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. / Vandenberghe, Christian; Landry, Guylaine; Bentein, Kathleen; Anseel, Frederik Jacques C; Mignonac, Karim; Roussel, Patrice.

In: JOURNAL OF MANAGEMENT, 19.04.2019.

Research output: Contribution to journalArticle

Harvard

Vandenberghe, C, Landry, G, Bentein, K, Anseel, FJC, Mignonac, K & Roussel, P 2019, 'A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover', JOURNAL OF MANAGEMENT.

APA

Vandenberghe, C., Landry, G., Bentein, K., Anseel, F. J. C., Mignonac, K., & Roussel, P. (Accepted/In press). A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. JOURNAL OF MANAGEMENT.

Vancouver

Vandenberghe C, Landry G, Bentein K, Anseel FJC, Mignonac K, Roussel P. A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. JOURNAL OF MANAGEMENT. 2019 Apr 19.

Author

Vandenberghe, Christian ; Landry, Guylaine ; Bentein, Kathleen ; Anseel, Frederik Jacques C ; Mignonac, Karim ; Roussel, Patrice. / A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. In: JOURNAL OF MANAGEMENT. 2019.

Bibtex Download

@article{cf57aa8866ea4ca0aecf19911d399a3a,
title = "A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover",
abstract = "Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers{\textquoteright} social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment across time and ultimately greater turnover likelihood. These predictions were examined in two longitudinal studies (Study 1: N = 158; Study 2: N = 170) among newcomers. In both studies, FSB by supervisor inquiry was found to decline across time, and the decrease in FSB preceded a steeper decline in affective organizational commitment. In Study 1, the decline of commitment also resulted in a steeper decrease in FSB. Study 2 further found the decline in commitment to mediate the relationship between the decrease in FSB and increased turnover intention. Finally, increased turnover intention mediated the relationship between the decline in commitment and increased turnover the following year. Bridging research on FSB and organizational commitment, these findings shed new light on the influence of the dynamics of FSB on newcomer turnover.",
author = "Christian Vandenberghe and Guylaine Landry and Kathleen Bentein and Anseel, {Frederik Jacques C} and Karim Mignonac and Patrice Roussel",
year = "2019",
month = apr,
day = "19",
language = "English",
journal = "JOURNAL OF MANAGEMENT",
issn = "0149-2063",
publisher = "SAGE Publications Inc.",

}

RIS (suitable for import to EndNote) Download

TY - JOUR

T1 - A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover

AU - Vandenberghe, Christian

AU - Landry, Guylaine

AU - Bentein, Kathleen

AU - Anseel, Frederik Jacques C

AU - Mignonac, Karim

AU - Roussel, Patrice

PY - 2019/4/19

Y1 - 2019/4/19

N2 - Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment across time and ultimately greater turnover likelihood. These predictions were examined in two longitudinal studies (Study 1: N = 158; Study 2: N = 170) among newcomers. In both studies, FSB by supervisor inquiry was found to decline across time, and the decrease in FSB preceded a steeper decline in affective organizational commitment. In Study 1, the decline of commitment also resulted in a steeper decrease in FSB. Study 2 further found the decline in commitment to mediate the relationship between the decrease in FSB and increased turnover intention. Finally, increased turnover intention mediated the relationship between the decline in commitment and increased turnover the following year. Bridging research on FSB and organizational commitment, these findings shed new light on the influence of the dynamics of FSB on newcomer turnover.

AB - Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment across time and ultimately greater turnover likelihood. These predictions were examined in two longitudinal studies (Study 1: N = 158; Study 2: N = 170) among newcomers. In both studies, FSB by supervisor inquiry was found to decline across time, and the decrease in FSB preceded a steeper decline in affective organizational commitment. In Study 1, the decline of commitment also resulted in a steeper decrease in FSB. Study 2 further found the decline in commitment to mediate the relationship between the decrease in FSB and increased turnover intention. Finally, increased turnover intention mediated the relationship between the decline in commitment and increased turnover the following year. Bridging research on FSB and organizational commitment, these findings shed new light on the influence of the dynamics of FSB on newcomer turnover.

M3 - Article

JO - JOURNAL OF MANAGEMENT

JF - JOURNAL OF MANAGEMENT

SN - 0149-2063

ER -

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