以往经验在分析社会化过程中的心理契约及其结果中的作用:信号理论视角。

IF 4.9 2区 管理学 Q1 MANAGEMENT
Chris Woodrow, Ceren Erdem, David E Guest
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引用次数: 0

摘要

心理契约理论在很大程度上忽视了以往经验的作用。在本研究中,我们探讨了以往的工作经验如何影响医护人员在组织社会化过程中与组织内部人员沟通的结果。我们根据信号理论建立了一个模型,在该模型中,社会化过程中的信息获取与心理契约的履行相关,而心理契约的履行又与更好的健康、幸福和社会关系相关。基于入职时和三个月后收集的数据所做的调节中介分析证实,通过心理契约履行的中介作用,三种信息获取类型与三种员工结果之间存在间接效应。重要的是,这些间接效应只存在于缺乏经验的新人身上。我们的研究结果建立在信号理论的基础上,增加了关于心理契约如何在早期社会化过程中形成的知识。这些发现还表明,组织应特别关注缺乏经验的新人的入职问题。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The role of previous experience in the analysis of the psychological contract and its outcomes during the socialization process: a signalling theory perspective.

Psychological contract theory has largely neglected the role of previous experience. In this study, we examine how previous work experience influences outcomes of communication with organizational insiders during organizational socialization among healthcare staff. We develop a model based on signalling theory, within which information acquisition during socialization is associated with psychological contract fulfilment, which is in turn is related to better health, happiness, and social relationships. Moderated mediation analysis based on data collected at entry and three months later confirms indirect effects between three types of information acquisition and three employee outcomes via the mediating role of psychological contract fulfilment. Importantly, these indirect effects are present only for inexperienced newcomers. Our findings build on signalling theory and add to knowledge about how the psychological contract forms during early socialization. They also suggest that organizations should pay particular attention to inducting inexperienced newcomers.

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来源期刊
CiteScore
11.70
自引率
7.10%
发文量
77
期刊介绍: International Journal of Human Resource Management is the forum for HRM scholars and professionals worldwide. Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the journal focuses on future trends in human resource management, drawing on empirical research in the areas of strategic management, international business, organizational behaviour, personnel management and industrial relations that arise from: -internationalization- technological change- market integration- new concepts of line management- increased competition- changing corporate climates Now publishing twenty-two issues per year, The International Journal of Human Resource Management encourages strategically focused articles on a wide range of issues including employee participation, human resource flow, reward systems and high commitment work systems. It is an essential publication in an exciting field, examining all management decisions that affect the relationship between an organization and its employees. Features include; -comparative contributions from both developed and developing countries- special issues based on conferences and current issues- international bibliographies- international data sets- reviews
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