Organizational Tenure and Job Performance
Bibliographic Data
| ID | 23326811 |
|---|---|
| Authors | Thomas W H Ng (0000-0002-3179-4224, University of Hong Kong, corresponding author), Daniel C Feldman (University of Georgia) |
| Year | 2010 |
| Volume | 36 |
| Issue | 5 |
| Pages | 1220-1250 |
| Publication date | 2010-09-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Management (JOURNAL) |
| Journal identifiers | ISSN: 0149-2063 • E-ISSN: 1557-1211 |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/0149206309359809 |
| OpenAlex | W2064097551 |
| Language | EN |
| Citations received | 73 |
| References cited | 89 |
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also positively related to some counterproductive behaviors (e.g., aggressive behavior and nonsickness absence). Most of these relationships remain statistically significant even after controlling for the effects of chronological age. The authors also observed that the tenure—performance relationship was stronger for younger workers, for women, for non-Caucasians, and for college-educated workers. Finally, the authors found evidence of a curvilinear relationship between organizational tenure and job performance. Although the relationship of organizational tenure with job performance is positive in general, the strength of the association decreases as organizational tenure increases.
Contextual performance · Demographic economics · Economics · Job attitude · Job performance · Job satisfaction · Organizational citizenship behavior · Organizational commitment · Sample (material) · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges
Role of Family Motivation, Workplace Civility and Self-Efficacy in Developing Affective Commitment and Organizational Citizenship Behavior
Workplace bullying, psychological distress, and work engagement in the hospitality industry
Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession
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Aging and Work
Understanding the dark and bright sides of anxiety
Unveiling the dark side of social networking sites
Evaluating Six Common Stereotypes About Older Workers with Meta‐Analytical Data
An Approach–Avoidance Framework of Workplace Aggression
A meta‐analysis of the relationships of age and tenure with innovation‐related behaviour
Thriving, Surviving and Performing in Late Career
Supervisor Age and Embeddedness, Employee Embeddedness, and Job Performance
An Analysis of the Multidimensional Structure of Job Crafting for Older Workers With a Managerial Role
Caregiving Representations at Work and the Moderating Role of Job Self-Efficacy
Not Enough To Matter” or “Too Much of Good Thing”? A Re-Examination of the Relationship Between LMX and Job Performance
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Double-edged sword effect of informal status on work procrastination
Burdening or enabling? The “double-edged sword” effect of multiple team membership on job performance
How family-role commitment moderates LMX’s effects on work-family conflict and enrichment
How and for whom abusive supervision influences organizational citizenship behavior
When Do Ruminations About Life-Threatening Crises Threaten Creativity? The Critical Role of Resilience
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The Taming of Machiavellians
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Does Approach Crafting Always Benefit? The Moderating Role of Job Insecurity
Workers’ tenure and firm productivity
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The dynamic relationship between multiple team membership and individual job performance in knowledge‐intensive work
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Unlocking and closing the gender gap in creative performance
Individualized Deals for Overqualified Employees
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Leader-member exchange and job performance
The preventative benefit of group diversification on group performance decline
Strengths-based human resource system and organisational citizenship behaviour
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The mediating role of lecturer biographic factors on curriculum implementation in universities
Dynamics in the asymmetric effects of job attributes on employee satisfaction
Organizational tenure among child welfare workers, burnout, stress, and intent to leave
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When Language Matters
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Understanding the work passion–performance relationship
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The Effects of Job Embeddedness on Organizational Citizenship, Job Performance, Volitional Absences, and Voluntary Turnover.
The relationship of age to ten dimensions of job performance.
Predicting voice behavior in work groups.
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Development of a measure of workplace deviance.
Fixed‐ versus random‐effects models in meta‐analysis
Confusion of confidence intervals and credibility intervals in meta-analysis.
The relative roles of engagement and embeddedness in predicting job performance and intention to leave
Changing Obligations and the Psychological Contract
Fairness Perceptions as a Moderator in the Curvilinear Relationships Between Job Demands, and Job Performance and Job Satisfaction.
Task Performance and Contextual Performance
Person–Organization Fit and the Theory of Work Adjustment
Searching for the Inverted U-Shaped Relationship Between Time and Performance
Age discrimination in simulated employment contexts
The Role-Based Performance Scale
Interpersonal deviance, organizational deviance, and their common correlates
Job attitudes and organizational withdrawal
The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance
A Meta‐analysis of Self‐supervisor, Self‐peer, and Peer‐supervisor Ratings
The nature and dimensionality of organizational citizenship behavior
The Relationship Between Work Experience and Job Performance
Organizational Socialization as a Learning Process
The Time Bind
Consequences of Individuals' Fit at Work
Social Dominance
The job satisfaction–job performance relationship
The impact of relative tenure on newcomer socialization dynamics
The organizational tenure — Job involvement relationship
A Theory of Career Mobility
Taking time seriously
The file drawer problem and tolerance for null results
| Unique citing works | 73 |
|---|---|
| Citations per year | 5,21 |
| Citation span | 2012 - 2026 (15) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 66 |