From the outside looking in
The development of newcomer job future ambiguity
Datos Bibliográficos
| ID | 6415433 |
|---|---|
| Autores | Xiaohong Xu (0000-0001-9970-2173, Department of Management, Carlos Alvarez College of Business The University of Texas at San Antonio San Antonio TX USA), Lixin Jiang (0000-0003-0853-9329, School of Psychology University of Auckland Auckland New Zealand), Daroon Jalil (Department of Psychology Old Dominion University Norfolk VA USA), Hai‐jiang Wang (0000-0002-3211-8869, School of Management Huazhong University of Science and Technology Wuhan China) |
| Año | 2025 |
| Volumen | 74 |
| Número | 5 |
| Fecha de publicación | 2025-09-16 |
| Peer Reviewed | Sí |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Applied Psychology (JOURNAL) |
| Identificadores de la revista | ISSN: 0269-994X • E-ISSN: 1464-0597 |
| Editorial | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/apps.70032 |
| OpenAlex | W4414245849 |
| Idioma | EN |
| Referencias citadas | 69 |
Understanding the development of newcomers' job future ambiguity is crucial for their adjustment, especially as the workforce becomes increasingly mobile. Based on Masterson and Stamper's (2003) framework of perceived organizational membership, we examined whether newcomers' experience of psychological contract breach affected their perceived insider status, which in turn influenced their job future ambiguity. We tested our hypotheses using data from a three‐wave panel design, involving a sample of 126 recent college graduates in China who had just joined the workforce. Cross‐lagged mediation panel analysis indicated that psychological contract breach had a negative effect on subsequent perceived insider status and job future ambiguity, and perceived insider status acted as the underlying mechanism through which psychological contract breach partially influenced subsequent job future ambiguity. Our cross‐lagged reciprocal analyses further supported that psychological contract breach preceded job future ambiguity and perceived insider status rather than the other way around. Our study contributes to the literature by identifying two untested antecedents of job future ambiguity and providing the first formal empirical testing of the conceptual linkage between psychological contract breach and perceived insider status in the newcomer context. Theoretical and practical implications are discussed
Employment and Welfare Studies · Labor market dynamics and wage inequality · Migration and Labor Dynamics
Psychological Contracts in Organizations
Understanding Psychological Contracts at Work
The impact of job insecurity and contract type on attitudes, well‐being and behavioural reports
Positive and negative affectivity and their relation to anxiety and depressive disorders.
What Reviewers Should Expect from Authors Regarding Common Method Bias in Organizational Research
Potential Problems in the Statistical Control of Variables in Organizational Research
Longitudinal Research
Lower bounds on sample size in structural equation modeling
Newcomer adjustment during organizational socialization
Job Insecurity
Job insecurity
On tests and indices for evaluating structural models
Support, Undermining, and Newcomer Socialization
The Impact of Psychological Contract Breach on Work‐related Outcomes
Cognitive and Affective Job Insecurity
Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance
Cutoff criteria for fit indexes in covariance structure analysis
Common method biases in behavioral research
Testing Mediational Models With Longitudinal Data
Social Exchange Theory
Testing Structural Equation Models
Why and when transformational leadership influences followers' qualitative job insecurity
Testing the effects of a coping orientation program in reducing newcomers' psychological contract breach
How Empowering Leadership Can Improve New Employee Engagement
Job Insecurity and the Changing Workplace
The development of psychological contract breach and violation
Perceived organizational membership
Changes in newcomers' psychological contracts during organizational socialization
A new look at the psychological contract during organizational socialization
Insider or outsider? how employee perceptions of insider status affect their work behavior
Perceived organizational support and psychological contracts
Proactive socialization behavior in China
Back-Translation for Cross-Cultural Research
Development and Validation of an Internationally Reliable Short-Form of the Positive and Negative Affect Schedule (Panas)
Insecure times? Workers' perceived job and labor market security in 23 OECD countries
| Velocidad de citación | historical |
|---|---|
| Altamente citado | No |