The Relationship Between the Amount and Helpfulness of Entry Thaining and Work Outcomes
Bibliographic Data
| ID | 9891756 |
|---|---|
| Authors | Alan M Saks (0000-0002-9355-0583, Concordia University, corresponding author) |
| Year | 1996 |
| Volume | 49 |
| Issue | 4 |
| Pages | 429-451 |
| Publication date | 1996-04-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/001872679604900402 |
| OpenAlex | W2152093497 |
| Language | EN |
| Citations received | 12 |
| References cited | 20 |
The purpose of this study was to examine the relationship between the amount and helpfulness of entry training and work outcomes for newcomers during organizational socialization. A sample of 152 newly-hired entry-level professionals completed a questionnaire after the first 6 months of socialization. Supervisor ratings of job performance were obtained 4 months later. The results indicated that the amount of training received by newcomers was significantly related to job satisfaction, commitment, intention to quit, ability to cope, and several measures of job performance. Newcomers' perceptions of the helpfulness of training was significantly related to job satisfaction, commitment, and intention to quit beyond that explained by training amount. However, none of the amount x helpftdness interactions were significant. In addition, newcomers' anxiety was found to mediate the relationship between training and ability to cope, and to partially mediate the training relationships with job satisfaction, commitment, and intention to quit. These results provide support for the increasing use of training during socialization and its importance for newcomers and organizations
Affective events theory · Helpfulness · Job attitude · Job performance · Job satisfaction · Management · Organizational commitment · Sample (material · Socialization · Supervisor · Applied Psychology · Employer Branding and e-HRM · International Student and Expatriate Challenges · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Understanding the dark and bright sides of anxiety
Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior
Organizational Socialization
Determinants of job satisfaction among faculty members of a veterinary university in India
Testing the effects of a coping orientation program in reducing newcomers' psychological contract breach
Change in the organization socialization of a basic law enforcement academy
La formation en entreprise comme dispositif de socialisation organisationnelle
Onboarding in Polish Enterprises in the Perspective of HR Specialists
Role of gender on the relationship between abusive supervision and employee’s intention to quit in Indian electricity distribution companies
The Moderating Role of Neutralizers on the Relationship between Abusive Supervision and Intention to Quit
A new look at the psychological contract during organizational socialization
Developmental Practices, Organizational Culture, and Minority Representation in Organizational Leadership
Socialization Tactics, Self-Efficacy, and Newcomers' Adjustments to Organizations.
Mediators, moderators, and tests for mediation.
Organizational Socialization as a Learning Process
Social support and newcomer adjustment in organizations
Individual and contextual influences on self‐assessed training needs
The moderator–mediator variable distinction in social psychological research
The moderator-mediator variable distinction in social psychological research
The problem of analyzing multiplicative composites
The measurement of organizational commitment
| Unique citing works | 12 |
|---|---|
| Citations per year | 0,41 |
| Citation span | 1997 - 2024 (28) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 12 |