A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover
- Author
- Christian Vandenberghe, Guylaine Landry, Kathleen Bentein, Frederik Anseel (UGent) , Karim Mignonac and Patrice Roussel
- Organization
- 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' 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.
- Keywords
- Strategy and Management, Finance, feedback-seeking behavior, organizational commitment, turnover, growth, longitudinal modeling
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Citation
Please use this url to cite or link to this publication: http://hdl.handle.net/1854/LU-8617718
- MLA
- Vandenberghe, Christian, et al. “A Dynamic Model of the Effects of Feedback-Seeking Behavior and Organizational Commitment on Newcomer Turnover.” JOURNAL OF MANAGEMENT, vol. 47, no. 2, 2021, pp. 519–44, doi:10.1177/0149206319850621.
- APA
- Vandenberghe, C., Landry, G., Bentein, K., Anseel, F., Mignonac, K., & Roussel, P. (2021). A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. JOURNAL OF MANAGEMENT, 47(2), 519–544. https://doi.org/10.1177/0149206319850621
- Chicago author-date
- Vandenberghe, Christian, Guylaine Landry, Kathleen Bentein, Frederik Anseel, Karim Mignonac, and Patrice Roussel. 2021. “A Dynamic Model of the Effects of Feedback-Seeking Behavior and Organizational Commitment on Newcomer Turnover.” JOURNAL OF MANAGEMENT 47 (2): 519–44. https://doi.org/10.1177/0149206319850621.
- Chicago author-date (all authors)
- Vandenberghe, Christian, Guylaine Landry, Kathleen Bentein, Frederik Anseel, Karim Mignonac, and Patrice Roussel. 2021. “A Dynamic Model of the Effects of Feedback-Seeking Behavior and Organizational Commitment on Newcomer Turnover.” JOURNAL OF MANAGEMENT 47 (2): 519–544. doi:10.1177/0149206319850621.
- Vancouver
- 1.Vandenberghe C, Landry G, Bentein K, Anseel F, Mignonac K, Roussel P. A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. JOURNAL OF MANAGEMENT. 2021;47(2):519–44.
- IEEE
- [1]C. Vandenberghe, G. Landry, K. Bentein, F. Anseel, K. Mignonac, and P. Roussel, “A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover,” JOURNAL OF MANAGEMENT, vol. 47, no. 2, pp. 519–544, 2021.
@article{8617718, 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' 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 = {{Vandenberghe, Christian and Landry, Guylaine and Bentein, Kathleen and Anseel, Frederik and Mignonac, Karim and Roussel, Patrice}}, issn = {{0149-2063}}, journal = {{JOURNAL OF MANAGEMENT}}, keywords = {{Strategy and Management,Finance,feedback-seeking behavior,organizational commitment,turnover,growth,longitudinal modeling}}, language = {{eng}}, number = {{2}}, pages = {{519--544}}, title = {{A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover}}, url = {{http://doi.org/10.1177/0149206319850621}}, volume = {{47}}, year = {{2021}}, }
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