THE EFFECTS OF SELF‐REGULATORY COPING ORIENTATION ON NEWCOMER ADJUSTMENT AND JOB SURVIVAL
通过现场实验，比较了仅提供负面信息与应对行为的对照组和额外接受认知重构、积极自我对话等培训的实验组对新员工离职率、工作满意度等的影响，发现实验组早期离职更多，但留存者满意度更高。
In a field experiment new hires to entry‐level service jobs were randomly assigned to either a comparison group, which received information warning of negative aspects of the job and information about specific coping behaviors, or to an experimental group, which received the same information as the comparison group, plus training in cognitive restructuring and positive self‐talk, and statements to bolster self‐efficacy. It was expected that the experimental group would exhibit less turnover and report higher levels of supportiveness, satisfaction, and commitment and less anxiety than the Comparison Group. However, the experimental group exhibited more early turnover. The coping information provided to the Experimental Group increased perceptions of negative job information, and such perceptions may have resulted in a self‐selection effect. Of those remaining at 4 weeks, those from the experimental group were significantly more likely to report intentions to remain for a year or longer, and to report greater job satisfaction.