On Becoming (Un)Committed: A Taxonomy and Test of Newcomer Onboarding Scenarios
研究了新员工与组织之间情感纽带随时间变化的模式，基于三种理论场景（学习热爱、蜜月后遗症、高/中/低匹配）提出分类，并用72名博士毕业生前25周的承诺数据验证了承诺增强、减弱或稳定的不同轨迹。
How does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer’s early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research we extract three process-theoretical accounts regarding how the newcomer adjustment process evolves over time: (1) Learning to Love; (2) Honeymoon Hangover; and (3) High Match, Moderate Match, or Low Match. From these scenarios we develop a taxonomy of newcomer adjustment scenarios. Further, we empirically verify these different scenarios by examining naturally occurring “trajectory classes,” which are found to display strengthening, weakening, or stabilizing of the employee–organization linkage. For this, we use a sample of 72 Ph.D. graduates whose organizational commitment history was recorded in their first 25 consecutive weeks of new employment. In closing, we discuss the theoretical and practical implications of the scenario-based approach.