The Relationship Between the Amount and Helpfulness of Entry Thaining and Work Outcomes
研究152名新员工入职培训的数量和有用性对工作满意度、承诺、离职意向、应对能力和绩效的影响，发现培训数量与多个结果显著相关，培训有用性在数量之外额外解释满意度等变化，焦虑起中介作用。
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.