A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover

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

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

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Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Subjective career success has beneficial consequences on several individual and organizational outcomes. It is closely related to what people value as important at work, but may be more difficult to achieve when they experience workplace discrimination. Using a sample of 300 women employees working in a large French company, we thus investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it. We discuss the theoretical and practical implications of these findings

Perceived organizational support and task performance of employees with disabilities: a need satisfaction and social identity perspectives

In this article, we combine insights from basic psychological needs theory and the social identity approach to propose that perceptions of organizational support enhance the basic need satisfaction of employees with disabilities, which yields higher levels of task performance. We also suggest that disability group identification strengthens this mediational process. We tested our hypotheses with two quantitative field studies that were conducted in France and based on matched employee-supervisor data. Using a sample of employees working in companies that specialize in the employment of persons with disabilities, Study 1 aimed to provide initial evidence for the mediating role of basic need satisfaction. Study 2 aimed to replicate the findings of Study 1 in less specific contexts while testing the moderating role of disability group identification. Next, the methodological limitations of these investigations were addressed in two quantitative post hoc studies. The results of these studies support our model and generate new knowledge about whether, why and when the perception of favorable treatment contributes to the job performance of employees with disabilities. We also discuss the practical implications of our findings and provide suggestions for human resources managers

Undesired side effect? The promotion of non-commitment in formal vs. informal mentorships

International audienceThis article deals with the 'promotion of non-commitment' from mentor to protege, that is the process by which mentors may provide their proteges with a discourse encouraging them to distance themselves from their organizations rather than commit themselves to them. It is based on two surveys of managerial-level employees, one using a mentor sample and the other one using a protege sample. Results of the first study indicated that mentor promotion of non-commitment was negatively related to mentor affective organizational commitment. The second study showed that the mentor promotion of non-commitment was negatively related to protege affective organisational commitment. However, this relationship was weaker in the case of formal mentorships than in that of informal mentorship

Linking Work Events, Affective States and Attitudes an Empirical Study of Managers' Emotions

International audienc

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success.Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it.Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.Le succès de carrière subjectif reflète l’évaluation globale par un individu de sa carrière en utilisant pour ce faire différents critères qu’il juge pertinents. Il a des conséquences bénéfiques sur plusieurs phénomènes individuels et organisationnels, tels que la performance, l’engagement au travail, le maintien dans la profession ou la fidélisation organisationnelle. Face au constat largement répandu que les femmes sont sujettes à de la discrimination au travail, la présente recherche a pour objectif d’étudier s’il existe une relation entre la discrimination sexuelle perçue et le succès de carrière subjectif. Elle s’attache également à vérifier si les priorités individuelles, telles qu’elles se manifestent dans la notion d’ancre de carrière, ont une influence sur la relation entre la discrimination et le succès de carrière perçus.En nous appuyant sur un échantillon de 300 femmes employées dans une grande entreprise française, nous montrons ainsi qu’il existe un lien négatif entre la discrimination sexuelle perçue et le succès de carrière subjectif. Toutefois la relation qui existe entre ces deux variables est modérée par les ancres de carrière. Certaines ancres (à savoir, les ancres management, technique, et qualité de vie) renforcent l’effet de la discrimination perçue, alors que d’autres la réduisent (à savoir, les ancres sécurité et autonomie).Ces résultats montrent comment les attentes individuelles, telles que reflétées dans les ancres de carrière, ont une influence sur la manière dont l’environnement de travail est interprété. D’autre part, ils fournissent une explication possible aux résultats apparemment contradictoires de la littérature sur le genre et le succès de carrière. Enfin, ils suggèrent que les entreprises devraient non seulement prêter attention au développement de carrière des femmes qui aspirent à progresser dans la hiérarchie managériale, mais également à celui de celles qui cherchent à atteindre un niveau d’expertise élevé dans leur travail ou à préserver un équilibre entre leur vie professionnelle et personnelle.El éxito subjetivo de carrera refleja la evaluación global de un individuo sobre su carrera utilizando para ello diferentes criterios que el juzga pertinentes. Esto tiene consecuencias benéficas sobre varios fenómenos individuales y organizacionales tales como el rendimiento, la implicación en el trabajo, el mantenimiento en la profesión o la fidelidad organizacional. Dada la observación ampliamente difundida que las mujeres son sujetas a la discriminación laboral, la presente investigación tiene como objetivo de estudiar si existe una relación entre la discriminación sexual percibida y el éxito profesional percibido. Se propone de verificar igualmente si las prioridades individuales, tales como se manifiestan en la noción de anclaje de carrera, tienen una influencia en la relación entre la percepción de discriminación y el éxito percibido de carrera.Con una muestra de 300 empleadas mujeres de una gran empresa francesa, se constata que existe un vínculo negativo entre la discriminación sexual percibida y el éxito percibido de carrera. Sin embargo, la relación que existe entre las dos variables es moderada por los anclajes de carrera. Ciertos anclajes (esto es, los anclajes de gestión, técnicos y de calidad de vida) refuerzan el efecto de la discriminación percibida mientras que otros la reducen (esto es, los anclajes de seguridad y de autonomía).Estos resultados muestran cómo las expectativas individuales, tal que reflejadas en los anclajes de carrera, tienen una influencia sobre la manera de interpretar el ambiente de trabajo. De otro lado, se provee una explicación posible a los resultados aparentemente contradictorios de los escritos científicos sobre el género y el éxito de carrera. Para terminar, se sugiere que las empresas deberían poner atención al desarrollo de carrera de las mujeres que aspiran a progresas en la jerarquía de dirección pero también al de aquellas que quieren alcanzar un nivel de experiencia elevada en su trabajo o preservar un equilibrio entre vida profesional y personal

‘No strings attached?’: How attribution of disinterested support affects employee retention

Appearance of disinterestedness is a social norm that has long been recognised by social scientists as essential to the development of social exchange relationships. Despite the predominance of social exchange theory within the field of management, management scholars have so far largely overlooked the role of this norm in their models. This study aims to fill this gap by investigating how employees' attribution of disinterested organisational support (i.e. support perceived by employees as not resulting from an underlying calculation) is related to employee retention. The hypotheses were tested in a longitudinal study of 151 management-level employees. Results showed that perceptions of disinterested support decrease employee voluntary turnover through enhancing perceptions of organisational support and organisational commitment, and lessening turnover intention. [ABSTRACT FROM AUTHOR] Copyright of Human Resource Management Journal is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract

When normative commitment leads to lower well-being and reduced performance

International audienceNormative commitment, or employees’ loyalty to their organization based on a sense of obligation, has received less attention than affective and continuance commitment. Building on recent work suggesting that normative commitment’s meaning is influenced by the within-person context provided by the other components of commitment, we theorized that normative commitment would be experienced as externally driven, hence detrimental to well-being and performance, when few alternatives commitment, a sub-component of continuance commitment, is high. Based on two independent samples (Ns = 366 and 100), Study 1 found normative commitment to be more positively related to emotional exhaustion and psychological distress at high levels of few alternatives commitment. Study 2 (N = 187) found normative commitment to be less positively related to job performance when few alternatives commitment was high. Implications of these findings for our understanding of normative commitment’s workings are highlighted

(Mis)Using employee volunteering for public relations: implications for corporate volunteers' organizational commitment

International audienceThis study examines the conditions under which corporate volunteering initiatives can result in work outcomes. We posit that employees participating in company-supported volunteering activities (corporate volunteers) respond attitudinally to company support for employee volunteering (CSEV) based on the attributions they make about the company's purpose in implementing the volunteering program. Specifically, we examine the moderating role of corporate volunteers' attributions concerning the public relations motives underlying companies' employee volunteering programs. A sequential mixed methodology design is used for this study, consisting of two distinct phases: qualitative followed by quantitative. Results show that attributions of public relations motives undermine the positive effects of CSEV on corporate volunteers' perceptions of company prosocial identity, and subsequently, on corporate volunteers' affective company commitment. We discuss implications for theory and practic