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Understanding The Consequences Of Newcomer Proactive Behaviors: The Moderating Contextual Role Of Servant Leadership, Talya N. Bauer, Serge Perrot, Robert C. Liden, Berrin Erdogan
Understanding The Consequences Of Newcomer Proactive Behaviors: The Moderating Contextual Role Of Servant Leadership, Talya N. Bauer, Serge Perrot, Robert C. Liden, Berrin Erdogan
Business Faculty Publications and Presentations
Proactive newcomers are more successful in terms of integration and job satisfaction, than newcomers who are less proactive. However, it is unclear whether contextual factors, such as the leadership style experienced by newcomers, matter. To address this gap in the literature, we gathered data at three times from 247 new employees across their first six months after joining a company in France. Given that past research has found that newcomers play an active role in their own adjustment process, in the current study we investigate how newcomer proactive behaviors relate to the key outcomes of job satisfaction, person-job fit, and …
How Much Weight Do Organizational Personality Inferences Have On Judgments Of Organizations?, Levi Sassaman
How Much Weight Do Organizational Personality Inferences Have On Judgments Of Organizations?, Levi Sassaman
Legacy Theses & Dissertations (2009 - 2024)
Organizational personality inferences are the human-like attributes individuals ascribe to organizations. Extant research has shown that individuals can reliably distinguish organizations on these traits, and that these inferences can influence individuals’ judgments of organizations. Theory of Symbolic Attraction (TSA) posits that the importance given to an organizational personality trait when forming judgments depends on the type of person. Utilizing a full-factorial policy capturing design, this study (1) investigated how much weight individuals give to each personality factor when forming judgments of organizations, and (2) tested TSA propositions that individual social identity concerns moderate the weight given. Results show that organizational …
The Effect Of Self-Esteem, Bullying, And Harassment On Nurse Turnover Intention, Joyce Richelle Arand
The Effect Of Self-Esteem, Bullying, And Harassment On Nurse Turnover Intention, Joyce Richelle Arand
Walden Dissertations and Doctoral Studies
Currently there is a high rate of registered nurse (RN) turnover due in part to bullying and harassment among peers; which fosters lower quality nursing care, jeopardizes patient safety, and increases healthcare costs. The purpose of this quantitative nonexperimental study was to examine the relationship between inpatient nurses' individual self-esteem and reported bullying and harassment with their intent to leave their job. Two theories were used to provide structure to this work: cognitive experimental self theory and oppressed group theory. Data were collected using the Negative Acts Questionnaire, the Rosenberg Self-Esteem Scale, and the Turnover Intentions Measure. All RNs in …