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  • 1.  New employees and discrepancies between desired and perceived reality

    Posted 06-11-2014 12:51
    Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim

    __________________________________________
    Dr. 'Alim J. Beveridge

    Assistant Professor in Organisational Behaviour

    International Business & Management Department
    Nottingham University Business School China



  • 2.  New employees and discrepancies between desired and perceived reality

    Posted 06-11-2014 14:27
    Dear 'Alim,

    We recently published a paper that discusses the interactions between employees' identities and their work. In the paper, we outline what happens when work and identities align and what happens when they profoundly misalign. One reason why new employees may become disillusioned by their work is that, counter to their expectations, work ends up misaligning with and dis-conforming their budding work identities. However, as our paper suggests, organizational exit is just one consequence from such misalignments - employees' identity work and job crafting can eventually establish a better alignment between their identities and work.

    This is the reference information to the paper:
    Kira, M. & Balkin, D. B. (2014). Interactions between work and identities: Thriving, withering, or redefining the self? Human Resource Management Review, 24: 131-143.

    I hope your student finds it helpful - all in all, I would suggest looking at the identity literature (e.g., Pratt, M. G., Rockmann, K. W., & Kaufmann, J. B. 2006. Constructing professional identity: The role of work and identity learning cycles in the customization of identity among medical residents. Academy of Management Journal, 49(2): 235–262.)

    Best wishes,
    Mari

    539888E8.8020307@gmail.com" type="cite"> Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim

    __________________________________________
    Dr. 'Alim J. Beveridge

    Assistant Professor in Organisational Behaviour

    International Business & Management Department
    Nottingham University Business School China



    --  Dr. Mari Kira, Docent Email: mari.kira@aalto.fi Tel: +358 451 208 884  "The Creator had a lot of remarkably good ideas when he put the world together, but making it understandable hadn't been one of them." - Terry Pratchett, Mort


  • 3.  New employees and discrepancies between desired and perceived reality

    Posted 06-11-2014 14:29

    Hi Alim,

    I encourage you to reference the work of Boswell and her colleagues on newcomer socialization and "honeymoon-hangover" effects. Beyond that, job embeddedness theory (Mitchell, Lee, and colleagues) fundamentally addresses the reasons why people stay in jobs. An "early" review can be found in Mitchell and Lee (2001):

     

    Boswell, W. R., Boudreau, J. W., & Tichy, J. (2005). The relationship between employee job change and job satisfaction: the honeymoon-hangover effect. Journal of Applied     Psychology, 90(5), 882.

     

    Boswell, W. R., Shipp, A. J., Payne, S. C., & Culbertson, S. S. (2009). Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers. Journal of Applied Psychology, 94(4), 844.

     

    Mitchell, T. R., & Lee, T. W. (2001). 5. The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. Research in Organizational Behavior, 23, 189-246.

     

    Best wishes on your research,

     

    Tim

     

    -------------------------------

    Timothy P. Munyon, Ph.D.

    Department of Management

    College of Business Administration

    The University of Tennessee, 916 Volunteer Blvd.

    Stokely Management Center, Room 404

    Knoxville, TN 37996-0500

    865.974.1663 (O)
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    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of 'Alim Beveridge
    Sent: Wednesday, June 11, 2014 12:51 PM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] New employees and discrepancies between desired and perceived reality

     

    Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim


    __________________________________________
    Dr. 'Alim J. Beveridge

    Assistant Professor in Organisational Behaviour

    International Business & Management Department
    Nottingham University Business School China



  • 4.  New employees and discrepancies between desired and perceived reality

    Posted 06-12-2014 12:11
    There is long standing research on "unmet expectations" in the newcomer socialization literature that is directly relevant to your student's research interest. Your student should read up on socialization. Here are points of departure for unmet expectations, socialization into teams, and for socialization more generally.

    Major, D. A., Kozlowski, S. W. J., Chao, G. T., & Gardner, P. D. (1995). Newcomer expectations and early socialization outcomes: The moderating effect of role development factors. Journal of Applied Psychology, 80, 418-431.

    Chen, G. (2005). Newcomer adaptation in teams: Multilevel antecedents and outcomes.
    Academy of Management Journal, 48, 101-116.

    Chao, G. T. (2012).  Organizational socialization: Background, basics, and a blueprint for adjustment at work.  In S. W. J. Kozlowski (Ed.). The Oxford Handbook of Organizational Psychology. (pp. 579-614).  New York: Oxford University Press.


    At 12:50 PM 6/11/2014, 'Alim Beveridge wrote:
    Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim

    __________________________________________
    Dr. 'Alim J. Beveridge
    Assistant Professor in Organisational Behaviour
    International Business & Management Department
    Nottingham University Business School China
    <x-sigsep>

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  • 5.  New employees and discrepancies between desired and perceived reality

    Posted 06-13-2014 10:26
    Hi: You might take a look at any of my own extensive work on newcomers, but especially
    a paper by Pavelchak, MOreland, and Levine. Good luck.

    -Dick Moreland-
    ________________________________________
    From: Organizational Behavior Division Listserv [OB@AOMLISTS.PACE.EDU] On Behalf Of 'Alim Beveridge [alimba@gmail.com]
    Sent: Wednesday, June 11, 2014 12:50 PM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] New employees and discrepancies between desired and perceived reality

    Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim

    __________________________________________
    Dr. 'Alim J. Beveridge
    Assistant Professor in Organisational Behaviour
    International Business & Management Department
    Nottingham University Business School China


  • 6.  New employees and discrepancies between desired and perceived reality

    Posted 06-13-2014 11:51
    Hi
    You might want to consider the trust dimension here. Searle & Billsberry 2011 might be useful

    Best wishes,
    Ros Searle
    +44 7557 425 380
    Sent from my HTC

    ----- Reply message -----
    From: "Moreland, Richard L" <cslewis@PITT.EDU>
    To: "OB@AOMLISTS.PACE.EDU" <OB@AOMLISTS.PACE.EDU>
    Subject: [OB-LIST] New employees and discrepancies between desired and perceived reality
    Date: Fri, Jun 13, 2014 15:42



    Hi:  You might take a look at any of my own extensive work on newcomers, but especially
    a paper by Pavelchak, MOreland, and Levine.  Good luck.

         -Dick Moreland-
    ________________________________________
    From: Organizational Behavior Division Listserv [OB@AOMLISTS.PACE.EDU] On Behalf Of 'Alim Beveridge [alimba@gmail.com]
    Sent: Wednesday, June 11, 2014 12:50 PM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] New employees and discrepancies between desired and perceived reality

    Dear colleagues,

    I am writing this on behalf of a master's student I am advising who wants to study how new employees who are also first-time employees manage the discrepancies between the (positive) expectations they have of a job before they start working and what they perceive as being the (less positive) reality of the job after they start working. She wants to investigate why some employees remain while others leave the job. Could anyone suggest any theories that could inform her research? I am aware that Edwards' (1992) cybernetic theory of stress, coping, and well-being focused on these discrepancies, but I have not seen anything published on it since the early 90s. Are there any theories that focus on such discrepancies and that are used in more recent research?

    Thanks for your help.
    'Alim

    __________________________________________
    Dr. 'Alim J. Beveridge
    Assistant Professor in Organisational Behaviour
    International Business & Management Department
    Nottingham University Business School China

     

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