Document Type

Thesis - Open Access

Award Date

2022

Degree Name

Master of Science (MS)

Department / School

Psychology, Sociology and Rural Studies

First Advisor

Alper Kayaalp

Abstract

As job and career changes continue to increase in the post-pandemic work environment, new employees are not staying in their roles long enough to identify with their organization, causing high turnover in the first few months of employment. To address these problems, there is increasing evidence that providing resources and support during the socialization process will increase employee commitment, retention, and organizational performance. I propose that an integrated theoretical framework combining Socialization Resources Theory (SRT) and Job Demands-Resources Theory (JD-R) is best suited to explain the relationship between newcomer adjustment and affective commitment. A moderated-mediation model is developed and tested at the 1st and 4th month of employment, to examine whether the relationship between newcomer adjustment and affective commitment is mediated by job satisfaction over time, and whether this indirect effect is moderated by supervisor support. A large sample (N=364) of survey responses from a healthcare organization in the Midwest were analyzed. The results indicated that there is a direct, positive relationship between newcomer adjustment and affective commitment and that job satisfaction did mediate this relationship, although there was no support for the moderated-mediation hypothesis. These findings provide further evidence that ensuring positive newcomer adjustment will increase job satisfaction and subsequently increase affective commitment.

Library of Congress Subject Headings

Employee retention.
Employee orientation.
Professional socialization.
Organizational commitment.

Number of Pages

40

Publisher

South Dakota State University

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Rights Statement

In Copyright