Newcomer work-to-nonwork conflict to withdrawal via work-to-nonwork self-efficacy: The buffering role of family supportive supervisor behavior

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Journal of Vocational Behavior Pub Date : 2023-08-01 DOI:10.1016/j.jvb.2023.103895
Allison M. Ellis , Talya N. Bauer , Tori L. Crain
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引用次数: 1

Abstract

In adulthood, starting a new job is a major life event that, for many, accompanies significant changes to one's personal life (e.g., moving to a new location, setting up new childcare or eldercare arrangements, renegotiating schedules and nonwork responsibilities with a spouse or partner). Research shows that job candidates anticipate the degree of work-family support and conflict they might experience in a new role when deciding to accept or reject a job offer. Despite this, work examining associations between newcomer work-to-nonwork conflict (WNC), once arriving at a new job, and their adjustment to the new work role has lagged. To address this, the current study investigates the relationship between newcomers' work nonwork demands (i.e., WNC) and resources (having a family-supportive supervisor) during organizational entry, in relation to work withdrawal. Results from surveys administered to newcomers across three time points, indicate that newcomers' WNC was positively related to work withdrawal via reduced work-to-nonwork self-efficacy. Additionally, the indirect relationship between WNC and newcomer withdrawal was moderated by family-supportive supervisor behavior, indicating that managers can serve as resources with powerful potential to counteract the negative effects of conflict during this early stage. This study is among the first to explicitly link the work-nonwork and organizational socialization literatures. Our results suggest that organizations aiming to support and retain new workers may benefit from training supervisors to help newcomers manage WNC when starting a new job.

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工作-非工作自我效能感对新员工工作-非工作冲突-退缩的缓冲作用
成年后,开始一份新工作是一件重要的生活事件,对许多人来说,它伴随着个人生活的重大变化(例如,搬到一个新的地方,建立新的儿童保育或老人护理安排,与配偶或伴侣重新协商时间表和非工作责任)。研究表明,当求职者决定接受或拒绝一份工作时,他们会预期在一个新角色中可能遇到的工作家庭支持和冲突的程度。尽管如此,研究新员工工作与非工作冲突(WNC)与他们对新工作角色的适应之间关系的工作却滞后了。为了解决这个问题,本研究调查了新员工在进入组织时的工作非工作需求(即WNC)与资源(拥有一个支持家庭的主管)之间的关系,以及与工作退缩的关系。在三个时间点上对新员工进行的调查结果表明,新员工的WNC通过降低工作到非工作的自我效能与工作退缩呈正相关。此外,家庭支持型主管行为调节了WNC与新员工退缩之间的间接关系,表明在早期阶段,管理者可以作为具有强大潜力的资源来抵消冲突的负面影响。本研究是第一个明确地将工作-非工作与组织社会化文献联系起来的研究。我们的研究结果表明,旨在支持和留住新员工的组织可以通过培训主管来帮助新员工在开始新工作时管理WNC。
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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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