Three Essays on Staffing and the Onboarding Process: The Role of Newcomer Passion and Pre-Hire Experience

Abstract

This dissertation contributes to the current selection and socialization research by examining the following topics: 1) how pre-entry and early-stage newcomer factors affect newcomer adjustment behavior and outcomes, 2) how the changes in these factors as time progresses influence newcomer socialization behavior and adjustment outcomes (e.g., organizational citizenship behavior, performance, turnover), and 3) which factors are related to newcomer turnover several months and years after newcomer entry. The three essays of this dissertation achieve these goals by examining how newcomer occupational passion and prior socialization experiences can account for varying patterns of adjustment among newcomers over time. This approach integrates motivational theories (e.g., the dualistic model of passion, self-regulatory model) and cognitive theories (e.g., schema) within a unified framework that links to differential socialization behaviors and outcomes. Occupational passion refers to having a strong inclination or desire toward work-related activities that one finds important and meaningful (Vallerand et al., 2003). It is the level of engagement in work that can contribute to newcomers’ sustained efforts to adapt to and thrive in a new work environment (Vallerand & Houlfort, 2019). Prior socialization experiences influence the formation of newcomers’ schema and scripts by shaping their expectations (e.g., trust toward their supervisors) and their understanding of the new workplace's norms, practices, and culture (Gioia & Poole, 1984).