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On Becoming (Un)Committed: A Taxonomy and Test of Newcomer Onboarding Scenarios

Author

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  • Omar N. Solinger

    (VU University Amsterdam, 1081 HV Amsterdam, The Netherlands)

  • Woody van Olffen

    (Rotterdam School of Management, Erasmus University Rotterdam, 3000 DR Rotterdam; and AMI Consultancy, 6221 BL Maastricht, The Netherlands)

  • Robert A. Roe

    (Maastricht University School of Business and Economics, 6200 MD Maastricht, The Netherlands)

  • Joeri Hofmans

    (Vrije Universiteit Brussel, 1040 Brussels, Belgium)

Abstract

How does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer’s early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research we extract three process-theoretical accounts regarding how the newcomer adjustment process evolves over time: (1) Learning to Love; (2) Honeymoon Hangover; and (3) High Match, Moderate Match, or Low Match. From these scenarios we develop a taxonomy of newcomer adjustment scenarios. Further, we empirically verify these different scenarios by examining naturally occurring “trajectory classes,” which are found to display strengthening, weakening, or stabilizing of the employee–organization linkage. For this, we use a sample of 72 Ph.D. graduates whose organizational commitment history was recorded in their first 25 consecutive weeks of new employment. In closing, we discuss the theoretical and practical implications of the scenario-based approach.

Suggested Citation

  • Omar N. Solinger & Woody van Olffen & Robert A. Roe & Joeri Hofmans, 2013. "On Becoming (Un)Committed: A Taxonomy and Test of Newcomer Onboarding Scenarios," Organization Science, INFORMS, vol. 24(6), pages 1640-1661, December.
    • Handle: RePEc:inm:ororsc:v:24:y:2013:i:6:p:1640-1661
    DOI: 10.1287/orsc.1120.0818
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    References listed on IDEAS

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    Cited by:

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    2. Andreas Giazitzoglu & Daniel Muzio, 2021. "Learning the rules of the game: How is corporate masculinity learned and enacted by male professionals from nonprivileged backgrounds?," Gender, Work and Organization, Wiley Blackwell, vol. 28(1), pages 67-84, January.
    3. Shashank Vaid & Michael Ahearne, 2021. "The instantaneous commitment effect: developing stakeholder orientation among managers," AMS Review, Springer;Academy of Marketing Science, vol. 11(1), pages 162-179, June.
    4. Perry, Sara Jansen & Hunter, Emily M. & Currall, Steven C., 2016. "Managing the innovators: Organizational and professional commitment among scientists and engineers," Research Policy, Elsevier, vol. 45(6), pages 1247-1262.
    5. B. Sebastian Reiche & Tsedal B. Neeley, 2019. "Head, Heart, or Hands: How Do Employees Respond to a Radical Global Language Change over Time?," Organization Science, INFORMS, vol. 30(6), pages 1252-1269, November.
    6. Yuan Sun & Mengyi Zhu & Zuopeng (Justin) Zhang, 2019. "How Newcomers’ Work-Related Use of Enterprise Social Media Affects Their Thriving at Work—The Swift Guanxi Perspective," Sustainability, MDPI, vol. 11(10), pages 1-20, May.
    7. Godfroid, Cécile & Otiti, Naome & Mersland, Roy, 2022. "Employee tenure and staff performance: The case of a social enterprise," Journal of Business Research, Elsevier, vol. 139(C), pages 457-467.

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