The impact of relative tenure on newcomer socialization dynamics

By K. Rollag. 2004

132 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/232595d1657086fdf1fb5d4200b1d5b6ecc77b11

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Thomas W. H. Ng
2. D. Feldman
3. T. Judge
4. B. Erdogan
5. Floor Rink
6. N. Ellemers
7. T. Bauer
8. P. M. Bal

In Organizational Behavior and Human Resource Management

1. Thomas W. H. Ng
2. D. Feldman
3. B. Erdogan
4. P. M. Bal
5. T. Bauer
6. H. Zacher
7. T. Judge
8. Shan Xu

Citations in the corpus

• Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure (2013, background): “However, these norms may be more salient for newcomers, and thus behaviour of veterans in organizations may be driven by other factors than exchange norms, due to their intrafirm experience (Dokko, Wilk, & Rothbard, 2009; Hunter & Thatcher, 2007; Rollag, 2004).”
• Self-efficacy intervention, job attitudes, and turnover: A field experiment with employees in role transition (2008, background): “…for leading audit engagements.1 Some research indicates that employees’ tenure relative to others in an organization may be more predictive than their absolute tenure; and that the stage that employees view themselves in and how other employees see them may also be important (Rollag, 2004).”
• Filling Empty Seats: How Status and Organizational Hierarchies Affect Exploration Versus Exploitation in Team Design (2006, background): “However, they also represent the major source of inertial behavior, rigidity, and resistance to new solutions (Rollag, 2004).”
• Adopting Design Thinking in Novice Multidisciplinary Teams: The Application and Limits of Design Methods and Reflexive Practices (2013, background): “Research on newcomer socialization has proposed that it is not just linear hours of contact that determine how newcomers become socialized (Rollag, 2004).”
• Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, background): “Even though past research has shown that qualifications such as education and experience are positively related to network centrality (Rollag, 2004; Zhang et al., 2009), the perception that one has surplus qualifications had an indirect negative association with advice network centrality as these em”
• Psychological Ownership: A Meta-Analysis and Comparison of Multiple Forms of Attachment in the Workplace (2020, background): “In addition, longtenured employees can build relatively richer social networks within the organization (Perry-Smith, 2006; Rollag, 2004), which could also help them develop instant knowledge of”
• The Absence of Cooperation Is Not Necessarily Defection: Structural and Motivational Constraints of Knowledge Transfer in a Social Dilemma Situation (2009, background): “A variable that moderates this relationship is organizational tenure (Rollag 2004).”
• Organizational Tenure and Job Performance (2010, background): “For instance, Rollag (2004) demonstrated that relative organizational tenure (years of tenure relative to colleagues) significantly predicted employees’ networking and communication behaviors.”
• Team Receptivity to Newcomers: Five Decades of Evidence and Future Research Themes (2013, background): “The question of the factors that are used to distinguish newcomers from oldtimers in organizations has been examined in some depth by Rollag (2004).”