Newcomer Adaptation in Teams: Multilevel Antecedents and Outcomes

By Gilad Chen. 2005

257 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/477acac9b6ebf5dc5b53bea5d7336b0ba27e4192

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Citations in the corpus

Team Microdynamics: Toward an Organizing Approach to Teamwork (2014, background): “Chen (2005; Chen & Klimoski, 2003) took this a step further, utilizing a motivational frame to develop a multi-period, multilevel model of newcomer adaptation. A nice addition of these articles was the simultaneous consideration of individual and team perspectives (e.g. expectations, self-efficacy, ”
Team viability for long-term and ongoing organizational teams (2011, background): “Newcomer initial performance and performance improvement is positively related to subsequent team performance (Chen, 2005), which further underscores the importance of effective onboarding of new team members for team viability.”
Time in Individual-Level Organizational Studies: What is it, How is it Used, and Why Isn't it Exploited More Often? (2015, background): “Similarly, within-person research has appeared in the study of behavior, including newcomer adaptation (Chan& Schmitt 2000, Chen 2005, Lance et al. 2000), expatriate adaptation (Bhaskar-Shrinivas et al. 2005, Firth et al. 2014), goal setting (e.g., Ilies & Judge 2005, Schmidt &DeShon 2007, Schmidt…”
A model of volunteer retention in youth sport. (2007, background): “Chen (2005) also suggested that there was a negative relationship between empowerment and turnover intention among newcomers to an organization.”
The motivating potential of teams: Test and extension of Chen and Kanfer's (2006) cross-level model of motivation in teams (2009, background): “Recently, Chen et al.’s (2005) study of teams performing a lowfidelity attack helicopter task and DeShon et al.”
A Multilevel View of Intragroup Conflict (2008, background): “This should also involve addressing questions related to change over time, such as at which level of analysis the change is occurring (Chen, 2005).”
Developing and Testing a Dynamic Model of Workplace Incivility Change (2017, methodology): “This measure has been widely used in prior research (e.g., Chen, 2005; Hausknecht, Sturman, & Roberson, 2011), including a recent study on turnover cognitions change (Chen, Ployhart, Thomas, Anderson, & Bliese, 2011).”
Navigating Uncharted Waters (2015, background): “Other research has pointed to a relationship between relational resources and newcomer empowerment (Chen, 2005; Chen & Klimoski, 2003).”
Multilevel Research in the Field of Organizational Behavior (2013, background): “Mathieu and Chen (2011) argued that despite the multilevel paradigm being alive and well, it is also faced with some challenges.”
A multilevel study of leadership, empowerment, and performance in teams. (2007, background): “constitutes a “situational affordance” that strengthens the positive effect of individual motivators, such as LMX, on individual motivation, resulting in a more conducive context for LMX to enhance individual empowerment (Chen & Kanfer, 2006). Supporting this expected cross-level interaction, Hofman”
Charisma and organizational change: A multilevel study of perceived charisma, commitment to change, and team performance (2013, unknown): “[such as] following a major organizational intervention” (Mathieu & Chen, 2011, p. 616). We believe organizational change provides situations where emergent, bottom-up relationships can occur. Commitment at the individual level is likely to affect team performance at the collective level through two”
Understanding Relative and Absolute Change in Discontinuous Growth Models (2016, background): “Transitions between organizations Individual Chen (2005) Effects of furloughs on employee exhaustion Individual Halbesleben, Wheeler, and Paustian-Underdahl (2013) Transition in and out of unemployment Individual Lucas, Clark, Georgellis, and Diener (2004)”