Job developmental experiences are usually considered helpful for employee development, but they can sometimes lead to harmful outcomes.
New research shows that certain organizational socialization tactics can help reduce newcomer anxiety and foster a greater sense of competence on the job. When socialization tactics enable the building of trusting relationships, organizations can facilitate greater organizational commitment among newcomers.
In this four-study article, the authors outline the development of a 16-item measure of i-deals negotiated by job incumbents. The authors then developed a reliable scale across four studies that replicated successfully in three samples. Results indicate that employees negotiate i-deals across four content domains.
Meyer, et al. (2002) conducted meta-analyses to investigate the relationship between the three different forms of commitment presented in Meyer and Allen’s (1991) Three Component Model (TCM). They also evaluated antecedents, consequences, and correlates presented in the TCM.
Topic: Development, Organizational Commitment Publication: Journal of Vocational Behavior Article: Protean and Boundaryless Career Attitudes and Organizational Commitment: The Effects of Perceived Supervisor Support Authors: K. Ovgu Cakmak-Otluoglu Reviewed By: Lauren A. Wood, M.S. The last few decades have brought many changes to the world of work. For vocational scholars,