Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective
Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective
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DOI：
10.1016/j.jvb.2021.103587
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发表时间：
2021-08
影响因子：
11.1
通讯作者：
N. Takeuchi;Tomokazu Takeuchi;Yuhee Jung
中科院分区：
文献类型：
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作者：
N. Takeuchi;Tomokazu Takeuchi;Yuhee Jung
尽管职业转变在人的一生中会发生多次，但一个重要的转折点可能是年轻人从结构化的学术环境迁移到混乱的组织设置的学校到工作的转变（STWT）。在新人社会化领域，成功的STWT，特别是在就业后阶段，已被广泛研究，尽管这些研究主要以“组织驱动”的视角来探讨如何激励年轻新人调整自己以适应组织的职业规范。通过考察“个人驱动”的职业调整路径，重点关注组织支持中的自我增强效应，本研究解决了具有自我导向职业取向的年轻新人如何在不影响职业发展的情况下体验 STWT 成功的挑战。借鉴自我增强和自我验证的理论，我们研究了一个模型，其中（1）个人和组织职业计划的感知匹配调节了新员工感知的组织支持（POS）与其 STWT 成功之间的关系，（2）千变万化的职业取向调节了 POS 与感知职业匹配之间的预期积极关系，从而调节了中介作用。即使在控制了组织驱动的调整因素之后，四波时滞数据的结果也支持了预测的效果。这些发现引发了职业管理文献中关于“个性化”和“千变万化的悖论”的持续争论。
Although career transitions occur several times during people’s life course, a significant turning point may be the school-to-work transition (STWT) of young adults migrating from structured academic environments to chaotic organizational setups. In the field of newcomer socialization, successful STWTs, particularly in the post-employment phase, have been widely researched, although the studies have been dominated by an “organization-driven” perspective on what motivates young newcomers to adjust themselves to organizational career norms. By examining “individual-driven” career adjustment pathways that focus on the self-enhancement effect involved in organizational support, this research addresses the challenge of how young newcomers with self-directed career orientations experience STWT success without compromising their career-growth concerns. Drawing on theories of self-enhancement and self-verification, we investigated a model wherein (1) a perceived match of individual and organizational career plans mediates the relationship between newcomers’ perceived organizational support (POS) and their STWT success, and (2) protean career orientations moderate the anticipated positive relationship between POS and perceived career match, thus conditioning the mediation. Results from four-wave time-lagged data supported the predicted effects, even after controlling for organization-driven adjustment factors. The findings contribute to the ongoing debate on “individualization” and the “Protean Paradox” in career management literature.