Formal mentoring support, person–environment fit and newcomer's intention to leave: Does newcomer's uncertainty avoidance orientation matter?

Cai, Z; Wu, D; Xin, Y; Chen, Y; Wu, H

Formal mentoring support, person–environment fit and newcomer's intention to leave: Does newcomer's uncertainty avoidance orientation matter?

Cai, Z Wu, D Xin, Y Chen, Y Wu, H

Permalink

Publisher:: Emerald
Publication Type:: Journal Article
Citation:: Personnel Review, 2020, 49, (8), pp. 1749-1767
Issue Date:: 2020-10-10

Closed Access

	Filename	Description	Size
	10-1108_PR-05-2018-0171.pdf	Published Version	354.65 kB	Adobe PDF	View/Open

Copyright Clearance Process

Recently Added
In Progress
Closed Access

This item is closed access and not available.

Full metadata record

Field	Value	Language
dc.contributor.author	Cai, Z
dc.contributor.author	Wu, D
dc.contributor.author	Xin, Y
dc.contributor.author	Chen, Y
dc.contributor.author	Wu, H
dc.date.accessioned	2021-06-15T06:17:47Z
dc.date.available	2021-06-15T06:17:47Z
dc.date.issued	2020-10-10
dc.identifier.citation	Personnel Review, 2020, 49, (8), pp. 1749-1767
dc.identifier.issn	0048-3486
dc.identifier.uri	http://hdl.handle.net/10453/149530
dc.description.abstract	Purpose: The purpose of this study is to investigate how and why formal mentoring support reduces newcomers' intention to leave from the perspective of uncertainty reduction theory. Design/methodology/approach: Time-lagged data were collected from two sources, mentors and newcomers, and 193 paired data sets were included in the analysis. Findings: The results showed that formal mentoring support was positively related to newcomers' person–organisation fit (P–O fit) and person–job fit (P–J fit). In addition, P–O fit and P–J fit mediated the relationship between formal mentoring support and newcomers' intention to leave. Moreover, newcomers' uncertainty avoidance orientation strengthened the relationship between formal mentoring support and perception of fit, and it strengthened the indirect effect between formal mentoring support and newcomer's intention to leave, via the perception of fit. Originality/value: This study enhances our understanding of the underlying mechanism between formal mentoring support and newcomers' intention to leave. Moreover, it demonstrates that uncertainty avoidance orientation is an important boundary condition during the process of organisational socialisation. The findings also contribute to the organisational socialisation and the mentoring literature by providing evidence from a blue-collar sample.
dc.language	en
dc.publisher	Emerald
dc.relation.ispartof	Personnel Review
dc.relation.isbasedon	10.1108/PR-05-2018-0171
dc.rights	info:eu-repo/semantics/closedAccess
dc.subject	1503 Business and Management, 1605 Policy and Administration, 1701 Psychology
dc.subject.classification	Industrial Relations
dc.title	Formal mentoring support, person–environment fit and newcomer's intention to leave: Does newcomer's uncertainty avoidance orientation matter?
dc.type	Journal Article
utslib.citation.volume	49
utslib.for	1503 Business and Management
utslib.for	1605 Policy and Administration
utslib.for	1701 Psychology
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
utslib.copyright.status	closed_access	*
dc.date.updated	2021-06-15T06:17:46Z
pubs.issue	8
pubs.publication-status	Published
pubs.volume	49
utslib.citation.issue	8

Abstract:

Purpose: The purpose of this study is to investigate how and why formal mentoring support reduces newcomers' intention to leave from the perspective of uncertainty reduction theory. Design/methodology/approach: Time-lagged data were collected from two sources, mentors and newcomers, and 193 paired data sets were included in the analysis. Findings: The results showed that formal mentoring support was positively related to newcomers' person–organisation fit (P–O fit) and person–job fit (P–J fit). In addition, P–O fit and P–J fit mediated the relationship between formal mentoring support and newcomers' intention to leave. Moreover, newcomers' uncertainty avoidance orientation strengthened the relationship between formal mentoring support and perception of fit, and it strengthened the indirect effect between formal mentoring support and newcomer's intention to leave, via the perception of fit. Originality/value: This study enhances our understanding of the underlying mechanism between formal mentoring support and newcomers' intention to leave. Moreover, it demonstrates that uncertainty avoidance orientation is an important boundary condition during the process of organisational socialisation. The findings also contribute to the organisational socialisation and the mentoring literature by providing evidence from a blue-collar sample.

Please use this identifier to cite or link to this item:

http://hdl.handle.net/10453/149530