A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors.

Abstract

This longitudinal study examined hypothesized moderating effects of role development on the link between unmet expectations and socialization outcomes. Data were collected from 248 new hires before organizational entry and at an average of 4 weeks after entry. Three role expectations-conflict, clarity, and acceptance-were measured at both data collections. Two role development constructs-leader-member exchange (LMX) and team-member exchange (TMX)-and three socialization outcomes-organizational commitment, turnover intention, and job satisfaction-were measured after entry. Results showed that met expectations, LMX, and TMX were significant predictors of all outcomes. In addition, LMX and TMX significantly moderated several relationships, such that favorable role development relationships with supervisors or work groups ameliorated the negative effects of unmet expectations. Research and applied implications are discussed.