The influence of field-based training on caseworker turnover

Osborne, Cynthia; Huffman, Jennifer; Caldera, Selena; Galbraith, Anna Lipton

doi:10.1016/j.childyouth.2019.104645

Cited by 2 publications

(2 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Such an anxiety-provoking and resource-depleting experience is known to produce a higher probability of turnover (De Croon et al, 2004; Ilgen & Seely, 1974). Previous SPs have employed RJPs to close the gap between expectations and reality by providing newcomers with as realistic an expectation as possible before beginning their new roles (Dean & Wanous, 1984; Osborne et al, 2020; Weitz, 1956). RJPs have also been shown to reduce uncertainty and newcomer stress and elevate confidence regarding their ability to perform in the new role and organization (Hom et al, 1998; Phillips, 1998; Suszko & Breaugh, 1986).…”

Section: A Taxonomy Of Socialization Program Components That Promote ...mentioning

confidence: 99%

“…No follow-up sessions of the SP were described in such studies. As examples of the latter, some freshman seminars gathered newcomers regularly for discussions and covered relevant content for several months (e.g., Vaughan et al, 2014); field-based training programs formally instructed newcomers to shadow job incumbents over an extended period of time (e.g., Osborne et al, 2020); and organizational mentorship programs enabled personal connections and repeated interactions with an organizational insider (e.g., Beecroft et al, 2001; Newhouse et al, 2007; Zhang et al, 2019).…”

Section: Delivery Mode Of Socialization Programsmentioning

confidence: 99%

See 1 more Smart Citation

Unpacking the effects of socialization programs on newcomer retention: A meta-analytic review of field experiments.

Liu,

Watts,

Feng

et al. 2024

Psychological Bulletin

View full text Add to dashboard Cite

Decades of research conducted using field experiments and quasi-experiments have enabled us to accumulate causal evidence on the effectiveness of onboarding and socialization programs (SPs) across various contexts including employment, higher education, and military services. However, the literature is devoid of an integrated conceptual framework and a quantitative review evaluating the effect of such SPs on reducing newcomer turnover and its boundary conditions. In this study, we draw from a configurational approach to categorize strategic components of SPs, propose bundles of these components based on extant theories in the socialization literature, and examine the moderating effects of these bundles on the retention benefits of SPs. Combining 168 effect sizes from 83 field experiments, our meta-analysis reveals a significant overall effect size of OR = 1.46, suggesting that, on average, the odds of retention are 1.46 times higher for newcomers participating in a SP compared to newcomers in the control group. Our results also indicate that SPs' beneficial effects on newcomer retention are greater when they include the components of identifying effective task behaviors, encouraging proactivity, and facilitating social integration, a bundle aimed at satisfying key psychological needs identified by self-determination theory. We further demonstrate that the retention benefits associated with SP participation increase when the SPs are delivered in-person and of our studies were not preregistered.Songqi Liu played a lead role in conceptualization, data curation, formal analysis, investigation, methodology, project administration, writing-original draft, and writing-review and editing. Daniel Watts played a supporting role in conceptualization, data curation, formal analysis, investigation, methodology, writing-original draft, and writing-review and editing. Jie Feng played a supporting role in conceptualization, investigation, methodology, writingoriginal draft, and writing-review and editing. Ying Wu played a supporting role in conceptualization, data curation, formal analysis, investigation, methodology, and project administration. Jingfeng Yin played a supporting role in conceptualization, data curation, formal analysis, investigation, and methodology.

show abstract

Section: A Taxonomy Of Socialization Program Components That Promote ...mentioning

confidence: 99%

Section: Delivery Mode Of Socialization Programsmentioning

confidence: 99%

Unpacking the effects of socialization programs on newcomer retention: A meta-analytic review of field experiments.

Liu,

Watts,

Feng

et al. 2024

Psychological Bulletin

View full text Add to dashboard Cite

show abstract

Les liens entre la rémunération intangible, les attentes au travail et l’intention de quitter : une étude quasi expérimentale

Côté¹,

Renaud²

2022

@Grh

View full text Add to dashboard Cite

Cette recherche a deux objectifs principaux. Le premier est d’examiner l’impact de la rémunération intangible sur l’intention de quitter. Le second est d’étudier le rôle modérateur des attentes au travail sur la relation entre la rémunération intangible et l’intention de quitter. En s’appuyant sur un recensement des écrits ainsi que sur la théorie du signal et la théorie de l’échange social, il est postulé que la rémunération intangible diminue l’intention de quitter et que les attentes au travail modèrent cette relation. Les données utilisées proviennent d’une étude, quasi expérimentale à deux facteurs, menée auprès de 318 étudiants au premier cycle d’une école de gestion d’une grande université canadienne. La rémunération intangible est mesurée par deux facteurs, à savoir 1- la reconnaissance, et 2- la formation et le développement. Les résultats indiquent que la rémunération intangible a un impact significatif sur l’intention de quitter. Spécifiquement, la reconnaissance et la formation et le développement diminuent l’intention de quitter. Pour leur part, les attentes au travail sont mesurées par deux facteurs, à savoir 1- l’accomplissement au travail, et 2- conciliation vie personnelle et vie professionnelle. Les résultats indiquent que seules les attentes en matière d’accomplissement au travail modèrent la relation négative entre la formation et le développement et l’intention de quitter. Cette étude se termine en discutant les résultats, ses préconisations managériales et propose des pistes de recherches futures.

show abstract

The influence of field-based training on caseworker turnover

Cited by 2 publications

References 16 publications

Unpacking the effects of socialization programs on newcomer retention: A meta-analytic review of field experiments.

Unpacking the effects of socialization programs on newcomer retention: A meta-analytic review of field experiments.

Les liens entre la rémunération intangible, les attentes au travail et l’intention de quitter : une étude quasi expérimentale

Contact Info

Product

Resources

About