Most organizational research fails to examine the communication experiences of temporary employees. Based on uncertainty reduction theory and impression management, this study compares the information-seeking and information-giving behaviors of temporary employees and newly hired, regular employees. Results suggest that temporary employees are less concerned about impression management, seek appraisal information less frequently, and practice less information giving than newly hired, regular employees. The data indicate temporary employees are more communicatively isolated from organizational members than other newcomers. Results suggest organizations may improve organizational learning and innovation by increasing communication with temporary employees.
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