Abstract
When employees enter organizations, they bring their life experiences with them, and those experiences may influence their organizational identification. The current study provides evidence for how Scott, Corman, and Cheney’s perspective on situated identification explains varying degrees of organization identification before and after newcomer orientation. Using a pretest, posttest survey design, these findings suggest that identification is changed by attending new employee orientation. Furthermore, prior non-work-related experiences with the hiring organization are explained as a type of membership negotiation that influences preorientation identification. The interaction effects are further examined to advance a more comprehensive view of how newcomers both individualize and adapt during new employee orientation and the role that multiple personal exposures to the organization can have.
Keywords
Get full access to this article
View all access options for this article.
