The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure

Source avec lien : Journal of Applied Psychology, 106(4), . 10.1037/apl0000917

L’objectif de cet article est de faire progresser simultanément la théorie et la pratique en comprenant comment la pandémie de coronavirus 2019 (COVID-19) est liée à l’engagement des nouveaux employés. Des recherches antérieures suggèrent que commencer un nouvel emploi est une expérience incertaine ; nous pensons que la pandémie de COVID-19 crée des facteurs de stress environnementaux supplémentaires qui affectent l’engagement des nouveaux employés.

The purpose of this article is to simultaneously advance theory and practice by understanding how the Coronavirus disease 2019 (COVID-19) pandemic relates to new hire engagement. Prior research suggests starting a new job is an uncertain experience; we theorize that the COVID-19 pandemic creates additional environmental stressors that affect new hire engagement. First, we hypothesize that the occurrence of COVID-19 and unemployment rates relate negatively to engagement. Second, we theorize that the effects of the pandemic become more disruptive on new hire engagement as they gain tenure within the organization. Third, drawing from strategic management theory, we test whether States that introduce stronger COVID-19 policies help enhance the engagement of new hires. Examining a U.S. national sample of 12,577 newly hired (90 days or less) quick service restaurant employees across 9 months (January–September, 2020), we find support for these hypotheses. Subsequent model comparisons suggest there may be health stressors that shape engagement more strongly than purely economic stressors. These findings may be important because they highlight the experiences of workers more likely to be exposed to the pandemic and affected by COVID-related policies. Should the results generalize to other samples and jobs, this study offers potentially new research directions for understanding relationships between macro stressors and new hire perceptions and socialization. It also offers practical implications by helping organizations understand the importance of explicitly managing job insecurity, particularly in terms of COVID-19 policy. (PsycInfo Database Record (c) 2021 APA, all rights reserved)

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