In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model. Regulatory emotional self-efficacy beliefs reduced intentions to quit indirectly, via organizational socialization and identification. The present study contributes to fill several literature gaps by offering a complete picture of the socialization process. Moreover, it offers insights about how to support the military newcomers’ work adjustment and retention by fostering and developing their regulatory emotional self-efficacy beliefs. Limitations as well as directions for future research are discussed.

Emotional efficacy beliefs at work and turnover intentions: The mediational role of organizational socialization and identification / Cepale, Gianluca; Alessandri, Guido; Borgogni, Laura; Perinelli, Enrico; Avanzi, Lorenzo; Livi, Stefano; Coscarelli, Alessandra. - In: JOURNAL OF CAREER ASSESSMENT. - ISSN 1069-0727. - 29:3(2021), pp. 442-462. [10.1177/1069072720983209]

Emotional efficacy beliefs at work and turnover intentions: The mediational role of organizational socialization and identification

Perinelli, Enrico;Avanzi, Lorenzo;
2021-01-01

Abstract

In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model. Regulatory emotional self-efficacy beliefs reduced intentions to quit indirectly, via organizational socialization and identification. The present study contributes to fill several literature gaps by offering a complete picture of the socialization process. Moreover, it offers insights about how to support the military newcomers’ work adjustment and retention by fostering and developing their regulatory emotional self-efficacy beliefs. Limitations as well as directions for future research are discussed.
2021
3
Cepale, Gianluca; Alessandri, Guido; Borgogni, Laura; Perinelli, Enrico; Avanzi, Lorenzo; Livi, Stefano; Coscarelli, Alessandra
Emotional efficacy beliefs at work and turnover intentions: The mediational role of organizational socialization and identification / Cepale, Gianluca; Alessandri, Guido; Borgogni, Laura; Perinelli, Enrico; Avanzi, Lorenzo; Livi, Stefano; Coscarelli, Alessandra. - In: JOURNAL OF CAREER ASSESSMENT. - ISSN 1069-0727. - 29:3(2021), pp. 442-462. [10.1177/1069072720983209]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11572/285448
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