COVID-19大流行和新员工参与：与失业率、州限制和组织任期的关系

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

（原文载美国《应用心理学杂志》（JAP）2021年第106卷第4期）

Journal of Applied Psychology, 106(4)

    【摘要】本文的目的是通过了解COVID-19大流行与新员工参与度的关系以同时推进理论和实践。已有研究表明，开始一份新的工作是一种不确定的经历。我们推测，COVID-19大流行创造了额外的环境压力因素，影响了新员工的参与。首先，我们假设COVID-19的发生和失业率与参与度有负向的关系。第二，我们推测，随着新员工在组织内获得任期，大流行病的影响对新员工的敬业度会有更大的破坏性。第三，从战略管理理论出发，我们检验了那些引入更强的COVID-19政策的州是否有助于提高新员工的参与度。通过对美国全国12,577名新聘（90天或更短）的快餐店员工在9个月内（2020年1月至9月）的抽样调查，我们发现这些假设得到了支持。后续的模型比较表明，可能有一些健康压力因素比单纯的经济压力因素更有力地影响了参与度。这些发现可能很重要，因为它们强调了更有可能接触到大流行病和受到COVID相关政策影响的员工的经历。如果研究结果能推广到其他样本和工作中，这项研究将为理解宏观压力源和新雇员的认知和社会化之间的关系提供潜在的新研究方向。本研究还讨论了实际意义，以帮助组织理解到明确管理工作不安全的重要性，特别是在COVID-19政策方面。

    【关键词】新员工，求职，社会化，招聘，敬业度

[Abstract] 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 ofCOVID-19 policy.

[Keywords] new hires, job search, socialization, recruitment, engagement

论文原文：Ployhart, R. E., Shepherd, W. J., & Strizver, S. D. (2021). The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure. Journal of Applied Psychology, 106(4), 518–529. doi: 10.1037/apl0000917.

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