范津砚

时间： 2014-06-18 11:00 - 13:00

地点： 哲学楼105

Although most organizations offer some sort of newcomer orientation programs, HR researchers and practitioners have been well aware of its general ineffectiveness in facilitating newcomer adjustment. Wanous and colleagues suggested an innovative approach to newcomer orientation, called “Realistic Orientation Program for Entry Stress” (ROPES; Wanous, 1993; Wanous & Reichers, 2000). The ROPES approach identifies major entry stressors newcomers will likely encounter after organizational entry, warns them of these stressors, and most importantly, teaches them various coping strategies. We conducted an exploratory longitudinal field experiment to further test the utility of ROPES as an effective orientation tool, addressing several limitations that have plagued previous ROPES studies. Participants were 80 newly hired nurses entering a large public hospital located at a Northern city in the People’s Republic of China. These new nurses were randomly assigned to a ROPES program or a control program during the orientation period. Participants were assessed before and immediately after the intervention, as well as at 3 and 9 months post-entry. Results showed that nurses in the ROPES program reported higher perceived utility of the orientation program, exhibited more proactive behaviors, felt less stressed, were better socialized on several domains, and had higher supervisor-rated task performance than nurses in the control program. In addition, several individual difference variables (e.g., adaptability, proactivity, and approach orientation) were found to moderate the ROPES effects. Theoretical and practical implications were discussed.

2014-06-18

2014-06-18