As presented in Figure I, pre-entry experiences and socialization tactics should ultimately affect newcomer turnover, at least in part, through post-entry P-J fit, OBSE, and newcomer work attitudes.
Socialization tactics, post-entry P-J fit, OBSE, organizational commitment, job satisfaction, and turnover intentions were measured at Time 2.
OBSE was measured with a ten-item scale from Pierce et al.
Hypothesis 1 stated that positive job choice experiences, pre-entry perceptions of P-fit, and institutionalized socialization tactics would be positively associated with greater post-entry P-j fit and OBSE.
A mediating effect was present if in Model B: (a) either post-entry P-J fit or OBSE was related to the dependent variable, and (b) there was a reduction in the partial regression coefficients for the independent variables from the test of Model A.
OBSE did not act as a significant mediator between the pre-entry variables and job satisfaction.
OBSE could not be a mediator because it was not related to turnover intentions (Baron and Kenny, 1986).
Hypothesis 3 proposed that job choice experiences, pre-entry P-J fit, and socialization tactics would be negatively associated with turnover, and that these relationships would be mediated by post-entry P-J fit, OBSE, and work attitudes.
We also found that both OBSE and post-entry P-J fit acted as partial and sometimes complete mediators between some of the socialization tactics and the work-related attitudes.
Additionally, our study suggests that both OBSE and post-entry P-J fit are important variables in the socialization process.