2016 Volume 5 Issue 1 Pages 93-99
The diffusion of portfolio career employment system in South Korea and Japan has been recognized for organizational researchers and practitioners in terms of change of traditional human resource management. However, conflict problems in workplace between existing employees and portfolio career newcomers have not been empirically examined. This study focused on portfolio career newcomer’s workplace adjustment though the lens of organizational identity theory. The effects of proactive behavior of portfolio career newcomers on their turnover intention are examined through the mechanism of workplace ostracism. Moreover, the interaction effects with employee-organization relationship and proactive behavior on workplace ostracism are examined. Also, the interaction effects with their status in organization and workplace ostracism on their turnover intention are examined. Using moderated mediation model, hypotheses are tested with a sample of 261 portfolio career newcomers in South Korea. Results show that portfolio career newcomer’s workplace adjustment depends on not only interpersonal interactions at workplace, but also organizational contexts in which they are embedded.
