INFORMATION-RECEIVING AND INFORMATION-GIVING DURING JOB TRANSITIONS

Based on social exchange theory, this research develops a typology of six strategies for exchanging information. This study explored the information-receiving and information-giving of both newcomers and transferred employees involved in job transitions in one organization. Results suggest that unsolicited information-receiving is positively related to job satisfaction and organizational knowledge, in addition to being negatively related to intention to quit, and that information-giving through modeling is also negatively associated with intention to quit. Results also indicate that transferred employees are more knowledgeable of the organization and their roles, as well as, more likely to model consciously appropriate behaviors than newcomers. Conversely, newcomers are more likely to use observations to gain information than transferees.